Professional in Human Resources PHR Practice Exam

Enhance your HR career by obtaining the Professional in Human Resources® (PHR®) certification. Achieving the PHR showcases your expertise in HR management, encompassing technical proficiency and operational insight into U.S. laws and regulations. Geared toward HR professionals with experience in implementing programs with a tactical/logistical focus, the PHR certification underscores a practitioner's operational duties within the organization’s HR department.

Exam Prerequisite:

To qualify for the PHR certification, you must meet one of the following criteria regarding education and/or experience:

• Have a Master’s degree or higher and have a minimum of one year of experience in a professional-level HR position.
• Hold a Bachelor’s degree and have at least two years of experience in a professional-level HR position.
• Alternatively, have gain a minimum of four years of experience in a professional-level HR position.

Who should take the exam?

The target audience for the Professional in Human Resources (PHR) exam consists of individuals with experience in the HR field who are seeking to validate their knowledge and skills. This includes:

• HR Professionals with Mid-Level Experience
• Individuals Transitioning into HR
• Those Seeking Career Advancement

Exam Details

• Exam Name: Professional in Human Resources (PHR)
• Exam Languages: English
• Exam Questions: 90 scored questions + 25 pretest questions
• Time: 2 hours (plus 30 minutes administration time)
• Exam Type: Computer-based

Course Outline 

The Exam covers the given topics  - 

Topic 1: Learn about Business Management (14%)

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

1.2 Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making (for example: org charts, span of control, shared services, centers of excellence)

1.3 Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])

1.4 Understand metrics and interpret data to support business initiatives and recommend strategies (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)

1.5 Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example: identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], employer branding)

Topic 2: Understand Workforce Planning and Talent Acquisition (14%)

2.1 Apply US federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)

2.2 Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, remote/hybrid work solutions)

2.3 Manage the talent acquisition lifecycle (for example: interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, employee integration)

Topic 3: Overview of Learning and Development (10%)

3.1 Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)

3.2 Contribute to succession planning discussions with management by understanding and providing relevant data (for example: compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)

3.3 Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])

Topic 4: Total Rewards (15%)

4.1 Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example: compensation, payroll, recognition programs, incentives)

4.2 Implement and promote awareness of non-monetary rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)

4.3 Implement benefit programs (for example: workplace amenities, flexible scheduling, remote/ hybrid options)

4.4 Monitor and sustain US federally compliant compensation and benefit programs (for example: pay equity, benchmarking, salary bands, status changes, and life events)

Topic 5: Employee Engagement (17%)

5.1 Measure and advise on functional effectiveness at each stage of the employee lifecycle and identify alternate approaches as needed (for example: hiring, onboarding, performance management, retention, exit process, alumni program)

5.2 Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)

5.3 Support the organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives (for example: employee reviews, promotions, recognition programs)

5.4 Support performance and employment activities (for example: coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force [RIF], offboarding)

Topic 6: Employee and Labor Relations (20%)

6.1 Understand and apply knowledge of programs, US federal laws, and regulations to promote outreach, diversity, equity, and inclusion (DEI) (for example: affirmative action, employee resource groups [ERG], community outreach, corporate social responsibility [CSR])

6.2 Support workplace programs related to US federal health, safety, security, and privacy laws and regulations (for example: OSHA, workers’ compensation, emergency response, workplace violence, substance abuse, legal postings, documentation, investigations)

6.3 Provide interpretation and ensure compliance to organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)

6.4 Process and support the resolution of employee complaints, concerns, or conflicts and escalate as needed (for example: investigate, document, initiate, recommend solutions, abide by grievance and ADR [alternative dispute resolution] procedures)

6.5 Promote techniques and tools for facilitating positive employee and labor relations with knowledge of US federal laws affecting union and nonunion workplaces (for example: antidiscrimination policies, harassment)

Topic 7: Understand HR Information Management (10%)

7.1 Utilize and manage HR database content and technologies (for example: HRIS, maintain personnel data, employee status changes, salary changes)

7.2 Assess and communicate information obtained from HR databases (for example: generate reports, data analytics, identify trends)

7.3 Promote and maintain security best practices (for example: system access and permissions, front end user support, compliance, data integrity and data accuracy)