HRCI Test Specifications

Below is a list of HRCI Test Specifications for this functional area, as well as the core knowledge that is relevant to all functional areas of the PHR and SPHR exams. These specifications detail the responsibilities and knowledge covered on the certification exam. The item numbering is not sequential here because it reflects the numbering system employed in the HRCI Test Specifications.

Functional Area 02: Workforce Planning and Employment (24%, 17%)

Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

Responsibilities:

01     Ensure that workforce planning and employment activities are compliant with applicable federal laws and regulations.

02     Identify workforce requirements to achieve the organization’s short- and long-term goals and objectives (for example: corporate restructuring, workforce expansion or reduction).

03     Conduct job analyses to create and/or update job descriptions and identify job competencies.

04     Identify, review, document, and update essential job functions for positions.

05     Influence and establish criteria for hiring, retaining, and promoting based on job descriptions and required competencies.

06     Analyze labor market for trends that impact the ability to meet workforce requirements (for example: federal/state data reports).

07     Assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates, utilizing third party vendors or agencies as appropriate.

08     Identify internal and external recruitment sources (for example: employee referrals, diversity groups, social media) and implement selected recruitment methods.

09     Establish metrics for workforce planning (for example: recruitment and turnover statistics, costs).

10     Brand and market the organization to potential qualified applicants.

11     Develop and implement selection procedures (for example: applicant tracking, interviewing, reference and background checking).

12     Develop and extend employment offers and conduct negotiations as necessary.

13     Administer post-offer employment activities (for example: execute employment agreements, complete I-9/e-Verify process, coordinate relocations, and immigration).

14     Develop, implement, and evaluate orientation and on-boarding processes for new hires, rehires, and transfers.

15     Develop, implement, and evaluate employee retention strategies and practices.

16     Develop, implement, and evaluate the succession planning process.

17     Develop and implement the organizational exit/off-boarding process for both voluntary and involuntary terminations, including planning for reductions in force (RIF).

18     Develop, implement, and evaluate an affirmative action plan (AAP) as required.

19     Develop and implement a record retention process for handling documents and employee files (for example: pre-employment files, medical files, and benefits files).

Knowledge of:

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 example: employee referral, social networking/social media) for targeting passive, semi-active and active candidates

14     Recruitment strategies.

15     Staffing alternatives (for example: outsourcing, job sharing, phased retirement)

16     Planning techniques (for example: succession planning, 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, assessment center)

19     Interviewing techniques (for example: behavioral, situational, 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, 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

Core Knowledge:

76     Needs assessment and analysis

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

78     Communication skills and strategies (for example: presentation, collaboration, sensitivity).

79     Organizational documentation requirements to meet federal and state guidelines.

80     Adult learning processes

81     Motivation concepts and applications

82     Training techniques (for example: virtual, classroom, on-the-job)

83     Leadership concepts and applications

84      Project management concepts and applications

85     Diversity concepts and applications (for example: generational, cultural competency, learning styles)

86     Human relations concepts and applications (for example: emotional intelligence, organizational behavior)

87     Ethical and professional standards

88     Technology to support HR activities (for example: HR Information Systems, employee self-service, e-learning, applicant tracking systems)

89     Qualitative and quantitative methods and tools for analysis, interpretation, and decision-making purposes (for example: metrics and measurements, cost/benefit analysis, financial statement analysis)

90     Change management theory, methods, and application

91     Job analysis and job description

92     Employee records management (for example: electronic/paper, retention, disposal)

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

94     Types of organizational structures (for example: matrix, hierarchy)

95     Environmental scanning concepts and applications (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])

96     Methods for assessing employee attitudes, opinions, and satisfaction (for example: surveys, focus groups/panels)

97     Budgeting, accounting, and financial concepts

98     Risk-management techniques