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Professional in Human Resources Certification(PHR/SPHR)
(PHR-SPHR-2020) / ISBN : 978-1-64459-156-7
About This Course
Gain hands-on experience to pass the HRCI SPHR and PHR certification exams with the Professional in Human Resources Certification(PHR/SPHR) course. This HR training course covers the PHR and SPHR exam objectives and provides you with the knowledge and skills required to work with business management, employee and labor relations; learning and development; talent planning, and acquisition.
Skills You’ll Get
PHR Certification: The HRCI PHR (Professional in Human Resources) certification validates the abilities of professionals to administer, develop, implement, and evaluate programs, procedures, and policies to provide a safe and secure working environment; and protect an organization from potential liability.
SPHR Certification: The HRCI SPHR (Senior Professional in Human Resources) certification is a globally-recognized, expert-level credential designed to help HR professionals develop and utilize business metrics to measure the achievement of strategic goals and objectives of the organization.
Interactive Lessons
17+ Interactive Lessons | 182+ Quizzes | 229+ Flashcards | 159+ Glossary of terms
Gamified TestPrep
175+ Pre Assessment Questions | 2+ Full Length Tests | 175+ Post Assessment Questions | 350+ Practice Test Questions
Introduction
- About Human Resource Certification
- Why Become Certified?
- How This Course Is Organized
Certifying Human Resource Professionals
- The Human Resource Profession
- Development of the Human Resource Body of Knowledge
- The Test
- Summary
PHR Exam: Business Management
- Organizations
- Mission, Vision, Values
- Corporate Governance
- Enterprise Risk Management
- Qualitative and Quantitative Analysis
- Change Management
- HR Metrics: Measuring Results
- Summary
- Exam Essentials
PHR Exam: Talent Planning and Acquisition
- Talent Planning
- Job Analysis and Description
- Staffing Programs
- Summary
- Exam Essentials
PHR Exam: Learning and Development
- Organizational Development
- Employee Training Programs
- Metrics: Measuring Results
- Summary
- Exam Essentials
PHR Exam: Total Rewards
- Total Rewards Defined
- Budgeting and Accounting for Total Rewards
- Compensation
- Benefits
- Payroll
- Communicating Compensation and Benefits Programs
- Metrics: Measuring Results
- Summary
- Exam Essentials
PHR Exam: Employee and Labor Relations
- Human Relations
- Organization Climate and Culture
- Employee Rights and Responsibilities
- Performance Management Programs
- Organization Exit/Off-Boarding Processes
- Labor Relations
- Risk Overview
- Metrics: Measuring Results
- Summary
- Exam Essentials
SPHR Exam: Leadership and Strategy
- Organizational Planning and Strategy
- Strategic Planning
- Strategic Management
- Human Capital Management Plans
- Service Delivery and Technology
- Project Management Concepts
- HR Data and Metrics
- Summary
- Exam Essentials
SPHR Exam: Talent Planning and Acquisition
- Recruiting and Selection
- Strategic Workforce Planning
- Metrics: Measuring Results
- Summary
- Exam Essentials
SPHR Exam: Learning and Development
- Learning and Development Defined
- Strategic Learning and Development
- The Role of the Behavioral Sciences
- Succession Plans
- Integrated Talent Management
- Training as an Intervention Strategy
- Summary
- Exam Essentials
SPHR Exam: Total Rewards
- Total Rewards Defined
- Fiduciary Responsibility
- Total Rewards Philosophy and Strategies
- Basic Budgeting and Accounting
- Motivating and Retaining through Total Rewards
- Equity Compensation
- Benefits
- Summary
- Exam Essentials
SPHR Exam: Employee Relations and Engagement
- Human Relations
- Diversity and Inclusion
- Workplace Safety and Security
- Labor Unions
- Metrics: Measuring Results
- Summary
- Exam Essentials
Appendix A: PHR and SPHR Case Studies
- Case Study 1: Human Resources Role in Preventing Workplace Violence
- Case Study 2: Where the Green Glass Grows
Appendix B: Federal Employment Legislation and Case Law
- Affirmative Action Plans (AAPs)
- Age Discrimination in Employment Act of 1967 (ADEA)
- Americans with Disabilities Act of 1990 (ADA)
- Civil Rights Act of 1964 (Title VII)
- Common Law Doctrines
- Copyright Act of 1976
- Davis-Bacon Act of 1931
- Drug-Free Workplace Act of 1988
- EEO Survey
- Employment Retirement Income Security Act of 1974 (ERISA)
- Executive Orders
- Fair Credit Reporting Act of 1970 (FCRA)
- Fair Labor Standards Act of 1938 (FLSA)
- Family and Medical Leave Act of 1993 (FMLA)
- Foreign Corrupt Practices Act of 1977
- Genetic Information Nondiscrimination Act of 2008 (GINA)
- Glass Ceiling Act of 1991
- Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA)
- Immigration Reform and Control Act of 1986 (IRCA)
- International Labour Organization (ILO)
- International Trade Organizations
- Mine Safety and Health Act of 1977 (MSHA)
- Occupational Safety and Health Act of 1970 (OSHA)
- Organisation for Economic Co-operation and Devel... Guidelines for Multinational Enterprises (MNEs)
- Patient Protection and Affordable Care Act of 2010 (PPACA, ACA, Obamacare)
- Pension Protection Act of 2006 (PPA)
- Privacy Act of 1974
- Rehabilitation Act of 1973, Sections 501, 503, and 505
- Sarbanes-Oxley Act of 2002 (SOX)
- Service Contract Act of 1965 (SCA)
- Sexual Harassment
- Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
- United States Patent Act of 1790
- Wage Garnishment Law, Federal
- Walsh-Healey Public Contracts Act of 1936
- Worker Adjustment Retraining and Notification Act of 1988 (WARN)
- Workers' Compensation
- Quick Reference Guide: Agencies, Court Cases, Terms, and Laws; General Record-Keeping Guidelines
Appendix C: Resources
- Business Management, Leadership, and Strategy
- Talent Planning and Acquisition
- Learning and Development
- Total Rewards
- Employee and Labor Relations and Engagement
Appendix D: Summarizing the Summaries: What Meta-Analyses Tell Us About Work Engagement
- Christian, Garza, and Slaughter, 2011
- Maricutoiu, Sulea, and Iancu, 2017
- Knight, Patterson, and Dawson, 2017
- References
Appendix E: Neuroscience Principles and Applications for HR Leaders
- Introduction
- The Principles
- Conclusion
- Suggested Reading
Any questions?Check out the FAQs
Still have unanswered questions and need to get in touch?
Contact Us Now- PHR - USD 395 + Application Fee: USD 100
- SPHR - USD 495 + Application Fee: USD 100
Professional in Human Resources (PHR) certification exam prerequisites:
- Have at least one year of experience in a professional-level HR position + a master's degree or global equivalent
- Have at least two years of experience in a professional-level HR position + a bachelor's degree or global equivalent
OR
- Have at least four years of experience in a professional-level HR position + a high school diploma or global equivalent
Senior Professional in Human Resources (SPHR) certification exam prerequisites:
- Have at least four years of experience in a professional-level HR position + a Master s degree or higher
- Have at least five years of experience in a professional-level HR position + a Bachelor's degree
OR
- Have at least seven years of experience in a professional-level HR position + a high school diploma
The exam contains 225 questions.
240 minutes
500
(on a scale of 100-700)
In the event that you fail your first attempt at passing PHR and SPHR certification exam, HRCI's retake policy is:
- Candidates may retake it during the next available exam period, but not in the same exam period in which they failed. Fees and application procedures for those retaking the exam remain the same as those for first-time applicants.
Three years