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CERTIFICATIONS IN

HUMAN RESOURCES PHR SPHR


PROFESSIONAL IN SENIOR PROFESSIONAL IN
HUMAN RESOURCES HUMAN RESOURCES

PHR AND SPHR

EXAM CONTENT OUTLINE


PHR AND SPHR
EXAM CONTENT OUTLINE
AT-A-GLANCE

PHR EXAM WEIGHTING BY FUNCTIONAL AREA

Business Management and Strategy (11%)

Workforce Planning and Employment (24%)

Human Resource Development (18%)

Compensation and Benefits (19%)


IF LAWS CHANGE
Employee and Labor Relations (20%)
We realize that employment laws change
Risk Management (8%) constantly. Candidates are responsible
for knowing the HR laws and regulations
that are in effect as of the start of each
SPHR EXAM WEIGHTING BY FUNCTIONAL AREA exam period. New exams are produced
for each testing window.
Business Management and Strategy (30%)

Workforce Planning and Employment (17%)

Human Resource Development (19%)

Compensation and Benefits (13%)

Employee and Labor Relations (14%)

Risk Management (7%)

The PHR and SPHR EXAM CONTENT OUTLINE is updated


periodically (approximately every five years) to ensure it is
consistent with current practices in the HR field. This exam
content outline was revised effective Spring 2012.
PHR AND SPHR EXAMS
The Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR)
exams are created using the PHR and SPHR EXAM CONTENT OUTLINE, which details the
responsibilities of and knowledge needed by todays HR professional. The PHR and SPHR EXAM
CONTENT OUTLINE is created by HR subject matter experts through a rigorous practice analysis
study and validated by HR professionals working in the field through an extensive survey instrument.
It is updated periodically to ensure it is consistent with current practices in the HR field.

FUNCTIONAL AREA O1: BUSINESS MANAGEMENT & STRATEGY (11% / 30%)


Developing, contributing to, and supporting the organizations mission, vision, values, strategic goals
and objectives; formulating policies; guiding and leading the change process; and evaluating organi-
zational effectiveness as an organizational leader.

RESPONSIBILITIES

01 Interpret and apply information related to in achieving the organizations strategic goals
the organizations operations from internal and objectives (for example: corporate social
sources, including finance, accounting, responsibility and community partnership).
business development, marketing, sales,
operations, and information technology, 06 Develop and utilize business metrics to
in order to contribute to the development of measure achievement of the organizations
the organizations strategic plan. strategic goals and objectives (for example:
key performance indicators, balanced
02 Interpret information from external sources scorecard). SPHR only
related to the general business environment,
industry practices and developments, 07 Develop, influence, and execute strategies
technological advances, economic for managing organizational change that
environment, labor force, and the legal balance the expectations and needs of the
and regulatory environment, in order to organization, its employees, and other
contribute to the development of the stakeholders.
organizations strategic plan.
08 Develop and align the human resource
03 Participate as a contributing partner in the strategic plan with the organizations
organizations strategic planning process strategic plan. SPHR only
(for example: provide and lead workforce
planning discussion with management, 09 Facilitate the development and communication
develop and present long-term forecast of of the organizations core values, vision,
human capital needs at the organizational mission, and ethical behaviors.
level). SPHR only
10 Reinforce the organizations core values
04 Establish strategic relationships with key and behavioral expectations through
individuals in the organization to influence modeling, communication, and coaching.
organizational decision-making.
11 Provide data such as human capital
05 Establish relationships/alliances with key projections and costs that support the
individuals and outside organizations to assist organizations overall budget.

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12 Develop and execute business plans 17 Participate in enterprise risk management
(i.e., annual goals and objectives) that by ensuring that policies contribute to
correlate with the organizations strategic protecting the organization from potential
plans performance expectations to include risks.
growth targets, new programs/services,
and net income expectations. SPHR only 18 Identify and evaluate alternatives and
recommend strategies for vendor selection
13 Perform cost/benefit analyses on proposed and/or outsourcing. SPHR only
projects. SPHR only
19 Oversee or lead the transition and/or
14 Develop and manage an HR budget that implementation of new systems, service
supports the organizations strategic goals, centers, and outsourcing. SPHR only
objectives, and values. SPHR only
20 Participate in strategic decision-making
15 Monitor the legislative and regulatory and due diligence activities related to
environment for proposed changes and organizational structure and design (for
their potential impact to the organization, example: corporate restructuring, mergers
taking appropriate proactive steps to and acquisitions [M & A], divestitures).
support, modify, or oppose the proposed SPHR only
changes.
21 Determine the strategic application of
16 Develop policies and procedures to integrated technical tools and systems
support corporate governance initiatives (for example: new enterprise software,
(for example: whistle-blower protection, performance management tools, self-service
code of ethics). SPHR only technologies). SPHR only

KNOWLEDGE OF

01 The organizations mission, vision, values, 07 Transition techniques for corporate


business goals, objectives, plans, and restructuring, M & A, off-shoring, and
processes. divestitures. SPHR only

02 Legislative and regulatory processes 08 Elements of a cost-benefit analysis during


the life-cycle of the business (such as
03 Strategic planning process, design, scenarios for growth, including expected,
implementation, and evaluation economic stressed, and worst case conditions)
and the impact to net-worth/earnings for
04 Management functions, including planning, short-, mid-, and long-term horizons
organizing, directing, and controlling
09 Business concepts (for example:
05 Corporate governance procedures and competitive advantage, organizational
compliance (for example: Sarbanes-Oxley branding, business case development,
Act) corporate responsibility)

06 Due diligence processes (for example: 10 Business processes (for example: operations,
M & A, divestitures) SPHR only sales and marketing, data management)

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FUNCTIONAL AREA O2: WORKFORCE PLANNING AND EMPLOYMENT (24% / 17%)

Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession


planning, retention, and organizational exit programs necessary to ensure the workforces ability to
achieve the organizations goals and objectives.

RESPONSIBILITIES

01 Ensure that workforce planning and 10 Brand and market the organization to
employment activities are compliant with potential qualified applicants.
applicable federal laws and regulations.
11 Develop and implement selection procedures
02 Identify workforce requirements to achieve (for example: applicant tracking, interviewing,
the organizations short- and long-term goals reference and background checking).
and objectives (for example: corporate
restructuring, workforce expansion or 12 Develop and extend employment offers and
reduction). conduct negotiations as necessary.

03 Conduct job analyses to create and/or 13 Administer post-offer employment activities


update job descriptions and identify job (for example: execute employment
competencies. agreements, complete I-9/e-Verify process,
coordinate relocations, and immigration).
04 Identify, review, document, and update
essential job functions for positions. 14 Develop, implement and evaluate orientation
and on-boarding processes for new hires,
05 Influence and establish criteria for hiring, rehires and transfers.
retaining, and promoting based on job
descriptions and required competencies. 15 Develop, implement and evaluate employee
retention strategies and practices.
06 Analyze labor market for trends that impact
the ability to meet workforce requirements 16 Develop, implement and evaluate the
(for example: federal/state data reports). succession planning process. SPHR only.

07 Assess skill sets of internal workforce and 17 Develop and implement the organization
external labor market to determine the exit/off-boarding process for both voluntary
availability of qualified candidates, utilizing and involuntary terminations, including
third party vendors or agencies as planning for reductions in force (RIF).
appropriate.
18 Develop, implement and evaluate an
08 Identify internal and external recruitment affirmative action plan (AAP) as required.
sources (for example: employee referrals,
diversity groups, social media) and 19 Develop and implement a record retention
implement selected recruitment methods. process for handling documents and
employee files (for example: pre-employment
09 Establish metrics for workforce planning files, medical files and benefits files).
(for example: recruitment and turnover
statistics, costs).

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KNOWLEDGE OF

11 Applicable federal laws and regulations 19 Interviewing techniques (for example:


related to workforce planning and behavioral, situational, panel)
employment activities (for example:
Title VII, ADA, EEOC Uniform Guidelines on 20 Impact of compensation and benefits on
Employee Selection Procedures, Immigration recruitment and retention
Reform and Control Act)
21 International HR and implications of global
12 Methods to assess past and future staffing workforce for workforce planning and
effectiveness (for example: costs per hire, employment. SPHR only
selection ratios, adverse impact)
22 Voluntary and involuntary terminations,
13 Recruitment sources (for example: employee downsizing, restructuring, and outplacement
referral, social networking/social media) for strategies and practices
targeting passive, semi-active and active
candidates 23 Internal workforce assessment techniques
(for example: skills testing, skills inventory,
14 Recruitment strategies workforce demographic analysis)

15 Staffing alternatives (for example: outsourcing, 24 Employment policies, practices, and


job sharing, phased retirement) procedures (for example: orientation,
on-boarding, and retention)
16 Planning techniques (for example: succession
planning, forecasting) 25 Employer marketing and branding
techniques
17 Reliability and validity of selection
tests/tools/methods 26 Negotiation skills and techniques

18 Use and interpretation of selection tests


(for example: psychological/personality,
cognitive, motor/physical assessments,
performance, assessment center)

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FUNCTIONAL AREA O3: HUMAN RESOURCE DEVELOPMENT (18% / 19%)

Developing, implementing, and evaluating activities and programs that address employee
training and development, performance appraisal, and talent and performance management to
ensure that the knowledge, skills, abilities, and performance of the workforce meet current and
future organizational and individual needs.

RESPONSIBILITIES

01 Ensure that human resources development 06 Develop, select, and evaluate


activities are compliant with all applicable performance appraisal processes
federal laws and regulations. (for example: instruments, ranking and
rating scales) to increase individual and
02 Conduct a needs assessment to identify and organizational effectiveness.
establish priorities regarding human resource
development activities. 07 Develop, implement, and evaluate
performance management programs
03 Develop/select and implement employee and procedures (includes training for
training programs (for example: leadership evaluators).
skills, harassment prevention, computer skills)
to increase individual and organizational 08 Develop/select, implement, and evaluate
effectiveness. programs (for example: telecommuting,
diversity initiatives, repatriation) to meet
04 Evaluate effectiveness of employee training the changing needs of employees and the
programs through the use of metrics (for organization. SPHR only
example: participant surveys, pre- and
post-testing). SPHR only 09 Provide coaching to managers and
executives regarding effectively managing
05 Develop, implement, and evaluate talent organizational talent.
management programs that include assessing
talent, developing career paths, and
managing the placement of high-potential
employees.

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KNOWLEDGE OF

27 Applicable federal laws and regulations 33 Performance appraisal methods (for example:
related to human resources development instruments, ranking and rating scales)
activities (for example: Title VII, ADA, Title 17
[Copyright law] ) 34 Performance management methods
(for example: goal setting, relationship to
28 Career development and leadership compensation, job placements/promotions)
development theories and applications
(for example: succession planning, dual 35 Applicable global issues (for example:
career ladders) international law, culture, local management
approaches/practices, societal norms).
29 Organizational development (OD) theories SPHR only
and applications
36 Techniques to assess training program
30 Training program development techniques effectiveness, including use of applicable
to create general and specialized training metrics (for example: participant surveys,
programs pre- and post- testing)

31 Facilitation techniques, instructional methods, 37 Mentoring and executive coaching


and program delivery mechanisms

32 Task/process analysis

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FUNCTIONAL AREA O4: COMPENSATION AND BENEFITS (19% / 13%)

Developing/selecting, implementing/administering, and evaluating compensation and benefits


programs for all employee groups in order to support the organizations goals, objectives, and
values.

RESPONSIBILITIES

01 Ensure that compensation and benefits 06 Develop/select, implement/administer,


programs are compliant with applicable update and evaluate benefit programs
federal laws and regulations. (for example: health and welfare, wellness,
retirement, stock purchase).
02 Develop, implement, and evaluate
compensation policies/programs 07 Communicate and train the workforce in
(for example: pay structures, performance- the compensation and benefits programs,
based pay, internal and external equity). policies and processes (for example:
self-service technologies).
03 Manage payroll-related information
(for example: new hires, adjustments, 08 Develop/select, implement/administer,
terminations). update, and evaluate an ethically sound
executive compensation program
04 Manage outsourced compensation and (for example: stock options, bonuses,
benefits components (for example: payroll supplemental retirement plans). SPHR only
vendors, COBRA administration, employee
recognition vendors). PHR only 09 Develop, implement/administer and evaluate
expatriate and foreign national compensation
05 Conduct compensation and benefits programs and benefits programs. SPHR only
needs assessments (for example: bench-
marking, employee surveys, trend analysis).

KNOWLEDGE OF

38 Applicable federal laws and regulations 45 Executive compensation methods. SPHR only
related to compensation, benefits, and tax
(for example: FLSA, ERISA, FMLA, USERRA) 46 Non-cash compensation methods (for
example: equity programs, non-cash rewards)
39 Compensation and benefits strategies
47 Benefits programs (for example: health
40 Budgeting and accounting practices related and welfare, retirement, Employee Assistance
to compensation and benefits Programs [EAPs])

41 Job evaluation methods 48 International compensation laws and


practices (for example: expatriate
42 Job pricing and pay structures compensation, entitlements, choice of law
codes). SPHR only
43 External labor markets and/or economic factors
49 Fiduciary responsibilities related to
44 Pay programs (for example: variable, merit) compensation and benefits

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FUNCTIONAL AREA O5: EMPLOYEE AND LABOR RELATIONS (20% / 14%)

Developing, implementing/administering, and evaluating the workplace in order to maintain


relationships and working conditions that balance employer/employee needs and rights in support
of the organizations goals and objectives.

RESPONSIBILITIES

01 Ensure that employee and labor relations 07 Create and administer a termination process
activities are compliant with applicable (for example: reductions in force [RIF], policy
federal laws and regulations. violations, poor performance) ensuring that
no disparate impact or other legal issues
02 Assess organizational climate by obtaining arise.
employee input (for example: focus groups,
employee surveys, staff meetings). 08 Develop, administer, and evaluate grievance/
dispute resolution and performance
03 Develop and implement employee relations improvement policies and procedures.
programs (for example: recognition, special
events, diversity programs) that promote a 09 Investigate and resolve employee complaints
positive organizational culture. filed with federal agencies involving
employment practices or working conditions,
04 Evaluate effectiveness of employee relations utilizing professional resources as necessary
programs through the use of metrics (for (for example: legal counsel, mediation/
example: exit interviews, employee surveys, arbitration specialists, investigators)
turnover rates).
10 Develop and direct proactive employee
05 Establish, update, and communicate work- relations strategies for remaining union-free
place policies and procedures (for example: in non-organized locations. SPHR only
employee handbook, reference guides, or
standard operating procedures) and monitor 11 Direct and/or participate in collective
their application and enforcement to ensure bargaining activities, including contract
consistency. negotiation, costing, and administration.

06 Develop and implement a discipline policy-


based on organizational code of conduct/
ethics, ensuring that no disparate impact or
other legal issues arise.

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KNOWLEDGE OF

50 Applicable federal laws affecting employment 54 Workplace behavior issues/practices (for


in union and nonunion environments, such as example: absenteeism and performance
laws regarding antidiscrimination policies, improvement)
sexual harassment, labor relations, and
privacy (for example: WARN Act, Title VII, 55 Unfair labor practices
NLRA)
56 The collective bargaining process, strategies,
51 Techniques and tools for facilitating positive and concepts (for example: contract
employee relations (for example: employee negotiation, costing, and administration)
surveys, dispute/conflict resolution, labor
management cooperative strategies) 57 Legal disciplinary procedures

52 Employee involvement strategies 58 Positive employee relations strategies and


(for example: employee management non-monetary rewards
committees, self-directed work teams, staff
meetings) 59 Techniques for conducting unbiased
investigations
53 Individual employment rights issues and
practices (for example: employment at will, 60 Legal termination procedures
negligent hiring, defamation)

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FUNCTIONAL AREA O6: RISK MANAGEMENT (8% / 7%)

Developing, implementing/administering, and evaluating programs, procedures, and policies in


order to provide a safe, secure working environment and to protect the organization from potential
liability.

RESPONSIBILITIES

01 Ensure that workplace health, safety, security, 06 Communicate and train the workforce on
and privacy activities are compliant with security plans and policies.
applicable federal laws and regulations.
07 Develop, monitor, and test business
02 Conduct a needs analysis to identify the continuity and disaster recovery plans.
organizations safety requirements.
08 Communicate and train the workforce
03 Develop/select and implement/administer on the business continuity and disaster
occupational injury and illness prevention recovery plans.
programs (i.e., OSHA, workers compensation).
PHR only 09 Develop policies and procedures to direct
the appropriate use of electronic media and
04 Establish and administer a return-to-work hardware (for example: e-mail, social media,
process after illness or injury to ensure a safe and appropriate website access).
workplace (for example: modified duty
assignment, reasonable accommodations, 10 Develop and administer internal and
independent medical exam). external privacy policies (for example:
identity theft, data protection, workplace
05 Develop/select, implement, and evaluate monitoring).
plans and policies to protect employees
and other individuals, and to minimize the
organizations loss and liability (for example:
emergency response, workplace violence,
substance abuse).

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61 Applicable federal laws and regulations 69 Organizational incident and emergency
related to workplace health, safety, response plans
security, and privacy (for example: OSHA,
Drug-Free Workplace Act, ADA, HIPAA, 70 Internal investigation, monitoring, and
Sarbanes-Oxley Act) surveillance techniques

62 Occupational injury and illness prevention 71 Employer/employee rights related to


(safety) and compensation programs substance abuse

63 Investigation procedures of workplace safety, 72 Business continuity and disaster recovery


health and security enforcement agencies plans (for example: data storage and
backup, alternative work locations,
64 Return to work procedures (for example: procedures)
interactive dialog, job modification,
accommodations) 73 Data integrity techniques and technology
(for example: data sharing, password usage,
65 Workplace safety risks (for example: trip social engineering)
hazards, blood-borne pathogens)
74 Technology and applications (for example:
66 Workplace security risks (for example: theft, social media, monitoring software,
corporate espionage, sabotage) biometrics)

67 Potential violent behavior and workplace 75 Financial management practices


violence conditions (for example: procurement policies,
credit card policies and guidelines,
68 General health and safety practices (for expense policies)
example: evacuation, hazard communication,
ergonomic evaluations)

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CORE KNOWLEDGE

76 Needs assessment and analysis 89 Qualitative and quantitative methods


and tools for analysis, interpretation,
77 Third-party or vendor selection, contract and decision-making purposes
negotiation, and management, including (for example: metrics and measurements,
development of requests for proposals (RFPs) cost/benefit analysis, financial statement
analysis)
78 Communication skills and strategies
(for example: presentation, collaboration, 90 Change management theory, methods,
sensitivity) and application

79 Organizational documentation requirements 91 Job analysis and job description methods


to meet federal and state guidelines
92 Employee records management (for example:
80 Adult learning processes electronic/paper, retention, disposal)

81 Motivation concepts and applications 93 Techniques for forecasting, planning, and


predicting the impact of HR activities and
82 Training techniques (for example: virtual, programs across functional areas
classroom, on-the-job)
94 Types of organizational structures (for
83 Leadership concepts and applications example: matrix, hierarchy)

84 Project management concepts and 95 Environmental scanning concepts and


applications applications (for example: Strengths,
Weaknesses, Opportunities, and Threats
85 Diversity concepts and applications (for [SWOT], and Political, Economic, Social,
example: generational, cultural competency, and Technological [PEST])
learning styles)
96 Methods for assessing employee attitudes,
86 Human relations concepts and applications opinions, and satisfaction (for example:
(for example: emotional intelligence, surveys, focus groups/panels)
organizational behavior)
97 Budgeting, accounting, and financial
87 Ethical and professional standards concepts

88 Technology to support HR activities 98 Risk-management techniques


(for example: HR Information Systems,
employee self-service, e-learning, applicant
tracking systems)

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WE BELIEVE IN THE DYNAMIC
POWER OF HUMAN RESOURCES.

WE ARE A MISSION-DRIVEN
ORGANIZATION COMMITTED
TO THE HIGHEST STANDARDS
OF THE PROFESSION.

OUR VISION IS CLEAR:


A GLOBAL HR PROFESSION,
WHOSE MOST EFFECTIVE AND
INFLUENTIAL PRACTITIONERS AND
LEADERS PROUDLY MAINTAIN OUR
CREDENTIALS.

WE ARE A COMMUNITY IN PRACTICE.


WE INVITE YOU TO JOIN US.

WE ARE CERTIFIED.

The aPHRTM, PHR, SPHR, GPHR, PHR-CA and SPHR-CA are trademarks of the HR Certification Institute,
registered in the U.S. and other countries. PHRiTM and SPHRiTM are trademarks of the HR Certification Institute.
The aPHRTM, PHR, SPHR, PHRiTM, SPHRiTM, GPHR, PHR-CA and SPHR-CA EXAM CONTENT OUTLINES are
copyrighted by the HR Certification Institute. 2016 HR Certification Institute. All rights reserved.
14-012-HRCI

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