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PHR | Professional in Human Resources (PHR)
Updated PHR Practice Test @ Killexams
|Exam Name||Professional in Human Resources (PHR)|
|Questions||194 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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PHR Sample Questions
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HR PHR : Professional in Human Resources (PHR) ExamExam Dumps Organized by Collier
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Exam Number : PHR
Exam Name : Professional in Human Resources (PHR)
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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)
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).
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
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) test Questions
Senior knowledgeable Human materials and professional Human elements are two of the certifications issued via the Human resources Certification Institute. The HRCI is the certifying physique for three basic HR-related designations: SPHR, PHR and GPHR. HRCI also certifies HR experts who are certainly qualified in California state employment laws and regulations. There are about one hundred twenty,000 HR-licensed practitioners, according to HRCI. As of 2010, there were about 514,000 HR-connected jobs, according to the U.S. Bureau of Labor statistics.fundamentals
The SPHR and PHR fluctuate according to eligibility requirements, work event and physique of competencies. The SPHR is geared toward professional HR practitioners whose expertise and skilled background consist of strategic HR building in addition to administration of HR's tactical tactics. while some senior-stage HR generalists and HR experts grasp SPHR designations, it be ordinary to peer HR managers, administrators and even some government-degree HR specialists with the SPHR designation after their names.Eligibility
To be eligible for the SPHR certification exam, the candidate ought to have at the least seven years of HR work experience if he does not have a four-yr faculty diploma. With a bachelor's diploma or a grasp's diploma, the candidate has to have 5 and 4 years of HR event, respectively. Eligibility for the PHR test is 4 years with out a bachelor's degree, two years with a bachelor's and simply 365 days with a master's diploma. the entire work event must be exempt-stage, which means the candidate has HR experience in a salaried position where he robotically workout routines unbiased judgment and his job tasks affect the direction of his employer's enterprise.exam
The SPHR and the PHR tests have a hundred seventy five questions that have been reviewed and assessed by discipline depend experts via an intensive analysis of HR practices. The test content material adjustments each five years, and the test is run twice a 12 months for two-month intervals. The passing ranking for each examination is decided every time the test content material alterations. there may be not a static quantitative score examination-takers must achieve to get hold of a passing rating. The circulate rates for the may to June 2012 SPHR and PHR assessments were forty eight.14 p.c and 58.15 %, respectively, in response to HRCI information.body of potential
both the SPHR and the PHR assessments cowl all the HR disciplines, which the HRCI calls the HR physique of capabilities. The examination areas for both the SPHR and PHR checks include enterprise administration and strategy, workforce Planning and Employment, Human aid building, Compensation and advantages, worker and Labor relations and risk administration. The SPHR test is decidedly extra focused on method, therefore, virtually one-third of the SPHR questions are within the company management and strategy class. Conversely, simply eleven % of the PHR examination questions are in the company management and strategy class. The largest variety of PHR examination questions are in the body of workers Planning and Employment category.value
The cost of SPHR and PHR certification depends upon the particular person HR knowledgeable's goals. The HRCI doesn't claim that it will provide extra job alternatives, but it does promote the HR designations as proof that the HR knowledgeable is a professional of HR practices, company acumen and functional HR obligations. SPHR- and PHR-licensed HR professionals are required to re-certify every three years. they can re-certify by way of carrying on with training or by taking the examination once more on or earlier than their normal certification expires.
Ruth Mayhew has been writing considering the fact that the mid-Eighties, and he or she has been an HR discipline depend expert for the reason that 1995. Her work appears in "The Multi-Generational group of workers within the health Care business," and she or he has been noted in numerous publications, together with journals and textbooks that focal point on human elements administration practices. She holds a master of Arts in sociology from the school of Missouri-Kansas metropolis. Ruth resides within the nation's capital, Washington, D.C.Definition of PHR Certification what's an Interview for an HR place Like? Six leading functions of a Human aid branch Interview Questions for HR specialists kinds of Certifications concerning Accounting CMA vs. CPA in Accounting The leading Job of the HR feature in a company what is the Human components CCP Certification? Relationship Between HR options & enterprise what's the maximum level of HR? what's an Employment manager?
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