HRCI Professional in Human Resources (PHR)

HRCI® is the premier credentialing organization for the human resource profession. Established in 1976, HRCI is the largest HR certification organization around the globe. HRCI certification will provide you with competency-based, professionally relevant credentials that are highly valued in HR and business communities. The PHR program is for the HR professional who has specific experience with program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has responsibilities that focus on the HR department rather than the whole organization. As a Professional in Human Resource (PHR), you will be required to demonstrate mastery of the technical and operational aspects of HR management, including U.S. laws and regulations.

Benefits of HRCI Certification

• Provides you with a fully accredited credential 
• Validates your expertise 
• Connects you to an exclusive network
• Delivers nearly 40 years of history 
• Earns recognition from your organization and peers

Prerequisite for the exam

Following candidates are eligible for the PHR exam-

• 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 + a high school diploma.

Exam Details

Exam Name: Professional in Human Resources (PHR)
Exam Duration: 180 mins
Exam Format: Multiple Choice
Number of Questions: 150+ 25 pretest questions
Exam Fee: 395$+ 100$
Validity: 3 years
Exam Language: English, Japanese

Exam Scheduling

You can schedule your exam through Pearson VUE by visiting www.pearsonvue.com/hrci.

For more details related to exam visit: Professional in Human Resources PHR FAQs

Course Structure

1. Functional Area 01 | Business Management (20%)

1.1. Responsibilities: 

• Interpret and apply information related to the 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, the success of training)

1.2. 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

2. Functional Area 02 | Talent Planning and Acquisition (16%)

2.1. 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).

2.2. 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 assessments (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)

3. Functional Area 03 | Learning and Development (10%)

3.1. Responsibilities: 

3.2. Knowledge of: 

4. Functional Area 04 | Total Rewards (15%)

4.1. 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

4.2. 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

5. Functional Area 05 | Employee and Labor Relations (39%)

5.1. 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

5.2. 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

Preparation Guide

The preparation guide is meant to give you a brief understanding of the whole process flow of the PHR exam curriculum and how you should approach towards achieving the certification. Refer to the below preparation guide to kick start your certification process.

Learning Resources

HRCI has provided learning resources that will help you in developing your skills and knowledge. Some of the learning resources are mentioned below:

Human Resource Body of Knowledge

HRCI has come up with A Guide to the Human Resource Body of Knowledge™ (HRBoK™) which will offer you an overview of the profession to enable you (and your HR team) to align with standard practices. This guide provides an introduction for HRCI certification exams. It is a very powerful resource, is a practitioner-driven document which outlines the scope and the requisite knowledge of human resource management. The HRBoK is divided into six content areas:

• Business Management and Strategy
• Workforce Planning and Employment
• Human Resource Development
• Compensation and Benefits
• Employee and Labor Relations
• Risk Management.

HRCI Certification Preparation Providers Directory

The HRCI Certification Preparation Providers Directory will allow you to search for upcoming exam preparation courses and programs based on your budget and learning. The Exam Prep Provider Program consists of more than 200 providers of products and services, including course instructors. These programs are going to help you find the right exam prep provider as per your budget and learning styles. The Exam Prep Provider Program is conducted in the following manner:

• Classroom
• Virtual/Instructor Led
• Classroom and Virtual/Instructor Led

HRCI community

HRCI provides a community service with the name of HRCI Voice. You can connect with this community on LinkedIn and increase your contact with other HR professionals in the HRCI community. Through this community, you will gain knowledge, stay updated, and also seek advice from peers. You can also start your own virtual study group with the contacts you make here.

Practice Tests

Giving practice test is one of the oldest and most trusted ways to judge your preparation. These tests help you to analyze the weak areas and where you need to put in more hard work. It is always better to make mistakes in practice sessions rather doing blunders in the actual exam. You can take practice tests from testpreptraining.com or use other exam simulators. So, start practicing now!

To get certified as a Professional in Human Resources (PHR), Start Practicing Now!