PHR Readiness Test

10 questions, balanced across the exam's topics. Answer each one, then submit for your practice readiness estimate and per-topic breakdown. This is a practice estimate — not a prediction or guarantee of your official exam result.

Question 1

An employer takes no action on a complaint and the complainant is later ostracized by peers. The employer:

Is never liable for peer conduct Is liable automatically Should fire the complainant May be liable if it knew or should have known and failed to act

Question 2

A former employer gives only 'name, rank, serial number' references. The hiring employer should:

Hire without any verification Use other lawful verification methods rather than pressuring for more Sue the former employer Assume the candidate is hiding something

Question 3

Broad-based equity is proposed. The key design questions are:

Nothing; equity always works Eligibility, vesting, dilution, and alignment with retention goals The stock ticker symbol The CEO's preference

Question 4

What is the primary purpose of HR metrics?

To replace all manager judgment To provide data for informed HR and business decisions To impress office visitors To fill space in reports

Question 5

The future of L&D in an AI-augmented workplace emphasizes:

Human judgment, adaptability, and learning to work with AI Memorizing facts AI knows Resisting AI Only technical skills

Question 6

A manager gives a negative review citing issues never documented before, right after an EEOC charge. The risk is:

Only a morale issue The review is automatically valid Retaliation liability; undocumented criticisms after protected activity look pretextual No risk

Question 7

A company hires for safety-critical roles. The selection emphasis should be:

Valid predictors of safe performance, applied consistently, with lawful post-offer medical screening Physical appearance Personal connections Speed of hiring above all

Question 8

COBRA coverage typically lasts:

5 years Indefinitely 18 months after a qualifying event like termination 6 months

Question 9

An HR audit finds that Job descriptions have not been updated in ten years. What is the best corrective action?

Rewrite them based on current job analyses Delete all job descriptions Keep using them since employees know their jobs Copy descriptions from a competitor

Question 10

A learning budget is cut in a downturn. The argument to preserve strategic L&D is:

Capability gaps compound; cutting deepens the disadvantage when recovery comes Training is expendable always Cuts never matter Borrow to fund everything

Unanswered questions count as incorrect. Your answers are graded on the server; no answer key is sent to your browser.

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