PHR Exam Prep
Professional in Human Resources
3rd Edition
Published on 28. August 2015
624 pages
978-0-13-406036-1 (ISBN)
Description
Score Higher on the PHR (R) Exam!
We provide you with the proven study tools and expert insight that will help you score higher on your exam
Study Tips like the advice and instruction that a personal tutor might provide
Notes, Tips, and Cautions provide you with hints and strategies that will help you reduce your mistakes on the exam
Comprehensive discussion of all six functional areas covered on the PHR Exam
Practice Questions that include detailed explanations of correct and incorrect answers-so you can learn the material from your success and mistakes
COMPREHENSIVE! Succeed with comprehensive learning and practice tests
Master the PHR exam materials in all six tested functional areas
Prepare with a comprehensive practice test
Analyze your test readiness and areas for further study with topic-focused chapter tests
CD-ROM-based practice exam includes an interactive test engine for a meaningful exam experience with 175 questions
Learn important test-taking strategies to maximize your score and diminish your anxiety
Pearson IT Certification Practice Test
The CD-ROM-based practice exam includes an interactive test engine for a realistic exam experience with 175 questions.
Includes Exclusive Offer for 70% Off Premium Edition eBook and Practice Test
CATHY LEE PANTANO WINTERFIELD, MBA, MSHE, SPHR, ACC, is President of NovaCore Performance Solutions, a firm dedicated to enhancing individual and team workplace performance. She has more than 25 years of experience in HR, training, consulting, management, and coaching for businesses, non-profits, and governmental entities. She previously served as Director of Human Resource Management Programs for Cornell University's School of Industrial and Labor Relations. Winterfield has presented on many HR and management development topics, and co-authored more than a dozen online courses in these fields. Her books include Performance Appraisals and Mission-Driven Interviewing, as well as the Pearson IT Certification books SPHR Exam Prep, Third Edition, PHR/SPHR Quick Reference, and every edition of PHR Exam Prep. She is a member of SHRM, ASTD, and the International Coach Federation.
We provide you with the proven study tools and expert insight that will help you score higher on your exam
Study Tips like the advice and instruction that a personal tutor might provide
Notes, Tips, and Cautions provide you with hints and strategies that will help you reduce your mistakes on the exam
Comprehensive discussion of all six functional areas covered on the PHR Exam
Practice Questions that include detailed explanations of correct and incorrect answers-so you can learn the material from your success and mistakes
COMPREHENSIVE! Succeed with comprehensive learning and practice tests
Master the PHR exam materials in all six tested functional areas
Prepare with a comprehensive practice test
Analyze your test readiness and areas for further study with topic-focused chapter tests
CD-ROM-based practice exam includes an interactive test engine for a meaningful exam experience with 175 questions
Learn important test-taking strategies to maximize your score and diminish your anxiety
Pearson IT Certification Practice Test
The CD-ROM-based practice exam includes an interactive test engine for a realistic exam experience with 175 questions.
Includes Exclusive Offer for 70% Off Premium Edition eBook and Practice Test
CATHY LEE PANTANO WINTERFIELD, MBA, MSHE, SPHR, ACC, is President of NovaCore Performance Solutions, a firm dedicated to enhancing individual and team workplace performance. She has more than 25 years of experience in HR, training, consulting, management, and coaching for businesses, non-profits, and governmental entities. She previously served as Director of Human Resource Management Programs for Cornell University's School of Industrial and Labor Relations. Winterfield has presented on many HR and management development topics, and co-authored more than a dozen online courses in these fields. Her books include Performance Appraisals and Mission-Driven Interviewing, as well as the Pearson IT Certification books SPHR Exam Prep, Third Edition, PHR/SPHR Quick Reference, and every edition of PHR Exam Prep. She is a member of SHRM, ASTD, and the International Coach Federation.
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More details
Series
Edition
3rd edition
Language
English
Place of publication
Upper Saddle River
United States
Publishing group
Pearson Education (US)
Target group
College/higher education
File size
13,33 MB
ISBN-13
978-0-13-406036-1 (9780134060361)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Other editions
Additional editions
Book
09/2015
3rd Edition
Pearson It Certification
€75.14
Article not available at the moment
Person
Cathy Lee Pantano Winterfield, MBA, MSHE, SPHR, ACC, is president of NovaCore Performance Solutions, a coaching firm dedicated to enhancing the performance of individuals and teams in the workplace. This enterprise represents the culmination of more than 25 years of experience in human resources, training, consulting, management, and coaching in businesses, not-for-profit organizations, and governmental entities. Previously, Cathy served as a member of the extension faculty of Cornell University School of Industrial and Labor Relations, where she was the director of human resource management programs.
Cathy has written numerous books:
Performance Appraisals, for Silver Lining Publications, a division of Barnes & Noble
Mission-Driven Interviewing: Moving Beyond Behavior Based Questions, by PTI Publishing
PHR Exam Prep (First, Second, and Third Editions)
SPHR Exam Prep (Third Edition), by Pearson IT Certification
PHR/SPHR Quick Reference, by Pearson IT Certification
Cathy has presented at national and local conferences on a variety of topics related to human resources and management development. In addition, she has coauthored more than a dozen online courses in leadership, human resources, management development, and organ donation. Cathy holds a bachelor of arts degree from Ithaca College; an MBA from Pace University; and a master's degree in higher education from Kaplan University, with a specialty in Online College Teaching. She has earned the Associate Certified Coach (ACC) credential from the International Coach Federation. She is also a certified administrator of the Myers-Briggs Type Indicator (MBTI) Assessments. Cathy has likewise earned the Senior Professional in Human Resources (SPHR) designation from the Human Resource Certification Institute; and the CCP (Certified Compensation Professional) designation from WorldatWork. She is a member of the Society for Human Resources Management, the American Society for Training & Development, and the International Coach Federation.
Cathy has written numerous books:
Performance Appraisals, for Silver Lining Publications, a division of Barnes & Noble
Mission-Driven Interviewing: Moving Beyond Behavior Based Questions, by PTI Publishing
PHR Exam Prep (First, Second, and Third Editions)
SPHR Exam Prep (Third Edition), by Pearson IT Certification
PHR/SPHR Quick Reference, by Pearson IT Certification
Cathy has presented at national and local conferences on a variety of topics related to human resources and management development. In addition, she has coauthored more than a dozen online courses in leadership, human resources, management development, and organ donation. Cathy holds a bachelor of arts degree from Ithaca College; an MBA from Pace University; and a master's degree in higher education from Kaplan University, with a specialty in Online College Teaching. She has earned the Associate Certified Coach (ACC) credential from the International Coach Federation. She is also a certified administrator of the Myers-Briggs Type Indicator (MBTI) Assessments. Cathy has likewise earned the Senior Professional in Human Resources (SPHR) designation from the Human Resource Certification Institute; and the CCP (Certified Compensation Professional) designation from WorldatWork. She is a member of the Society for Human Resources Management, the American Society for Training & Development, and the International Coach Federation.
Content
Introduction.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . xvii
Chapter 1: Business Management and Strategy (BM & S).. . . . . . . . . . . . . . . . . . . . . . . 1
The Evolving Role of HR.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
A Brief Historical Scan of HR.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
HR As It Was, and HR As It Is (or Can Be).. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
The HR Impact Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
The Dimensions of HR: The Three Legs of a Stool.. . . . . . . . . . . . . . . . . . . . . . 4
SWOT Analysis (Strengths, Weaknesses, Opportunities, and Threats).. . . . . . . 6
Environmental Scanning: An External Perspective.. . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
The HR Professional as Internal Consultant.. . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Organizational Structure and HR.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
The "Roots" of Organizational Structure.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
The Functional Organizational Structure.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
The Divisional Organizational Structure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
The Matrix Organizational Structure.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Other Organizational Design Concepts. . . . . . . . . . . . . . . . . . . . . . . . . 14
The Organizational Life Cycle.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Maslow's Hierarchy of Needs, 1954.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
B.F. Skinner, Operant Conditioning, 1957.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Frederick Herzberg, Motivation-Hygiene Theory, 1959.. . . . . . . . . . . . . . . . . . 18
Douglas McGregor, Theory X and Theory Y, 1960. . . . . . . . . . . . . . . . . . . . . . 19
David McClelland, Acquired Needs Theory, 1961. . . . . . . . . . . . . . . . . . . . . . . 19
J. Stacy Adams, Equity Theory, 1963.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Victor Vroom-Expectancy Theory, 1964.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
HR's Role in Change Management.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Nonmathematical Forecasting Techniques.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Mathematical Forecasting Techniques.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Legislative Framework, Considerations, and Opportunities.. . . . . . . . . . . . . . . . . . . . 29
How a Bill Becomes a Law. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Be Heard-Reach Out to Your Elected Officials.. . . . . . . . . . . . . . . . . . . . . . . . 32
Chapter 1: Business Management and Strategy (BM & S).. . . . . . . . . . . . . . . . . . . . . . . 1
The Evolving Role of HR.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
A Brief Historical Scan of HR.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
HR As It Was, and HR As It Is (or Can Be).. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
The HR Impact Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
The Dimensions of HR: The Three Legs of a Stool.. . . . . . . . . . . . . . . . . . . . . . 4
SWOT Analysis (Strengths, Weaknesses, Opportunities, and Threats).. . . . . . . 6
Environmental Scanning: An External Perspective.. . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
The HR Professional as Internal Consultant.. . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Organizational Structure and HR.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
The "Roots" of Organizational Structure.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
The Functional Organizational Structure.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
The Divisional Organizational Structure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
The Matrix Organizational Structure.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Other Organizational Design Concepts. . . . . . . . . . . . . . . . . . . . . . . . . 14
The Organizational Life Cycle.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Maslow's Hierarchy of Needs, 1954.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
B.F. Skinner, Operant Conditioning, 1957.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Frederick Herzberg, Motivation-Hygiene Theory, 1959.. . . . . . . . . . . . . . . . . . 18
Douglas McGregor, Theory X and Theory Y, 1960. . . . . . . . . . . . . . . . . . . . . . 19
David McClelland, Acquired Needs Theory, 1961. . . . . . . . . . . . . . . . . . . . . . . 19
J. Stacy Adams, Equity Theory, 1963.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Victor Vroom-Expectancy Theory, 1964.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
HR's Role in Change Management.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Nonmathematical Forecasting Techniques.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Mathematical Forecasting Techniques.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Legislative Framework, Considerations, and Opportunities.. . . . . . . . . . . . . . . . . . . . 29
How a Bill Becomes a Law. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Be Heard-Reach Out to Your Elected Officials.. . . . . . . . . . . . . . . . . . . . . . . . 32
