Professional Documents
Culture Documents
PHR AND SPHR
EXAM CONTENT OUTLINE
PHR AND SPHR
EXAM CONTENT
OUTLINE AT-A-GLANCE
RESPONSIBILITIES
1 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, 6 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,
2 Interpret information from external sources balanced scorecard). SPHR only
related to the general business environment,
industry practices and developments, 7 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.
8 Develop and align the human resource
3 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, 9 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
4 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
5 Establish relationships/alliances with key projections and costs that support the
individuals and outside organizations to assist organizations overall budget.
KNOWLEDGE OF
6 Due diligence processes (for example: 10 Business processes (for example: operations,
M & A, divestitures) SPHR only sales and marketing, data management)
RESPONSIBILITIES
1 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
2 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.
7 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
8 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
9 Establish metrics for workforce planning files, medical files and benefits files).
(for example: recruitment and turnover
statistics, costs).
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
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, 35 Applicable global issues (for example:
dual 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)
32 Task/process analysis
RESPONSIBILITIES
KNOWLEDGE OF
38 Applicable federal laws and regulations related 45 Executive compensation methods. SPHR only
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
to compensation and benefits Assistance Programs [EAPs])
RESPONSIBILITIES
1 Ensure that employee and labor relations 7 Create and administer a termination process
activities are compliant with applicable (for example: reductions in force [RIF],
federal laws and regulations. policy violations, poor performance)
ensuring that no disparate impact or other
2 Assess organizational climate by obtaining legal issues arise.
employee input (for example: focus groups,
employee surveys, staff meetings). 8 Develop, administer, and evaluate grievance/
dispute resolution and performance
3 Develop and implement employee relations improvement policies and procedures.
programs (for example: recognition, special
events, diversity programs) that promote a 9 Investigate and resolve employee complaints
positive organizational culture. filed with federal agencies involving
employment practices or working conditions,
4 Evaluate effectiveness of employee utilizing professional resources as necessary
relations programs through the use of (for example: legal counsel, mediation/
metrics (for example: exit interviews, arbitration specialists, investigators)
employee surveys, turnover rates).
10 Develop and direct proactive employee
5 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.
RESPONSIBILITIES
1 Ensure that workplace health, safety, 6 Communicate and train the workforce on
security, and privacy activities are compliant security plans and policies.
with applicable federal laws and regulations.
7 Develop, monitor, and test business
2 Conduct a needs analysis to identify the continuity and disaster recovery plans.
organizations safety requirements.
8 Communicate and train the workforce
3 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 9 Develop policies and procedures to direct
the appropriate use of electronic media and
4 Establish and administer a return-to-work hardware (for example: e-mail, social
process after illness or injury to ensure a media, and appropriate website access).
safe 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
5 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).
WE ARE A MISSION-DRIVEN
ORGANIZATION COMMITTED
TO THE HIGHEST STANDARDS
OF THE PROFESSION.
WE ARE CERTIFIED.
The aPHRTM, PHR, SPHR, GPHR, and PHRca 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, and PHRca EXAM CONTENT OUTLINES are copyrighted by the
HR Certification Institute. 2017 HR Certification Institute. All rights reserved.
14-012-HRCI