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)