HRCI PHR - Professional in Human Resources

Formula: (Number of terminated employees ÷ Number of hires) × 100= (30 ÷ 150) × 100= 0.2 × 100= 20%Official Extract:"Turnover rates are calculated as the number of separations during a period divided by the total number of employees, multiplied by 100 to yield a percentage."(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Metrics and Analysis)

The main goal of onboarding is to help new employees understand how their roles connect with the organization’s mission, vision, and values, enhancing engagement and retention.

Official Extract:

"Effective onboarding establishes clear links between employee roles and organizational goals, fostering engagement and early success."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Onboarding Programs)

Yield ratio = (Number hired ÷ Number interviewed) × 100Given a 75% yield ratio:0.75 × 16 = 12 hiresOfficial Extract:"Yield ratios evaluate the effectiveness of recruitment efforts by calculating the percentage of candidates moving to the next stage, helping HR improve sourcing strategies."(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Recruitment Metrics)

From your table:

Group

Passed

Total Applicants

Selection Rate

African Americans

30

80

30 ÷ 80 = 37.5%

Whites

15

30

15 ÷ 30 = 50%

Hispanics

5

25

5 ÷ 25 = 20%

Total

50

135

Highest selection rate: 50% (Whites)

Now apply the 4/5ths Rule:

80% × 50% = 40%

Minimum acceptable selection rate = 40%.

Now compare:

African Americans: 37.5% (below 40%) → Possible adverse impact

Hispanics: 20% ❌ (way below 40%) → Definite adverse impact

Whites: 50% → No issue.

Adverse impact is against Hispanics (not African Americans, not Whites, not Females).

Offering different severance benefits based on protected categories (like gender) could create a disparate impact claim. The organization should analyze and compare the severance offerings to ensure they do not unintentionally discriminate.

Official Extract:

"Employers must evaluate severance programs for potential disparate impact on protected groups and correct inequities to avoid discrimination claims."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Compliance and Fair Employment Practices)

When managers hire based on cultural fit, they often form qualified teams that not only meet skill requirements but also align with company values and dynamics. However, it is critical to balance cultural fit with diversity to avoid groupthink.

Official Extract:

"Hiring for cultural fit supports the development of cohesive, high-performing teams that align with organizational values while ensuring skill qualifications are met."

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

Cross-functional training and job rotation expose employees to different departments, enhancing collaboration. Additionally, encouraging innovation fosters problem-solving across teams. These two strategies drive a more collaborative, agile work culture.

Official Extract:

"Facilitating cross-functional exposure and encouraging innovation are key strategies to promote collaboration, creativity, and teamwork within organizations."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Building Collaborative Workplaces)

Using an on-call employee provides flexibility and cost efficiency to cover intermittent absences without the commitment of hiring a full-time replacement or seasonal worker. It ensures minimal disruption with lower costs.

Official Extract:

"On-call staffing provides flexible coverage for short-term or intermittent workforce needs, minimizing costs associated with traditional hiring methods."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Flexible Staffing Strategies)

Under progressive discipline systems, an employee’s prior disciplinary history for similar misconduct is the most critical factor in determining the next step in the disciplinary process.

Official Extract:

"In progressive discipline systems, prior infractions and the severity of previous offenses determine the level of current disciplinary action."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Progressive Discipline Policies)

A successful RIF (reduction in force) process prioritizes sustaining employee morale and ensuring the ongoing operation of the business. Without maintaining morale, productivity, and trust suffer badly.

Official Extract:

"Effective RIF management requires careful planning to ensure business continuity and address the morale and engagement of retained employees."

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