Pass the HRCI certification PHR Questions and answers with ExamsMirror

A successful RIF (reduction in force) process prioritizes sustaining employee morale and ensuring the ongoing operation of the business. Without maintaining morale, productivity, and trust suffer badly.

Official Extract:

"Effective RIF management requires careful planning to ensure business continuity and address the morale and engagement of retained employees."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Workforce Reductions)

The most critical factor for successful employee engagement surveys is to take visible action based on the results. If employees see no follow-up after providing feedback, trust and participation decline sharply in future surveys.

Official Extract:

"Actioning survey results is critical to maintaining credibility, demonstrating responsiveness, and driving continuous improvement based on employee feedback."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Survey Feedback and Action Planning)

The first proactive step in reducing cyber liability is to develop an acceptable use policy. This policy clearly outlines what constitutes acceptable and prohibited behavior regarding company networks, systems, and data, helping to prevent security breaches before they happen.

Official Extract:

"Implementing an acceptable use policy is essential to mitigate cyber risks by informing employees about appropriate use of company systems and safeguarding sensitive information."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Cybersecurity Risk Management)

Inherent plausibility refers to whether the witness’s account of events makes logical sense based on the circumstances. It is one of the key factors investigators use to determine the reliability of testimony.

Official Extract:

"Credibility assessments during investigations should consider whether the witness’s story is inherently plausible, logically consistent, and aligned with known facts."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Conducting Internal Investigations)

Effective coaching relationships are built on being prepared, ensuring a distraction-free environment, and listening actively to the employee’s concerns. These build trust and openness.

Official Extract:

"Successful coaching involves active listening, preparation, minimizing interruptions, and creating a supportive environment to facilitate honest discussion."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Coaching and Mentoring Skills)

The primary goal of assigning mentors during onboarding is to help new employees adjust to the organizational culture, including unwritten rules, social norms, and expectations that formal training might not cover.

Official Extract:

"Mentoring during onboarding enhances cultural assimilation by providing new employees with guidance, support, and insider knowledge about organizational norms and values."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Mentoring and Cultural Assimilation)

When managers hire based on cultural fit, they often form qualified teams that not only meet skill requirements but also align with company values and dynamics. However, it is critical to balance cultural fit with diversity to avoid groupthink.

Official Extract:

"Hiring for cultural fit supports the development of cohesive, high-performing teams that align with organizational values while ensuring skill qualifications are met."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Talent Acquisition Best Practices)

Pay inversion happens when a new employee is hired at a higher salary than a current employee performing the same or similar work with equal or greater experience — often due to rising market rates.

Official Extract:

"Pay inversion occurs when newly hired employees are paid more than existing employees in comparable roles, creating internal pay inequities."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Pay Structures and Market Competitiveness)

Due process refers to the right of employees to fair procedures before being disciplined or terminated. When terminated employees successfully sue for wrongful discharge, they often prove that the employer failed to provide fair procedures (e.g., opportunity to respond to allegations, consistent application of policies). Denying due process can violate implied contracts or public policy protections even under employment-at-will doctrines.

Official Extract:

"Employees may claim wrongful termination when they can show that employers violated due process rights by failing to follow fair and consistent disciplinary procedures, or breached implied promises of fair treatment."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Wrongful Discharge and Due Process)

Standard deviation measures the amount of variability or dispersion in a set of scores or ratings. In selection assessments, it helps determine how spread out the ratings are and identifies consistency issues.

Official Extract:

"Standard deviation measures the spread of data points from the mean, providing insight into the consistency of selection ratings and assessment scores."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Selection Metrics)