Exam Content Outlines

Below are the sections of the exam content outlines for this functional area. These specifications detail the responsibilities and knowledge covered on the certification exams. The item numbering is not sequential here because it reflects the numbering system employed in the exam content outline.

PHR Functional Area 2: Talent Planning and Acquisition (16%)

Responsibilities:

01     Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring. (for example: EEO compliance, Title VII, nepotism, disparate impact, FLSA, independent contractors)

02     Develop and implement sourcing methods and techniques. (for example: employee referrals, diversity groups, social media).

03     Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).

Knowledge of:

12     Applicable federal laws and regulations related to talent planning and acquisition activities

13     Planning concepts and terms (for example: succession planning, forecasting)

14     Current market situation and talent pool availability

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

16     Interviewing and selection techniques, concepts and terms

17     Applicant tracking systems and/or methods

18     Impact of total rewards on recruitment and retention

19     Candidate/employee testing process and procedures

20     Verbal and written offer/contract techniques

21     New hire employee orientation process and procedures

22     Internal workforce assessments (for example, skills testing, workforce demographics, analysis

23     Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, off-shoring, and divestitures)

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

SPHR Functional Area 2: Talent Planning and Acquisition (16%)

Responsibilities

01     Evaluate and forecast organizational needs throughout business cycle to create or develop workforce plans (e.g., corporate restructuring, workforce expansion or reduction).

02     Develop, monitor, and assess recruitment strategies to attract desired talent (e.g., 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 (e.g., new employee acculturation, downsizing, restructuring, mergers and acquisitions, divestitures, global expansion).

Knowledge of

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)