Professional in Human Resources (PHR/SPHR HRCI)

A day in the life of a human resources manager

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

Effective Learning

FAQs

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

The Influence of Contemporary HR

The Employee Life Cycle

HR Competency Model

The Science of Better Learning

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

HR Career Mosaic

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

Human Resource DNA

Useful certification info

Glossary of Terms

Alphabetical Listing of Legal Issues

The Human Resources Certification Program (HRCI - PHP/SPHR)

This course begins with a quick look at certification and some tips for human resource professionals on how to prepare for and hopefully be successful in completing the professional in human resources, or PHR, and senior professional in human resources, or SPHR exams.

We'll also look at key skills required for success as a human resource professional, including the ability to lead and motivate others.

Human resource concepts and applications are also examined, as well as ethics and professional standards that every organization should follow.

And finally, the course provides some insight into environmental scans, organizational structures, and change management.

In topic one, PHR and SPHR Exam Considerations, I'll share some insights into HR certification, the HR certification exam process, the minimum requirements for PHR and SPHR certification, and a few test taking tips.

In topic one, PHR and SPHR Exam Considerations, I'll share some insights into HR certification, the HR certification exam process, the minimum requirements for PHR and SPHR certification, and a few test taking tips.

In topic one, PHR and SPHR Exam Considerations, I'll share some insights into HR certification, the HR certification exam process, the minimum requirements for PHR and SPHR certification, and a few test taking tips.

In topic one, PHR and SPHR Exam Considerations, I'll share some insights into HR certification, the HR certification exam process, the minimum requirements for PHR and SPHR certification, and a few test taking tips.

In topic one, PHR and SPHR Exam Considerations, I'll share some insights into HR certification, the HR certification exam process, the minimum requirements for PHR and SPHR certification, and a few test taking tips.

Transmission of Knowledge to Competencies

In topic two, Key HR Skills and Concepts, our focus will be on communication skills and strategies such as presentation, collaboration, and sensitivity. Then you'll be introduced to some basic concepts of leadership in the HR function.

In topic two, Key HR Skills and Concepts, our focus will be on communication skills and strategies such as presentation, collaboration, and sensitivity. Then you'll be introduced to some basic concepts of leadership in the HR function.

In topic two, Key HR Skills and Concepts, our focus will be on communication skills and strategies such as presentation, collaboration, and sensitivity. Then you'll be introduced to some basic concepts of leadership in the HR function.

In topic two, Key HR Skills and Concepts, our focus will be on communication skills and strategies such as presentation, collaboration, and sensitivity. Then you'll be introduced to some basic concepts of leadership in the HR function.

Business Functions

In topic three, HR Concepts and Applications, you'll be introduced to human relations concepts and applications including emotional intelligence and organizational behavior.

In topic three, HR Concepts and Applications, you'll be introduced to human relations concepts and applications including emotional intelligence and organizational behavior.

In topic three, HR Concepts and Applications, you'll be introduced to human relations concepts and applications including emotional intelligence and organizational behavior.

In topic three, HR Concepts and Applications, you'll be introduced to human relations concepts and applications including emotional intelligence and organizational behavior.

In topic three, HR Concepts and Applications, you'll be introduced to human relations concepts and applications including emotional intelligence and organizational behavior.

The Performance/Values and Managing Performance Matrices

In topic four, Strategic Considerations in the HR Function, we'll focus on the basics of environmental scanning including the SWOT and SLEPT analysis models, the most common types of organizational structures, and some basics of change management theory.

In topic four, Strategic Considerations in the HR Function, we'll focus on the basics of environmental scanning including the SWOT and SLEPT analysis models, the most common types of organizational structures, and some basics of change management theory.

In topic four, Strategic Considerations in the HR Function, we'll focus on the basics of environmental scanning including the SWOT and SLEPT analysis models, the most common types of organizational structures, and some basics of change management theory.

In topic four, Strategic Considerations in the HR Function, we'll focus on the basics of environmental scanning including the SWOT and SLEPT analysis models, the most common types of organizational structures, and some basics of change management theory.

Evidence-Based Decision Making

Human Resources Core Knowledge - Skills, Concepts, and Tools

This course begins with a quick look at certification and some tips for human resource professionals on how to prepare for and hopefully be successful in completing the professional in human resources, or PHR, and senior professional in human resources, or SPHR exams.

This is course 2 of 20 of the Human Resources Certification Program.

In topic one, Personnel Management and Administrative Functions, you'll be introduced to compliance-related documentation requirements, methods for assessing employee attitudes, opinions, and satisfaction, job analysis techniques and job description development, and employee records management.

In addition to any state requirements, the requirements of many federal regulations overlap. When this happens, the law having the longest record retention period must be followed. Some federal laws with document-keeping requirements include the Americans with Disabilities Acts.

Organizations should use employee feedback programs to regularly collect information from employees on job-related topics. One of the methods used is an employee opinion survey which requests feedback on specific business factors such as reward systems, management, communication, human resources, and work and decision-making processes.

There are five essential considerations for deciding on the type of survey to use. First, the goals for conducting the survey – without tangible goals, it's impossible for you to address any of the other survey considerations.

Once a thorough job analysis has been completed, an accurate job description can be created. This includes the job title and a brief overview of the position, how the position fits into the reporting structure, a list of tasks and responsibilities, and the KSAs required.

Personnel management and administrative functions – Review

Factors of a SWOT Analysis

In topic two, Analysis, Financial Management, and Vendor Management, our focus will be on identifying qualitative and quantitative methods and tools for analysis, interpretation, decision-making, budgeting concepts, and vendor selection and management.

A break-even analysis is an approach used to figure out the point in time when total revenue equals total cost, or the break-even point. In order to calculate the break-even point, you need to divide the total cost by the total savings and then multiply that by time increments – for instance, years and months.

Knowledge management involves managing the transfer of information about products, services, processes, and practices. Transferring that knowledge to an outsourced project team can be problematic because of logistics.

The next area of concern in an outsourced project involves managing people. One of the biggest issues with managing people involves dealing with conflict. All teams will experience conflict at one time or another, and outsourced teams are no different.

Analysis, Financial Management, and Vendor Management  - Review

PEST Analysis

The main challenge for management in any important change is dealing with the uncertainty that is inevitably caused. In topic three, Tools and Techniques to Support HR Activities, you'll be introduced to technologies used to support HR activities, techniques for forecasting and planning HR activities, and risk management practices.

A human resource information system or HRIS is a software program that can integrate data from different areas into one database. HR information systems generally merge basic HR activities and processes with information technology in four key areas.

Organizational change management involves the application of knowledge and resources through three principal activities: define and implement new values and behaviors that support the change; build consensus around the change that benefits everyone involved; and plan, test, and implement every aspect of the change. In addition, there are a few guiding principles of change management.

Risk is a chance that a positive or negative event will occur and affect organizational objectives. The management of risk therefore entails identifying, assessing, and controlling any potential risks to the organization.

Tools and techniques to support HR activities - Review

Cost-Benefit Analysis (CBA)

If the project is not supported by senior management, it will be difficult, if not impossible to implement. In topic four, Project Management Concepts and Applications, the focus will be on the basics of the project management process.

The first step, clarifying issues and gaining support, is characterized by identifying the problem or initiative that needs to be addressed, in gaining support from senior management. If the project is not supported by senior management it will be difficult, if not impossible, to implement.

During the implementation phase the project activities outlined in the project plan continue to move forward. This stage involves the most effort, both in terms of actual work and resources required.

There are a number of tools that can be used to help track project success and key deliverables. First, Gantt charts – these show the relationships between the project's tasks along with time constraints in graph form.

Project Management Concepts and Applications -  Review

Technology at Work

Human Resources Core Knowledge - Functions and Activities

In this course, the focus will be on HR's personnel and administrative responsibilities, such as meeting documentation requirements of various federal laws and regulations, measuring employee attitudes and opinions, and the job analysis process.