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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 courses 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 trial exam questions.
Professional Employment Test
HR Professional exam contents

Other HR exams

GPHR Global Professional in Human Resource (HRCI) 2023
PHR 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 genuine damages from Darlene’s negligent driving
that caused his injury.
A. Darlene caused Plaintiff Paul’s injury.
B. Plaintiff Paul suffered genuine damages.
C. Darlene is liable for negligent driving.
D. Darlene is liable for Plaintiff Paul’s genuine damages.
Answer: D
Darlene is liable for Plaintiff Paul’s genuine 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 genuine 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 genuine 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.
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LESSON 5: COMPENSATION AND BENEFITS
Understand all the things that must be considered when designing a compensation and benefits package.
LESSON 6: EMPLOYEE HEALTH AND SAFETY
Learn 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 ENVIRONMENT
Gain 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 DECISIONS
Learn 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 ACTION
Learn 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: DIVERSITY
Understand 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 DISCIPLINE
Learn the laws that protect employee rights and privacy and how to properly monitor and document behavior and discipline employees.
LESSON 12: TERMINATION
Understand 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: INVESTIGATIONS
Learn 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 RELATIONS
Get 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 WORKPLACE
Learn 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 RESOURCES
Understand the basics of staffing strategy, cultural differences, HR in other countries, choosing global employees, and issues faced by expatriates.
LESSON 17: RETENTION
Learn 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 RECOGNITION
Find out fun ways to motivate workers and gain nine strategies for creating a great rewards program.
LESSON 19: PREPARING FOR THE PHR EXAM
Gain information on externships and internships as you review the basics of the PHR exam and begin to study.

Tue, 01 Feb 2022 14:34:00 -0600 en text/html https://www.utsa.edu/pace/online/human-resources-professional-certification-training.html
Human Resources Management Certificate Program Human Resources Management Certificate Program - Continuing Education - UNG

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:

  • Built on one singular Body of Competency and Knowledge (SHRM BoCK™) designed to elevate the HR profession around the world.
  • Tests the HR professional’s competency—the ability to put that knowledge to work through critical thinking and application.
  • Demonstrates that the HR professional is a technical expert and has mastered the application of HR technical and behavioral competencies, through practice and experience, to drive business results.

In partnership with SHRM Society for Human Resource Management 2017

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 Award

UNG PCE ranked 2nd nationally for “Certificate program with Emphasis on HR”

Register now for the SHRM Certificate Course!

WIOA Approved

Course approved through WIOA. WIOA may be available for those who qualify for the program and only if funds are available. WorkSource Georgia Mountains

SHRM CP/SCP Logo

Establishing Connection...

Thu, 03 Aug 2017 06:26:00 -0500 en text/html https://ung.edu/continuing-education/certificate-programs/human-resources-management.php
Civil Service Examination Information

Civil Service Examination Information

Starting the Process

Application Evaluations

After 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.

  1. Tests are administered on Tuesdays. Session times begin at 8:30 AM and 1:00 PM, unless otherwise indicated.
  2. Pencils, pens, scratch paper, and calculators, will be furnished (unless otherwise indicated).
  3. The majority of testing is done in the lower level of Sherman Hall, Room 103. Occasionally, it is necessary to conduct a mass testing, which would be located outside of the Human Resources area. For openings at the Quad Cities campus, separate testing is done at the Quad Cities facility.

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

1. The Largest city in Illinois is:
  A. Champaign
  B. Peoria
  C. Chicago
  D. Springfield

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:
Sherman Hall, Room 103
Sherman Hall is located off of Adams Street in Macomb, IL

Tue, 24 Nov 2020 11:41:00 -0600 en text/html https://www.wiu.edu/human_resources/exam_info.php
HR exam results out as key programme revised
IHRM National chairman Dalmas Odero, HRMPEB board chair Sharon Kisire and CEO Douglas Ogolla release the exam. [Esther Jeruto, Standard]

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.

Wed, 27 Jul 2022 20:32:00 -0500 en text/html https://www.standardmedia.co.ke/education/article/2001451781
Best HR Software Of 2024

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 Software

There are three main types of HR software:

  • Human resource information systems (HRIS): At its core, an HRIS is a database that stores employee information and runs automated reports. It’s for HR teams and employees to manage and update employee information and typically, but not always, includes basic HR functions, such as payroll, benefits administration and time-tracking features.
  • Human resource management systems (HRMS): An HRMS layers additional functionality on top of the HRIS, drawing from a wider set of data to support not only employees and HR staff but also managers. To that end, an HRMS typically includes recruiting features, an applicant tracking system as well as performance management and employee engagement tools.
  • Human capital management (HCM) software: An HCM solution stores the most data of the three types and thus offers even more sophisticated functionality to support HR at a strategic level, such as predictive analytics and workforce planning, to ensure that people management aligns with overarching business goals. An HCM system often syncs with other parts of a business through a customer relationship management (CRM) or enterprise resource planning (ERP) platform.

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 Features

Core features of HR software include payroll, benefits administration, automatic alerts and reminders, e-signatures and mobile access.

  • Payroll: Payroll software helps HR staff or payroll administrators run payroll more efficiently and error-free through automatic payroll runs, compliance checks, tax filing and other helpful features. Payroll is essential because paying your employees correctly and on time should be a key priority.
  • Benefits administration: For employers offering benefits to their employees, benefits administration tools help them select the right benefits package. They also help companies administer benefits in a manner that’s compliant with federal regulations such as the Affordable Care Act (ACA), the Consolidated Omnibus Budget Reconciliation Act (COBRA) and Employee Retirement Income Security Act (ERISA).
  • Automatic alerts and reminders: HR teams typically juggle several different tasks, so HR software’s automatic alerts remind them to complete tasks, such as running payroll and collecting new hire benefits elections, in a timely and compliant way.
  • E-signatures: The ability to electronically send, sign and submit documents streamlines and accelerates workflows such as the onboarding process, as opposed to printing out, scanning and sending emails back and forth.
  • Mobile access: Mobile app availability is an essential feature, especially for primarily remote workforces. Mobile app versions of HR software enable on-the-go access to functions your employees might need to check on anywhere at any time, such as a candidate messaging tool for recruiters to stay connected with job candidates.

Company Size Considerations

An 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 Integrations

If 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.

Sat, 16 Dec 2023 02:03:00 -0600 Kristy Snyder en-US text/html https://www.forbes.com/advisor/business/software/best-human-resource-management-systems/ Project Management Professional (PMP)® exam Preparation
Quick Facts
Online Yes
Format Instructor-led
Course Fee $1,195
CEUs 3.5
Course Availability
Two times per year
Time to Complete
90-day access
Prerequisites
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.

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
Information

To learn more about Purdue University’s online PMP® exam Preparation course and , fill out this form. You can also call (888) 390-0499 to speak to one of our program advisors.

* All Fields are Required. Your Privacy is Protected.

Purdue University respects your right to privacy. By submitting this form, you consent to receive emails and calls from a representative of Purdue University, which may include the use of automated technology. Consent is needed to contact you, but is not a requirement to register or enroll.

Are you enrolling from outside the U.S.? Click here.

Course Overview

PMP exam Preparation is a live, virtual course based on the PMBOK® Guide.

Enrollment includes 90-day access to all of the course material, which is 100% aligned to the Project Management Institute’s PMP® exam Prep content. Purdue also provides complimentary 90-day access to the PMtraining™ online practice questions website (a $59 value).

Certification

PMI’s PMP exam consists of 180 multiple-choice, multiple response, matching, hotspot and limited fill-in-the-blank questions. The exam is demanding and learners must engage in independent study following the course to pass.

Only individuals who pass PMI’s PMP exam are officially certified as a Project Management Professional®. A certificate of achievement from Purdue University, however, is awarded to learners who successfully complete the PMP exam prep course.

Tue, 17 May 2022 12:27:00 -0500 en text/html https://www.purdue.edu/projectmanagementcertification/pmp-exam-preparation/
Online Doctorate Degree in Human Resources No result found, try new keyword!Human resources personnel ... and pass a comprehensive exam. An online HR doctorate program offers flexibility for students who are also working professionals. Web-based programs typically follow ... Sun, 09 Apr 2023 21:00:00 -0500 https://www.usnews.com/education/online-education/human-resources-doctorate-degree Learning Opportunity Resources

Employees and Supervisors should collaboratively identify the most relevant and applicable learning for an employee’s role with the University. The following learning opportunity resources can be used as an idea starter to assist in determining appropriate learning as it pertains to professional development and job growth. This is not intended to be an exhaustive list of resources. The guidelines have been updated with a JEP Learning Plan Process.

Academic courses offered by Miami University as well as other educational institutions may be eligible for Job Enrichment credit. 

Access: Follow the application/registration process specific to the institution offering the course.

Testing: Obtain a passing grade if taken for credit.

Submission Requirements:

Cost: All costs associated with academic courses are the responsibility of the employee (tuition fee waiver benefit may apply for Miami University courses).

Chefcertification.com is an online learning portal providing access to online training courses specific to nutrition, cooking, and the culinary fields. Chefcertification.com provides user-friendly online courses that help aspiring chefs reach their ACF Chef Certification goals. By taking courses using our self-paced online service, staff earns the required credit hours for initial certification or certification renewal, all from the comforts of home or the confines of work. There are no term schedules; students may register online at any time.

Access: Contact your JEP Administrator

Testing:

  • All quizzes/tests are automatically graded online. After each quiz, a list of missed questions (and your answers) is generated by the database. This gives you a better opportunity to brush up on your knowledge, and (if needed) take the quiz again.
  • Once you complete the course, you are greeted with a confirmation of completion. You will receive an authentic certificate of completion via email within a week.

Submission Requirements:

Cost: Campus Services centrally covers the cost for courses listed on a Professional Development Plan for a Food and Beverage Team Member and approved by the area Director. Average cost for a preliminary course is $150.  Average Cost range for a refresher course is $25 - $65.

American Management Association (AMA) courses are self-study books designed to enhance your professional development skills.

Access: Department approval required prior to ordering. Ordering and payment process

Testing:

  • Follow the “How to take this course” instructions in the front of the AMA course book.
  • Submit pre-test (optional) and post-test form to AMA for grading to:
    • American Management Association
      Attention: Customer Care
      600 AMA Way
      Saranac Lake, NY 12983
  • Obtain a grade of 70% or greater on the post-test.
  • Re-testing:
    • If a post-test score is below 70%, the test can be retaken one time. Contact mleon@amanet.org.

Submission Requirements:

Cost: All costs associated with AMA books are paid for by the employee's department budget and retained by the department. The current retail price averages $159; Miami University receives a 50% discount off retail prices.

CE Direct provides online learning opportunities for allied health professionals and nutrition professionals. ContinuingEducation.com/cedirect is an online learning portal providing access to online training courses specific to nutrition, dietetics and the restaurant field.

Access: Contact your JEP Administrator

Testing: Obtain a grade of 75% or greater on the overall assessment.

Submission Requirements:

Cost: Campus Services centrally covers the cost for courses listed on a Professional Development Plan for a Food and Beverage Team Member. Average cost for one person to have unlimited access is $12.25 per year.

Cleaning Management Institute (CMI) is a Custodial Technician self-study book that is split into two levels, Basic and Advanced. The Basic Level includes six modules, and the Advanced Level contains three modules. Each module covers a different cleaning subject and each has a corresponding proctored, certification exam.

Access:Contact your JEP Administrator

Testing:

  • Contact your JEP Administrator to schedule a test
  • Test is an open book, proctored exam
  • Exam answer sheets are sent to company for grading
  • Grades are sent for each module directly to you
  • Obtain a grade of 80% or greater on each module test.
  • Re-testing:
    • If the test score is below 80%, the test can be retaken after 3 weeks from the original test date.
    • Each module is graded independently; therefore, you only need to retake the modules in which a score below 80% was received.

Submission Requirements:

Cost: Campus Services and Physical Facilities centrally cover the cost for courses listed on a Professional Development Plan for staff within their respective department and approved by the area Director. Cost for a Basic or Advanced CMI test is $54.99. Cost for a Basic or Advanced retest is $24.99 per module. Cost for a study guide is $54.99 for Basic, and $99.99 for Advanced.

The American Hotel and Lodging Educational Institute (AHLEI) offers more than 30 hospitality management courses, available through traditional home study (correspondence courses called “Distance Learning” Opportunities) or online through our “CourseLine®” program. Take individual courses or work toward earning Areas of Specialization certificates, a Hospitality Fundamentals certificate, a Hospitality Operations certificate, a Hospitality Management Diploma or a Food and Beverage Management Diploma.

Access: Contact your JEP Administrator

Testing:

  • Proctored exam
  • Must obtain 70% or higher

Submission Requirements:

Cost: Campus Services centrally covers the cost for certifications listed on a Professional Development Plan for a Campus Services Team Member and approved by the area Director.Average cost range for a certification is $125 - $180.

Continuing Education in Global Initiatives, in collaboration with ed2go, offers a wide range of interactive online courses. The online courses are affordable, convenient, and may qualify for Miami’s Job Enrichment Program. These classes are not for college credit and may require additional supplies, computer software, and texts. The Professional Development Online Instruction Center offers a wide range of courses from computer applications such as Microsoft Word and Excel, to website development, and language courses to name just a few. The Career Training Online Instruction Center provides a robust learning center where you can learn specific trades such as computer science, construction & trades, and computer applications. Most of these courses provide the required education needed in order to take certification exams in the specific field.

Access: Professional Online Instruction Center | Career Training Online Instruction Center

Testing:

For the professional development courses, you must pass the final exam with a 65% or higher in order to receive a certificate of completion. Each career training course has its own final exam policy.

Submission Requirements:

Cost: Professional development courses range from $105–$129. Career training courses range from $499 to $5,495. Since these are non-credit bearing, the Miami tuition fee waiver does not apply. However, some departments have covered the cost of the courses when they pertain directly to the staff’s job duties, some departments have not. Be sure to speak with your supervisor regarding payment prior to enrolling.

HR Staff Development offers a wide array of learning opportunities, programs and other resources that support employees in their efforts to develop professionally and enhance their skills. These workshops are designed for faculty and staff at all levels within the University who are interested in developing skills for professional growth. Learn more about Staff Development current offerings.

Access: Miami Learn

Testing: Courses may include prework, in-class participation, postwork and course evaluation.

Submission Requirements:

  • Course attendance is not automatically captured in MyCard. 
  • Provide a screenshot of your Development Plan from Miami Learn that includes a status of "Attended" and the date of the course.

Cost: All costs associated with HR Staff Development workshops are paid centrally through Staff Development.

Innovation Educators provides access to over 300 professional development training courses, as well as access to unlimited webinars for faculty, administrators and staff. This valuable resource is available at no cost to members of the Southwestern Ohio Council For Higher Education (SOCHE) and Miami University is a member! 

Access: 

  1. Go to Innovative Educators and enter Miami's coupon code "SOCHE17" and select Lookup Member Site.
  2. Click the link provided to create your account (one time only)
  3. Once you have an account, you can access directly here.
  4. Scroll down to "Search Digital Library" for learning categories.

Testing: All course content must be viewed.

Submission Requirements:

Cost: Innovation Educators webinars are available at no cost to Miami University employees using the SOCHE17 coupon code.

Linkedin Learning has more than 6,600 courses, ranging from computer programming to project management including instruction on various computer software, programming languages, and business topics.

Access: Linkedin Learning (new users must get a Lane Library card and register to create an account)

Testing:

  • Course is taken online
  • Courses may include assignments and tests

Submission Requirements:

Cost: Linkedin Learning is offered through Lane Library at no cost to users.

The training programs offered by NCCER meet national industry standards. Individual modules may be completed at home and at the participant’s pace. Course completion timeframe may vary for each module. Points do not expire for participants in the Apprenticeship Program.

Access: Contact your JEP Administrator

Testing:

  • Obtain a 70% or higher
  • Re-testing:
    • If the test score is below 70%, the test can be retaken after 3 weeks from the original test date.

Submission Requirements:

Cost: Physical Facilities centrally covers the cost for courses listed on a Professional Development Plan for staff within their department and approved by the area Director.  Average cost range for a course is $79 - $122.

Percipio is a digital learning platform that engages and inspires staff to learn. It's micro-learning videos provide quick, targeted learning focusing on specific tasks delivered in real-time. It will create new ways of thinking about improving performance and skills.

Access: Percipio (Miami unique ID and password required)
Mobile Access: Percipio - you will be required to login and send a push to access courses

Testing:

  • All course content must be viewed.
  • Obtain a grade of 70% or greater on the overall assessment.
  • Books, briefs, simulations, Skill Benchmarks and videos are not eligible for Job Enrichment credit.

Submission Requirements

Cost: All costs associated with Percipio are paid centrally through Staff Development.

Develop your skills with accredited, trade-specific training from Penn Foster. This program provides hands-on training and practical exercises that will allow you to receive a career diploma. The coursework may be completed at home, and at a pace that’s right for you. The completion timeframe varies for each program. Points do not expire for participants in the Apprenticeship Program.

Access: Contact your JEP Administrator

Testing: Obtain a passing grade for the course.

Submission Requirements:

Cost: Physical Facilities centrally covers the cost for courses listed on a Professional Development Plan for staff within their department and approved by the area Director.  Average cost to complete coursework for a career diploma varies by trade.

TPC Training consists of self-study books designed to enhance industrial, maintenance, and business skills for service and maintenance professionals. Each course consists of multiple lessons, programmed exercises, and self-check quizzes for optimal learning. All courses include a final exam proctored by the appropriate Job Enrichment Administrator.

Access: Contact your JEP Administrator

Testing:

  • Contact your JEP Administrator to schedule a test.
  • Test is a onsite, closed book, proctored exam within 72 hours
  • Obtain a grade of 70% or greater on the final exam.
  • Re-testing:
    • If the test score is below 70%, the test can be retaken after 3 weeks from the original test date.

Submission Requirements:

Cost: Campus Services and Physical Facilities centrally cover the cost for courses listed on a Professional Development Plan for staff within their respective department and approved by the area Director.  Average cost range for a course is $57 - $85.

Universal Class is an online learning program offered through local public libraries that provides a diverse offering of intellectually stimulating courses for people interested in the lifelong pursuit of knowledge for either personal or professional reasons.

Access: Universal Class (new users must register to create an account)

Testing:

  • Course is taken online
  • Courses may include assignments
  • Course test is completed and a certificate of completion is awarded

Submission Requirements:

Cost: Universal Class is offered through Lane Library at no cost to users.

University Sponsored Non-Academic Learning Opportunities can change from year to year. As a result, the points you can earn from completing them may vary. Please contact your Job Enrichment Administrator for eligible points.

Access: Responsibility of employee and/or supervisor

Testing: Varies per learning opportunity

Submission Requirements:

  • Course attendance is not automatically captured in MyCard. 
  • JE Credit may be issued pending your status in the Job Enrichment Program.
  • Submit a JEP Learning Opportunity Form to HR Staff Development within 6 months of completion along with documentation such as:
    • Event description with learning objectives
    • Detailed agenda, including time frames, indicating sessions attended
    • Proof of successful completion or attendance:
      • letter or certificate of completion

Cost: Costs associated for these events are the responsibility of the employee and/or department.

It is recommended that JE participants seek out learning resources that would be most relevant for their role and provide the best opportunity to develop skills and grow professionally. Collaborate with your supervisor to list the areas you want to focus on for your development and then identify relevant and applicable learning opportunities to achieve your goals. These learning opportunities might include webinars, conferences, specialized training, certifications, and product/vendor training.

Feel free to explore these professional organization sites to discover other learning opportunities!

Access: Responsibility of employee and/or supervisor

Testing: Varies per learning opportunity resource

Submission Requirements:

  • Submit JEP Learning Opportunity Form to HR Staff Development within 6 months of completion along with documentation such as:
    • Event description with learning objectives
    • Detailed agenda, including time frames, indicating sessions attended
    • Learning event provider information (organization, instructor name, phone, website, email address, etc.)
    • Documentation from learning vendor:
      • registration confirmation
      • certification hours
      • certificate of completion or other attendance verification
      • test results with passing score requirements

Cost: Costs associated for these learning opportunities are the responsibility of the employee and/or department.

Tue, 21 Dec 2021 17:24:00 -0600 en-US text/html https://miamioh.edu/human-resources/professional-development/job-enrichment/learning-opportunity-resources/index.html
Professional Engineering Exam

As a licensed Professional Engineer, or PE, you can expect many more benefits when compared to other engineers; most employers offer higher salaries and greater opportunities for advancement to PE's. Only PE's can consult in private practice, and seal company documents to be sent to the government. PEs also have more credibility as expert witnesses in court than most engineers.

Steps in obtaining a PE license:

  • Pass the Fundamentals of Engineering (FE) Exam.
  • Graduate with a bachelor's degree from an ABET accredited engineering curriculum (all Engineering curricula at Michigan Tech except Robotics Engineering).
  • Gain four years of engineering experience under the supervision of a registered professional engineer.
  • Pass the Principles and Practice of Engineering (PE) Exam.

During your senior year you should take the Fundamentals of Engineering (FE) exam, which is required prior to sitting for the Professional Engineers (PE) Exam. Some requirements vary by state.

Sun, 04 Sep 2011 15:27:00 -0500 en text/html https://www.mtu.edu/engineering/undergraduate/professional/




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