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HRCI PHR Exam (page: 4)
HRCI Professional in Human Resources
Updated on: 15-Feb-2026

Viewing Page 4 of 34
PHR PDF 383 Questions

The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?

  1. All organizations with employees must abide by this law
  2. Organizations with 100 or more employees
  3. Organizations with 15 or more employees
  4. This law only addresses federal government employees

Answer(s): C

Explanation:

This law addresses all organizations that have 15 or more employees. Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this law.
Answer option B is incorrect. The law requires organizations with 15 or more employees to conform to the regulation.
Answer option D is incorrect. This law applies to all organizations with 15 or more employees, not just the federal government.



The GHF Corporation is looking to hire four software developers. The average pay for software developers, with the desired skill set, is $76, 000. The GHF Corporation believes that by offering $80, 000 for the starting salary they'll attract better performers than their competitors. What is this scenario an example of?

  1. Lagging the market
  2. Leading the market
  3. Matching the market
  4. Beating the market

Answer(s): B

Explanation:

When an organization wants to pay more than the market norm, they are considered to be leading the market.
Answer option A is incorrect. Lagging the market means an organization is paying less than the market norms.
Answer option C is incorrect. Matching the market means the company is paying the standard market rate.
Answer option D is incorrect. Beating the market isn't an appropriate terminology for this scenario.



You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?

  1. April 15 of each year
  2. The anniversary date of your organization reaching 100 employees
  3. January 1 of each year
  4. September 30 of each year

Answer(s): D

Explanation:

The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.
Answer option C is incorrect. January 1 is not a valid answer. Answer option A is incorrect. April 15 is the tax filing deadline. Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September 30, not the anniversary date of your organization reaching 100 employees.



As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?

  1. OSHA 3165 poster
  2. OSHA 5613 poster
  3. OSHA 5131 poster
  4. OSHA 3615 poster

Answer(s): A

Explanation:

The OSHA poster with the employee's rights is OSHA poster 3165. Answer options D, C, and B are incorrect. The OSHA poster with the employee's rights is OSHA poster 3165.



Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of market trends, practices in HR, employee attitudes, and your business needs. What component of the HR Impact Model is addressed in this situation?

  1. Programs and processes
  2. Policies and procedures
  3. Catalyst
  4. Consultation

Answer(s): C

Explanation:

The HR Professional in this role of the catalyst is involved in the HR practices, trends, business needs, and understands the company's culture and employee attitudes. Answer option D is incorrect. The consultation role helps to define the overall organizational strategy. Answer option B is incorrect. The policies and procedures role establishes and controls the HR processes, employee programs, and ensures fair treatment for employees. Answer option A is incorrect. The programs and processes role oversees programs to attract and motivate employees and promotes employee satisfaction and performance.



Viewing Page 4 of 34



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