MASTERING PHR CERTIFICATION 2025 - PRACTICE TEST

MASTERING PHR CERTIFICATION 2025 - PRACTICE TEST free download

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Mastering PHR Certification - 2025

The Professional in Human Resources (PHR) is a certification available to professionals who hold a position in Human Resources. The HR Certification Institute (HRCI) offers the PHR exam to professionals who have experience with program implementation, the human resources organizational structure, and HR practices.

PHR Exam Eligibility

In order to apply for the PHR certification, you must meet one of the following requirements for education and experience:

• Have a minimum of four years of experience in a professional Human Resources position, as well as a high school diploma

• Have a minimum of two years of experience in a professional Human Resources position, as well as a Bachelor’s degree

• Have at least one year of experience in a professional Human Resources position, as well as a Master’s degree or higher

PHR Exam Outline

The PHR exam contains 115 multiple-choice questions, 25 of which are unscored, and you will be given 2 hours to complete the exam. The 25 unscored questions are called “pretest” questions, and these are used by the test administrators to evaluate questions for future versions of the exam. When taking the exam, you will not know which questions are pretest questions.

PHR Exam Syllabus

1. Business Management (14%)

• Interpreting and applying information related to the business environment and the industry’s best practices

• Understanding what role cross-functional stakeholders play in the company

• Recommending and implementing the best practices to mitigate risks with lawsuits or internal or external threats

• Determining the significance of data when recommending strategies and policies

• Reinforcement of the core values about the ethical and behavioral expectations of the company

2. Workforce Planning and Talent Acquisition (14%)

• Understanding the federal laws and the organizational policies your company must adhere to about ethical hiring practices

• Developing and implementing sourcing methods and techniques

• Managing the talent acquisition lifecycle

3. Learning and Development (10%)

• Administering learning and development programs to achieve desired outcomes

• Implementing and evaluating career development and training programs

• Providing relevant data to contribute to succession planning discussions

4. Total Rewards (15%)

• Managing compensation-related information and supporting payroll issue resolution

• Implementing and promoting awareness of non-cash rewards

• Implementing benefit programs

• Administering federally compliant compensation and benefit programs

5. Employee Engagement (17%)

• Advising on functional effectiveness at each stage of the employee lifecycle

• Supporting the implementation and communication of organizational programs

• Supporting the organization’s performance management strategy

• Supporting and encouraging performance activities

6. Employee and Labor Relations (20%)

• Understanding programs, US federal laws, and regulations to promote diversity, inclusion, equity, and outreach

• Supporting programs related to health, safety, security, and privacy laws and regulations

• Interpreting organizational policies and procedures

• Supporting the resolution of employee complaints, conflicts, and concerns

• Promoting tools for facilitating positive employee and labor relations

7. HR Information Management (10%)

• Managing HR database content and technology

• Communicating information from HR databases

• Maintaining security best practices