HRCI Test Specifications
Below is a list of HRCI Test Specifications for this functional area, as well as the core knowledge that is relevant to all functional areas of the PHR and SPHR exams. These specifications detail the responsibilities and knowledge covered on the certification exam. The item numbering is not sequential here because it reflects the numbering system employed in the HRCI Test Specifications.
Functional Area 05: Employee and Labor Relations (20%, 14%)
Developing, implementing/administering, and evaluating the workplace in order to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.
Responsibilities:
01 Ensure that employee and labor relations activities are compliant with applicable federal laws and regulations.
02 Assess organizational climate by obtaining employee input (for example: focus groups, employee surveys, staff meetings).
03 Develop and implement employee relations programs (for example: recognition, special events, diversity programs) that promote a positive organizational culture.
04 Evaluate effectiveness of employee relations programs through the use of metrics (for example: exit interviews, employee surveys, turnover rates).
05 Establish, update, and communicate workplace policies and procedures (for example: employee handbook, reference guides, or standard operating procedures) and monitor their application and enforcement to ensure consistency.
06 Develop and implement a discipline policy based on organizational code of conduct/ethics, ensuring that no disparate impact or other legal issues arise.
07 Create and administer a termination process (for example: reductions in force [RIF], policy violations, poor performance) ensuring that no disparate impact or other legal issues arise.
08 Develop, administer, and evaluate grievance/dispute resolution and performance improvement policies and procedures.
09 Investigate and resolve employee complaints filed with federal agencies involving employment practices or working conditions, utilizing professional resources as necessary (for example: legal counsel, mediation/arbitration specialists, investigators)
10 Develop and direct proactive employee relations strategies for remaining union-free in non-organized locations. SPHR only
11 Direct and/or participate in collective bargaining activities, including contract negotiation, costing, and administration.
Knowledge of:
50 Applicable federal laws affecting employment in union and nonunion environments, such as laws regarding antidiscrimination policies, sexual harassment, labor relations, and privacy (for example: WARN Act, Title VII, NLRA)
51 Techniques and tools for facilitating positive employee relations (for example: employee surveys, dispute/conflict resolution, labor/management cooperative strategies)
52 Employee involvement strategies (for example: employee management committees, self-directed work teams, staff meetings)
53 Individual employment rights issues and practices (for example: employment at will, negligent hiring, defamation)
54 Workplace behavior issues/practices (for example: absenteeism and performance improvement)
55 Unfair labor practices
56 The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, and administration)
57 Legal disciplinary procedures
58 Positive employee relations strategies and non-monetary rewards
59 Techniques for conducting unbiased investigations
60 Legal termination procedures
Core Knowledge:
76 Needs assessment and analysis
77 Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs).
78 Communication skills and strategies (for example: presentation, collaboration, sensitivity).
79 Organizational documentation requirements to meet federal and state guidelines.
80 Adult learning processes
81 Motivation concepts and applications
82 Training techniques (for example: virtual, classroom, on-the-job)
83 Leadership concepts and applications
84 Project management concepts and applications
85 Diversity concepts and applications (for example: generational, cultural competency, learning styles)
86 Human relations concepts and applications (for example: emotional intelligence, organizational behavior)
87 Ethical and professional standards
88 Technology to support HR activities (for example: HR Information Systems, employee self-service, e-learning, applicant tracking systems)
89 Qualitative and quantitative methods and tools for analysis, interpretation, and decision-making purposes (for example: metrics and measurements, cost/benefit analysis, financial statement analysis)
90 Change management theory, methods, and application
91 Job analysis and job description
92 Employee records management (for example: electronic/paper, retention, disposal)
93 Techniques for forecasting, planning, and predicting the impact of HR activities and programs across functional areas
94 Types of organizational structures (for example: matrix, hierarchy)
95 Environmental scanning concepts and applications (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])
96 Methods for assessing employee attitudes, opinions, and satisfaction (for example: surveys, focus groups/panels)
97 Budgeting, accounting, and financial concepts
98 Risk-management techniques