PHRi – Professional in Human Resources – International (HRCI): free practice test

Practice question Unit: Business Management

1. AReplace existing job descriptions with those used by a digital competitor

   A competitor’s job descriptions may not match this organization’s strategy or current workforce.

2. BIdentify role-specific skill gaps and plan appropriate reskilling and recruitment ✓ Correct answer

   Translate strategy into required capabilities, assess gaps, then plan reskilling and hiring.

3. CGive all employees the same technical course before assessing role requirements

   Uniform training before assessing role needs can miss critical skill gaps.

4. DFreeze external recruitment until the entire digital operating model is complete

   A blanket recruitment freeze may block capabilities needed for the transition.

Reference: PHRi – Professional in Human Resources – International (HRCI), Business Management – 1.1–1.2 Business environment and stakeholders

Ask a friend

Practice question Unit: Workforce Planning and Talent Acquisition

1. ALet interviewers choose different questions without a common scoring guide

   Different unscored questions make candidates harder to compare fairly.

2. BRank applicants on overall impressions after informal conversations

   Overall impressions invite subjective and inconsistent judgments.

3. CUse one interviewer who decides without documenting assessment criteria

   One interviewer without recorded criteria does not control subjective bias.

4. DUse structured interviews with job-related questions and predefined scoring ✓ Correct answer

   Common job-related questions and anchored scoring improve consistency and comparability.

Reference: U.S. Office of Personnel Management, Structured Interviews: predetermined job-related questions and common rating standards.

Ask a friend

Practice question Unit: Learning and Development

1. ALevel 4 – Results measured by business outcomes such as profit

   Level 4 evaluates organizational outcomes, such as quality, sales or profit.

2. BLevel 3 – Behavior ✓ Correct answer

   Level 3 checks whether learning is applied in actual work behavior.

3. CLevel 1 – Reaction

   Level 1 evaluates the learners’ reaction to the learning experience.

4. DLevel 2 – Learning

   Level 2 assesses acquired knowledge or skills, not their workplace application.

Reference: Kirkpatrick Partners, The Kirkpatrick Model, Level 3: Behavior.

Ask a friend

Practice question Unit: Total Rewards

1. AApprove leave only for employees with the best ratings

   Performance ratings are not a fair substitute for the leave-scheduling criteria.

2. BApprove without review

   Approving without checking coverage may disrupt operations and conflict with policy.

3. CApply the policy and discuss alternative dates fairly ✓ Correct answer

   Use the stated policy consistently and discuss workable alternative dates.

4. DDeny all leave

   A blanket refusal ignores alternatives and fair access under the scheduling policy.

Reference: PHRi – Professional in Human Resources – International (HRCI), Total Rewards – 4.3 Benefits and leave

Ask a friend

Practice question Unit: Total Rewards

1. AExplain the range, market data and factors used ✓ Correct answer

   Explain the salary range, relevant market evidence and job-related criteria used.

2. BRefuse to discuss

   Refusing discussion leaves the employee unable to understand the criteria.

3. CPromise a raise

   A raise should not be promised before the decision is reviewed and authorized.

4. DShow the employee their colleagues' salaries

   Disclosing named colleagues’ pay is not needed to explain the employee’s own decision.

Reference: PHRi – Professional in Human Resources – International (HRCI), Total Rewards – 4.4 Pay equity, benchmarking, salary bands

Ask a friend

Practice question Unit: Employee Engagement

1. AReplace the manager

   Replacing the manager before investigating assumes a cause not yet established.

2. BRun the same survey again next month to see whether the scores change

   Repeating the same survey alone measures again without explaining the low score.

3. CDo nothing

   Ignoring the result leaves a potentially important workforce problem unaddressed.

4. DHold follow-up discussions to understand causes ✓ Correct answer

   Follow-up discussions establish likely causes before choosing targeted actions.

Reference: PHRi – Professional in Human Resources – International (HRCI), Employee Engagement – 5.1–5.2 Lifecycle effectiveness and engagement programs

Ask a friend

Practice question Unit: Employee Engagement

1. AUse behavioral standards and stakeholder feedback ✓ Correct answer

   Define observable job-relevant behaviors and gather feedback against those standards.

2. BNo goals

   Dropping goals removes expectations instead of adapting measurement.

3. CCopy another role's numeric targets

   Another role’s targets may not reflect this role’s contribution.

4. DCount hours worked

   Hours indicate input, not necessarily quality or effective performance.

Reference: PHRi – Professional in Human Resources – International (HRCI), Employee Engagement – 5.3 Performance management

Ask a friend

Practice question Unit: Employee and Labor Relations

1. ACollect complete medical histories so future HR decisions have more information

   Collecting information just in case increases unnecessary exposure.

2. BEncrypt the records but give every department manager access

   Encryption helps security, but excessive access still breaches confidentiality.

3. CKeep full records indefinitely while removing names from file titles

   Removing names from titles does not justify indefinite retention of full health records.

4. DCollect only necessary data and restrict access to authorized purposes ✓ Correct answer

   Data minimization and purpose-limited authorized access reduce avoidable privacy risk.

Reference: PHRi – Professional in Human Resources – International (HRCI), Employee and Labor Relations – 6.1–6.2 DEI/CSR and health, safety, privacy

Ask a friend

Practice question Unit: Employee and Labor Relations

1. AHeadcount and demographic representation only

   Headcount describes representation rather than employees’ experience of inclusion.

2. BAttendance at company events

   Event attendance measures participation, not necessarily fairness or belonging.

3. CSurvey questions on belonging and fairness, compared across groups ✓ Correct answer

   Perceptions of belonging and fairness reveal inclusion gaps across groups.

4. DThe number of completed diversity-training courses

   Training completion is an activity measure and does not establish an inclusive experience.

Reference: PHRi – Professional in Human Resources – International (HRCI), Employee and Labor Relations – 6.1–6.2 DEI/CSR and health, safety, privacy

Ask a friend

Practice question Unit: HR Information Management

1. AReply to the sender asking if it is genuine

   Replying may confirm an active address and keeps contact with the suspected attacker.

2. BReport it to IT without clicking ✓ Correct answer

   Report through the organization’s IT/security process without opening the link.

3. COpen the link

   Opening an untrusted link may expose credentials or launch malicious content.

4. DForward to all staff

   Mass forwarding spreads the suspicious content instead of using the reporting channel.

Reference: CISA, Phishing General Security Postcard, “When in doubt, report it out.”

Ask a friend