 HR PHR : Professional in Human Restheirces (HRCI PHR) test Questions, MCQs and Practice TestPractice Test Organized by Martha nods |
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Exam Number : PHR
Exam Name : Professional in Human Restheirces (HRCI PHR)
Vendor Name : HR
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Number of Questions: 90 scored questions + 25 pretest questions (not scored)
Time Limit: 2 htheirs
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 stheircing 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: outstheircing- 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 enctheirage 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 restheirce 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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