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The Professional in Human Resources - California (PHRca) certification exam is a specialized certification offered by the Human Resources Certification Institute (HRCI) for HR professionals who work specifically in California. PHRca exam is designed to test an individual's knowledge and understanding of California state employment laws and regulations, which can be quite complex and differ significantly from federal laws. The PHRca Certification is highly respected in the HR field, as it demonstrates a deep understanding of the unique challenges and requirements of HR in California.
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Just as an old saying goes, it is better to gain a skill than to be rich. Contemporarily, competence far outweighs family backgrounds and academic degrees. One of the significant factors to judge whether one is competent or not is his or her certificates. PHRca real test) Generally speaking, certificates function as the fundamental requirement when a company needs to increase manpower in its start-up stage. In this respect, our PHRca practice materials can satisfy your demands if you are now in preparation for a certificate.
The PHRca certification exam consists of 150 multiple-choice questions and takes three hours to complete. The questions are designed to test the candidate's knowledge of HR concepts and practices in the context of California's labor laws and regulations. To be eligible to take the PHRca certification exam, candidates must have at least one year of professional HR experience and a high school diploma or equivalent. Candidates who hold a bachelor's or master's degree in HR or a related field may be eligible for a waiver of the experience requirement.
To be eligible to take the PHRca exam, candidates must have at least one year of experience working in HR and must have a high school diploma or equivalent. PHRca Exam itself is computer-based and consists of 145 multiple-choice questions, which must be completed within three hours. PHRca exam covers a wide range of topics, including labor laws, compensation and benefits, employee relations, and organizational development. To pass the exam, candidates must score a minimum of 500 out of 700 points. Obtaining the PHRca certification can greatly enhance an HR professional's career prospects, as it demonstrates a high level of expertise and dedication to the field.
HRCI Professional in Human Resources - California Sample Questions (Q160-Q165):
NEW QUESTION # 160
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 strengths, weaknesses, openness, and timeliness of an organization.
- B. SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of organization development.
- 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 # 161
An organization would like to bid on a project, but they don't have enough employees available to complete the work. The organization approaches a competitor with the opportunity to partner on theproject to win the work. What type of risk response is used in this instance?
- A. Sharing
- B. Enhancing
- C. Transference
- D. Mitigation
Answer: A
NEW QUESTION # 162
As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-relatedinjury or illness. How long is an organization required to keep the form on record?
- A. Five years following the year of the incident
- B. One year from the date of the incident
- C. Three years following the year of the incident
- D. 90 days following the year of the incident
Answer: A
NEW QUESTION # 163
Employers are required to provide a portable retirement plan to employees based on which of the following?
- A. Older Worker Benefit Protection Act.
- B. Retirement benefits are not required by federal law.
- C. Employee Retirement Income Security Act.
- D. Omnibus Budget Reconciliation Act.
Answer: B
Explanation:
Answer option B is correct.No federal law requires employers to provide a retirement plan to employees. If employers do provide retirement benefits, ERISA (A) regulates how the plans are offered and administered.
OBRA (D) capped executive pay, required health plans to honor qualified medical child-support orders, and required that group health plans provide coverage for dependent adopted children of employees. The OWBPA (C) amended the ADEA to prohibit discriminating against older workers in benefit plans and defined requirements for employee waivers of their rights under the act.
Chapter:Compensation and Benefits
Objective:Review Questions
NEW QUESTION # 164
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 cannot file a lawsuit to sue.
- B. 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.
- C. 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.
- D. 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.
Answer: C
NEW QUESTION # 165
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