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Exam Number : SPHR
Exam Name : Senior Professional in Human Resources (HRCI SPHR)
Vendor Name : HR
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SPHR Exam Format | SPHR Course Contents | SPHR Course Outline | SPHR Exam Syllabus | SPHR Exam Objectives

Showcase the HR leadership recognition you deserve with the Senior Professional in Human Resources® (SPHR®) from HR Certification Institute® (HRCI®). The SPHR demonstrates your mastery of the strategic and policy-making aspects of HR management as practiced in the U.S. The credential is designed for big-picture thinkers responsible for planning rather than implementing HR policy. Organizations seek out SPHR professionals for their proven accountability for HR department goals, for breadth and depth of knowledge in all HR disciplines, and for understanding business issues beyond the HR function.

Exam time: 3 hours

Exam length: 150 scored questions (mostly multiple-choice) + 25 pretest questions

Computer-based exam at a Pearson VUE testing center

Leadership and Strategy (40%)

Talent Planning and Acquisition (16%)

Learning and Development (12%)

Total Rewards (12%)

Employee Relations and Engagement (20%)

01 Develop and execute HR plans that are aligned to the organizations strategic plan
(for example: HR strategic plans, budgets, business plans, service delivery plans, HRIS, technology)

02 Evaluate the applicability of federal laws and regulations to organizational strategy
(for example: policies, programs, practices, business expansion/reduction)

03 Analyze and assess organizational practices that impact operations and people management to
decide on the best available risk management strategy (for example: avoidance, mitigation, acceptance)

04 Interpret and use business metrics to assess and drive achievement of strategic goals
and objectives (for example: key performance indicators, financial statements, budgets)

05 Design and evaluate HR data indicators to inform strategic actions within the organization
(for example: turnover rates, cost per hire, retention rates)

06 Evaluate credibility and relevance of external information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)

07 Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct)

08 Develop and manage workplace practices that are aligned with the organizations statements of vision, values, and ethics to shape and reinforce organizational culture

09 Design and manage effective change strategies to align organizational performance with the organizations strategic goals

10 Establish and manage effective relationships with key stakeholders to influence organizational behavior and outcomes

01 Vision, mission, and values of an organization and applicable legal and regulatory requirements

02 Strategic planning process

03 Management functions, including planning, organizing, directing, and controlling

04 Corporate governance procedures and compliance

05 Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security)

06 Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs)

07 Project management (for example: goals, timetables, deliverables, and procedures)

08 Technology to support HR activities

09 Budgeting, accounting, and financial concepts (for example: evaluating financial statements,
budgets, accounting terms, and cost management)

10 Techniques and methods for organizational design (for example: outsourcing, shared services,
organizational structures)

11 Methods of gathering data for strategic planning purposes (for example: Strengths, Weaknesses,
Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])

12 Qualitative and quantitative methods and tools used for analysis, interpretation,
and decision making purposes

13 Change management processes and techniques

14 Techniques for forecasting, planning, and predicting the impact of HR activities and programs
across functional areas

15 Risk management

16 How to deal with situations that are uncertain, unclear, or chaotic

01 Evaluate and forecast organizational needs throughout the business cycle to create or develop
workforce plans (for example: corporate restructuring, workforce expansion, or reduction)

02 Develop, monitor, and assess recruitment strategies to attract desired talent
(for example: labor market analysis, compensation strategies, selection process, onboarding,
sourcing and branding strategy)

03 Develop and evaluate strategies for engaging new employees and managing cultural integrations
(for example: new employee acculturation, downsizing, restructuring, mergers and acquisitions,
divestitures, global expansion)

17 Planning techniques (for example: succession planning, forecasting)

18 Talent management practices and techniques (for example: selecting and
assessing employees)

19 Recruitment sources and strategies

20 Staffing alternatives (for example: outsourcing, temporary employment)

21 Interviewing and selection techniques and strategies

22 Impact of total rewards on recruitment and retention

23 Termination approaches and strategies

24 Employee engagement strategies

25 Employer marketing and branding techniques

26 Negotiation skills and techniques

27 Due diligence processes (for example: mergers and acquisitions, divestitures)

28 Transition techniques for corporate restructuring, mergers and acquisitions, offshoring,
and divestitures

29 Methods to assess past and future staffing effectiveness (for example: cost per hire,
selection ratios, adverse impact)

01 Develop and evaluate training strategies (for example: modes of delivery, timing, content)
to increase individual and organizational effectiveness

02 Analyze business needs to develop a succession plan for key roles (for example: identify talent,
outline career progression, coaching and development) to promote business continuity

03 Develop and evaluate employee retention strategies and practices (for example: assessing talent,
developing career paths, managing job movement within the organization)

30 Training program design and development

31 Adult learning processes

32 Training and facilitation techniques

33 Instructional design principles and processes (for example: needs analysis, content chunking,
process flow mapping)

34 Techniques to assess training program effectiveness, including use of applicable metrics

35 Career and leadership development theories and applications

36 Organizational development (OD) methods, motivation methods, and problem-solving techniques

37 Coaching and mentoring techniques

38 Effective communication skills and strategies (for example: presentation, collaboration, sensitivity)

39 Employee retention strategies

40 Techniques to encourage creativity and innovation

01 Analyze and evaluate compensation strategies (for example: philosophy, classification, direct,
indirect, incentives, bonuses, equity, executive compensation) that attract, reward, and retain talent

02 Analyze and evaluate benefit strategies (for example: health, welfare, retirement, recognition
programs, work-life balance, wellness) that attract, reward, and retain talent

41 Compensation strategies and philosophy

42 Job analysis and evaluation methods

43 Job pricing and pay structures

44 External labor markets and economic factors

45 Executive compensation methods

46 Non-cash compensation methods

47 Benefits program strategies

48 Fiduciary responsibilities

49 Motivation concepts and applications

50 Benchmarking techniques

01 Design and evaluate strategies for employee satisfaction (for example: recognition, career path)
and performance management (for example: performance evaluation, corrective action, coaching)

02 Analyze and evaluate strategies to promote diversity and inclusion

03 Evaluate employee safety and security strategies (for example: OSHA, HIPAA, emergency
response plan, building access, data security/privacy)

04 Develop and evaluate labor strategies (for example: collective bargaining, grievance program,
concerted activity, staying union free, strategically aligning with labor)

51 Strategies to facilitate positive employee relations

52 Methods for assessing employee attitudes, opinions, and satisfaction

53 Performance management strategies

54 Human relations concepts and applications

55 Ethical and professional standards

56 Diversity and inclusion concepts and applications

57 Occupational injury and illness prevention techniques

58 Workplace safety and security risks, and strategies

59 Emergency response, business continuity and disaster recovery strategies

60 Internal investigation, monitoring, and surveillance techniques

61 Data security and privacy

62 The collective bargaining process, strategies, and concepts (for example:
contract negotiation, costing, administration)

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12 techniques HR Can Calm Fears about ChatGPT and AI replacing people | Resources

artificial intelligence (AI) is making a swirling sense of nervousness, melancholy, exhilaration, and joy abruptly. Many people want to use AI to make their work more straightforward, to develop into extra efficient. despite the fact, they are also frightened that the robots may additionally substitute them. 

Human materials professionals have an duty to prepare the workforce for a future by which AI is on the center. at the moment, the job requires calming people about their considerations and devising a clear and credible online game plan for AI as tool and danger. 

recently, HR trade network asked respondents on to share how they're working with their teams to have in mind AI's function in the office. here is what business and HR leaders had to say:  

Create a tradition of continual gaining knowledge of

"To prepare employees for the extra wide use of ChatGPT and other AI and automation tools that may additionally change some of their work, I focal point on encouraging them to become lifelong novices. 

I also deliberately use language about adaptation versus substitute, clarifying that my team's jobs will evolve in preference to disappear. I need to arm them with the talents they need to reside current in this ever-changing world. 

as an instance, I firmly trust in featuring lessons about superior analytics, computer researching algorithms, and information science so personnel can take into account what is happening beneath the hood of latest know-how. This helps our group increase a stronger figuring out of how these programs function and can assist them gain more meaningful roles as the development of synthetic intelligence grows."-Carly Hill, Operations manager, digital break birthday celebration

All access: HR Tech North america

HR exchange community’s All entry: HR Tech North the united states is likely one of the greatest gatherings of HR & know-how professionals. join this online experience on June 27-28, 2023 to gain knowledge of from consultants, network with friends, and find the latest HR tech options so that you can help you leverage tech to enhance worker engagement, simplify recruitment, and enrich the studying experience at your corporation.

Register Now combine AI into Work features

"The wide use of ChatGPT and different AI and automation equipment is inevitable within the future of work. We, as a corporation, were proactively getting ready our employees via continual gaining knowledge of and construction classes. 

we have integrated AI tools into our workflows to cut back guide workload and make operations greater productive. Our personnel are inspired to be taught and explore these tools, and we now have offered training classes to upskill them on a way to use AI equipment and automation utility. 

We emphasize that AI and automation don't always substitute their job features, however fairly increase their productivity and effectivity. We assure our employees that we're committed to their boom and will guide them in adapting to the latest technologies to construct a much better future for our company."-Jefferson McCall, Co-founder and HR Head, TechBullish

Use AI as a device

"We believe that the upward thrust of AI and automation equipment like ChatGPT symbolize an evolution of work as opposed to a substitute of human effort. 

We make it clear to our employees that while AI is powerful, it does not change the interesting human competencies they bring to the desk. Creativity, crucial thinking, emotional intelligence, and nuanced realizing of complicated concerns are irreplaceable human strengths.

We're additionally investing in training courses to assist our employees be aware and work alongside AI equipment. The aim is to upskill our group of workers, enabling them to make use of AI to increase their capabilities and enhance productivity, rather than viewing it as a chance.

We see AI as a device that can take over activities initiatives, thereby releasing up our group contributors to focal point on greater complicated, creative, and strategic features of their roles."-Bowen Khong, CEO, GameDayr

Use AI to enhance effectivity

"we're working towards our employees to make use of ChatGPT and other AI and automation tools and to take expertise of those new technologies to raise their productivity. we are emphasizing to employees that these equipment symbolize a chance to do more meaningful work and to improve their abilities. 

we are also emphasizing that these equipment don't seem to be a replacement for employees, but somewhat an enhancement that can assist them be more a success in their roles."-Ranee Zhang, VP of increase, Airgram

examine: 9 HR Jobs ChatGPT Says it may possibly Do

Be sincere: Robots Will change Some 

"To put together for the viable effects of AI and automation on their team of workers, organizations may still count on expertise job losses on account of automation and increase thoughts for relocating affected employees.

To aid people adjust to shifting work requirements and schedules, businesses can believe offering alternatives like job sharing, flexible schedules, and far flung work.

however, AI might also be investigated for its potential to complement and improve the job of current employees rather than replace them.

facts analysis, AI construction, and automation engineering are only a few of the fields the place AI is spawning new employment opportunities. These positions call for competencies in awesome demand, yet may be difficult to fill."-Aleksandar Ginovski, profession expert, Resume professional, and Product manager, Enhancv

believe tools to Simplify AI

"whereas we're making ready our team for the inevitable integration of ChatGPT's AI, we additionally want them to keep in mind that businesses are bringing out more straightforward-to-use tools that make ChatGPT vastly more straightforward to use. 

at the moment, many of these equipment are glitchy and never all that beneficial, but some are proving to be extremely effective. So at our company, we are paying attention to the integration equipment as a good deal as the AI."-Jason Vaught, Director of content material, SmashBrand

embrace synthetic Intelligence

"For years, I even have talked about to my students and employees to embrace expertise and sustain with it. I actually have seen the difference that being tech-savvy (and the efficiency that comes with it) makes in hiring and layoff selections.

ChatGPT, AI, and automation are captivating to me, no longer just for what they do but for the conflicting feelings they bring—fear and pleasure. I see them more as how they support us leverage the pleasing abilities our personnel bring and let these equipment permit us in our work. I contend that a core competency for the future of employees' work will (it already does) require and demand a attitude for change. 

Taking a less fatalistic view of technology, understanding and gaining knowledge of the way it can support us, and using it helps lessen that nervousness, helps employees be taught the know-how, and begin or proceed their event to include it."-Patty Hickok, SPHR, GPHR, SHRM-SCP, Sr. Director worker family members, HRIS and HR Operations, NANA Regional corporation

study: Interview with ChatGPT on HR traits in 2023

Be clear

"when you are establishing a position for AI on your office, then it's crucial that you just let your employees find out about AI and how it may have an effect on their existing positions. here's exceptionally crucial for older employees who could need to be greater adaptable to this class of expertise.

confer with your personnel in regards to the incontrovertible fact that AI and the latitude of automation tools are right here to dwell—and it be handiest going to get larger in the future. if your employees can also locate their positions in danger in the end, tell them and be honest. this is able to enable employees to make essential selections, similar to whether or not they need to live in the profession path they're in right now or rather are looking to stream to a special profession line.

on the identical time, empower personnel and demonstrate them how AI can be used alongside them within the office.-Joe Flanagan, Founder, 90s style World

dwell on the cutting edge

"whereas AI and automation can exchange some advertising and marketing initiatives, they'll now not exchange advertising and marketing employees altogether. as a substitute, AI and automation will release marketing employees to focal point on extra inventive and strategic initiatives.

we are working on instructing personnel concerning the benefits of AI and automation. AI and automation can support advertising employees to be greater productive, effective, and helpful.

Then, we movement to assist employees increase new expertise. As AI and automation take over some advertising and marketing projects, personnel will should improve new skills to live relevant in the team of workers. Some talents that could be in high demand encompass statistics evaluation, creativity, and strategic thinking.

and eventually, we are creating a way of life of continuous gaining knowledge of. The advertising landscape is continuously changing, so making a tradition of continual getting to know inside your firm is essential. this could assist personnel to stay up to date on the latest traits and technologies."-Brenton Thomas, CEO, Twibi

Get Smarter with AI

"within the search engine marketing business, we're preparing for AI equipment like ChatGPT by integrating AI literacy into our practising programs. Our teams are gaining knowledge of to use AI for deeper keyword research, smarter content material optimization, and predictive website positioning analytics. 

We also inspire personnel to enhance tender capabilities like strategic considering and creativity, which are a must have in decoding and leveraging AI-pushed insights."-Jaya Iyer, advertising Assistant, Teranga Digital marketing

embrace Humanity

"I feel or not it's critical that we don't frame AI because the enemy; rather, it goes to be advantageous throughout all industries and aid with all kinds of initiatives. however AI will not substitute the human event, and we should set the figuring out with employees that on the end of the day, AI can assist enhance the more suitable good in a business surroundings.

Given the cost ChatGPT has already brought, AI will continue to current itself as intelligence that will also be used universally. as opposed to creating stigmas, managers should still be normally making an attempt to answer the question: 'What can AI do to assist my current company procedures, and how can my personnel make AI-driven methods the highest quality they may also be?'".-Ryan Igo, earnings marketing manager, Surety systems

feel of AI as an Ally

"Our message is apparent: AI isn't here to change our personnel but to aid and raise their work. We emphasize that staying ahead ability embracing these advancements. We inspire employees to view AI as an impressive ally that can streamline tasks and create new alternatives for boom and innovation. 

by way of fostering a tradition of continual getting to know and reskilling, we empower employees to harness AI's capabilities while emphasizing the irreplaceable cost of their entertaining expertise, creativity, empathy, and difficulty-fixing expertise."-Marco Genaro Palma, Co-founder, TechNews180

Empowering the HR neighborhood

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