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Latest MCQs 2026 Updated Professional in Human Resources (HRCI PHR) test Questions

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PHR test Format | PHR Course Contents | PHR Course Outline | PHR test Syllabus | PHR test Objectives

Number of Questions: 90 scored questions + 25 pretest questions (not scored)

Time Limit: 2 hours

Question Types: Multiple-choice- scenario-based- and knowledge-based questions

Passing Score: Scaled score of 500 (on a scale of 100 to 700)



- Business Management (20%)

- Talent Planning and Acquisition (16%)

- Learning and Development (10%)

- Total Rewards (15%)

- Employee and Labor Relations (39%)



Functional Area 01 | Business Management (20%)

Using information about the organization and business environment to reinforce expectations- influence decision making- and avoid risk.



Responsibilities:

- Interpret and apply information related to general business environment and industry best practices

- Reinforce the organizations core values- ethical and behavioral expectations through modeling- communication- and coaching

- Understand the role of cross-functional stakeholders in the organization and establish relationships to influence decision making

- Recommend and implement best practices to mitigate risk (for example: lawsuits- internal/ external threats)

- Determine the significance of data for recommending organizational strategies (for example: attrition rates- diversity in hiring- time to hire- time to fill- ROI- success of training) Knowledge of:

- Vision- mission- values- and structure of the organization

- Legislative and regulatory knowledge and procedures

- Corporate governance procedures and compliance

- Employee communications

- Ethical and professional standards

- Business elements of an organization (for example: other functions and departments- products- competition- customers- technology- demographics- culture- processes- safety and security)

- Existing HRIS- reporting tools- and other systems for effective data reporting and analysis

- Change management theory- methods- and application

- Risk management

- Qualitative and quantitative methods and tools for analytics

- Dealing with situations that are uncertain- unclear- or chaotic



Functional Area 02 | Talent Planning and Acquisition (16%)

Identifying- attracting- and employing talent while following all federal laws related to the hiring process.



Responsibilities:

- Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII- nepotism- disparate impact- FLSA- independent contractors)

- Develop and implement sourcing methods and techniques (for example: employee referrals- diversity groups- social media)

- Execute the talent acquisition lifecycle (for example: interviews- extending offers- background checks- negotiation).

Knowledge of:

- Applicable federal laws and regulations related to talent planning and acquisition activities

- Planning concepts and terms (for example: succession planning- forecasting)

- Current market situation and talent pool availability

- Staffing alternatives (for example: outsourcing- temporary employment)

- Interviewing and selection techniques- concepts- and terms

- Applicant tracking systems and/or methods

- Impact of total rewards on recruitment and retention

- Candidate/employee testing processes and procedures

- Verbal and written offers/contract techniques

- New hire employee orientation processes and procedures

- Internal workforce exams (for example: skills testing- workforce demographics- analysis)

- Transition techniques for corporate restructuring- mergers and acquisitions- due diligence process- offshoring- and divestitures

- Metrics to assess past and future staffing effectiveness (for example: cost per hire- selection ratios- adverse impact)



Functional Area 03 | Learning and Development (10%)

Contributing to the organizations learning and development activities by implementing and evaluating programs- providing internal consultation- and providing data.



Responsibilities:

- Provide consultation to managers and employees on professional growth and development opportunities

- Implement and evaluate career development and training programs (for example: career pathing- management training- mentorship)

- Contribute to succession planning discussions with management by providing relevant data Knowledge of:

- Applicable federal laws and regulations related to learning and development activities

- Learning and development theories and applications

- Training program facilitation- techniques- and delivery

- Adult learning processes

- Instructional design principles and processes (for example: needs analysis- process flow mapping)

- Techniques to assess training program effectiveness- including use of applicable metrics

- Organizational development (OD) methods- motivation methods- and problem-solving techniques

- Task/process analysis

- Coaching and mentoring techniques

- Employee retention concepts and applications

- Techniques to encourage creativity and innovation



Functional Area 04 | Total Rewards (15%)

Implementing- promoting- and managing compensation and benefit programs in compliance with federal laws.



Responsibilities:

- Manage compensation-related information and support payroll issue resolution

- Implement and promote awareness of non-cash rewards (for example: paid volunteer time- tuition assistance- workplace amenities- and employee recognition programs)

- Implement benefit programs (for example: health plan- retirement plan- employee assistance plan- other insurance)

- Administer federally compliant compensation and benefit programs Knowledge of:

- Applicable federal laws and regulations related to total rewards

- Compensation policies- processes- and analysis

- Budgeting- payroll- and accounting practices related to compensation and benefits

- Job analysis and evaluation concepts and methods

- Job pricing and pay structures

- Non-cash compensation

- Methods to align and benchmark compensation and benefits

- Benefits programs policies- processes- and analysis



Functional Area 05 | Employee and Labor Relations (39%)

Manage- monitor- and/or promote legally compliant programs and policies that impact the employee experience throughout the employee lifecycle.



Responsibilities:

- Analyze functional effectiveness at each stage of the employee lifecycle (for example: hiring- onboarding- development- retention- exit process- alumni program) and identify alternate approaches as needed

- Collect- analyze- summarize- and communicate employee engagement data

- Understand organizational culture- theories- and practices; identify opportunities and make recommendations

- Understand and apply knowledge of programs- federal laws- and regulations to promote outreach- diversity and inclusion (for example: affirmative action- employee resource groups- community outreach- corporate responsibility)

- Implement and support workplace programs relative to health- safety- security- and privacy following federal laws and regulations (for example: OSHA- workers compensation- emergency response- workplace violence- substance abuse- legal postings)

- Promote organizational policies and procedures (for example: employee handbook- SOPs- time and attendance- expenses)

- Manage complaints or concerns involving employment practices- behavior- or working conditions- and escalate by providing information to appropriate stakeholders

- Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable federal laws affecting union and nonunion workplaces (for example: dispute/conflict resolution- anti-discrimination policies- sexual harassment)

- Support and consult with management in performance management process (for example: employee reviews- promotions- recognition programs)

- Support performance activities (for example: coaching- performance improvement plans- involuntary separations) and employment activities (for example: job eliminations- reductions in force) by managing corresponding legal risks

Knowledge of:

- General employee relations activities and analysis (for example- conducting investigations- researching grievances- working conditions- reports- etc.)

- Applicable federal laws and procedures affecting employment- labor relations- safety- and security

- Human relations- culture and values concepts- and applications to employees and organizations

- Review and analysis process for assessing employee attitudes- opinions- and satisfaction

- Diversity and inclusion

- Recordkeeping requirements

- Occupational injury and illness prevention techniques

- Workplace safety and security risks

- Emergency response- business continuity- and disaster recovery process

- Internal investigation- monitoring- and surveillance techniques

- Data security and privacy

- The collective bargaining process- terms- and concepts (for example: contract negotiation- costing- administration)

- Performance management process- procedures- and analysis

- Termination approaches- concepts- and terms

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