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The Immigration Reform and Control Act (IRCA) (B) requires Form I-9 verification. FMLA (A) covers leave, ADA (C) covers disability accommodations, ERISA (D) covers benefits. PHR requires familiarity with IRCA compliance and anti-discrimination provisions in hiring.

Stay interviews (A) provide proactive insights into retention and engagement. Exit interviews (B) occur too late. They do not replace appraisals (C). Compensation (D) may come up but is not the sole focus. PHR stresses stay interviews as a preventive engagement tool.

Kirkpatrick’s Level 3 evaluation measures behavioral application on the job. Option C—observations and feedback at 90 days—assesses whether leaders apply learned skills. Smile sheets (A) measure Level 1 reaction. Tests (B) assess Level 2 knowledge. ROI (D) corresponds to Level 4 results. The PHR exam expects candidates to differentiate between evaluation levels and select the most appropriate measure based on objectives. Behavior measurement requires input from managers, self-assessments, and sometimes peer feedback. It ensures training has transferred into workplace actions. Documenting these changes validates training effectiveness and informs decisions about reinforcement or redesign.

Business acumen requires linking HR activities to business outcomes (B). Résumés (A) and payroll (D) are operational. Parties (C) are cultural but not strategic. PHR emphasizes data-driven HR that supports decision-making and organizational performance.

COLA (B) raises wages to keep pace with inflation, maintaining purchasing power. Merit increases (A) reward performance, equity adjustments (C) correct internal disparities, and spot bonuses (D) are one-time incentives. PHR candidates must know compensation adjustments and when they are applied.