Current PHRca Exam Dumps [2025] Complete HRCI Exam Smoothly
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To be eligible to take the PHRca exam, candidates must have at least two years of exempt-level HR work experience in California, or at least one year of exempt-level HR work experience in California and a graduate degree in HR or a related field. PHRca exam consists of 145 multiple-choice questions and takes three hours to complete.
The HRCI PHRca exam is offered by the Human Resource Certification Institute (HRCI), a global organization that certifies HR professionals through the administration of various certification exams. The PHRca certification exam is designed to test an individual's knowledge in six functional areas specific to HR practices within California, including compliance, employee relations, recruitment, compensation, benefits, and training and development. By passing PHRca exam, an HR professional can indicate that they possess the required knowledge and skills that are necessary to provide exceptional HR service.
NEW QUESTION # 52
You are an HR Professional for your organization and you're preparing your team for a series of interviews.
You want the team to be familiar with the validity types you'll use and encourage in the series of interviews.
During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
- A. Criterion-related validity
- B. Content validity
- C. Construct-related validity
- D. Predictive validity
Answer: C
NEW QUESTION # 53
Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What isthe limitation Sally may subject herself to, if she focuses only on the organizational role?
- A. She won't be involved in the organization's strategic planning or change efforts.
- B. She'll only be involved in the organization's strategic planning efforts.
- C. Her organizational impact will be limited to promoting employee performance.
- D. Her organizational impact will be limited to identifying problems, creating policy initiatives, and launching HR programs.
Answer: A
NEW QUESTION # 54
Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one ofher staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age.
What age does the ADEA apply to employees and job applicants?
- A. 30 and above
- B. 50 and above
- C. All people regardless of their age
- D. 40 and above
Answer: D
NEW QUESTION # 55
Stress is often a significant issue in workplaces. Author Ravi Tangri asserts that stress costsorganizations up to $300 billion per year. Which one of the following stresses is the largest contributor to organizational cost of waste?
- A. Turnover
- B. Absenteeism
- C. Drug plan costs
- D. Workplace accidents
Answer: D
NEW QUESTION # 56
Sexual harassment is a form of sex discrimination and it is illegal in the US based on what law?
- A. ADA and Rehabilitation Act of 2008
- B. Fair LaborStandards Act of 1958
- C. ADEA of 1967
- D. Title VII of the Civil Rights Act of 1964
Answer: D
NEW QUESTION # 57
As an HR Professional you must be familiar with several laws and pieces of legislation that affects your practices. Whatact makes it illegal to discriminate against older workers with respect to benefits or to target older workers for layoffs?
- A. OASDI
- B. OWBPA
- C. HIPAA
- D. MHPA
Answer: B
NEW QUESTION # 58
Which of the following Acts is used to ensure the safety of workers in coal and other mines?
- A. Occupational Safety and Health Act
- B. Sarbanes-Oxley Act
- C. Drug-Free Workplace Act
- D. Mine Safety and Health Act
Answer: D
Explanation:
Answer option B is correct.
Chapter:Risk Management
Objective:Risk Assessment
NEW QUESTION # 59
Which of the following processes is taken to reduce the risk?
- A. Risk acceptance
- B. Risk avoidance
- C. Risk mitigation
- D. Risk transfer
Answer: C
Explanation:
Answer option D is correct.
Chapter:Risk Management
Objective:Risk Management
NEW QUESTION # 60
You are an HR Professional for your organization. Your organizationemploys 120 people in the United States.
You are required to file the EEO-1 report for your organization by what date?
- A. September30 of each year
- B. January 1 of each year
- C. The anniversary date of your organization reaching 100 employees
- D. April 15 of each year
Answer: A
NEW QUESTION # 61
As an HR Professional you shouldbe familiar with the terminology, practices, and rules governing union- based strikes. An organization utilizes union labor and non-union labor in their operations. The union goes on a strike; so the organization shifts work to the non-union labor to offsetthe effects of the strike. If the union labor decides to picket the operations of the non-union labor, what term is assigned to this process?
- A. Common situs picketing
- B. Wildcat strikes
- C. Double Breasting Picketing
- D. Sympathy strike
Answer: C
NEW QUESTION # 62
You have just hired a job candidate for a position in your company. Youare now required by the Immigration and Control Act of 1986, to complete an employment eligibility form to verify the new employee's eligibility to work in the United States. Within how many days must you complete this form?
- A. 7days
- B. 3 days
- C. 30 days
- D. 10 days
Answer: B
NEW QUESTION # 63
You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is foundliable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?
- A. There is no limited amount as the jury can determine damages
- B. $500,000
- C. $300,000
- D. $50,000
Answer: C
NEW QUESTION # 64
Drag and drop the types of Qualified Deferred Compensation Plans that correspond to their descriptions.
Answer:
Explanation:
Explanation:
Text, table Description automatically generated with medium confidence
The following are the types of Qualified Deferred Compensation Plans:
* Defined Benefit Plan:A defined benefit plan is one in which the employer provides a pension for employees based on a formula.
* Defined Contribution Plan:A defined contribution plan relies on contributions from employees and employers to fund IRAs.
* Profit Sharing Plan:A profit sharing plan allows employers to contribute deferred compensation based on a percentage of company earnings each year.
* Money Purchase Plan:A money purchase plan uses a fixed percentage of employee earnings to defer compensation.
Chapter:Compensation and Benefits
Objective:Benefits
NEW QUESTION # 65
Match the Employee Involvement Strategies with their descriptions.
Answer:
Explanation:
Explanation:
Diagram Description automatically generated
Employee involvement can be very simple, such as a suggestion box, or more complex, such as a self-directed work team. The next section discusses a number of communication strategies that are a key aspect of effective employee-involvement programs. Other strategies for involving employees include the following:Suggestion Boxes:A suggestion box provides an anonymous means by which employees can provide management with ideas for improvements. As with any method of soliciting information from employees, it's important that suggestions be acted on in a timely manner, or the concept of the suggestion system loses its credibility.
Delegating Authority:Management demonstrates respect for its employees by trusting them to make the decisions necessary to do their jobs. To do this effectively, management needs to delegate a sufficient level of authority to employees for making decisions or incurring expenses so they're free to act without waiting for approval to take necessary action.Task Force:A task force is brought together to research and recommend solutions for a significant undertaking or problem; once the solution has been determined, the task force disbands. A task force might be created to analyze technological improvements in a manufacturing plant and recommend improvements that will meet the long-term strategic objectives of the organization.Committees:
Committees are often formed to address ongoing issues in the organization and may be permanent, such as a safety committee, or ad hoc, such as a group appointed to plan a company function.Work Team:A work team consists of employees who work together each day to accomplish their assignments. The team can be composed of members in a single functional area, or it can have members from several functions that are needed to accomplish the goal. A functional work team might consist of employees in the marketing department who develop collateral pieces for company products. A cross-functional work team might consist of employees from the research and development, manufacturing, marketing, operations, and accounting departments who are responsible for developing, launching, and marketing a specific product.Virtual Work Team:A virtual work team operates in much the same way as a work team, with one major exception: team members aren't located in the same building but may work anywhere in the world and connect through the Internet to accomplish team assignments.Employee-Management Committees:Employee-management committees are used to solve problems in a variety of areas, such as production schedules, safety, and employee social events. The inclusion of employees on these committees helps to bring all the information to the table for making decisions and provides employees with input into how they do their jobs. From this point of view, they make positive contributions to operations.
Chapter:Employee and Labor Relations
Objective:Employee Relations
NEW QUESTION # 66
Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?
- A. Quality control
- B. Disparate treatment
- C. Perpetuating past discrimination
- D. Religious persecution in the workforce
Answer: B
NEW QUESTION # 67
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