HR PHR : Professional in Human Resources (HRCI PHR) Exam Dumps

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Latest 2023 Updated HR Professional in Human Resources (HRCI PHR) Syllabus
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Exam Number : PHR
Exam Name : Professional in Human Resources (HRCI PHR)
Vendor Name : HR
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PHR Exam Format | PHR Course Contents | PHR Course Outline | PHR Exam Syllabus | PHR Exam Objectives

- 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:

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

02 Reinforce the organizations 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)

Knowledge of:

01 Vision, mission, values, and structure of the organization

02 Legislative and regulatory knowledge and procedures

03 Corporate governance procedures and compliance

04 Employee communications

05 Ethical and professional standards

06 Business elements of an organization (for example: other functions and departments, products, competition, customers, technology, demographics, culture, processes, safety and security)

07 Existing HRIS, reporting tools, and other systems for effective data reporting and analysis

08 Change management theory, methods, and application

09 Risk management

10 Qualitative and quantitative methods and tools for analytics

11 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:

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).

Knowledge of:

12 Applicable federal laws and regulations related to talent planning and acquisition activities

13 Planning concepts and terms (for example: succession planning, forecasting)

14 Current market situation and talent pool availability

15 Staffing alternatives (for example: outsourcing, temporary employment)

16 Interviewing and selection techniques, concepts, and terms

17 Applicant tracking systems and/or methods

18 Impact of total rewards on recruitment and retention

19 Candidate/employee testing processes and procedures

20 Verbal and written offers/contract techniques

21 New hire employee orientation processes and procedures

22 Internal workforce exams (for example: skills testing, workforce demographics, analysis)

23 Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, offshoring, and divestitures

24 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:

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 Knowledge of:

25 Applicable federal laws and regulations related to learning and development activities

26 Learning and development theories and applications

27 Training program facilitation, techniques, and delivery

28 Adult learning processes

29 Instructional design principles and processes (for example: needs analysis, process flow mapping)

30 Techniques to assess training program effectiveness, including use of applicable metrics

31 Organizational development (OD) methods, motivation methods, and problem-solving techniques

32 Task/process analysis

33 Coaching and mentoring techniques

34 Employee retention concepts and applications

35 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:

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 Knowledge of:

36 Applicable federal laws and regulations related to total rewards

37 Compensation policies, processes, and analysis

38 Budgeting, payroll, and accounting practices related to compensation and benefits

39 Job analysis and evaluation concepts and methods

40 Job pricing and pay structures

41 Non-cash compensation

42 Methods to align and benchmark compensation and benefits

43 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:

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

Knowledge of:

44 General employee relations activities and analysis (for example, conducting investigations, researching grievances, working conditions, reports, etc.)

45 Applicable federal laws and procedures affecting employment, labor relations, safety, and security

46 Human relations, culture and values concepts, and applications to employees and organizations

47 Review and analysis process for assessing employee attitudes, opinions, and satisfaction

48 Diversity and inclusion

49 Recordkeeping requirements

50 Occupational injury and illness prevention techniques

51 Workplace safety and security risks

52 Emergency response, business continuity, and disaster recovery process

53 Internal investigation, monitoring, and surveillance techniques

54 Data security and privacy

55 The collective bargaining process, terms, and concepts (for example: contract negotiation, costing, administration)

56 Performance management process, procedures, and analysis

57 Termination approaches, concepts, and terms

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HR Resources information hunger

Human Resources (HR) Meaning and Responsibilities

What Is Human Resources (HR)?

Human resources (HR) is the division of a business that is charged with finding, recruiting, screening, and training job applicants. It also administers employee benefit programs.

HR plays a key role in helping companies deal with a fast-changing business environment and a greater demand for quality employees in the 21st century.

John R. Commons, an American institutional economist, first coined the term “human resource” in his book The Distribution of Wealth, published in 1893. However, it was not until the 20th century that HR departments were formally developed and tasked with addressing misunderstandings between employees and their employers.

Key Takeaways

Human resources (HR) is the division of a business responsible for finding, recruiting, screening, and training job applicants.

HR departments also handle employee compensation, benefits, and terminations.

Human resource management (HRM) strategies focus on actively advancing and improving an organization's workforce with the long-term goal of improving the organization itself.

HR departments must keep up to date with laws that can affect the company and its employees.

Many companies have moved traditional HR administrative duties such as payroll and benefits to outside vendors.

Understanding Human Resources (HR)

An HR department is an essential component of any business, regardless of an organization’s size. It is tasked with maximizing employee productivity and protecting the company from any issues that may arise within the workforce.

HR responsibilities include compensation and benefits, recruitment, retention, firing, and keeping up to date with any laws that may affect the company and its employees.

Key HR Activities

Research conducted by The Conference Board (CB), a member-driven economic think tank, found six key, people-related activities that HR must effectively do to add value to a company. They are:

Managing and using people effectively

Tying performance appraisal and compensation to competencies

Developing competencies that enhance individual and organizational performance

Increasing the innovation, creativity, and flexibility necessary to enhance competitiveness

Applying new approaches to work process design, succession planning, career development, and interorganizational mobility

Managing the implementation and integration of technology through improved staffing, training, and communication with employees

HR Management Strategies

Beginning in the 1980s, there was a push for strategic initiatives within HR departments. This movement was based on research related to the impact of employee-related issues on a firm’s long-term business success.

Collectively, these strategies are sometimes referred to as human resource management (HRM) strategies. HRM is a comprehensive approach to managing employees and an organization’s culture and environment. It focuses on the recruitment, management, and general direction of the people who work in an organization.

An HR department that adopts HRM strategies typically plays a more active role in improving an organization’s workforce. It may recommend processes, approaches, and business solutions to management.

Google is one example of an organization that has adopted a more active approach to employee relations through its HR department. The company offers many employee perks, including on-site wellness centers, on-site meals and snacks, fitness centers, massage programs, and ergonomic support. For Google, happy employees are equivalent to productive employees.

In 1901, National Cash Register Co., known today as NCR Corp., established what is thought to have been the first personnel department (the HR predecessor) to manage wages, workplace safety, and employee concerns.

HR Outsourcing

Since the mid-20th century, some companies have outsourced some of the more traditional administrative, transactional HR functions in an effort to free the department to recommend and implement more meaningful, value-adding programs that impact the business in positive ways.

Functions that may be outsourced in this process include:

Payroll administration

Employee benefits

Recruitment

Background checks

Exit interviews

Risk management

Dispute resolution

Safety inspection

Office policies

The use of modern tools, such as recruitment software, can help to improve the efficiency of HR departments. In turn, that can give them more leeway to focus on adding ever-greater value.

What Is the Role of Human Resources?

A human resources department is focused on the recruitment and retention of employees within a company. HR typically finds, hires (and fires), and trains employees. It oversees employee relations and manages benefit programs. It’s the place where an employee goes with questions about their position at the company, to address concerns, and to air grievances.

What Is Human Resource Management (HRM)?

Human resource management (HRM) is a strategic approach to managing company employees, the work culture, and the work environment so that people can function as effectively and productively as possible. Typically, it involves using metrics to measure workforce success.

What Are the Five Types of Human Resources?

There are numerous important human resources functions carried out by an HR department. Five well-known types of responsibilities are:

Recruiting, hiring, and onboarding new employees

Handling employee compensation and benefits

Offering employee job/career development

Addressing work-related issues of individual employees

Developing policies that affect a working environment company-wide

The Bottom Line

A company’s human resources (HR) department manages the life cycle of each employee—from recruitment and onboarding to training and termination or retirement. HR departments also must monitor industry trends and rules to stay on top of compliance and legal issues.

Increasingly, HR departments focus on human resource management, using strategic investments and initiatives to improve an organization's workforce. The long-term goal of HRM is to create a more positive, loyal, and productive workforce, which ultimately benefits the company.

SLU Human Resources Information Systems

We recently moved to Workday. For more information, visit the Workday site.

For fast, secure, anytime-anywhere proof of employment or income via the Web or phone, you can visit The Work Number®.

The Work Number service is used when you apply for a loan, need a reference check, lease an apartment or any other instance where proof of employment or income is needed. You benefit from having control of the process - by authorizing others access to your information.

The borrower will complete sections one and two of the PSLF form and email it to hr@slu.edu. Human Resources will complete section three and email the form to the borrower.

Human Resources

Human resources is a great career for those with excellent interpersonal skills, who enjoy working with others and helping them achieve their professional goals.

Typical Job Functions

An organization’s human resources (HR) department manages the lifecycle of its employees, from recruiting to training to benefits to exit. Technical companies often look for HR professionals with a scientific background, who can speak the technical language of their job candidates and employees.

Typical job duties include:

Reviewing resumes, conducting interviews, and making hiring decisions

Processing employment records related to hiring, termination, transfers, leaves, and promotions

Orienting new employees to company policies and procedures

Evaluating, explaining, and enforcing company policies and procedures to ensure that all legal requirements are met

Investigating and mediating allegations of harassment and other job-related complaints

Overseeing corporate training and development of employee talent

Developing recruiting strategies to meet the company’s long-term hiring needs

Special considerations:

Travel is usually required for job fairs, recruiting events, etc.

Networking events are typical and may extend working hours when they occur.

Career Paths

The typical career path for a human resources professional is from HR Specialist to HR Manager. A certification is human resources can enhance advancement opportunities in the field.

HR Specialist

An entry-level position for someone with a bachelor’s degree. Specialists may focus on a specific area of an organization’s HR needs (e.g., hiring, onboarding, mediation, etc.). At larger companies, a specialist may even specialize in a single task (e.g., recruiting, training, terminations, etc.).

HR Manager

Oversees the typical functions of their human resources department and handles more complex personnel issues. They also consult with top executives regarding strategic planning and talent management for the organization.

Recruiting Agencies

At a recruiting agency, most human resource professionals start out recruiting candidates. As they progress, they may work with client companies in an advisory capacity to identify and define the positions to be filled.

Getting Started

A bachelor’s degree in human resources (HR) or business administration is usually ideal for a position in HR. For scientific companies, a degree in chemistry may be considered an advantage, since it shows you will be familiar with the vocabulary and skills of the employees.

Part-time work or an internship (even if in other fields) adds to your potential as a job candidate, as do leadership roles in clubs, volunteer experiences, and club or college sports.

Upper-level positions may require a master’s degree in human resources, labor relations, or business administration.

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