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HRCI PHRca Exam is ideal for professionals who want to advance their career in human resources management in California. Professional in Human Resources - California certification is highly valued by employers, as it demonstrates that the candidate has a comprehensive understanding of California's labor laws and regulations. PHRca exam covers various topics such as recruitment and selection, employee relations, compensation and benefits, and employment law. Passing the exam will not only enhance your career opportunities but also give you the confidence to handle complex HR issues with ease.

To prepare for the exam, HRCI offers a variety of study materials and resources, including study guides, practice exams, and online courses. Many HR professionals also choose to attend in-person training sessions or participate in study groups to prepare for the exam. The HRCI PHRca Certification Exam is a challenging and rigorous exam, but with the right preparation, it is possible to succeed and earn this valuable credential.

 

NEW QUESTION # 56
Which of the following assets consist of buildings, manufacturing machines and equipment, vehicles, furniture, and office equipment?

• A. Physical assets
• B. Information assets
• C. Human assets
• D. Financial assets

Answer: A

Explanation:
Answer option C is correct.
Chapter:Risk Management
Objective:Risk Management

NEW QUESTION # 57
Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. Inher questions, Jane is careful not to ask all of the following questions, except for which one?

• A. How many children do you have?
• B. Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position?
• C. What's your date of birth?
• D. Where are you from?

Answer: B

NEW QUESTION # 58
As an HR Professional you should be familiar with the terminology, practices, and rules governing union- based strikes. What is the ally doctrine?

• A. A union may expand upon its primary picketing activity to include employees who are allies of the primary employer.
• B. A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.
• C. A union may serve as an ally to another striking union by allowing their members to join the picket against the primary employer.
• D. Employers cannot force friends, colleagues, and family members into joining a union picket. Allies of the picketing union can allow allies into the picket line.

Answer: B

NEW QUESTION # 59
You are the HR Professional for your organization and you're completing a turnover analysis. You're considering that over the past year your organization has employed 1,238 employees and during that same periodyour organization has terminated 56 employees. Based on this information what is your organization's turnover for the past year?

• A. Moderately low
• B. 0
• C. Significantly lower than average
• D. 1

Answer: B

NEW QUESTION # 60
Drag and drop the OSHA inspection hazards according to their priorities.

Answer:

Explanation:

Explanation:
Diagram Description automatically generated

The OSHA inspection hazards in their order of priority are as follows:
Graphical user interface, diagram, text Description automatically generated with medium confidence

Chapter:Risk Management
Objective:Risk Assessment

NEW QUESTION # 61
Organizational functions, according to Fayol, conform to one of the six functional areas. Which one of the following is not an area of organizational functions for strategic planning?

• A. Human resource management
• B. Technical activities
• C. Financial activities
• D. Sales and marketing

Answer: A

NEW QUESTION # 62
Yolanda is an HR Professional for her organizationthat has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminateCarrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?

• A. Yolanda should tell Thomas that Carrie's employment can be terminated as the organizationdoes not meet the Pregnancy Discrimination Act with 500 minimum employees.
• B. Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization.
• C. Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
• D. Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.

Answer: D

NEW QUESTION # 63
Which of the following Acts encourages the states to take the lead in developing and enforcing safety and health programs for businesses within their jurisdictions?

• A. Drug-Free Workplace Act
• B. Mine Safety and Health Act
• C. Sarbanes-Oxley Act
• D. Occupational Safety and Health Act

Answer: D

Explanation:
Answer option D is correct.
Chapter:Risk Management
Objective:Risk Assessment

NEW QUESTION # 64
Deal and Kennedy defined the four dimensions oforganizational culture that you should be familiar with, as an HR Professional. What dimension of organizational culture is best defined by the hidden hierarchy of power?

• A. Values
• B. Joy
• C. Culture network
• D. Heroes

Answer: C

NEW QUESTION # 65
There arefour sections of the HR Impact Model. Which component of the model is considered to be the most client-oriented role?

• A. Policies and Procedures
• B. Catalyst
• C. Programs and Processes
• D. Consultation

Answer: D

NEW QUESTION # 66
Which of the following Acts is used to ensure the safety of workers in coal and other mines?

• A. Mine Safety and Health Act
• B. Drug-Free Workplace Act
• C. Occupational Safety and Health Act
• D. Sarbanes-Oxley Act

Answer: A

Explanation:
Answer option B is correct.
Chapter:Risk Management
Objective:Risk Assessment

NEW QUESTION # 67
As a HR Professional you must understand the laws and regulations, which affect employeecompensation. If a non-exempt employee works more than 40 hours per week, what is their overtime pay rate?

• A. Non-exempt employees do not receive overtime pay
• B. It depends on the state where the employee is employed
• C. 50 percent of their base pay
• D. 150 percent of their base pay

Answer: D

NEW QUESTION # 68
Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position.
One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate inSpanish and interviews all other candidates in English. This is an example of what?

• A. Disparate impact
• B. Accommodation
• C. Disparate treatment
• D. Perpetuating past discrimination

Answer: C

NEW QUESTION # 69
As an HR Professional, you must be familiar with certaintheories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?

• A. Edgard Schein
• B. Allen A. Kennedy
• C. Frederick Herzberg
• D. W. EdwardsDeming

Answer: A

NEW QUESTION # 70
Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques?

• A. The best predictor of future performance is past performance.
• B. Thepredictor of future performance is risk analysis of possible outcomes.
• C. The best predictor of future performance is statistical analysis of past performance results.
• D. The best predictor of future performance is structured reviews of current performance.

Answer: A

NEW QUESTION # 71
Jan is the HRProfessional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable causeagainst your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?

• A. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.
• B. Once the EEOC has found that there is no reasonable cause, the complainantcan still file a lawsuit within 90 days of the EEOC's findings.
• C. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.
• D. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.

Answer: B

NEW QUESTION # 72
Jennifer is the HR Professional for her organization. Her supervisor, Dan, has asked Jennifer to find the Compa-ratio for Sam. Sam earns $40,000 as a mechanic, but the midpoint for a mechanic is actually $50,000.
What is the Compa-ratio for Sam?

• A. $10,000
• B. 125 percent
• C. 80 percent
• D. -$10,000

Answer: C

NEW QUESTION # 73
What is the time limit for filing a charge of discrimination with the EEOC?

• A. 180 days
• B. 90 days
• C. 60 days
• D. 30 days

Answer: A

NEW QUESTION # 74
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