PHR: Professional in Human Resources
PDFs and exam guides are not so efficient, right? Prepare for your HRCI examination with our training course. The PHR course contains a complete batch of videos that will provide you with profound and thorough knowledge related to HRCI certification exam. Pass the HRCI PHR test with flying colors.
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4.56
Students
136
Duration
05:54:31 h
$16.49
$14.99
Curriculum for PHR Certification Video Course
The Human Resources Certification Program
4 Lectures
Time 00:37:00
Human Resources Core Knowledge - Skills, Concepts, and Tools
19 Lectures
Time 01:10:00
Human Resources Core Knowledge - Functions and Activities
21 Lectures
Time 01:14:00
Business Management and Strategy - The HR Function and Business Environment
24 Lectures
Time 01:20:00
Business Management and Strategy - The HR and the Strategic Planning Process
27 Lectures
Time 01:30:00
Business Management and Strategy - The HR Functions and Roles
22 Lectures
Time 01:31:00
Workplace Planning and Employment - Employment Legislation
22 Lectures
Time 01:29:00
Workplace Planning and Employment - Recruitment Strategies
26 Lectures
Time 01:35:00
Workplace Planning and Employment - Sourcing and Selectiong Candidates
29 Lectures
Time 01:51:00
Workplace Planning and Employment - Orientation, Onboarding and Exit Strategy
24 Lectures
Time 02:00:00
Human Resource Development - Regulations and Organizational Development
25 Lectures
Time 01:39:00
Human Resource Development - Employee Training
20 Lectures
Time 01:02:00
Human Resource Development - Performance Appraisal and Talent Management
24 Lectures
Time 01:26:00
Compensation and Benefits - Regulations, Strategies and Needs Assessment
30 Lectures
Time 02:07:00
Compensation and Benefits - Managing Policies, Programs and Activities
20 Lectures
Time 00:59:00
Compensation and Benefits - Organizational Responsibilities
19 Lectures
Time 01:06:00
Employee and Labor Relationships - Employment Regulations and Organizational Program
27 Lectures
Time 01:49:00
Employee and Labor Relationships - Behavior and Disciplinary Issues and Resolut
25 Lectures
Time 01:16:00
Employee and Labor Relationships - Unions and Collective Bargaining
24 Lectures
Time 01:31:00
Risk Management - Organizational Risk and Safety and Health Legislation
26 Lectures
Time 01:37:00
Risk Management - Workplace Safety, Security and Privacy
21 Lectures
Time 01:29:00
| Name of Video | Time |
|---|---|
 1. The Influence of Contemporary HR |
1:00 |
2. Program Overview (2) |
11:00 |
3. Program Overview (3) |
12:00 |
4. Program Overview (4) |
13:00 |
| Name of Video | Time |
|---|---|
1. PHR and SPHR Exam Considerations (1) |
2:00 |
2. PHR and SPHR Exam Considerations (2) |
3:00 |
3. PHR and SPHR Exam Considerations (3) |
3:00 |
4. PHR and SPHR Exam Considerations (4) |
2:00 |
5. PHR and SPHR Exam Considerations (5) |
3:00 |
6. Key HR Skills and Concepts (1) |
4:00 |
7. Key HR Skills and Concepts (2) |
4:00 |
8. Key HR Skills and Concepts (3) |
4:00 |
9. Key HR Skills and Concepts (4) |
10:00 |
10. HR Concepts and Applications (1) |
3:00 |
11. HR Concepts and Applications (2) |
3:00 |
12. HR Concepts and Applications (3) |
2:00 |
13. HR Concepts and Applications (4) |
3:00 |
14. HR Concepts and Applications (5) |
3:00 |
15. Strategic Considerations in the HR Function (1) |
3:00 |
16. Strategic Considerations in the HR Function (2) |
4:00 |
17. Strategic Considerations in the HR Function (3) |
3:00 |
18. Strategic Considerations in the HR Function (4) |
9:00 |
19. Human Resources Core Knowledge - Skills, Concepts, and Tools |
2:00 |
| Name of Video | Time |
|---|---|
1. Personnel management and administrative functions (1) |
3:00 |
2. Personnel management and administrative functions (2) |
4:00 |
3. Personnel management and administrative functions (3) |
3:00 |
4. Personnel management and administrative functions (4) |
2:00 |
5. Personnel management and administrative functions (5) |
2:00 |
6. Personnel management and administrative functions - Review |
9:00 |
7. Analysis, Financial Management, and Vendor Management (1) |
3:00 |
8. Analysis, Financial Management, and Vendor Management (2) |
2:00 |
9. Analysis, Financial Management, and Vendor Management (3) |
3:00 |
10. Analysis, Financial Management, and Vendor Management - Review |
12:00 |
11. Tools and techniques to support HR activities (1) |
3:00 |
12. Tools and techniques to support HR activities (2) |
4:00 |
13. Tools and techniques to support HR activities (3) |
2:00 |
14. Tools and techniques to support HR activities (4) |
2:00 |
15. Tools and techniques to support HR activities - Review |
4:00 |
16. Project Management Concepts and Applications (1) |
2:00 |
17. Project Management Concepts and Applications (2) |
2:00 |
18. Project Management Concepts and Applications (3) |
2:00 |
19. Project Management Concepts and Applications (4) |
2:00 |
20. Project Management Concepts and Applications - Review |
6:00 |
21. Human Resources Core Knowledge - Functions and Activities |
2:00 |
| Name of Video | Time |
|---|---|
1. Elements of an Organizational Strategy (1) |
2:00 |
2. Elements of an Organizational Strategy (2) |
2:00 |
3. Elements of an Organizational Strategy (3) |
2:00 |
4. Elements of an Organizational Strategy (4) |
3:00 |
5. Elements of an Organizational Strategy (5) |
2:00 |
6. Elements of an Organizational Strategy (6) |
3:00 |
7. Elements of an Organizational Strategy (7) |
3:00 |
8. Elements of an Organizational Strategy (8) |
10:00 |
9. Key Strategic Business Concepts (1) |
3:00 |
10. Key Strategic Business Concepts (2) |
4:00 |
11. Key Strategic Business Concepts (3) |
3:00 |
12. Key Strategic Business Concepts (4) |
2:00 |
13. Key Strategic Business Concepts (5) |
2:00 |
14. Analyzing the Business Environment (1) |
3:00 |
15. Analyzing the Business Environment (2) |
4:00 |
16. Analyzing the Business Environment (3) |
5:00 |
17. Analyzing the Business Environment (4) |
4:00 |
18. Legislative and Regulatory Process (1) |
3:00 |
19. Legislative and Regulatory Process (2) |
2:00 |
20. Legislative and Regulatory Process (3) |
2:00 |
21. Legislative and Regulatory Process (4) |
3:00 |
22. Legislative and Regulatory Process (5) |
3:00 |
23. Legislative and Regulatory Process (6) |
7:00 |
24. Business Management and Strategy - The HR Function and Business Environment |
3:00 |
| Name of Video | Time |
|---|---|
1. Strategic Planning Process and the Role of HR (1) |
3:00 |
2. Strategic Planning Process and the Role of HR (2) |
3:00 |
3. Strategic Planning Process and the Role of HR (3) |
2:00 |
4. Strategic Planning Process and the Role of HR (4) |
2:00 |
5. Strategic Planning Process and the Role of HR (5) |
2:00 |
6. Strategic Planning Process and the Role of HR (6) |
3:00 |
7. Strategic Planning Process and the Role of HR (7) |
9:00 |
8. Organizational Life Cycle and Structure (1) |
2:00 |
9. Organizational Life Cycle and Structure (2) |
3:00 |
10. Organizational Life Cycle and Structure (3) |
1:00 |
11. Organizational Life Cycle and Structure (4) |
2:00 |
12. Organizational Life Cycle and Structure (5) |
2:00 |
13. Organizational Life Cycle and Structure (6) |
2:00 |
14. Organizational Life Cycle and Structure (7) |
2:00 |
15. Organizational Life Cycle and Structure (8) |
2:00 |
16. Organizational Life Cycle and Structure (9) |
2:00 |
17. Organizational Life Cycle and Structure (10) |
4:00 |
18. Organizational Life Cycle and Structure (11) |
10:00 |
19. Cost-benefit Analysis and Life Cycle Planning (1) |
3:00 |
20. Cost-benefit Analysis and Life Cycle Planning (2) |
3:00 |
21. Cost-benefit Analysis and Life Cycle Planning (3) |
4:00 |
22. Cost-benefit Analysis and Life Cycle Planning (4) |
6:00 |
23. Budgetary Planning and HR Information (1) |
2:00 |
24. Budgetary Planning and HR Information (2) |
4:00 |
25. Budgetary Planning and HR Information (3) |
3:00 |
26. Budgetary Planning and HR Information (4) |
6:00 |
27. Business Management and Strategy - HR and the Strategic Planning Process |
3:00 |
| Name of Video | Time |
|---|---|
1. Key Management Functions (1) |
4:00 |
2. Key Management Functions (2) |
4:00 |
3. Key Management Functions (3) |
2:00 |
4. Key Management Functions (4) |
3:00 |
5. Key Management Functions (5) |
10:00 |
6. Managing Organizational Change (1) |
2:00 |
7. Managing Organizational Change (2) |
3:00 |
8. Managing Organizational Change (3) |
3:00 |
9. Managing Organizational Change (4) |
2:00 |
10. Managing Organizational Change (5) |
4:00 |
11. Managing Organizational Change (6) |
11:00 |
12. Establishing Relationships and Alliances (1) |
2:00 |
13. Establishing Relationships and Alliances (2) |
3:00 |
14. Establishing Relationships and Alliances (3) |
3:00 |
15. Establishing Relationships and Alliances (4) |
4:00 |
16. Establishing Relationships and Alliances (5) |
11:00 |
17. Participating in Enterprise Risk Management (1) |
3:00 |
18. Participating in Enterprise Risk Management (2) |
2:00 |
19. Participating in Enterprise Risk Management (3) |
3:00 |
20. Participating in Enterprise Risk Management (3) |
3:00 |
21. Participating in Enterprise Risk Management (4) |
7:00 |
22. Business Management and Strategy - HR Functions and Roles |
2:00 |
| Name of Video | Time |
|---|---|
1. Employment legislation and compliance (1) |
4:00 |
2. Employment legislation and compliance (2) |
4:00 |
3. Employment legislation and compliance (3) |
3:00 |
4. Employment legislation and compliance (4) |
3:00 |
5. Employment legislation and compliance (5) |
4:00 |
6. Employment legislation and compliance (6) |
7:00 |
7. Affirmative Action Planning and Equal Employment Opportunity (1) |
2:00 |
8. Affirmative Action Planning and Equal Employment Opportunity (2) |
3:00 |
9. Affirmative Action Planning and Equal Employment Opportunity (3) |
3:00 |
10. Affirmative Action Planning and Equal Employment Opportunity (4) |
4:00 |
11. Affirmative Action Planning and Equal Employment Opportunity (5) |
10:00 |
12. Internal Workforce and Staffing Effectiveness Assessment (1) |
4:00 |
13. Internal Workforce and Staffing Effectiveness Assessment (2) |
5:00 |
14. Internal Workforce and Staffing Effectiveness Assessment (3) |
5:00 |
15. Internal Workforce and Staffing Effectiveness Assessment (4) |
5:00 |
16. Internal Workforce and Staffing Effectiveness Assessment (5) |
4:00 |
17. Workforce Planning Techniques and Metrics (1) |
3:00 |
18. Workforce Planning Techniques and Metrics (2) |
4:00 |
19. Workforce Planning Techniques and Metrics (3) |
2:00 |
20. Workforce Planning Techniques and Metrics (4) |
3:00 |
21. Workforce Planning Techniques and Metrics (5) |
4:00 |
22. Workforce Planning and Employment- Employment Legislation |
3:00 |
| Name of Video | Time |
|---|---|
1. Job analysis and job functions (1) |
3:00 |
2. Job analysis and job functions (2) |
2:00 |
3. Job analysis and job functions (3) |
2:00 |
4. Job analysis and job functions (4) |
3:00 |
5. Job analysis and job functions (5) |
3:00 |
6. Job analysis and job functions (6) |
4:00 |
7. Job analysis and job functions (7) |
8:00 |
8. Hiring, Retention, and Promotion Criteria (1) |
3:00 |
9. Hiring, Retention, and Promotion Criteria (2) |
4:00 |
10. Hiring, Retention, and Promotion Criteria (3) |
4:00 |
11. Hiring, Retention, and Promotion Criteria (4) |
3:00 |
12. Hiring, Retention, and Promotion Criteria (5) |
3:00 |
13. Hiring, Retention, and Promotion Criteria (6) |
9:00 |
14. Recruitment Strategies (1) |
4:00 |
15. Recruitment Strategies (2) |
5:00 |
16. Recruitment Strategies (3) |
2:00 |
17. Recruitment Strategies (4) |
3:00 |
18. Recruitment Strategies (5) |
3:00 |
19. Recruitment Strategies (6) |
3:00 |
20. Staffing Alternatives and Labor Market Assessment (1) |
2:00 |
21. Staffing Alternatives and Labor Market Assessment (2) |
3:00 |
22. Staffing Alternatives and Labor Market Assessment (3) |
4:00 |
23. Staffing Alternatives and Labor Market Assessment (4) |
4:00 |
24. Staffing Alternatives and Labor Market Assessment (5) |
3:00 |
25. Staffing Alternatives and Labor Market Assessment (6) |
6:00 |
26. Workforce Planning and Employment- Recruitment Strategies |
2:00 |
| Name of Video | Time |
|---|---|
1. Internal and External Recruitment Sources and Employment Branding (1) |
3:00 |
2. Internal and External Recruitment Sources and Employment Branding (2) |
3:00 |
3. Internal and External Recruitment Sources and Employment Branding (3) |
2:00 |
4. Internal and External Recruitment Sources and Employment Branding (4) |
3:00 |
5. Internal and External Recruitment Sources and Employment Branding (5) |
2:00 |
6. Internal and External Recruitment Sources and Employment Branding (6) |
9:00 |
7. Internal and External Recruitment Sources and Employment Branding (7) |
4:00 |
8. Develop and Implement Selection Procedures (1) |
4:00 |
9. Develop and Implement Selection Procedures (2) |
3:00 |
10. Develop and Implement Selection Procedures (3) |
3:00 |
11. Develop and Implement Selection Procedures (4) |
3:00 |
12. Develop and Implement Selection Procedures (4) |
3:00 |
13. Develop and Implement Selection Procedures (6) |
2:00 |
14. Develop and Implement Selection Procedures (7) |
2:00 |
15. Selection Tests and Interviews (1) |
3:00 |
16. Selection Tests and Interviews (2) |
3:00 |
17. Selection Tests and Interviews (3) |
3:00 |
18. Selection Tests and Interviews (4) |
3:00 |
19. Selection Tests and Interviews (5) |
5:00 |
20. Selection Tests and Interviews (6) |
4:00 |
21. Selection Tests and Interviews (7) |
16:00 |
22. Make Offers and Conduct Negotiations (1) |
4:00 |
23. Make Offers and Conduct Negotiations (2) |
4:00 |
24. Make Offers and Conduct Negotiations (3) |
3:00 |
25. Make Offers and Conduct Negotiations (4) |
2:00 |
26. Make Offers and Conduct Negotiations (5) |
2:00 |
27. Make Offers and Conduct Negotiations (6) |
3:00 |
28. Make Offers and Conduct Negotiations (7) |
8:00 |
29. Workforce Planning and Employment- Sourcing and Selecting Candidates |
2:00 |
| Name of Video | Time |
|---|---|
1. Post-offer Employment Activities (1) |
3:00 |
2. Post-offer Employment Activities (2) |
4:00 |
3. Post-offer Employment Activities (3) |
5:00 |
4. Post-offer Employment Activities (4) |
3:00 |
5. Post-offer Employment Activities (5) |
3:00 |
6. Post-offer Employment Activities (6) |
11:00 |
7. Orientation and Onboarding Processes (1) |
5:00 |
8. Orientation and Onboarding Processes (2) |
4:00 |
9. Orientation and Onboarding Processes (3) |
4:00 |
10. Orientation and Onboarding Processes (4) |
3:00 |
11. Orientation and Onboarding Processes (5) |
12:00 |
12. Employee Retention Strategies and Practices (1) |
4:00 |
13. Employee Retention Strategies and Practices (2) |
3:00 |
14. Employee Retention Strategies and Practices (3) |
3:00 |
15. Employee Retention Strategies and Practices (4) |
4:00 |
16. Employee Retention Strategies and Practices (5) |
11:00 |
17. Organizational Exits and Reductions in Force (1) |
3:00 |
18. Organizational Exits and Reductions in Force (2) |
5:00 |
19. Organizational Exits and Reductions in Force (3) |
3:00 |
20. Organizational Exits and Reductions in Force (4) |
3:00 |
21. Organizational Exits and Reductions in Force (5) |
3:00 |
22. Organizational Exits and Reductions in Force (6) |
3:00 |
23. Organizational Exits and Reductions in Force (7) |
16:00 |
24. Workforce Planning and Employment- Orientation, Onboarding, and Exit Strategi |
2:00 |
| Name of Video | Time |
|---|---|
1. Introduction to Human Resource Development (1) |
3:00 |
2. Introduction to Human Resource Development (2) |
4:00 |
3. Introduction to Human Resource Development (3) |
3:00 |
4. Introduction to Human Resource Development (4) |
6:00 |
5. Federal Laws and Regulations Related to HRD Activities (1) |
4:00 |
6. Federal Laws and Regulations Related to HRD Activities (2) |
3:00 |
7. Federal Laws and Regulations Related to HRD Activities (3) |
4:00 |
8. Federal Laws and Regulations Related to HRD Activities (4) |
5:00 |
9. Organizational Development Theories and Applications (1) |
4:00 |
10. Organizational Development Theories and Applications (2) |
4:00 |
11. Organizational Development Theories and Applications (3) |
7:00 |
12. Organizational Development Analyses (1) |
4:00 |
13. Organizational Development Analyses (2) |
2:00 |
14. Organizational Development Analyses (3) |
3:00 |
15. Organizational Development Analyses (4) |
4:00 |
16. Organizational Development Analyses (5) |
2:00 |
17. Organizational Development Analyses (6) |
7:00 |
18. Employee Development Theories (1) |
5:00 |
19. Employee Development Theories (2) |
4:00 |
20. Employee Development Theories (3) |
2:00 |
21. Employee Development Theories (4) |
3:00 |
22. Employee Development Theories (5) |
2:00 |
23. Employee Development Theories (6) |
2:00 |
24. Employee Development Theories (7) |
10:00 |
25. Human Resource Development- Regulations and Organizational Development |
2:00 |
| Name of Video | Time |
|---|---|
1. Assessing an Organization's Training Needs (1) |
2:00 |
2. Assessing an Organization's Training Needs (2) |
2:00 |
3. Assessing an Organization's Training Needs (3) |
3:00 |
4. Assessing an Organization's Training Needs (4) |
2:00 |
5. Assessing an Organization's Training Needs (5) |
7:00 |
6. Training Program Development Techniques (1) |
3:00 |
7. Training Program Development Techniques (2) |
2:00 |
8. Training Program Development Techniques (3) |
4:00 |
9. Training Program Development Techniques (4) |
3:00 |
10. Training Program Development Techniques (5) |
2:00 |
11. Training Program Development Techniques (6) |
7:00 |
12. Implement and Facilitate Employee Training Programs (1) |
3:00 |
13. Implement and Facilitate Employee Training Programs (2) |
2:00 |
14. Implement and Facilitate Employee Training Programs (3) |
1:00 |
15. Implement and Facilitate Employee Training Programs (4) |
6:00 |
16. Techniques to Assess Training Program Effectiveness (1) |
3:00 |
17. Techniques to Assess Training Program Effectiveness (2) |
2:00 |
18. Techniques to Assess Training Program Effectiveness (3) |
3:00 |
19. Techniques to Assess Training Program Effectiveness (4) |
3:00 |
20. Human Resource Development- Employee Training |
2:00 |
| Name of Video | Time |
|---|---|
1. Develop and Evaluate Performance Programs (1) |
3:00 |
2. Develop and Evaluate Performance Programs (2) |
3:00 |
3. Develop and Evaluate Performance Programs (3) |
4:00 |
4. Develop and Evaluate Performance Programs (4) |
3:00 |
5. Develop and Evaluate Performance Programs (5) |
4:00 |
6. Develop and Evaluate Performance Programs (6) |
9:00 |
7. Performance Appraisal Methods (1) |
3:00 |
8. Performance Appraisal Methods (2) |
3:00 |
9. Performance Appraisal Methods (3) |
3:00 |
10. Performance Appraisal Methods (4) |
3:00 |
11. Performance Appraisal Methods (5) |
3:00 |
12. Performance Appraisal Methods (6) |
10:00 |
13. Develop and Evaluate Talent Programs (1) |
3:00 |
14. Develop and Evaluate Talent Programs (2) |
3:00 |
15. Develop and Evaluate Talent Programs (3) |
2:00 |
16. Develop and Evaluate Talent Programs (4) |
2:00 |
17. Develop and Evaluate Talent Programs (5) |
5:00 |
18. Leadership Development (1) |
3:00 |
19. Leadership Development (2) |
2:00 |
20. Leadership Development (3) |
2:00 |
21. Leadership Development (4) |
2:00 |
22. Leadership Development (5) |
4:00 |
23. Leadership Development (6) |
5:00 |
24. Human Resource Development- Performance Appraisals and Talent Management |
2:00 |
| Name of Video | Time |
|---|---|
1. Compensation Legislation (1) |
3:00 |
2. Compensation Legislation (2) |
3:00 |
3. Compensation Legislation (3) |
5:00 |
4. Compensation Legislation (4) |
3:00 |
5. Compensation Legislation (5) |
3:00 |
6. Compensation Legislation (6) |
4:00 |
7. Compensation Legislation (7) |
4:00 |
8. Compensation Legislation (8) |
8:00 |
9. Compensation Legislation (9) |
8:00 |
10. Legislation Affecting Benefits (1) |
4:00 |
11. Legislation Affecting Benefits (2) |
4:00 |
12. Legislation Affecting Benefits (3) |
3:00 |
13. Legislation Affecting Benefits (4) |
3:00 |
14. Legislation Affecting Benefits (5) |
2:00 |
15. Legislation Affecting Benefits (6) |
5:00 |
16. Legislation Affecting Benefits (7) |
6:00 |
17. Tax and Benefits Legislation and Compensation Accounting Practices (1) |
3:00 |
18. Tax and Benefits Legislation and Compensation Accounting Practices (2) |
4:00 |
19. Tax and Benefits Legislation and Compensation Accounting Practices (3) |
4:00 |
20. Tax and Benefits Legislation and Compensation Accounting Practices (4) |
10:00 |
21. Common Compensation and Benefits Strategies (1) |
4:00 |
22. Common Compensation and Benefits Strategies (2) |
3:00 |
23. Common Compensation and Benefits Strategies (3) |
3:00 |
24. Common Compensation and Benefits Strategies (4) |
3:00 |
25. Common Compensation and Benefits Strategies (5) |
5:00 |
26. Common Compensation and Benefits Strategies (6) |
4:00 |
27. Needs Assessment (1) |
3:00 |
28. Needs Assessment (2) |
3:00 |
29. Needs Assessment (3) |
7:00 |
30. Compensation and Benefits- Regulations, Strategies, and Needs Assessment |
3:00 |
| Name of Video | Time |
|---|---|
1. Job Evaluation, Pricing, and Pay Structures (1) |
3:00 |
2. Job Evaluation, Pricing, and Pay Structures (2) |
3:00 |
3. Job Evaluation, Pricing, and Pay Structures (3) |
2:00 |
4. Job Evaluation, Pricing, and Pay Structures (4) |
3:00 |
5. Job Evaluation, Pricing, and Pay Structures (5) |
4:00 |
6. Job Evaluation, Pricing, and Pay Structures (6) |
6:00 |
7. Organizational pay programs (1) |
2:00 |
8. Organizational pay programs (2) |
2:00 |
9. Organizational pay programs (3) |
1:00 |
10. Organizational pay programs (4) |
3:00 |
11. Organizational pay programs (5) |
3:00 |
12. Compensation Policies and Programs (1) |
3:00 |
13. Compensation Policies and Programs (2) |
2:00 |
14. Compensation Policies and Programs (3) |
3:00 |
15. Compensation Policies and Programs (4) |
5:00 |
16. Managing Payroll-related Information (1) |
2:00 |
17. Managing Payroll-related Information (2) |
3:00 |
18. Managing Payroll-related Information (3) |
2:00 |
19. Managing Payroll-related Information (4) |
5:00 |
20. Compensation and Benefits- Managing Policies, Programs, and Activities |
2:00 |
| Name of Video | Time |
|---|---|
1. Noncash Compensation Methods (1) |
3:00 |
2. Noncash Compensation Methods (2) |
3:00 |
3. Noncash Compensation Methods (3) |
3:00 |
4. Noncash Compensation Methods (4) |
3:00 |
5. Noncash Compensation Methods (5) |
7:00 |
6. Common Benefits Programs (1) |
4:00 |
7. Common Benefits Programs (2) |
3:00 |
8. Common Benefits Programs (3) |
2:00 |
9. Common Benefits Programs (4) |
3:00 |
10. Common Benefits Programs (5) |
6:00 |
11. Fiduciary Responsibilities (1) |
3:00 |
12. Fiduciary Responsibilities (2) |
3:00 |
13. Fiduciary Responsibilities (3) |
3:00 |
14. Fiduciary Responsibilities (4) |
3:00 |
15. Communication and Training (1) |
3:00 |
16. Communication and Training (2) |
3:00 |
17. Communication and Training (3) |
2:00 |
18. Communication and Training (4) |
7:00 |
19. Compensation and Benefits - Organizational Responsibilities |
2:00 |
| Name of Video | Time |
|---|---|
1. Employment Regulations and Employee Rights (1) |
3:00 |
2. Employment Regulations and Employee Rights (2) |
6:00 |
3. Employment Regulations and Employee Rights (3) |
3:00 |
4. Employment Regulations and Employee Rights (4) |
5:00 |
5. Employment Regulations and Employee Rights (5) |
1:00 |
6. Employment Regulations and Employee Rights (6) |
3:00 |
7. Employment Regulations and Employee Rights (7) |
2:00 |
8. Employment Regulations and Employee Rights (8) |
4:00 |
9. Individual Employment Rights (1) |
4:00 |
10. Individual Employment Rights (2) |
3:00 |
11. Individual Employment Rights (3) |
4:00 |
12. Individual Employment Rights (4) |
3:00 |
13. Individual Employment Rights (5) |
2:00 |
14. Individual Employment Rights (6) |
3:00 |
15. Individual Employment Rights (7) |
17:00 |
16. Facilitating Positive Employee Relations (1) |
3:00 |
17. Facilitating Positive Employee Relations (2) |
2:00 |
18. Facilitating Positive Employee Relations (3) |
4:00 |
19. Facilitating Positive Employee Relations (4) |
3:00 |
20. Facilitating Positive Employee Relations (5) |
4:00 |
21. Facilitating Positive Employee Relations (6 |
10:00 |
22. Measuring Employee Relations in the Organization (1) |
3:00 |
23. Measuring Employee Relations in the Organization (2) |
3:00 |
24. Measuring Employee Relations in the Organization (3) |
2:00 |
25. Measuring Employee Relations in the Organization (4) |
3:00 |
26. Measuring Employee Relations in the Organization (5) |
7:00 |
27. Employee and Labor Relations- Employment Regulations and Organizational Programs |
2:00 |
| Name of Video | Time |
|---|---|
1. Organization Policies, Procedures, and Work Rules (1) |
2:00 |
2. Organization Policies, Procedures, and Work Rules (2) |
2:00 |
3. Organization Policies, Procedures, and Work Rules (3) |
2:00 |
4. Organization Policies, Procedures, and Work Rules (4) |
3:00 |
5. Organization Policies, Procedures, and Work Rules (5) |
3:00 |
6. Organization Policies, Procedures, and Work Rules (6) |
4:00 |
7. Workplace Behavior Issues (1) |
3:00 |
8. Workplace Behavior Issues (2) |
3:00 |
9. Workplace Behavior Issues (3) |
2:00 |
10. Workplace Behavior Issues (4) |
1:00 |
11. Workplace Behavior Issues (5) |
6:00 |
12. The Disciplinary Process (1) |
2:00 |
13. The Disciplinary Process (2) |
3:00 |
14. The Disciplinary Process (3) |
2:00 |
15. The Disciplinary Process (4) |
2:00 |
16. The Disciplinary Process (5) |
3:00 |
17. The Disciplinary Process (6) |
2:00 |
18. The Disciplinary Process (7) |
3:00 |
19. The Disciplinary Process (8) |
11:00 |
20. Grievance and Dispute Resolution (1) |
4:00 |
21. Grievance and Dispute Resolution (2) |
2:00 |
22. Grievance and Dispute Resolution (3) |
3:00 |
23. Grievance and Dispute Resolution (4) |
2:00 |
24. Grievance and Dispute Resolution (5) |
4:00 |
25. Employee and Labor Relations- Behavioral and Disciplinary Issues and Resolution |
2:00 |
| Name of Video | Time |
|---|---|
1. Labor Relations and Unionization (1) |
4:00 |
2. Labor Relations and Unionization (2) |
5:00 |
3. Labor Relations and Unionization (3) |
4:00 |
4. Labor Relations and Unionization (4) |
4:00 |
5. Labor Relations and Unionization (5) |
4:00 |
6. Labor Relations and Unionization (6) |
8:00 |
7. Unfair Labor Practices (1) |
3:00 |
8. Unfair Labor Practices (2) |
3:00 |
9. Unfair Labor Practices (3) |
2:00 |
10. Unfair Labor Practices (4) |
3:00 |
11. Unfair Labor Practices (5) |
3:00 |
12. Unfair Labor Practices (6) |
2:00 |
13. Unfair Labor Practices (7) |
8:00 |
14. Collective Bargaining (1) |
3:00 |
15. Collective Bargaining (2) |
4:00 |
16. Collective Bargaining (3) |
5:00 |
17. Collective Bargaining (4) |
4:00 |
18. Collective Bargaining (5) |
4:00 |
19. Collective Bargaining (6) |
5:00 |
20. Strikes, Picketing, and Secondary Boycotts (1) |
2:00 |
21. Strikes, Picketing, and Secondary Boycotts (2) |
3:00 |
22. Strikes, Picketing, and Secondary Boycotts (3) |
2:00 |
23. Strikes, Picketing, and Secondary Boycotts (4) |
4:00 |
24. Employee and Labor Relations- Unions and Collective Bargaining |
2:00 |
| Name of Video | Time |
|---|---|
1. Organizational Risk Management (1) |
4:00 |
2. Organizational Risk Management (2) |
4:00 |
3. Organizational Risk Management (3) |
2:00 |
4. Organizational Risk Management (4) |
2:00 |
5. Organizational Risk Management (5) |
10:00 |
6. Business Continuity and Liability Insurance (1) |
3:00 |
7. Business Continuity and Liability Insurance (2) |
2:00 |
8. Business Continuity and Liability Insurance (3) |
4:00 |
9. Business Continuity and Liability Insurance (4) |
3:00 |
10. Key Legislations- Occupational Safety and Health Act (1) |
5:00 |
11. Key Legislations- Occupational Safety and Health Act (2) |
2:00 |
12. Key Legislations- Occupational Safety and Health Act (3) |
3:00 |
13. Key Legislations- Occupational Safety and Health Act (4) |
3:00 |
14. Key Legislations- Occupational Safety and Health Act (5) |
3:00 |
15. Key Legislations- Occupational Safety and Health Act (6) |
3:00 |
16. Key Legislations- Occupational Safety and Health Act (7) |
4:00 |
17. Key Legislations- Occupational Safety and Health Act (8) |
3:00 |
18. Key Legislations- Occupational Safety and Health Act (9) |
2:00 |
19. Key Legislations- Occupational Safety and Health Act (10) |
8:00 |
20. Key Legislations- Occupational Safety and Health Act (11) |
9:00 |
21. Key Legislations- Other Workplace Safety and Security Legislations (1) |
4:00 |
22. Key Legislations- Other Workplace Safety and Security Legislations (2) |
3:00 |
23. Key Legislations- Other Workplace Safety and Security Legislations (3) |
2:00 |
24. Key Legislations- Other Workplace Safety and Security Legislations (4) |
2:00 |
25. Key Legislations- Other Workplace Safety and Security Legislations (5) |
5:00 |
26. Risk Management- Organizational Risk, Safety and Health Legislation |
2:00 |
| Name of Video | Time |
|---|---|
1. Employee Safety (1) |
3:00 |
2. Employee Safety (2) |
3:00 |
3. Employee Safety (3) |
3:00 |
4. Employee Safety (4) |
4:00 |
5. Employee Safety (5) |
3:00 |
6. Employee Safety (6) |
3:00 |
7. Employee Safety (7) |
12:00 |
8. Employee Health (1) |
5:00 |
9. Employee Health (2) |
3:00 |
10. Employee Health (3) |
2:00 |
11. Employee Health (4) |
4:00 |
12. Employee Health (5) |
7:00 |
13. Workplace Security (1) |
3:00 |
14. Workplace Security (2) |
2:00 |
15. Workplace Security (3) |
3:00 |
16. Workplace Security (4) |
4:00 |
17. Workplace Security (5) |
10:00 |
18. Workplace Privacy (1) |
2:00 |
19. Workplace Privacy (2) |
4:00 |
20. Workplace Privacy (3) |
3:00 |
21. Workplace Privacy (4) |
6:00 |
HRCI PHR Exam Dumps, Practice Test Questions
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HRCI PHR Training Course
Want verified and proven knowledge for Professional in Human Resources? Believe it's easy when you have ExamSnap's Professional in Human Resources certification video training course by your side which along with our HRCI PHR Exam Dumps & Practice Test questions provide a complete solution to pass your exam Read More.
Master HRCI PHR Certification: Comprehensive HR Training Course for Professionals
Comprehensive HRCI Exam Prep Course Based on HRBOK by the Human Resources Certification Institute
Course Overview
The HRCI PHR (Professional in Human Resources) certification is one of the most respected credentials for HR professionals around the globe. This comprehensive training course is specifically designed to prepare individuals for the PHR certification exam, equipping them with the knowledge and skills required to excel in human resource management. The course provides in-depth coverage of the five critical functional areas of HR: strategic management, workforce planning and employment, human resource development, employee and labor relations, and compensation and benefits.
Participants in this course will gain practical insights into HR practices and frameworks, including best practices for managing human capital, complying with legal regulations, and driving organizational performance. The course emphasizes real-world application through case studies, scenario-based exercises, and interactive learning modules, ensuring that learners are not only prepared for the exam but also capable of applying HR principles effectively in their organizations.
By completing this course, participants will enhance their professional credibility, increase career growth opportunities, and gain the confidence to lead HR initiatives that contribute to organizational success. The HRCI PHR training also provides participants with access to practice exams, detailed study guides, and expert-led sessions that focus on the latest trends, policies, and practices in human resource management.
This training course is ideal for individuals who want to elevate their HR expertise, improve compliance knowledge, and position themselves as strategic contributors to their organizations. Throughout the program, learners will develop a solid understanding of HR processes and tools, which will help them make informed decisions, enhance workforce productivity, and align HR practices with organizational objectives.
What You Will Learn From This Course
Gain an understanding of HR strategic management and how it aligns with business objectives
Learn the essentials of workforce planning, staffing, and talent acquisition
Understand employee development, performance management, and training strategies
Explore the fundamentals of employee relations and conflict resolution
Develop skills in designing and managing compensation and benefits programs
Master HR compliance, risk management, and ethical practices
Learn how to apply HR metrics and analytics to support organizational decision-making
Prepare effectively for the HRCI PHR exam with practical tips and strategies
Understand labor laws, employment regulations, and HR policies
Acquire tools and frameworks to support career advancement in human resources
Learning Objectives
Upon completion of this HRCI PHR training course, participants will be able to:
Demonstrate a deep understanding of human resource principles and best practices
Apply strategic HR management concepts to support organizational goals
Conduct workforce planning, recruitment, and talent development activities effectively
Manage employee performance, engagement, and retention programs
Implement compensation and benefits structures that are fair, competitive, and compliant
Navigate employee and labor relations issues with confidence and legal compliance
Utilize HR metrics and analytics to evaluate workforce effectiveness and drive improvements
Prepare for the HRCI PHR certification exam with confidence using comprehensive study materials
Develop policies, procedures, and frameworks that enhance organizational HR operations
Foster a workplace culture that supports ethical behavior, compliance, and employee well-being
Requirements
This HRCI PHR course is designed to accommodate professionals at different stages of their HR careers. While the course is comprehensive, it assumes that participants have a basic understanding of HR functions and workplace operations. Specific requirements include:
A commitment to complete all modules, assignments, and practice tests
Access to a computer or device with an internet connection for online learning modules
Basic knowledge of business operations and human resources terminology
Willingness to actively participate in scenario-based exercises and discussions
Dedication to reviewing study guides, practice exams, and other supplementary materials
Interest in pursuing the HRCI PHR certification and advancing a career in HR
Familiarity with workplace policies, employment laws, and organizational structures is helpful but not mandatory
The course is structured to provide both theoretical knowledge and practical application, ensuring that learners with varying levels of HR experience can benefit from the program.
Course Description
The HRCI PHR training course is a structured, in-depth program that prepares HR professionals to achieve certification and strengthen their human resource management expertise. The curriculum is aligned with the latest HRCI PHR exam content outline, ensuring that participants are prepared to tackle every section of the exam effectively.
The course begins with an introduction to strategic HR management, focusing on how HR supports organizational goals, develops policies, and drives workforce effectiveness. Participants learn how to align HR strategies with business objectives, understand organizational culture, and develop initiatives that enhance employee engagement and performance.
Workforce planning and employment modules cover the end-to-end recruitment process, staffing strategies, onboarding practices, and succession planning. Learners gain knowledge of best practices for talent acquisition, retention, and employee development, along with the tools to analyze HR metrics and improve workforce efficiency.
Human resource development is a core component of the course, emphasizing employee training, performance management, and career development. Participants explore strategies for designing effective learning programs, evaluating performance, and creating development plans that support both individual and organizational growth.
Employee and labor relations modules provide learners with an understanding of conflict resolution, workplace investigations, labor laws, and employee rights. This section focuses on developing skills to handle sensitive situations, mediate disputes, and ensure compliance with employment regulations.
The course also covers compensation and benefits, teaching participants how to design competitive pay structures, implement benefits programs, and manage incentives while complying with legal requirements. Additionally, risk management and compliance are explored in detail, helping learners develop policies and practices that mitigate workplace risks and uphold ethical standards.
Throughout the course, learners engage with real-world scenarios, case studies, and interactive exercises, ensuring that the knowledge gained is immediately applicable in professional settings. Participants also benefit from practice exams, quizzes, and review sessions, which enhance retention and exam readiness.
By the end of the course, participants will have a comprehensive understanding of HR functions, strategic alignment, compliance requirements, and employee management practices, positioning them for success in both the HRCI PHR exam and their HR careers.
Target Audience
The HRCI PHR certification training course is tailored for a wide range of professionals seeking to advance their careers in human resources. Ideal participants include:
HR generalists looking to enhance their knowledge and gain professional certification
HR managers aiming to strengthen leadership skills and strategic HR capabilities
Talent acquisition specialists seeking to improve recruitment and retention strategies
Employee relations professionals wanting to develop conflict resolution and compliance expertise
Compensation and benefits analysts interested in understanding pay structures and incentive programs
Professionals aspiring to obtain the HRCI PHR certification and improve career prospects
Individuals aiming to transition into HR roles from other business functions
This course is suitable for both experienced HR professionals and those who have some exposure to HR concepts but are seeking structured, exam-focused training to build confidence and credibility in their field.
Prerequisites
While the HRCI PHR training course is designed to accommodate various levels of experience, certain prerequisites will help participants maximize their learning:
A minimum of one to two years of professional experience in human resources or related functions
Basic understanding of employment laws, labor relations, and workplace policies
Familiarity with HR terminology, organizational structures, and business operations
Commitment to invest time in self-study, practice exams, and participation in interactive sessions
Access to learning tools, such as a computer or mobile device, internet connectivity, and study materials
These prerequisites ensure that learners can follow the course content effectively, engage with interactive exercises, and apply knowledge in practical settings. Even for individuals who are new to HR, this course provides foundational knowledge while progressively introducing advanced concepts that support professional growth and exam success.
Course Modules/Sections
The HRCI PHR training course is structured into multiple modules that cover the essential areas of human resource management required for professional certification. Each module is designed to provide in-depth knowledge, practical application, and exam-focused preparation. The modules are sequentially arranged to build expertise progressively, starting from foundational HR principles and advancing to strategic and specialized HR practices.
Module 1: Strategic Human Resource Management
This module introduces learners to the concept of strategic HR management, emphasizing how human resources align with overall business objectives. Topics covered include HR strategy development, workforce planning, organizational culture, and the role of HR in driving organizational performance. Participants will learn how to create policies and initiatives that support organizational goals, measure HR effectiveness, and contribute to leadership decision-making processes.
Module 2: Workforce Planning and Employment
In this module, participants explore the end-to-end processes of workforce planning and staffing. Key topics include talent acquisition strategies, recruitment methods, employee selection, onboarding, retention, and succession planning. Learners will gain insight into best practices for attracting and retaining top talent, using workforce analytics to inform hiring decisions, and developing staffing strategies that align with business needs.
Module 3: Human Resource Development
This module focuses on employee growth and performance enhancement through training, development, and career management. Topics include designing and implementing effective training programs, evaluating employee performance, developing career paths, and fostering a culture of continuous learning. Participants will also learn how to identify skill gaps, create development plans, and apply performance management frameworks to maximize employee potential.
Module 4: Employee and Labor Relations
The employee and labor relations module provides comprehensive coverage of workplace relationships, conflict management, and compliance with employment laws. Learners will explore topics such as grievance handling, dispute resolution, collective bargaining, labor laws, employee rights, and ethical practices. This module equips participants with the skills to manage employee relations effectively, reduce workplace conflicts, and ensure legal compliance.
Module 5: Compensation and Benefits
Participants in this module gain a deep understanding of compensation structures, benefit programs, and incentives that motivate employees while complying with legal regulations. Key topics include salary administration, pay scales, bonus structures, retirement plans, health benefits, and compliance with wage and hour laws. Learners will develop the ability to design competitive compensation packages that attract and retain talent while supporting organizational objectives.
Module 6: Risk Management and Compliance
The risk management and compliance module emphasizes the importance of legal and ethical practices in HR. Topics include workplace safety, employment law compliance, regulatory requirements, risk assessment, and ethical decision-making. Participants will learn strategies to minimize risks, implement compliant HR policies, and respond effectively to workplace challenges.
Module 7: HR Metrics and Analytics
In this module, learners explore the use of data and analytics in human resource management. Topics include key performance indicators, HR dashboards, workforce metrics, data-driven decision-making, and predictive analytics. Participants will gain the skills to analyze HR data, evaluate organizational effectiveness, and inform strategic initiatives that enhance workforce performance.
Module 8: Exam Preparation and Review
The final module focuses on preparing learners for the HRCI PHR certification exam. Participants engage in practice tests, scenario-based exercises, and review sessions covering all exam domains. This module reinforces learning, identifies knowledge gaps, and builds confidence for successful exam completion.
Key Topics Covered
The HRCI PHR course encompasses a broad range of topics essential for HR professionals. These topics are aligned with the latest exam requirements and industry best practices, ensuring that learners acquire both theoretical knowledge and practical skills.
Strategic HR management, including policy development, HR alignment with business goals, and organizational effectiveness
Workforce planning techniques, recruitment, selection, and retention strategies
Talent development, training program design, performance appraisal methods, and career management
Employee relations, conflict resolution, grievance handling, and ethical HR practices
Compensation and benefits planning, salary administration, incentive structures, and compliance
Legal compliance, labor laws, workplace safety, and risk management
HR metrics, data analysis, and reporting to support informed decision-making
HR technology applications, including HRIS systems, analytics tools, and performance tracking platforms
Leadership and management skills, including strategic thinking, team development, and organizational communication
Exam-focused strategies, including practice questions, case studies, and mock tests
These key topics are covered through detailed lessons, interactive exercises, real-world examples, and practical scenarios. The content is designed to be relevant to current HR practices and applicable across diverse organizational settings, enabling participants to immediately apply their knowledge in professional roles.
Teaching Methodology
The HRCI PHR training course employs a blended teaching methodology designed to accommodate different learning styles and professional schedules. The course combines theoretical instruction, practical application, and interactive learning to ensure comprehensive understanding and skill development.
Instructor-Led Sessions
Experienced HR professionals and certified trainers lead interactive sessions that provide insights into complex HR concepts and real-world applications. These sessions include lectures, group discussions, and case studies, allowing participants to learn from expert experience and practical examples.
Online Learning Modules
Participants have access to self-paced online modules that cover all aspects of the HRCI PHR curriculum. These modules include multimedia content, interactive quizzes, and scenario-based exercises to reinforce learning and allow flexible study schedules.
Case Studies and Real-World Scenarios
The course incorporates case studies and workplace scenarios to simulate real HR challenges. Participants apply their knowledge to solve problems, make decisions, and develop HR strategies, fostering critical thinking and practical application.
Practice Exams and Quizzes
Regular assessments through practice exams and quizzes help learners evaluate their understanding, identify areas for improvement, and build confidence for the certification exam. These exercises mirror the format and content of the actual HRCI PHR exam, providing realistic preparation.
Collaborative Learning
Participants engage in discussion forums, group exercises, and peer reviews, promoting collaboration and knowledge sharing. These interactions allow learners to gain multiple perspectives, develop teamwork skills, and deepen their understanding of HR concepts.
Continuous Feedback and Support
Trainers provide ongoing feedback, answer questions, and offer guidance throughout the course. Learners receive personalized recommendations to strengthen weak areas, clarify concepts, and enhance exam readiness.
Resource Materials
Comprehensive study guides, reference materials, and supplemental resources are provided to support learning. Participants have access to up-to-date HR guidelines, policies, and industry best practices to ensure content relevance.
This multi-faceted teaching methodology ensures that learners develop both theoretical knowledge and practical skills, preparing them for certification and professional success.
Assessment & Evaluation
Assessment and evaluation are integral components of the HRCI PHR training course, designed to ensure that participants achieve mastery of the subject matter and are well-prepared for the certification exam.
Formative Assessment
Throughout the course, learners complete formative assessments, including quizzes, short assignments, and interactive exercises. These assessments provide continuous feedback, allowing participants to monitor their progress, reinforce learning, and address knowledge gaps promptly.
Summative Assessment
At the end of each module, summative assessments evaluate participants’ understanding of the key topics covered. These assessments include multiple-choice questions, scenario-based questions, and case study analyses that reflect real-world HR challenges.
Practice Exams
Participants have access to full-length practice exams that simulate the HRCI PHR certification test. These practice exams are timed and structured according to the official exam format, helping learners develop exam-taking strategies, time management skills, and confidence.
Performance Evaluation
Trainers assess participant performance based on engagement, participation, and the ability to apply concepts in practical scenarios. Feedback is provided to help learners improve critical thinking, problem-solving, and decision-making skills in HR contexts.
Self-Assessment Tools
Learners are encouraged to use self-assessment tools, reflection exercises, and progress tracking features to evaluate their own understanding. These tools help identify areas of strength, recognize topics needing additional review, and create personalized study plans.
Certification Readiness Evaluation
Before the HRCI PHR exam, learners undergo a comprehensive evaluation to ensure readiness. This evaluation includes reviewing exam objectives, analyzing practice exam results, and reinforcing knowledge in weaker areas. Personalized guidance is provided to maximize exam success.
Continuous Improvement
Feedback from assessments, practice exams, and instructor evaluations is used to continuously refine the learning experience. Participants are encouraged to reflect on their performance, adapt study strategies, and engage with supplemental materials to strengthen mastery of HR concepts.
By combining multiple assessment methods, the course ensures that participants gain a thorough understanding of HR principles, practical skills, and exam readiness. The evaluation process is designed to build confidence, reinforce learning, and enhance professional competence in human resource management.
Benefits of the Course
The HRCI PHR training course provides numerous benefits for HR professionals who are aiming to advance their careers and gain recognized expertise in human resource management. This program is not only focused on preparing participants for the HRCI PHR certification exam but also on equipping them with practical skills that can be applied in diverse workplace environments.
One of the primary benefits of this course is career advancement. By obtaining the HRCI PHR certification, professionals demonstrate their commitment to the HR field, which can significantly enhance their credibility and open doors to higher-level positions. Certified HR professionals are often considered more competitive candidates for managerial and specialist roles, including HR manager, talent acquisition lead, employee relations specialist, and compensation analyst. Employers recognize the PHR certification as evidence of a deep understanding of HR principles, compliance requirements, and strategic decision-making.
Another major benefit is the comprehensive knowledge gained across core HR areas. Participants learn about strategic human resource management, workforce planning, talent acquisition, employee development, labor relations, compensation and benefits, HR compliance, and analytics. This breadth of knowledge ensures that learners are well-prepared to handle real-world HR challenges, make informed decisions, and contribute to organizational goals effectively.
The course also emphasizes practical application. Through case studies, scenario-based exercises, and hands-on learning modules, participants develop the ability to apply HR theories and frameworks in workplace contexts. This experiential learning approach ensures that the knowledge gained is not purely theoretical but translates into actionable skills that improve workforce management, employee engagement, and organizational performance.
Furthermore, the training course improves problem-solving and decision-making capabilities. By working through complex HR scenarios, participants learn how to assess situations, evaluate options, and implement solutions that are legally compliant, ethically sound, and aligned with business objectives. This skill development is essential for HR professionals seeking to take on leadership roles or influence HR strategy within their organizations.
The course also enhances exam readiness and confidence. With access to practice exams, quizzes, and review sessions, participants can evaluate their progress, identify areas needing improvement, and build test-taking strategies that maximize performance. By simulating the certification exam environment, the course reduces anxiety and increases the likelihood of passing the HRCI PHR exam on the first attempt.
Networking is another valuable benefit of the course. Participants have opportunities to interact with instructors and peers, share experiences, and discuss best practices in human resource management. These interactions create a supportive learning community, foster professional connections, and allow learners to gain insights into diverse HR practices and organizational cultures.
Lastly, completing the HRCI PHR course demonstrates a commitment to professional growth and lifelong learning. HR professionals who pursue this certification are seen as proactive, knowledgeable, and dedicated to maintaining high standards in the HR field. This dedication can lead to enhanced recognition, career mobility, and the ability to influence HR policies and initiatives within an organization.
Course Duration
The HRCI PHR training course is designed to accommodate the schedules of busy professionals while ensuring comprehensive coverage of the exam content and practical HR applications. The duration of the course depends on the learning format chosen and the pace at which participants wish to progress.
For self-paced online learners, the course typically spans 6 to 8 weeks, with participants completing modules, exercises, and practice exams according to their own schedule. This format provides flexibility for working professionals who may need to balance learning with job responsibilities, family commitments, or other personal obligations. Self-paced learning also allows participants to review challenging topics multiple times and focus on areas where they need additional support.
Instructor-led classes provide a more structured learning experience, generally conducted over 6 to 10 weeks. These sessions are scheduled during weekdays, evenings, or weekends, depending on the program and participants’ availability. Instructor-led courses include live lectures, group discussions, interactive exercises, and Q&A sessions, offering real-time guidance and support from certified HR experts.
Hybrid learning options combine self-paced online modules with scheduled instructor-led sessions, giving participants the flexibility to study independently while benefiting from direct interaction with trainers. This blended approach ensures a comprehensive learning experience that balances convenience, engagement, and practical application.
Regardless of the format chosen, participants can expect to spend an average of 5 to 7 hours per week on learning activities, including reading materials, completing exercises, participating in discussions, and taking practice exams. The total course duration is designed to provide sufficient time to master all exam domains, develop practical HR skills, and achieve readiness for the certification test.
The course is also adaptable for organizations seeking to train multiple employees simultaneously. Group training programs can be customized to align with company schedules, allowing teams to complete the course collectively while applying learning to their specific workplace context. This approach is particularly effective for HR departments aiming to standardize knowledge, improve compliance, and implement best practices across the organization.
Tools & Resources Required
To successfully complete the HRCI PHR training course, participants will need access to specific tools and resources that support learning, practice, and application of HR principles. These tools are designed to enhance understanding, facilitate engagement, and provide practical experience with HR processes and analytics.
Learning Platform Access
Participants require a computer, laptop, or tablet with a stable internet connection to access online learning modules, interactive exercises, multimedia content, and discussion forums. The learning platform provides an organized interface where learners can navigate course modules, track progress, and access supplementary materials.
Study Materials
Comprehensive study guides, manuals, and reference documents are included in the course. These materials cover all exam domains, provide detailed explanations of HR concepts, and include examples, case studies, and best practices. Study materials are updated regularly to reflect current HR standards, labor laws, and industry trends.
Practice Exams and Quizzes
Access to practice exams and quizzes is essential for evaluating knowledge, reinforcing learning, and building exam readiness. These tools simulate the HRCI PHR exam environment, helping participants practice time management, identify weak areas, and gain confidence. Practice questions are aligned with the exam content outline, ensuring relevance and effectiveness.
HR Tools and Software
Participants may use HR information systems (HRIS), payroll software, and HR analytics tools as part of practical exercises. Familiarity with these tools enhances understanding of HR processes, data management, and decision-making based on workforce analytics. Learning to navigate HR software prepares participants for real-world HR responsibilities.
Interactive Exercises
Scenario-based exercises, case studies, and role-playing activities are integrated into the course to provide experiential learning. These exercises help participants apply HR principles, solve workplace challenges, and develop critical thinking skills in practical contexts.
Webinars and Expert Sessions
Live webinars and sessions led by certified HR professionals provide insights into current HR trends, compliance updates, and exam strategies. Participants can ask questions, engage in discussions, and receive guidance tailored to their learning needs.
Discussion Forums and Peer Collaboration
Online discussion forums enable learners to interact with peers, share experiences, and exchange knowledge. Collaborative learning promotes understanding of diverse HR practices, encourages problem-solving discussions, and builds a supportive learning community.
Supplementary Resources
Additional resources such as articles, HR research publications, labor law updates, and instructional videos are provided to enrich learning. These materials help participants stay informed about evolving HR practices, regulatory changes, and emerging trends in human resource management.
Tracking and Analytics
Learning platforms often include tracking tools that monitor participant progress, completion rates, quiz scores, and engagement levels. Analytics provide insights into learning performance, allowing participants to focus on areas that require improvement and instructors to offer targeted support.
By leveraging these tools and resources, participants gain a comprehensive, hands-on learning experience that strengthens their understanding of human resource management, enhances practical skills, and prepares them for the HRCI PHR certification exam.
Enroll Today
Take the next step in your human resources career by enrolling in the HRCI PHR training course today. This comprehensive program is designed to equip HR professionals with the knowledge, skills, and confidence needed to excel in all aspects of human resource management. Through a combination of interactive modules, real-world case studies, practice exams, and expert-led guidance, participants gain a thorough understanding of strategic HR management, workforce planning, employee relations, compensation, benefits, and compliance.
Whether you are a seasoned HR professional seeking certification or an emerging talent aiming to strengthen your HR expertise, this course provides a structured, flexible, and engaging learning experience. By completing the program, you will be well-prepared for the HRCI PHR certification exam, capable of applying HR principles effectively in your organization, and positioned for greater career growth and professional recognition.
Prepared by Top Experts, the top IT Trainers ensure that when it comes to your IT exam prep and you can count on ExamSnap Professional in Human Resources certification video training course that goes in line with the corresponding HRCI PHR exam dumps, study guide, and practice test questions & answers.
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