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HRCI PHR (PHR ) Practice Tests & Test Prep by Exam Edge - FAQ


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Why should I use Exam Edge to prepare for the HRCI Professional in Human Resources Exam?


FAQ's for Exam Edge HRCI Professional in Human Resources practice tests

We have ten great reasons why Exam Edge is the #1 source on the internet when it comes to preparing for HRCI Professional in Human Resources test:

  • Comprehensive content: Exam Edge's HRCI Professional in Human Resources practice tests are created specifically to prepare you for the real exam. All our HRCI PHR practice test questions parallel the topics covered on the real test. The topics themselves are covered in the same proportions as the real test too, based on outlines provided by the HR Certification Institute in their HRCI PHR test guidelines.

  • Realistic practice: Our HRCI PHR practice exams are designed to help familiarize you with the real test. With the same time limits as the real exam, our practice tests enable you to practice your pacing and time management ahead of test day.

  • Detailed explanations: As you complete your practice tests, we show you which questions you answered correctly and which ones you answered incorrectly, in addition to providing you with detailed step-by-step explanations for every single HRCI Professional in Human Resources practice exam question.

  • Performance insights: After you complete a practice test, we provide you with your raw score (how many you answered correctly) and our estimate of the HRCI PHR score you would have received if you had taken the real test.

  • Ease of access: Because all our practice tests are web-based, there is no software to install. You can take HRCI PHR practice exams on any device with access to the internet, at any time.

  • Flexible use: If you must pause while taking one of our practice tests, you can continue right where you left off. When you continue the test, you will start exactly where you were, and with the same amount of time you had remaining.

  • Thousands of unique questions: We offer 10 different online practice exams with 1,000 unique questions to help you prepare for your HRCI Professional in Human Resources !

  • Low cost: The cost of ordering 5 practice tests is less than the cost of taking the real HRCI PHR test. In other words, it would be less expensive to order 5 practice tests than to retake the real HRCI Professional in Human Resources exam!

  • Our trusted reputation: As a fully accredited member of the Better Business Bureau, we uphold the highest level of business standards. You can rest assured that we maintain all of the BBB Standards for Trust.

  • Additional support: If you need additional help, we offer specialized tutoring. Our tutors are trained to help prepare you for success on the HRCI Professional in Human Resources exam.

What score do I need to pass the HRCI PHR Exam?

To pass the HRCI Professional in Human Resources test you need a score of 500.

The range of possible scores is 0 to 700.

How do I know the practice tests are reflective of the actual HRCI Professional in Human Resources ?

At Exam Edge, we are proud to invest time and effort to make sure that our practice tests are as realistic as possible. Our practice tests help you prepare by replicating key qualities of the real test, including:

  • The topics covered
  • The level of difficulty
  • The maximum time-limit
  • The look and feel of navigating the exam
We have a team of professional writers that create our HRCI Professional in Human Resources practice test questions based on the official test breakdown provided by the HR Certification Institute. We continually update our practice exams to keep them in sync with the most current version of the actual certification exam, so you can be certain that your preparations are both relevant and comprehensive.

Do you offer practice tests for other HR Certification Institute subjects?

Yes! We offer practice tests for 3 different exam subjects, and there are 35 unique exams utilizing 3500 practice exam questions. Every subject has a free sample practice test you can try too!
HRCI Associate Professional in Human Resources (aPHR ™ ) Practice Tests
HRCI Professional in Human Resources (PHR ® ) Practice Tests
HRCI Senior Professional in Human Resources (SPHR ® ) Practice Tests

To order tests, or take a sample test, for a different subject: Click on ' Name on the Exam Name' You will be take to the orders page

How do I register for the real HR Certification Institute?

For up-to-date information about registration for the HR Certification Institute, refer to the HR Certification Institute website.

HRCI Professional in Human Resources - FAQ Sample Questions

Business metrics can be created for nearly any business process. Most will focus on all of the following EXCEPT:

Correct Answer:
value statement


business metrics are quantifiable measures that are used to track and assess the status of specific business processes. these metrics are fundamental to helping organizations understand their current performance, set targets for future performance, and gauge their progress over time. when developing business metrics, the focus typically includes the current state, desired state, and baselines. however, these metrics generally do not concentrate on the value statement.

**current state:** this refers to the present condition or performance level of a business process. metrics designed to capture the current state provide a benchmark for measuring improvement and change. this helps businesses understand where they stand at a specific point in time, which is crucial for any strategic decision-making process.

**desired state:** the desired state is essentially the goal or target performance level that a business aims to achieve. metrics that focus on the desired state guide organizations in setting their aspirations and help align their strategic initiatives towards achieving these goals. they act as a motivational tool and a directional beacon for operational activities.

**baselines:** baselines are used to set the initial reference points for comparison over time. they are critical for measuring progress and effectiveness of any changes implemented. establishing accurate baselines is essential for any meaningful analysis, as they enable businesses to track their improvement from a known point of departure.

despite the crucial roles of these focus areas, business metrics typically do not center on the **value statement** of a company. a value statement is a declaration that informs customers and staff about the top priorities of the company, its core beliefs, and its ethical commitments. while value statements are important for overall business ethos and guiding internal culture, they are not typically quantifiable or directly measurable through standard business metrics. instead, metrics tend to be more operational and performance-based, designed to provide actionable data rather than reflect philosophical or ethical positions.

in conclusion, while business metrics are instrumental in managing and improving business processes by focusing on the current state, desired state, and baselines, they do not generally include the value statement. this exclusion is due to the qualitative nature of value statements, which do not lend themselves to straightforward quantification unlike other aspects of business performance.

Pricing jobs is a complex process that is done by a few widely accepted methods. The method that depends upon the identification of compensable factors shared by jobs in a job family and assigns a weight to each factor is which of the following?

Correct Answer:
point method

the question focuses on identifying a job evaluation method that centers around the identification and weighting of compensable factors within job families. the correct answer is the point method. this method is one of the most structured and quantitative approaches used in job evaluation. it involves a detailed, methodical process that helps in objectively assessing the value of a job in relation to others within an organization.

the point method operates by first identifying key compensable factors that are common to a group of jobs. compensable factors are the job elements that the organization deems valuable and chooses to compensate. these factors typically include aspects such as skill level, responsibility, effort required, and working conditions. each of these factors is then broken down into degrees or levels, each of which is assigned a numerical point value.

once the compensable factors and their respective degrees are established, each job is analyzed to determine the degree to which each factor is present. points are awarded based on this analysis. for instance, a job requiring substantial skill might score higher in the skill factor than a job requiring minimal skill. the total points for all factors are then summed to give a comprehensive point value for each job.

the advantage of the point method is its ability to provide a numerical value for each job, which allows for easy comparison across different jobs and job families. this facilitates a more equitable and rational structure for salary and wage decisions, ensuring that compensation is aligned with the relative internal value of each job.

in summary, the point method is a widely accepted approach for job evaluation that relies on the identification and weighted assessment of compensable factors. it provides a systematic, fair, and quantifiable means of evaluating and comparing the worth of jobs within an organization, which is essential for effective human resources management and compensation planning.