Strategic HR for SPHR Exam Candidates Part I (Retired)

Target Audience
Expected Duration
Lesson Objectives
Course Number

Organizational leadership, including HR leadership, is directly involved in developing, refining, and implementing an organization's strategic plan. One of the key roles of senior HR professionals is to align activities in the HR function with the organization's strategic goals. Senior HR professionals are often directly involved with the corporate restructuring activities resulting from organizational changes and initiatives such as mergers and acquisitions, offshoring, outsourcing, and divestiture. Managing third-party contracting and technology and measuring strategic performance, specifically of the HR function, are some other key contributions the HR function makes to the organization. This course examines the core strategic functions of HR, the regulatory framework around them, and the specific capabilities required to perform them. The course also discusses organizational roles and responsibilities for ensuring ethical practices and ethical issues and challenges in performing these functions. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.

Target Audience
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path

Expected Duration (hours)

Lesson Objectives

Strategic HR for SPHR Exam Candidates Part I (Retired)

  • describe the activities involved in each HR functional area
  • identify the key considerations for aligning the HR function with an organization's strategic plan
  • identify key strategic restructuring initiatives
  • identify the roles HR plays in strategic restructuring initiatives
  • differentiate between high and low integration outsourcing relationships
  • identify key HR outsourcing guidelines
  • identify examples of key technology trends
  • identify tools for measuring financial strategic performance
  • identify the components of a balanced scorecard
  • differentiate between types of HR specific measurements
  • match organizational roles to the activities involved with maintaining ethics in an organization
  • identify examples of unethical actions in an organization
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