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Test Number : PHR
Test Name : Professional in Human Resources (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 assessments (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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a way to Create A successful bendy Work subculture | PHR PDF Dumps and exam Questions

David is a veteran human materials leader and CEO of IQTalent companions, Inc., an on-demand ability acquisition and govt search enterprise.

Getty

ahead of the onset of a worldwide pandemic, the U.S. body of workers was moving toward extra bendy work arrangements. The coronavirus simply accelerated the growth. in accordance with international place of work Analytics, 5 million americans have been already working from home at the least half the time in advance of quarantine, a rise of 173% over the ultimate decade. The problem offered by means of the pandemic became that almost every office needed to adapt to this vogue overnight. Ideally, a neatly-notion-out plan would were crafted, a timeline would had been mapped out and the exchange to bendy work could be implemented little by little. They didn't have that luxury after they pivoted from in-office tradition to far off work environments well-nigh directly.

nevertheless it’s now not too late. they can put in force a plan for achievement and create a culture where flexible work preparations offer extended productiveness, superior collaboration and more engaged employees.

what is flexible Work?

bendy work is a blanket time period for the approaches through which personnel have more control over when and where they work. place of work flexibility can be broken down into a few classes:

• Telecommuting: Telecommuting in this experience refers to a full-time job performed from the office simplest part of the time. Telecommuters commonly are living locally and cut up their time between working within the office and from domestic.

• remote work: An employee who works remotely performs their job wholly faraway from the office. These personnel can customarily reside anywhere on the planet as long as they function and can be found when a consumer or a colleague wants them.

• Condensed workweek or flexible work hours: These plans present personnel flexibility involving their office hours. for example, they could are available in and go away early, or work 4 lengthy days and take a 3-day weekend.

Who Will Thrive In flexible Work Cultures?

now not each function can relish bendy work arrangements. We’ve discovered via social distancing how to have school at domestic, see a doctor from home and order groceries from home, however in reality, positions like educators, most clinical experts, and retail or manufacturing facility laborers are not foremost for bendy work preparations.

authorities who will thrive with flexible work preparations are these doing “competencies” work. software engineers, web site builders, records scientists and image designers are examples of those who can be a hit working from the comfort of a home office.

As technology advances, above all round far off office collaboration, extra roles could have the capability to be performed remotely, permitting for greater personnel to have fun with flexible work cultures.

What circumstances Are necessary For a hit flexible Work tradition?

creating a thriving bendy work subculture can pay future dividends with expanded employee morale and empowerment. constructing a successful bendy work culture requires consideration of right here:

• manipulate results and effects, no longer inputs and tactics. Having a efficiency-driven culture will outcome in a success outcomes. Flex-work personnel ought to understand the stage of performance anticipated and what metrics may be used to measure their work. The greater suggestions an worker has about expectations and key efficiency indications (KPIs), the extra they're going to flourish in a flexible environment.

• Be certain about result expectations. When are time limits? When are verify-in dates? How will the community collaborate? What does success seem like? praise successful performances, and center of attention on the fruits, not how they arrived there.

• Create a culture of accountability and personal accountability. knowing they can be held in charge for the consequences of their work will encourage employees to follow themselves absolutely to their tasks, regardless of where their workstations are located. each and every employee should accept responsibility for his or her certain job and recognize that others on the team will predict they accomplish their half productively.

• rent the correct individuals. before you can create a a success flexible work way of life, you ought to have the right fit for the position. personnel who will thrive are self-starters and self-motivated. they've a desire to excel that comes from internal power, no longer simply the want for a paycheck. Having a selected interview manner with questions directed at these smooth expertise will assist in making a choice on the appropriate candidates for flexible work arrangements.

watch out The draw back

whereas it looks that flexible work preparations offer handiest advantageous outcomes, working from domestic can have its downsides.

Some personnel savor a social work setting. Most respect flexibility, however it’s vital to have colleagues you take pleasure in socially. office collaboration application and videoconferencing can help individuals consider greater connected, however nothing replaces becoming a member of your co-employees for dinner and a drink after work.

individuals can also feel these with flexible work arrangements are not actually working. From neighbors to a toddler’s trainer to a co-worker, these round you may additionally query your work ethic or get offended in case you turn down a private request in the center of the day. alongside those identical strains, the road between skilled and private responsibilities can get blurred. if you are working from domestic, do you stop to choose up the kids from school or put a load of laundry in the dryer? Conversely, when does the workday end?

flexible work arrangements can create workaholics; personnel may also suppose like they're all the time on the clock. inspire personnel who work remotely to create schedules and implement boundaries between personal time and work hours.

In a publish-quarantine period, it’s evident that bendy work is the way forward. it is the way of life embraced by means of the long run workforce, and it is the direction know-how is progressing. via embracing the far flung work style and investing within the tools and people who will make it advantageous, you may also be ahead of the curve and achieve a thriving bendy work culture which will appeal to the greatest individuals, promote increase and make sure the lengthy-term success of your enterprise.

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