Professional in Human Resources
Last Update December 25, 2024
Total Questions : 165
Our HRCI certification PHR exam questions and answers cover all the topics of the latest Professional in Human Resources exam, See the topics listed below. We also provide HRCI PHR exam dumps with accurate exam content to help you prepare for the exam quickly and easily. Additionally, we offer a range of HRCI PHR resources to help you understand the topics covered in the exam, such as HRCI certification video tutorials, PHR study guides, and PHR practice exams. With these resources, you can develop a better understanding of the topics covered in the exam and be better prepared for success.
| Exam Name | Professional in Human Resources |
| Exam Code | PHR |
| Actual Exam Duration | The duration of the HRCI PHR exam is 3 hours (180 minutes). |
| Expected no. of Questions in Actual Exam | 150 |
| What exam is all about | The HRCI PHR (Professional in Human Resources) exam is a certification exam for human resources professionals. It tests the knowledge and skills required to perform HR functions such as talent acquisition, employee relations, compensation and benefits, and HR development. The exam covers topics such as business management, workforce planning and employment, human resource development, compensation and benefits, employee and labor relations, and risk management. Passing the exam demonstrates a level of expertise in the HR field and can lead to career advancement opportunities. |
| Passing Score required | The passing score required in the HRCI PHR exam is 500 out of 700. This means that candidates must answer at least 71% of the questions correctly to pass the exam. The exam consists of 175 multiple-choice questions, and candidates have three hours to complete it. The questions cover six functional areas of HR: business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management. Candidates who pass the exam earn the Professional in Human Resources (PHR) certification, which is recognized as a standard of excellence in the HR profession. |
| Competency Level required | I don't have personal experience or knowledge about competency level required for HRCI PHR Exam. However, according to the HRCI website, the PHR exam is designed for HR professionals who have experience in the field and possess a combination of education and HR experience. The exam covers six functional areas of HR: Business Management, Talent Planning and Acquisition, Learning and Development, Total Rewards, Employee and Labor Relations, and Risk Management. The exam is designed to test the candidate's knowledge, skills, and abilities in these areas and requires a high level of competency in HR practices and principles. Candidates are recommended to have at least two years of professional HR experience before taking the exam. |
| Questions Format | I do not have personal experience or knowledge about the HRCI PHR exam. However, based on my research, the HRCI PHR exam consists of multiple-choice questions, with four possible answers for each question. The exam also includes scenario-based questions, where candidates are presented with a situation and asked to choose the best course of action. Additionally, the exam may include fill-in-the-blank questions, where candidates must provide a specific answer. |
| Delivery of Exam | The HRCI PHR exam is a computer-based exam that is delivered through Pearson VUE testing centers. |
| Language offered | The HRCI PHR exam is offered in English language only. The exam questions are written in clear and concise English, and candidates are expected to have a good understanding of the language to be able to comprehend and answer the questions effectively. However, HRCI does offer accommodations for candidates who require special assistance due to language barriers or disabilities. |
| Cost of exam | I don't have access to the latest pricing information. However, you can visit the official website of HRCI (Human Resource Certification Institute) to get the latest information on the cost of the PHR (Professional in Human Resources) exam. The cost may vary depending on various factors such as location, membership status, and exam format. |
| Target Audience | The HRCI PHR certification is designed for human resources professionals who have experience in the field and are looking to advance their careers. The target audience for this certification includes: 1. HR Generalists: HR professionals who have a broad range of experience in all areas of HR, including recruitment, compensation, benefits, employee relations, and compliance. 2. HR Specialists: HR professionals who have expertise in a specific area of HR, such as compensation and benefits, employee relations, or talent management. 3. HR Managers: HR professionals who manage a team of HR professionals and are responsible for overseeing HR operations within an organization. 4. HR Consultants: HR professionals who work as independent consultants or for consulting firms, providing HR services to clients. 5. HR Educators: HR professionals who teach HR courses at universities or other educational institutions. Overall, the HRCI PHR certification is ideal for HR professionals who are looking to demonstrate their knowledge and expertise in the field and advance their careers. |
| Average Salary in Market | I don't have access to the latest salary data. However, according to the HRCI website, the average salary for HR professionals with a PHR certification is $67,000 per year. However, this can vary depending on factors such as location, industry, and years of experience. |
| Testing Provider | I do not have the ability to provide HRCI PHR exam for testing. However, you can visit the official website of HRCI (Human Resource Certification Institute) to register for the PHR (Professional in Human Resources) exam. HRCI is the only organization that offers the PHR certification exam. |
| Recommended Experience | I don't have personal experience, but I can provide you with the recommended experience for HRCI PHR exam. The HRCI PHR (Professional in Human Resources) certification exam is designed for HR professionals who have experience in the field. The recommended experience for the PHR exam is: - At least two years of professional HR experience with a master's degree or higher - At least four years of professional HR experience with a bachelor's degree - At least five years of professional HR experience with a high school diploma or equivalent The experience should be in a professional-level HR position, such as HR specialist, HR generalist, HR manager, or HR director. The experience should also cover all functional areas of HR, including recruitment, compensation and benefits, employee relations, training and development, and HR operations. It's important to note that these are only recommendations, and there is no strict requirement for taking the PHR exam. However, having the recommended experience can help you better prepare for the exam and increase your chances of passing. |
| Prerequisite | I do not have personal experience or opinions, but I can provide you with the information available on the HRCI website. According to HRCI, the prerequisites for the PHR exam are: 1. A minimum of one year of professional-level HR experience with a master's degree or higher. 2. A minimum of two years of professional-level HR experience with a bachelor's degree. 3. A minimum of four years of professional-level HR experience with less than a bachelor's degree. Additionally, candidates must adhere to the HRCI Code of Ethics and Professional Responsibility and agree to the HRCI Certification Policies and Procedures. |
| Retirement (If Applicable) | HRCI typically announces the retirement of an exam at least six months in advance, and they provide a grace period for candidates to complete the exam before it is retired. It is recommended to check the HRCI website or contact their customer service for the most up-to-date information on the retirement date of the PHR exam. |
| Certification Track (RoadMap): | I don't have personal experience or opinions, but I can provide you with information. The certification track or roadmap for the HRCI PHR (Professional in Human Resources) exam is a guide that outlines the steps and requirements for obtaining the PHR certification. The PHR certification is a globally recognized credential for HR professionals who have demonstrated mastery of the technical and operational aspects of HR management. The certification track typically includes the following steps: 1. Meet the eligibility requirements: Candidates must have a minimum of two years of professional HR experience and a bachelor's degree or higher, or four years of professional HR experience without a degree. 2. Study for the exam: Candidates must prepare for the exam by studying the PHR exam content outline, which covers six functional areas of HR management: business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management. 3. Register for the exam: Candidates must register for the PHR exam through the HRCI website and pay the exam fee. 4. Take the exam: The PHR exam is a computer-based test that consists of 150 multiple-choice questions. Candidates have three hours to complete the exam. 5. Maintain certification: PHR certification is valid for three years. To maintain certification, candidates must earn 60 recertification credits during the three-year period, including a minimum of 15 credits in the area of business management and strategy. Overall, the certification track or roadmap for the HRCI PHR exam is designed to help HR professionals demonstrate their knowledge and expertise in the field of HR management and advance their careers. |
| Official Information | https://www.hrci.org/our-programs/our-certifications/phr |
| Take Self-Assessment | Use HRCI PHR Practice Test to Assess your preparation - Save Time and Reduce Chances of Failure |
| Section | Weight | Objectives |
|---|---|---|
| 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 organization’s 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) |
| 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). |
| Functional Area 03 | Learning and Development (10%) | 10% | Contributing to the organization’s 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 |
| 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 |
| 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 |
TESTED 25 Dec 2024
