HRCI PHRi Professional in Human Resources – International Exam Practice Test

Work-life balance is a significant factor in employee retention, as it impacts job satisfaction and overall well-being. HRCI advises organizations to promote work-life balance initiatives to enhance employee engagement and reduce turnover, as employees are more likely to stay in roles that support their personal needs.

Central tendency occurs when a manager rates all employees as average, avoiding extreme ratings. According to HRCI, this bias can undermine the accuracy of performance reviews, as it does not reflect the true variations in employee performance.

Telephone interviews are cost-effective as they reduce travel costs and can be conducted quickly, making them ideal for initial candidate screening. According to HRCI, telephone interviews are efficient for narrowing down candidates before committing to more resource-intensive in-person interviews.

The HR manager should first obtain feedback from both managers and HR to identify specific issues and needs before making any changes. HRCI suggests collaborative problem-solving with stakeholders as the first step to ensure that any adjustments address actual concerns effectively.

The IT and Safety departments play crucial roles in developing a disaster and recovery plan. IT is responsible for data backup, system recovery, and ensuring technological continuity, while the Safety department addresses physical safety measures, emergency procedures, and compliance with regulations. According to HRCI, involving these departments ensures comprehensive preparedness for various disaster scenarios.

A compensation strategy that pays above the market rate is often used to attract and retain top talent, especially in competitive industries. According to HRCI, compensation strategies align pay practices with organizational goals, helping to position the company as an employer of choice.

Sharing information system functions with business operations facilitates informed decision-making by providing access to real-time data and insights. According to HRCI, integrating HRIS with business operations enables better alignment of HR and organizational goals, improving strategic planning.

The employee handbook is a formal document that typically includes policies about communication monitoring, ensuring that employees are informed of these policies from the outset. HRCI advises clear documentation of monitoring policies to maintain transparency and legal compliance.

Variable pay refers to compensation linked to performance outcomes, such as a percentage of sales. According to HRCI, variable pay structures are designed to reward employees for achieving specific results, making it a common approach in sales roles to incentivize higher productivity.

Employee engagement surveys are an effective way to understand turnover causes, as they provide direct feedback on job satisfaction and workplace culture. HRCI emphasizes using surveys to capture employee sentiments and identify areas for improvement, particularly in organizations that prioritize innovation and employee input.

To calculate the cost per interview:

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According to HRCI, knowing the cost per interview allows organizations to budget effectively for recruitment.

Setting clear expectations is the foundational step in performance measurement, as it provides employees with specific, measurable goals to achieve. According to HRCI, clear expectations allow both employees and managers to understand performance standards, enabling fair and accurate assessments.

People are more likely to embrace change if they understand its benefits and the value it brings. HRCI notes that clear communication about the purpose and value of training or change initiatives is essential in overcoming resistance and encouraging participation.

Developing a standard list of questions ensures consistency and fairness, as all candidates are evaluated based on the same criteria. HRCI recommends using structured interviews to minimize bias and ensure that each candidate is assessed on comparable factors.

Legal requirements dictate the retention period and proper disposal of employee records. HRCI emphasizes the importance of compliance with legal mandates in managing employee records to avoid liabilities and ensure data protection.

A formal complaint procedure is the most appropriate and effective method for reporting unethical behavior, as it ensures confidentiality and follows a structured process. HRCI emphasizes that organizations should provide clear complaint procedures to handle ethical concerns in a way that protects employees’ rights and promotes accountability.

Company-sponsored events, such as team-building activities and social gatherings, help improve employee morale by fostering a positive work environment and promoting collaboration. HRCI highlights that these events can strengthen team dynamics and enhance employee satisfaction, contributing to better retention.

A cost-of-living adjustment (COLA) is a pay increase intended to match inflation, ensuring that employees’ purchasing power is maintained. According to HRCI, COLAs are commonly used to adjust wages in line with economic changes, particularly in periods of high inflation.

The first step is to communicate the organization’s internet and computer usage policy to all employees, ensuring they understand the rules and expectations. According to HRCI, a clear policy and effective communication can help prevent misuse by making employees aware of acceptable and unacceptable behavior.

The promotion rate is calculated as:

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According to HRCI, tracking promotion rates after training helps measure the impact of employee development programs on career advancement.

Simulated learning programs provide a controlled and safe environment for training in emergency scenarios, especially important for roles like a pilot. HRCI recommends simulations for high-risk positions to ensure skill development without endangering trainees or others.

Determining what is at risk if the position is not filled is essential for justifying the need for a new role. HRCI advises that HR professionals evaluate the potential impact on operations, productivity, and business goals to make a strong case for the addition of a position.

Improving workstation ergonomics can help alleviate physical discomfort, such as shoulder pain, by making the work environment better suited to the employee’s needs. HRCI highlights that ergonomic adjustments are an important factor in reducing workplace injuries and absenteeism.

Compression occurs when there is a narrow difference in pay between employees regardless of their experience or tenure, often due to new hires being offered higher salaries to remain competitive. HRCI notes that addressing pay compression is critical to ensure equitable compensation and maintain morale among long-standing employees.

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.

Retaining employee records serves as documentation that may be necessary in the event of legal action, ensuring that the organization has a complete record of employment history and actions. According to HRCI, maintaining these records helps protect the organization and ensures compliance with legal standards.

Ensuring that investigations respect the rights of individuals involved is critical for legal compliance and ethical practice. HRCI highlights that investigations should be confidential, unbiased, and conducted in a way that protects the dignity and privacy of all parties.

Social responsibility reflects an organization’s commitment to positively impact its community and environment through ethical practices, philanthropy, and sustainable operations. According to HRCI, social responsibility enhances brand reputation and promotes long-term organizational success.

New employee orientation is conducted to introduce employees to the organization’s policies, culture, and expectations. HRCI explains that thorough orientation helps employees acclimate to their new roles and ensures they understand company standards, which can improve their productivity and engagement.

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.

The ILO’s Equal Remuneration Convention advocates for equal pay for men and women performing work of equal value, promoting gender equality in compensation. HRCI notes that thisprinciple supports fair pay practices and reduces pay disparities based on gender.

The manager should first gather information to understand the context, as there could be legitimate reasons (e.g., a break or health issue) for the employee’s behavior. HRCI advises that managers should investigate and understand the full context before making any disciplinary decisions.

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.

Here is the correct matching for each job analysis method with its corresponding description:

Questionnaire→ Collect information by a structured list of options

Observation→ Monitor and record actual behaviors on the job

Work Diary→ Record the frequency and the time spent on each task

Interview→ Allow instant interaction and obtain additional details

Step-by-Step Explanation

Questionnaire: A questionnaire is a structured method where employees provide information by selecting from a list of predefined options. This method is efficient for gathering large amounts of data across multiple employees and job roles.

Observation: Observation involves directly watching employees as they perform their duties to capture and record their actual behavior on the job. This method is useful for understanding real-time tasks and workflows.

Work Diary: A work diary requires employees to record their activities, noting the time spent and frequency of each task. This method provides detailed insights into the distribution of work activities and how employees allocate their time.

Interview: The interview method allows for direct interaction with employees, enabling the interviewer to ask follow-up questions and gather additional details. This method is ideal for gaining in-depth information and clarifying responses.