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Hot PHR Exam Topics | Professional Pass PHR Test Guide: Professional in Human Resources 100% Pass
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HRCI PHR Certification Exam is respected globally as a trusted and credible source of HR certification. PHR exam is designed for HR professionals and individuals seeking to advance their career in human resources. Professional in Human Resources certification is essential for professionals who desire to gain a competitive advantage in their field, and it can significantly enhance their worth and increase their employability in the industry. Passing the HRCI PHR certification exam proves that the candidate has the required knowledge and skills necessary to handle various HR-related tasks and improve the overall performance of the organization.
The Human Resource Certification Institute (HRCI) offers a certification exam called the Professional in Human Resources (PHR) certification. Professional in Human Resources certification is designed for professionals who work in the field of human resources and want to advance their careers. It is a globally recognized credential that demonstrates a high level of knowledge and expertise in human resource management.
2025 Efficient PHR Exam Topics | 100% Free Pass Professional in Human Resources Test Guide
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HRCI Professional in Human Resources Sample Questions (Q16-Q21):
NEW QUESTION # 16
Mark is an HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. Mark will also be considered to be designated the responsibility for this Affirmative Action Plan. What does the designation of responsibility mean?
- A. It means that Mark will be the person that reports on the plan's implementation to management
- B. It means that Mark will be the person responsible for actually implementing the plan
- C. It means that Mark will be the manager for all Affirmative Action scenarios and issues within his company
- D. It means that Mark will be the person that reports on the plan's implementation to the Department of Labor
Answer: B
NEW QUESTION # 17
A supervisor wants to terminate an employee with 10 years of service due to excessive absences. The employee has certification for intermittent leave under the Family and Medical Leave Act (FMLA) for a chronic condition. The certification specifies an anticipated need for leave 1-3 days per month. The employee averages 6 days off per month and is close to exhausting the protected leave bank. A coworker provided to HR printouts of the employee's social media page with photos of the employee on vacation while reporting time as protected leave.
Based on the difference between the anticipated need and actual leave taken, the employer should:
- A. Require a secondary review of subsequent leave requests.
- B. Request an updated certification.
- C. Require the employee to see a physician determined by the organization.
- D. Contact the employee's physician for more information.
Answer: B
Explanation:
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)
NEW QUESTION # 18
If a union wants to organize, it typically moves through five steps to the organizing process. Which one of the following is not one of the five stages of unionization of work force?
- A. The financing
- B. The campaign
- C. The election
- D. Obtaining recognition
Answer: A
NEW QUESTION # 19
HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?
- A. When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances.
- B. When an employee treats other employees differently based on their past work efforts.
- C. When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status
- D. When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status.
Answer: C
NEW QUESTION # 20
A nonexempt employee, who is a reservist in the US Army, is called to active duty with an assignment for six months of service. When the assignment ends early, the employee asks to return to work after five months of leave. What are the requirements for reemployment?
- A. The employee must request reemployment within 14 days of release
- B. The employee must start work at the beginning of the first week after release
- C. The employer may decline reemployment if no positions are available
- D. The employer has no obligation to reemploy the service member
Answer: A
Explanation:
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee must request reemployment within 14 days after release from active duty if the service was for more than 30 days but less than 181 days.
Official Extract:
"Employees returning from military leave must submit a timely application for reemployment, generally within 14 days if service lasted between 31 and 180 days." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Military Leave and Reemployment Rights)
NEW QUESTION # 21
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