| The PHR and SPHR exams will thoroughly test your | | | | learning, on the job training, internal and external training, |
| knowledge of the full Human Resources body of | | | | guided reading, computer-based or e-learning, video |
| knowledge. The complexity of laws, regulations, | | | | instruction, courses, role playing and other options). |
| employee training and leadership programs and | | | | Monitor the learning process and its results, and |
| employee management relations can catch some | | | | evaluate teaching approaches. |
| candidates off guard. You will come into the exam | | | | Reward management - Establish fair pay systems |
| with the experience that you have gathering during | | | | and other financial rewards, such as profit sharing or |
| your time in HR but there is a lot more related to the | | | | pay based on incentives, performance, contributions, |
| world of HR that you must be prepared for. To test | | | | teamwork or competency. Develop and facilitate |
| you readiness for the exam and see what you need | | | | non-financial motivational programs. Implement bonuses, |
| to focus your study efforts on more, consider taking | | | | gain-sharing, flexible benefits, pensions and living |
| an assessment exam online. | | | | allowances. |
| The HR responsibilities cover several areas of focus. | | | | Employee relations - Work with the union, |
| Generally, HRM responsibilities fall into nine broad | | | | employee-supervisor mediation, negotiations, legal |
| categories: | | | | issues, feedback and grievances. Build relationships |
| Organizational tasks - Design and structure groups and | | | | with employees through various policies, procedures |
| departments. Plan programs and processes. Identify | | | | and outreach (Intranet, newsletters and so on). |
| job functions, skills and competencies. Review | | | | Health and safety - Provide a safe working |
| organizational functions and recommend | | | | environment. Comply with standards. This may mean |
| improvements. Manage reorganization and change. | | | | dealing with hygiene, first aid, ergonomics, accident |
| Resources for the organization - Determine staffing | | | | prevention, risk assessment, audits, safety training, |
| needs. Recruit, hire, develop, review and reward | | | | removal of hazards and policies assuring health and |
| staffers. Advertise positions, screen and interview | | | | safety, such as risk reduction and risk minimization |
| applicants, test, check references, facilitate offers and | | | | programs. |
| present contracts. Manage orientation, retention and | | | | Employee welfare - Help with individual services such |
| termination, whether by resignation, retirement or | | | | as employee assistance, leaves of absence for |
| dismissal. | | | | long-term illnesses, family issues, issues of aging and |
| Performance management - Set performance | | | | the elderly, employment problems, death in the |
| standards and improvement objectives, assess | | | | employee's family and counseling. Offer group |
| performance and provide feedback. Monitor, measure, | | | | activities, clubs, retiree events and wellness or support |
| evaluate and document performance against | | | | programs. |
| expectations. Identify performance problems, propose | | | | Administration - Manage HR policies, procedures, |
| solutions, facilitate feedback, and coordinate and | | | | functions and systems. Develop, implement and direct |
| document disciplinary action. | | | | the processes needed to capture, track, evaluate and |
| Employee development - Provide career development, | | | | report data, maintain records and comply with legal |
| training and coaching. Facilitate management | | | | requirements. |
| succession (i.e. knowledge and skills training, experiential | | | | |