PHR Exam Dumps - Professional in Human Resources

Workforce analytics examines people data — such as turnover, engagement, productivity — and links it directly to business outcomes like profitability, customer satisfaction, and operational efficiency.

Official Extract:

"Workforce analytics use HR and organizational data to identify patterns and correlations between human capital and business performance outcomes."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Workforce Analytics and HR Metrics)

Effective coaching relationships are built on being prepared, ensuring a distraction-free environment, and listening actively to the employee’s concerns. These build trust and openness.

Official Extract:

"Successful coaching involves active listening, preparation, minimizing interruptions, and creating a supportive environment to facilitate honest discussion."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Coaching and Mentoring Skills)

To operate as a strategic business partner, HR must understand how other departments (finance, operations, marketing) function and contribute to business goals. This enables HR to align initiatives with the company’s broader strategy.

Official Extract:

"Strategic HR requires a deep understanding of operational areas and the ability to integrate human capital strategies into the overall business framework."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Business Acumen)

In religious institutions like a Catholic university, requiring certain employees (especially faculty) to adhere to religious standards is generally permissible under the ministerial exception and Title VII protections for religious organizations.

Official Extract:

"Religious organizations are permitted to require employees who perform religious functions to conform to the institution’s religious beliefs and practices."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Employment Law Compliance – Religious Exceptions)

Wage garnishments and other personal financial/legal documents must be stored separately from general personnel files to protect confidentiality and comply with data privacy regulations.

Official Extract:

"Confidential records, including wage garnishments, medical records, and background checks, must be maintained separately from personnel files to ensure privacy and legal compliance."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Recordkeeping and Confidentiality Standards)

When an employee shows emotional distress or personal issues affecting work, referring them to an Employee Assistance Program (EAP) offers confidential support and resources to address personal challenges, benefiting both the employee and the organization.

Official Extract:

"HR should encourage EAP referrals when employees exhibit signs of emotional distress to provide professional support without escalating disciplinary actions unnecessarily."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, EAP Utilization)

Including a neutral option allows respondents to honestly indicate when they have no experience or opinion about a survey item, improving the accuracy of survey data.

Official Extract:

"Effective survey design includes neutral or ‘no opinion’ options to allow respondents without direct experience to avoid skewing results."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Survey Development and Feedback Mechanisms)

Under USERRA, employers must continue offering health coverage at the same cost as active employees for up to 24 months during military service.

Official Extract:

"Employers must maintain health coverage for employees on military leave at the same contribution rates as if the employee had remained actively employed."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, USERRA Compliance)