Pass Guaranteed Quiz 2026 PHR: Professional in Human Resources–Valid Latest Learning Materials

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The PHR certification is designed for HR professionals who have experience in HR management and have a broad understanding of the HR field. PHR exam covers a range of topics, including business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management. PHR exam is challenging and requires significant preparation, but it is a valuable investment for HR professionals who want to advance their careers and demonstrate their expertise to employers and colleagues.

The PHR Exam covers a wide range of topics related to human resource management, including business management, employee and labor relations, talent planning and acquisition, total rewards, and risk management. PHR exam is designed to test a candidate's ability to apply their knowledge of these topics in practical situations. PHR exam is computer-based and consists of 175 multiple-choice questions, which must be completed within a four-hour time frame.

HRCI Professional in Human Resources Sample Questions (Q90-Q95):

NEW QUESTION # 90
COBRA, the Consolidated Omnibus Budget Reconciliation Act, requires some organizations to offer continuation of group health care coverage to employees and family members based on certain qualifying events. How many employees must exist within an organization for COBRA requirements to be enforced?

A. 0
B. 1
C. 2
D. 3

Answer: D

NEW QUESTION # 91
As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union?

A. Non-union agreement
B. Shill contract
C. Yellow dog contract
D. Scab

Answer: C

NEW QUESTION # 92
Holly and Gary are HR Professionals in their organization and they're working to develop the strategic plan for their organization. Holly and Gary are using SWOT analysis to help understand the needs of human, financial, technological, capital, and other aspects of their organization. What is SWOT?

A. SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an organization may face.
B. SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of organization development.
C. SWOT is an analysis to define the strengths, weaknesses, openness, and timeliness of an organization.
D. SWOT is an analysis to define the schedule, weaknesses, opportunities, and timetable of a project endeavor.

Answer: A

Explanation:
Explanation/Reference:

NEW QUESTION # 93
Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?

A. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
B. This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964
C. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company
D. This is an example of a violation of the Title VII of the Civil Rights Act of 1964

Answer: B

NEW QUESTION # 94
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

A. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
C. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.

Answer: C

NEW QUESTION # 95
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