Free HRCI PHR Practice Exam with Questions & Answers | Set: 3

Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster diversity and inclusion within an organization. They help support DEI strategies by building internal communities, offering peer support, hosting cultural events, and influencing inclusive business practices. HRCI’s guidelines on Business Management state the importance of cultivating diverse workplaces through internal engagement initiatives.

Official Extract:

"Promoting internal diversity efforts through voluntary groups, mentoring programs, and resource networks supports the organization's DEI strategy and enhances employee engagement."

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

When an employee with a documented serious health condition is struggling with work attendance, the employer must engage in the interactive process under the Americans with Disabilities Act (ADA) to explore reasonable accommodations before taking adverse action.

Official Extract:

"Employers are required to engage in a timely, good-faith interactive process when an employee’s medical condition impacts work performance. This process identifies possible accommodations under the ADA."

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

Inadequate orientation at the start of employment often leads to early disengagement and turnover because employees feel confused, unsupported, and disconnected from the organization’s culture.

Official Extract:

"Effective onboarding and orientation programs reduce early turnover by helping new hires understand their roles, expectations, and organizational culture."

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

Auditory learners retain information best by hearing it. Storytelling engages listening skills, emotional memory, and allows auditory learners to better absorb and remember information.

Official Extract:

"Auditory learners benefit most from hearing information, making lectures, storytelling, discussions, and audio recordings effective instructional methods."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Learning Styles and Training Delivery)

A job analysis is a foundational HR tool used to identify the essential duties, responsibilities, and skills required for a specific role. It precedes the creation of job descriptions and competency models.

Official Extract:

"Job analysis systematically collects information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Job Analysis and Design)

Under FMLA, eligible employees are entitled to take leave for bonding with a newly born, adopted, or foster child within one year of birth or placement. Care for a mother-in-law is typically not covered unless the individual qualifies as a parent under FMLA definitions.

Official Extract:

"Eligible employees may take FMLA leave for the birth of a child, adoption, foster care placement, or to care for a spouse, child, or parent with a serious health condition."

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

Offering different severance benefits based on protected categories (like gender) could create a disparate impact claim. The organization should analyze and compare the severance offerings to ensure they do not unintentionally discriminate.

Official Extract:

"Employers must evaluate severance programs for potential disparate impact on protected groups and correct inequities to avoid discrimination claims."

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

Including at-will employment language in offer letters limits legal liability by clearly stating that employment can be terminated by either party at any time, with or without cause, preventing misunderstandings about job security.

Official Extract:

"Including at-will disclaimers in employment communications limits liability by clarifying that no implied promises of continued employment exist."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Employment-at-Will Doctrine)

The encryption of sensitive information on mobile devices is a key method of minimizing data breach risks in case devices are lost or stolen. Encryption ensures that unauthorized users cannot access the data even if they have the device.

Official Extract:

"Encrypting sensitive data protects organizational information from unauthorized access if mobile devices are lost, stolen, or compromised."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Data Security and Confidentiality)

The EEOC limits compensatory and punitive damages under Title VII, ADA, and GINA based on the size of the employer — the larger the employer, the higher the maximum allowed damages.

Official Extract:

"Compensatory and punitive damage caps under federal anti-discrimination laws are scaled based on the employer’s number of employees."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Remedies and Penalties for Discrimination)