PET exam contents - Professional Employment Test Updated: 2024 | ||||||||||||||||||||||||||||||||
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Exam Code: PET Professional Employment Test exam contents January 2024 by Killexams.com team | ||||||||||||||||||||||||||||||||
PET Professional Employment Test Test Detail: The HR PET (Professional Employment Test) is an assessment designed to evaluate the knowledge, skills, and abilities of candidates in various areas of human resources. This test is typically used for employment screening and selection purposes. Here is a detailed description of the test, including the number of questions and time allocation, course outline, exam objectives, and exam syllabus. Number of Questions and Time: The number of questions and time allocation for the HR PET may vary depending on the specific version or administration of the test. However, on average, the exam consists of approximately 100-150 multiple-choice questions. Candidates are typically given a specific time limit, usually ranging from 2 to 3 hours, to complete the test. Course Outline: The course outline for the HR PET covers a wide range of topics relevant to the field of human resources. The outline may include the following key areas: 1. HR Fundamentals 2. Recruitment and Selection 3. Employee Relations 4. Training and Development 5. Compensation and Benefits 6. Performance Management 7. Employment Law and Regulations 8. HR Strategy and Planning 9. HR Metrics and Analytics 10. Ethical and Professional Practices in HR Exam Objectives: The objectives of the HR PET are to assess candidates' knowledge and understanding of various HR concepts, principles, and practices. The exam aims to evaluate the following key areas: 1. Knowledge of HR fundamentals, including HR roles and responsibilities, HR policies and procedures, and HR best practices. 2. Understanding of recruitment and selection processes, such as job analysis, job description, job posting, candidate screening, and interviewing techniques. 3. Knowledge of employee relations, including employee engagement, conflict resolution, disciplinary procedures, and employee communication. 4. Understanding of training and development methods, including needs assessment, training design and delivery, performance evaluation, and employee development plans. 5. Familiarity with compensation and benefits practices, including salary structures, employee benefits administration, and performance-based compensation. 6. Understanding of performance management processes, including goal setting, performance appraisal, feedback and coaching, and performance improvement plans. 7. Knowledge of employment laws and regulations, such as equal employment opportunity, labor laws, wage and hour regulations, and workplace safety. 8. Understanding of HR strategy and planning, including workforce planning, talent management, succession planning, and HR technology. 9. Familiarity with HR metrics and analytics, including data analysis, HR reporting, HR dashboard creation, and workforce analytics. 10. Awareness of ethical and professional practices in HR, including confidentiality, integrity, diversity and inclusion, and ethical decision-making. Exam Syllabus: The exam syllabus for the HR PET typically covers the following topics: 1. HR Fundamentals and Concepts 2. Recruitment and Selection 3. Employee Relations and Communication 4. Training and Development 5. Compensation and Benefits 6. Performance Management 7. Employment Laws and Regulations 8. HR Strategy and Planning 9. HR Metrics and Analytics 10. Ethical and Professional Practices in HR Candidates should refer to the official HR PET study materials and resources provided by the test administrator to ensure they are adequately prepared for the exam. It is recommended to allocate sufficient time for exam preparation, including studying relevant HR concepts, familiarizing oneself with HR practices and regulations, and practicing with sample exam questions. | ||||||||||||||||||||||||||||||||
Professional Employment Test HR Professional exam contents | ||||||||||||||||||||||||||||||||
Other HR examsGPHR Global Professional in Human Resource (HRCI) 2023PHR Professional in Human Resources (HRCI PHR) SPHR Senior Professional in Human Resources (HRCI SPHR) DSST-HRM Human Resource Management PET Professional Employment Test | ||||||||||||||||||||||||||||||||
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HR PET Professional Employment Test https://killexams.com/pass4sure/exam-detail/PET Question: 35 Select the answer choice that correctly provides the missing premise:_________________________________________.Darlene is an automobile driver who breached the duty of care.Darlene was negligent. A. All automobile drivers who breach the duty of care owed to others are negligent. B. All automobile drivers breach the duty of care to others. C. All automobile drivers owe a duty of care to others. D. All automobile drivers named Darlene are negligent. Answer: A All automobile drivers who breach the duty of care owed to others are negligent. To draw the conclusion that Darlene was negligent, the major premise must establish a connection between automobile drivers who breach the duty of care and negligence. Only answer A makes that connection by establishing that all automobile drivers are negligent if they breach the duty of care owed to others. Since Darlene is within the class of drivers who breached the duty of care (the minor premise), the conclusion can be reached. Answer B and Answer C are both incorrect because they do not establish a connection to negligence. Answer D is incorrect because the minor premise would not be necessary for the conclusion. Question: 36 Select the answer choice that correctly completes the following: All negligent drivers can be liable if the driver’s negligence caused the plaintiff’s injury.Darlene’s negligence caused Plaintiff Paul’s injury. A. Darlene caused Plaintiff Paul’s injury. B. Darlene was negligent. C. Darlene can be liable for Plaintiff Paul’s injury. D. Darlene has no defense to Plaintiff Paul’s negligence suit. Answer: C Darlene can be liable for Plaintiff Paul’s injury. The major premise establishes that any driver who was negligent (that is, who had a duty and breached that duty) can be held liable if that negligence was the cause of the plaintiff’s injury. Since the minor premise states that Darlene’s negligence was within the category of negligence that caused Paul’s injury, Darlene can be liable. Answer A is incorrect because it does not state that Darlene can be liable. Answer B is incorrect because the issue is causation and (potential) liability, not negligence. Answer C is not correct because the issue is causation and (potential) liability, not Darlene’s defenses. Question: 37 Select the answer choice that correctly completes the following: All negligent drivers who caused a plaintiff’s injury are liable if the plaintiff suffered actual damages.Plaintiff Paul suffered actual damages from Darlene’s negligent driving that caused his injury. A. Darlene caused Plaintiff Paul’s injury. B. Plaintiff Paul suffered actual damages. C. Darlene is liable for negligent driving. D. Darlene is liable for Plaintiff Paul’s actual damages. Answer: D Darlene is liable for Plaintiff Paul’s actual damages. Here, the major premise establishes the liability of (1) negligent drivers (requiring duty and breach of duty), (2) who cause a plaintiff’s injury, (3) if the plaintiff suffered actual damages. The minor premise states (1) that Darlene was a negligent driver (“Darlene’s negligent driving”), (2) that the negligent driving cause Plaintiff Paul’s injury (“that caused his injury”), and (3) that “Plaintiff Paul suffered actual damages.” Since Darlene is within the class of negligent drivers who cause a plaintiff’s injury, with the plaintiff also suffering actual damages, Darlene is liable. Answers A and B are incorrect because they merely restated facts from the minor premise. Answer C is incorrect because it is incomplete - it does not state Darlene is liable for actual damages. Question: 38 At a press conference, a reporter asked a candidate for mayor, “Did you sleep with Annie Actress?” The candidate responded, “Definitely not.” Another reporter asked, “Is that false?” The candidate responded, “Yes.” Select the answer choice that correctly describes the candidate’s responses: A. The candidate slept with Annie Actress between the first and second question. B. If the candidate’s second answer is true, his first answer is true. C. If the candidate’s first answer is false, his second answer is true. D. If the candidate’s first answer is false, his second answer is false. Answer: C If the candidate’s first answer is false, his second answer is true. If the candidate did sleep with Annie Actress, and the candidate falsely answered that he did not do so, then his second answer is true. Answer A is not correct because it adds facts that are not a part of the question. Answer B is incorrect because George’s responses cannot both be true. Answer D is incorrect because George’s responses cannot both be false. Question: 39 Select the answer choice that correctly completes the following: Some human beings are mortal.Plato is a human being. A. Plato may need a will. B. Plato may be mortal. C. Some mortals are human beings. D. Some human beings are Plato. Answer: B Plato may be mortal. The first sentence is a major premise and establishes a general principle taken as true-that some human beings are mortal. The second sentence is a minor premise and establishes that a specific person is a human being. In reaching a conclusion, however, the test-taker must recognize that the major premise is not an absolute. Answer B properly connects the major and minor premises by concluding that Plato (a human being) comes within the principle established in the major premise and that conclusion is limited by the same limitation of the major premise. Question: 40 Select the answer choice that correctly completes the following: All human beings are mortal.George is an extraterrestrial. A. All human beings are extraterrestrials. B. George is not mortal. C. George is not a human being. D. None of the above. Answer: D None of the above. No conclusion can be reached because George does not fall within the general principle of the major premise. Answer A is not correct because the major premise does not establish a connection between human beings and extraterrestrials. Answer B is not correct because the major premise does not establish anything about whether extraterrestrials are mortal-so it is possible they could be either mortal or immortal. Answer C is not correct because it repeats the minor premise in different words and does not draw a conclusion based on the major premise. For More exams visit https://killexams.com/vendors-exam-list Kill your exam at First Attempt....Guaranteed! | ||||||||||||||||||||||||||||||||
LESSON 5: COMPENSATION AND BENEFITSUnderstand all the things that must be considered when designing a compensation and benefits package.LESSON 6: EMPLOYEE HEALTH AND SAFETYLearn the ins and outs of complying with OSHA, protecting against workplace hazards, and investigating, recording, and preventing accidents and employee illnesses.LESSON 7: THE LEGAL ENVIRONMENTGain knowledge of employment law as well as an understanding of equal employment opportunity, avoiding discrimination, and what happens when an employee files an EEOC claim.LESSON 8: MAKING HR DECISIONSLearn how to make decisions based on various company growth strategies and how to use HRIS Software as well as job analysis as a tool for decision-making.LESSON 9: AFFIRMATIVE ACTIONLearn the full spectrum of affirmative action, how to create an affirmative action plan, and information on the AAP you will need to know.LESSON 10: DIVERSITYUnderstand what diversity is and why it is a good thing in an organization as you learn to manage it and handle conflict.LESSON 11: EMPLOYEE RIGHTS AND DISCIPLINELearn the laws that protect employee rights and privacy and how to properly monitor and document behavior and discipline employees.LESSON 12: TERMINATIONUnderstand the alternatives to firing as well as how to prepare for termination including proper separation agreements as well as what to do in the event of wrongful discharge.LESSON 13: INVESTIGATIONSLearn why it is so important to investigate problems as well as the steps of an effective investigation including preparing, conducting, and wrapping it up.LESSON 14: MANAGING LABOR RELATIONSGet a quick overview of the history of unions as you learn how they work and why employees join them.LESSON 15: CREATING A HIGH-PERFORMANCE WORKPLACELearn how to ask employees for input and act on it, delegate authority, keep communication open, and continuously ask for feedback as you strive to develop a high-performance workplace.LESSON 16: GLOBAL HUMAN RESOURCESUnderstand the basics of staffing strategy, cultural differences, HR in other countries, choosing global employees, and issues faced by expatriates.LESSON 17: RETENTIONLearn the top reasons employees leave a company and how you can encourage them to stay as well as the importance of succession planning.LESSON 18: MOTIVATION, REWARDS, AND RECOGNITIONFind out fun ways to motivate workers and gain nine strategies for creating a great rewards program.LESSON 19: PREPARING FOR THE PHR EXAMGain information on externships and internships as you review the basics of the PHR exam and begin to study.Enrich your HR Skills and Competencies to SUCCEED! Our SHRM-CP/SHRM-SCP certification preparation course is designed primarily for individuals seeking credentials that focus on identifying and testing the knowledge and practical real-life experiences HR professionals around the world need to excel in their careers today. Earning your SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential establishes you as a recognized expert in the HR field. These new certifications recognize that HR professionals are at the core of leading organizational success:
Did You Know?$ 104,440- According to the 2016-17 Occupational Outlook Handbook from the U.S. Bureau of Labor Statistics (BLS), the median national annual salary for a human resources manager is $104,440. 9% Growth- Employment of human resources managers is projected to grow 9 percent from 2014 to 2024, faster than the average for all occupations. 2018 Leadership Excellence and Development AwardUNG PCE ranked 2nd nationally for “Certificate program with Emphasis on HR” Register now for the SHRM Certificate Course! WIOA ApprovedCourse approved through WIOA. WIOA may be available for those who qualify for the program and only if funds are available. WorkSource Georgia Mountains Establishing Connection... Civil Service Examination InformationStarting the ProcessApplication EvaluationsAfter you have completed your application, return the signed application along with your transcript(s), Military Discharge papers (DD214 Member 4), and copies of any licenses or certifications, if applicable. You will then need to set-up an appointment for an application evaluation. During the application evaluation process, a member of the Human Resources staff will go over your application with you to determine what exams you meet minimum qualifications for. Another date for testing will be set up for you during your application evaluation. Western Illinois University utilizes open and continuous testing for many civil service classifications. Because testing is open and continuous, WIU does not typically advertise or post civil service vacancies. We encourage applicants and employees who are interested in civil service positions to take advantage of the open and continuous testing process for classifications for which he/she qualifies.
What are the exams like?Some of the exams have a multiple-choice format in which you fill in your answers on a computer sheet and others are electronic exams available through the web. Some exams are entirely multiple-choice and some have a training and experience section. Exams may also be solely training and experience. What is the time limit on an exam?The examinations have different time limits. Exams are either: 1 1/2, 2, 3 or 4 hours in length. Don’t forget to read the directions for each section of the examination. Following the directions is part of the examination. How many tests can I take in one day?The number of examinations that you can take in the course of one day depends on the time limits of each exam and you! Everyone works at a different pace, and we do not want you to rush through the exams. Please feel free to ask questions of the monitor when taking the exams. How are the exams scored?All exams are scored here at Western Illinois University. Each exam is scored individually. We do read every answer that you write to make sure that you have answered the question(s) correctly. A rating guide for each examination is supplied to us by the State Universities Civil Service System (SUCSS). Electronic exams are scored on–line. How will I receive my test results?Your test results will be e-mailed to you at the e-mail address indicated on your application. Please add HR-Testing@wiu.edu and HR-Employment@wiu.edu to your contact list. Correspondence from the employment and examination areas will be through e-mail. Please be sure to notify us of any contact information changes so that we can keep your applicant records up-to-date. You may check your standing on the register at any time by contacting us at (309) 298-1971, or stopping by the Human Resources Examination Department. Rankings can change on a daily basis as we add other scores to the register. What is on the exam?The examinations are specific to each classification. Questions on the exam could include: spelling, punctuation, grammar, mathematics (addition, multiplication, fractions, percentages). Further, you may be asked to provide written examples of what specific tasks you have done in past courses or positions. Can I look at my exam?No one is allowed to look at their examination once it is turned in after completion. We can, however, tell you how you did in each section of the examination. We can also let you know how many correct answers you had in each section. We will do the best to help you achieve the highest score that you can possibly get on any examination. For any exam that does not require exam notification, you can retake the exam within 30 days of the initial exam date, and three times within the course of a year. Your highest score is always kept on the register. Keep your application current! Please put all employment history on your application. If you move, please let as know. Example of Test Questions for Civil Service Examination
Answer Sheet 1. A B C D "C" Should be marked on the system answer sheet, since Chicago is the correct answer. (A) 17  (B) 16  (C) 12  (D) 21 2. A B C D "A" Should be marked on the system answer sheet, since 17 is the correct answer. Human Resources Examination Area is located at: Female human resource practitioners have outshone their male counterparts in exam results released Tuesday. Institute of Human Resource Management (IHRM) National chairman Dalmas Odero said female candidates outdid the males with 22 CRHP exam papers undertaken. It also emerged that the number of female candidates was higher compared to males, according to Human Resource Management Professionals Examination Board. "22 CHRP papers were examined by the board. Out of the total number of candidates, 259 were male candidates and female candidates were 1071," said the chair. The exams saw 1330 candidates assessed in June this year. This means that prospective Human Resource professionals will get to know their fate following the release of the eleventh Certified HR Professionals (CHRP) examination results. The examination subjects were drawn from the three levels of CHRP curriculum including CHRP Part I (level 1 and 2), Part II (level 3 and 4) and Part III (level 5 and 6). Part three was the best-performed level with an average mean score of 60.95 followed by part one with 58.42 and part two with 55.47. Odero further announced the revision of the CHRP programme and the development of new curricula by HRMPEB. These initiatives, Odero said, will equip HR practitioners with new skills and enhance professionalism within the practice. "HRMPEB revised the CHRP Program which incorporates competencies required by current HR practitioners. In addition, HRMPEB has developed new curricula in certificate and diploma in Human Resource Management," Odero said. To choose the best HR software, it’s important to first understand the different types of HR software and essential features to look out for. Then, consider the size of your company and whether the HR software integrates into your tech stack. Types of HR SoftwareThere are three main types of HR software:
These terms are often mistakenly used interchangeably, and some providers refer to their product using a label that doesn’t match the breadth or depth of its features. So, it’s crucial to look past the provider’s marketing language and check out the extent of its product’s functionality to assess what type of HR software it is. Essential HR Software FeaturesCore features of HR software include payroll, benefits administration, automatic alerts and reminders, e-signatures and mobile access.
Company Size ConsiderationsAn HRIS, HRMS and HCM broadly serve the needs of small, midsized and enterprise businesses, respectively. However, to arrive at the HR software solution that’s best for your company, take current size and needs into account while also considering anticipated workforce and business growth that will require more data and more sophisticated features. ADP, Rippling, Sage and UKG are all vendors that provide a range of products to different market segments, so they’re worth checking out if you anticipate a lot of future growth in headcount. That way, you can add on features as needed or upgrade to a new price tier or product from that vendor. BambooHR targets small to midsized business needs. So, if you anticipate remaining relatively small (at around 1,000 employees or fewer) and serving a niche market, BambooHR is an excellent choice. Paycor and UKG Pro are designed for enterprise businesses because they include advanced tools such as predictive analytics and competitive benchmarking data. Generally speaking, enterprise businesses employ more than 1,000 employees, thus having enough head count volume and budget to invest in an HCM system. Software IntegrationsIf you’re looking for modular, à la carte-style solutions such as ADP or a less comprehensive HR software system, such as BambooHR or Rippling Unity, you’ll need to ensure that those systems will communicate with other applications your company currently uses. For instance, if you opt for your current payroll software over BambooHR’s payroll add-on, you’ll need to make sure your payroll software will communicate with BambooHR. Moreover, the HR software solution might integrate with your other software applications, but the ease of implementation will depend on whether your IT team or the vendor’s support team will need to manually build APIs to get the two (or more) systems to communicate with one another. Some HR systems have built-in integrations to work with other software, while others require manual API connection or don’t work at all with a particular solution.
PMP® Exam Preparation is an in-depth, live, virtual course offered by Purdue University Online. This course follows our Project Management Essentials course. Some learners also complete the Agile Certificate Online Course before taking this exam preparation course. This course offering assumes you qualify to take the PMP Exam according to Project Management Institute (PMI) criteria, which includes being an experienced project manager (minimum 36 months of experience leading projects within the past eight years, with a four-year degree). The PMP exam also requires you to have 35 hours of project management education, which this course fulfills. You should already be familiar with the content of the PMBOK® Guide before enrolling. If you feel like you need a refresher on the content of the PMBOK® Guide, taking the Project Management Essentials course first is strongly suggested. Request
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