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PHR Actual Lab Questions: Professional in Human Resources & PHR Study Guide
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HRCI Professional in Human Resources Sample Questions (Q16-Q21):
NEW QUESTION # 16
Your organization will be using the factor comparison technique in their evaluations of job performance.
You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique?
- A. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.
- B. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.
- C. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.
- D. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.
Answer: C
NEW QUESTION # 17
Which of the following are types of training evaluation? Each correct answer represents a complete solution. Choose all that apply.
- A. Behavior
- B. Results
- C. Testing
- D. Reaction
- E. Learning
Answer: A,B,D,E
NEW QUESTION # 18
You are the HR Professional for your organization and you have been asked to hire a project manager. The average market salary for the project management position, you have available is $87,500. Which one of the following salaries would be indicative of lagging the market?
- A. $79,000
- B. $87,500
- C. $101,000
- D. $88,000
Answer: A
NEW QUESTION # 19
A manager overhears two employees discussing the possibility that one of them has a genetic disease. The manager:
- A. Violated the Genetic Information Nondiscrimination Act (GINA) by listening to the conversation.
- B. Should document discovery of the information for the employee's medical file.
- C. Did not violate any laws since the conversation was overheard unintentionally.
- D. Should report the conversation as a violation of GINA.
Answer: C
Explanation:
Unintentional overhearing of genetic information is not a violation of GINA if the manager did not actively solicit the information. However, employers must avoid further use or recording of the overheard data.
Official Extract:
"The inadvertent acquisition of genetic information, such as overhearing a conversation, does not violate GINA. However, the information must not be used or recorded." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Genetic Information Compliance)
NEW QUESTION # 20
You are the HR Professional for your organization and you're completing a turnover analysis. You're considering that over the past year your organization has employed 1,238 employees and during that same period your organization has terminated 56 employees. Based on this information what is your organization's turnover for the past year?
- A. 0
- B. Significantly lower than average
- C. Moderately low
- D. 1
Answer: C
NEW QUESTION # 21
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