Mar-2026 Latest Actual4Cert PHR Exam Dumps with PDF and Exam Engine Free Updated Today!
Following are some new PHR Real Exam Questions!
NEW QUESTION # 26
A manager choosing not to be involved in conflict resolution between employees demonstrates which of the following leadership styles?
- A. Transformational
- B. Laissez-faire
- C. Situational
- D. Democratic
Answer: B
Explanation:
A laissez-faire leadership style is characterized by minimal intervention. Leaders allow employees to self- manage, including handling conflicts independently, which can lead to unresolved tensions if overused.
Official Extract:
"Laissez-faire leadership is defined by the leader's hands-off approach, offering little guidance or support and often leading to poor team cohesion and unmanaged conflicts." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Leadership Styles and Impact)
NEW QUESTION # 27
The safest HR practice in preventing defamation charges from employment verifications is to provide:
- A. Dates of employment.
- B. Reasons for termination.
- C. Documented performance.
- D. Attendance records.
Answer: A
Explanation:
Providing only dates of employment and sometimes job titles is considered the safest practice to minimize defamation risk during reference checks or employment verifications.
Official Extract:
"Best practice recommends limiting employment verification disclosures to dates of employment and position held to avoid defamation, invasion of privacy, and negligent referral claims." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Employee Relations Practices)
NEW QUESTION # 28
Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?
- A. Yolanda should tell Thomas that Carrie's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees.
- B. Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization.
- C. Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
- D. Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.
Answer: D
NEW QUESTION # 29
Deal and Kennedy defined the four dimensions of organizational culture that you should be familiar with, as an HR Professional. What dimension of organizational culture is best defined by the hidden hierarchy of power?
- A. Culture network
- B. Values
- C. Joy
- D. Heroes
Answer: A
NEW QUESTION # 30
Which of the following is an unstructured learning approach to stay updated on HR and business trends?
- A. Reading magazines, journals, and newsletters
- B. Enrolling in college and university courses
- C. Participating in certification programs
- D. Attending professional conferences and seminars
Answer: A
Explanation:
Reading magazines, journals, and newsletters is considered an unstructured and informal learning method, allowing professionals to stay current without following a fixed curriculum.
Official Extract:
"Self-directed reading of professional literature provides informal learning opportunities to remain updated on HR and business developments." (Source: HRCI PHR Content Outline 2024-2025, Learning and Development Section, Informal Learning Methods)
NEW QUESTION # 31
Your organization will be using the factor comparison technique in their evaluations of job performance. You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique?
- A. Factor comparison is an evaluationtechnique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.
- B. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.
- C. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approachdetermines a pay rate for each job.
- D. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.
Answer: C
NEW QUESTION # 32
Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?
- A. A federation is a union that has international members.
- B. A federation is the governing body of a union.
- C. A federation is a group of national unions.
- D. A federation is the same as a union.
Answer: C
NEW QUESTION # 33
When an organization engages in reckless discrimination and fails to act in good faith, a court will typically order:
- A. Punitive damages.
- B. Equitable relief.
- C. Compensatory fees.
Answer: A
Explanation:
Courts may award punitive damages when an employer's discriminatory behavior is found to be intentional, malicious, or recklessly indifferent to federally protected rights. Punitive damages are meant to punish and deter similar misconduct.
Official Extract:
"Punitive damages may be awarded in cases of intentional discrimination where the employer acted with malice or reckless indifference to the employee's rights." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Remedies and Penalties for Discrimination)
NEW QUESTION # 34
Your organization is aiming to reduce costs by stopping wastes in the production cycle. The company has created a plan that will reward employees 50 percent of the savings from the waste stoppage. What type of compensation plan is your organization offering to employees in this instance?
- A. This is an example of a short-term incentive
- B. This is an example of a team incentive
- C. This is an example of profit sharing
- D. This is an example of gainsharing
Answer: D
NEW QUESTION # 35
What term describes a manager who makes himself visible, being present for employees, and getting out of his office to interact with employees?
- A. Management by walking around
- B. Open door policy
- C. Progressive discipline
- D. Active management
Answer: A
NEW QUESTION # 36
You are the HR Professional for your organization. You're leading a presentation on equal employment opportunity terminology for your staff. Beth, a staff member, wants to know what a charge is -in regard to equal employment opportunity. What is a charge?
- A. A charge is an individual that has lodged a formal complaint to an agency that alleges unlawful discrimination.
- B. A charge is the evidence that unlawful discriminationhas occurred.
- C. A charge is the documentation of an alleged unlawful discrimination.
- D. A charge is a formal complaint submitted to an agency that alleges unlawful discrimination.
Answer: D
NEW QUESTION # 37
You have just hired a job candidate for a position in your company. You are now required by the Immigration and Control Act of 1986, to complete an employment eligibility form to verify the new employee's eligibility to work in the United States. Within how many days must you complete this form?
- A. 30 days
- B. 10 days
- C. 3 days
- D. 7 days
Answer: C
NEW QUESTION # 38
A summary of an organization's testing results is presented. Each applicant who passes the test is hired.
To determine the minimal selection rate for each protected group, the highest selection rate should be multiplied by:
- A. 50%
- B. 70%
- C. 75%
- D. 80%
Answer: D
Explanation:
This question refers to the 4/5ths Rule (or 80% Rule) from the Uniform Guidelines on Employee Selection Procedures (UGESP).
It states that a selection rate for any protected group should be at least 80% (or 4/5) of the rate for the group with the highest selection rate.
Official Extract:
"The 4/5ths Rule (80% Rule) indicates adverse impact if the selection rate for a protected group is less than
80% of the rate for the most selected group."
(Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Adverse Impact Analysis)
NEW QUESTION # 39
Holly is an HR Professional for her organization and she's creating a new application for employee candidates. On Holly's application form which item is allowed?
- A. Race
- B. Sexual orientation
- C. Gender
- D. Request for background check
Answer: D
NEW QUESTION # 40
A nonexempt employee, who is a reservist in the US Army, is called to active duty with an assignment for six months of service. When the assignment ends early, the employee asks to return to work after five months of leave. What are the requirements for reemployment?
- A. The employer may decline reemployment if no positions are available
- B. The employee must start work at the beginning of the first week after release
- C. The employee must request reemployment within 14 days of release
- D. The employer has no obligation to reemploy the service member
Answer: C
Explanation:
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee must request reemployment within 14 days after release from active duty if the service was for more than 30 days but less than 181 days.
Official Extract:
"Employees returning from military leave must submit a timely application for reemployment, generally within 14 days if service lasted between 31 and 180 days." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Military Leave and Reemployment Rights)
NEW QUESTION # 41
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?
- A. Edgard Schein
- B. Allen A. Kennedy
- C. Frederick Herzberg
- D. Edwards Deming
Answer: A
NEW QUESTION # 42
As an HR Professional you should be familiar with the terminology, practices, and rules governing union- based strikes. An organization utilizes union labor and non-union labor in their operations. The union goes on a strike; so the organization shifts work to the non-union labor to offset the effects of the strike. If the union labor decides to picket the operations of the non-union labor, what term is assigned to this process?
- A. Common situs picketing
- B. Wildcat strikes
- C. Sympathy strike
- D. Double Breasting Picketing
Answer: D
NEW QUESTION # 43
John is the HR Professional for his organization. He is interviewing Sally for a sales position and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how Sally resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique?
- A. Directive interview
- B. Prescreen interview
- C. Stress interview
- D. Behavior-based interview
Answer: D
NEW QUESTION # 44
As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees?
- A. An organization can fire employees if they're members of a union.
- B. Employees are not required to join a union to work.
- C. Employees must join the union in order to work.
- D. Union conducts the hiring process for an organization.
Answer: B
NEW QUESTION # 45
What is the best example of a direct cost of turnover?
- A. Additional recruiters are hired
- B. Employees voluntarily leave
- C. Project deliverables are delayed
Answer: A
Explanation:
Direct turnover costs include recruitment expenses like hiring additional recruiters, advertising job openings, and conducting interviews. Indirect costs include productivity loss, delays, and morale impact.
Official Extract:
"Direct costs of turnover involve tangible expenses such as recruiting, hiring, onboarding, and training new employees." (Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Turnover Costs)
NEW QUESTION # 46
Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?
- A. This is an example of an exception by bonafide occupational qualification to the Title VII of the Civil Rights Act of 1964
- B. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company
- C. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
- D. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
Answer: A
NEW QUESTION # 47
As an HR Professional you must be familiar with the strategic business management of your organization.
Henry Fayol identified five functions of business management which still apply to businesses today. Which one of the following answers correctly identifies the five functions of a manager?
- A. Prevoyance, to organize, to command, to coordinate, and to control
- B. Initiating, planning, executing, controlling, and closing
- C. To plan, to organize, to control, to propose, and to close
- D. Prevoyance, to command, to execute, to close, and to control
Answer: A
NEW QUESTION # 48
Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?
- A. Any pain, suffering, or damage to a person as a result of working in an employee position.
- B. Any loss of life or limb resulting from an event in the work environment.
- C. Any physical damage to one's body resulting from an event in the work environment.
- D. Any wound or damage to the body resulting from anevent in the work environment.
Answer: D
NEW QUESTION # 49
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