PHR HRCI Professional in Human Resources Free Practice Exam Questions (2025 Updated)

Under FMLA guidelines, if an employee's absences differ substantially from the medical certification, the employer has the right to request an updated certification to confirm the need for continued leave.

Official Extract:

"An employer may request recertification if the frequency or duration of absences significantly differs from the original certification. Employers must follow FMLA procedures carefully to avoid claims of interference or retaliation."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, FMLA Compliance)

The National Labor Relations Act (NLRA) protects an employee’s right to engage in concerted activity, including complaining about labor rights violations and union representation issues, even on social media. Terminating an employee for asserting Weingarten rights can be a direct violation.

Official Extract:

"The NLRA protects employees' rights to discuss terms and conditions of employment and to assert union representation rights without fear of retaliation."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Labor Law Compliance)

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)

Including at-will employment language in offer letters limits legal liability by clearly stating that employment can be terminated by either party at any time, with or without cause, preventing misunderstandings about job security.

Official Extract:

"Including at-will disclaimers in employment communications limits liability by clarifying that no implied promises of continued employment exist."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Employment-at-Will Doctrine)

Using an on-call employee provides flexibility and cost efficiency to cover intermittent absences without the commitment of hiring a full-time replacement or seasonal worker. It ensures minimal disruption with lower costs.

Official Extract:

"On-call staffing provides flexible coverage for short-term or intermittent workforce needs, minimizing costs associated with traditional hiring methods."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Flexible Staffing Strategies)

An HRIS system stores and analyzes HR data. One critical use is analyzing labor turnover — discovering patterns, root causes, and developing retention strategies.

Official Extract:

"HRIS tools enable organizations to identify turnover trends, predict future separations, and link turnover to strategic workforce planning."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Metrics and Analytics)

The first proactive step in reducing cyber liability is to develop an acceptable use policy. This policy clearly outlines what constitutes acceptable and prohibited behavior regarding company networks, systems, and data, helping to prevent security breaches before they happen.

Official Extract:

"Implementing an acceptable use policy is essential to mitigate cyber risks by informing employees about appropriate use of company systems and safeguarding sensitive information."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Cybersecurity Risk Management)

When an employee shows emotional distress or personal issues affecting work, referring them to an Employee Assistance Program (EAP) offers confidential support and resources to address personal challenges, benefiting both the employee and the organization.

Official Extract:

"HR should encourage EAP referrals when employees exhibit signs of emotional distress to provide professional support without escalating disciplinary actions unnecessarily."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, EAP Utilization)

A strong performance management policy emphasizes continuous feedback, both formal and informal, throughout the year — not just during annual reviews. This strengthens communication and helps with employee development.

Official Extract:

"Effective performance management practices include continuous feedback loops between employees and supervisors, supporting real-time coaching and growth."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Performance Management Systems)

Self-insured employers take on the financial risk for providing health care benefits, and the main advantage is that they can share in any cost savings if claims are lower than expected, rather than paying fixed premiums to insurance companies.

Official Extract:

"Self-insurance enables employers to assume direct financial responsibility for health claims, allowing them to benefit from lower-than-expected claims costs."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Health Benefits Funding Strategies)

Time-to-fill is a key quantitative metric — it measures the number of days taken to fill an open position and indicates recruitment efficiency and effectiveness.

Official Extract:

"Key HR metrics include time-to-fill, cost-per-hire, and turnover rates, all of which are quantitative indicators of HR performance and operational effectiveness."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Metrics and Reporting)

To operate as a strategic business partner, HR must understand how other departments (finance, operations, marketing) function and contribute to business goals. This enables HR to align initiatives with the company’s broader strategy.

Official Extract:

"Strategic HR requires a deep understanding of operational areas and the ability to integrate human capital strategies into the overall business framework."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Business Acumen)

To comply with privacy laws like HIPAA and ADA, organizations often use a third-party administrator to manage medical information confidentially and legally when offering wellness programs.

Official Extract:

"Using third-party administrators for wellness program data protects employee confidentiality and ensures compliance with applicable health information privacy laws."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Workplace Health and Wellness Programs)

Blended learning combines multiple methods — like in-person instruction, online modules, and virtual meetings — to create a flexible, interactive learning experience, enhancing engagement and knowledge retention.

Official Extract:

"Blended learning programs integrate multiple delivery methods, combining instructor-led training with online learning to maximize educational impact."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Training Delivery Methods)

An HRIS consolidates HR data and reporting functions, providing managers with accurate, timely information to support better decision-making about talent, performance, compensation, and more.

Official Extract:

"HRIS systems enhance decision-making by providing real-time access to accurate employee data, enabling strategic HR management."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Technology Benefits)

Candidate referrals generally increase retention rates because referred candidates tend to better understand the culture, have more realistic expectations, and feel more connected. However, employers must also be cautious about inadvertently limiting diversity.

Official Extract:

"Employee referral programs improve retention metrics due to pre-existing cultural alignment and realistic job previews, often reducing turnover rates and onboarding time."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Recruitment Strategies)

Succession planning prepares employees for future leadership roles, improving employee engagement and retention by showing a clear pathway for advancement and growth.

Official Extract:

"Succession planning supports employee retention by demonstrating organizational commitment to career development and leadership opportunities."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Succession Planning Strategies)

Vesting means that an employee has earned the non-forfeitable right to employer-provided benefits (such as retirement contributions) after fulfilling certain conditions like years of service.

Official Extract:

"Vesting is the process by which employees earn rights to employer-contributed benefits over time, according to a defined schedule, as governed by ERISA requirements."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Retirement Plan Fundamentals)

In a tight labor market, where there are fewer available candidates, organizations focus heavily on succession planning to fill key roles internally and ensure leadership continuity without relying solely on external hiring.

Official Extract:

"Organizations facing tight labor markets prioritize succession planning to maintain business continuity and leadership pipelines."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Workforce Planning and Succession)