PHR Study Guide
6 Practice Tests and PHR Exam Prep
[8th Edition]
Joshua Rueda
Learning and Development
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Adult learning programs are often structured on the experiential learning process developed by David
Kolb. His description of the adult learning process involves four steps: experiencing, reflecting, thinking,
and applying. This process accounts for the fact that adult learners approach their education with real-
world experience, an ability to self-evaluate and think critically about workplace problems, and a desire
to see real benefits from applying what they learn.
First, learners begin by experiencing something directly, thereby gaining a concrete experience in the
target topic. Then they are asked to reflect on that experience by comparing it with what they already
know or have experienced. Next, after making those reflective observations, students enter the thinking
stage; based on their observations, they come up with abstract ideas about how things work. Finally,
they apply these ideas through active experimentation, which is a chance to try out the results of their
critical thinking and see what works.
This learning cycle is a highly recursive process, as application of knowledge often leads to new
observations and new ideas. An example of this process in action might involve showing an employee a
demonstration of a new piece of project management software (experiencing), allowing them to
compare it with their existing project management methods (reflecting), letting them think of ways this
new software could better perform key tasks (thinking), and then asking them to model a project with
those new ideas (applying).
Training Program Facilitation. Techniques, and Delivery
Designing Programs
To design effective learning and development programs, MR must understand what knowledge, skills,
and abilities it needs to foster, and for which essential job functions. This involves careful analysis of the
task process associated with a particular position. This task process analysis is usually used to create
detailed job descriptions, but it should be updated and audited regularly to ensure that it maintains
accuracy and relevancy.
The first step is to involve current employees by having them complete a job analysis form and
conducting a face-to-face interview in which they describe their essential duties and responsibilities. If
they do not do so already, employees can then also fill out a log in which they account for the time
spent on each task, as well as more detailed information about those tasks. Collect that information for
at least one week. In addition to gathering information directly from employees, directly observe
employees throughout the day to see what tasks they are engaging in, and for how long. Interview
supervisors, managers, and others who interact with the employee, included subordinates,team
members, and customers and clients.
Based on the results of the analysis, a clearer picture of what an employee actually does in a day, what
specific competencies are required, and how those tasks interact with other tasks within the
organization can be formed. It is also possible to create a more detailed breakdown of individual tasks.
For example, an employee may be tasked with processing customer invoices. This involves receiving
information from the sales team, calculating and recording sales information using accounting software,
utilizing an invoice template to prepare documentation,sending the invoice to the customer, and filing
appropriately. A task flowchart would show each individual step and decision point as well as indicate
where input from others is needed. It can be used to evaluate the complexity of tasks (for example,this
task involves knowledge of accounting, computer software, and customer communications) and
therefore the overall complexity of a job position. It can also highlight the core competencies for a job
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Answer Explanations #1
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14. D: Generally, most moves toward automation present opportunities to cut costs and operate more
efficiently by removing hours of manual labor and paperwork, so this is least likely to be a major
drawback of adopting an automated system. Choice A represents a major potential problem that HR
should work to address: How can they prevent constant feedback from turning into an opportunity to
bully or overly criticize some employees based on personal feelings? The same applies to Choice 6.
Choice C is also a potential hurdle HR should overcome because any new technology requires some time
for users to learn how to operate and optimize the system's functionality.
15. B: Both automation and augmentation are terms related to incorporating new technology into
existing work processes. However, whereas automation refers to instances in which digital processes
can fully replace employee functions or actions, augmentation looks at areas where employees can
continue to perform tasks with the help of new technologies. For people who fear that automation will
lead to replacing entire groups of workers, augmentation is a more attractive way to approach bringing
technology into the workplace.
16. A: With any new workplace technology, employees need to fully understand how to use the new
system before they can engage with it. Holding a demonstration that addresses different scenarios can
give employees ideas of how to integrate it into their work; offering user resources gives employees a
way to find answers and solutions afterward. Choice B is not the best choice because it doesn't consider
the needs of all stakeholders;for example,some supervisors may prefer to use both performance
evaluation methods, or some employees may need longer than six months to adjust to a different
management style. Choice C is also not the best choice because it isn't very practical and doesn't
address engagement for employees who already have phones. Choice D is not a good choice because
the videos are not likely to reach all employees who are using the app.
17. D: A human resources department might outsource the payroll function so employees can focus on
the organization's other strategic initiatives. Choice A, eliminating human resources costs, would be
impossible, even if the department chose to outsource payroll. Choice 8, getting rid of direct deposit, is
not a reason to outsource the payroll function because outsourcing typically adds or improves direct
deposit services. Choice C, avoiding taxes associated with improper IRS filings, is incorrect because
outsourcing payroll can only help companies avoid fines for improper filings, not taxes.
18. B: An employer is required to offer COBRA to all qualifying former employees, including their
dependents and spouses,that were covered under the employer's medical, dental, vision, and specialty
medical plans. Choice A and Choice C are incorrect, since you must have medical insurance through your
employer before leaving to be eligible for COBRA. Choice D is incorrect since COBRA is for the
continuation of benefits after employment and would not impact current employees.
19. B: Although the length of time an individual can be eligible for COBRA coverage will differ based on
the circumstances, to comply, employers are required to provide an initial COBRA notice within ninety
days of the individual's separation.
20. B: Jacobi should look for a vendor that learns about the organization's business goals so that the
rewards program is tailored to the company's strategic initiatives. Choice A is incorrect because the right
rewards program vendor may not be the least expensive. Choice Cis incorrect because accommodating
advance orders should be a given for any vendor, and it is more important to work with a vendor who
can handle rush orders. Choice D is incorrect because the strength of the vendor's company culture does
not necessarily indicate a good fit with the organization.
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This material is provided for exam preparation purposes only and does not indicate an endorsement of any specific scientific, political, or religious point of view. O TPB Pubiishing. You have been licensed one
copy of this document for personal use only. Any other reproduction or redistribution is strictly prohibited. Ail rights reserved.
