Free HRCI PHR Practice Exam with Questions & Answers | Set: 2

Inherent plausibility refers to whether the witness’s account of events makes logical sense based on the circumstances. It is one of the key factors investigators use to determine the reliability of testimony.

Official Extract:

"Credibility assessments during investigations should consider whether the witness’s story is inherently plausible, logically consistent, and aligned with known facts."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Conducting Internal Investigations)

An effective onboarding program significantly improves employee retention by helping employees acclimate to the organization and feel supported early in their tenure. Lower turnover (attrition) directly saves costs associated with recruiting, hiring, and training replacements.

Official Extract:

"Effective onboarding programs help reduce early turnover, increase employee engagement, and save costs associated with replacing employees who leave prematurely."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Onboarding and Retention Strategies)

Effective coaching relationships are built on being prepared, ensuring a distraction-free environment, and listening actively to the employee’s concerns. These build trust and openness.

Official Extract:

"Successful coaching involves active listening, preparation, minimizing interruptions, and creating a supportive environment to facilitate honest discussion."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Coaching and Mentoring Skills)

Validity for employment tests is proven when the test is based on a proper job analysis, ensuring that the test measures relevant skills, knowledge, and abilities tied to the job's actual requirements.

Official Extract:

"Validity of employment testing is ensured when a test accurately reflects job-related competencies identified through thorough job analysis."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Employment Testing and Validation)

Under the National Labor Relations Act (NLRA), unionized employees have the right to request union representation (Weingarten Rights) during investigatory interviews that could lead to discipline.

Official Extract:

"Employees represented by a union have the right to request union representation during interviews that may result in disciplinary action (Weingarten Rights)."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Labor Relations and Union Rights)

To comply with privacy laws like HIPAA and ADA, organizations often use a third-party administrator to manage medical information confidentially and legally when offering wellness programs.

Official Extract:

"Using third-party administrators for wellness program data protects employee confidentiality and ensures compliance with applicable health information privacy laws."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Workplace Health and Wellness Programs)

Under USERRA, employers must continue offering health coverage at the same cost as active employees for up to 24 months during military service.

Official Extract:

"Employers must maintain health coverage for employees on military leave at the same contribution rates as if the employee had remained actively employed."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, USERRA Compliance)

Top management support is critical because leadership must champion DEI initiatives. Additionally, aligning DEI efforts with overall business objectives ensures sustainability and strategic relevance.

Official Extract:

"Successful DEI initiatives require visible leadership support and integration with organizational strategies and business objectives."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Diversity and Inclusion Strategies)

To operate as a strategic business partner, HR must understand how other departments (finance, operations, marketing) function and contribute to business goals. This enables HR to align initiatives with the company’s broader strategy.

Official Extract:

"Strategic HR requires a deep understanding of operational areas and the ability to integrate human capital strategies into the overall business framework."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Business Acumen)

From your table:

Group

Passed

Total Applicants

Selection Rate

African Americans

30

80

30 ÷ 80 = 37.5%

Whites

15

30

15 ÷ 30 = 50%

Hispanics

5

25

5 ÷ 25 = 20%

Total

50

135

Highest selection rate: 50% (Whites)

Now apply the 4/5ths Rule:

80% × 50% = 40%

Minimum acceptable selection rate = 40%.

Now compare:

African Americans: 37.5% (below 40%) → Possible adverse impact

Hispanics: 20% ❌ (way below 40%) → Definite adverse impact

Whites: 50% → No issue.

Adverse impact is against Hispanics (not African Americans, not Whites, not Females).