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HR PHR : Professional in Human Resources (HRCI PHR) Exam

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Exam Number : PHR
Exam Name : Professional in Human Resources (HRCI PHR)
Vendor Name : HR
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PHR test Format | PHR Course Contents | PHR Course Outline | PHR test Syllabus | PHR test Objectives

- Business Management (20%)
- Talent Planning and Acquisition (16%)
- Learning and Development (10%)
- Total Rewards (15%)
- Employee and Labor Relations (39%)

Functional Area 01 | Business Management (20%)
Using information about the organization and business environment to reinforce expectations, influence decision making, and avoid risk.
01 Interpret and apply information related to general business environment and industry best practices
02 Reinforce the organizations core values, ethical and behavioral expectations through modeling, communication, and coaching
03 Understand the role of cross-functional stakeholders in the organization and establish relationships to influence decision making
04 Recommend and implement best practices to mitigate risk (for example: lawsuits, internal/ external threats)
05 Determine the significance of data for recommending organizational strategies (for example: attrition rates, diversity in hiring, time to hire, time to fill, ROI, success of training)
Knowledge of:
01 Vision, mission, values, and structure of the organization
02 Legislative and regulatory knowledge and procedures
03 Corporate governance procedures and compliance
04 Employee communications
05 Ethical and professional standards
06 Business elements of an organization (for example: other functions and departments, products, competition, customers, technology, demographics, culture, processes, safety and security)
07 Existing HRIS, reporting tools, and other systems for effective data reporting and analysis
08 Change management theory, methods, and application
09 Risk management
10 Qualitative and quantitative methods and tools for analytics
11 Dealing with situations that are uncertain, unclear, or chaotic

Functional Area 02 | Talent Planning and Acquisition (16%)
Identifying, attracting, and employing talent while following all federal laws related to the hiring process.
01 Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)
02 Develop and implement sourcing methods and techniques (for example: employee referrals, diversity groups, social media)
03 Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).
Knowledge of:
12 Applicable federal laws and regulations related to talent planning and acquisition activities
13 Planning concepts and terms (for example: succession planning, forecasting)
14 Current market situation and talent pool availability
15 Staffing alternatives (for example: outsourcing, temporary employment)
16 Interviewing and selection techniques, concepts, and terms
17 Applicant tracking systems and/or methods
18 Impact of total rewards on recruitment and retention
19 Candidate/employee testing processes and procedures
20 Verbal and written offers/contract techniques
21 New hire employee orientation processes and procedures
22 Internal workforce assessments (for example: skills testing, workforce demographics, analysis)
23 Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, offshoring, and divestitures
24 Metrics to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

Functional Area 03 | Learning and Development (10%)
Contributing to the organizations learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data.
01 Provide consultation to managers and employees on professional growth and development opportunities
02 Implement and evaluate career development and training programs (for example: career pathing, management training, mentorship)
03 Contribute to succession planning discussions with management by providing relevant data Knowledge of:
25 Applicable federal laws and regulations related to learning and development activities
26 Learning and development theories and applications
27 Training program facilitation, techniques, and delivery
28 Adult learning processes
29 Instructional design principles and processes (for example: needs analysis, process flow mapping)
30 Techniques to assess training program effectiveness, including use of applicable metrics
31 Organizational development (OD) methods, motivation methods, and problem-solving techniques
32 Task/process analysis
33 Coaching and mentoring techniques
34 Employee retention concepts and applications
35 Techniques to encourage creativity and innovation

Functional Area 04 | Total Rewards (15%)
Implementing, promoting, and managing compensation and benefit programs in compliance with federal laws.
01 Manage compensation-related information and support payroll issue resolution
02 Implement and promote awareness of non-cash rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)
03 Implement benefit programs (for example: health plan, retirement plan, employee assistance plan, other insurance)
04 Administer federally compliant compensation and benefit programs Knowledge of:
36 Applicable federal laws and regulations related to total rewards
37 Compensation policies, processes, and analysis
38 Budgeting, payroll, and accounting practices related to compensation and benefits
39 Job analysis and evaluation concepts and methods
40 Job pricing and pay structures
41 Non-cash compensation
42 Methods to align and benchmark compensation and benefits
43 Benefits programs policies, processes, and analysis

Functional Area 05 | Employee and Labor Relations (39%)
Manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience throughout the employee lifecycle.
01 Analyze functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, development, retention, exit process, alumni program) and identify alternate approaches as needed
02 Collect, analyze, summarize, and communicate employee engagement data
03 Understand organizational culture, theories, and practices; identify opportunities and make recommendations
04 Understand and apply knowledge of programs, federal laws, and regulations to promote outreach, diversity and inclusion (for example: affirmative action, employee resource groups, community outreach, corporate responsibility)
05 Implement and support workplace programs relative to health, safety, security, and privacy following federal laws and regulations (for example: OSHA, workers compensation, emergency response, workplace violence, substance abuse, legal postings)
06 Promote organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)
07 Manage complaints or concerns involving employment practices, behavior, or working conditions, and escalate by providing information to appropriate stakeholders
08 Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable federal laws affecting union and nonunion workplaces (for example: dispute/conflict resolution, anti-discrimination policies, sexual harassment)
09 Support and consult with management in performance management process (for example: employee reviews, promotions, recognition programs)
10 Support performance activities (for example: coaching, performance improvement plans, involuntary separations) and employment activities (for example: job eliminations, reductions in force) by managing corresponding legal risks
Knowledge of:
44 General employee relations activities and analysis (for example, conducting investigations, researching grievances, working conditions, reports, etc.)
45 Applicable federal laws and procedures affecting employment, labor relations, safety, and security
46 Human relations, culture and values concepts, and applications to employees and organizations
47 Review and analysis process for assessing employee attitudes, opinions, and satisfaction
48 Diversity and inclusion
49 Recordkeeping requirements
50 Occupational injury and illness prevention techniques
51 Workplace safety and security risks
52 Emergency response, business continuity, and disaster recovery process
53 Internal investigation, monitoring, and surveillance techniques
54 Data security and privacy
55 The collective bargaining process, terms, and concepts (for example: contract negotiation, costing, administration)
56 Performance management process, procedures, and analysis
57 Termination approaches, concepts, and terms

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HR PHR) study help

Human resources professional | PHR PDF Braindumps and Dumps

online Human resources knowledgeable working towards direction develop into a licensed HR knowledgeable

Human capital is the one most essential asset in any business and human elements professionals are charged with holding these property. This one hundred% online practicing direction will put together you for the expert in Human components (PHR) certification examination offered by the Human useful resource Certification Institute (HRCI). You can be thoroughly geared up to boost your profession as an authorized PHR in precisely 6 months.

Job Outlook for Human materials gurus

The Bureau of Labor statistics estimates a 5% job growth for human elements experts and a just a little higher cost of increase for those in management roles. this will equal an further 33,000 job openings over the subsequent 8 years. The median profits for those in a human materials specialist position is just about $62,000 with appropriate earners making greater than $one hundred and five,000 annually. 

Human components skilled FAQs

do you want A CERTIFICATION TO WORK AS A HUMAN components specialist?

while a certification isn't required to work as a human components expert, the expert in Human components (PHR) certification is likely one of the most generally popular and most useful credentials within the container of human components. it is also a requirement through most employers before you should be considered for greater-level human supplies roles.


yes. This Human substances expert practising course will put together you for the expert in Human components (PHR) examination provided through the Human resources Certification Institute (HRCI). according to, those who have PHR certification get promoted sooner and have a median earnings it really is $20,000 better than those who don't.

IS HUMAN components a superb profession?

completely. each company, tremendous or small, wants a person who can assist them with worker members of the family. A profession in Human supplies will also be whatever you're making it. There are dozens and dozens of specialties and career paths to fit just about anyone drawn to assisting others whereas improving relations between employers and personnel.     

course ambitions
  • Be totally organized for the skilled in Human elements certification from HRCI
  • have in mind  human resources practices, valuable potential related to recruitment and practicing
  • benefit foundational capabilities of employment legal guidelines and laws
  • enhance retention initiatives and most advantageous practices for strategic choice making
  • necessities and requirements

    There aren't any specific necessities for taking this path. despite the fact, HRCI requires that you just meet one in every of right here standards in an effort to sit down for PHR certification:

  • grasp’s diploma or larger = 1 12 months of work experience in knowledgeable-stage HR function
  • Bachelor’s diploma = 2 years of work experience in a professional-degree HR function
  • anything else less than a bachelor’s degree = four years of work journey in an expert-stage HR function
  • Curriculum


    study opportunities in the HR container and the talents you will need for fulfillment.    

    HR’S function IN method

    find out how to create compelling vision and mission statements, policies, and metrics grounded in company method.   


    understand how to write a job advert so one can entice candidates, quite simply evaluation résumés, thoroughly put together for an interview, and formally make a job present.

    practising programs

    gain knowledge of the basics of training, together with the design, development, implementation, analysis, and assessment of training classes.

    COMPENSATION AND advantages

    have in mind all the issues that must be considered when designing a compensation and benefits package.  

    employee health AND defense

    be taught the ins and outs of complying with OSHA, retaining in opposition t place of work risks, and investigating, recording, and preventing accidents and employee diseases.  

    THE prison atmosphere

    gain skills of employment law in addition to an understanding of equal employment opportunity, averting discrimination, and what happens when an employee information an EEOC declare.  

    MAKING HR decisions

    find out how to make decisions in accordance with numerous company increase thoughts and the way to use HRIS application in addition to job analysis as a device for resolution-making.

    AFFIRMATIVE action

    study the whole spectrum of affirmative motion, how to create an affirmative motion plan, and guidance on the AAP you are going to should comprehend.


    have in mind what diversity is and why it is a fine issue in a company as you be taught to control it and handle conflict.

    worker RIGHTS AND discipline

    study the legal guidelines that protect employee rights and privateness and how to properly monitor and document conduct and discipline employees.


    bear in mind the alternatives to firing as well as how to prepare for termination, together with correct separation agreements as well as what to do within the adventure of wrongful discharge.


    study why it is so vital to investigate problems as neatly because the steps of an excellent investigation together with getting ready, conducting, and wrapping it up.

    MANAGING LABOR family members

    Get a brief overview of the background of unions as you learn how they work and why employees be part of them.

    creating a high-performance place of work

    learn how to ask personnel for enter and act on it, delegate authority, maintain conversation open, and consistently ask for feedback as you attempt to strengthen a high-efficiency workplace.

    world HUMAN substances

    remember the fundamentals of staffing strategy, cultural alterations, HR in different nations, making a choice on international employees, and concerns confronted by means of expatriates.


    study the precise explanations personnel go away a corporation and how that you would be able to inspire them to reside as well as the value of succession planning. 


    find out enjoyable methods to motivate people and benefit nine concepts for creating a good rewards application.

    preparing FOR THE PHR examination

    gain suggestions on externships and internships as you assessment the fundamentals of the PHR examination and start to analyze.


    Anna Smith

    Anna Smith has labored within the container of human resources for 30 years and has taught on the college degree for over two decades. She holds a bachelor's degree in enterprise administration from Spalding college, a master's degree in management from Webster tuition, and a grasp online teaching certificate from the college of Illinois. She is additionally an authorized Senior expert in Human elements and an SHRM Senior certified skilled. Her adventure spans many areas of human materials, including recruitment, labor family members, and affirmative action plans.

    Registration and Enrollment

    This course is powered by ed2go and one hundred% online. delivery anytime.

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