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HRCI PHR Exam
Professional in Human Resources (Page 3 )

Updated On: 11-Jan-2026
Page 3 of 34
PDF with 383 Questions

Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?

  1. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
  2. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.
  3. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.
  4. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.

Answer(s): C

Explanation:

Once the EEOC has found that there is no reasonable cause, the complainant still has the right to file a private lawsuit against your company.
The person is to file the lawsuit, however, within 90 days. The EEOC will send their findings to the employer and the complainant along with a right to sue letter -explaining the individual's rights to sue.
Answer option A is incorrect. The complainant can still seek to sue within 90 days. Answer option B is incorrect. The complainant can still seek to sue within 90 days, not 30 days. Answer option D is incorrect. The complainant can still seek to sue within 90 days, not 180 days.



You are an HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?

  1. Construct-related validity
  2. Criterion-related validity
  3. Content validity
  4. Predictive validity

Answer(s): A

Explanation:

Psychological tests are used to measure the aptitude of the individual to perform in a given position, such as sales, medical, or even travel professional. These tests help the interviewer to determine whether the candidate possesses the desired psychological aptitude and characteristics to be successful in the position. Answer option C is incorrect. Content validity is evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job. Answer option B is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position. Answer option D is incorrect. Predictive-validity is a confirmation that the characteristics the candidate tested for during the interview process hold true in the actual performance of the candidate once they've been hired.



As an HR Professional you must be familiar with several acts of congress, laws, and regulations that address risks in the workplace. Which of the following laws was the first to establish consistent safety standards for workers?

  1. Mine Safety and Health Act
  2. USA Patriot Act
  3. Occupational Safety and Health Act
  4. Homeland Security Act

Answer(s): C

Explanation:

The Occupational Safety and Health Act, 1970, was the first law to address occupational safety risks in the workplace. This act is also known as OSHA.
Answer option B is incorrect. The USA Patriot Act, 2001, addresses national security against terrorism.
Answer option A is incorrect. The Mine Safety and Health Act, 1977, addresses safety specifically of workers in mines.
Answer option D is incorrect. Homeland Security Act, 2002, addresses awareness and prevention for American's security.



Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?

  1. FDIC
  2. Department of Labor
  3. IRS
  4. Pension Benefit Guaranty Corporation

Answer(s): A

Explanation:

The FDIC is not one of the three agencies that help to enforce the requirements of ERISA. Answer options C, B, and D are incorrect. The IRS, Department of Labor, and Pension Benefit Guaranty Corporation are the three agencies that do help to enforce the requirements of ERISA.



what nonmathematical forecasting technique uses rounds of anonymous surveys among participants to determine consensus on the direction of employment trends, candidate selection, or other forecasting topics?

  1. Delphi Technique
  2. Qualitative forecast
  3. Management forecast
  4. Trend analysis

Answer(s): A

Explanation:

The Delphi Technique is a nonmathematical forecasting technique to find consensus. The approach uses rounds of anonymous surveys to remove influence of parties and repercussion of opinions. Answer option C is incorrect. A management forecast is a nonmathematical forecasting technique that relies on organization's managers as a source of expert judgment. Answer option B is incorrect. Qualitative forecast is a generic term for a qualified forecast based on given information, experience, or preferences. Answer option D is incorrect. Trend analysis is a forecasting method but it is a mathematical model to predict likely outcomes.



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