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HRCI PHR Exam Questions
- Topic 1: Business Management: This section of the exam measures the skills of HR Managers and focuses on aligning HR functions with organizational strategy. Candidates are tested on their ability to understand business priorities, evaluate financial and operational goals, and support organizational success through HR initiatives. One skill measured in this domain is identifying HR’s role in achieving business objectives.
- Topic 2: Workforce Planning and Talent Acquisition: This section of the exam measures the skills of Recruitment Specialists and covers planning for workforce needs, attracting talent, and managing hiring processes. Candidates are evaluated on their ability to develop recruitment strategies, implement selection processes, and comply with employment laws.
- Topic 3: Total Rewards: This section of the exam measures the skills of HR Analysts and focuses on creating and managing employee compensation and benefits programs. It includes evaluating pay structures, managing benefit offerings, and ensuring compliance with legal standards.
- Topic 4: Employee Engagement: This section of the exam measures the skills of HR Specialists and covers strategies for fostering a motivated and committed workforce. Candidates are tested on their ability to design engagement initiatives, assess employee satisfaction, and create a positive work environment.
- Topic 5: Employee and Labor Relations: This section of the exam measures the skills of HRM Managers in maintaining healthy employer-employee relationships. Candidates are evaluated on handling grievances, negotiating agreements, and adhering to labor laws. One skill measured is managing conflict resolution processes within the organization.
- Topic 6: HR Information Management: This section of the exam measures the skills of HR Analysts and covers managing HR information systems and leveraging technology for efficiency. Candidates are tested on their ability to utilize data analytics, maintain secure records, and streamline HR processes.
Free HRCI PHR Exam Actual Questions
Note: Premium Questions for PHR were last updated On Jun. 12, 2025 (see below)
Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques?
Mathematical forecasting subscribes to the belief that the best predictor of future performance is past performance. This is related to human resources through behavior-based interviews.
Answer options C, B, and A are incorrect. These are not good definitions of mathematical forecasting.
There are seven stages of internal consulting that a HR Professional must be familiar with. Consider this scenario: Mark is a HR Professional for his organization. He is meeting with Tammy and Tammy's supervisor Eric to learn about a conflict between Tammy and Eric. Mark wants to understand both parties before addressing the scenario. Which of the seven stages is Mark, Tammy, and Eric participating in?
Mark is first exploring the situation to determine how best to address the concerns of Tammy and Eric.
Answer option A is incorrect. Mark, Tammy, and Eric are not developing recommendations; all parties are seeking to best understand the situation first.
Answer option D is incorrect. Mark has not made a recommendation, so no project plan has been developed.
Answer option B is incorrect. At this point Mark is facilitating the meeting to explore the situation, and not implementing the project plan.
As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address sanitary working conditions?
The Walsh-Healey Public Contracts Act addressed contractors with the federal government that exceed $10,000, to pay an established minimum wage to workers employed through the contract. This act was passed in 1936. This act also addressed, however, the requirements of sanitary working conditions for employees.
Answer option C is incorrect. In 1931 the Davis-Bacon Act was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.
Answer option D is incorrect. The Fair Labor Standards Act was passed in 1938. It addressed minimum wage, overtime pay, child labor, and record keeping.
Answer option B is incorrect. The Portal-to-Portal Act of 1947 clarified the hours of working for the purpose of minimum wage and overtime pay.
An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?
Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.
Answer option A is incorrect. A 15-year old may work only in non-school hours.
Answer option C is incorrect. A 15-year old may work no more than eight hours on a non-school day.
Answer option D is incorrect. The maximum a 15-year old may work is 18 hours per school week.
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?
Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause. Answer option B is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race. Answer option C is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964. Answer option D is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
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