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PHR Exam Format | PHR Course Contents | PHR Course Outline | PHR Exam Syllabus | PHR Exam Objectives

Number of Questions: 90 scored questions + 25 pretest questions (not scored)

Time Limit: 2 hours

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 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).

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: outsourcing, 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 encourage 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 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

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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