PHR Certification Detailed Examination Questions

By: Jacquelyn Donner

Many human resource professional are intimated by a 200 question detailed HR exam. The PHR and SPHR exams cover a large number of essential and detail intensive areas of employee and management relationship focus. Consider using some type of review program before you go in to sit for the exam because the details about labor unions history, key figures, laws, compensation and so on are things that most people just would not know. The exam is based on the entire human resource body of knowledge and can be quite comprehensive. The tests themselves are also updated at least each year because of constantly changing employment laws and regulations.

The traditional focus of human resource (HR) management is jobs. HR managers think about such issues as job turnover, job tenure, cutting jobs during business downturns, filling jobs during business upturns, writing job descriptions, interviewing job candidates, analyzing jobs and making plans for handling the jobs of the future. A job description, which is a typical document from an HR department, usually contains the following information Name of the job, Purpose or activities of the job, Number of people whom the jobholder supervises or manages, Education or training required to do the job, Experience, specials skills or expertise necessary for the job.

Consider all of the things that the job description leaves out. It does not tell you much about what the jobholder i s supposed to produce, for example. It usually doesnt say anything about the metrics that measure success in the job. Moreover, a job description has a short shelf life. Organizations are changing so rapidly that todays job may not exist tomorrow. In fact, by the time a job description makes its way through the HR approval or updating process, the job may already be obsolete, but the job holders competencies and skills will still matter.

Successful performers vs. exemplary performers successful performers get the job done very well. Exemplary performers get the job done a whole lot better. There are hundreds, maybe thousands of very successful physicists and then theres one Einstein. Identifying and measuring the competencies that distinguish exemplars from merely successful performers will help your organization move closer to exemplary performance throughout. Job description vs. competency model the job description addresses the various attributes of a job. By contrast, the competency model describes the competencies necessary to attain success at a certain kind of work, on a certain team or in a certain organization.

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phr certification offer to help you pass the PHR and SPHR exam on your first try. www.phrsphrtraining.com Jacquelyn Donner, SPHR

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