The Professional in Human Resources (PHR) test is created for experienced HR professionals with corresponding educational background. There are three prerequisite options to choose from. The first one is a minimum of 1 year professional-level experience, plus a Master’s degree or higher. The second is a minimum of 2-years professional-level experience, plus a Bachelor’s degree. And the third option requires you to present a minimum of 4 years professional-level experience.
If you fulfill at least one of the listed requirements, you can pursue the HRCI PHR exam and take its 3-hour evaluation with 150 scored multiple-choices and 25 pre-test questions. The items cover different domains, such as business management, total rewards, labor and employee relations, development and learning, and talent planning and acquisition.
This computer-based test is downright challenging, hence the importance of the right set of learning references. So, we’ve generated a collection of the best resources for your HRCI PHR preparation, from books to online courses.
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The average Salary of a Human Resources (HR) Professional Salary in
Are you looking for the most credible way to establish your command in the HR industry? Prepare for the HRCI PHR exam and make your way to the top. This particular certification test serves as your entryway to a fruitful career in human resource. But before you get on with associated training, it’s best to assess first if you’re a right fit for this coveted accreditation.
Reference: https://www.hrci.org/our-programs/our-certifications/phr
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| Section | Weight | Objectives |
|---|---|---|
| HR Information Management | 10% | - HR systems and technology - Record management and compliance - Data privacy and security - HR metrics and analytics |
| Total Rewards | 15% | - Rewards compliance and regulations - Incentives and recognition systems - Employee benefits programs - Compensation structures and practices |
| Employee and Labor Relations | 20% | - Employment laws and regulations (U.S. federal/state) - Conflict resolution and disciplinary actions - Workplace policies and procedures - Labor relations and union practices |
| Learning and Development | 10% | - Program design and implementation - Organizational development initiatives - Career development and coaching - Training needs analysis |
| Employee Engagement | 17% | - Workplace culture and climate - Retention strategies - Engagement measurement and analysis - Employee wellness and work-life balance |
| Business Management | 14% | - HR role in organizational strategy - Business environment and industry knowledge - Organizational structure and governance - Risk management and compliance |
| Workforce Planning and Talent Acquisition | 14% | - Selection and assessment methods - Onboarding and employee transition - Workforce planning and forecasting - Recruitment strategies and sourcing |
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