Free PHR Practice Test Questions and Answers (2026)

Factor comparison is a quantitative job evaluation technique that identifies specific compensable

factors and then establishes level of performances within each of those compensable factors.

Answer option A is incorrect. Whole job ranking is a non-quantitative job evaluation technique

where jobs are ranked from lowest to highest.

Answer option D is incorrect. Job classification is a non-quantitative job evaluation technique where

jobs are categorized into different levels.

Answer option B is incorrect. Job classification is a non-quantitative job evaluation technique that

sorts new jobs into an existing job hierarchy.

Job ranking is the process of ranking jobs from lowest to highest, based on importance.

Answer option C is incorrect. Job classification creates categories or levels and sorts jobs accordingly.

Answer option D is incorrect. This answer actually describes job slotting.

Answer option B is incorrect. This isn't a correct definition of whole job ranking.

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or

national origin.

Answer option D is incorrect. The Fair Labor Standards Act of 1958, also known as the Equal Pay Act,

prohibits sex-based wage discrimination.

Answer option C is incorrect. ADEA of 1967 prohibits discrimination in employment on the basis of

age (40 years or older).

Answer option B is incorrect. Americans with Disabilities Act (ADA) and Rehabilitation Act of 2008

make important changes to the definition of the term "disability" by rejecting the holdings in several

Supreme Court decisions and portions of EEOC's ADA regulations.

The Fair Employment Practices Agencies are the local representatives of the EEOC. These FEPAs

enforce federal, state, and local laws for employees they represent.

Answer option D is incorrect. EEOC offices are not the same as the Fair Employment Practices

Agencies.

Answer option A is incorrect. Labor offices is not a valid term for this question.

Answer option B is incorrect. There is'nt an EEOC agency called the Workers Rights Agencies, so this

choice is not valid.

The narrative methods of appraisal that require managers to describe the employee's performance

are as follows:

1.Critical incident review

2.Field review

3.Essay review

The critical incident review requires that during the review period supervisors make notes of

successful and unsuccessful performance issues for each employee.

A field review appraisal may be conducted by someone other than the supervisor. This can be a

person from outside the organization.

In the essay review, the reviewer has to write a short description about each employee's

performance during the year.

Answer option A is incorrect. There is no such narrative method of appraisal as daily review.

The Fair Labor Standards Act (FLSA) of 1938 established the following:

Minimum wage requirement

Laws for protecting American children against labor exploitation

Criteria for exempt and nonexempt employees

Answer option D is incorrect. Health insurance requirement are not established by FLSA.

The EEO-1 Report, known as the Employer Information Report, must be submitted to the

Department of Labor's Office by September 30 of each year for employers with 100 or more

employees.

Answer option C is incorrect. January 1 is not a valid answer.

Answer option A is incorrect. April 15 is the tax filing deadline.

Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1

report by September 30, not the anniversary date of your organization reaching 100 employees.

This is an example of bumping. Bumping is when a senior employee's position is being eliminated

and she elects to move to a less senior position and force a less senior worker out of employment.

Answer options C, B, and D are incorrect. These are'nt valid terms for this scenario. Bumping is the

correct choice.

OSHA Form 301 is an injury and illness incident report that employers are required to keep on file for

five years following the year of the injury.

Answer option A is incorrect. Employers are obligated to keep the form on file for five years following

the year of the injury.

Answer option D is incorrect. Employers are obligated to keep the form on file for five years following

the year of the injury.

Answer option C is incorrect. Employers are obligated to keep the form on file for five years following

the year of the injury.

OSHA can fine an employer up to $70,000 for a willful violation. In addition, incarceration is possible

for the violation. Answer options B, C, and A are incorrect. These are not the maximum amount for

the violation.

The update to CFR Part 60-2 was revised and allowed employers with fewer than 150 employees, not

100, permission to prepare a job group analysis that uses EEO-1 categories as job groups.

Answer options D, B, and A are incorrect. These statements are part of the CFR Part 60-2 revision.

To qualify for the computer exemption status, the computer employee must earn, if paid on an

hourly salary, no less than $27.63 per hour. Answer options C, B, and D are incorrect. These are not

valid answers for this question as the computer employee must earn no less than $27.63 per hour.

The employer is not obligated to provide meeting facilities to employees wishing to create a labor

union.

Answer options C, A, and D are incorrect. These are among the five unfair labor practices.

Of all the choices only C is allowed. Organizations may request permission to complete a background

check on an applicant. Answer options B, A, and D are incorrect. Holly cannot ask the gender, race,

and sexual orientation of the employee candidate.

Client is not one of the four components of the HR Impact Model. The four components are catalyst,

consultation, policies and procedures, and programs and processes. Answer options C, A, and D are

incorrect. Catalyst, consultation and programs and processes are the components of the HR Impact

Model.

A charge is the formal complaint submitted to an agency that alleges unlawful discrimination. It does

not mean that discrimination has actually happened, just that it might have happened.

Answer option B is incorrect. The individual filing the charge is actually called the charging party or

complainant.

Answer option A is incorrect. This answer is partly right, as there must be documentation in a charge,

but a charge is more than just the documentation.

Answer option C is incorrect. A charge is not the evidence that unlawful discrimination has occurred;

it's just the filing of the alleged discrimination.

The point factor technique identifies point of performance based on importance to the organization.

Within each point, levels of performance are created. Both levels and points are then weighted

based on most important to least important, to determine overall performance of each employee.

Answer options C, A, and B are incorrect. These are not valid definitions of the point factor

technique.

Amy's pay is a variable pay because her level of income is based on how well she sells. When an

employee is paid a variable pay it is also known as "at risk pay."

Answer option C is incorrect. Base pay is a fixed amount of pay for doing a job. Amy's pay varies and

isn't fixed.

Answer option A is incorrect. Fixed pay isn't technically a HR Professional term, though it's often used

with base pay.

Answer option B is incorrect. Commission only pay is a slang to describe "at risk pay" or variable pay.

Pure risks are events such as the loss of life or limb, someone getting hurt, fire, or theft. Pure risks

never have an upside, like business risks do.

Answer option D is incorrect. Fine and penalties are the consequences, or impact, of either business

risks or pure risks.

Answer option A is incorrect. The loss of investment is an example of a business risk. For example,

when you invest in the stock market you could make money or lose money.

Answer option C is incorrect. Safety training for workers in construction is actually an example of the

risk response avoidance.

Job evaluation is the process of systematically determining a relative internal value of a job in an

organization. In all cases, the idea is to evaluate the job, not the person doing it. Job evaluation is the

process of determining the worth of one job in relation to that of the other jobs in a company so that

a fair and equitable wage and salary system can be established. Answer option B is incorrect.

Broadbanding is a technique used to categorize different pay structures of employees of an

organization. Answer option D is incorrect. Gainsharing is a system of management used by a

business to get higher levels of performance through the involvement and participation of its people.

As performance improves, employees share financially in the gain (improvement). Gainsharing is

about people working smarter together and not just working harder. Answer option C is incorrect.

SWOT Analysis is a strategic planning method used to evaluate the Strengths, Weaknesses,

Opportunities, and

Threats involved in a project or in a business venture. It involves specifying the objective of the

business venture or project and identifying the internal and external factors that are favorable and

unfavorable to achieving that objective. A SWOT analysis may be incorporated into the strategic

planning model.