PHR Exam Prep: Professional in Human Resources

by Gibson, Cathy Lee

• ISBN13: 9780789734501
• ISBN10: 0789734508
• Format: Paperback w/CD
• Copyright: 2006-01-01
• Publisher: Pearson Education

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