Professional in Human Resources(PHR): 2 Practice Tests

PHR Preparation

Preparing for exams can be overwhelming, especially when you don’t know where to start. Fortunately, there are several options available that can assist you in the preparation of your PHR exam.

There is no single preparation method that can meet every candidate’s needs and we urge you to use a variety of tools and resources to enhance your understanding of general HR principles and HR exam content.

What Is the Exam Format & Length?

• Exam time: 2 hours (plus 30 minutes administration time)

• Exam length: 90 scored questions (mostly multiple-choice) + 25 pretest questions

  
  

Am I Eligible?

To be eligible for the PHR you must meet one of the following conditions for education and/or experience:

• Have at least one year of experience in a professional-level HR position + a Master’s degree or higher,

• Have at least two years of experience in a professional-level HR position + a Bachelor’s degree, OR

• Have at least four years of experience in a professional-level HR position.

PHR Topics:

Employee and Labor Relations 39%

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 an make recommendations

•     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)

•     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

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Business Management 20%

Responsibilities:

•     Interpret and apply information related to general business environment and industry best practices

•     Reinforce the organization’s 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)

  
  

Talent Planning and Acquisition 16%

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 sourcing methods and techniques (for example: employee referrals, diversity groups, social media)

•     Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).

Total Rewards 15%

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

Learning and Development 10%

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