HRCI PHR Questions Answers

Effective workforce planning is a dynamic, ongoing process. Regular reviews allow organizations to adapt to changes in talent supply, business strategy, and external market conditions.

Official Extract:

"Workforce planning should be a continuous process aligned with organizational strategy to anticipate and respond to workforce needs proactively."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Workforce Planning Best Practices)

A hostile work environment exists when employees are subjected to unwelcome conduct based on a protected characteristic (like gender or sex) that is severe or pervasive enough to create an abusive workplace. Hearing sexually explicit conversations qualifies.

Official Extract:

"A hostile work environment arises when inappropriate behavior based on protected characteristics interferes with an employee’s ability to perform work duties and creates an intimidating or offensive environment."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Harassment and Workplace Conduct)

Effective coaching relationships are built on being prepared, ensuring a distraction-free environment, and listening actively to the employee’s concerns. These build trust and openness.

Official Extract:

"Successful coaching involves active listening, preparation, minimizing interruptions, and creating a supportive environment to facilitate honest discussion."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Coaching and Mentoring Skills)

In mediation, the mediator acts as a neutral facilitator who helps the parties communicate and reach a voluntary, mutually agreeable solution. The mediator does not impose a decision but encourages open dialogue.

Official Extract:

"Mediation involves a neutral third party facilitating discussions between disputing parties to help them reach a mutually acceptable resolution without imposing a decision."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Alternative Dispute Resolution)