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Professional in Human Resources (HRCI PHR) Exam Dumps

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

Responsibilities:

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.

Responsibilities:

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.

Responsibilities:

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.

Responsibilities:

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.

Responsibilities:

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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PHR PDF Sample Questions

PHR Sample Questions

HR
PHR
Professional in Human Resources (PHR)
https://killexams.com/pass4sure/exam-detail/PHR
Answer: A
QUESTION: 151
What term describes a manager who makes himself visible, being present for employees,
and getting out of his office to interact with employees?
A. Open door policy
B. Progressive discipline
C. Active management
D. Management by walking around
Answer: D
QUESTION: 152
If a union wants to organize, it typically moves through five steps to the organizing
process. Which one of the following is not one of the five stages of unionization of work
force?
A. The financing
B. The campaign
C. Obtaining recognition
D. The election
Answer: A
QUESTION: 153
All organizations need prevoyance, or planning, as a part of a manager's duty. As an HR
Professional what is the primary purpose of planning?
A. Directs the project team and staff to accomplish the project scope
B. Establishes groundwork for the managers to achieve the goals of the organization
C. Communicates the direction of the organization
D. Establishes groundwork for the managers to achieve their goals
Answer: B
QUESTION: 154
50
If an employer ignores stress in employees what symptom are employees likely to
develop?
A. De-motivation
B. Burnout
C. Tumors
D. Turnover
Answer: B
QUESTION: 155
You are a HR Professional for your organization and you're educating your staff on the
Pregnancy Discrimination Act. Which one of the following statements about the
Pregnancy Discrimination Act is not true?
A. Pregnancy related benefits cannot be limited to married employees.
B. Employers must provide the same level of health benefits for spouses of male
employees as they do for spouses of female employees.
C. If an employer provides any benefits to workers on leave, the employer must provide
the same benefits for those on leave for pregnancy-related conditions.
D. An employer is allowed to refuse to hire a pregnant woman because of the imminent
time frame of the needed leave to deliver and care for the child.
Answer: D
QUESTION: 156
As a HR Professional you must understand the laws and regulations, which affect
employee compensation. Which of the following was the first to address a minimum wage
for employees?
A. Portal-to-Portal Act
B. Walsh-Healey Public Contracts Act
C. Davis-Bacon Act
D. Fair Labor Standards Act
Answer: C
QUESTION: 157
Which of the following types of training evolution measures whether the training had a
positive impact on the bottom line?
51
A. Result
B. Reaction
C. Learning
D. Behavior
Answer: A
QUESTION: 158
Pat is interviewing Sammy for a job in his organization. During the interview, Pat asks
Sammy for a dinner date. Sammy refuses his offer, but thanks him. Pat tells Sammy that a
dinner date would be beneficial to the job selection. Sammy still refuses the dinner date.
Based on this conversation, Pat decides not to hire Sammy for the position. This is an
example of what type of sexual harassment?
A. Covert
B. Quid Pro Quo
C. Contingent
D. Hostile Work Environment
Answer: B
QUESTION: 159
Which of the following requires employers to pay social security tax for employees and to
withhold the tax amount from employee paychecks?
A. Fair Labor Standards Act (FLSA)
B. Occupational Safety and Health Administration (OSHA)
C. Federal Insurance Contributions Act (FICA)
D. Employee Retirement Income Security Act (ERISA)
Answer: C
QUESTION: 160
Lucas has asked his manager to take time off from work because of a holiday his religion
celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure
that the work is accurate and not suffering because of the requested time off. This is an
example of what?
A. Perpetuating past discrimination
B. Religious persecution in the workforce
52
C. Quality control
D. Disparate treatment
Answer: D
QUESTION: 161
As an HR Professional you must recognize, and be aware of several pieces of legislation
that affects your performance as an HR Professional. Which one of the following acts used
the terminology "work now, grieve later" to describe the urgency of performing work?
A. Clayton Act
B. National Labor Relations Act
C. Railway Labor Act
D. National Industrial Recovery Act
Answer: C
QUESTION: 162
Sally is an HR Professional for an organization and she's working with Holly another HR
Professional. Holly is concerned with effectiveness of a new policy. Sally is concerned
with the efficiency of the new policy. What is the difference between effectiveness and
efficiency?
A. These are the same values in human resources.
B. Efficiency is doing things right. Effectiveness is doing the right things.
C. Efficiency is being effective when doing things. Effectiveness is doing the right things
efficiently.
D. Efficiency is knowing what to do. Effectiveness is doing what you know you should.
Answer: B
QUESTION: 163
You are a HR Professional for your organization. You and your supervisor are reviewing
the EEO reporting requirements for your company to comply with the reports your firm
should file. Which report is collected on odd-number of years from state and local
governments?
A. EEO-4 Report
B. EEO-1 Report
C. EEO-5 report
D. EEO-3 Report
53
Answer: A
QUESTION: 164
Validity is an important part of the interview process. All HR Professionals should
recognize validity through the interview process. Which one of the following is not one of
the four types of validity?
A. Content validity
B. Professional validity
C. Construct validity
D. Predictive validity
Answer: B
QUESTION: 165
Holly and Gary are HR Professionals in their organization and they're working to develop
the strategic plan for their organization. Holly and Gary are using SWOT analysis to help
understand the needs of human, financial, technological, capital, and other aspects of their
organization. What is SWOT?
A. SWOT is an analysis to define the schedule, weaknesses, opportunities, and timetable
of a project endeavor.
B. SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an
organization may face.
C. SWOT is an analysis to define the strengths, weaknesses, openness, and timeliness of
an organization.
D. SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of
organizationdevelopment.
Answer: B
54
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PHR (HRCI PDF Dumps

PHR (HRCI PDF Dumps :: Article Creator

Definition of PHR Certification

Human resource professionals help with hiring.

The responsibilities of human resource authorities consist of recruitment, hiring, practicing, labor relations, compensation and benefits. Small corporations constantly need a full-time human aid specialist simplest after they exceed 50 personnel, in line with "Inc." magazine. Most corporations favor to appoint HR professionals with faculty levels and valuable work experience. The PHR, or professional in human materials certification, gives additional proof that a human resource professional is neatly-qualified for the position.

PHR Certification

The professional in human supplies certification is designed for these whose simple occupation is human useful resource approaches and operations. This basic level certifies basically those that focal point on the logistics of implementing an HR program inside a corporation and record to an extra human resource professional. The credentialing corporation is the HR Certification Institute, which has certified greater than 120,000 HR specialists in view that 1976. The institute additionally offers the senior professional in human materials credential for these with extra journey and improved duties. When a PHR qualifies for the SPHR credential, the greater credential replaces the PHR.

merits of Certification

The PHR certification helps human elements specialists demonstrate their sophisticated skills to an organisation. similarly, a small business owner who hires a PHR is aware of that the worker meets excessive requisites, based on the HR Certification Institute. The credentialed individual has qualifying work journey and enormous abilities of usual human useful resource practices. furthermore, she has saved updated with adjustments within the occupation via continuing education.

exam must haves

Candidates for the PHR designation need from one to four years of human resource work adventure earlier than taking the credentialing examination. applicants need 4 years of HR work if their educational degree is below a bachelor's diploma. With a bachelor's diploma, they need a minimum of two years of journey, and that they need not less than three hundred and sixty five days with a grasp's diploma or better. within the u.s., all work event need to be "exempt" under the definition of the fair Labor requisites Act. This capability the employee receives a "huge" earnings, as opposed to hourly pay, and does not qualify for time beyond regulation.

software and Scheduling

observe on-line for the PHR tests, which take place from can also to June and additionally from December to January. start with the aid of creating a consumer profile on the HR Certification web site. provide personal data and details about qualifying work event in human resources. When notified of acceptance, time table an examination by using mobile or online at one in every of greater than 600 Prometric trying out centers everywhere. The PHR exam charge involves $250 for individuals of the Society for Human aid management and $300 for nonmembers at ebook time.

Examination

The HR Certification Institute web page offers on-line look at and follow materials for the PHR examination. The examination carries a hundred seventy five dissimilar-alternative questions in six sections. The issues include business management, planning and employment, construction of human elements, advantages and compensation, worker family members and administration of risk. The last rankings are scaled from one hundred to 700 features, with 500 the minimum to move. those who be triumphant need to finished 60 hours of carrying on with education or retake the examination every three years to keep certification.

2016 salary counsel for Human substances Managers

Human elements managers earned a median annual earnings of $106,910 in 2016, in keeping with the U.S. Bureau of Labor facts. On the low conclusion, human substances managers earned a twenty fifth percentile earnings of $80,800, which means 75 percent earned more than this amount. The 75th percentile earnings is $145,220, meaning 25 % earn extra. In 2016, 136,100 individuals had been employed in the U.S. as human components managers.

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Professional in Human Resources (HRCI PHR) Exam Dumps

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

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PHR PDF Sample Questions

PHR Sample Questions

Killexams VCE Exam Simulator 3.0.9

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