HRCI PHR Exam Topics
HRCI PHR Exam Overview :
| Exam Name: | PHR - Professional in Human Resources |
| Exam Code: | PHR |
| Certifications: | HRCI Certification |
| Actual Exam Duration: | 180 minutes |
| Expected no. of Questions in Actual Exam: | 150 |
| See Expected Questions: | HRCI PHR Expected Questions in Actual Exam |
HRCI PHR Exam Objectives :
| 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 |
| Official Information | https://www.hrci.org/our-programs/our-certifications/phr |
Updates in the HRCI PHR Exam Topics:
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