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Perfect PHR Download Demo & Leading Offer in Qualification Exams & Fantastic HRCI Professional in Human Resources

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The PHR Certification Exam is a rigorous and challenging test that requires extensive preparation. In order to prepare for the exam, candidates should review the PHR Exam Content Outline, which provides a detailed overview of the topics covered on the exam. Candidates should also consider enrolling in a preparation course or using study materials, such as study guides or practice exams, to help them prepare for the exam.

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HRCI PHR (Professional in Human Resources) Certification Exam is a widely recognized certification in the field of human resources management that is designed to validate the skills and knowledge of HR professionals. Professional in Human Resources certification is offered by the Human Resource Certification Institute (HRCI), a global organization that has been setting the standard for HR expertise for over 45 years. The PHR Certification is aimed at HR professionals who are looking to advance their careers and demonstrate their commitment to the HR field.

HRCI Professional in Human Resources Sample Questions (Q105-Q110):

NEW QUESTION # 105
You are an HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which EEO Report is a survey, collected every other year on even calendar years?

A. EEO-3 Report
B. EEO-1 Report
C. EEO-4 Report
D. EEO-5 Report

Answer: A

NEW QUESTION # 106
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?

A. 90 days following the year of the incident
B. One year from the date of the incident
C. Five years following the year of the incident
D. Three years following the year of the incident

Answer: C

NEW QUESTION # 107
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 exempted labor unions and agricultural organizations from The Sherman Antitrust Act?

A. The National Labor Relations Act
B. The Clayton Act
C. The Railway Labor Act
D. The National Industrial Recovery Act

Answer: B

NEW QUESTION # 108
An organization that does business in three states asks a high-level executive to sign a non-compete agreement. The agreement prohibits the employee from working in that region for five years after termination.
A court would most likely determine that the terms of the agreement are:

A. Allowable
B. Unreasonable
C. Universally applied across states
D. Under federal jurisdiction

Answer: B

Explanation:
Courts generally find non-compete agreements unreasonable if they are overly broad in duration (five years) or geography. Courts favor reasonable, narrowly tailored agreements protecting legitimate business interests.
Official Extract:
"Non-compete agreements must be reasonable in scope, duration, and geography; overly restrictive agreements are often deemed unenforceable." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Employment Agreements)

NEW QUESTION # 109
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

A. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
C. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.

Answer: A

NEW QUESTION # 110
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