The PHR/SPHR Certification Preparation program includes six course modules, a final exam review and
preparation session, as well as a one-on-one tutoring session.
- Business Management and Strategy (2 class sessions)
- Workforce Planning (2 class sessions)
- Human Resource Development (2 class sessions)
- Compensation and Benefits (2 class sessions)
- Employee and Labor Relations (2 class sessions)
- Risk Management (1 class session)
- Review and final exam (1 class session)
- One-on-one tutoring session (1 class session)
Module 1 – Business Management and Strategy
- The Role of Human Resources in Organizations: discusses the emerging role of HR professionals as strategic business partners as well as their relationship to other functions within the organization.
- The Strategic Planning Process: considers the short and long-term goals of the organization when forecasting and budgeting for human resources and the benefits of this process.
- Scanning the External Environment: explains the purpose of environmental scanning while providing factors to consider and exploring future developments.
- Organizational Structure and Internal HR Partners: describes the key functions of a business and how HR can contribute to a successful organizational system.
- Measuring Human Resources Effectiveness: identifies a variety of methods for researching and analyzing the effectiveness of the HR function.
- Ethical Issues Affecting Human Resources: discusses the role and impact of ethics in the HR function and introduces the organization’s role in social responsibility.
- Human Resources and the Legislative Environment: covers how laws are introduced and passed, their impact on the profession and how practitioners should influence the legislative environment.
Module 2 – Workforce Planning
- Key Legislation Affecting Employee Rights: addresses concepts such as employment-at-will, common law tort theories, job-as-property and non-compete agreements.
- Key Legislation Affecting Privacy and Consumer Protection: discusses how this legislation impacts the HR function.
- Equal Employment Opportunity/Affirmative Action: identifies the anti-discrimination requirements for implementing EEO and affirmative action plans as well as how to reduce discrimination vulnerabilities.
- Gender Discrimination and Harassment in the Workplace: describes various types of harassment, background on related legislation and appropriate employer responses.
- Organizational Staffing Requirements: provides techniques for anticipating skills and labor needs.
- Job Analysis and Documentation: identifies methods and uses for job analysis, discusses the writing of job descriptions and specifications and addresses job competencies.
- Recruitment: explains how to determine an organization's recruitment strategy and select appropriate internal and external sources that match it.
- Flexible Staffing: explores alternative staffing methods to meet the needs of today's workforce.
- Selection: explains how to design appropriate selection strategies including the use and analysis of application forms, interviews, pre-employment testing, drug screening and medical examinations. Introduces realistic job previewing and job orientation.
- Employment Practices: describes common practices such as medical examinations, relocation practices, employment offers and employment contracts.
- Organizational Exit: discusses key factors to consider when an employee leaves an organization including downsizing, exit interviews, outplacement, wrongful termination and employer defenses against litigation.
- Employee Records Management: explains which records must be kept and describes methods for managing them.
Module 3 – Human Resource Development
- Key Legislation: describes the impact of federal laws and regulations affecting HRD.
- Human Resource Development and the Organization: defines the functions of HRD and the importance of strategically aligning with the organization and introduces the learning organization.
- Adult Learning and Motivation: introduces how to incorporate adult learning principles into HRD programs and how to apply various motivational theories.
- Assessment of HRD Needs: explains the ADDIE model for designing instruction and discusses needs assessments.
- HRD Program Design and Development: discusses how to design and develop various performance improvement interventions.
- HRD Program Implementation: defines the steps required to implement HRD programs including pilot programs, content revision, scheduling, marketing, and launching the final program.
- Evaluating HRD Effectiveness: covers various models and methods for evaluating the bottom line impact of HRD initiatives.
- Career Development: explains how to accommodate both organizational and individual needs when designing career paths for employees and explores common challenges in career development.
- Developing Leaders: identifies successful leadership styles within an organization and discusses issues affecting leadership.
- Organizational Development Initiatives: explores organizational development as a function of HRD while discussing intervention strategies and examples.
- Performance Management: defines performance management and methods; addresses criterion problems in performance appraisals, performance appraisal methods and rating errors, and legal constraints and documentation issues.
Module 4 – Compensation and Benefits
- Key Legislation: describes the impact of federal laws and regulations as well as tax and accounting treatment
of compensation and benefit programs.
- Total Compensation and the Strategic Focus of the Organization: explains how an organization's total compensation system promotes external competitiveness and internal effectiveness.
- Pay Administration: discusses methods for analyzing and determining a job's worth as well as the payroll function.
- Compensation Systems: explores various methods of pay including base-pay systems, pay variations, pay adjustments, variable or differential pay, incentive pay, pay plans for select employees, and controlling costs.
- Introduction to Benefit Programs: describes assessing benefit needs and defines indirect compensation programs.
- Government-Mandated Benefits: covers benefits the organization is required to provide such as Social Security and Medicare, Unemployment Insurance, Workers' Compensation, COBRA, and FMLA and their impact on the organization.
- Voluntary Benefits: considers non-required benefits such as deferred compensation plans, health-care benefits, disability benefits, flex plans, and other voluntary benefits as well as tax treatment of benefits.
- Compensation and Benefit Programs for International Employees: discusses issues of comparability of compensation and benefits for expatriate employees.
- Evaluating the Total Compensation System and Communicating It to Employees: explains the benefits of evaluating compensations systems, determining their effectiveness and communicating it to employees.
Module 5 – Employee and Labor Relations
- Key Legislation Affecting Employee and Labor Relations: lists federal laws and regulations and their impact on the organization.
- Employee Relations and Organizational Culture: discusses the influence of a positive organizational culture on the effectiveness of the organization.
- Employee Involvement Strategies: defines characteristics of employee involvement and provides strategies to support HR's role in immersing employees to contribute to the organization's long-term success.
- Positive Employee Relations: describes measurement, results analysis, interpretation, feedback, and intervention issues related to employee satisfaction.
- Work Rules: explains HR's responsibilities in coordinating workplace policies, procedures and work rules whether in a union or non-union environment.
- Effective Communication of Laws, Regulations and Organizational Policies: considers the employee handbook as a legally binding vehicle for communicating laws, regulations and organizational policies to employees.
- Discipline and Formal Complaint Resolution: describes workplace behavior problems and addresses the importance of their documentation; identifies union-management grievance process and procedures; illustrates the normal procedure for alternative dispute resolution.
- Union Organizing: describes the unionization process and how union contracts are negotiated as well as union de-certification and de-authorization.
- Unfair Labor Practices: identifies both employer and union unfair labor practices and remedies for each.
- Collective Bargaining: explains collective bargaining, types of contract negotiation, elements of labor contracts, National Labor Relations Board administration and enforcement provisions, and collective bargaining trends.
- Strikes and Secondary Boycotts: identifies strikes and secondary boycotts and when they are likely to occur.
- Public-Sector Labor Relations: discusses labor relations within the public sector and the differences between collective bargaining in the public and private sector.
- International Employee and Labor Relations: explains special employee and labor relations considerations for local nationals.
Module 6 – Risk Management
- Key Legislation: describes the impact of key federal laws and regulations on occupational health, safety, and security.
- Safety: identifies practices that can maintain and/or improve workplace safety and keep employees and employers free from danger, risk, or injury.
- Health: focuses on the overall well-being of employees, both on and off their jobs by explaining health hazards, health-related programs, policies, employer liabilities, and cost-effectiveness of health programs.
- Security: discusses how to reduce or eliminate the risk of loss of an organizations' assets through various organizational security techniques; addresses workplace violence and workplace privacy issues