PHR Practice Test

Answer choices

1. A. Candidate agreement that the assessment seems reasonable.
2. B. A vendor warranty that the assessment has been used by many companies.
3. C. A single corporate cutoff score for all jobs.
4. D. Evidence that the assessment is job related and valid for the intended uses, including the relevant jobs or sufficiently similar work behaviors.

Wrong-answer review

• A. Candidate agreement that the assessment seems reasonable.: This may be a related action, but it does not best address the controlling requirement or the next decision presented in the scenario.
• B. A vendor warranty that the assessment has been used by many companies.: This may be a related action, but it does not best address the controlling requirement or the next decision presented in the scenario.
• C. A single corporate cutoff score for all jobs.: This may be a related action, but it does not best address the controlling requirement or the next decision presented in the scenario.

Answer choices

1. A. Count each nomination as a separate employee for reporting purposes.
2. B. Accept the 100% figure because every role has a name.
3. C. Assess bench depth and realistic availability because duplicate nominations may overstate actual succession coverage.
4. D. Remove all employees who appear on more than one slate.

Answer choices

1. A. Limit the program to day-shift employees and continue describing it as companywide.
2. B. Adjust access and delivery so employees across relevant schedules have a reasonable opportunity to participate.
3. C. Keep the schedule because participation is voluntary.
4. D. Require night-shift employees to attend during unpaid off-hours.

Answer choices

1. A. Lower the posted job level after the offer so the proposed pay appears within range.
2. B. Reject the candidate because no employee may ever be paid outside a range.
3. C. Approve the exception automatically because hard-to-fill jobs should not have salary limits.
4. D. Evaluate the candidate's qualifications, market conditions, internal equity, and range-governance rules before approving or escalating an exception.

Answer choices

1. A. Reconcile converted data against the source, correct exceptions, and validate critical fields before declaring the migration complete.
2. B. Go live and correct records only when employees complain.
3. C. Replace missing service dates with the migration date.
4. D. Delete all service-date history so the new system is consistent.

Answer choices

1. A. Age discrimination law protects only employees age 65 and older.
2. B. Age is lawful to consider whenever a team wants a younger image.
3. C. The comment is irrelevant because the applicant was not yet employed.
4. D. The comment creates age-discrimination risk because the ADEA protects applicants and employees age 40 and older.

Answer choices

1. A. Place every HR activity in a single center of excellence.
2. B. Allow each business unit to create independent HR policies and systems.
3. C. Use shared services for repeatable transactions and centers of excellence for specialized HR expertise, with clear business-partner interfaces.
4. D. Move all HR decisions to line managers and eliminate centralized HR expertise.

Answer choices

1. A. Allow users to enter any coworker's name in a notes field.
2. B. Keep the shared account but change its password annually.
3. C. Disable logging so changes can be made faster.
4. D. Use individually attributable accounts with appropriate privileges and audit logging for sensitive changes.

Answer choices

1. A. Approve requests in the order received.
2. B. Use consistent criteria linking development funding to role requirements, career paths, organizational capability needs, and expected benefit.
3. C. Fund only certifications requested by senior leaders.
4. D. Deny all external development so treatment is equal.

Answer choices

1. A. Support the manager because safety concerns allow HR to make protective decisions for pregnant applicants.
2. B. Offer the applicant a lower-level job without travel instead of considering her for the posted role.
3. C. Delay the application until after the applicant returns from pregnancy-related leave.
4. D. Reverse the decision process and evaluate the applicant under the same job-related criteria used for other candidates; pregnancy cannot be used as a paternalistic basis for exclusion.