PHR Certification Practice Test

The PHR (Professional in Human Resources) certification is a prestigious credential recognized globally in the field of human resources management. The PHR Certification Assessment serves as a comprehensive evaluation of an individual’s knowledge, skills, and abilities in various HR disciplines. This assessment is designed to assess the proficiency and competence of HR professionals in areas such as employee relations, compensation and benefits, talent acquisition, HR development, and more.

It is intended for HR professionals with a minimum of two years of professional experience in an HR role and provides a benchmark for measuring their understanding and application of HR principles and practices.

Earning the PHR certification demonstrates a professional’s commitment to excellence and signifies their expertise in HR management. It not only enhances an individual’s credibility within the HR community but also opens doors to exciting career opportunities and advancement. Employers often value and seek candidates who hold the PHR certification, as it signifies their dedication to staying current with industry standards and their ability to contribute effectively to organizational success.

This comprehensive guide is designed to help you prepare for the Professional in Human Resources (PHR) certification exam. Whether you are a seasoned HR professional looking to enhance your credentials or a newcomer to the field seeking to establish a solid foundation, this guide will provide you with the knowledge and resources necessary to excel in the PHR assessment.

Question Types Explained

The PHR Exam is a computer-based test that assesses the knowledge and abilities required for high-level HR professionals in five functional areas. Business Management & Strategy, Talent Planning and Acquisition, Learning and Development, Total Rewards, and Employee and Labor Relations are the test categories. In three hours, you must respond to 150 scored questions and another 25 unscored questions. See the table below for further information on what wattage these sections have and what topics these components include.

Section	Subtopics	Proportion of exam	Approximate number of scored questions
Business Management & Strategy	Creating policies, guiding and directing the change process, and supporting the organization’s purpose, values, vision, and strategic goals and objectives; and as an organizational leader, evaluate the organization’s efficiency.	20%	30
Talent Planning and Acquisition	To guarantee that the workforce is capable of achieving the organization’s goals and objectives, essential to develop, execute, and monitor hiring, recruiting, evaluation of sourcing, succession planning, orientation, retention, and organizational departure programs.	16%	23
Learning and Development	Making sure that the workforce’s skills, knowledge, and abilities are aligned with current and future organizational and individual needs by creating, implementing, and evaluating activities and programs that address employee training and development, performance evaluation, and performance and talent management.	10%	15
Total Rewards	Deciding on, creating, implementing, and reviewing salary and benefits plans for all employee categories in order to meet the mission, vision, and values of the company.	15%	22
Employee and Labor Relations	To sustain relationships and working conditions that balance employer and employee needs and rights in support of the organization’s goals and objectives, the workplace must be developed, implemented/administered, and evaluated.	39%	60

Let’s discuss the particular sections in detail:

Business Management & Strategy Questions

The Business Management & Strategy component of the PHR Exam, which makes up 20% of the exam, evaluates candidates’ capacity to successfully handle duties often delegated to HR managers. These obligations include preserving a work environment that best supports the organization’s objective and promoting actions and routines that minimize different types of liability. This segment should take you about 35 minutes to finish. There are two groups of questions:

Responsibilities

• Understanding and using data on the business environment and recommended practices in the sector
• Reinforcement of the company’s basic principles on the moral and conduct expectations
• Knowing the role of the cross-functional stakeholders perform in the organization
• Recommending and putting into effect the best procedures to reduce the risk of legal action or other threats from the inside or outside
• Analyzing data to determine its importance before suggesting policies and strategies 

Knowledge

• The company’s purpose, values, vision, and organizational structure
• Knowing the laws and regulations and how they apply to business practices
• Corporate governance processes methods
• Interacting with the workforce
• The organization’s moral and professional standards
• The HRIS’s current reporting tools
• The approaches and use of change management theories
• Assessment and control of risks
• Instruments for analytics
• Analytics employs both qualitative and quantitative methodologies.
• Techniques for navigating complex, ambiguous, or uncertain circumstances

Talent Planning and Acquisition Questions

The Talent Planning and Acquisition component, which makes up 16% of the examination, assesses candidates’ aptitude for locating and hiring suitable workers. Knowing and adhering to federal and state laws is necessary for the employment and recruitment process. This segment, which should take around 30 minutes to finish, includes the following topics:

Responsibilities

• Recognizing the federal regulations and internal rules that your business must follow with moral hiring practices
• Developing and putting into use sourcing strategies
• The talent acquisition lifecycle in action

Knowledge

• Application of federal rules and regulations to your employment and acquisition operations
• Planning principles and their definitions
• The state of the market today
• The range of available talent
• Systems for tracking applicants, or techniques for tracking applicants
• The offers, both oral and written
• Outsourcing for contract work
• Techniques and methods for candidate testing
• The orientation procedure and new hiring guidelines
• The capacity and procedures for conducting internal workforce assessments
• Transition strategies
• The techniques for evaluating personnel effectiveness data from the past and the future

Learning and Development Questions

Your ability to support the instructional and developmental activities of an organization is evaluated in the learning and development area. In addition to tools for employee development, HR managers must be able to offer advice and suggestions based on pertinent data. It should take around 20 minutes to finish the shortest of the five portions, which makes up about 10% of the entire examination. Get ready to take a test on the following topics to prove your knowledge of them:

Responsibilities

• Employee consultation and education regarding chances for professional development
• Implementing and assessing training and career development programs
• Supplying pertinent information to support talks on succession planning

Knowledge

• The relevant Federal legislation governing training and development within an organization
• Theoretical frameworks and practical implementations for learning and development processes
• Adult learning process
• Methods and modes of delivery employed in training programs
• Analysis of demands and process flow
• Task evaluation
• Organizational growth
• Techniques for motivation
• Techniques for addressing problems
• How to promote innovation and creativity
• How to mentor and coach

Total Rewards Questions

Accounting for 15% of the test, the Total Rewards part, evaluates a candidate’s proficiency in implementing and comprehending various kinds of remuneration. You should be knowledgeable about the administration and management of employee benefits and pay, as well as the pertinent federal rules and regulations, in order to successfully complete this part. The section is divided into two sections that should be finished in around 25 minutes and include the following topics:

Responsibilities

• Managing data pertaining to remuneration and assisting with the settlement of payroll issues
• Implementing non-cash rewards and raising awareness of them
• Putting benefit schemes into action
• administering salary and benefit packages that adhere to regulatory regulations

Knowledge

• The federal laws and rules that govern employee incentives
• The compensation procedures and their operation
• Assessing ideas and techniques for job analysis
• Payroll issues, financial issues, and accounting procedures
• The company’s pay scales and job pricing
• Policies for benefits programs
• Non-cash rewards
• Techniques for coordinating and comparing compensation

Employee and Labor Relations Questions

The majority of the exam (39%) is devoted to the Employee and Labor Relations segment, which assesses a candidate’s ability to supervise and promote a stable and productive working environment through effective communication and adherence to federal standards. Participants should anticipate spending about 70 minutes on it. Examinees should become familiar with the following topics in order to effectively finish this section:

Responsibilities

• Examining operational efficiency over an employee’s career
• Data gathering and compilation for employees
• Putting benefit schemes into action
• locating possibilities in accordance with corporate culture
• Implementing and assisting employee health, safety, security, and privacy initiatives
• Promoting rules and guidelines
• Promoting constructive methods and approaches that may be used to enhance labor and employee relations
• Aiding and abetting performance endeavors

Knowledge

• The labor relations legislation and regulations at the federal level
• Human interactions and cultural concepts
• Inclusion and diversity
• Data privacy and security
• Requirements for record-keeping procedures
• Prevention of work-related illnesses and injuries
• Techniques for internal investigations and surveillance
• Procedure for disaster recovery
• Response to crises and maintaining corporate operations
• Analysis and management of performance
• The processes of collective bargaining and contract negotiations
• Termination procedures, conditions, and all applicable federal laws and regulations

“The PHR tests your recognition and application of labor law to a greater extent than the SHRM-CP does. You don’t need to be an attorney here, but you need to know the fundamentals (ADA, ADEA, FMLA, FLSA, COBRA, OWBPA, OSHA, WARN, etc.) in more than just name and acronym. I think the SHRM-CP focuses more on workplace behaviors/concepts/practices whereas the PHR is more centered on HR functional activity.”

Source: reddit/CareerCrusader

Preparation Strategies

There’s a huge difference between hard work and smart work. No matter how much effort you put into preparing for the exam, you won’t get anywhere without a proper plan. To prepare for the PHR test, apply the strategies below:

1. Consider Your Budget

Spend some time analyzing your spending as you get ready to study for the PHR exam. Along with the exam and application fees, various exam preparation programs and resources frequently have a range of prices. You may explore these possibilities and choose which ones are ideal for you with the aid of a budget that you set for yourself.

You could also look for additional strategies to offset these expenses. For instance, some businesses sponsor employees and pay all or part of their test and study material fees. Others repay employees for their educational costs. If at all feasible, think about discussing your alternatives with your employer. You might also be able to obtain exam-related scholarships through professional organizations, including the Society for Human Resource Management (SHRM). Whatever your spending limit, you may probably discover a lot of cheaper or free solutions.

2. Assess Your Skills and Knowledge

You may measure your abilities before preparing for the PHR exam by conducting a self-assessment. Understanding your talents and limitations will help you create a more successful study strategy. By looking through the PHR test material outline given by HRCI, you may conduct a quick self-evaluation. The following list of functional categories is discussed along with how much of each one the exam will cover:

• HR operations (39%)
• Compensation and benefits (14%)
• Employee relations (16%)
• Health, safety and security (5%)
• Recruitment and selection (15%)
• Human resource development and retention (12%)

The tasks and subjects you need to be proficient in for each of the aforementioned functional categories are covered in this publication by HCRI. You may start looking for materials, practice exams, and preparation programs to help you preserve your skills and strengthen your shortcomings once you’ve completed this self-assessment and are aware of your proficiencies. To get more advice, you may think about determining your preferred learning style through a self-evaluation in order to figure out the best ways to study.

3. Determine Your Study Methods

You can utilize a variety of study methods and strategies to be ready for the PHR test. Finding what works best for you may be determined by conducting a self-assessment of your preferred learning style. At this stage of your preparation, you might look at structured study techniques including study groups, mock tests, and programs or courses for preparation. As previously noted, you may evaluate your alternatives as you explore them to see whether they fit your demands and budget. You can review several methods of learning, including note-taking and flashcards.

4. Seek Guidance from Colleagues and Connections

As an HR professional, you may know or deal with a number of people in your industry who have already earned their PHR certification. Consider reaching out to your contacts to see if they have any suggestions while you study for this exam. These people have previously studied for the test and passed it, so they could have insightful advice that you won’t get from anybody else. For instance, individuals could identify certain study methods, preparatory programs, or study materials they feel were crucial in their success. One of these people could be prepared to mentor you or provide study assistance under certain circumstances.

5. Develop a Study Schedule

Making a study schedule might help you stay organized and focused once you’ve made the decision to take the PHR test. This timeline may change depending on the exam date you choose, the study strategies you use, and your personal or professional obligations. For instance, some people might just spend a few days or weeks studying, whilst others would spend a year or more getting ready for the test. Try to interact with your study materials at least once a day, regardless of how much time you have, to maintain attention.

You can examine and compile HRCI study resources, then decide which topics require the most practice. To learn more about normal study timetables, look into HR professional forums or other sources like your network of colleagues. Other than HRCI, there may be other professional HR groups that provide study schedule templates and recommendations for you to follow.

6. Take Practice Tests

You might feel more at ease and prepared for the PHR exam by taking practice exams. You may take the official practice PHR test offered by HRCI for a price at your own speed. These tests might help you determine where to concentrate your study efforts by evaluating your proficiency in the various functional areas of the exam. Additionally, HRCI practice tests include explanations for the solutions, assisting you in understanding issues you answered incorrectly.

Additional PHR practice test materials are available from a variety of academic institutions and HR professional associations. Consider taking a test at the beginning of your study process after you locate a source of practice exams that suits you well. By retaking these examinations on a predetermined timetable, you may monitor your progress and determine where you are making progress and where you still need to practice.

7. Take Prep Courses

You can utilize prep courses as a thorough studying choice to get ready for the PHR test. Numerous suppliers provide preparation programs, and they frequently include study materials. These resources could contain audio and video files, study aids, exams, quizzes, and flashcards. The cost of preparation courses varies, and self-paced and instructor-led alternatives are frequently available.

You may find prep classes to be a useful and well-organized alternative because they allow you access to a broad variety of study materials and tools. Having a specific routine or program to adhere to while studying may also help you stay focused.

8. Take the Exam More than Once (as needed)

Three times a year, PHR candidates can take the test. You might find it useful to approach this exam’s initial administration as a practice examination. This strategy might assist you in relieving some strain and calming your nerves because you are aware that you have two more chances if you require them. Focusing on the exam may be simpler if you feel more at ease. You can reapply right away if you need to repeat the test, but you must wait 90 days between tries. All exam attempts are subject to costs and eligibility criteria.

9. Schedule Your Test Early

Scheduling the exam as soon as you’re given the all-clear is one really easy approach to lessen the stress of taking this difficult test. Scheduling is routinely forgotten until the very last minute, despite what would seem like common information. Although booking in advance doesn’t always ensure that you’ll receive the time and day you desire, it does boost your chances of having a slot that fits your schedule the best.

A tip worth considering from a test taker: 

“I started studying about 5 months before my scheduled test but slacked a lot for the first few months. I started going HARD within the two months prior to the test, studying a few hours each weekday and probably 5-6 hours each day on the weekends.”

Source: reddit/PankaPanka

Test Features

Variable Rates of Question Difficulty

The 175 questions (150 scored and 25 ungraded questions) on each PHR test are selected at random from a pool of hundreds of alternatives that cover the whole Human Resource Body of Knowledge (HRBoK). A candidate may receive a question set that is significantly more difficult than their fellow candidates due to the way the test is constructed.

Scaled scoring ensures that the system remains fair in the end, but it might be quite confusing for unprepared candidates. More than the expected number of really challenging questions—or, conversely, more than the expected number of extremely simple questions—may induce the type of stress and self-doubt that can negatively impact performance.

Provide employees with technology that enables them to concentrate on mastery rather than memory to assist them cope with the obstacles posed by fluctuating difficulty rates. The main goal of the PHR is to verify a candidate’s understanding of the fundamentals of human resources. Instead of approaching the certification exam as a test of memorization skills, candidates should see it as an opportunity to validate a deep-set body of knowledge.

PHR vs. SHRM

Certification	PHR (Professional in Human Resources)	SHRM (Society for Human Resource Management
Credentialing Body	Human Resource Certification Institute (HRCI)	Society for Human Resource Management (SHRM)
Focus	Broad HR knowledge and principles	HR competencies and behavioral competencies
Eligibility Requirements	– Minimum of 2 years of professional HR experience with a Bachelor’s degree – Minimum of 4 years of professional HR experience with a high school diploma	– Varies based on the specific SHRM certification:- SHRM-CP (Certified Professional): No minimum experience requirement. – SHRM-SCP (Senior Certified Professional): Minimum of 3 years of HR experience (with a Bachelor’s degree) or 4 years (with a high school diploma)
Exam Content	– HR operations and functional areas – Employment laws and regulations – HR development and planning – Employee and labor relations – Risk management	– HR competencies (Leadership, Business Acumen, Ethical Practice) – Behavioral competencies (Relationship Management, Consultation, Critical Evaluation, Global & Cultural Effectiveness)
Exam Length	3 hours	4 hours
Recertification	Every 3 years, requiring continuing education or retaking the exam	Every 3 years, requiring earning professional development credits (PDCs)
International Recognition	Recognized globally	Primarily recognized in the United States, but also gaining international recognition
Industry Standards	Aligned with the HR Body of Knowledge (HRBoK)	Developed by SHRM and aligned with SHRM’s HR Competency Model
Professional Network	HRCI provides access to an HR professional community	SHRM offers a vast network of HR professionals through local chapters and online communities

Both the PHR (Professional in Human Resources) certification and the SHRM (Society for Human Resource Management) certifications have their own merits and benefits. However, the PHR certification stands out for its specialization in HR knowledge and principles, global recognition, clear eligibility requirements, comprehensive exam content, and emphasis on continuing education. Offered by HRCI, the PHR certification enables HR professionals to validate their skills and pursue international career opportunities. With a broad coverage of HR areas, it equips professionals to handle diverse HR challenges effectively. Ultimately, the choice between PHR and SHRM certifications depends on individual goals, preferences, and job requirements.

PHR recertification

Maintaining your PHR certification is essential to ensure that you stay up-to-date with the evolving field of human resources. After passing the PHR exam, your certification remains valid for a period of three years. To retain your PHR credential beyond this initial period, you have two options. The first option is to earn a total of 60 HR recertification credits within the three-year timeframe. 

These credits can be obtained through various activities such as attending HR-related conferences, completing approved educational programs, engaging in professional development activities, or publishing HR-related articles. The second option is to retake and pass the PHR exam, which would renew your certification for another three-year period.

Advantages of PHR certification test

Human resource professionals who attempt and succeed in the PHR (Professional in Human Resources) certification assessment are able to profit from a number of benefits. Here are a few possible advantages:

Industry Recognition: The PHR certification is well-known in the human resources industry and shows that a person has attained a specific level of knowledge and skill. It might increase your professional reputation and show how dedicated you are to the HR industry.

Career Advancement: Having a PHR certification can open up new career opportunities and increase your chances of advancing within your organization. Many employers value and prefer candidates with recognized certifications when making hiring and promotion decisions.

Expanded Knowledge and Skills: Studying and gaining a thorough grasp of many HR subjects and domains are necessary for preparation for the PHR certification exam. Your knowledge base will be widened by this procedure, which also makes sure you are current on best practices, rules, and regulations pertaining to the human resources industry.

Competitive Edge: You may have an advantage over other job applicants if you have the PHR certification. It proves your dedication to professional growth, authenticates your HR expertise, and might help you stand out among non-certified people.

Networking Opportunities: Possibilities of networking with other qualified HR professionals might arise from obtaining the PHR certification. The relationships made through these networking opportunities may result in mentoring and access to HR events, conferences, and resources.

Increased Earning Potential: Certified HR professionals often have the potential to earn higher salaries compared to their non-certified counterparts. The PHR certification can serve as a valuable asset during salary negotiations or when seeking higher-paying job opportunities.
Professional Growth and Confidence: You may advance professionally and gain more confidence in your HR knowledge and skills by preparing for and passing the PHR certification exam. It validates your knowledge and can motivate you to continue studying and progressing throughout your career.

“PHR is by far the most extensive. It’ll prep you for starting a Masters. I always say I am prouder of the work and knowledge I needed to pass the PHR. The SHRM-CP is good but if I could choose which cert to keep, it will be the PHR each time.
It’s hard. Lots of studying but opened doors to my HR career. Good luck whatever choice you make!
Edited to add– experience is good but you need the fundamentals of law and philosophy to make it up the ladder in my opinion.”

Source: reddit/SaltClothes807

Technical Facts

Fast Facts (tl;dr)

• The exam contains 150 scored questions and 25 unmarked questions. 
• Multiple Choice Questions for most items 
• Mostly administered online and you may take it from home, work, or a testing facility.
• The passing mark for the test is 500. 
• The PHR certification is recognized globally
• Undergraduate degree with 2 years of experience or High-school diploma with 4 years of experience is required in order to be eligible for the test.

PHR registration

You may register for PHR from any location with an internet connection. Visit the official HRCI website and take the following actions:

Create a profile by creating an HRCI account: You must provide your email address, complete name, company name, and country of residence before you can create a password that is special.

Pick the certification that is best for you: There are several unique certification categories available through the PHR test. Make sure you are familiar with each to decide which is best for you.

Send in your details and professional background: You must provide information about your education and work history because the PHR test is only open to seasoned HR professionals.

Review the fee schedule: The $395 examination price, the $100 application fee, and any additional optional documents are all disclosed by HRCI prior to submission of payment.

Any testing accommodations should be requested: Those with a handicap who need additional resources can ask for special accommodations under this clause.

Read the rules and guidelines: You must consent to HRCI’s policies in order to finish the HRCI registration.

Eligibility Criteria 

You must fulfill specific requirements imposed by the Human Resource Certification Institute (HRCI) in order to qualify for the PHR (Professional in Human Resources) certification. The following are the requirements for PHR certification eligibility:

Education and Experience:

• A minimum of a high school diploma or global equivalent is required.
• If you hold a Bachelor’s degree or higher, you need to have at least one year of professional HR experience.
• If you have a high school diploma or equivalent, you need a minimum of two years of professional HR experience.

Professional HR Experience:

• The required professional HR experience should be within the last five years.
• The experience should be in an HR-related role, such as HR generalist, HR specialist, HR coordinator, HR assistant, or HR administrator.
• Experience in a managerial or supervisory capacity is beneficial but not mandatory.

Type of Work Experience:

• The HR experience should involve working in an organization or business setting.
• Volunteer work, internships, or student HR roles do not count toward the professional HR experience requirement

It’s crucial to remember that simply fulfilling the eligibility requirements won’t earn you the PHR certification. The PHR Certification Assessment, a thorough exam that evaluates your knowledge and comprehension of several HR functional areas, employment rules and regulations, HR development, employee and labor relations, and risk management, is also required.

In-person and Remote Testing

This test is computer-based, and you may take it from home, work, or a testing facility.

In-person Testing

Aim to go to the testing location 15 to 30 minutes before the start of your exam. You will be required to provide a legitimate, government-issued picture ID when you arrive. Your exam will be canceled if you are late or don’t have a valid form of identification.

You will be required to place all personal belongings in a small locker outside the exam area after checking in. This includes things like your purse, coat, bags, and food.

You will be given a tutorial on the computer system before the exam so you can become accustomed to how everything functions.

You may use the toilet whenever you like once the test has started. The timer won’t be stopped, though, and you can’t take a break to eat, smoke, or check study materials.

Remote Testing

About 30 minutes before the start of the exam, log onto your account. You will be required to provide a legitimate, government-issued picture ID to the webcam after signing in so the proctor may verify it against your face and their database. The next step will require you to use your webcam to scan your room.

The exam will start after the proctor has concluded that you are ready.

PHR Certification Common and Past Names

The PHR (Professional in Human Resources) certification test has undergone a few name changes in the past, reflecting updates and revisions to the certification program. Here are the common and past names associated with the PHR certification:

PHR (Professional in Human Resources): This is the current and widely recognized name for the certification. It signifies that an individual has met the criteria and passed the examination to earn the PHR credential.

PHR-CA (Professional in Human Resources – California): Previously, there was a separate certification designation specifically for human resource professionals in the state of California. It was known as the PHR-CA certification. However, as of December 31, 2020, the PHR-CA certification was discontinued, and individuals are now encouraged to pursue the standard PHR certification.

PHR-GL (Professional in Human Resources – Global): The PHR-GL designation was introduced to differentiate the PHR certification for individuals working in international or global HR roles. This certification recognized the additional knowledge and skills required for HR professionals operating in a global context. However, as of August 31, 2018, the PHR-GL certification was phased out, and individuals are now encouraged to pursue the standard PHR certification.

It’s important to note that the names and designations of certification programs may evolve over time to align with industry changes, market demands, and the evolving needs of HR professionals. It’s advisable to refer to the official website of the HR Certification Institute (HRCI), the organization responsible for administering the PHR certification, for the most up-to-date information regarding certification names and designations.

Results Scale and Interpretations

Score Report

Candidates who pass the PHR certification test are given a score report that contains important details about their performance. The score report provides information about the candidate’s pass or fail status, the scoring methodology employed, and the passing score. Candidates who fail the examination receive their initial scaled score for reference and further research.

Passing Score

Candidates have to achieve a scaled score of 500 or better on the PHR test to succeed. The weighting and scaling method, which takes into consideration the difficulty of each test version and the weight given to each question, yields the scaled score. Candidates who receive a scaled score of 500 or above show they have the skills needed to earn the PHR certification.

Once you score the minimum marks required to pass the PHR Certification Exam, you will be presented with a certificate, as demonstrated above, that will validate that you have met the standards set by HRCI and are eligible to be employed as an HR professional.

Scoring Methodology

The PHR exam’s scoring system employs a scaling technique to calculate a balanced score from the number of right answers. Each test question is given a weight, and when grading an exam, the total complexity of each exam version is taken into account. The scaling procedure makes sure that all exam components are counted without being penalized for a deduction. Scaled scores for the PHR test range from 100 to 700, with 500 being the pass mark.

Pass/Fail Status

Candidates’ pass or fail status is determined by their scaled score. Candidates are said to have passed the test and are qualified to acquire the PHR certification if they receive a scaled score of 500 or above. Candidates who fall short of the passing mark, on the other hand, are labeled “fail.” On the score report, applicants who do not pass are given their initial scaled score for future reference and development.

The score report for applicants who pass the PHR test contains additional details to assist their professional growth. The report specifically states the performance metric in relation to the required score for each subject area. With the use of this knowledge, applicants may pinpoint areas in which they might need to improve and tailor their efforts for ongoing professional growth in those areas.

Candidates can prioritize areas that need more attention by using the score report to see where they are in relation to the passing score and make educated decisions regarding their continued professional growth.

FAQs

Test Tips

Preparing for the PHR (Professional in Human Resources) certification test is crucial, and here are some exam-day tips to help you perform your best:

• Leave as much of your personal belongings at home as you can. Personal belongings must be stored in a small locker at the testing location.
• The morning before the test, check the traffic to see if there are any unforeseen delays. If necessary, alter your path while driving.
• Leave early for home. If you have had some time to unwind, you will begin the test much more composed.
• Each question should be read twice or three times very slowly. To stress, even if the initial response appears to be the right one, go through ALL of the alternatives. Look for keywords; they are a vital indicator. Be aware that several solutions may seem to be appropriate. The optimal response may be determined by the keywords.
• A current (not expired) government-issued picture ID, such as a passport or driver’s license, should be brought with you.
• You may mark questions that you are unsure of and come back to them. But if you do that, make sure you don’t leave any questions unanswered. Utilizing this function is a smart idea since you can learn the solutions from inquiries that follow.
• What if you truly don’t know the correct response? You can significantly improve your chances of selecting the correct response at random by eliminating only two alternatives. 
• As with any test, you must be aware of the remaining time so that you may determine when to move on to the next question and ensure that you finish before the allotted time runs out. Although three hours may seem like a long time to finish the exam, time flies when you’re under pressure.

Administration

Test Administrators: The Professional in Human Resources (PHR) certification test is administered by the HR Certification Institute (HRCI)

Test Schedule: You can choose the date for your exam once you’ve received an email confirmation. The testing date should be planned before the registration expires, which is 120 days from the time of registration. Applications for extensions of 60 days are possible.

Test Format: Multiple choice on computer. In-person and Remote, both testing options are available. 

Test Materials: No reference materials are permitted inside the testing center. If you are taking the test remotely, you cannot take a pause to eat, smoke, or look into your study materials.

Cost: The application fee for the exam is $100, and the examination fee is $395. Therefore, you have to spend a total of $495 in order to take the PHR Certification Assessment. 

Retake Policy: The PHR test may be taken again. To prevent having to reapply or pay back the exam price, HRCI provides an optional Second Chance Insurance policy for an extra $250. Applicants will have to go through the full procedure again if they choose not to purchase this additional coverage. Examinees are required to wait at least 90 days before retaking the same PHR exam in either scenario. Once the $395 examination fee has been paid, a fresh set of questions will be presented to test-takers after 120 days.

Test Provider

The Professional in Human Resources (PHR) certification test is provided by the HR Certification Institute (HRCI). The PHR certification is one of several HR certifications offered by the HRCI, a reputable and well-established company. They are in charge of creating the exam questions, establishing the certification requirements, and delivering the PHR exam.

Information Sources

• HRCI.org
• GMA SHRM.org

Disclaimer – Every tutoring resource and study guide on iPREP is genuine and was created with the intention of providing tutoring. The HR Certification Institute (HRCI), which owns the PHR certification, and any other trademarks or companies listed above are not associated with iPREP.