Updated Jan 10, 2026 Test Engine to Practice Test for PHR Valid and Updated Dumps [Q39-Q58]

PHR HRCI

admin • January 10, 2026

Updated Jan 10, 2026 Test Engine to Practice Test for PHR Valid and Updated Dumps [Q39-Q58]

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Updated Jan 10, 2026 Test Engine to Practice Test for PHR Valid and Updated Dumps

Exam Questions for PHR Updated Versions With Test Engine

PHR Certified Professional Salary

The average Salary of a Human Resources (HR) Professional Salary in

United States: 56,550 to 118,992 USD
India: 3,14,596 INR
Europe: 35,864 Euro

NO.39 As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?

There is no age limit in the act

Explanation/Reference:

NO.40 An organization offers severance packages to a number of employees at the same location. One gender group receives more favorable benefits than the other. Which course of action is most appropriate?

Compare the severance packages to determine disparate impact

Include a confidentiality clause prohibiting recipients from sharing information

Require the same benefit level be offered to each employee regardless of tenure or position

No action needs to be taken as severance packages can legally have different terms and conditions

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)

NO.41 Which of the following are narrative methods of appraisal that require managers to describe the employee’s performance? Each correct answer represents a complete solution. Choose three.

Daily review

Field review

Essay review

Critical incident review

NO.42 Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you’re the HR Professional for your organization. Which one of the following best describes the point factor technique?

Specific compensable factors are identified and then performance levels within the factors are documented.

Specific compensable factors are identified and then performance levels within the factors are weighted on importance to theemployee.

Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.

Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

NO.43 You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?

April 15 of each year

The anniversary date of your organization reaching 100 employees

January 1 of each year

September 30 of each year

NO.44 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?

Double Breasting Picketing

Common situs picketing

Wildcat strikes

Sympathy strike

NO.45 Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques?

The predictor of future performance is risk analysis of possible outcomes.

The best predictor of future performance is statistical analysis of past performance results.

The best predictor of future performance is structured reviews of current performance.

The best predictor of future performance is past performance.

NO.46 If an employee wants to participate in a union, they’ll often have union dues to pay. The employer is obligated to deduct the payment from the employee’s paycheck and give it to the union only if which condition is met?

The person requesting for the union dues deduction must make the request in writing.

The union representative must contact the employer and verify the request on behalf of the employee.

The personrequesting for the union dues deduction must be employed for more than 90 days.

The person requesting for the union dues deduction must be employed for more than 120 days.

NO.47 You are the HR Professional for your organization and you’re working with the management to define the role of contractors versus employees in your organization. According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor?

Financial control

Locale of work performed

Behavioral control

Type of relationship

NO.48 You are leading a brief presentation for your company about the ERISA program your company participates in. What is ERISA used for?

It protects the interests of those who participate in employee benefit plans

It protects the workers of employee compensation plans

It protects private organizations that have profit sharing plans for employee compensation

It allows private organizations to create investments for workers in profit-sharing plans

NO.49 As an HR Professional, you must sometimes terminate employees from your organization. When an employee is terminated, there must be a just cause or a good cause for the termination. Which one of the following is not a valid just cause for the employee’s termination?

Whether the employee is a member of a protected class

Whether the employee was warned in advance

Whether the rule has been applied consistently

Whether reasonable “proof” of the violation existed, or was obtained through investigation

NO.50 What term describes a manager who makes himself visible, being present for employees, and getting out of his office to interact with employees?

Open door policy

Progressive discipline

Active management

Management by walking around

NO.51 There are four components of the HR Impact Model, which affect how a HR Professional may operate within a given environment. Which one of the following is NOT a component of the HR Impact Model?

Consultation

Client

Catalyst

Programs and processes

NO.52 A good performance management policy includes which of the following?

Formal and informal manager feedback on a continual basis

Annual budget and financial performance

Regular training and education opportunities

Internal ethical guidelines and operational procedures

A strong performance management policy emphasizes continuous feedback, both formal and informal, throughout the year – not just during annual reviews. This strengthens communication and helps with employee development.
Official Extract:
“Effective performance management practices include continuous feedback loops between employees and supervisors, supporting real-time coaching and growth.” (Source: HRCI PHR Content Outline 2024-2025, Learning and Development Section, Performance Management Systems)

NO.53 Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What is the limitation Sally may subject herself to, if she focuses only on the organizational role?

She’ll only be involved in the organization’s strategic planning efforts.

She won’t be involved in the organization’s strategic planning or change efforts.

Her organizational impact will be limited to identifying problems, creating policy initiatives,and launching HR programs.

Her organizational impact will be limited to promoting employee performance.

NO.54 Which one of the following presents the seven stages of internal consulting in the correct order?

Exploring the situation, Gathering data, analyzing, and identifying findings, Gathering agreement to the project plan, Developing recommendations, Implementing, Presenting the findings and recommendations, Reviewing, transitioning, and evaluating the project.

Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Presenting the findings and recommendations, Developing recommendations, Implementing, Reviewing, transitioning, and evaluating the project.

Gathering agreement to the project plan, Exploring the situation, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning, and evaluating the project.

Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning, and evaluating the project.

NO.55 Gary is an HR Professional for his organization that has several federal contracts of $100,000 or more. His organization, as required by VEVRAA, files what form by September 30 each year, which provides the details of the veterans employed by the federal contractor?

Gary must file the EEO-VETS form

Gary must file the VEVRAA ACT-1 report

Gary must file the EEO-1 report

Gary must file the VETS-100 form

NO.56 Which of the following should HR do when an employee requests an emotional support animal at work?

Ask employees in the work group if they have related allergies.

Request that the employee supplies their provider’s certification.

Approve the request as required by the Americans with Disabilities Act (ADA).

Conduct an investigation to determine if an emotional support animal is needed.

The appropriate first step is to engage in an interactive process to evaluate the request under ADA standards, which includes investigating the necessity of the emotional support animal and reviewing documentation.
Employers must balance accommodation requests with business needs.
Official Extract:
“Requests for accommodations, such as emotional support animals, require an individualized assessment and an interactive process to evaluate the need and reasonableness.” (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Disability Accommodation Procedures)

NO.57 As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts used the terminology “work now, grieve later” to describe the urgency of performing work?

Clayton Act

National Labor Relations Act

Railway Labor Act

National Industrial Recovery Act

NO.58 Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?

Perpetuating past discrimination

Religious persecution in the workforce

Quality control

Disparate treatment

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