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The PHRca Exam consists of 120 multiple-choice questions, and test-takers have three hours to complete the exam. The questions are designed to assess the test-taker's knowledge and understanding of HR practices and principles in California. To be eligible to take the exam, individuals must meet certain educational and professional experience requirements. Once certified, individuals must maintain their certification by completing continuing education credits.

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HRCI PHRca Certification Exam is an essential qualification for HR professionals who work and live in California. It demonstrates a deep understanding of the state's complex HR laws and practices and can help professionals advance in their careers. If you are considering taking the exam, be sure to consult with HR professionals or study materials to prepare adequately.

The PHRca exam covers a wide range of topics related to human resources, including compensation and benefits, employee relations, and workforce planning and employment. The test also assesses your knowledge of California-specific laws and regulations related to HR, such as wage and hour laws, leaves of absence, and discrimination and harassment prevention. PHRca Exam is scored on a scale of 200 to 800, and a passing score is 500 or higher.

HRCI Professional in Human Resources - California Sample Questions (Q161-Q166):

NEW QUESTION # 161
If employees no longer want the union to represent them, they may petition the NLRB for which of the following?

A. Decertification
B. Contract bar
C. Statutory bar
D. Deauthorization

Answer: A

Explanation:
Answer option B is correct.The NLRB will conduct a decertification election if the employees present a petition signed by 30 percent of the employees in the bargaining unit. Management may not participate in or encourage employees to circulate the petition or provide any support in the process. Doing so is considered an unfair labor practice. A union can be deauthorized (C) if employees want to remove a union security clause, such as dues check-off. If there is a valid CBA in place (D), the NLRB will not direct an election. The NLRA prohibits an election if one took place during the preceding 12 months (A).
Chapter:Employee and Labor Relations
Objective:Review Questions

NEW QUESTION # 162
Holly and Gary are HR Professionals in their organization and they're working to develop the strategic plan for their organization. Holly and Gary are using SWOT analysis to helpunderstand the needs of human, financial, technological, capital, and other aspects of their organization. What is SWOT?

A. SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of organization development.
B. SWOT is an analysis to define the strengths, weaknesses, openness, and timeliness of an organization.
C. SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an organization may face.
D. SWOT is an analysis to define the schedule, weaknesses, opportunities, and timetable of a project endeavor.

Answer: C

NEW QUESTION # 163
Mark is a HR Professional for hisorganization and he has been given the assignment to create an Affirmative Action Plan for his company. As Mark creates this document, which one of the following is not required to be in the Affirmative Action Plan?

A. Compliance Reviews
B. Designation of Responsibility
C. Placement Goals
D. Job Group Analysis

Answer: A

NEW QUESTION # 164
Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?

A. Quality control
B. Religious persecution in the workforce
C. Perpetuating past discrimination
D. Disparate treatment

Answer: D

NEW QUESTION # 165
Which of the following is a legal term that describes an action that injures someone?

A. Total Quality Management (TQM)
B. TIPS
C. Temp-to-perm
D. Tort

Answer: D

Explanation:
Answer option A is correct.
Chapter:Employee and Labor Relations
Objective:Federal Employment Legislation

NEW QUESTION # 166
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