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HRCI PHR Exam Topics


PHR - Professional in Human Resources

Total Questions: 165

What is Included in the HRCI PHR Exam?

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HRCI PHR Exam Overview :

Exam Name PHR - Professional in Human Resources
Exam Code PHR
Actual Exam Duration 180 minutes
Expected no. of Questions in Actual Exam 150
Official Information https://www.hrci.org/our-programs/our-certifications/phr
See Expected Questions HRCI PHR Expected Questions in Actual Exam
Take Self-Assessment Use HRCI PHR Practice Test to Assess your preparation - Save Time and Reduce Chances of Failure

HRCI PHR Exam Topics :

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.

    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.

    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.

    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.  

    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.

    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

Updates in the HRCI PHR Exam Topics:

HRCI PHR exam questions and practice test are the best ways to get fully prepared. Study4exam's trusted preparation material consists of both practice questions and practice test. To pass the actual HR Certification Institute PHR exam on the first attempt, you need to put in hard work on these questions as they cover all updated HRCI PHR exam topics included in the official syllabus. Besides studying actual questions, you should take the HRCI PHR practice test for self-assessment and actual exam simulation. Revise actual exam questions and remove your mistakes with the PHR - Professional in Human Resources PHR exam practice test. Online and Windows-based formats of the PHR exam practice test are available for self-assessment.


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