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PHRi Exam Questions – Valid PHRi Dumps Pdf

Obtaining the PHRi certification can have many benefits for HR professionals. It can increase their job opportunities and earning potential, as well as enhance their credibility and expertise in the field. Additionally, the certification can help HR professionals navigate the challenges of working in a global environment, such as cultural differences and compliance with international laws and regulations.

 

NEW QUESTION # 47
Organizations benefit from wellness programs because they decrease:

• A. health care costs
• B. training time
• C. legal claims
• D. involuntary turnover

Answer: A

Explanation:
Wellness programs aim to improve employee health and reduce illness, thereby lowering health care costs for the organization. HRCI explains that wellness initiatives can lead to healthier employees, reducing both absenteeism and overall health-related expenditures.

NEW QUESTION # 48
A company with 1,000 employees experiences an average of 50 turnovers per month. What is the turnover percentage for this company?

• A. 10%
• B. 5%
• C. 20%
• D. 2%

Answer: B

Explanation:
The turnover rate is calculated as follows:
Turnover Rate=(Number of TurnoversTotal Employees)×100\text{Turnover Rate} = \left(\frac{\text{Number of Turnovers}}{\text{Total Employees}}\right) \times 100Turnover Rate= (Total EmployeesNumber of Turnovers)×100Turnover Rate=(501000)×100=5%\text{Turnover Rate} = \left (\frac{50}{1000}\right) \times 100 = 5\%Turnover Rate=(100050)×100=5% HRCI points out that calculating turnover rates is essential for assessing retention issues and identifying potential areas for improvement.

NEW QUESTION # 49
What is the most important goal of communication during the process of reorganization?

• A. To collect employee feedback, ideas, and suggestions on a continuous basis
• B. To regularly inform all employees about the results of the organization's performance, its achievements, and downfalls
• C. To maintain the bond between different departments and units of the organization
• D. To keep employees informed about policies and plans affecting them and provide them with the opportunity to respond

Answer: D

Explanation:
During reorganization, it is crucial to keep employees informed and allow them to respond to changes. HRCI emphasizes that effective communication during organizational change helps manage employee concerns, reduces uncertainty, and fosters a sense of involvement, which can lead to a smoother transition.

NEW QUESTION # 50
Which pre-employment test measures verbal and mathematical abilities?

• A. Cognitive
• B. Skill-based
• C. Work sample
• D. Situational

Answer: A

Explanation:
Cognitive tests assess verbal and mathematical abilities, providing insight into an applicant's intellectual capabilities and problem-solving skills. HRCI suggests that cognitive assessments can predict job performance in roles requiring critical thinking and decision-making.

NEW QUESTION # 51
The primary objective of doing a benefits needs assessment is to:

• A. Maximize the number of benefits offered to employees
• B. Understand the benefit programs offered by competitors
• C. Identify ways to lower the benefit costs
• D. Ensure the benefits are accepted by employees

Answer: B

Explanation:
A benefits needs assessment involves evaluating the benefits offered by competitors to ensure the organization's package is competitive and attractive to employees. HRCI recommends that organizations conduct regular assessments to align with industry standards, thus supporting recruitment and retention efforts.

NEW QUESTION # 52
The grouping of similar jobs in order to simplify the job-pricing process is called:

• A. job matching
• B. pay grade
• C. job analysis
• D. pay range

Answer: B

Explanation:
In compensation management, grouping similar jobs to simplify job pricing is termed a "pay grade." Pay grades help organizations standardize the pay scale for employees performing similar work, providing a structured compensation system that aligns with internal equity and market rates. Pay grades typically consider the value of a job in relation to others within the organization. According to HRCI, creating pay grades is essential to control compensation costs while offering competitive salaries to employees, reducing turnover, and promoting fairness.

NEW QUESTION # 53
An on-the-job training (OJT) where the trainee receives guidance from a skilled worker is:

• A. blended training
• B. informal training
• C. cross-training
• D. apprentice training

Answer: D

Explanation:
Apprentice training is a form of on-the-job training in which the trainee works under the guidance of an experienced mentor to learn skills in a structured way. HRCI states that apprenticeship is beneficial for skill development, particularly in technical or trade roles.

NEW QUESTION # 54
An organization with a diverse workforce in age and demographics is working to improve its compensation package. Which of the following should be considered?

• A. Tuition assistance
• B. Childcare reimbursement
• C. Flexible paid time off
• D. Retirement contribution

Answer: C

Explanation:
A diverse workforce in age and demographics will benefit from flexible paid time off, as it addresses varied personal needs across different life stages. Younger employees may value time off for personal growth, while older employees may require flexibility for health or family reasons. HRCI recommends that organizations tailor benefits packages to reflect workforce diversity, as this approach helps enhance employee satisfaction and retention by accommodating a broad range of needs and preferences.

NEW QUESTION # 55
In which way can employee motivation be increased without increasing compensation?

• A. Recognition programs
• B. Employee surveys
• C. Stock options

Answer: A

Explanation:
Recognition programs are effective for motivating employees by acknowledging their contributions, fostering a sense of accomplishment and belonging. According to HRCI, non-monetary rewards like recognition are powerful tools for enhancing engagement and morale.

NEW QUESTION # 56
An employee reporting unsafe or illegal practices is a(n):

• A. advocate
• B. auditor
• C. whistleblower
• D. stakeholder

Answer: C

Explanation:
A whistleblower is an employee who reports unsafe, illegal, or unethical practices within an organization.
HRCI notes that whistleblower protection policies are essential to encourage employees to report issues without fear of retaliation, ensuring a safe and compliant workplace.

NEW QUESTION # 57
Which of the following is the most important step during the implementation phase of a policy?

• A. Buy-in from shareholders
• B. Employee training
• C. Technology infrastructure
• D. Legal requirements

Answer: B

Explanation:
Employee training is crucial during policy implementation to ensure that all employees understand the new policy and can comply with it. HRCI advises that training helps to minimize misunderstandings and promotes adherence, especially with complex or compliance-related policies.

NEW QUESTION # 58
With 200 qualified applicants, 20 interviewed, 10 hired, and 5 retained for 2 years, if the total recruitment costs are US $10,000, the separation rate is ______%.

Answer:

Explanation:
50
Explanation:
The separation rate is calculated as:
A math problem with numbers Description automatically generatedHRCI notes that monitoring separation rates is essential for understanding turnover and retention issues, especially for newly hired employees.

NEW QUESTION # 59
A measure of employee engagement is the:

• A. employee's ability to relate to coworkers, managers, and customers
• B. degree to which employees perform in a positive and proactive manner
• C. result of employee involvement in the decision-making process
• D. quality of the relationship between employees and customers

Answer: B

Explanation:
Employee engagement is often measured by employees' positive and proactive behavior in their roles, reflecting commitment and motivation. HRCI highlights that engaged employeesdemonstrate high productivity, enthusiasm, and dedication, which benefit organizational performance.

NEW QUESTION # 60
Which of the following is the most effective method to create a positive reaction to change?

• A. Involve employees in enforcing the new rules
• B. Explain the desired outcomes from the change
• C. Involve employees in planning and implementing the new procedure
• D. Explain the reason for the change and enforce its implementation

Answer: C

Explanation:
Involving employees in the change process fosters ownership and reduces resistance. HRCI emphasizes that employee involvement in planning and implementation builds support for change, as employees feel their input is valued and are more likely to embrace the changes.

NEW QUESTION # 61
A company wants to establish a stock option plan. Which of the following is the primary goal?

• A. Keep from increasing salaries
• B. Obtain capital funding
• C. Attract new talent
• D. Retain employees long-term

Answer: D

Explanation:
Stock options are often used to retain employees by tying their financial gain to the company's success over time. HRCI states that such benefits encourage loyalty and a long-term commitment by aligning employee interests with organizational performance.

NEW QUESTION # 62
Which of the following are benefits of end-user participation when adopting a new human resource information system (HRIS)? (Select TWO options)

• A. Reduced number of training sessions
• B. Effective budget utilization
• C. Guaranteed positive feedback
• D. Increased level of system acceptance
• E. Accurate user requirements

Answer: D,E

Explanation:
End-user participation enhances system acceptance by addressing actual user needs, and it ensures accurate requirements are gathered for development. HRCI supports involving end-users to improve system usability and acceptance, ultimately enhancing HRIS success.

NEW QUESTION # 63
Place the succession planning process steps in the correct order.

Answer:

Explanation:

Explanation:
Here is the correct order for the succession planning process steps:
* Establish present and future leadership roles
* Identify high-potential employees
* Evaluate the performance of high-potential employees
* Build and review development plans
* Assess the effectiveness of the planning process
This order follows the logical progression in succession planning, starting with defining leadership needs, identifying potential successors, assessing their capabilities, developing them, and finally evaluating the process to ensure effectiveness.
Step 1: Establish Present and Future Leadership Roles
The first step in succession planning is to identify the key leadership roles within the organization that need to be filled now or may need filling in the future. This includes both current leadership positions and potential roles that may emerge as the organization grows or changes. According to HRCI guidelines, defining these roles helps HR and leadership understand the skills, competencies, and experiences required for each position, providing a foundation for succession planning.
Step 2: Identify High-Potential Employees
Once the roles are defined, the next step is to identify employees who have the potential to take on these leadership roles. High-potential employees are those who demonstrate strong performance, leadership abilities, and the capacity to grow within the organization. Identifying such employees early allows the organization to focus on individuals who can be groomed for future roles. HRCI emphasizes that identifying high-potential employees is critical to ensure a pool of ready candidates for succession.
Step 3: Evaluate the Performance of High-Potential Employees
After identifying high-potential employees, it's essential to evaluate their current performance in their existing roles. This step involves assessing their competencies, leadership skills, and readiness for more responsibility.
Evaluation can be done through performance reviews, feedback from supervisors, and assessment tools.
According to HRCI, this step helps organizations ensure that candidates have a solid track record and possess the qualities needed to succeed in more demanding roles.
Step 4: Build and Review Development Plans
With evaluations complete, the next step is to create tailored development plans for each high-potential employee. Development plans may include training, mentoring, stretch assignments, and other growth opportunities. The goal is to close skill gaps and prepare these employees for the demands of leadership roles.
HRCI advises that development plans should be regularly reviewed and adjusted based on the employee's progress and any changes in the organization's needs.
Step 5: Assess the Effectiveness of the Planning Process
The final step is to evaluate the succession planning process itself to determine its effectiveness. This involves assessing whether the high-potential employees are developing as expected, if the development plans are achieving the desired results, and if the organization is prepared for potential leadership transitions. According to HRCI, assessing the process helps identify areas for improvement and ensures that the succession plan aligns with the organization's long-term goals.

NEW QUESTION # 64
Which of the following is the most important factor to consider when issuing disciplinary action?

• A. Redundancies
• B. Employee engagement
• C. Consistency
• D. Job evaluation

Answer: C

Explanation:
Consistency is critical in disciplinary action to ensure fairness and avoid perceptions of bias. HRCI advises that consistent application of policies across all employees helps build trust and ensures legal defensibility.

NEW QUESTION # 65
Which of the following administration functions should be handled by the line manager?

• A. Calculate employee absentee rates
• B. Answer employee's technical questions on benefits
• C. Coordinate the use of employee's time off
• D. Enroll the employee in a wellness plan

Answer: C

Explanation:
Coordinating employee time off is typically a line manager's responsibility, as they manage scheduling and operational needs within their teams. HRCI emphasizes that line managers play akey role in daily administrative functions like scheduling, which directly impact team productivity and workflow.

NEW QUESTION # 66
The main reason for implementing new programs, such as a dinner allowance for those with a newborn and flexible working hours, is to:

• A. follow a collective bargaining agreement
• B. strengthen the employee value proposition
• C. promote workplace collaboration
• D. improve employee effectiveness

Answer: B

NEW QUESTION # 67
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