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Earning a PHR certification can be a significant asset to HR professionals looking to advance their careers. Professional in Human Resources certification demonstrates a commitment to the HR profession, validates expertise in HR practices, and can lead to increased job opportunities and higher salaries. Additionally, maintaining the PHR certification requires ongoing professional development, ensuring that certified professionals stay current with the latest HR trends and practices.
The benefit in Obtaining the PHR Certification Exam
According to HRCI, one in two recruiters prefer candidates with a human resources certification. By having a PHR or SPHR certification, a human resources professional will stand out from other candidates and potentially receive preference over candidates without certification. The certification also shows commitment and knowledge of the sector.
More than 130,000 human resource professionals worldwide are certified and, by becoming certified, an individual connects to this network of professionals. Of the 130,000 certified human resources professionals, 8% hold vice president positions and more, 21% are directors, 33% are managers and 38% hold specialist positions.
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HRCI Professional in Human Resources Sample Questions (Q54-Q59):
NEW QUESTION # 54
The best reason for a company to establish social media policies is to:
Answer: A
Explanation:
Organizations implement social media policies primarily to limit legal liability by clarifying acceptable online behavior, protecting confidential information, and preventing harassment, defamation, or regulatory violations.
Official Extract:
"Establishing employee policies regarding communication technologies, including social media, protects the organization against liabilities related to defamation, discrimination, data breaches, and intellectual property theft." (Source: HRCI PHR Content Outline 2024-2025, Business Management Section, Risk Mitigation and Compliance)
NEW QUESTION # 55
Which of the following are established by Fair Labor Standards Act (FLSA) of 1938? Each correct answer represents a complete solution. Choose three.
Answer: A,B,D
NEW QUESTION # 56
Martha is the HR Professional for her organization and she's working with her team to complete non- quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?
Answer: B
NEW QUESTION # 57
You are the HR Professional for your organization and you're working with the management to define the role of contractors versus employees in your organization. According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor?
Answer: B
NEW QUESTION # 58
The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?
Answer: A
NEW QUESTION # 59
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