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