50 PHR SPHR SHRM-CP SHRM-SCP Study Practice Questions For Free!!!

Hi guys, as I mentioned on LinkedIn, I have been working on PHR/SPHR/SHRM-CP/SHRM-SCP practice questions for study purposes.

Give or take, the study questions (I prefer to call my questions "study questions" because these are not simulation tests, the answers are clearly visible on each question and the aim is to help the candidate register correct answers over time) will be 500 or more.
We will see how that goes : ).

I decided to share 50 study questions for FREE in this post to give you guys a feel of how I structured the questions and also provide a free resource for PHR candidates.

I would love to hear if these questions helped you in your preparation, even if it was a teeny bit :). Remember, the answer to each question is underlined. Good luck!

50 PHR Study/Practice Questions.

1. Disparate impact means?

a. when a women is required to take tests that men are not required to.

b. When an Asian is assumed to be smarter than an Hispanic.

c. Seemingly fair practices that have an adverse effect on a protected class.

d. The legal right to ask an employee to resign, with or without reason.

2. All of these are true about an HR audit except;

1. It determines the HR practices to continue or discontinue.
2. It is a key means of measuring HR effectiveness.
3. It positions HR as a business partner.
4. It is not effective when outsourced.

3. Discriminatory hiring actions can be justified under Title VII in which of these;

1. Legitimate peer analysis
2. Discriminatory hiring actions are not allowed under Title VII
3. Influence on corporate leadership
4. Bona Fide Occupational Qualifications (BFOQ)

4. An example of lobbying is;

1. A member of congress sponsors a bill
2. A nonprofit personnel finds a sponsor for a bill.
3. A congress committee conducts an approval for a bill.
4. A senator seeks presidential backing on a bill.

5. The Rehabilitation Act of 1973 is all these except;

1. Prohibits discrimination on the basis of disability in programs run by state agencies only.
2. Covers federal contractors with contracts of $10,000+.
3. Requires federal information technology to be accessible to people with disabilities.
4. Prohibits federal employers from discriminating against qualified people with disabilities.

6. The RTT corporation is being investigated for discriminatory recruitment practices. The company HRIS will be helpful to;

1. Provide trends and ratio analyses of the company’s promotion processes.
2. Provide data related to the corporation’s affirmative action processes.
3. Provide summary comparison of promotion forecast.
4. Publish data on the EEO-1 and OFCCP compliance forms.

7. The ADAAA defined disability as an impairment that substantially limits one or more major life activities. The following are correct under the ADAAA except;

1. Specified that disability includes any impairment that is in remission if it will substantially limit a life activity when active.
2. Reasonable accommodation must be provided for individuals who have substance abuse issues.
3. Prohibits consideration of ameliorative effects of mitigating measures when assessing an impairment.
4. Major life activities is expanded to include major bodily functions.

8. Company TIC has embarked on a survey on customer satisfaction with their detergent range. This survey was sent to 3,000 of the current estimate of 5,000 customers. Company TIC is using;

1. A sample.
2. A distribution.
3. A prerequisite population
4. The top customers.

9. The Age Discrimination in Employment Act of 1967 (ADEA) stipulates the following except;

1. The ADEA overrides the procedures of hiring of firefighters and police officers.
2. Prohibits discrimination against persons 40 years of age or older.
3. The ADEA applies to businesses with more than 20 employees.
4. Waiver of rights must include a period of 21 days to review the waiver.

10. The following will be assessed in an HR audit except;

1. Strategic planning.
2. Benefits and compensation
3. FLSA compliance.
4. HRIS system.

11. The following are incorrect under the ADEA except;

1. Waivers of rights and waivers involving exits have the same considerations
2. The ADEA protects against discharge or discipline for just cause
3. Waivers on exits or termination require 45 days to consider the agreement
4. ADEA does not provide for BFOQs to the business operations

12. A senior manager informs his mum that a top product will be introduced by his company and based on this information, his mum buys stock in the company. What ethical violation has occurred?

1. Fiduciary mismanagement.
2. Conflict of interest.
3. Position abuse.
4. Insider trading.

13.  A type of budgeting where executives begin with a clear slate and must justify expenses is called;

1. Historical budgeting.
2. Zero-based budgeting.
3. Formula-based budgeting.
4. Correlation budgeting.

14.Title VII of 1964 identified five protected classes, these are

1. Race, Color, Religion, Sex, Tribe
2. Color, Gender, Religion, Race, National origin
3. Religion, Sexuality, Gender, Religion, Country
4. National Origin, Sex, Color, Class, Religion

15. The information technology department in organisations are seen as strategic partners majorly due to;

1. Outsourcing technology has prohibitive costs.
2. Technology employees can train the entire organisation.
3. Technology employees can enrich the organisation by developing softwares.
4. Technology can serve as a competitive advantage for an organisation.

16. This are all true about FEPA except;

1. FEPA means Fair Employment Practices Agencies.
2. FEPA are agencies of the states to enforce EEO legislation
3. FEPA decisions override EEOC decisions
4. Individuals may file with either FEPA or EEOC.

17. What is the preferred method for a HR Professional to protect a company against HR-related risks?

1. Obtain employment practices liability insurance.
2. Request for an OFCCP inspection.
3. Educate staff about risk avoidance.
4. Create an environment of accountability.

18. Reasonable accommodation requires that;

1. Provision of accessible facilities to persons with disabilities
2. Job requirements be adjusted to accommodate qualified persons with disabilities
3. Provide vision enabling technology for employees
4. A & B

19. Which of these structures will be appropriate for a company whose sales come from 4 key commodities?

1. Floorboard structure.
2. Hierarchical structure.
3. Product-based structure.
4. Functional structure.

20. The Surge Company has declared that accommodation for an electronic wheelchair with laser technology for a disabled employee constitutes an “undue hardship”. What is an undue hardship?

1. An accommodation that is of huge cost.
2. An accommodation that places an excessive burden on the employer.
3. An accommodation that due to size is impossible to provide.
4. An accommodation that impacts the financial resources of the organization.

21. The most frequent OSHA violation citation is in;

1. Construction.
2. Maritime.
3. Textile.
4. Whistleblower.

22. The EEOC primarily regulates compliance of the following except;

1. Age
2. Genetic Information
3. Pregnancy
4. Affirmative Action

23. Employee pension rights are protected by which of the following acts or regulations?

1. OFCCP.
2. USERRA.
3. Sherman Antitrust Act.
4. ADEA.

24. Rita participated in an employment discrimination proceeding which ended in a $10,000 fine for the company Rita works with. After 2 months, Rita was fired for insubordination. Under which of the following can Rita file a charge to the EEOC?

1. Discrimination
2. Harassment
3. Whistleblower protection
4. Retaliation

25. An inventory management system which states “purchase smaller amounts of supplies frequently” is called;

1. SMART inventory.
2. Just-in-time inventory.
3. Restrictive inventory.
4. Blanket inventory.

26. Which of these is an example of “Reverse Discrimination”?

1. When a staff uses the EEOC to discriminate against an employer
2. When the EEOC is found culpable in a discrimination charge.
3. When staff without disability use the ADA to file claims because disabled individuals receive favourable employment actions
4. When individuals can demonstrate that their employers have ignored the mitigating measure doctrine.

27.  Determining the job requirements of a position for the purpose of defining exemption status is known as;

1. Job exposition.
2. Duties test.
3. Criterion validity.
4. Constructive validity.

28. ADA compliance includes;

1. Engaging in an interactive process with disabled individuals on treatment of ailments.
2. Engaging with other employees on accommodating the excesses of disabled individuals.
3. Engaging and interacting with disabled individuals on requests of reasonable accommodation.
4. Pampering disabled individuals to enable ameliorate issues with major life activities.

29. Some employees have been acting disgruntled and having private conversations in the break room. What is likely happening?

1. An upcoming strike.
2. Union organizing.
3. Yellow dog contracts.
4. Union pre-election activities.

30. When some employees on the 3rd shift are paid $0.50 more than employees on other shift, this is known as;

1. Hazard pay.
2. Pay differential.
3. Shift pay.
4. Duration pay.

31. The Griggs vs Duke Power case in 1971 applies to the following except;

1. The case established that the black employees in the USA always earned the least.
2. Job requirement must be shown to be job-related in order to be lawful.
3. Discrimination doesn’t need to be intentional to exist.
4. The white employees who didn’t have high-school diplomas performed well on the job.

32. All these are environmental hazards except?

1. Pesticious hazards.
2. Workplace hazards.
3. Electrical explosions.
4. Gas breakages.

33. All these are true about employment test validity except;

1. Tests that have an adverse impact on a protected class are lawful if they are valid predictors of success on the job.
2. Tests must be job-related and valid predictors of job performance.
3. Subjective supervisor rankings are not sufficient for criterion validation.
4. Tests that have racist implications have been expunged by law.

34. Wages are to base pay as incentives are to?

1. Bonuses.
2. Variable pay.
3. Direct funding.
4. Indirect compensation.

35. These legislations are enforced by these agencies except;

1. Civil Rights - EEOC
2. Polygraph - Department of Labour (DOL)
3. Privacy - Department of Justice (DOJ)
4. Mass Layoffs - EEOC

36. There is a mildly injured employee that seems qualified to complete some job functions, which of the following Return-To-Work (RTW) strategies should HR recommend?

1. An independent medical exam.
2. Modified duty.
3. Quality Management.
4. Clerical tasks.

37. The EEOC is to Equal Employment as the FLSA is to

1. 12 weeks leave.
2. Minimum wage.
3. Affirmative Action.
4. Age discrimination.

38.  What is asynchronous training?

1. Website information training.
2. Boardroom computer training.
3. Self-paced training requiring computer control timing protocol.
4. Rated training.

39. The EEOA (Equal Employment Opportunity Act) of 1972 established the following except;

1. Created an Affirmative Action Plan for FEPA agencies..
2. Provides litigation authority to the EEOC.
3. Extended coverage of Title VII to educational institutions, federal, state & local government.
4. Reduced the employer coverage of the EEOC from 25 to 15 required employees.

40. The SEC requires public companies to disclose the compensation of how many executives?

1. 7.
2. 5.
3. All board executives.
4. The top 3 executives.

41. Rita has taken her employers to court on the basis that the Company doesn’t provide a retirement plan. Based on which legislation does Rita have a case?

1. EEOC.
2. COBRA.
3. ERISA.
4. Retirement benefits are not required by federal law.

42. Genetic Information Nondiscrimination Act of 2008 (GINA) stipulates the following except;

1. The act prohibits genetic information discrimination in employment.
2. Strictly limits the disclosure of genetic information
3. The act penalizes employers for inadvertently obtaining genetic information.
4. Genetic information may be disclosed to employers if it doesn’t identify specific employees.

43. Which court case established that union members have a right to representation at meetings where discipline may occur?

1. Griggs v. Duke Company.
2. NLRB v. J.Weingarten, Inc.
3. NLRB v. Davis.
4. NLRB v. Nissan Inc.

44. Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) applies to the following except;

1. Applies to federal contractors or subcontractors with contracts of $25,000 or more.
2. Requires federal contractors to list certain job openings with state employment agencies
3. VEVRAA has exceptions of senior-level management positions, positions filled from within and positions lasting 3 days or less.
4. All VEVRAA positions must be published in the Federal Register of Veterans.

45. Decertification means;

1. When employees call for an election for a change in management.
2. When employees call for an election so the union can represent them.
3. When employees call for an election so the union no longer represents them.
4. When a contract bar is deauthorized.

46. Executive orders are best defined as;

1. Presidential proclamations through the Congress which become law after 20 days.
2. Presidential proclamations that ensure equal employment opportunities.
3. Presidential proclamations published in the Federal Register.
4. Presidential proclamations published in the Federal Register which become law after 30 days.

47. A legislative committee is set up to do which of the following;

1. To sponsor a bill.
2. To study and determine if a bill will get a pass vote by Congress.
3. To engage lobbyists before bills are submitted to Congress.
4. To support the passage of a bill.

48. Executive orders relating to equal employment issues are enforced by the;

1. EEOC
2. OFCCP
3. DOL
4. DOJ

49. Total Quality Management is an intervention that focuses on;

1. Employee needs.
2. Reduce waste.
3. Revenue generation.
4. Customer needs.

50. The Executive Orders below relates to the following issues except;

1. Executive Order 11246 - Prohibits employment discrimination on the basis of race, creed, color or national origin.
2. Executive Order 11375 - Expanded coverage for protected classes to include discrimination based on sex.
3. Executive Order 12138 - added the “status of parent” to the list of protected classes.
4. Executive Order 13087 - Expanded coverage to include sexual orientation

That's it guys. Let me know what you think by leaving a comment below. 
I wish you success!