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Pass Guaranteed Quiz HRCI - PHR Updated Reliable Study Plan

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To be eligible for the PHR certification exam, candidates must have at least two years of professional HR experience and a bachelor's degree or higher. Alternatively, candidates can also qualify to sit for the exam with four years of professional HR experience without a degree. PHR Exam consists of 150 multiple-choice questions covering various HR topics and is administered in a computer-based format. PHR exam is three hours long, and candidates must achieve a passing score of at least 500 out of 700 to earn the PHR certification.

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Exam PHR Collection Pdf | PHR Valid Dumps Demo

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HRCI PHR certification exam is ideal for individuals who wish to advance their careers in the human resources field. Professional in Human Resources certification is particularly suitable for HR professionals who have some experience in the field and wish to demonstrate their expertise and commitment to the profession. PHR Exam is also beneficial for those who want to gain a deeper understanding of human resources and enhance their knowledge and skills. Professional in Human Resources certification is recognized by employers worldwide and can lead to increased job opportunities and higher salaries for certified professionals.

HRCI Professional in Human Resources Sample Questions (Q104-Q109):

NEW QUESTION # 104
Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of market trends, practices in HR, employee attitudes, and your business needs. What component of the HR Impact Model is addressed in this situation?

A. Catalyst
B. Programs and processes
C. Consultation
D. Policies and procedures

Answer: A

Explanation:
Explanation/Reference:

NEW QUESTION # 105
Holly is an HR Professional for her organization and she's creating a new application for employee candidates. On Holly's application form which item is allowed?

A. Gender
B. Request for background check
C. Sexual orientation
D. Race

Answer: B

NEW QUESTION # 106
Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?

A. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company
B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
C. This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964
D. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964

Answer: C

NEW QUESTION # 107
What is the primary cause for a failing mentorship program?

A. Complicated design
B. Cost of administration
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 # 108
A new employee brings a support animal to work and states that the animal is necessary to address anxiety.
What should the HR department do first?

A. Engage in the interactive process
B. Allow the animal in the workplace without restrictions
C. Refuse the accommodation request as noncompliant
D. Request the employee's complete medical history

Answer: A

Explanation:
The first step under the ADA is to engage in the interactive process with the employee. This helps determine whether the accommodation is reasonable and what documentation may be needed.
Official Extract:
"Upon receiving an accommodation request, employers must engage in an interactive process to determine reasonable accommodations without requiring unnecessary medical disclosure." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Reasonable Accommodation Compliance)

NEW QUESTION # 109
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