2026 Realistic Verified Free HRCI PHR Exam Questions [Q18-Q32]

QUESTION 18
As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees?

An organization can fire employees if they’re members of aunion.

Union conducts the hiring process for an organization.

Employees are not required to join a union to work.

Employees must join the union in order to work.

QUESTION 19
Which of the following is the best way in which auditory learning can be achieved?

Role playing

Overhead slides

Storytelling

Creating models

QUESTION 20
Which of the following are the benefits of gainsharing programs? Each correct answer represents a complete solution. Choose three.

Aligns employees to organization goals

Employees are paid on the basis of group performance rather than individual performance

Enhances employees focus and awareness

Helps organization to achieve improvement in key performance measures

QUESTION 21
Jennifer is the HR Professional for her organization. Her supervisor, Dan, has asked Jennifer to find the Compa-ratio for Sam. Sam earns $40,000 as a mechanic, but the midpoint for a mechanic is actually $50,000.
What is the Compa-ratio for Sam?

-$10,000

80 percent

125 percent

$10,000

QUESTION 22
Employees must be taxed on employer-paid premiums of life insurance over what amount?

1× an employee’s salary

$50,000

5× an employee’s salary

$25,000

QUESTION 23
An employer can reduce the risk associated with a lost or stolen mobile device by:

Restricting usage to work hours.

Ensuring information is encrypted.

Reporting the lost phone to the provider.

QUESTION 24
What act prohibits discrimination on the basis of physical and mental disabilities?

ADEA of 1967

Rehabilitation Act of 1973

VEVRAA of 1974

IRCA of 1986

QUESTION 25
A full-time nonexempt employee is required to travel on weekends. The hours spent traveling are:

Paid out as a bonus.

Treated as regular time worked.

Covered by a per diem.

Considered non-compensable.

QUESTION 26
Holly is an HR Professional for her organization and she’s creating a new application for employee candidates. On Holly’s application form which item is allowed?

Race

Gender

Request for background check

Sexual orientation

QUESTION 27
Sally is an HR Professional for an organization and she’s working with Holly another HR Professional.
Holly is concerned with effectiveness of a new policy. Sally is concerned with the efficiency of the new policy. What is the difference between effectiveness and efficiency?

These are the same values in human resources.

Efficiency is doing things right. Effectiveness is doing the right things.

Efficiency is being effective when doing things. Effectiveness is doing the right things efficiently.

Efficiency is knowing what to do. Effectiveness is doing what you know you should.

QUESTION 28
You are the HR Professional for your organization. You have just hired a new employee for your company. What form are you and the newly hired employee required to complete to show the employee’s identity and eligibility to work in the United States?

IRCA-00

1099

IRCA-86

I-9

QUESTION 29
Holly is a senior worker in her organization and she is a member of the union. Her position will be eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly asks the union to move her to a less senior position and release a junior employee. If the union agrees to this, what will this term be known as?

Bumping

Displacement

Releasing

Re-organization

QUESTION 30
Your organization will be using the factor comparison technique in their evaluations of job performance.
You need to communicate what the factor comparison technique accomplishes as you’re the HR Professional for your organization. Which of the following best describes the factor comparison technique?

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.

QUESTION 31
Your organization is aiming to reduce costs by stopping wastes in the production cycle. The company has created a plan that will reward employees 50 percent of the savings from the waste stoppage. What type of compensation plan is your organization offering to employees in this instance?

This is an example of a team incentive

This is an example of profit sharing

This is an example of gainsharing

This is an example of a short-term incentive

QUESTION 32
A new employee brings a support animal to work and states that the animal is necessary to address anxiety.
What should the HR department do first?

Refuse the accommodation request as noncompliant

Engage in the interactive process

Request the employee’s complete medical history

Allow the animal in the workplace without restrictions