PHRi™ Certification Sample Questions (25) | Phrcert

Preparing for the International Professional in Human Resources (PHRi™) exam? Phrcert offers this set of 25 sample questions to help you practice and assess your readiness.
These questions reflect the structure and difficulty of the actual exam, covering essential HR areas such as talent acquisition, employee relations, compensation, benefits, and compliance with international standards. Each question is designed to test your knowledge and highlight areas where you may need further review.
With this practice test, you will become familiar with the exam style, strengthen your HR fundamentals, and gain the confidence needed to succeed.
Use Phrcert’s trusted preparation resources to take the next step in your certification journey and get closer to achieving your PHRi™ credential.

1. Linkedin: Phrcert © 2025 Phrcert.com 1

2. International Professional HR
Certification (PHRi#)
Sample Questions
Question 1
1. What is the PRIMARY role of HR as a strategic partner?
a) Creating organizational structure
independently
b) Facilitating meaningful
discussions about strategy
execution
c) Overseeing all administrative
functions
d) Managing compliance with labor
laws
Correct Answer: b)
Explanation: The key role of HR as a strategic partner is to facilitate
discussions on how organizational structure supports strategic goals.
Option (a) is incorrect as HR does not act independently in creating
structure. Option (c) is more of an administrative role, while (d) pertains to
compliance rather than strategy execution.Linkedin: Phrcert © 2025 Phrcert.com 2

3. Question 2
2. In what way does CSR contribute to a company's reputation?
a) By increasing operational costs b) Through engaged and
enthusiastic employees
c) By creating a competitive
disadvantage
d) By failing to address social
expectations
Correct Answer: b)
Explanation: Engaged employees (b) enhance the company's reputation,
creating a positive public image linked to CSR efforts. Increased costs (a)
or lack of engagement (d) do not contribute positively to reputation.Linkedin: Phrcert © 2025 Phrcert.com 3

4. Question 3
3. During the Growth stage, what is a significant challenge that organizations often
face?
a) Establishing brand identity b) Managing increased complexity
c) Reinvigorating stagnation d) Reducing workforce size
Correct Answer: b)
Explanation: As organizations grow, they often encounter increased
complexity in operations and management. Establishing brand identity (a)
usually happens in the Start-Up stage. Stagnation (c) is more relevant in
the Decline stage, while reducing workforce size (d) is not a primary
challenge in Growth.Linkedin: Phrcert © 2025 Phrcert.com 4

5. Question 4
4. Which of the following best defines "Business Continuity"?
a) Planning for employee
development and engagement
b) Ensuring that essential functions
continue during and after a disaster
c) Completing employee
performance evaluations
d) Enhancing recruitment strategies
Correct Answer: b)
Explanation: Business continuity (b) specifically refers to processes
ensuring essential functions persist during disruptions. Options (a), (c),
and (d) pertain to other HR functions and do not capture the essence of
business continuity.Linkedin: Phrcert © 2025 Phrcert.com 5

6. Question 5
5. When crafting a job description to attract candidates while ensuring U.S. EEOC
compliance for a non-profit, which THREE characteristics should HR prioritize?
a) Listing preferred candidate
qualifications
b) Including transparent salary range
data
c) Linking role impact to
organizational mission
d) Defining essential job duties with
clarity
Correct Answers: d), b), c)
Explanation: Clear duties (d) ensure EEOC compliance (e.g., Title VII),
salary ranges (b) promote transparency, and mission alignment (c) attracts
candidates. Preferred qualifications (a) risk bias if demographic-focused.
Distractors: (a) mimics recruitment criteria but risks non-compliance,
testing legal and attraction balance.Linkedin: Phrcert © 2025 Phrcert.com 6

7. Question 6
6. When preparing interview questions for a job role, why is it important to relate them
to job competencies?
a) To ensure the questions are
intriguing for the interviewers
b) To allow for personal biases in
the selection process
c) To predict the candidate's future
performance in that role
d) To comply with legal
requirements of hiring
Correct Answer: c)
Explanation: Relating interview questions to job competencies (c) helps
evaluate candidates' relevant skills and predict their future performance in
the role. The focus should not be on intrigue (a) or personal biases (b).
While legal compliance (d) is crucial, it is not the primary reason for
competency-based questions.Linkedin: Phrcert © 2025 Phrcert.com 7

8. Question 7
7. A business forecasts a significant increase in demand. What is the MOST critical
component of the staffing plan to ensure response to this demand?
a) Evaluating existing staff
performance
b) Developing a proactive
recruitment plan
c) Establishing a training budget d) Implementing strict exit
interviews
Correct Answer: b)
Explanation: Developing a proactive recruitment plan (b) is crucial for
addressing increased demand efficiently. Evaluating performance (a) and
establishing a training budget (c) are more reactive steps. Strict exit
interviews (d) focus on retention rather than future hiring.Linkedin: Phrcert © 2025 Phrcert.com 8

9. Question 8
8. At what stage in the hiring process would validity of selection criteria be most
critical?
a) Job posting b) Resume screening
c) Reference checks d) Final selection decision
Correct Answer: d)
Explanation: Validity is crucial (d) in the final selection decision as it
determines whether the selection criteria accurately predict job
performance. Earlier stages do not focus as heavily on validation of
criteria.Linkedin: Phrcert © 2025 Phrcert.com 9

10. Question 9
9. Which of the following is a method for evaluating the training effectiveness
according to Kirkpatrick's model?
a) Post-training quizzes only b) Participant biographies
c) The return on investment (ROI)
analysis
d) Feedback forms during training
Correct Answer: c)
Explanation: ROI analysis (c) is a recognized method to evaluate training
effectiveness against costs and outcomes. Post-training quizzes (a)
assess learning but do not evaluate overall effectiveness. Biographies (b)
and feedback forms (d) contribute but lack comprehensive assessment.Linkedin: Phrcert © 2025 Phrcert.com 10

11. Question 10
10. An organization is considering a training initiative for its managers. Which factors
should they prioritize to ensure training effectiveness?
a) Budget constraints and available
facilities
b) Participant preferences and
convenience
c) Trainer popularity and delivery
style
d) Alignment with organizational
goals and employee needs
Correct Answer: d)
Explanation: Training should be strategically aligned with the goals of the
organization to be effective, as this ensures relevance and efficiency in
achieving desired outcomes. Other options, such as budget considerations
(a), are important but should not be the primary focus.Linkedin: Phrcert © 2025 Phrcert.com 11

12. Question 11
11. Which of the following learning styles should a trainer consider when designing a
training program?
a) Solely visual learners b) A mix of auditory, visual, and
kinesthetic learners
c) Focus only on hands-on activities d) Preferential treatment for verbal
learners
Correct Answer: b)
Explanation: Considering a mix of learning styles (b) ensures broader
engagement and improves learning outcomes. Focusing on one style (a, c,
d) limits effectiveness and excludes other learners, which is ineffective in
diverse training environments.Linkedin: Phrcert © 2025 Phrcert.com 12

13. Question 12
12. In scenarios where individuals are paid differently for the same job title, the
company may face issues of:
a) Internal equity b) External competitiveness
c) Job complexity d) Total rewards strategy
Correct Answer: a)
Explanation: Internal equity (a) refers to fairness in compensation among
employees in similar roles, which can be jeopardized when pay variations
exist. The other options touch upon broader themes that do not
specifically pinpoint the issues related to employee pay differences within
the same job title.Linkedin: Phrcert © 2025 Phrcert.com 13

14. Question 13
13. What does internal consistency in compensation structures primarily refer to?
a) Fairness across different pay
grades
b) Benchmarking against industry
standards
c) Alignment of pay grades with job
levels and responsibilities
d) Ensuring all employees in an
organization have equal pay
Correct Answer: c)
Explanation: Internal consistency (c) ensures that jobs with similar
responsibilities and skills are compensated similarly within the
organization. Fairness (a) is part of it, but not the sole focus.
Benchmarking (b) involves external data, while equal pay (d) disregards
differences in roles.Linkedin: Phrcert © 2025 Phrcert.com 14

15. Question 14
14. An HR manager is tasked with developing a strategy for individual differentiation
in compensation. What is the MOST effective method to achieve this?
a) Using a flat salary structure for all
employees
b) Implementing a performance-
based evaluation system tied to
compensation
c) Offering the same benefits to all
employees regardless of role
d) Focusing on seniority as the
primary factor for pay increases
Correct Answer: b)
Explanation: A performance-based evaluation system (b) allows the
organization to differentiate compensation based on individual
contributions and achievements, effectively promoting individual
differentiation. A flat salary structure (a) and uniform benefits (c) do not
consider individual performance, while seniority (d) does not address
current performance levels.Linkedin: Phrcert © 2025 Phrcert.com 15

16. Question 15
15. When analyzing remuneration survey data, if a company finds its pay structure is
overly rigid, what is a possible consequence?
a) Increased job satisfaction among
employees
b) Difficulty in attracting top talent
c) More equitable pay across the
board
d) Enhanced employee retention
Correct Answer: b)
Explanation: An overly rigid pay structure can hinder the company's ability
to offer competitive salaries and attract skilled employees, diminishing job
satisfaction (a) and retention (d) rather than enhancing them.Linkedin: Phrcert © 2025 Phrcert.com 16

17. Question 16
16. An organization identifies that its employees lack engagement due to obscured
organizational values. What is the FIRST step management should take to address
this issue?
a) Implement a new rewards
structure
b) Conduct a workshop to redefine
company values
c) Increase employee oversight d) Reduce operational hours to give
employees more time for personal
projects
Correct Answer: b)
Explanation: Conducting a workshop (b) to redefine values provides a
collaborative approach to ensure all employees understand and align with
organizational priorities, fostering engagement. Simply implementing new
rewards (a) or increasing oversight (c) are less likely to address core
engagement issues, while personal projects (d) aren't directly linked to
values.Linkedin: Phrcert © 2025 Phrcert.com 17

18. Question 17
17. An organization has implemented a new DEI policy. What is the FIRST measure of
success?
a) Review of policy compliance rates b) Employee feedback and
engagement levels
c) Number of training sessions
conducted
d) Increase in ethnically diverse
hires
Correct Answer: b)
Explanation: Employee feedback (b) indicates the policy's acceptance and
effectiveness in the workplace. While (a) and (d) are important, they do not
capture immediate engagement. (c) may suggest efforts rather than
results.Linkedin: Phrcert © 2025 Phrcert.com 18

19. Question 18
18. What is the definition of Employee Value Proposition (EVP)?
a) A financial offer made to potential
employees
b) A unique set of benefits that an
organization provides to attract and
retain talent
c) A mandatory employee
agreement
d) A legal contract between the
employer and employee
Correct Answer: b)
Explanation: The correct option (b) accurately defines EVP as it
encompasses both tangible and intangible benefits that an organization
offers to its employees. Option (a) is too narrow, only focusing on financial
aspects, while (c) and (d) are not related to EVP concepts at all.Linkedin: Phrcert © 2025 Phrcert.com 19

20. Question 19
19. During a team meeting, an employee expresses feelings of burnout and lack of
purpose. As an HR professional, what action should you prioritize?
a) Suggest taking time off without
further discussion
b) Provide a training session on
resilience
c) Implement programs to enhance
engagement and connection with
work
d) Recommend the employee to find
another job
Correct Answer: c)
Explanation: (c) Addressing engagement and meaning in work is crucial
for alleviating feelings of burnout. Option (a) is dismissive, (b) lacks
immediate relevance, and (d) is unhelpful.Linkedin: Phrcert © 2025 Phrcert.com 20

21. Question 20
20. What is the main goal of using predictive analytics in HR tech projects?
a) To summarize historical data for
reporting
b) To forecast future HR trends and
behaviors
c) To determine employee
satisfaction levels
d) To compare company
performance with industry
standards
Correct Answer: b)
Explanation: The main goal of predictive analytics (b) is to leverage
historical and real-time data to anticipate future trends and employee
behaviors, aiding proactive decision-making. Summarizing historical data
(a) is a descriptive function, determining satisfaction levels (c) is more
subjective, and comparing with industry standards (d) relates to
benchmarking.Linkedin: Phrcert © 2025 Phrcert.com 21

22. Question 21
21. Which of the following terms best describes the use of AI to predict employee
turnover rates?
a) Data mining b) Historical analysis
c) Predictive analytics d) Descriptive statistics
Correct Answer: c)
Explanation: Predictive analytics (c) specifically refers to the use of AI to
forecast future events, such as turnover rates. Data mining (a) is related
but more focused on extracting patterns rather than predicting future
trends, which is best characterized by predictive analytics.Linkedin: Phrcert © 2025 Phrcert.com 22

23. Question 22
22. When implementing mobile learning, which factor is MOST critical for success?
a) Providing only text-based
materials for quick reading
b) Ensuring content is accessible on
various devices and platforms
c) Limiting tool usage to the office
environment
d) Eliminating interaction
opportunities
Correct Answer: b)
Explanation: Mobile learning (b) relies heavily on accessibility across
devices, making it vital for learning flexibility. Text (a) alone is inadequate,
and tools should not be limited to office use (c). Interaction is essential for
learning (d).Linkedin: Phrcert © 2025 Phrcert.com 23

24. Question 23
23. What is the PRIMARY purpose of employee data management in HR?
a) To generate payroll reports b) To track employee attendance
c) To ensure compliance with legal
requirements
d) To enhance strategic decision-
making
Correct Answer: d)
Explanation: The primary purpose of employee data management is to
enhance strategic decision-making (d) by providing accurate and timely
data for HR activities. While payroll and attendance tracking are
components of data management, their main goal aligns with operational
efficiency rather than strategic visibility.Linkedin: Phrcert © 2025 Phrcert.com 24

25. Question 24
24. A company is trying to identify gaps in their current HRIS against their desired
future state. What technique should they use?
a) Task analysis b) Gap analysis
c) SWOT analysis d) Benchmarking
Correct Answer: b)
Explanation: Gap analysis (b) specifically aims to identify the
discrepancies between the current state of the HRIS and the desired future
capabilities. Task analysis (a) focuses on individual tasks, SWOT analysis
(c) evaluates strengths and weaknesses across various factors, and
benchmarking (d) compares against external standards.Linkedin: Phrcert © 2025 Phrcert.com 25

26. Question 25
25. If a company wishes to gather information from a significant number of
employees rapidly, which method is most advisable?
a) Observation b) Work sampling
c) Interviews d) Questionnaires
Correct Answer: d)
Explanation: Questionnaires (d) allow for the efficient collection of data
from many employees in a short time, unlike in-depth methods such as
interviews (c), which are time-consuming.Linkedin: Phrcert © 2025 Phrcert.com 26

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