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HRCI - PHR EXAM QUESTIONS AND ANSWERS
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HRCI - PHR EXAM QUESTIONS AND ANSWERS
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HRCI - PHR EXAM QUESTIONS AND ANSWERSMission Statement - Answers -This is intended to define the broad mission an
organization is attempting to carry out on a daily basis and is a declaration of the reason
an organization exists.
What are the three most basic steps in the performance management process? -
Answers -1) Establish organizational goals.
2) Monitor employee performance.
3) Conduct in-depth performance appraisals.
What are the three most common methods an HR professional might use to influence
upcoming legislation? - Answers -Mail, scheduling meetings with elected officials, and
lobbying.
Organization's Governance Process - Answers -The established policies and
procedures designed to meet responsibilities to employees, consumers, investors, and
to society; the process is directed by the board of directors, or equivalent governing
body, and executive management.
Performance appraisals serve what four main organizational functions? - Answers -1)
Guide HR decisions.
2) Reward and motivate employees.
3) Promote personal development.
4) Identify training needs.
Alternate Ranking - Answers -Entails choosing the best and worst from a list of
employees, removing these names from the list, and repeating until there are no names
left.
Vision Statement - Answers -This is intended to define the specific goals an
organization hopes to achieve in the future and is a declaration of the goals the
organization wishes to achieve at some future point.
Mechanistic Operational Org. Structure - Answers -Any structure in which the
operations of an organization are extremely well regulated and defined, are usually
centralized, and have a large number of departments.
Organic Operational Org. Structure - Answers -Any structure in which an organization is
loosely regulated and possibly less defined, is usually decentralized, and has a small
number of departments.
Corporate Governance - Answers -The interactive and structural configuration, such as
hierarchical or matrix formats, of personnel within an organization that are used my
management to influence the behaviors, culture, and objective outcomes of the
organization itself.
,Active Listening - Answers -An important component of communication that requires
paying close attention to what is being said; it often involves making eye contact and
appropriately nodding to show engagement.
What are the three core elements to a successful staff meeting? - Answers -1) Invite all
attendees to share a little. 2) Focus on the group and any outcomes that might need
adjustment or improvement. 3) Allow time for feedback in the decision-making process.
Information-rich Communication Channels - Answers -e.g. Phone, Videoconferencing,
Face-to-Face Meetings and Presentations
Information-lean Communication Channels - Answers -e.g. Email, Fliers, Newsletters,
Reports
Involvement Strategies - Answers -e.g. Delegating Authority, Employee Survey,
Suggestion Program, Committee, Task Force
Communication Strategies - Answers -e.g. Brown-Bag Lunch Program, Department
Meeting, Town Hall Meetings, Open-Door Policy, Management by Walking Around
(MBWA)
Conflict of Interest - Answers -Occurs when someone with a responsibility to act in the
best interest of the company may also be in the position to derive personal benefit at the
expense of the company.
Human Resources Information Systems (HRIS) - Answers -Software systems that
contain employee profiles, workforce features, and reporting tools. Modules of this
include applicant tracking, time and attendance, payroll, benefits administration, and
performance management.
Human Capital Management (HCM) Systems - Answers -Integrate features that might
include document management, ways to provide policies or benefits summaries access,
budgeting and forecasting, application tracking, succession planning, and engagement
and retention tools.
Regression Analysis - Answers -Estimates or predicts the unknown values of one
variable (dependent variable, Y) from the known or fixed value of another variable
(independent variable, X).
Linear Regression - Answers -A type of regression analysis that is used when there is
only one independent variable to consider.
Multiple Regression - Answers -A type of regression analysis that is used when there
are multiple independent variables to consider.
, Gene Dalton's Theory of Lasting Change - Answers -Change would not occur without a
feeling of loss or pain to motivate it and that people will continue old patterns of
behavior unless they feel a need for change.
Gene Dalton's Change Focus Areas - Answers -Gene Dalton developed these four to
support change areas: 1) Generalized goals -> 2) Specific objectives, formal social ties -
> 3) New relationships, self-doubt -> 4) Heightened self-esteem, and external motives
for change -> 5) Internal motive for change
Lewin's Change Management Model - Answers -1. Unfreezing - Values, attitudes, and
behaviors are challenged, and people understand the need for change.
2. Changing - Occurs during the action phase, whereby the situation is examined, and a
new equilibrium is created.
3. Refreezing - Changes is stabilized and new patterns are solidified.
McKinsey 7-S Model - Answers -1) Strategy
2) Structure
3) Systems
4) Shared Values
5) Style
6) Staff
7) Skills
John Kotter's 8-Step Change Model - Answers -1) Create a sense of urgency.
2) Build a guiding coalition.
3) Develop a shared vision and strategy.
4) Communicate the change vision.
5) Empower action.
6) Generate short-term wins.
7) Capitalize on momentum.
8) Make the change stick.
Action Research Model - Answers -A strategy of Organizational Development (OD) that
typically involves the processes of problem identification and its reliance on data
gathering and analysis to solve problems.
The model has six basic steps after the problem is recognized: 1. Data gathering 2.
Feedback of data to the target group (those involved with the problem) 3. Data
discussion and diagnosis 4. Action Planning 5. Action 6. Recycling or starting the
process over.
Two-Way Change Communication - Answers -This provides employees with the
opportunity to ask questions within the change process, repeat communications
outward, then explain how employees will be kept informed throughout the process to
manage expectations.
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