Free PHR and SPHR Exam Questions

 

PHR Professional in Human Resources & SPHR Senior Professional in Human Resources Certification.

 

 

 

 

March 1, 2009 @ 7:58 am · Filed under PHR/SPHR

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Strategic Management

Workforce Planning and Employment

Human Resource Development

Total Rewards

Employee and Labor Relations

Risk Management

For the PHR and SPHR exam, candidates must be aware that 12% of the PHR and 29% of the SPHR examinations will cover strategic management. HR management involves directly connecting the organizations mission and goals to employees. You should be aware of the organizations accounting and financial requirements. Human Resource management faces daily employee regulation, compensation issues and employee and management relations. Not Just "Personnel Management" Human resource management (HRM) is the sum of an organization's policies, procedures and practices dealing with the recruitment, hiring, retention and development of employees. In some organizations, it may focus only on direct personnel management. However, the theory of Human Resource Management suggests it should be proactive in supporting business goals, solving problems and improving the bottom line. Organizations that agree with this theory make HRM part of strategic planning, but others treat it strictly as a service department. Although HR takes its orders from the executive suite, top managers often seem to believe it has nothing strategic to offer.

When HR is included as a partner in strategic discussions, it can make a significant overall contribution. Among other things, HR can play a vital role in defining the organization's direction, in identifying and recruiting the people needed to develop it in that direction, in assessing work practices, and in streamlining processes and systems. It can improve customer service, raise morale, lower absenteeism, halt turnover, foster participation, create a better workplace, support supervisors and manage change. HR is much more than hiring and firing. In practice, most HR departments evolve based on the size of the company, management's degree of acceptance of new ideas, the firms specific purpose and its HR practitioners' approach to following new theories or maintaining the status quo.

What works for one company will not necessarily work for others. Your approach as an HR professional depends on your organization, management, HR team and corporate culture, among other factors. Insofar as it has upper management support, HRM improves the company's competitive edge by selecting staff members whose abilities and commitment fit the company's goals. Then, it provides those employees with tools and support, and tries to boost their job satisfaction. HR facilitates relationships among high-level managers, supervisors and employees. It helps develop performance standards and measurements. And, when employees succeed, it rewards them appropriately to retain them, thus building the organization's intellectual capital. HR departments vary from small inside operations to quasi-independent bodies serving internal "customers" or departments, or even outside organizations. Some companies make HRM decisions at the top and delegate only routine system administration to the HR department. Others outsource the entire HR function. These variables make it difficult to categorize this increasingly complex field. Ideally the head of HRM reports directly to - or is a part of - top management and is involved in strategic planning.

HR managers must define their objectives and make the business case for their budgets. HRM philosophy often is sharply divided into two camps. One supports "hard HRM," based on quantitative, measurable returns on investment. The other focuses on "soft HRM," based on communication, relationships and client commitment. Most organizations mix hard and soft approaches.

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11 Comments »

Thank you sooo much!!
Posted by: Rebecca | May 08, 2008 at 12:33 PM

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Thank You
Posted by: Ellie | June 26, 2008 at 05:16 PM

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Thanks
Posted by: Dawn | June 29, 2008 at 7:19 PM 

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Where can I find more email me at --------
Posted by: Chan | July 08, 2008 at 1:19 PM

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Good Quality Questions, very helpful
Posted by: Kary | July 09, 2008 at 06:15 AM

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Thanks for this
Posted by: Rajan R | July 011, 2008 at 09:48 PM

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Thanks
Posted by: ANNO | Aug 11, 2008 at 07:29 PM

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Thank you
Posted by: Chance | July 1, 2008 at 03:56 PM

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Good
Posted by: Diana | July 21, 2008 at 12:20 PM

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Helpful, thanks
Posted by: Pete | Dec 11, 2008 at 11:04 PM

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thanks
Posted by: SammyHR | Jan 19, 2008 at 08:38 PM

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