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PHR - Professional in Human Resources (PHR) - Braindumps Information

Vendor : HR
Exam Code : PHR
Exam Name : Professional in Human Resources (PHR)
Questions and Answers : 165 Q & A
Updated On : May 18, 2018
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PHR Questions and Answers

PHR Professional in Human Resources (PHR)

Article by Killexams HR Certification Experts


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Professional in Human Resources

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HRef="">HR authorities in Singapore can expect to earn as much as S$400k a yr | real questions with brain dumps

The latest Robert Walters international revenue Survey has printed high quality job market for those who possess both traditional and new expertise expertise, are up-to-date with digital trends, have strong analytical advantage, are resilient within the face of trade, can multi-task, and are knowledgeable in diverse ASEAN languages.

The survey additionally suggested that with the support of the fair Consideration Framework, demand for local skill is expected to stay excessive, and employers invest more in attracting, hiring and retaining both locals and Singaporeans based mostly overseas to address the ability shortage.

As inflation rates in Singapore more likely to remain flat, huge income raises are not likely. youngsters, candidates with in-demand skills, corresponding to digital advertising and cyber safety, can predict to see increments of their annual earnings experiences, exceptionally those with knowledge of the local market.

Toby Fowlston, managing director of Robert Walters Southeast Asia, commented: “To cozy high-capabilities skill, we propose hiring managers to make speedy and strategic hiring selections, the usage of engaging and seamless interview tactics. precise talent can also be retained with good succession planning and profession progression opportunities, as well as monetary incentives.”

[*All salary increments mentioned are for professionals switching jobs.] Human components

HR in 2018 is expected to be a client pushed market with demand set to be high for enterprise-savvy HR experts with change management adventure.

improved demand is also predicted for senior regional discovering and development experts, chiefly those professional in management construction and organisational design; in addition to strategic ability acquisition leaders who're capable of head regional groups and design and advance strong recruitment options and talent management initiatives.

On that notice, HR specialists trying to swap jobs in 2018 can are expecting to receive revenue increments of between 10-15% in 2018. HR generalists with greater than 12 years of journey can expect an annual revenue of between S$200,000 to S$400,000.

HR-sector-permanent-roles-700x577.jpg" alt="RW Singapore HR sector permanent roles" width="700" height="577"/>HR-sector-contract-roles-700x556.jpg" alt="RW Singapore HR sector contract roles" width="700" height="556"/>sales and marketing

in the FMCG, retail, luxurious and healthcare sectors in 2017, income and advertising specialists with event in digital marketing and e-commerce will continue to be above all fashionable. while experts who are data-pushed consultants in a position to tackle roles regarding efficiency advertising and marketing and social should be well-liked in the industrial sector; and within the consumer and healthcare sectors, individuals with greater hybrid talents, going past ordinary income, business development and advertising abilities might be in high demand.

Employers may be concerned with revenue and advertising candidates who are up-to-date with digital developments, in addition to those who have potent analytical competencies, as data analytics continues to play an important half in decision making. because of the carrying on with structural changes and mergers and acquisitions in 2018, authorities who are resilient within the face of exchange and people who can multi-assignment will also be peculiarly popular.

sales and marketing gurus seeking to swap roles can seem forward to usual revenue increments ranging between 10-15% on standard. within the B2B and industrial sectors, income directors can expect an annual profits of S$160,000 to S$300,000, while advertising and marketing administrators can appear forward to annual salaries of between S$one hundred seventy,000 to S$265,000, and company communications administrators can anticipate between S$150,000 to S$250,000 a 12 months.

Accounting and finance

Recruitment for accounting and finance specialists is anticipated to continue to be relatively solid in 2018 with hiring set to be certainly for alternative roles, with few new headcount being created.

elevated consolidation out there will generate high demand for candidates with extensive ability units together with talent in monetary reporting and methods implementation, or fiscal planning and evaluation (FP&A) and treasury. at the identical time, finance candidates who can function company companions and add value from a finance standpoint will also be tremendously trendy.

In 2018, candidates moving jobs can expect salary increments starting from 10-15%, with chief monetary officers in permanent roles bringing in an anticipated annual salary of S$300,000 to S$450,000.

RW Singapore Accounting sectorIT

In 2018, IT experts proficient in workspace transformation, such as specialists in cloud infrastructure and virtualisation, are anticipated to be renowned. on the same time, hiring managers will also be trying to find undertaking and programme managers and enterprise analysts with a robust realizing of regulatory matters in 2018.

additionally, employers will additionally seem out for company/client-facing authorities with deep studying and laptop gaining knowledge of potential, UX/UI specialists, and tech specialists with cyber safety expertise.

IT experts relocating jobs in 2018 can are expecting raises of between 5-15%. Chief know-how officers can expect annual salaries of between S$a hundred and eighty,000 to S$450,000.

RW Singapore IT

Infographics / Robert WaltersLead photograph / 123RF

HRef="">Cape Cod HR experts to listen to about drugs in office | real questions with brain dumps

Panel discussion on December 7th in Hyannis....

Cape Cod Human components affiliation invitations enterprise homeowners and human aid specialists to our month-to-month breakfast assembly on the holiday hotel, Route 132, Hyannis on December 7 from 7:30 to 9:00 AM.

Panel discussion on: The have an impact on of drugs within the place of work

be a part of us for a panel discussion about the vital facts of the substance use disaster in our vicinity, liability issues, workplace protection and approaches for employers to supply tips to these employees littered with this epidemic. The panel dialogue could be guided via the survey we despatched to our membership in preparation for the assembly.

Our panel comprises:

Vaira Harik, Senior challenge manager for Barnstable County department of Human capabilities

Ari Kristan and Catherine Reuben are attorneys with the legislations company of Hirsch Roberts Weinstein LLP, the place they concentrate their follow representing employers in labor and employment legislation matters.  Ari and Catherine frequently latest to employers on employment legislations topics, together with considerations regarding the opioid epidemic and its influence in the place of work. 

For more counsel and to register for the breakfast please go to

Non-members are welcome to attend.

cost: participants $20 and Non-members $35 with superior registration. students $15 with scholar identification.

HRef="">Recruitment skilled warns of looming struggle for competencies in Townsville | real questions with brain dumps

No outcomes discovered, try new key pHRase!THE region faces a “struggle for talent” as important tasks ramp up and the labour market tightens, recruitment skilled Clayton cook dinner says ... Mr prepare dinner, managing director of TP Human Capital, pointed out Townsville confronted a struggle for ability. while he became no longer ...

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SAN DIEGO--(company WIRE)--MintHealth™ offers a worldwide decentralized health platform with a transportable, relaxed, and self-sovereign own fitness record (PHR) developed on blockchain expertise and designed to drive healthy affected person conduct through the Vidamint™ token. MintHealth announces the instant availability of the associated white paper at the back of a planned Vidamint (VIDA) token sale in Q1 of 2018. The company additionally declares the addition of Wyche “Tee” eco-friendly, III, founder and director of Greenway fitness™, to the MintHealth Board of directors.

begun by using a group of veterans within the healthcare industry, MintHealth is tackling two basic issues in healthcare today – the lack of a affected person-managed fitness checklist that can be seamlessly shared with key stakeholders, and an incentive model to promote proactive affected person behaviors for the purpose of combatting the incessant world upward thrust in chronic disease related healthcare expenses.

MintHealth’s affected person-controlled fitness list to consist of key laboratory, remedy, prognosis, care plan, advanced medical imaging (e.g., CT, MRI, x-rays, echocardiograms, ultrasounds, and many others.), patient generated behavior records, and key a must have signals generated backyard of the health center including weight, blood drive, sleep, stress stages, glucose, and extra. The platform pulls information from digital health listing methods, as well as from all personal sources of affected person-generated records together with internet, cellular applications, and connected instruments. Permissions for statistics access will be granted by sufferers by means of sensible contracts embedded within the blockchain, and execution carried out by means of the MintHealth utility.

doctors, health programs, fitness coaches, case managers, family unit, and friends can gain access to the statistics by the use of social modules embedded in the MintHealth application to be able to serve to build consciousness round persistent conditions by means of a affected person-founded community. health coaches could be capable of leverage a proven scientific device with built-in automation to manipulate sicker sufferers desiring extra arms-on assist. patients could be inspired to use the platform and to comprehensive key practicing, training, and care plan modules in change for Vidamint tokens, which could be redeemed for assurance top class reductions, prescription refills, and coupon codes on quite a few fitness and well being brands.

Regional healthcare insurance corporations that employ physicians could be early adopters of Vidamints and should accomplice with the MintHealth team to roll the application out in a couple of pilots across the country. The greater medical effects and healthcare expenses pushed with the aid of the MintHealth platform will force further adoption of the Vidamint token by using bigger assurance businesses and govt fitness plans.

“we've viewed many times that economic incentives for patients and medical doctors power more desirable effects and sustained affected person engagement. It’s time now to mix this concept with a platform that may execute both the motivation mannequin and the self-sovereign fitness list. We’re bringing together greater than 100 years of domain abilities, present intellectual property, and trade secrets and techniques to make the promise of personalized health a truth,” stated Dr. Samir Damani, MD, PharmD, FACC, co-founder and CEO of MintHealth.

The $3 Trillion issue

The U.S. continues to face a healthcare disaster of skyrocketing expenses and worsening fitness results. Of the fifty six million deaths each year, forty million are because of preventable conditions like diabetes, coronary heart disease and cancer. As a rustic we spend $3 trillion every yr on healthcare and ninety % of that quantity goes to treating persistent circumstances – but this can change. creating records liquidity between company and patient information silos is among the industry’s greatest challenges.

“in line with decades of event as a healthcare practitioner, I’ve skilled first-hand how these silos prevent us from proposing the absolute best healthcare. Blockchain know-how breaks down these walled information repositories,” pointed out Dr. Vishal Verma, co-founder and president of MintHealth. “affected person info will now not be totally embedded in one equipment’s EHR. we can give sufferers possession of their scientific facts and make it purchasable and interoperable in a comfortable way. The MintHealth PHR will seamlessly circulation between patient and issuer data silos proposing complete interoperability where any health care provider can access a patient’s finished clinical facts from all his/her different providers on the time of care.”

The purpose of MintHealth is not to substitute EHRs, but to enhance them in a way that drives stronger patient engagement, reduce prices, and more advantageous clinical outcomes.

MintHealth White Paper: affected person Engagement Platform & Vidamints (VIDA)

coverage groups are actively in the hunt for the way to interact continual ailment affected person populations and decrease fees. The MintHealth platform aligns patient and medical professional incentives to increase health results and promote price-based mostly care (i.e., proactive, preventative health administration to make sufferers healthier and to lessen prices).

The MintHealth cellular app is designed to advertise proactive behavior through counseled, active affected person engagement, gamification, social aid, and monetary incentives. Incentives will be disbursed by means of Vidamint tokens (VIDA) to assist motivate and reward patients for conducting match behaviors which are assigned to them through the MintHealth cell app. as soon as a behavior is assigned to a affected person, Vidamints will stay in an escrow vault wise contract and be dropped at the affected person’s pockets upon a hit completion of each and every conduct.

across the MintHealth ecosystem, Vidamints can be used for:

  • Incentivizing fit behaviors and affected person-managed sharing of records for analysis (tutorial and analysis businesses, in addition to pharmaceutical, clinical equipment, and different lifestyles science businesses)
  • setting up the patient self-sovereign health identification and checklist
  • Compensating provider success in improving their patient inhabitants’s health
  • Powering ecosystem redemption including insurance top class discount rates, prescription copays, gymnasium memberships, fitness meals, among different fitness and health brands
  • Enabling patient governance & vote casting
  • talk over with for particulars on the Vidamints mechanism and to download MintHealth’s new “Aligning Stakeholders in a new Healthcare Ecosystem” white paper.

    Tee eco-friendly Joins Board of directors

    Wyche “Tee” green, III, a properly authority on healthcare reform, turned into recently appointed to MintHealth’s Board of administrators. he's a founder and director and former CEO of Greenway health™, the place he served in management roles since its founding in 1998. Greenway health’s digital fitness listing (EHR) solutions are deployed at almost 10,000 scientific agencies, clinics and agencies throughout the U.S., where they’re used by means of more than 75,000 medical professionals to enhance affected person care and to manipulate their economic and administrative tactics more efficaciously.

    “The genuine revolution in healthcare will come when suggestions is eventually freed for use to manipulate continual care in a more superior, customer-driven method. it's the killer method for bettering the healthcare device. There’s nothing we’ve completed to date with the technology infrastructure to enable sufferers to be engaged within the manner,” spoke of Tee eco-friendly. “Blockchain-primarily based options like MintHealth will aid herald a an awful lot mandatory era of information liquidity, at a large scale, that puts the patient in control to enhance health. I’m thrilled on the opportunity to join the board and make a contribution to their ambitious imaginative and prescient.”

    A serial entrepreneur, eco-friendly began a few companies earlier than Greenway fitness across a big selection of enterprise areas including transportation, hotel construction, challenge investing, agriculture/farming, track and entertainment.

    green has served on the Board of administrators for R.W. Allen & acquaintances, Inc., the group foundation of West Georgia, West Georgia Habitat for Humanity, the Auburn school research Advisory Board, Greenway enterprise, the Auburn school school of business Advisory Council and the Carroll County Chamber of Commerce. eco-friendly’s community involvement goes beyond board memberships. he's worried with Rapha Clinics, because the clinics are searching for to supply complete clinical, dental and imaginative and prescient features to people who can't manage to pay for healthcare, and the Boys & ladies club. eco-friendly graduated from Auburn university with a Bachelor of Science in enterprise Administration.

    For enterprise counsel and to register for updates, talk over with:

    criminal disclaimer: Nothing herein constitutes a proposal to sell, or the solicitation of a proposal to purchase, any tokens. you should examine cautiously and be mindful utterly, the MintHealth White Paper, including any updates. each abilities token customer should be required to undergo an on-boarding process that comprises id verification and likely other documentation, which remember to study cautiously and understand utterly because you should be legal bound. Please make sure to consult with appropriate advisors and others. definite guidance contained herein constitutes “forward-searching” statements which can also be identified by the use of forward-looking terminology equivalent to “may additionally,” “will,” “should still,” “are expecting,” “assume,” “estimate,” “intend,” “venture,” “target,” “continue” or “believe” or the negatives thereof or different adaptations thereon or comparable terminology. as a result of various hazards and uncertainties, precise pursuits or results may differ materially from those mirrored or contemplated in such ahead-looking statements.

    About MintHealth™

    MintHealth™ is a global decentralized health platform that aligns sufferers, providers, and payers around patient empowerment. The platform will allow the affected person to manage their own self-sovereign fitness id and record, secured by means of blockchain, and engages the ecosystem to pressure healthy affected person behavior during the Vidamint™ token. for more information, consult with:

    Apple's future in healthcare: What we understand (and might bet) | real questions with brain dumps

    Apple items can be pushed beneath Christmas trees throughout the nation over the following couple of weeks, but many are wondering about an item that should be would becould very well be on Apple’s wishlist: a play in the healthcare market.

    It’s actually a sound question. Healthcare makes up about one-sixth of the U.S. economy and Apple is the world’s biggest IT company by way of earnings. And Apple has made moves recently that inch closer and closer to a footprint that goes beyond giving individuals their simple fitness stats.

    Apple has a history of disruption, and if the company moves towards the own fitness listing (PHR) market or begins constructing clinical gadgets for clinical use, it may make some serious waves. however the facts for that is still scattershot. For now, as a minimum, it seems like Apple received’t be altering hospitals or docs’ workplaces the way the iPhone basically modified personal communications.

    nonetheless, the notoriously secretive company could have a few tricks up its sleeve to make a mark on the healthcare business. Leaders at Apple are not at all giving any details, however they are clear concerning the company’s general hobby in healthcare. Apple CEO Tim prepare dinner informed Fortune a few months ago the business is “extraordinarily fascinated” in the enviornment whereas including there's “a lot of stuff i will be able to’t tell you about that we’re working on.”

    Apple's footprint in healthcare

    Apple’s first principal foray into the healthcare house came in 2014 when it launched the HealthKit platform that brings health information tracking to iPhones. That became primarily critical when it launched the Apple Watch a few 12 months later. Apple then spread out some alternatives for app developers that permit clinical researchers or patients to utilize fitness facts.

    This yr, Apple laid the groundwork for a productive 2018, a make-or-smash yr for the company in the house, in response to Christina Farr, a CNBC reporter protecting the intersection of expertise and healthcare. She advised Healthcare Dive most of this 12 months’s healthcare pastime centered across the Apple Watch.

    Farr’s reporting has printed that the enterprise is secretly working on noninvasive blood sugar tracking sensors and turned into in talks to purchase its onsite medical institution operator Crossover fitness, a sign of potential pastime in simple care.

    What’s been made commonly used to the general public — together with a coronary heart analyze with Stanford medicine using Apple Watch facts that became introduced alongside the launch of an stronger heart display screen app — shows the enterprise’s continued positioning for its watch to behave as a healthcare machine with the aid of getting more into health and health aspects.

    Apple has also discussed plans to let iPhone users entry their clinical data on the smartphone. It follows, then, that Apple can be exploring the enviornment of EHRs as neatly. besides the fact that children, there is a few debate over even if that makes experience for the enterprise. a bit more than a 12 months ago, the Silicon Valley behemoth purchased EHR startup Gliimpse, however as of the time of this writing, trends on the purchase haven't been made public.

    For now, a gambler would likely place a brief bet on the machine play. cook told Fortune his business will make healthcare items that are greater pure. “The center of attention has been on making products that can get reimbursed through the assurance corporations, via Medicare, or through Medicaid,” he observed. “And so in many ways we convey a completely fresh view in this and say, ‘neglect all of that. what is going to support americans?’”

    Key Developer items
  • HealthKit (entry and share fitness information from apps)
  • ResearchKit (pulls own health facts)
  • CareKit (to create personal care apps)
  • fresh healthcare acquisitions
  • Gliimpse (PHR)
  • Beddit (sleep monitoring)
  • SMI (eye-tracking)
  • programs to observe
  • FDA’s Digital fitness utility Precertification application
  • Stanford drugs analysis collaboration to establish irregular heart rhythms the use of Apple Watch data
  • Would Apple basically be disruptive?

    Rumors cropped up all the way through the past 12 months over no matter if Apple is flirting with EHR aspirations. Some have been considered runaway analyses of Farr’s reporting, and athenahealth CEO Jonathan Bush later quashed rumors that Apple become drawn to buying the Watertown-based mostly fitness IT company, stating “it have to had been a very sluggish news day.”

    simply this week, the rumors reignited after Healthcare IT information stated Apple obtained a patent in August for a device that uses sensors to compute voluminous fitness information.

    The healthcare company media likes to speculate and hold forth on these rumors (we’re no strangers to that ourselves) but via and large, the rumors and hypothesis of Apple disrupting the healthcare space are nevertheless simply that — rumors. So why does the business proceed to play lip carrier to those stated whispers?

    “It presents hope that things can also be fixed and distinct,” Brian Eastwood, an analyst at Chilmark research, informed Healthcare Dive. From information blocking off and siloed records borne out of proprietary platforms to an opaque pricing equipment, much is left to be favored from the patient journey. The attract of Apple — a brand with a strong reputation for customer provider — entering the area is sufficient to work up a fever dream that the company might pull it off.

    besides the fact that children, some are not so sure. For starters, Apple items have gotten pricier and the iOS platform has traditionally lagged smartly in the back of Android’s market share, calling into question whether lessen-profits populations should be priced out of Apple’s items. additionally, the margins in healthcare don't seem to be what the enterprise is used to, Dan Munro, author of the ebook casino Healthcare, advised Healthcare Dive.

    “boundaries exist throughout the supply chain of healthcare,” he observed. whereas bringing a buyer sensibility to healthcare is of course attractive as a result of many use the items each day, a space like healthcare, the place the “product” is commonly abruptly essential, could be the wrong healthy for Apple as a brand-aware enterprise. that's especially true if its now not able to have full manage of that product.

    About those EHR rumors

    whereas Apple can also need to act as hub for health information, these aspirations element extra to PHR territory than EHRs, a mostly tapped-out market.

    Farr recounted that a source talked about about a yr in the past they thought a fight for the scientific record area was brewing between Amazon and Apple. “It’s really borne out to be quite real,” Farr stated. “The signals are pointing towards both businesses being drawn to the PHR.”

    Google infamously bowed out of its PHR product in 2011, leaving the trade to question even if affected person-generated statistics could develop into a fact in care plans. in the past six years, extra emphasis has been positioned on consumerism and social determinants of fitness whereas users proceed to interact with and think comfortable putting delicate records into proprietary platforms.

    Farr does not feel Apple’s activity will equate to spinning out clinical record corporations. For Apple, the idea is rarely interoperability, it’s portability, she stated. With siloed fitness advice being a persistent difficulty in the trade, whichever company — be it Amazon, Apple or a further less general company — that solves the problem might be welcomed to the delight of clients, and could be rewarded with a huge consumer base.

    The affected person records management market is a practical wager for Apple, which enjoys a loyal, trusting customer base, in line with Eastwood. “That constructed-in consumer base is whatever that current PHR, EHR providers don’t have,” he mentioned. “That may give [Apple] an in right here, specially when the bar is decided so low.”

    That plan — embracing person-generated affected person statistics — falls in response to plans important EHR vendor Epic has published. It’s Share all over the place interoperability platform aims to place the patient in can charge of their medical records, with the energy to send it to any issuer inspite of the classification (or existence) of that issuer’s EHR. Following the announcement, Epic CEO Judy Faulkner said she is making an attempt to swap from an EHR enterprise to a finished fitness record (CHR) business. presently thereafter, Epic’s competitors were additionally moving to CHR with an eye on statistics forms reflecting inhabitants health and social determinants of fitness.

    With that, we’re off to the fitness checklist races.

    searching into Apple's crystal ball

    one in all Apple’s benefits is capital different Silicon Valley startups don’t have, which makes it possible for them to attend and see how the market strikes. currently, wearables are pushing so far as they can into the healthcare space devoid of FDA clearance, and companies like FitBit are pivoting to supplier wellbeing to stem flat wearable sales, Eastwood observed. He added that the critical aspect in the wearables/tracking trade might be if such contraptions go from diagnostic functions to being able to inform care plans. If these gadgets attain that degree, Eastwood believes vendors will work out whether or not they wish to go into the medical environment with such products.

    "they may be taking their sweet time however they have got that luxury that different digital fitness startups wouldn't have."

    Brian Eastwood

    Analyst at Chilmark analysis

    If Apple became to flow towards diagnostic gadgets, Farr believes it might buy a corporation like AliveCor, an experience she predicts will occur in 2018. AliveCor is a ripe opportunity given Thursday’s news the enterprise launched Kardia Band, the primary FDA-cleared clinical accent for the Apple Watch. The EKG fits into the watch’s band and, in line with the enterprise, can checklist clinical-grade EKGs in 30 seconds and exhibit the results on the watch’s screen. Priced at $199, the band could be a tool for the “concerned smartly” for now.

    One enviornment Eastwood believes Apple can in reality disrupt is medical trials — via ResearchKit, which may enable for smaller and sooner trials. The platform might permit researchers to examine smaller cohort units and/or rarer circumstances in close true-time. A contemporary CB Insights analysis of Apple in the healthcare house confirmed 11,000 individuals signed up for a heart disease analyze in a single day. ResearchKit eases the ability to register for a scientific trial even though, as CB Insights cited, authenticity questions can come up with this type of streamlined platform.

    patients as patrons

    Apple might take a number of tracks in the house. at present, it appears poised to explore PHR and medical machine alternatives. If Apple is a hit in developing a huge and constant client base for a PHR platform, it might become leaving a lasting have an impact on on healthcare by means of functioning more alongside the broader healthcare market than inside it.

    That customer base is ready to be engaged. sufferers have become more and more like patrons, stressful extra handy areas, stronger consumer service and enhanced feedback — all of which Apple already is aware of how to do. think about a Genius Bar at the mall where you can study a way to use the health facts from the Apple items you lift around with you all day. That may also appear like a protracted shot today, however consumers are obviously looking forward to greater user-friendly healthcare.

    Apple will proceed making strikes in 2018, but the healthcare market is a troublesome nut to crack. a protracted-game approach with sufferers as patrons at the middle looks greater like Apple’s vogue. As Eastwood observed: “they may be taking their candy time but they have got that luxurious that other digital health startups do not have."

    UCL to build own health records BlockChain, Giving sufferers comprehensive handle of Their PHR | real questions with brain dumps

    TAMPA, FL--(Marketwired - December 04, 2017) - United Consortium Ltd. (OTC pink: u.s.a.), an acquisition and construction enterprise focused on creating shareholder cost via opting for and monetizing opportunities in know-how, cyber web, New Media and the emerging hashish house, today announced that it'll build and launch a brand new block chain centric very own fitness statistics (PHR) enterprise by the 2d quarter of 2018.

    UCL Chairman and CEO Scott Gallagher mentioned, "we now have identified, and i have for my part skilled, one of the crucial largest gaps in the health care equipment in the US these days, and that is, patients don't control their own personal health records. in the state of health care nowadays, sufferers have very nearly no manage over their fragmented own fitness records. They can't make a decision who can see their statistics or how those information should be used. patient facts, securely saved and tracked the use of private block chain expertise and sensible contracts is a game changer. With a personal Block Chain, patients can save and encrypt their counsel, when a provider needs entry, the affected person can supply the company access by means of a wise contract that predetermine how lengthy a issuer is granted view best access to the records based on a preset algorithm created by the patient." Gallagher endured, "Disruption with the aid of empowering sufferers is on the core of this task. A patient centric inner most Block chain product could develop into the automobile that provides the integration and manage of all affected person generated facts. inserting full control of a person's set of personal fitness facts back where it belongs, with the patient."

    UCL is asking for that all interested Physicians preregister at UCL can be in quest of feedback from Physicians ahead of the beta launch anticipated in Q1 of 2018.

    UCL is further asking for that sufferers searching for manage of their own fitness facts preregister at to engage with the business all through the beta launch as smartly.

    About United Consortium Ltd. (UCL)

    UCL is an acquisition and development business focused on developing shareholder cost via selecting and monetizing alternatives in know-how, information superhighway, New Media and the emerging cannabis area. The enterprise is headquartered in Tampa, Florida. essentially the most existing information concerning the business may also be found on or by using visiting the business's web page at

    ahead-searching Statements

    This unlock consists of forward-searching statements that relate to future events or United Consortium Ltd. (UCL's) future performance or financial circumstance. Any statements that aren't statements of old reality, such as the statements above and together with statements containing the words "plans," "anticipates," "expects" and equivalent expressions, should also be regarded to be ahead-searching statements. These forward-looking statements are not guarantees of future efficiency, conditions or effects and involve a number of hazards and uncertainties. specific results may also fluctuate materially from those in the forward-looking statements as influence of a number of components, together with these described sometimes in United Consortium Ltd.'s filings with the Securities and trade commission, OTC Markets or remark on the businesses web sites. United Consortium Ltd. And all of its subsidiary agencies undertakes no obligation to replace any ahead-looking statements made herein.

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    HR PHR Exam (Professional in Human Resources (PHR)) Detailed Information

    By earning the Professional in Human Resources® (PHR®) certification you demonstrate a mastery of the technical and operational aspects of HR practices and U.S. laws and regulations. The professionally relevant credential is for the HR professional who focuses on program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization and has responsibilities that focus on the HR department rather than the whole organization.
    To sit for the PHR exam you must have:
    a minimum of 1 year of experience in a professional-level HR position + a Master’s degree or higher,
    a minimum of 2 years of experience in a professional-level HR position + a Bachelor’s degree, OR
    a minimum of 4 years of experience in a professional-level HR position + a high school diploma.
    Computer-based Testing (CBT) at a Prometric testing center
    3 Hour exam
    150 multiple-choice questions + 25 pretest questions
    Review the PHR Exam Content Outline for details.
    Exam Fee: $375 + Application Fee*: $75
    *application fee is non-refundable
    The PHR is offered throughout the year.
    A minimum of 1 year of experience in a professional-level HR position with a Master's degree or higher, OR
    A minimum of 2 years of experience in a professional-level HR position with a Bachelor's degree, OR
    A minimum of 4 years of experience in a professional-level HR position with less than a Bachelor's degree
    In today’s hypercompetitive business world, there are numerous reasons why an HR certification matters. For starters, one out of every two hiring managers prefer candidates with certification, according to the Human Resources Certification Institute’s 2008 Value of Certification Survey. In addition, the U.S. Bureau of Labor Statistics (BLS) projected the demand for human resources professionals to grow 9% by 2024. As the competition for this job grows, HR professionals with valuable certification may be more likely to stand out from the other candidates.
    HR: Then and Now
    Today’s human resources field is light years ahead of when HR was predominantly limited to administrative duties. Human resources professionals still perform traditional tasks like employment screening and answering benefits questions, but they are also pivotal in high-level planning with responsibilities like consulting with top executives to chart strategic direction and shaping key policies.
    The Importance of HR Certification
    It often makes a world of difference when you can show others just how dedicated you are to your career. In general, to be respected as a human resources professional and to be considered for higher level positions, you must have an HR Certification. This valuable credential can help distinguish you as an HR expert and professional. For more information about why HR certification matters to you, there are a number of reasons detailed in the Value of Certification Survey from the Human Resources Certification Institute (HRCITM), including:
    Hiring managers typically consider an applicant’s certification when making hiring decisions
    Certified HR professionals may inspire greater trust and confidence from business colleagues than their non-certified HR co-workers
    Some organizations believe hiring HR-certified professionals gives them a competitive advantage
    Business leaders may find HR-certified professionals better motivated and knowledgeable than non-certified HR workers
    HR professionals report that certified HR professionals can help create a positive impact on their organizations’ financial performance
    View our Human Resources Career Guide Here
    What Does HR Certification Mean to You?
    There are several reasons why an HR certification can matter, both personally and professionally. HR certification is a career-long commitment that can help demonstrate to your peers and your company that you are driven to be a successful human resources manager.
    Prestigious HR Credentials:
    Can help set you apart from those without it
    May help increase your professional confidence and satisfaction
    May increase earnings potential
    Can result in greater respect from your organization
    May make you a better candidate for a new job
    Personal Benefits of Professional HR Certification
    How is HR certification important to you and your career? There are many reasons why HR certification matters, but this question may be answered accurately by those who currently have an HR certification. According to the Value of Certification study by HRCI, when HR professionals were asked about the perceived benefits from achieving certification, the top-10 advantages were:
    Strengthens my résumé
    Provides me personal satisfaction
    Differentiates me from non-certified HR professionals
    Increases my chances of getting a better job outside my organization
    Helps me be more successful in my role as an HR professional
    Gains me respect from my organization (e.g. colleagues, superiors)
    Helps prove my worth/value to my employer
    Increases my earning potential
    Allows me to have a greater impact on my organizations business success
    Improves my career advancement opportunities within my organization.
    Nationally Recognized HR Certification
    Now that you have a clear understanding of why HR certification matters, you should know what types of certification are available. The four most recognized types of HR certifications are: SHRM-CP®, SHRM-SCP®, PHR® and SPHR®. The SHRM-CP stands for the Society of Human Resource Management Certified Professional, and the SHRM-SCP stands for SHRM Senior Certified Professional. Additionally, the PHR stands for Professional in Human Resources, while the SPHR represents Senior Professional in Human Resources.
    The differences between the four designations are the amount of relevant work experience and level of training. The SHRM-CP and PHR are basic certifications and on a similar level of experience, while the SHRM-SCP and SPHR are both senior-level certifications. Candidates need to meet certain requirements for each type of certification. Here is a typical profile for each:
    SHRM-CP Candidate
    Serves as a point of contact for staff and stakeholders
    Delivers HR services
    Performs operational HR functions
    Implements policies and strategies
    Requires at least three years of experience in an HR-related role if the candidate has obtained less than a Bachelor’s degree
    Professionals with a Bachelor’s degree in an HR-related field require at least one year of experience in an HR role
    Professionals with a Graduate degree require one year of experience in an HR role, unless their degree is HR-related
    Understands SHRM’s Body of Competency & Knowledge (BoCK)
    SHRM-SCP Candidate
    Develops HR strategies
    Leads HR functions
    Analyzes performance metrics
    Aligns HR strategies to organizational goals
    Has three-to-seven years of HR-related experience
    Has an understanding of SHRM’s new Body of Competency & Knowledge (BoCK)
    PHR Candidate
    Focuses on program implementation
    Has tactical/logistical orientation
    Has accountability to another HR professional within the organization
    Has two to four years of exempt-level generalist HR work experience, but because of career length may lack the breadth and depth of a more senior-level generalist
    Has not had progressive HR work experience by virtue of career length
    Focuses his or her impact on the organization within the HR department rather than organization wide
    Commands respect through the credibility of knowledge and the use of policies and guidelines to make decisions
    SPHR Candidate
    Designs and plans rather than implements
    Focuses on the “big picture”
    Has ultimate accountability in the HR department
    Has six to eight years of progressive HR experience
    Has breadth and depth of HR generalist knowledge
    Uses judgment obtained with time and application of knowledge
    Has generalist role within the organization
    Understands the effect of decisions made within and outside of the organization
    Understands the business, not just the HR function
    Manages relationships; has influence within the overall organization
    Commands credibility within the organization, community and field by experience
    Possesses excellent negotiation skills
    Certified individuals are usually issued a certificate attesting that they have met the standards of the credentialing organization and are entitled to make the public aware of their credentialed status, usually through the use of initials (i.e., SHRM-SCP or SPHR) after their names.
    The Transformation of the Human Resources Field
    The evolving challenges in human resources can yield tremendous opportunities to those with the right training and credentials. Professionals who have earned industry-recognized certifications may be well-positioned for success, according to the U.S. Department of Labor.
    Your HR Career Success Depends Upon New Skills and Certification
    To be an effective HR professional, candidates not only need to understand concepts such as strategic management, workforce planning, human resource development and organizational management, but they also require practical skills to implement these concepts. Villanova University’s online Master Certificate in Human Resource Management program is an ideal way to gain critical skills and prepare for the SHRM-CP and SHRM-SCP certifications. The program is 100% online, and professionals can experience unmatched convenience as they learn from world-renowned HR experts from Villanova University, behind SHRM's Body of Competency & Knowledge.
    The Ideal Way to Prepare for Your Professional HR Certification Exam
    Villanova University’s online program can also help prepare HR professionals for the SHRM-CP and SHRM-SCP certification exams. The SHRM-CP and SHRM-SCP certifications focus on both behavioral and technical competencies, which combined, allow for situational judgment scenarios. This dynamic program also includes more than one-year of access to the SHRM Learning System, with practical exams and valuable study materials (a $800 value). The 12-week HR Management course contains the latest content, including:
    Updated information based on SHRM’s new Body of Competency and Knowledge.
    Information from the SHRM Learning System, which includes more than 1,000 questions, allows professionals to test their knowledge and better prepare for the certification exams.
    New interactive case study focused on real-world situations faced by HR professionals. Apply learned concepts in eight different scenarios and work through questions for each.
    Live and pre-recorded lectures taught by distinguished university faculty.
    There’s never been a better opportunity to prepare for this red-hot career field. Now’s the time to take the next step toward HR certification by earning your Master Certificate in Human Resource Management 100% online from Villanova University.
    » Business Management and Strategy (11%)
    » Workforce Planning and Employment (24%)
    » Human Resource Development (18%)
    » Compensation and Benefits (19%)
    » Employee and Labor Relations (20%)
    » Risk Management (8%)
    The Professional in Human Resources (PHR®) and Senior Professional in Human Resources (SPHR®)
    exams are created using the PHR and SPHR EXAM CONTENT OUTLINE, which details the
    responsibilities of and knowledge needed by today’s HR professional. The PHR and SPHR EXAM
    CONTENT OUTLINE is created by HR subject matter experts through a rigorous practice analysis
    study and validated by HR professionals working in the field through an extensive survey instrument.
    It is updated periodically to ensure it is consistent with current practices in the HR field.
    Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals
    and objectives; formulating policies; guiding and leading the change process; and evaluating organizational
    effectiveness as an organizational leader.
    01 Interpret and apply information related to
    the organization’s operations from internal
    sources, including finance, accounting,
    business development, marketing, sales,
    operations, and information technology,
    in order to contribute to the development of
    the organization’s strategic plan.
    02 Interpret information from external sources
    related to the general business environment,
    industry practices and developments,
    technological advances, economic
    environment, labor force, and the legal
    and regulatory environment, in order to
    contribute to the development of the
    organization’s strategic plan.
    03 Participate as a contributing partner in the
    organization’s strategic planning process
    (for example: provide and lead workforce
    planning discussion with management,
    develop and present long-term forecast of
    human capital needs at the organizational
    level). SPHR only
    04 Establish strategic relationships with key
    individuals in the organization to influence
    organizational decision-making.
    05 Establish relationships/alliances with key
    individuals and outside organizations to assist
    in achieving the organization’s strategic goals
    and objectives (for example: corporate social
    responsibility and community partnership).
    06 Develop and utilize business metrics to
    measure achievement of the organization’s
    strategic goals and objectives (for example:
    key performance indicators, balanced
    scorecard). SPHR only
    07 Develop, influence, and execute strategies
    for managing organizational change that
    balance the expectations and needs of the
    organization, its employees, and other
    08 Develop and align the human resource
    strategic plan with the organization’s
    strategic plan. SPHR only
    09 Facilitate the development and communication
    of the organization’s core values, vision,
    mission, and ethical behaviors.
    10 Reinforce the organization’s core values
    and behavioral expectations through
    modeling, communication, and coaching.
    11 Provide data such as human capital
    projections and costs that support the
    organization’s overall budget. | PHR AND SPHR EXAM CONTENT OUTLINE 3
    12 Develop and execute business plans
    (i.e., annual goals and objectives) that
    correlate with the organization’s strategic
    plan’s performance expectations to include
    growth targets, new programs/services,
    and net income expectations. SPHR only
    13 Perform cost/benefit analyses on proposed
    projects. SPHR only
    14 Develop and manage an HR budget that
    supports the organization’s strategic goals,
    objectives, and values. SPHR only
    15 Monitor the legislative and regulatory
    environment for proposed changes and
    their potential impact to the organization,
    taking appropriate proactive steps to
    support, modify, or oppose the proposed
    16 Develop policies and procedures to
    support corporate governance initiatives
    (for example: whistle-blower protection,
    code of ethics). SPHR only
    17 Participate in enterprise risk management
    by ensuring that policies contribute to
    protecting the organization from potential
    18 Identify and evaluate alternatives and
    recommend strategies for vendor selection
    and/or outsourcing. SPHR only
    19 Oversee or lead the transition and/or
    implementation of new systems, service
    centers, and outsourcing. SPHR only
    20 Participate in strategic decision-making
    and due diligence activities related to
    organizational structure and design (for
    example: corporate restructuring, mergers
    and acquisitions [M & A], divestitures).
    SPHR only
    21 Determine the strategic application of
    integrated technical tools and systems
    (for example: new enterprise software,
    performance management tools, self-service
    technologies). SPHR only
    01 The organization’s mission, vision, values,
    business goals, objectives, plans, and
    02 Legislative and regulatory processes
    03 Strategic planning process, design,
    implementation, and evaluation
    04 Management functions, including planning,
    organizing, directing, and controlling
    05 Corporate governance procedures and
    compliance (for example: Sarbanes-Oxley
    06 Due diligence processes (for example:
    M & A, divestitures) SPHR only
    07 Transition techniques for corporate
    restructuring, M & A, off-shoring, and
    divestitures. SPHR only
    08 Elements of a cost-benefit analysis during
    the life-cycle of the business (such as
    scenarios for growth, including expected,
    economic stressed, and worst case conditions)
    and the impact to net-worth/earnings for
    short-, mid-, and long-term horizons
    09 Business concepts (for example:
    competitive advantage, organizational
    branding, business case development,
    corporate responsibility)
    10 Business processes (for example: operations,
    sales and marketing, data management) | PHR AND SPHR EXAM CONTENT OUTLINE 5
    Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession
    planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to
    achieve the organization’s goals and objectives.
    01 Ensure that workforce planning and
    employment activities are compliant with
    applicable federal laws and regulations.
    02 Identify workforce requirements to achieve
    the organization’s short- and long-term goals
    and objectives (for example: corporate
    restructuring, workforce expansion or
    03 Conduct job analyses to create and/or
    update job descriptions and identify job
    04 Identify, review, document, and update
    essential job functions for positions.
    05 Influence and establish criteria for hiring,
    retaining, and promoting based on job
    descriptions and required competencies.
    06 Analyze labor market for trends that impact
    the ability to meet workforce requirements
    (for example: federal/state data reports).
    07 Assess skill sets of internal workforce and
    external labor market to determine the
    availability of qualified candidates, utilizing
    third party vendors or agencies as
    08 Identify internal and external recruitment
    sources (for example: employee referrals,
    diversity groups, social media) and
    implement selected recruitment methods.
    09 Establish metrics for workforce planning
    (for example: recruitment and turnover
    statistics, costs).
    10 Brand and market the organization to
    potential qualified applicants.
    11 Develop and implement selection procedures
    (for example: applicant tracking, interviewing,
    reference and background checking).
    12 Develop and extend employment offers and
    conduct negotiations as necessary.
    13 Administer post-offer employment activities
    (for example: execute employment
    agreements, complete I-9/e-Verify process,
    coordinate relocations, and immigration).
    14 Develop, implement and evaluate orientation
    and on-boarding processes for new hires,
    rehires and transfers.
    15 Develop, implement and evaluate employee
    retention strategies and practices.
    16 Develop, implement and evaluate the
    succession planning process. SPHR only.
    17 Develop and implement the organization
    exit/off-boarding process for both voluntary
    and involuntary terminations, including
    planning for reductions in force (RIF).
    18 Develop, implement and evaluate an
    affirmative action plan (AAP) as required.
    19 Develop and implement a record retention
    process for handling documents and
    employee files (for example: pre-employment
    files, medical files and benefits files).
    11 Applicable federal laws and regulations
    related to workforce planning and
    employment activities (for example:
    Title VII, ADA, EEOC Uniform Guidelines on
    Employee Selection Procedures, Immigration
    Reform and Control Act)
    12 Methods to assess past and future staffing
    effectiveness (for example: costs per hire,
    selection ratios, adverse impact)
    13 Recruitment sources (for example: employee
    referral, social networking/social media) for
    targeting passive, semi-active and active
    14 Recruitment strategies
    15 Staffing alternatives (for example: outsourcing,
    job sharing, phased retirement)
    16 Planning techniques (for example: succession
    planning, forecasting)
    17 Reliability and validity of selection
    18 Use and interpretation of selection tests
    (for example: psychological/personality,
    cognitive, motor/physical assessments,
    performance, assessment center)
    19 Interviewing techniques (for example:
    behavioral, situational, panel)
    20 Impact of compensation and benefits on
    recruitment and retention
    21 International HR and implications of global
    workforce for workforce planning and
    employment. SPHR only
    22 Voluntary and involuntary terminations,
    downsizing, restructuring, and outplacement
    strategies and practices
    23 Internal workforce assessment techniques
    (for example: skills testing, skills inventory,
    workforce demographic analysis)
    24 Employment policies, practices, and
    procedures (for example: orientation,
    on-boarding, and retention)
    25 Employer marketing and branding
    26 Negotiation skills and techniques | PHR AND SPHR EXAM CONTENT OUTLINE 7
    Developing, implementing, and evaluating activities and programs that address employee
    training and development, performance appraisal, and talent and performance management to
    ensure that the knowledge, skills, abilities, and performance of the workforce meet current and
    future organizational and individual needs.
    01 Ensure that human resources development
    activities are compliant with all applicable
    federal laws and regulations.
    02 Conduct a needs assessment to identify and
    establish priorities regarding human resource
    development activities.
    03 Develop/select and implement employee
    training programs (for example: leadership
    skills, harassment prevention, computer skills)
    to increase individual and organizational
    04 Evaluate effectiveness of employee training
    programs through the use of metrics (for
    example: participant surveys, pre- and
    post-testing). SPHR only
    05 Develop, implement, and evaluate talent
    management programs that include assessing
    talent, developing career paths, and
    managing the placement of high-potential
    06 Develop, select, and evaluate
    performance appraisal processes
    (for example: instruments, ranking and
    rating scales) to increase individual and
    organizational effectiveness.
    07 Develop, implement, and evaluate
    performance management programs
    and procedures (includes training for
    08 Develop/select, implement, and evaluate
    programs (for example: telecommuting,
    diversity initiatives, repatriation) to meet
    the changing needs of employees and the
    organization. SPHR only
    09 Provide coaching to managers and
    executives regarding effectively managing
    organizational talent.
    27 Applicable federal laws and regulations
    related to human resources development
    activities (for example: Title VII, ADA, Title 17
    [ law] )
    28 Career development and leadership
    development theories and applications
    (for example: succession planning, dual
    career ladders)
    29 Organizational development (OD) theories
    and applications
    30 Training program development techniques
    to create general and specialized training
    31 Facilitation techniques, instructional methods,
    and program delivery mechanisms
    32 Task/process analysis
    33 Performance appraisal methods (for example:
    instruments, ranking and rating scales)
    34 Performance management methods
    (for example: goal setting, relationship to
    compensation, job placements/promotions)
    35 Applicable global issues (for example:
    international law, culture, local management
    approaches/practices, societal norms).
    SPHR only
    36 Techniques to assess training program
    effectiveness, including use of applicable
    metrics (for example: participant surveys,
    pre- and post- testing)
    37 Mentoring and executive coaching
    Developing/selecting, implementing/administering, and evaluating compensation and benefits
    programs for all employee groups in order to support the organization’s goals, objectives, and
    01 Ensure that compensation and benefits
    programs are compliant with applicable
    federal laws and regulations.
    02 Develop, implement, and evaluate
    compensation policies/programs
    (for example: pay structures, performancebased
    pay, internal and external equity).
    03 Manage payroll-related information
    (for example: new hires, adjustments,
    04 Manage outsourced compensation and
    benefits components (for example: payroll
    vendors, COBRA administration, employee
    recognition vendors). PHR only
    05 Conduct compensation and benefits programs
    needs assessments (for example: benchmarking,
    employee surveys, trend analysis).
    06 Develop/select, implement/administer,
    update and evaluate benefit programs
    (for example: health and welfare, wellness,
    retirement, stock purchase).
    07 Communicate and train the workforce in
    the compensation and benefits programs,
    policies and processes (for example:
    self-service technologies).
    08 Develop/select, implement/administer,
    update, and evaluate an ethically sound
    executive compensation program
    (for example: stock options, bonuses,
    supplemental retirement plans). SPHR only
    09 Develop, implement/administer and evaluate
    expatriate and foreign national compensation
    and benefits programs. SPHR only
    38 Applicable federal laws and regulations
    related to compensation, benefits, and tax
    (for example: FLSA, ERISA, FMLA, USERRA)
    39 Compensation and benefits strategies
    40 Budgeting and accounting practices related
    to compensation and benefits
    41 Job evaluation methods
    42 Job pricing and pay structures
    43 External labor markets and/or economic factors
    44 Pay programs (for example: variable, merit)
    45 Executive compensation methods. SPHR only
    46 Non-cash compensation methods (for
    example: equity programs, non-cash rewards)
    47 Benefits programs (for example: health
    and welfare, retirement, Employee Assistance
    Programs [EAPs])
    48 International compensation laws and
    practices (for example: expatriate
    compensation, entitlements, choice of law
    codes). SPHR only
    49 Fiduciary responsibilities related to
    compensation and benefits
    Developing, implementing/administering, and evaluating the workplace in order to maintain
    relationships and working conditions that balance employer/employee needs and rights in support
    of the organization’s goals and objectives.
    01 Ensure that employee and labor relations
    activities are compliant with applicable
    federal laws and regulations.
    02 Assess organizational climate by obtaining
    employee input (for example: focus groups,
    employee surveys, staff meetings).
    03 Develop and implement employee relations
    programs (for example: recognition, special
    events, diversity programs) that promote a
    positive organizational culture.
    04 Evaluate effectiveness of employee relations
    programs through the use of metrics (for
    example: exit interviews, employee surveys,
    turnover rates).
    05 Establish, update, and communicate workplace
    policies and procedures (for example:
    employee handbook, reference guides, or
    standard operating procedures) and monitor
    their application and enforcement to ensure
    06 Develop and implement a discipline policybased
    on organizational code of conduct/
    ethics, ensuring that no disparate impact or
    other legal issues arise.
    07 Create and administer a termination process
    (for example: reductions in force [RIF], policy
    violations, poor performance) ensuring that
    no disparate impact or other legal issues
    08 Develop, administer, and evaluate grievance/
    dispute resolution and performance
    improvement policies and procedures.
    09 Investigate and resolve employee complaints
    filed with federal agencies involving
    employment practices or working conditions,
    utilizing professional resources as necessary
    (for example: legal counsel, mediation/
    arbitration specialists, investigators)
    10 Develop and direct proactive employee
    relations strategies for remaining union-free
    in non-organized locations. SPHR only
    11 Direct and/or participate in collective
    bargaining activities, including contract
    negotiation, costing, and administration. | PHR AND SPHR EXAM CONTENT OUTLINE 11
    50 Applicable federal laws affecting employment
    in union and nonunion environments, such as
    laws regarding antidiscrimination policies,
    sexual harassment, labor relations, and
    privacy (for example: WARN Act, Title VII,
    51 Techniques and tools for facilitating positive
    employee relations (for example: employee
    surveys, dispute/conflict resolution, labor
    management cooperative strategies)
    52 Employee involvement strategies
    (for example: employee management
    committees, self-directed work teams, staff
    53 Individual employment rights issues and
    practices (for example: employment at will,
    negligent hiring, defamation)
    54 Workplace behavior issues/practices (for
    example: absenteeism and performance
    55 Unfair labor practices
    56 The collective bargaining process, strategies,
    and concepts (for example: contract
    negotiation, costing, and administration)
    57 Legal disciplinary procedures
    58 Positive employee relations strategies and
    non-monetary rewards
    59 Techniques for conducting unbiased
    60 Legal termination procedures
    Developing, implementing/administering, and evaluating programs, procedures, and policies in
    order to provide a safe, secure working environment and to protect the organization from potential
    01 Ensure that workplace health, safety, security,
    and privacy activities are compliant with
    applicable federal laws and regulations.
    02 Conduct a needs analysis to identify the
    organization’s safety requirements.
    03 Develop/select and implement/administer
    occupational injury and illness prevention
    programs (i.e., OSHA, workers’ compensation).
    PHR only
    04 Establish and administer a return-to-work
    process after illness or injury to ensure a safe
    workplace (for example: modified duty
    assignment, reasonable accommodations,
    independent medical exam).
    05 Develop/select, implement, and evaluate
    plans and policies to protect employees
    and other individuals, and to minimize the
    organization’s loss and liability (for example:
    emergency response, workplace violence,
    substance abuse).
    06 Communicate and train the workforce on
    security plans and policies.
    07 Develop, monitor, and test business
    continuity and disaster recovery plans.
    08 Communicate and train the workforce
    on the business continuity and disaster
    recovery plans.
    09 Develop policies and procedures to direct
    the appropriate use of electronic media and
    hardware (for example: e-mail, social media,
    and appropriate website access).
    10 Develop and administer internal and
    external privacy policies (for example:
    identity theft, data protection, workplace
    61 Applicable federal laws and regulations
    related to workplace health, safety,
    security, and privacy (for example: OSHA,
    Drug-Free Workplace Act, ADA, HIPAA,
    Sarbanes-Oxley Act)
    62 Occupational injury and illness prevention
    (safety) and compensation programs
    63 Investigation procedures of workplace safety,
    health and security enforcement agencies
    64 Return to work procedures (for example:
    interactive dialog, job modification,
    65 Workplace safety risks (for example: trip
    hazards, blood-borne pathogens)
    66 Workplace security risks (for example: theft,
    corporate espionage, sabotage)
    67 Potential violent behavior and workplace
    violence conditions
    68 General health and safety practices (for
    example: evacuation, hazard communication,
    ergonomic evaluations)
    69 Organizational incident and emergency
    response plans
    70 Internal investigation, monitoring, and
    surveillance techniques
    71 Employer/employee rights related to
    substance abuse
    72 Business continuity and disaster recovery
    plans (for example: data storage and
    backup, alternative work locations,
    73 Data integrity techniques and technology
    (for example: data sharing, password usage,
    social engineering)
    74 Technology and applications (for example:
    social media, monitoring software,
    75 Financial management practices
    (for example: procurement policies,
    credit card policies and guidelines,
    expense policies)
    76 Needs assessment and analysis
    77 Third-party or vendor selection, contract
    negotiation, and management, including
    development of requests for proposals (RFPs)
    78 Communication skills and strategies
    (for example: presentation, collaboration,
    79 Organizational documentation requirements
    to meet federal and state guidelines
    80 Adult learning processes
    81 Motivation concepts and applications
    82 Training techniques (for example: virtual,
    classroom, on-the-job)
    83 Leadership concepts and applications
    84 Project management concepts and
    85 Diversity concepts and applications (for
    example: generational, cultural competency,
    learning styles)
    86 Human relations concepts and applications
    (for example: emotional intelligence,
    organizational behavior)
    87 Ethical and professional standards
    88 Technology to support HR activities
    (for example: HR Information Systems,
    employee self-service, e-learning, applicant
    tracking systems)
    89 Qualitative and quantitative methods
    and tools for analysis, interpretation,
    and decision-making purposes
    (for example: metrics and measurements,
    cost/benefit analysis, financial statement
    90 Change management theory, methods,
    and application
    91 Job analysis and job description methods
    92 Employee records management (for example:
    electronic/paper, retention, disposal)
    93 Techniques for forecasting, planning, and
    predicting the impact of HR activities and
    programs across functional areas
    94 Types of organizational structures (for
    example: matrix, hierarchy)
    95 Environmental scanning concepts and
    applications (for example: Strengths,
    Weaknesses, Opportunities, and Threats
    [SWOT], and Political, Economic, Social,
    and Technological [PEST])
    96 Methods for assessing employee attitudes,
    opinions, and satisfaction (for example:
    surveys, focus groups/panels)
    97 Budgeting, accounting, and financial
    98 Risk-management techniques
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  • 1 HR CERTIFICATION: YOUR KEY TO CAREER SUCCESS AND ADVANCEMENT Presenter: Stephanie Runyan, ">PHR Presenter s Title: Recertification Supervisor Co-Presenter s Name: Tally Bringas Co-Presenter s Title: Recertification Specialist Note: There is no recertification credit awarded for attending this presentation.

    2 TODAY S GOALS [What You Will Learn] What is HR certification Benefits of earning HR certification Exam eligibility, development process, and exam content Exam preparation resources Applying for the exam

    3 WHAT IS HR CERTIFICATION [Certification shows] Career long commitment Mastery of core HR knowledge and principles Dedication to the HR field To remain certified, HR professionals need to recertify every three years.

    4 WHAT IS HR CERTIFICATION [Certification is achieved and maintained by] Meeting work and education requirements Passing an experience based exam Meeting recertification requirements by staying current in the field.

    5 CERTIFICATION VS CERTIFICATE [Professional certifications are NOT certificate programs] Professional Certifications Based on work experience and educational eligibility. Certification proves standards of credentialing organization are met. Use of credentials e.g. G">PHR after their names to show certification status. Requires recertification via professional development. Reflects specific Body of Knowledge. Certificate Programs No work experience or educational component required. Certificates received once a course has been completed. No credential awarded. No recertification or professional development required.

    6 VALUE OF HR CERTIFICATION [Hiring] 96% of employers state that a certified job applicant has a greater hiring advantage than a non-certified job applicant. [Promotion] 91% of employers state that a certified HR professional is more likely to be considered for promotion than a non-certified HR professional. [Job Security] 81% of employers believe that a certified HR professional has greater job security than a non-certified HR professional. *Findings based on the 2010 Value of Certification Study.

    7 BENEFITS OF HR CERTIFICATION [FOR YOU] Competitive Advantage Mastery of HR knowledge and dedication Recognition from peers and organization Assists in job search and business Network with HR professionals

    8 BENEFITS OF HR CERTIFICATION [For Organization] Competitive advantage with certified staff Certified staff are more driven and has a greater sense of ownership Assurance for clients brought about by credibility of certified staff RESULTS Long run operational efficiencies Strategic progress

    9 ABOUT THE HR CERTIFICATION INSTITUTE [Mission] Develop and deliver the highest quality certification programs that validate mastery in the field of human resource management and contribute to the continued improvement of individual and organizational performance. [History] 1976 Began certifying HR professionals (">PHR and S">PHR ) 2004 G">PHR exam launched 2005 Online recertification process started 2007 California exam introduced 2008 Online approved provider directory launched 2010 Final year under old exam eligibility requirements 2011 New exam eligibility requirements commence

    10 HR CERTIFICATION EXAMS [HR certification exams offered] Professional in Human Resources (PHR ) Senior Professional in Human Resources (S">PHR ) Global Professional in Human Resources (G">PHR ) California certification (needs to be ">PHR- or S">PHR- certified to take the exam)

    11 HR CERTIFICATION EXAMS [Certificants growing in numbers] Join more than 115,000 HR professionals from over 70+ countries in being certified GET GET CERTIFIED. CERTIFIED. GET GET NOTICED. NOTICED..

    12 EXAM ELIGIBILITY REQUIREMENTS [">PHR ] 1 year of demonstrated exempt-level HR experience with a Master s degree or higher 2 years of demonstrated exempt-level HR experience with a Bachelor s degree 4 years of demonstrated exempt-level HR experience with less than a Bachelor s degree [S">PHR ] 4 years of demonstrated exempt-level HR experience with a Master s degree or higher 5 years of demonstrated exempt-level HR experience with a Bachelor s degree 7 years of demonstrated exempt-level HR experience with less than a Bachelor s degree [G">PHR ] 2 years of demonstrated global exempt-level HR experience with a Master s degree or higher 3 years of demonstrated exempt-level HR experience (with 2 of the 3 being global HR experience) with a Bachelor s degree 4 years of demonstrated exempt-level HR experience (with 2 of the 4 being global HR experience) with less than a Bachelor s degree

    13 EXAM DEVELOPMENT PROCESS [STEP 1] Develop current HR practices [STEP 2] Validates practices with HR practitioners [STEP 3] Develop exam questions [STEP 4] Test exam questions





    18 CERTIFICATION EXAM INFORMATION EXAMS ">PHR S">PHR G">PHR California Content Operational & tactical StrategicPolicy International HR practices, assignment & management California laws & practices Pass Rates 59 67% 52 60% 56 70% 52 72% Format 175 multiplechoice questions 175 multiplechoice questions 165 multiplechoice questions 125 multiplechoice questions Duration 3 hours 3 hours 3 hours 2 hours & 15 minutes Application Dates SPRING Early registration period: January 9 March 9, 2012 Late registration period: March 10 April 13, 2012 WINTER Early registration period: July 9 October 5, 2012 Late registration period: October 6 November 9, 2012 Exam Periods SPRING May 1 June 30, 2012 WINTER December 1, 2012 January 31, 2013 SPRING May 1 31, 2012 WINTER December 1 31, 2012

    19 EXAM FEES & APPLICATION STEPS ">PHR S">PHR G">PHR California HR Professional SHRM Member US$300 US$425 US$425 US$325 US$250 US$375 US$375 US$275 Note: A US$75 late fee will be incurred after regular deadline. ONLINE APPLICATION STEPS Step 1: Go to Step 2: Create an online profile to obtain your HRCI User ID number, if you do not have one. Step 3: Sign in using your HRCI User ID number and password. Step 4: Fill out the application form. Step 5: Submit payment. Step 6: Schedule your exam appointment after receiving notification that you are eligible to take the exam.

    20 EXAM PRERATION RESOURCES [Bodies of Knowledge] FREE Get familiar with the bodies of knowledge (.hrci). [Official Certification Guidebooks] Available for ">PHR, S">PHR and G">PHR exams. Purchase from SHRM Store and leading book stores. $ [Online Assessment Exams] Available for ">PHR, S">PHR and G">PHR exams. Consists of actual retired exam questions. Assess your level of HR knowledge and experience. $ [Test-Your-Knowledge Quizzes] FREE 10-question quiz with answers and rationale (.hrci). [Social Networks] FREE Approach our groups on LinkedIn, and SHRM Connect to form study groups or study tips.

    21 EXAM PRERATION RESOURCES [SHRM Learning Systems] SHRM Learning System and SHRM Global Learning System [Local SHRM Chapters] your local SHRM Chapters. They often form study groups or classes to help members prepare for certification exams. [CollegeUniversity Sponsored Courses] for more information. [Certification Preparation Courses] SHRM has numerous certification preparation courses or search online for other providers of certification preparation courses.

    22 FINANCIAL ASSISTANCE [SHRM Foundation] 80 certification scholarships (worth US$750 each) are available for SHRM members. [Your Employer] Many organizations reimburse the HR certification exam fees through employee assistance or professional development programs. [Local SHRM Chapters] Many local SHRM chapters offer their own certification scholarships. Check with the chapter in your area for more details.

    23 CONTACT US 1800 Duke Street, Alexandria, Virginia 22314, USA (Toll-Free Line) Follow us on: TwittermHRCertInstitute Linkedinmcompanieshr-certification-institute Certification Matters Blog (.hrci)

    Get Certified. Get Noticed.

    Get Certified. Get Noticed. 2010 Nancy L. Volpe, S">PHR G">PHR Chief People Officer Center for People Solutions LLC Note: There is no recertification credit awarded for attending this presentation. Today s

    More information 2009 Certification Handbook

    2009 Certification Handbook ">PHR S">PHR G">PHR HR Certification Institute 1800 Duke Street Alexandria, VA 22314 USA US Toll Free 866.898.4724 or .703.548.3440 Fax .703.684.6620 examshrci Prometric

    More information Distinguish yourself.

    Distinguish yourself. You re dedicated, accomplished, and forward-thinking a true leader in human resources. Through our certification programs, HRCI helps you gain recognition in your field and connects


    CALIFORNIA CERTIFICATION: Testing the Mastery of California s HR Laws Presented by Grey Scott, S">PHR HR Content Manager, HRCI Everything You Wanted to Know... Who is a good candidate? General information

    More information Light Bulb Ideas for Recertification

    Light Bulb Ideas for Recertification Agenda Certification basics Why recertify Various ways to achieve recertification Using your Online Profile Why Certify? Gain credibility rease confidence Competitive

    More information SHRM-CPSM SHRM-SCPSM



    CERTIFICATION Q1: WHAT IS HR CERTIFICATION? A: Certification is achieved Meeting work and education eligibility requirements Passing an experience-based exam Using credentials after your name to show

    More information Allan Gardner. Expert Trainer

    Expert Trainer Allan Gardner With over 35 years of experience in the Human Resources field, Allan is a seasoned International Human Resource Professional, with a diverse background encompassing the successful


    SHRM LEARNING SYSTEMS COURSES Human Resource Certification Preparation Course offered in fall at IUN Description: The Human Resource Certification Preparation course combines expert instruction with the

    More information HRCI Voices Summary Report

    HRCI Voices Summary Report Cris Wildermuth, Ed.D., S">PHR In June of 2014, I sent a survey to all members of the HRCI Voices community. The purpose of the survey was to find out what the group members want



    More information FALL 2015 - SPRING 2016

    HUMAN RESOURCE LEARNING & DEVELOPMENT ">PHRS">PHR CERTIFICATION EXAM PRERATION FREE Information Sessions Available CHAPTERS FALL 2015 - SPRING 2016 Day & Evening Courses, Certificates & Exam Preparation

    More information Scott Warrick, JD, MLHR, CEQC, S">PHR Scott Warrick Consulting, Training & Employment Law Services (614) 367-0842 Office (614) 738-8317 Cell

    Certified HR Professionals: Scott Warrick, JD, MLHR, CEQC, S">PHR Scott Warrick Consulting, Training & Employment Law Services (614) 367-0842 Office (614) 738-8317 Cell .scottwarrickm Link Up With


    HOW TO BECOME AN HR PROFESSIONAL WITH GLOBAL STANDARDS? The key to this question lies in the journey to earning your SHRM-CP SM & SHRM-SCP SM Credential Great Vision Without Great People Is Irrelevant.

    More information Board Certified Autism Technician

    Recertification includes submission of a completed recertification application and recertification fee. BCAT certificants are required to recertify every two years 1 2 Earning twelve hours of continuing

    More information 2015 IndySHRM Sponsorship Guide

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  • Article by ArticleForge

    Human resources focus of BCE Friday Workshop

    Top five human resource issues for small business owners were addressed in Blufton Center for Entrepreneurs November Friday Workshop on Nov. 11.

    Sally Siferd, HRCI certified Professional in Human Resources (">PHR), led the free workshop.

    Here's a summary of her presentation: • Hiring Right – developing job descriptions, posting openings where the most qualified candidates will find it, compliant applications, consistent and thorough interviewing process• Onboarding process – make them feel welcomed and loved from day one and continue to invest in them as long as they work for you• Legal challenges – stay abreast of the human resource laws, join local SHRM chapter, attend update conferences, engage a consultant andor have a working relationship with an employment law attorney• Employee handbook – written policies to protect you, give guidance to your employees, written by a professional and updated yearly• Document – good behavior and not-so-good behavior should be documented and filed to be used for disciplinary purposes, legal needs, rewards and performance plans

    Since 1997, Siferd has been an HRCI certified Professional in Human Resources (">PHR). In January 2016, Sally earned the Society for Human Resource Management Certified Professional (SHRM-CP) certification.

    BCE offers a monthly free workshop focusing on small business.  

    Article by ArticleForge

    ">PHR Human Resources Exam Prep

    The ">PHR Exam Prep is Upward Mobility's focused exam preparation Android app for HRCI's Professional in Human Resources (">PHR) Certification Exam. This module contains a targeted curriculum of 140 questions with explanatory answers, dealing with the successful knowledge required for early-career Human Resources Professionals. Your satisfaction is important to us and we have a no questions asked refund policy for all our Android apps. We encourage you to try our application out risk free and let us know by e-mailing infoupwardprom if there are any issues. All of our app content is created exclusively for Upward Mobility by expert writers who have strong knowledge in the subject matter and all of our materials undergo a thorough review process. On a basic level, ">PHR Exam Prep identifies and assesses whether an early-career HR Professional has the necessary skills, knowledge, and know-how to implement Human Resources programs and to provide a supportive working environment for all professionals in their work organization. Additionally, the app is designed to reinforce a core knowledge of HR Management and Practice, including: Human Resource Development, Strategic Management, Total Rewards, Workforce PlanningEmployment, Risk Management, and EmployeeLabor Relations. By assessing learned workplace knowledge in practical real-life scenario questions, Upward Mobility's ">PHR Exam Prep will help to bridge the gap between your experiences working in Human Resources and the knowledge base you need to move ahead in your career. Upward Mobility apps are designed with an exclusive intuitive UI. They provide a Study Mode, where questions are paired with clear explanations and the user can proceed at their own pace, as well as a Test Mode designed to simulate the exam experience, where the user can set question and time restraints and their results are presented to them upon completion in both an aggregate and a question-by-question format. About Upward Mobility Upward Mobility is an independent test preparation and management education apps company that creates high quality material that is witty and engaging, perfect for on-the-go students and ambitious professionals. All of our content is developed exclusively for Upward Mobility by subject matter expert writers and undergoes a thorough review process. Customer satisfaction is our top priority, and if you have any questions or comments or are unsatisfied with our products in any way, please contact us at infoupwardprom and we will do our best to help you. We are a double bottom line company that is committed to education in the developing world. Some of the profits will be used to deploy education via mobile phone in emerging countries to improve their total factor productivity growth.

    Price USD4.99 License Purchase Version 1.6 Operating System Android

    Article by ArticleForge

    Priyanka Prakash promoted to Managing Editor at Fit Small Business

    Before we dive into the details on this topic, we also suggest you check out eReleases, our pick for the best press release distribution service for small business. eReleases to learn more.


    by TNM Staff

    Website also announced the hiring of Crystalynn Shelton, Christy Hopkins, and Chris Bacon to respectively head coverage of Accounting, HR, and Retailing

    New York, NY – September 16, 2016 – Fit Small Business, a website that provides “how-to” articles for small businesses, announced today the promotion of Priyanka Prakash to Managing Editor. This position was created to support the growth of the editorial team. Concurrently, the company announced that it had hired Crystalynn Shelton, Christy Hopkins, and Chris Bacon to respectively head coverage of Accounting, HR, and Retailing.

    David Waring, editor-in-chief and co-founder of Fit Small Business stated, “Priyanka had done an outstanding job leading our financial and legal coverage over the last year. We are proud that the growth of Fit Small Business has allowed us to expand our writing team and create new opportunities for advancement.”

    Priyanka Prakash will be working with a team of 7 staff writers. Prior to Fit Small Business, she served as general counsel at a Silicon Valley technology startup.   Priyanka has a law degree from the University of Washington and graduated from UC Berkeley with a dual degree in Communications and Political Science.

    Priyanka Prakash, managing editor, said, “I am honored to be leading our efforts to create helpful, informative, easy to read articles for small business owners. Adding professionals with deep industry experience in their fields and strong professional credentials, such as a C, will make the quality of our articles even better.”

    Crystalynn Shelton, who has joined Fit Small Business as the lead writer for accounting and bookkeeping, is a Certified Public Accountant (C). She has taught accounting and bookkeeping on behalf of multiple organizations, including as an adjunct professor for UCLA Extension. She is part of a trio of new writers with unique experience that have become part of the Fit Small Business team. Both Christy Hopkins and Chris Bacon have “big” corporate experience in their fields, as well as have launched their own entrepreneurial ventures.

    Christy Hopkins is an experienced HR professional, with a Professional In Human Resources (">PHR) certification. She has consulted for dozens of small businesses around the country. She is also a yoga instructor and ran her own yoga center with two studio locations.

    Chris Bacon worked for the largest retailer in the world, Walmart, in a variety of management roles. Following his successful career at Walmart, he noticed that many of his former colleagues from South Asia and the Middle East who had relocated to Arkansas were having trouble finding quality goat meat. In response, he started his own business raising goats and selling steaks.

    David Waring, editor-in-chief and co-founder of Fit Small Business, “We have a diverse group of employees that bring a wide range of hands-on and industry experience to the readers of Fit Small Business.”

    What's the best way to send a press release? Click here for our guide and find out how to get your press release in front of the , , and writers all over the web.

    Article by ArticleForge

    Test Your HR Skills with Our Free Practice ">PHR Exam

    Many HR professionals consider taking the Professional in Human Resources (">PHR) exam, but question whether it’s worth their time and money. The ">PHR exam is a 175-question test, administered by the Human Resources Certification Institute (HRCI), that many HR professionals take to earn ">PHR certification. It covers 6 functional areas, which are listed in the HR Body of Knowledge. The certification is valid for 3 years, at which point it’s renewable by retaking the test or by demonstrating professional development (60 recertification credits.)

    As sort of an internal company dare, we created a free ">PHR practice test. Suddenly, there was a lot of interest, score-comparing, and even some friendly wagering. Encouraged, we did more research. We quickly found that, in addition to being a great way to test and build upon your HR knowledge, the ">PHR is also likely to help you make more money, advance your career, and get an important-sounding (and actually important) credential without going to medical or law school. Here’s what else we learned about the ">PHR:

    It’s tough.

    The pass rate for the ">PHR exam is about 58-60%. Most people spend at least 2 months to more than 8 months studying for it. Test prep can be costly: many books, videos, classes, and practice tests are available—at a substantial investment.

    Because the exam is an assessment of both HR expertise and experience, you must meet professional prerequisites in order to take it. The qualifying requirements are:

  • A Master’s degree and a year or more of professional-level HR experience
  • A Bachelor’s degree and 2 years or more of professional-level HR experience
  • 4 years or more of professional-level HR experience (with less than a Bachelor’s degree)
  • It’s prestigious.

    The ">PHR exam and certification began in 1988 (though the HRCI began offering similar certifications long before that) and is recognized across all 50 states. Many HR professionals know that it takes a high level of both experiential knowledge and studying to pass the exam, so earning the certification is a great way to distinguish yourself.

    It can help you make more money and get promoted.

    According to a survey by Payscalem, the ">PHR is more than just an impressive acronym on your business card. It can help you earn more money—as much as $20K more—than your counterparts who don’t have it.

    ">PHR-certified professionals are also more likely to be promoted. The Payscale study findings showed that HR assistants, administrators, and generalists were 16-30% more likely to get a promotion when they held a ">PHR or S">PHR certification.

    Try it for yourself.

    As with most things, there are naysayers and passionate advocates for ">PHR certification. Whether it’s worthwhile for you is a matter of personal perspective, and possibly the best reason to do it is simply because you want to.

    Here at Zenefits, many of us did decide to start studying for the ">PHR. We found that practice tests are useful, but usually expensive, so we’re happy to offer you our free practice test. Take it for a spin, assess your knowledge, and see if you want to sign up for the full ">PHR exam!

  • References:

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