Phr/sphr Certification Preparation Course –


(0 credits)

The PHR/SPHR certification preparation course provides an in-depth overview of the body of Human Resources (HR) knowledge. By attending this course, you identify your areas of strength to build on and the areas where you need further concentrated study to prepare for taking either exam.

Earning PHR/SPHR certification demonstrates that you are knowledgeable about the best practices in HR management. It also increases your marketability and builds credibility with employees and leaders in your organization. By preparing well for the certification examination, you can increase your chances of success.

This non-credit course is 10 weeks. To enroll, speak with an Enrollment Advisor.

Business Management and Strategy Module 1

  • Define HR’s role in creating an organization’s strategy.
  • Explain how to develop an HR business plan that is aligned to the organization’s strategic plan.

Business Management and Strategy Module 1 Continued

  • Explain how HR supports other functions’ strategic roles.
  • Discuss the key trends in the HR profession and HR’s strategic role in those trends.

Workforce Planning and Employment Module 2

  • Define the role of HR in workforce planning and employment.
  • Evaluate workforce requirements to achieve the organization’s short- and long-term goals and objectives while ensuring activities comply with applicable federal, state, and local laws and regulations.

Workforce Planning and Employment Module 2 Continued

  • Identify workforce assessment, interviewing, and selection techniques.
  • Evaluate retention strategies to keep talented employees in the organization.

Human Resource Development Module 3

  • Define the role of HR in training and developing employees.

Human Resource Development Module 3 Continued

  • Develop programs that increase employee motivation and improve employee performance.
  • Explain how to implement and evaluate the effectiveness of the organization’s appraisal process.

Compensation and Benefits Module 4

  • Define the role of HR in the development, implementation, and evaluation of direct compensation and indirect compensation policies, programs, and pay structures that support the organization’s strategic goals, objectives, and values.
  • Recognize the need to develop, implement, and evaluate compensation polices, programs, and pay structures based on internal equity and external market conditions.
  • Discuss compensation legislation that affects employer compensation policies.

Employee and Labor Relations Module 5

  • Define the role of HR in employee and labor relations.
  • Recognize the role unions have had and continue to have in the workplace.

Employee and Labor Relations Continued Module 5

  • Discuss the role of employee relations in nonunionized environments.

Risk Management Module 6

  • Explain the importance of risk management to an organization.
  • Define the role of HR in a risk-management program.

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