HRCI SPHRi Certification Exam Syllabus

- Leading the HR function by developing HR strategy, contributing to organizational strategy, influencing people management practices, and monitoring risk.

Responsibilities:

• Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct, future business opportunities)
• Develop, execute, and lead HR strategies that are aligned to the organization’s strategic plan (for example: HR initiatives, plans, budgets, business plans, service delivery plans, workforce requirements)
• Analyze and assess internal and external factors that impact operations and people management to decide on the best available risk management strategy (for example: human capital risk analysis, business continuity, response planning, geopolitical environment scanning, mental health)
• Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators [KPIs], financial statements, budgets)
• Use credible and relevant information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)
• Develop and manage workplace practices that are aligned with the organization’s vision, mission, values, sustainability, corporate social responsibility (CSR), ethics, and anti-corruption, to shape and reinforce organizational culture
• Develop and evaluate strategies and workplace practices to promote inclusivity initiatives
• Identify and analyze HR metrics to inform strategic actions within the organization (for example: develop new metrics, predictive analytics, business intelligence, turnover rates, cost per hire, employment statistics, return on investment [ROI], pay equity analysis)
• Design, implement, and facilitate effective change strategies to align organizational performance with the organization’s strategic goals (for example: change leadership, change management)
• Advise and influence organizational behavior and outcomes through effective relationships with key stakeholders
• Ensure alignment of HR strategies across the organization (for example: across geographic locations/sites, across business units)
• Apply and evaluate the applicability of local labor laws, regulations, and, guidance to organizational strategy/or complex HR strategies to adhere to legal and ethical requirements

- Forecasting organizational talent needs and develop strategies to attract and engage new talent.

Responsibilities:

• Evaluate and forecast organizational needs throughout business cycles to develop or revise workforce plans (for example: corporate restructuring, divestitures, workforce expansion, or reduction)
• Develop, monitor, and assess recruitment strategies to attract talent (for example: labor market analysis, salary expectations, selection processes, sourcing, employee value proposition [EVP] and employer branding)
• Develop and evaluate strategies for onboarding new employees and managing cultural integrations (for example: new employee orientation, onboarding, restructuring, global expansion, mergers and acquisitions [M&A], joint ventures)

- Developing and designing talent management programs and initiatives that foster an engaging and high performing workforce.

Responsibilities:

• Evaluate the integration of inclusivity initiatives in the workplace culture and make recommendations based on findings
• Design, implement, and evaluate programs or processes in order to develop the workforce (for example: training and development, knowledge management, mode, timing)
• Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, implement coaching and development) to promote business continuity
• Design and evaluate strategies for employee engagement, satisfaction, and retention (for example: mentoring and sponsorship, flexible work arrangements)
• Align team and individual performance goals to organizational measures of success
• Design and evaluate strategies and processes for performance management (for example: performance evaluation, performance improvement, feedback, coaching)
• Identify and implement strategies and processes for leadership development (for example: conflict resolution, mentoring, performance discussions, coaching, effective communication)
• Develop and evaluate employee career and growth opportunities (for example: assessing talent, developing career paths, managing job movement within the organization)
• Design policies and processes for the return of employees to the organization (for example: parental leave, expatriates returning to home country, employees returning from sabbaticals or layoffs)
• Create and evaluate labor strategies (for example: collective bargaining, grievance program, strategic alignment with labor, other union-related activities)
• Design and assess offboarding strategies, processes, and trends (for example: exit interviews, layoff strategies, alumni programs)

- Creating effective compensation and benefit strategies to attract, reward, and retain talent that aligns to the organizational strategy and culture.

Responsibilities:

• Design the total rewards philosophy and communications strategy that balances the organizational and individual needs (for example: hourly, salary, expatriate and foreign nationals, executives, board members, contractors)
• Create and evaluate compensation strategies that attract, reward, and retain talent (for example: classification, direct, indirect, incentives, bonuses, equity, executive compensation)
• Create and evaluate benefit strategies that attract, reward, and retain talent (for example: health, welfare, retirement, work-life balance, wellness)
• Design and develop employee recognition programs (for example: non-monetary and monetary rewards, workplace amenities, service awards)

- Identifying the tools, technology, and systems that are needed to report on the organizational strategy while also monitoring employee safety and security.

Responsibilities:

• Align HR data privacy and security processes to organizational data protection strategies (for example: cyber security, phishing emails, documentation, employee files)
• Evaluate employee safety and security strategies (for example: emergency response plans, access control, contingency planning, crisis management)
• Lead, implement, and evaluate HR digitalization initiatives (for example: information, workflows, emerging technologies, gamification, employee self-service, social networking, and human resource information system [HRIS], risk management system)