10/02/2025 14:47:52
HRCI - PHR Exam
Communication Strategies
e.g. Brown-Bag Lunch Program, Department Meeting, Town Hall Meetings, Open-
Door Policy, Management by Walking Around (MBWA)
Active Listening
An important component of communication that requires paying close attention to
what is being said; it often involves making eye contact and appropriately nodding to
show engagement.
What are the three core elements to a successful staff meeting?
1) Invite all attendees to share a little. 2) Focus on the group and any outcomes that
might need adjustment or improvement. 3) Allow time for feedback in the decision-
making process.
Information-rich Communication Channels
e.g. Phone, Videoconferencing, Face-to-Face Meetings and Presentations
Information-lean Communication Channels
e.g. Email, Fliers, Newsletters, Reports
Involvement Strategies
e.g. Delegating Authority, Employee Survey, Suggestion Program, Committee, Task
Force
Conflict of Interest
Occurs when someone with a responsibility to act in the best interest of the company
may also be in the position to derive personal benefit at the expense of the company.
Human Resources Information Systems (HRIS)
Software systems that contain employee profiles, workforce features, and reporting
tools. Modules of this include applicant tracking, time and attendance, payroll,
benefits administration, and performance management.
Human Capital Management (HCM) Systems
Integrate features that might include document management, ways to provide
policies or benefits summaries access, budgeting and forecasting, application
tracking, succession planning, and engagement and retention tools.
Regression Analysis
Estimates or predicts the unknown values of one variable (dependent variable, Y)
from the known or fixed value of another variable (independent variable, X).
Linear Regression
A type of regression analysis that is used when there is only one independent
variable to consider.
Multiple Regression
A type of regression analysis that is used when there are multiple independent
variables to consider.
Gene Dalton's Theory of Lasting Change
Change would not occur without a feeling of loss or pain to motivate it and that
people will continue old patterns of behavior unless they feel a need for change.
Gene Dalton's Change Focus Areas
Gene Dalton developed these four to support change areas: 1) Generalized goals ->
2) Specific objectives, formal social ties -> 3) New relationships, self-doubt -> 4)
Heightened self-esteem, and external motives for change -> 5) Internal motive for
change
Lewin's Change Management Model
, 10/02/2025 14:47:52
1. Unfreezing - Values, attitudes, and behaviors are challenged, and people
understand the need for change.
2. Changing - Occurs during the action phase, whereby the situation is examined,
and a new equilibrium is created.
3. Refreezing - Changes is stabilized and new patterns are solidified.
McKinsey 7-S Model
1) Strategy
2) Structure
3) Systems
4) Shared Values
5) Style
6) Staff
7) Skills
John Kotter's 8-Step Change Model
1) Create a sense of urgency.
2) Build a guiding coalition.
3) Develop a shared vision and strategy.
4) Communicate the change vision.
5) Empower action.
6) Generate short-term wins.
7) Capitalize on momentum.
8) Make the change stick.
Action Research Model
A strategy of Organizational Development (OD) that typically involves the processes
of problem identification and its reliance on data gathering and analysis to solve
problems.
The model has six basic steps after the problem is recognized: 1. Data gathering 2.
Feedback of data to the target group (those involved with the problem) 3. Data
discussion and diagnosis 4. Action Planning 5. Action 6. Recycling or starting the
process over.
Two-Way Change Communication
This provides employees with the opportunity to ask questions within the change
process, repeat communications outward, then explain how employees will be kept
informed throughout the process to manage expectations.
Driving Forces of Change vs. Forces Resisting Change
Driving Forces of Change: New technology, desire for alternative work schedules,
and new knowledge or values, as well as environmental factors such as competition,
customer demand, and available resources.
Forces Resisting Change: Individual resistance (such as fear of the unknown or
distrust of management) and organizational resistance (such as systems,
relationships, or threat to power structure).
Risk Management
The process of identifying, analyzing, and prioritizing risks or potential uncertainties
while developing strategies to protect the financial interests of a company. The goal
of risk management is to mitigate the costs of these uncertainties as much as
possible.
What are the four types of risks?
Hazard Risk - Liability or loss of property and is generally mitigated by insurance
(e.g. workers comp, fires, natural disasters, etc.)
HRCI - PHR Exam
Communication Strategies
e.g. Brown-Bag Lunch Program, Department Meeting, Town Hall Meetings, Open-
Door Policy, Management by Walking Around (MBWA)
Active Listening
An important component of communication that requires paying close attention to
what is being said; it often involves making eye contact and appropriately nodding to
show engagement.
What are the three core elements to a successful staff meeting?
1) Invite all attendees to share a little. 2) Focus on the group and any outcomes that
might need adjustment or improvement. 3) Allow time for feedback in the decision-
making process.
Information-rich Communication Channels
e.g. Phone, Videoconferencing, Face-to-Face Meetings and Presentations
Information-lean Communication Channels
e.g. Email, Fliers, Newsletters, Reports
Involvement Strategies
e.g. Delegating Authority, Employee Survey, Suggestion Program, Committee, Task
Force
Conflict of Interest
Occurs when someone with a responsibility to act in the best interest of the company
may also be in the position to derive personal benefit at the expense of the company.
Human Resources Information Systems (HRIS)
Software systems that contain employee profiles, workforce features, and reporting
tools. Modules of this include applicant tracking, time and attendance, payroll,
benefits administration, and performance management.
Human Capital Management (HCM) Systems
Integrate features that might include document management, ways to provide
policies or benefits summaries access, budgeting and forecasting, application
tracking, succession planning, and engagement and retention tools.
Regression Analysis
Estimates or predicts the unknown values of one variable (dependent variable, Y)
from the known or fixed value of another variable (independent variable, X).
Linear Regression
A type of regression analysis that is used when there is only one independent
variable to consider.
Multiple Regression
A type of regression analysis that is used when there are multiple independent
variables to consider.
Gene Dalton's Theory of Lasting Change
Change would not occur without a feeling of loss or pain to motivate it and that
people will continue old patterns of behavior unless they feel a need for change.
Gene Dalton's Change Focus Areas
Gene Dalton developed these four to support change areas: 1) Generalized goals ->
2) Specific objectives, formal social ties -> 3) New relationships, self-doubt -> 4)
Heightened self-esteem, and external motives for change -> 5) Internal motive for
change
Lewin's Change Management Model
, 10/02/2025 14:47:52
1. Unfreezing - Values, attitudes, and behaviors are challenged, and people
understand the need for change.
2. Changing - Occurs during the action phase, whereby the situation is examined,
and a new equilibrium is created.
3. Refreezing - Changes is stabilized and new patterns are solidified.
McKinsey 7-S Model
1) Strategy
2) Structure
3) Systems
4) Shared Values
5) Style
6) Staff
7) Skills
John Kotter's 8-Step Change Model
1) Create a sense of urgency.
2) Build a guiding coalition.
3) Develop a shared vision and strategy.
4) Communicate the change vision.
5) Empower action.
6) Generate short-term wins.
7) Capitalize on momentum.
8) Make the change stick.
Action Research Model
A strategy of Organizational Development (OD) that typically involves the processes
of problem identification and its reliance on data gathering and analysis to solve
problems.
The model has six basic steps after the problem is recognized: 1. Data gathering 2.
Feedback of data to the target group (those involved with the problem) 3. Data
discussion and diagnosis 4. Action Planning 5. Action 6. Recycling or starting the
process over.
Two-Way Change Communication
This provides employees with the opportunity to ask questions within the change
process, repeat communications outward, then explain how employees will be kept
informed throughout the process to manage expectations.
Driving Forces of Change vs. Forces Resisting Change
Driving Forces of Change: New technology, desire for alternative work schedules,
and new knowledge or values, as well as environmental factors such as competition,
customer demand, and available resources.
Forces Resisting Change: Individual resistance (such as fear of the unknown or
distrust of management) and organizational resistance (such as systems,
relationships, or threat to power structure).
Risk Management
The process of identifying, analyzing, and prioritizing risks or potential uncertainties
while developing strategies to protect the financial interests of a company. The goal
of risk management is to mitigate the costs of these uncertainties as much as
possible.
What are the four types of risks?
Hazard Risk - Liability or loss of property and is generally mitigated by insurance
(e.g. workers comp, fires, natural disasters, etc.)
