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PHR Exam Prep: Professional in Human Resources,9780789734501

PHR Exam Prep: Professional in Human Resources

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ISBN13:

9780789734501

ISBN10:
0789734508
Format:
Paperback w/CD
Pub. Date:
1/1/2006
Publisher(s):
Pearson Education
List Price: $54.99

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Summary

Score higher on your PHR exam with the market's most comprehensive book. Written by a leading expert on the PHR exam!

Table of Contents

Introduction 1(1)
About the Test
1(1)
About This Book
2(5)
Chapter Formats
3(4)
Study and Exam Prep Tips
7(572)
Learning Styles
7(1)
General Study Tips
8(4)
Study Strategies
9(1)
Design Your Own Personal Study Plan
10(1)
Pretesting
11(1)
General Test-taking Tips
12(1)
PHR-specific Information, Study, and Test-taking Tips
12(9)
How Is the PHR Exam Administered?
12(1)
How Is the PHR Exam Put Together?
13(1)
PHR Exam Format
13(1)
PHR Preparation Options
14(1)
PHR-specific Test Preparation Tips
15(1)
Strategies and Tips for PHR Exam Day
16(5)
Part I: Exam Preparation
The HR Profession and the PHR Exam
21(16)
Introduction
22(1)
What Is SHRM, and What Does It Mean to You?
23(1)
Membership Information
23(1)
Benefits of Membership
23(1)
What Is HRCI?
24(1)
Why Is Certification Important?
24(2)
Should I Go for Certification Now?
25(1)
Gaps in Employment---Certification Can Help
26(1)
What Tests Does HRCI Administer, and Which One Is Right for Me?
26(3)
GPHR (Global Professional in Human Resources)
26(1)
PHR and SPHR Exams---The Similarities
27(1)
PHR and SPHR Exams---The Differences
28(1)
PHR and SPHR Candidates---The Differences
29(1)
PHR or SPHR---Which Should You Take?
29(2)
Factors to Consider As You Make This Decision
29(2)
Going Forward with the PHR Exam
31(2)
Registering for the PHR Exam
32(1)
What to Expect the Day of Your Test
33(1)
The Test Centers
33(1)
What Happens After You Complete the Exam?
33(2)
Chapter Summary
35(2)
Key Terms List
35(2)
HR: A Body of Underlying Knowledge and Principles
37(42)
Introduction
38(1)
Needs Assessment and Analysis
39(1)
Ask Questions and Listen to the Answers
40(1)
Third-Party Contract Management
40(1)
Functions Often Outsourced
40(1)
Strategic Outsourcing
41(1)
Request for Proposal (RFP)
41(1)
Communication Strategies
41(3)
Documentation Requirements
44(1)
Adult Learning Processes
44(1)
Motivation Concepts and Applications
45(5)
Maslow's Hierarchy of Needs---1954
46(1)
B.F. Skinner, Operant Conditioning---1957
47(1)
Frederick Herzberg, Motivation-Hygiene Theory---1959
48(1)
Douglas McGregor, Theory X and Theory Y---1960
48(1)
David McClelland, Acquired Needs Theory---1961
49(1)
J. Stacy Adams, Equity Theory---1963
49(1)
Victor Vroom, Expectancy Theory---1964
49(1)
Training Methods
50(1)
Leadership Concepts and Applications
50(5)
Trait Theories
51(1)
Behavioral Theories
51(1)
Situational Leadership Theories
52(3)
Contingency Theories
55(1)
Leadership Styles
55(1)
Project Management Concepts and Applications
56(1)
Diversity Concepts and Applications
56(1)
Human Relations Concepts and Applications
57(1)
HR Ethics and Professional Standards
57(1)
Technology and Human Resource Information Systems (HRIS) to Support HR Activities
58(2)
Selecting an HRIS
58(2)
Qualitative and Quantitative Methods and Tools for Analysis, Interpretation, and Decision-Making Purposes
60(2)
Quantitative Analysis
60(1)
Qualitative Analysis
61(1)
Change Management
62(1)
Liability and Risk Management
63(1)
Job Analysis and Job Description Methods
64(3)
Job Analysis
64(2)
Job Descriptions
66(1)
Employee Records Management
67(1)
Documentation Strategies for HR Professionals
67(1)
Interrelationships Among HR Activities and Programs Across Functional Areas
68(1)
Chapter Summary
69(1)
Key Terms List
69(1)
Apply Your Knowledge
70(8)
Exercises
70(1)
Review Questions
71(1)
Exam Questions
71(3)
Answers to Exercises
74(1)
Answers to Review Questions
74(2)
Answers to Exam Questions
76(2)
Suggested Readings and Resources
78(1)
Strategic Management
79(42)
Introduction
80(1)
The Evolving Role of HR
80(12)
A Brief Historical Scan of HR
80(1)
HR As It Was, and HR As It Is (or Can Be)
81(1)
Dimensions of HR---Three Legs of a Stool
82(1)
Understanding Your Clients' Management Functions
83(2)
Project Management---A Valuable Tool
85(1)
HR's Role in Change Management
86(1)
Outsourcing
87(3)
HR Technology Concerns/Opportunities
90(1)
Changes on the Horizon---and How They May Impact HR
91(1)
Strategic Planning
92(4)
Strategic Planning---A Four-Phase Process
92(2)
Generate Strategic Objectives
94(2)
Environmental Scanning---An External Perspective
96(1)
External Trends---Things to Keep an Eye On
96(1)
Organizations: Structure, Design, and Partnership
97(5)
What HR Professionals Need to Know About the Organizations They Support
97(2)
Balanced Scorecard
99(1)
Organizational Life Cycle
100(1)
Organizational Structure
101(1)
Measuring HR Effectiveness
102(2)
HR Audits
102(1)
Other HR Measurement Techniques
103(1)
Research
103(1)
Ethical Considerations for HR Professionals
104(3)
What Is Ethics?
104(1)
HR's Role in Ethics
105(1)
Why Ethics?
105(1)
Cultivating an Ethical Organization
106(1)
Legislative Framework, Considerations, and Opportunities
107(5)
How a Bill Becomes a Law
107(3)
Be Heard---Reach Out to Your Elected Officials
110(1)
Stay Informed
111(1)
Chapter Summary
112(2)
Key Terms
112(2)
Apply Your Knowledge
114(6)
Review Questions
114(1)
Exam Questions
115(2)
Answers to Review Questions
117(1)
Answers to Exam Questions
118(2)
Suggested Readings and Resources
120(1)
Workforce Planning and Employment
121(84)
Introduction
122(1)
Equal Employment Opportunity: The Basics
123(5)
Protected Class
123(1)
Discrimination
123(2)
Harassment---Another Form of Unlawful Discrimination
125(1)
EEO Reporting Requirements
126(1)
Applicant Flow Data
126(2)
Related Legislation: Workforce Planning and Employment
128(13)
Title VII of the Civil Rights Act (1964)
128(2)
Executive Order 11246 (1965)
130(1)
Affirmative Action Plans
131(3)
Age Discrimination in Employment Act (1967)
134(1)
Rehabilitation Act (1973)
134(1)
Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) (1974)
134(1)
Pregnancy Discrimination Act (1978)
135(1)
Uniform Guidelines on Employee Selection Procedures (1978)
135(2)
Immigration Reform and Control Act (IRCA) (1986)
137(1)
Worker Adjustment and Retraining Notification Act (WARN) (1988)
138(1)
Americans with Disabilities Act (ADA) (1990)
139(1)
Civil Rights Act (1991)
140(1)
Congressional Accountability Act (CAA) (1995)
141(1)
Workforce Planning: Where Are We Going?
141(1)
Workforce Planning: What Will We Need to Get There?
142(3)
Non-mathematical Forecasting Techniques
142(1)
Mathematical Forecasting Techniques
143(2)
Workforce Planning: What Jobs Will Need to Be Performed?
145(4)
Job Analysis
145(4)
Employment: Recruiting Candidates
149(7)
Employer Branding
149(1)
Selection Criteria
149(1)
Internal and External Recruiting
150(5)
Measuring Recruiting Costs and Effectiveness
155(1)
Employment: The Selection Process
156(19)
The Employment Application
156(3)
Interviews and the Interview Process
159(15)
Realistic Job Previews (RJP)
174(1)
Employment Testing
174(1)
Employment: Background Checks
175(2)
Employment: Extending the Offer
177(2)
Tips for Extending an Employment Offer
177(1)
Employment Contracts
178(1)
Relocation
179(1)
Employment: Employee Orientation
179(1)
Terminations
180(3)
Involuntary Terminations
180(2)
Voluntary Terminations
182(1)
Constructive Discharge
183(1)
Exit Interviews
183(1)
Relevant Cases
184(6)
Griggs v. Duke Power (1971)
184(1)
McDonnell Douglas Corp v. Green (1973)
185(1)
Albemarle Paper v. Moody (1975)
185(1)
Washington v. Davis (1976)
185(1)
Regents of California v. Bakke (1978)
185(1)
United Steelworkers v. Weber (1979)
186(1)
Meritor Savings Bank v. Vinson (1986)
186(1)
Johnson v. Santa Clara County Transportation Agency (1987)
186(1)
Martin v. Wilks (1988)
187(1)
Kolstad v. American Dental Association (1999)
187(1)
Harris v. Forklift Systems (1993)
187(1)
Taxman v. Board of Education of Piscataway (1993)
187(1)
St. Mary's Honor Center v. Hicks (1993)
188(1)
McKennon v. Nashville Banner Publishing Co. (1995)
188(1)
Faragher v. City of Boca Raton (1998), and Ellerth v. Burlington Northern Industries (1998)
188(1)
Grutter v. Bollinger and Gratz v. Bollinger (2003)
189(1)
General Dynamics Land Systems v. Cline (2004)
189(1)
Chapter Summary
190(3)
Key Terms
191(2)
Apply Your Knowledge
193(11)
Exercises
193(3)
Review Questions
196(1)
Exam Questions
196(3)
Answers to Exercises
199(2)
Answers to Review Questions
201(1)
Answers to Exam Questions
202(2)
Suggested Readings and Resources
204(1)
HR Development
205(76)
Introduction
206(1)
Related Legislation: Human Resource Development
207(4)
Copyright Act of 1976
207(2)
Public Domain
209(1)
Fair Use
209(1)
U.S. Patent Act
210(1)
HRD: The Importance of ADDIE
211(25)
ADDIE: An Overview
211(1)
ADDIE: ``A'' Is for Analysis/Assessment
211(10)
ADDIE: ``D'' Is for Design
221(7)
ADDIE: ``D'' Is for Development
228(1)
ADDIE: ``I'' Is for Implementation
228(5)
ADDIE: ``E'' Is for Evaluation
233(3)
Organization Development (OD)
236(7)
Elements of OD
236(1)
Purposes of OD
237(1)
Role of the HR Professional in OD
238(1)
OD and Organizational Culture
238(2)
Specific OD Interventions
240(3)
Training
243(7)
The Adult Learner
244(1)
Learning Styles --- How We Learn
245(1)
Retaining What Is Learned
246(1)
Environmental Factors/Elements to Consider
246(4)
Career Development
250(1)
Leadership Development
251(2)
Management and Leadership: Bridging the Gap
251(2)
Performance Management
253(15)
Performance Management---Its Organizational Roots
254(2)
The Performance Management Process
256(6)
Guidelines for Conducting Effective Performance Appraisal
262(1)
Performance Appraisal and Management---Pitfalls to Avoid
263(5)
Chapter Summary
268(2)
Key Terms
268(2)
Apply Your Knowledge
270(11)
Exercises
270(2)
Review Questions
272(1)
Exam Questions
273(2)
Answers to Exercises
275(2)
Answers to Review Questions
277(1)
Answers to Exam Questions
278(2)
Suggested Readings and Resources
280(1)
Compensation and Benefits
281(72)
Introduction
282(1)
C&B Footing #1: Employee or Independent Contractor?
282(2)
C&B Footing #2: Exempt or Non-exempt?
284(5)
Exemptions: The Basics
284(4)
Other Key FairPay Items
288(1)
C&B Footing #3: Compensation + Benefits = Total Compensation
289(5)
Objectives of a Total Compensation Program
290(2)
Elements of a Total Compensation Program
292(2)
Related Legislation: Compensation
294(6)
Davis-Bacon Act---1931
294(1)
Walsh-Healey Public Contracts Act (PCA)---1936
295(1)
Fair Labor Standards Act (FLSA)---1938
295(4)
Portal-to-Portal Act---1947
299(1)
Equal Pay Act (EPA)---1963
299(1)
Compensation: Job Evaluation
300(3)
Non-quantitative Job Evaluation Techniques
300(2)
Quantitative Job Evaluation Techniques
302(1)
Compensation: Market Pricing
303(2)
Market Data Considerations
303(2)
Compensation: Base Pay and Variable Pay
305(2)
Base Pay
305(1)
Variable Pay
306(1)
Compensation: Building and Using Pay Structures
307(4)
Elements of Pay Structures
308(1)
Using Pay Structures for Decision Making
309(2)
Related Legislation: Benefits---Laws That Regulate, Govern, and Guide Optional Benefits Programs
311(10)
Employee Retirement Income Security Act (ERISA)---1974
311(4)
Retirement Equity Act (REA)---1984
315(1)
Consolidated Omnibus Budget Reconciliation Act (COBRA)---1985
316(2)
Older Worker's Benefit Protection Act (OWBPA)---1990
318(1)
Health Insurance Portability and Accountability Act (HIPAA)---1996
318(2)
Mental Health Parity Act (MHPA)---1996
320(1)
Sarbanes-Oxley Act (SOX)---2002
321(1)
Related Legislation: Benefits Laws---That Created Mandatory and Optional Benefits Programs
321(10)
Worker's Compensation---Mandatory Benefit Program
322(1)
Social Security Act (SSA), 1935---Mandatory Benefit Program
322(2)
Medicare
324(1)
Unemployment Insurance---Mandatory Benefit Program
325(1)
Revenue Act, 1978---Optional Benefit Program
325(2)
Family and Medical Leave Act (FMLA), 1993---Mandatory Benefit Program
327(3)
Uniformed Services Employment and Reemployment Rights Act (USERRA), 1994---Mandatory Benefit Program
330(1)
Optional Benefits Programs
331(7)
Retirement Plans
331(2)
Health and Welfare Benefits
333(3)
Pay for Time Not Worked
336(1)
Work-life Programs
337(1)
Chapter Summary
338(3)
Key Terms
338(3)
Apply Your Knowledge
341(12)
Exercises
341(3)
Review Questions
344(1)
Exam Questions
344(2)
Answers to Exercises
346(2)
Answers to Review Questions
348(1)
Answers to Exam Questions
349(2)
Suggested Readings and Resources
351(2)
Employee and Labor Relations
353(84)
Introduction
354(2)
Employee Relations/Labor Relations (ER/LR) Unifying Principle #1: EEO
356(5)
Key EEO-related Terms
356(1)
Federal, State, and Local Jurisdictions
356(1)
Filing Charges: Time Limits and Related Restrictions on Filing Lawsuits
357(1)
EEOC---Handling Charges
358(1)
EEOC Determinations
359(1)
EEO---Going to Court
359(1)
Remedies
360(1)
Employee Relations/Labor Relations (ER/LR) Unifying Principle #2: ``Good Employee Relations Is Good Employee Relations''
361(17)
Employee Relations: External Considerations
361(1)
Employee Relations: Internal Considerations
362(1)
Organizational Culture
363(1)
Employee Involvement and Employee Communication
364(8)
Progressive Discipline as Employee Relations
372(4)
Employee Relations---What's the Bottom Line?
376(1)
Measuring Employee Relations Initiatives
377(1)
Related Legislation and Legal Systems/Concepts: Common Law and Individual Employee Rights
378(9)
Common Law---Tort Doctrines
379(6)
Common Law---Contract Doctrines
385(2)
Related Legislation: Labor History and Labor Relations
387(7)
Sherman Anti-Trust Act---1890
388(1)
Clayton Act---1914
388(1)
Railway Labor Act---1926
389(1)
Norris-LaGuardia Act---1932
389(1)
National Industrial Recovery Act---1933
390(1)
National Labor Relations Act (Wagner Act)---1935
390(1)
Labor Management Relations Act (Taft-Hartley Act)---1947
391(2)
Labor Management Reporting and Disclosure Act (Landrum-Griffin Act)---1959
393(1)
Labor Relations: Understanding Unions and Union-Related Activities
394(11)
How Unions Are Structured
394(2)
Union Organizing (``The Organizing Process'')
396(4)
Union Decertification and Deauthorization
400(1)
Protected Concerted Activities
401(1)
A Few Words About Strikes
402(3)
Collective Bargaining: The Process
405(4)
Good Faith Bargaining
406(1)
Subjects of Bargaining
407(1)
Approaches to Collective Bargaining
408(1)
Collective Bargaining: The Agreements (CBAs)
409(12)
Typical Provisions of Collective Bargaining Agreements (Excluding Disciplinary and Grievance Procedures)
409(12)
Contract Administration
421(3)
Grievance Procedure
421(3)
Chapter Summary
424(3)
Key Terms
425(2)
Apply Your Knowledge
427(10)
Topics to Explore
427(2)
Review Questions
429(1)
Exam Questions
429(2)
Answers to Review Questions
431(2)
Answers to Exam Questions
433(2)
Suggested Readings and Resources
435(2)
Occupational Health, Safety, and Security
437(142)
Introduction
438(1)
Related Legislation: OHSS
438(10)
Occupational Safety and Health Act (OSH Act), 1970
439(9)
Mine Safety and Health Act (MSH), 1977
448(1)
Drug-Free Workplace Act, 1988
448(1)
Occupational Health
448(12)
Health Hazards
449(6)
Employee Assistance Programs
455(1)
Health and Wellness Programs
456(1)
Chemical Use and Dependency
457(3)
Work-related Stress
460(1)
Safety
460(2)
OSHA and Workplace Safety
460(1)
Safety Committees
461(1)
Security
462(2)
Chapter Summary
464(1)
Key Terms
464(1)
Apply Your Knowledge
465(9)
Exercises
466(2)
Review Questions
468(1)
Exam Questions
468(2)
Answers to Exercises
470(2)
Answers to Review Questions
472(1)
Answers to Exam Questions
473(1)
Suggested Readings and Resources
474(3)
Part II: Apply Your Knowledge
Practice Exam
477(96)
Answers to Practice Exam
532(41)
Part III: Appendixes
Appendix A: CD Contents and Installation Instructions
573(6)
Multiple Test Modes
573(1)
Study Mode
573(1)
Certification Mode
573(1)
Custom Mode
573(1)
Adaptive Mode
574(1)
Missed Question Mode
574(1)
Non-Duplicate Mode
574(1)
Random Questions and Order of Answers
574(1)
Detailed Explanations of Correct and Incorrect Answers
574(1)
Attention to Exam Objectives
574(1)
Installing the CD
575(1)
Creating a Shortcut to the MeasureUp Practice Tests
576(1)
Technical Support
577(2)
Glossary 579(64)
Index 643

Excerpts

Introduction Introduction Welcome to PHR Exam Prep! Whether this is the first Exam Prep book you've ever picked up, or whether you've used our test prep resources before, you'll find that this book will provide important information, critical insights, and valuable suggestions as you prepare to take the PHR examination. This introduction will explain the PHR (Professional in Human Resources) exam in a general sense and will explore all the ways this Exam Prep can help you as you prepare to take the test. It will also begin to give you an idea of the various topics we'll be exploring in greater detail in the book, as well information about how the book is structured. About the Test In many organizations, performing HR-related transactions well is important--but it may not be enough. Those who truly wish to succeed in the HR profession must master the HR body of knowledge and must be able to implement that knowledge in effective, meaningful, and appropriate ways. The PHR test is administered by the Human Resource Certification Institute (HRCI), an affiliate of the Society for Human Resource Management (SHRM). SHRM is one of the most--if not themost--preeminent professional organizations with which HR professionals can align themselves, and HRCI enjoys the full measure of respect that comes along with that association. Since 1976, HRCI has certified nearly 70,000 HR professionals through its various programs, and in so doing has contributed greatly to the advancement of the profession. Successfully completing the PHR exam and earning the certification that goes along with it will unequivocally affirm--for you, for your employer, and even for potential employers--that you possess the knowledge and can demonstrate the skills needed to perform as a competent HR generalist. It is an important part of what makes this profession a true profession, and it is a well-recognized, well-respected indication of achievement. By selecting this book, you have taken a first important step toward earning the distinction that accompanies a PHR designation. About This Book Most PHR test preparation materials on the market today don't separate test prep for the PHR exam from test prep for the SPHR (Senior Professional in Human Resources) exam. We do. Why? Because the tests are different (see Chapter 1). It's our belief that since the PHR and SPHR tests are designed and constructed differently, your preparation should be different, as well. By tailoring your preparation specifically to what will be covered on the PHR exam, you have a better chance of focusing on those areas that matter most. We'll start the book off with a chapter that covers everything you need to know about the exam--how to apply for it, prepare for it, and what to expect before, during, and after the actual test. We'll also provide you with the information you'll need to determine whether you actually qualify to take the PHR exam, or whether you might want to consider taking the SPHR exam, instead. Chapter 2 will explore the underlying knowledge and principles of HR--important building blocks you'll need as you move into more specific disciplinary areas. You'll then devote a chapter to each of the functional areas covered in the PHR exam, specifically Strategic management Workforce planning and employment HR development Compensation and benefits Employee and labor relations Occupational health, safety, and security At the end of the book, we'll provide you with a complete practice PHR exam, as well as an answer key and explanations about why each choice was--or wasn't--the best possible response. Exam Prepbooks are aimed strictly at test preparation and review. They do not teach you everything you need to know about a topic. Instead, we'll present and dissect some of the types of questions and problems we've found that you're likely to encounter on a test. We've worked to bring together as much information as possible about the PHR exam--as well as lists of resources where you can get more information about a particular topic. Once you've read the book, you can brush up on a certain area by using the index or the table of contents to go straight to the topics and questions you want to reexamine. We've tried to use the headings and subheadings to provide outline information about each given topic. After you've taken the PHR we think you'll find this book useful as a tightly focused reference that you can use in your future studies as well. Chapter Formats Each Exam Prep chapter follows a regular structure, along with graphical cues about especially important or useful material. The structure of a typical chapter is as follows: Objectives List--Each chapter begins with a listing of the PHR objectives the chapter will cover. There will also be a short, descriptive paragraph that sheds some light on what is expected for that objective. Chapter Outline--Next you will find an outline of the chapter's topics complete with the page number of where that topic is found. This is a handy feature that can help you quickly locate the topics that interest you most. Study Strategies--This section offers you some helpful tips and hints as to how you can effectively study and interact with the chapter's content. Topical Coverage--After the opening items, each chapter covers the topics related to the chapter's subject. Exam Alerts--Throughout the topical coverage section, we highlight material most likely to appear on the exam by using a special Exam Alert layout that looks like this: Exam Alert -This is what an Exam Alert looks like. An Exam Alert stresses concepts, terms, or activities that will most likely appear in one or more exam questions. For that reason, we think any information found offset in Exam Alert format is worthy of unusual attentiveness on your part. Even if material isn't flagged as an Exam Alert, allthe content in this book is associated in some way with test-related material. What appears in the chapter content is critical knowledge. Notes--This book is an overall examination of the topics covered on the PHR. As such, we'll dip into many aspects of employee relations, understanding employment law, organization development, and so on. Where a body of knowledge is deeper than the scope of the book, we use notes to indicate areas of concern or specialty training. The following is an example of a note. Note -Passing the PHR exam will help you earn a valuable credential, but that alone won't make you a competent HR practitioner. Although you can try to memorize just the facts you need in order to pass the PHR exam, you'll be much better off spending time understanding the underlying concepts and relating topics to your own professional experiences. Tips--We provide tips that will help you to build a better foundation of knowledge or focus your attention on an important concept that will reappear later in the book. Tips provide a helpful way to remind you of the context surrounding a particular area of a topic under discussion. The following shows you what a tip looks like. Tip -This is what tips look like. The intent of tip elements is to


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