SHRM® Human Resources
PHR & SPHR Certification Exam Review
Get prepared for the Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exams, using materials that reflect the Human Resource Certification Institute's (HRCI) content outline of the body of knowledge in human resource management.
The SHRM ® Learning System Course is designed to provide you with an overview of key areas in human resource management. Materials include six modules that correspond to the six functional areas, responsibilities, and associated knowledge as defined by the Human Resource Certification Institute (HRCI). The program is offered in cooperation with the Society for Human Resource Management (SHRM) as study material for the Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) certification examinations.
Besides being a powerful tool to assist you in preparing for the PHR or SPHR certification exams, the SHRM ® Learning System Course also provides professional development for you and your HR Department. The course provides a solid foundation for managing the HR challenges you face in today's demanding work environment; it supplies a current reference of HR practices, broadens the perspective of functional specialists, and strengthens individual competencies and productivity.
Who Should Attend
The course is specifically designed for managers and staff with experience in general management or human resource management:
- HR practitioners seeking professional development to enhance or advance their career
- Experienced managers who are new to the human resource field
- Other mid-level managers pursuing career change or promotion
- HR professionals planning to take the PHR or SPHR certification exams. Please note that to earn either the PHR or SPHR designation, candidates must have at least two (2) years of exempt-level experience in the HR field.
- HR professionals pursuing a broad overview of human resource management
- HR specialists desiring a broader understanding of human resource management
Program Benefits
Career advancement This course is strategic in nature, preparing HR professionals for career advancement opportunities. The course features open, interactive forums and “real-world” case studies to effectively reinforce the key concepts of each session.
Cost-effective learning: Participants minimize travel expenses for professional development.
Practitioner-focused and competency-based: The curriculum is designed by subject matter experts and includes application exercises that develop specific competencies and decision-making skills.
Tuition reimbursement: Many participants will be eligible to apply for employer tuition reimbursement.
Action-oriented curriculum: The course provides opportunities for HR professionals to network, share “real-world” experiences, and apply what they learn to the workplace.
Recertification credits: Certified HR professionals can earn credits toward PHR/SPHR recertification.
Module One: Strategic Management
The Role of Human Resources in Organizations discusses the emerging role of HR professionals as strategic business partners as well as their relationship to other functions within the organization.
The Strategic Planning Process considers the short and long-term goals of the organization when forecasting and budgeting for human resources and the benefits of this process.
Scanning the External Environment explains the purpose of environmental scanning while providing factors to consider and exploring future developments
Organizational Structure and Internal HR Partners describes the key functions of a business and how HR can contribute to a successful organizational system
Measuring Human Resources Effectiveness identifies a variety of methods for researching and analyzing the effectiveness of the HR function
Ethical Issues Affecting Human Resources discusses the role and impact of ethics in the HR function and introduces the organization's role in social responsibility
Human Resources and the Legislative Environment covers how laws are introduced and passed, their impact on the profession and how practitioners should influence the legislative environment.
Module Two: Workforce Planning and Employment
Key Legislation Affecting Employee Rights addresses concepts such as employment-at-will, common law tort theories, job-as- property and non-compete agreements.
Key Legislation Affecting Privacy and Consumer Protection discusses how this legislation impacts the HR function.
Equal Employment Opportunity/Affirmative Action identifies the anti-discrimination requirements for implementing EEO and affirmative action plans as well as how to reduce discrimination vulnerabilities.
Gender Discrimination and Harassment in the Workplace describes various types of harassment, background on related legislation and appropriate employer responses.
Organizational Staffing Requirements provides techniques for anticipating skills and labor needs.
Job Analysis and Documentation identifies methods and uses for job analysis, discusses the writing of job descriptions and specifications, and addresses job competencies.
Recruitment explains how to determine an organization's recruitment strategy and select appropriate internal and external sources that match it.
Flexible Staffing explores alternative staffing methods to meet the needs of today's workforce.
Selection explains how to design appropriate selection strategies including the use and analysis of application forms, interviews, pre-employment testing, drug screening and medical examinations. Introduces realistic job previewing and job orientation.
Employment Practices describes common practices such as medical examinations, relocations practices, employment offers and employment contracts.
Organizational Exit discusses key factors to consider when an employee leaves an organization including downsizing, exit interviews, outplacement, wrongful termination, and employer defenses against litigation.
Employee Records Management explains which records must be kept and describes methods for managing them.
Module Three: Human Resource Development
Key Legislation describes the impact of federal laws and regulations affecting HRD.
Human Resource Development and the Organization defines the function of HRD and the importance of strategically aligning it with the organization and introduces the learning organization.
Adult Learning and Motivation introduces how to incorporate adult learning principles into HRD programs and how to apply various motivational theories.
Assessment of HRD Needs explains the ADDIE model for designing instruction and determining and discusses needs assessments.
HRD Program Design and Development discusses how to design and develop various performance improvement interventions.
HRD Program Implementation defines the steps required to implement HRD programs including pilot programs, content revision, scheduling, marketing and launching the final program.
Evaluating HRD Effectiveness covers various models and methods for evaluating the bottom line impact of HRD initiatives.
Career Development explains how to accommodate both organizational and individual needs when designing career paths for employees and explores common challenges in career development.
Developing Leaders identifies successful leadership styles within an organization and discusses issues affecting leadership.
Organizational Development Initiatives explores organizational development as a function of HRD while discussing intervention strategies and examples.
Performance Management defines performance management and methods; addresses criterion problems in performance appraisals, performance appraisal methods and rating errors, and legal constraints and documentation issues.
Module Four: Compensation and Benefits
Key Legislation describes the impact of federal laws and regulations as well as tax and accounting treatment of compensation and benefit programs.
Total Compensation and the Strategic Focus of the Organization explains how an organization's total compensation system promotes external competitiveness and internal effectiveness.
Pay Administration discusses methods for analyzing and determining a job's worth as well as the payroll function.
Compensation Systems explores various methods of pay including base-pay systems, pay variations, pay adjustments, variable or differential pay, incentive pay, pay plans for select employees, and controlling costs.
Introduction to Benefit Programs describes assessing benefit needs and defines indirect compensation programs.
Government-Mandated Benefits covers benefits the organization is required to provide such as Social Security and Medicare, Unemployment Insurance, Workers' Compensation, COBRA, and FMLA and their impact on an organization.
Voluntary Benefits considers non-required benefits such as deferred compensation plans, health-care benefits, disability benefits, flex plans, and other voluntary benefits as well as tax treatment of benefits.
Compensation and Benefit Programs for International Employees discusses issues of comparability of compensation and benefits for expatriate employees.
Evaluating the Total Compensation System and Communicating It to Employees explains the benefits of evaluating compensation systems, determining their effectiveness, and communicating it to employees.
Module Five: Employee and Labor Relations
Key Legislation Affecting Employee and Labor Relations lists federal laws and regulations and their impact n the organization.
Employee Relations and Organizational Culture discusses the influence of a positive organizational culture on the effectiveness of the organization.
Employee Involvement Strategies defines characteristics of employee involvement and provides strategies to support HR's role in immersing employees to contribute to the organization's long-term success.
Positive Employee Relations describes measurement, results analysis, interpretation, feedback, and intervention issues related to employee satisfaction.
Work Rules explains HR's responsibilities in coordinating workplace policies, procedures and work rules whether in a union or non-union environment.
Effective Communication of Laws, Regulations, and Organizational Policies considers the employee handbook as a legally binding vehicle for communicating laws, regulations, and organizational policies to employees.
Discipline and Formal Complaint Resolution describes workplace behavior problems and addresses the importance f their documentation; identifies union-management grievance process and procedures; illustrates the normal procedure for alternative dispute resolution.
Union Organizing describes the unionization process and how union contracts are negotiated as well as union decertification and deauthorization.
Unfair Labor Practices identifies both employer and union unfair labor practices and remedies for each.
Collective Bargaining explains collective bargaining, types of contract negotiation, elements of labor contracts, National Labor Relations Board administration and enforcement provisions, and collective bargaining trends.
Strikes and Secondary Boycotts identifies strikes and secondary boycotts and when they are likely to occur.
Public-Sector Labor Relations discusses labor relations within the public sector and the differences between collective bargaining in the public and private sector.
International Employee and Labor Relations explains special employee and labor relations considerations for local nationals.
Module Six: Occupational Health, Safety and Security
Key Legislation describes the impact of key federal laws and regulations on occupational health, safety, and security.
Safety identifies practices that can maintain and/or improve workplace safety and keep employees and employers free from danger, risk, or injury.
Health focuses on the overall well being of employees, both on and off their jobs by explaining health hazards, health-related programs, policies, employer liabilities, and cost-effectiveness of health programs.
Security discusses how to reduce or eliminate the risk of loss of organizations' assets through various organizational security techniques; addresses workplace violence an workplace privacy issues.
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Customized Training
Let us modify any of these standard classes or create a custom course for your organization. For more information, contact Connie Hill at (803) 732-5213 or hillc@midlandstech.edu
Please send any questions or comments regarding this website to ce@midlandstech.edu.
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