The PHR/SPHR exam content is less murky then you may think. The Human Resource Certification Institute (HRCI) has established the exam components in a very systematic way. Your ability to take what HRCI is telling you and apply it to exam conditions is directly correlated to a pass or fail. For this reason, it behooves you to train yourself to the exam objectives and core knowledge requirements. For that, you need to know what they are.
Business Management and Strategy
This functional area of Business Management and Strategy (BMS) relates to having working knowledge of general business principles. It includes the development of the mission, vision, and values; the process of strategic planning; the creation of business plans; and the knowledge of the roles of different business units and structures. It also places heavy emphasis on metrics. The HRCI knowledge items for BMS are
01 The organization's mission, vision, values, business goals, objectives, plans, and processes.
02 Legislative and regulatory processes
03 Strategic planning process, design, implementation, and evaluation
04 Management functions, including planning, organizing, directing, and controlling
05 Corporate governance procedures and compliance; for example, Sarbanes-Oxley Act
06 Due diligence processes; for example, M & A and divestitures (SPHR only)
07 Transition techniques for corporate restructuring, M & A, offshoring, and divestitures (SPHR only)
08 Elements of a cost-benefit analysis during the life cycle of the business (such as scenarios for growth, including expected, economic stressed, and worst-case conditions) and the impact to net worth/earnings for short-, mid-, and long-term horizons
09 Business concepts; for example, competitive advantage, organizational branding, business case development, corporate responsibility
Workforce Planning and Employment
Approximately 9 of the 16 knowledge objectives in Workforce Planning and Employment (WPE) relate to the recruiting and selection process. WPE makes up 24 percent of the PHR exam, so it's wise to spend a good bit of your study time on recruiting and selection. Other elements include the unwinding of employment, forecasting labor, and assessing talent for business re-organization or growth. The HRCI knowledge items for WPE are
11 Applicable federal laws and regulations related to workforce planning and employment activities; for example, Title VII, ADA, EEOC Uniform Guidelines on Employee Selection Procedures, Immigration Reform and Control Act
12 Methods to assess past and future staffing effectiveness; for example, costs per hire, selection ratios, adverse impact
13 Recruitment sources for targeting passive, semi-active, and active candidates; for example, employee referral and social networking/social media
14 Recruitment strategies
15 Staffing alternatives; for example; outsourcing, job sharing, and phased retirement
16 Planning techniques; for example, succession planning and forecasting
17 Reliability and validity of selection tests/tools/ methods
18 Use and interpretation of selection tests; for example, psychological/personality, cognitive, motor/physical assessments, performance, and assessment center
19 Interviewing techniques; for example, behavioral, situational, and panel
20 Impact of compensation and benefits on recruitment and retention
21 International HR and implications of global workforce for workforce planning and employment (SPHR only)
22 Voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices
23 Internal workforce assessment techniques; for example, skills testing, skills inventory, and workforce demographic analysis
24 Employment policies, practices, and procedures; for example, orientation, on-boarding, and retention
25 Employer marketing and branding techniques
26 Negotiation skills and techniques
Human Resource Development
After employment has been launched in the workforce planning stage, it becomes necessary for HR practitioners to develop and retain the employees. Human Resource Development (HRD) communicate the need for career development, management, and executive coaching, and in the case of SPHR candidates, a solid understanding of global issues and training metrics. The HRCI knowledge items for HRD are
27 Applicable federal laws and regulations related to human resources development activities; for example, Title VII, ADA, and Title 17 (Copyright law)
28 Career development and leadership development theories and applications; for example, succession planning and dual career ladders
29 Organizational development (OD) theories and applications
30 Training program development techniques to create general and specialized training programs
31 Facilitation techniques, instructional methods, and program delivery mechanisms
32 Task/process analysis
33 Performance appraisal methods; for example, instruments and ranking and rating scales
34 Performance management methods; for example, goal setting, relationship to compensation, and job placements/promotions
35 Applicable global issues; for example, international law, culture, local management approaches/practices, and societal norms (SPHR only)
36 Techniques to assess training program effectiveness, including use of applicable metrics; for example, participant surveys, and pre- and post-testing)
37 Mentoring and executive coaching
Compensation and Benefits
In Compensation and Benefits (CAB), candidates are asked to understand concepts related to pay practices and structures. It's not just about base pay either. Knowledge of variable pay plans, non-cash compensation, and employee benefits is necessary to successful navigate this area. The HRCI knowledge items for CAB are
38 Applicable federal laws and regulations related to compensation, benefits, and tax; for example, FLSA, ERISA, FMLA, and USERRA
39 Compensation and benefits strategies
40 Budgeting and accounting practices related to compensation and benefits
41 Job evaluation methods
42 Job pricing and pay structures
43 External labor markets and/or economic factors
44 Pay programs; for example, variable and merit
45 Executive compensation methods (SPHR only)
46 Noncash compensation methods; for example, equity programs and noncash rewards
47 Benefits programs; for example, health and welfare, retirement, and Employee Assistance Programs (EAPs)
48 International compensation laws and practices; for example, expatriate compensation, entitlements, and choice of law codes (SPHR only)
49 Fiduciary responsibilities related to compensation and benefits
Employee and Labor Relations
Striving for balance between employees and their employers, and in some cases, the union, is the information you need to understand for the Employee and Labor Relations (ELR) content area. Immerse yourself in relationship management in the form of retention strategies, union practices, and management of the separation process. The HRCI knowledge items for ELR are
50 Applicable federal laws affecting employment in union and nonunion environments, such as laws regarding antidiscrimination policies, sexual harassment, labor relations, and privacy; for example, WARN Act, Title VII, and NLRA
51 Techniques and tools for facilitating positive employee relations; for example, employee surveys, dispute/conflict resolution, and labor/management cooperative strategies
52 Employee involvement strategies; for example, employee management committees, self-directed work teams, and staff meetings
53 Individual employment rights issues and practices; for example, employment at will, negligent hiring, and defamation
54 Workplace behavior issues/practices; for example, absenteeism and performance improvement
55 Unfair labor practices
56 The collective bargaining process, strategies, and concepts; for example, contract negotiation, costing, and administration
57 Legal disciplinary procedures
58 Positive employee relations strategies and nonmonetary rewards
59 Techniques for conducting unbiased investigations
60 Legal termination procedures
Risk Management
Spend your study time wisely in the Risk Management (RM) content area, because it's a low percentage of content for both the PHR and SPHR exams. Go deep in the labor laws, such as OSHA, ADA, ADAAA, and HIPAA, because they're cross-functional. Make sure and take an expanded view of these concepts with information on workplace violence, injury and illness prevention programs (IIPP), and substance abuse in the workplace. The HRCI knowledge items for RM are
61 Applicable federal laws and regulations related to workplace health, safety, security, and privacy; for example, OSHA, Drug-Free Workplace Act, ADA, ADAAA, HIPAA, and the Sarbanes-Oxley Act
62 Occupational injury and illness prevention (safety) and compensation programs
63 Investigation procedures of workplace safety, health, and security enforcement agencies
64 Return-to-work procedures; for example, interactive dialog, job modification, and accommodations
65 Workplace safety risks; for example, trip hazards, and blood-borne pathogens
66 Workplace security risks; for example, theft, corporate espionage, and sabotage
67 Potential violent behavior and workplace violence conditions
68 General health and safety practices; for example, evacuation, hazard communication, and ergonomic evaluations
69 Organizational incident and emergency response plans
70 Internal investigation, monitoring, and surveillance techniques
71 Employer/employee rights related to substance abuse
72 Business continuity and disaster recovery plans; for example, data storage and backup, alternative work locations, and procedures
73 Data integrity techniques and technology; for example, data sharing, password usage, and social engineering
74 Technology and applications; for example, social media, monitoring software, and biometrics
75 Financial management practices; for example, procurement policies, credit card policies and guidelines, and expense policies
