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 03: Human Resource Development (18%, 19%)

Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skills, abilities, and performance of the workforce meet current and future organizational and individual needs.

Responsibilities:

01     Ensure that human resources development activities are compliant with all applicable federal laws and regulations.

02     Conduct a needs assessment to identify and establish priorities regarding human resource development activities.

03     Develop/select and implement employee training programs (for example: leadership skills, harassment prevention, computer skills) to increase individual and organizational effectiveness.

04     Evaluate effectiveness of employee training programs through the use of metrics (for example: participant surveys, pre- and post-testing). SPHR only

05      Develop, implement, and evaluate talent management programs that include assessing talent, developing career paths, and managing the placement of high-potential employees.

06     Develop, select, and evaluate performance appraisal processes (for example: instruments, ranking and rating scales) to increase individual and organizational effectiveness.

07     Develop, implement, and evaluate performance management programs and procedures (includes training for evaluators).

08     Develop/select, implement, and evaluate programs (for example: telecommuting, diversity initiatives, repatriation) to meet the changing needs of employees and the organization. SPHR only

09     Provide coaching to managers and executives regarding effectively managing organizational talent.

Knowledge of:

27     Applicable federal laws and regulations related to human resources development activities (for example: Title VII, ADA, Title 17 [Copyright law])

28     Career development and leadership development theories and applications (for example: succession planning, dual career ladders)

29     Organizational development (OD) theories and applications

30     Training program development techniques to create general and specialized training programs

31     Facilitation techniques, instructional methods, and program delivery mechanisms

32     Task/process analysis

33     Performance appraisal methods (for example: instruments, ranking and rating scales)

34     Performance management methods (for example: goal setting, relationship to compensation, job placements/promotions)

35     Applicable global issues (for example: international law, culture, local management approaches/practices, societal norms). SPHR only

36     Techniques to assess training program effectiveness, including use of applicable metrics (for example: participant surveys, pre- and post-testing)

37     Mentoring and executive coaching

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