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PHR | Professional in Human Resources (HRCI PHR)

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PHR - Professional in Human Resources (HRCI PHR) - braindump

Vendor		HR
Exam Number		PHR
Exam Name		Professional in Human Resources (HRCI PHR)
Questions		1001 Q & A
Updated On		Click to Check Update
Free PDF Download		PHR Brain Dump
Download Full Braindumps PDF		Killexams PHR Complete Document

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HR PHR : Professional in Human Resources (HRCI PHR) Exam Questions and Practice Test

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Latest 2025 Updated HR Professional in Human Resources (HRCI PHR) Syllabus
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Exam Number : PHR
Exam Name : Professional in Human Resources (HRCI PHR)
Vendor Name : HR
Update : Click Here to Check Latest Update
Question Bank : Check Questions

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PHR Exam Format | PHR Course Contents | PHR Course Outline | PHR Exam Syllabus | PHR Exam Objectives

Number of Questions: 90 scored questions + 25 pretest questions (not scored)
Time Limit: 2 hours
Question Types: Multiple-choice, scenario-based, and knowledge-based questions
Passing Score: Scaled score of 500 (on a scale of 100 to 700)

- 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.

Responsibilities:
- Interpret and apply information related to general business environment and industry best practices
- Reinforce the organizations core values, ethical and behavioral expectations through modeling, communication, and coaching
- Understand the role of cross-functional stakeholders in the organization and establish relationships to influence decision making
- Recommend and implement best practices to mitigate risk (for example: lawsuits, internal/ external threats)
- 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:
- Vision, mission, values, and structure of the organization
- Legislative and regulatory knowledge and procedures
- Corporate governance procedures and compliance
- Employee communications
- Ethical and professional standards
- Business elements of an organization (for example: other functions and departments, products, competition, customers, technology, demographics, culture, processes, safety and security)
- Existing HRIS, reporting tools, and other systems for effective data reporting and analysis
- Change management theory, methods, and application
- Risk management
- Qualitative and quantitative methods and tools for analytics
- 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.

Responsibilities:
- 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)
- Develop and implement sourcing methods and techniques (for example: employee referrals, diversity groups, social media)
- Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).
Knowledge of:
- Applicable federal laws and regulations related to talent planning and acquisition activities
- Planning concepts and terms (for example: succession planning, forecasting)
- Current market situation and talent pool availability
- Staffing alternatives (for example: outsourcing, temporary employment)
- Interviewing and selection techniques, concepts, and terms
- Applicant tracking systems and/or methods
- Impact of total rewards on recruitment and retention
- Candidate/employee testing processes and procedures
- Verbal and written offers/contract techniques
- New hire employee orientation processes and procedures
- Internal workforce exams (for example: skills testing, workforce demographics, analysis)
- Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, offshoring, and divestitures
- 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.

Responsibilities:
- Provide consultation to managers and employees on professional growth and development opportunities
- Implement and evaluate career development and training programs (for example: career pathing, management training, mentorship)
- Contribute to succession planning discussions with management by providing relevant data Knowledge of:
- Applicable federal laws and regulations related to learning and development activities
- Learning and development theories and applications
- Training program facilitation, techniques, and delivery
- Adult learning processes
- Instructional design principles and processes (for example: needs analysis, process flow mapping)
- Techniques to assess training program effectiveness, including use of applicable metrics
- Organizational development (OD) methods, motivation methods, and problem-solving techniques
- Task/process analysis
- Coaching and mentoring techniques
- Employee retention concepts and applications
- 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.

Responsibilities:
- Manage compensation-related information and support payroll issue resolution
- Implement and promote awareness of non-cash rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)
- Implement benefit programs (for example: health plan, retirement plan, employee assistance plan, other insurance)
- Administer federally compliant compensation and benefit programs Knowledge of:
- Applicable federal laws and regulations related to total rewards
- Compensation policies, processes, and analysis
- Budgeting, payroll, and accounting practices related to compensation and benefits
- Job analysis and evaluation concepts and methods
- Job pricing and pay structures
- Non-cash compensation
- Methods to align and benchmark compensation and benefits
- 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.

Responsibilities:
- 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
- Collect, analyze, summarize, and communicate employee engagement data
- Understand organizational culture, theories, and practices; identify opportunities and make recommendations
- 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)
- 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)
- Promote organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)
- Manage complaints or concerns involving employment practices, behavior, or working conditions, and escalate by providing information to appropriate stakeholders
- 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)
- Support and consult with management in performance management process (for example: employee reviews, promotions, recognition programs)
- 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:
- General employee relations activities and analysis (for example, conducting investigations, researching grievances, working conditions, reports, etc.)
- Applicable federal laws and procedures affecting employment, labor relations, safety, and security
- Human relations, culture and values concepts, and applications to employees and organizations
- Review and analysis process for assessing employee attitudes, opinions, and satisfaction
- Diversity and inclusion
- Recordkeeping requirements
- Occupational injury and illness prevention techniques
- Workplace safety and security risks
- Emergency response, business continuity, and disaster recovery process
- Internal investigation, monitoring, and surveillance techniques
- Data security and privacy
- The collective bargaining process, terms, and concepts (for example: contract negotiation, costing, administration)
- Performance management process, procedures, and analysis
- Termination approaches, concepts, and terms

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