UPDATED PHR TESTKINGS, COMPOSITE TEST PHR PRICE

Updated PHR Testkings, Composite Test PHR Price

Updated PHR Testkings, Composite Test PHR Price

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Tags: Updated PHR Testkings, Composite Test PHR Price, PHR Braindumps Pdf, Exam PHR Certification Cost, PHR Practice Braindumps

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That is the reason TestKingFree has compiled a triple-formatted PHR exam study material that fulfills almost all of your preparation needs. The HRCI PHR Practice Testis compiled under the supervision of 90,000 HRCI professionals that assure the passing of the Professional in Human Resources (PHR) exam on your first attempt. The Professional in Human Resources (PHR) practice exam consists of a Professional in Human Resources (PHR) PDF dumps format, Desktop-based PHR practice test software and a Web-based Professional in Human Resources (PHR) practice exam.

HRCI Professional in Human Resources Sample Questions (Q103-Q108):

NEW QUESTION # 103
An organization offers severance packages to a number of employees at the same location. One gender group receives more favorable benefits than the other. Which course of action is most appropriate?

  • A. Include a confidentiality clause prohibiting recipients from sharing information
  • B. Require the same benefit level be offered to each employee regardless of tenure or position
  • C. Compare the severance packages to determine disparate impact
  • D. No action needs to be taken as severance packages can legally have different terms and conditions

Answer: C

Explanation:
Offering different severance benefits based on protected categories (like gender) could create a disparate impact claim. The organization should analyze and compare the severance offerings to ensure they do not unintentionally discriminate.
Official Extract:
"Employers must evaluate severance programs for potential disparate impact on protected groups and correct inequities to avoid discrimination claims." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Compliance and Fair Employment Practices)


NEW QUESTION # 104
Henry is the HR Professional for his organization and he's discussing the status of Amy's employment.
Amy earns $87,500 per year and receives a paycheck via direct deposit every two weeks. Amy was hired under the offer of a salary position, but she feels that she is working far more than the agreed 40 hours per week. Based on these scenarios, do you believe Amy is exempt or non-exempt?

  • A. Amy is not exempt because she is working more than ten percent of her total agreed hours per week.
  • B. Amy is exempt because she is paid on a salary basis.
  • C. Amy is exempt because she earns more than $1,000 per week.
  • D. Amy is not exempt because she is offered bonuses as part of her pay.

Answer: B


NEW QUESTION # 105
What is the primary cause for a failing mentorship program?

  • A. Cost of administration
  • B. Complicated design
  • C. Lack of sustainability and scalability

Answer: C

Explanation:
Lack of sustainability and scalability is often the biggest reason mentorship programs fail. Without clear processes for growth and long-term maintenance, even good programs lose momentum and impact.
Official Extract:
"Sustainability and scalability are key to long-term success of mentoring programs, ensuring they evolve with organizational needs and maintain effectiveness." (Source: HRCI PHR Content Outline 2024-2025, Learning and Development Section, Mentorship Programs Best Practices)


NEW QUESTION # 106
There are four sections of the HR Impact Model. Which component of the model is considered to be the most client-oriented role?

  • A. Consultation
  • B. Programs and Processes
  • C. Policies and Procedures
  • D. Catalyst

Answer: A


NEW QUESTION # 107
When responding to an EEOC claim of discrimination, HR's primary concern should be to demonstrate that the organization:

  • A. Could not reasonably be expected to have known that the action in question was discriminatory.
  • B. Has been consistent in past practice with similarly-situated employees.
  • C. Was not aware of the alleged discriminatory action.
  • D. Had a legitimate, non-discriminatory reason for taking the action in question.

Answer: D

Explanation:
The best defense against an EEOC claim is to prove that the employer had a legitimate, non-discriminatory business reason for its action. Showing this shifts the burden of proof back to the complainant.
Official Extract:
"In responding to discrimination charges, employers should demonstrate legitimate, non-discriminatory reasons for employment decisions supported by consistent documentation." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Discrimination Laws Compliance)


NEW QUESTION # 108
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I cleared the exam easily, IT certification is one of the means of competition in the IT industry, At TestKingFree, we believe that one size does not fit all when it comes to HRCI PHR Exam Preparation.

Read below to learn how to prepare for the PHR exam and click the link to start the PHR Exam Simulator with a real PHR practice exam questions.

However, passing this exam is not an easy task.

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