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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 Apr. 14, 2026 (see below)
As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record?
OSHA Form 301 is an injury and illness incident report that employers are required to keep on file for five years following the year of the injury.
Answer option A is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option D is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option C is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
OSHA has identified six standards that apply to almost all general industry employers. All of the following are standards as defined by OSHA that apply to employers except for which one?
Payment of employees is not something covered by OSHA so this choice is incorrect. The six standards as defined by OSHA are hazard communication standard, emergency action plan standard, fire safety standard, exit routes standard, walking/working surfaces standard, and the medical and first aid standard.
Answer option C is incorrect. The exit routes standard is one of the six standards defined by OSHA.
Answer option D is incorrect. The fire safety standard is one of the six standards defined by OSHA.
Answer option A is incorrect. The emergency action plan standard is one of the six standards defined by OSHA.
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?
The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.
Answer option C is incorrect. January 1 is not a valid answer.
Answer option A is incorrect. April 15 is the tax filing deadline.
Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September 30, not the anniversary date of your organization reaching 100 employees.
Question: Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of market trends, practices in HR, employee attitudes, and your business needs. What component of the HR Impact Model is addressed in this situation?
The HR Professional in this role of the catalyst is involved in the HR practices, trends, business needs, and understands the company's culture and employee attitudes. Answer option D is incorrect. The consultation role helps to define the overall organizational strategy.
Answer option B is incorrect. The policies and procedures role establishes and controls the HR processes, employee programs, and ensures fair treatment for employees.
Answer option A is incorrect. The programs and processes role oversees programs to attract and motivate employees, and promotes employee satisfaction and performance.
Which of the following are non-monetary rewards that a company can provide to its employees?
The following are non-monetary rewards that a company can provide to its employees:
Opportunity to learn
Flexible hours
Recognition
Employees need to learn and develop new skills in order to advance. Hence, opportunity to learn is a non-monetary reward.
Employees need time for their family, friends, and other activities. A felxible schedule or the occasional off can help employees to meet some of these obligations. Permiting some felxibility in an employee schedule increases their motivation.
Answer option D is incorrect. Cash compensation is a monetary reward for employment.
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