HR Certification Institute-PHRiModule 1

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Professional in Human Resources – International (PHRi) Exam Content Outline

6.Health, Safety and Security7%

4.Compensation and Benefits14%

5.Training and Development15%

3.Employee Relations and Communication

20%

1.HR Administration 22%

2.Recruitment and Selection 22%

PHRiBody of

Knowledge

HR Certification Institute. (2016). PHRi Exam Content Outline.

HR Administration

1 Human Resources in Organization

Human Resource Technologies2

Human Resource Measures3

Job Analysis and Design4

HR Administration

1.5.9 Which of the following job analysis factors would help to establish the necessary knowledge, skills, and abilities of the Human Resource function?

a). Job context.

b). Job specifications/qualifications.

c). Performance criteria.

d). New employee orientation.

Answer: b Job Specification is a list of a job’s “human requirements” that requisite education, skills, knowledge, and so on, which is an outcome of a job analysis.

Job Analysis

Job Analysis Job Description (JD) Job Specification

ResponsibilitiesTasks DescriptionReporting StructureWork Context & ConditionsPerformance Indicators

Competencies

Behavioral Incidents

KnowledgeSkillsAbilitiesOther Characteristics

Jobs

Positions

Duties

Tasks

Elements

Occupations

Job Families

Training Needs

Job Evaluation

Job Design

Compliance

Selection Criteria

Indicators

Brannick, M.T., Levine, E.L., & Morgeson, F.P. (2014). Job and Work Analysis: Methods, Research, and Applications for Human Resource Management (2nd edition). Thousand Oaks, CA: SAGE Publications.

HR Administration

1.5.10 The PRIMARY purpose of a work log is to

a). Compute the average time needed for key tasks.

b). Identify patterns that translate into job responsibilities.

c). Determine the attitude of incumbents toward the job.

d). Help supervisors rank employees' efficiency.

Answer: b Rather than recording what they do each day, as with a diary, the post-holder has a pre-defined list of skills and/or activities and records each time they use each skill or carry out each activity over a set period. Again this is fairly cost effective, although some time will have to be taken to develop the initial list of skills and activities and to analyze the results.

Methods of Job Analysis

Combination

Self-reports

Direct Observations

InterviewsDocument Reviews

Questionnaires and Surveys

Prien, E.P., Goodstein, L.D., Goodstein, J., & Gamble Jr., L.G. (2009). A Practical Guide to Job Analysis. San Francisco, CA: Pfeiffer.

HR Administration

1.5.3 In order to reduce information overload, orientation programs should:

a). Be modularized and spread out over a period of time.

b). Be conducted only after an employee has served on the job for a specified period of time.

c). Include a detailed employee reference manual for later use.

d). Provide continuous feedback to participants.

Answer: a Too much information given too fast creates information overload and reduces information retention. To minimize the problem, orientation activities should be divided into manageable units and spread out over time.

Job Design

Job

JOB DESIGNDesign for Efficiency(Industrial Engineering)

Design for Motivation - Job Enlargement - Job Enrichment - Teamwork - Flexibility

Design for Safety & Health(Ergonomics)

Design for Mental Capacity - Filtering Information - Clear Displays and Instructions - Memory aids

Prien, E.P., Goodstein, L.D., Goodstein, J., & Gamble Jr., L.G. (2009). A Practical Guide to Job Analysis. San Francisco, CA: Pfeiffer.

THANKS FOR YOUR ATTENTION

International Human Resource Certification Institute, IHRCI

www.ihrci.org