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PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide, Second Edition, 2nd Edition

Name: PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide, Second Edition, 2nd Edition
ISBN: 9781260453126

by William H. Truesdell, Christina Nishiyama, Dory Willer

March 2019

Intermediate to advanced

592 pages

20h 20m

English

McGraw-Hill

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Cover
Title Page
Copyright Page
Dedication
About the Authors
Contents at a Glance
Contents
Acknowledgments
Introduction
Part I The Human Resources Profession

Chapter 1 Human Resources Certifications
Professional CertificationsHR Certification OrganizationsThe HR Certification InstituteThe Society for Human Resource ManagementThe International Public Management Association for Human ResourcesBenefits of CertificationThe HR Certification Institute’s RoleThe Significance of the Body of KnowledgeThe Test Development ProcessThe Exam ExperienceChapter ReviewQuestionsAnswersEndnotes
Chapter 2 U.S. Laws and Regulations
What You Need to Know Concerning Employee Management1. When You Have One or More Employees1.1 The Clayton Act (1914)1.2 The Consumer Credit Protection Act (1968)1.3 The Copeland “Anti-Kickback” Act (1934)1.4 The Copyright Act (1976)1.5 The Davis-Bacon Act (1931)1.6 The Dodd-Frank Wall Street Reform and Consumer Protection Act (2010)1.7 The Economic Growth and Tax Relief Reconciliation Act (EGTRRA) (2001)1.8 The Electronic Communications Privacy Act (ECPA) (1986)1.9 The Employee Polygraph Protection Act (1988)1.10 The Employee Retirement Income Security Act (ERISA) (1974)1.11 The Equal Pay Act (EPA) (Amendment to the FLSA) (1963)1.12 The FAA Modernization and Reform Act (2012)1.13 The Fair and Accurate Credit Transactions Act (FACT) (2003)1.14 The Fair Credit Reporting Act (FCRA) (1970)1.15 The Fair Labor Standards Act (FLSA) (1938)1.16 The Foreign Corrupt Practices Act (FCPA) (1997)1.17 The Health Information Technology for Economic and Clinical Health Act (HITECH) (2009)1.18 The Health Insurance Portability and Accountability Act (HIPAA) (1996)1.19 The Immigration and Nationality Act (INA) (1952)1.20 The Immigration Reform and Control Act (IRCA) (1986)1.21 The IRS Intermediate Sanctions (2002)1.22 The Labor-Management Relations Act (LMRA) (1947)1.23 The Labor-Management Reporting and Disclosure Act (1959)1.24 The Mine Safety and Health Act (1977)1.25 The National Industrial Recovery Act (1933)1.26 The National Labor Relations Act (NLRA) (1935)1.27 The Needlestick Safety and Prevention Act (2000)1.28 The Norris-LaGuardia Act (1932)1.29 The Occupational Safety and Health Act (OSHA) (1970)1.30 The Omnibus Budget Reconciliation Act (OBRA) (1993)1.31 The Pension Protection Act (PPA) (2006)1.32 The Personal Responsibility and Work Opportunity Reconciliation Act (1996)1.33 The Portal-to-Portal Act (1947)1.34 The Railway Labor Act (1926)1.35 The Rehabilitation Act (1973)1.36 The Retirement Equity Act (REA) (1984)1.37 The Revenue Act (1978)1.38 The Sarbanes-Oxley Act (SOX) (2002)1.39 The Securities and Exchange Act (1934)1.40 The Service Contract Act (SCA) (1965)1.41 The Sherman Anti-Trust Act (1890)1.42 The Small Business Job Protection Act (SBJPA) (1996)1.43 The Social Security Act (1935)1.44 The Tax Reform Act (1986)1.45 The Taxpayer Relief Act (1997)1.46 The Trademark Act (1946)1.47 The Unemployment Compensation Amendments Act (UCA) (1992)1.48 The Uniformed Services Employment and Reemployment Rights Act (USERRA) (1994)1.49 The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) (1974) [as Amended by the Jobs for Veterans Act (JVA) (2008)]1.50 The Wagner-Peyser Act (1933) [as Amended by the Workforce Investment Act of 1998]1.51 The Walsh-Healey Act (Public Contracts Act) (1936)1.52 The Work Opportunity Tax Credit (WOTC) (1996)1.53 Whistle-Blowing2. When You Have 15 or More Employees2.1 Americans with Disabilities Act (ADA) (1990)2.2 The Civil Rights Act (Title VII) (1964)2.3 The Civil Rights Act (1991)2.4 The Drug-Free Workplace Act (1988)2.5 The Equal Employment Opportunity Act (EEOA) (1972)2.6 The Genetic Information Nondiscrimination Act (GINA) (2008)2.7 Guidelines on Discrimination Because of Sex (1980)2.8 The Lilly Ledbetter Fair Pay Act (2009)2.9 The Pregnancy Discrimination Act (1978)2.10 Uniform Guidelines on Employee Selection Procedures (1976)3. When You Have 20 or More Employees3.1 The Age Discrimination in Employment Act (ADEA) (1967)3.2 The American Recovery and Reinvestment Act (ARRA) (2009)3.3 The Consolidated Omnibus Budget Reconciliation Act (COBRA) (1986)3.4 The Older Workers Benefit Protection Act (OWBPA) (1990)4. When You Have 50 to 100 Employees4.1 Executive Order 11246—Affirmative Action (1965)4.2 The Family and Medical Leave Act (FMLA) (1993)4.3 The Mental Health Parity Act (MHPA) (1996)4.4 The Mental Health Parity and Addiction Equity Act (MHPAEA) (2008)4.5 The National Defense Authorization Act (2008)4.6 The Patient Protection and Affordable Care Act (PPACA) (2010)5. When You Have 100 or More Employees5.1 The Worker Adjustment and Retraining Notification Act (WARN) (1988)6. For Federal Government Employees6.1 The Civil Service Reform Act (1978)6.2 The Congressional Accountability Act (1995)6.3 The False Claims Act (1863)6.4 The Homeland Security Act (2002)6.5 The Privacy Act (1974)6.6 The USA Patriot Act (2001)Employment Visas for Foreign NationalsE Nonimmigrant VisasH VisasL-1 Intra-Company TransfereeO-1 Alien of Extraordinary Ability in Arts, Science, Education, Business, or AthleticsP Visa CategoriesEB Employment-Based VisasChapter ReviewQuestionsIs Safety the Most Important Policy?—A Case StudyAnswersCase Study OutcomeEndnotes
Chapter 3 HRCI Core Knowledge
Core Knowledge RequirementsEmployee CommunicationsEthical and Professional StandardsReporting Tools for Supporting Both HR and the Greater OrganizationChange Management Theory, Methods, and ApplicationRisk Management TechniquesQualitative and Quantitative Methods and Tools for AnalysisHuman Relations Concepts and ApplicationsMethods for Assessing Employee Attitudes, Opinions, and SatisfactionDiversity Concepts and ApplicationsEmployee Records ManagementJob Descriptions and Job AnalysisOrganizational Documentation RequirementsThird-Party or Vendor Selection, Contract Negotiation, and Management, Including Development of RFPsProject Management Concepts and ApplicationsBudgeting, Accounting, and Financial ConceptsTypes of Organizational StructuresEnvironmental Scanning Concepts and ApplicationsNeeds Assessment and AnalysisAdult Learning ProcessesTraining TechniquesChapter ReviewQuestionsAnswersEndnotes
Part II PHR Body of Knowledge Functional Areas
Chapter 4 Business Management
Key Legislation Governing Business ManagementVision, Mission, Values, and Structure of the OrganizationVisionMissionValuesBusiness Structures and FunctionsLegislative and Regulatory Knowledge and ProceduresLegislationMonitoring Legislative and Regulatory IssuesRegulatory Knowledge and ProceduresManagement SkillsCorporate Governance Procedures and ComplianceFinancial ComplianceHuman Resource ComplianceSales and Marketing ComplianceEthical and Professional StandardsCorporate EthicsPersonal EthicsSHRM Code of EthicsEthics InvestigationsBusiness Elements of an OrganizationProductsCompetitionCustomersTechnologyDemographicsCultureProcessesSafety and SecurityOther Functions and DepartmentsExisting HRIS, Reporting Tools, and Other Systems for Effective Data Reporting and AnalysisChange Management Theory, Methods, and ApplicationsLewin’s Change Management ModelMcKinsey 7-S ModelKotter’s TheoryRisk ManagementHazard (Risk) Identification and CommunicationRisk Management TechniquesOccupational Injury and Illness Prevention ProgramsSafety Audit and Communication PlansReturn-to-Work PoliciesPlans to Protect Employees and Minimize Organization LiabilitySocial Media, Internet, and E-mail Use PoliciesInvestigating ComplaintsEmployee CommunicationsCommunication Skills and StrategiesHuman Relation Concepts and ApplicationsJob AnalysisReview of Job DescriptionsCommunication to EmployeesHR Technology ActivitiesEmployee Records ManagementHR Information SystemsEmployee Self-ServiceE-learningApplicant Tracking SystemsTechniques for Forecasting, Planning, and Predicting Impact of HR ActivitiesDiversity Concepts and ApplicationsEthical and Professional StandardsPrivacy IssuesInternal Privacy IssuesExternal Privacy IssuesProtection of DataPassword Protections, Monitoring Software, and BiometricsIdentity TheftWorkplace MonitoringMethods for Assessing Employee Attitudes, Opinions, and SatisfactionUse of Third Parties or VendorsDeveloping Requests for ProposalsContract NegotiationContract ManagementQualitative and Quantitative Methods and Tools for AnalysisDealing with Situations that Are Uncertain, Unclear, or ChaoticSeven Steps to Successfully Dealing with Chaos and UncertaintyChapter ReviewQuestionsAnswersEndnotes
Chapter 5 Talent Planning and Acquisition
Key Legislation Governing Talent Planning and AcquisitionEqual Employment Opportunity and Affirmative ActionEqual Employment Opportunity CommissionEEOC Complaint Investigation ProceduresEEOC GuidelinesFederal Contracting and Affirmative Action RequirementsGoods and Services ContractorsCompliance Evaluations by OFCCPAffirmative Action Reporting RequirementsPlacement-Rate Goals and Good Faith EffortsOffice of Federal Contract Compliance ProgramsOutreach and Recruiting Requirements for Affirmative ActionRecordkeeping RequirementsGender Discrimination and Harassment in the WorkplaceGender-Neutral Job AdvertisementsTypes of HarassmentEmployer Prevention ObligationsNepotismFair Labor Standards ActIndependent ContractorsOrganizational Staffing RequirementsForecasting Staffing NeedsCorporate RestructuringSourcing Methods and TechniquesCurrent Market for TalentInternal and External Recruitment SourcesState Employment ServicesFlexible StaffingTemporary EmployeesJob SharingPart-Time vs. Full-TimeProject Hires/Contract LaborPhased RetirementRetiree AnnuitantsPayrollingEmployee Leasing and Professional Employer Organizations (PEOs)Outsourcing and Managed Service ProvidersTemp-to-Lease ProgramsRehires and TransfersApplicant TrackingRésumés vs. Job ApplicationsInvitations to Self-Identify as Part of the Application ProcessSelectionSelection SystemsCriteria for SelectionEmployment TestingInterviewing CandidatesDocumentation of Selection DecisionsThe Selection Approval ProcessEmployment Policies, Practices, and ProceduresThe Impact of Total Rewards on Recruitment and RetentionNegotiation Skills and TechniquesEmployment OffersEmployment Reference Checks, Background Checks, and Credit ReportsNew Employee OrientationHuman Resources Analysis and MetricsOrganizational AssessmentIndividual AssessmentWorkforce Analysis TechniquesMeasurements and Metrics of StaffingChapter ReviewQuestionsAnswersEndnotes
Chapter 6 Learning and Development
Federal Laws That Apply to This Body of KnowledgeTraining and DevelopmentTraining Needs Assessment and AnalysisContent ChunkingProcess Flow MappingEstablishing Training ObjectivesInstructional and Delivery MethodsAdult Learning Processes and PrinciplesTeacher-Centered ApproachesLearner-Centered ApproachesHR’s Role in Organizational DevelopmentLearning OrganizationChange Process TheoryTalent ManagementEmployee Development ProgramsSkills TrainingInstructor EvaluationTraining PlatformsTraining Program EvaluationTeamsCareer DevelopmentCoaching and MentoringEmployee RetentionChallenges in Talent ManagementPerformance ManagementPerformance StandardsPerformance Appraisal MethodsShortcomings of Performance AppraisalsChapter ReviewQuestionsAnswersEndnotes
Chapter 7 Total Rewards
A Total Rewards Philosophy and StrategyTotal Rewards and the BudgetFederal Laws That Impact CompensationFederal Agency Nondiscrimination EnforcementUnited States Department of LaborEqual Employment Opportunity CommissionOffice of Federal Contract Compliance ProgramsJob EvaluationJob Evaluation MethodsPay SurveysPay StructurePay GradesPay RangesCompa-ratiosBase Pay SystemsSingle or Flat-Rate SystemTime-Based Step Rate SystemPerformance-Based Merit Pay SystemProductivity-Based SystemPerson-Based SystemVariations in PayRed Circle RatesGreen Circle RatesCost-of-Living AdjustmentsTypes of Pay IncreasesGeneral Pay IncreasesSeniority Pay IncreasesLump-Sum IncreasesMarket-Based IncreasesPay DifferentialsPremium PayHazard PayTravel PayLabor Cost DifferentialsGeographic-Based Differential PayLocation-Based DifferentialsTime-Based Differential PayOvertime PayPayrollPayroll AdministrationPayroll SystemsPayroll Issue ResolutionObjectives of BenefitsFederal Legislation Impacting BenefitsTax and Accounting Organizations with Benefits OversightU.S. Internal Revenue ServicePension Benefit Guaranty CorporationFinancial Accounting Standards BoardGovernment-Mandated BenefitsSocial SecurityMedicareUnemployment InsuranceWorkers’ CompensationHealthcare BenefitsFee-for-Service PlansManaged-Care PlansPrescription Drug PlansDental PlansVision Care PlansHealthcare FundingFully Funded PlansSelf-Funded PlansHealth Insurance Purchasing Cooperatives (HIPCs)Healthcare CostsHigh-Deductible Health PlansSection 125 Cafeteria (Flexible Benefit) PlansFull Cafeteria PlansCommon Benefits Provided to EmployeesDisability BenefitsLife InsuranceLong-Term Care InsuranceEmployee Assistance ProgramsRetirement PlansSupplemental Unemployment BenefitsPaid Time OffPaid LeavesNoncash RewardsTuition ReimbursementPaid Volunteer TimeWorkplace AmenitiesEmployee Recognition ProgramsOther Benefits Provided to EmployeesChildcare ServicesElder CareCommuter AssistancePrepaid Legal InsuranceBenefits: Taxable and NontaxableCommunicating Total Rewards ProgramsLegally Required CommunicationsOther Required CommunicationsCommunicating Through Employee Self-Service TechnologiesChapter ReviewQuestionsAnswersEndnotes
Chapter 8 Employee and Labor Relations
Federal Laws That Apply to This Body of KnowledgeCommon Law and the Napoleonic CodeNapoleonic CodeCommon LawLabor Laws CurrentlyEmployment TypesEmployment at WillWritten Employment Agreements and Oral ContractsCollective Bargaining AgreementsRight-to-Work StatesLimitations to Agency ShopExceptions to Employment at WillPublic PolicyImplied ContractCovenant of Good Faith and Fair DealingInvasion of PrivacyCommon Law Tort ClaimsDefamation (Slander/Libel)Fraudulent MisrepresentationOther Factors Involved in the Employment RelationshipEmployer Expectation of Employee LoyaltyUnfair Competition and Noncompete ClausesConcept of Inevitable DisclosureWorkplace Policies and ProceduresDeveloping and Communicating PoliciesDocumentation Techniques and GuidelinesPerformance ManagementTerminationsEmployee Relations Programs and Organizational CultureRecognitionNonmonetary RewardsSpecial EventsDiversity and Inclusion ProgramsCorporate ResponsibilitySelf-Directed Work TeamsEmployee-Management CommitteesLabor Leadership Concepts and ApplicationsEmployee Complaints and GrievancesUsing Employee Input to Prevent ComplaintsConflict ResolutionComplaint/Grievance HandlingConducting Unbiased InvestigationsInternal vs. External ComplaintsMediation and Arbitration (Alternative Dispute Resolution)Using External ExpertsHR’s Role in the Litigation ProcessCollective BargainingGovernance of the Union-Employer RelationshipContract NegotiationEstablishing Contract CostsAdministering Union Contracts (MOU or CBA)Unfair Labor PracticesStrikes, Picketing, and BoycottsEmployment Legal IssuesNegligent HiringNegligent RetentionDefamationMeasuring Disparate Impact During Reduction in ForceEvaluating Program EffectivenessHiring EffectivenessTraining EffectivenessTurnover RatesEmployee SurveysExit EffectivenessChapter ReviewQuestionsAnswersEndnotes
Part III SPHR Body of Knowledge Functional Areas
Chapter 9 Leadership and Strategy
Leadership and Strategy ResponsibilitiesDevelop and Execute HR Plans That Are Aligned to the Organization’s Strategic PlanEvaluate the Applicability of Federal Laws and Regulations to Organizational StrategyAnalyze and Assess Organizational Practices That Impact Operations and People Management to Decide on the Best Available Risk Management StrategyInterpret and Use Business Metrics to Assess and Drive Achievement of Strategic Goals and ObjectivesDesign and Evaluate HR Data Indicators to Inform Strategic Actions Within the OrganizationEvaluate Credibility and Relevance of External Information to Make Decisions and RecommendationsContribute to the Development of the Organizational Strategy and PlanningDevelop and Manage Workplace Practices That Are Aligned with the Organization’s Statements of Vision, Values, and Ethics to Shape and Reinforce Organizational CultureDesign and Manage Effective Change Strategies to Align Organizational Performance with the Organization’s Strategic GoalsEstablish and Manage Effective Relationships with Key Stakeholders to Influence Organizational Behavior and OutcomesLeadership and Strategy Knowledge RequirementsVision, Mission, and Values of an Organization and Applicable Legal and Regulatory RequirementsStrategic Planning ProcessManagement Functions, Including Planning, Organizing, Directing, and ControllingCorporate Procedures and ComplianceBusiness Elements of an OrganizationThird-Party or Vendor Selection, Contract Negotiation, and Management, Including Development of Requests for ProposalsProject ManagementTechnology to Support HR ActivitiesBudgeting, Accounting, and Financial ConceptsTechniques and Methods for Organizational DesignMethods of Gathering Data for Strategic Planning PurposesQualitative and Quantitative Methods and Tools Used for Analysis, Interpretation, and Decision-Making PurposesChange Management Processes and TechniquesTechniques for Forecasting, Planning, and Predicting the Impact of HR Activities and Programs Across Functional AreasRisk ManagementHow to Deal with Situations That Are Uncertain, Unclear, or ChaoticChapter ReviewQuestionsAnswersEndnotes
Chapter 10 Talent Planning and Acquisition
Workforce PlanningForecastingSuccession PlanningSelection StrategiesBranding and Marketing the OrganizationEmotional Intelligence in InterviewingExecutive Recruiting AlternativesNegotiation Skills and TechniquesEmployee Engagement StrategiesManaging Culture During Organizational ChangesThe Impact of Total Rewards on Recruitment and RetentionDiversity ManagementStaffing Effectiveness Assessment and MetricsAdverse ImpactAnalysis of Labor Market DataOrganizational ExitInvoluntary SeparationsVoluntary SeparationsExit InterviewsInternational Workforce ManagementInternational Workforce PlanningTypes of International WorkersOrganizational and Staffing Approaches to International BusinessTypes of International AssignmentsChapter ReviewQuestionsAnswersEndnotes
Chapter 11 Learning and Development
Federal Laws That Apply to This Body of KnowledgeTraining Program Design and DevelopmentTraining Program DesignTraining Program DevelopmentTraining Program ImplementationTraining Evaluation MethodsCoaching and MentoringCoachingMentoringSuccession PlanningImpacts on CommunicationCultural SensitivityBody LanguagePresentation SuccessCommunication Skills and StrategiesCommunication CyclePresentationCollaborationSensitivityEmployee Retention StrategiesRetention MetricsRetention StrategiesCreativity and InnovationChapter ReviewQuestionsAnswersEndnotes
Chapter 12 Total Rewards
Strategic Objectives of Total RewardsEmployee Motivation Concepts and ApplicationExternal Factors Affecting Total RewardsBenefits Needs AssessmentIncentive PayRequirementsPlan CriteriaRequired Internal ProcessesTypes of Incentive ProgramsFiduciary ResponsibilitiesCommunicating Total Rewards ProgramsMeasurements and AnalysisCompensation and Benefits—International EmployeesAssignment Compensation TermsInternational Benefits VariationsNonsalary International BenefitsChapter ReviewQuestionsAnswersEndnotes
Chapter 13 Employee Relations and Engagement
Employee Relations and Engagement StrategiesCommunicating Values and ExpectationsDeveloping Employee Relations and Engagement ProgramsMethods for Assessing and Monitoring Employee ProgramsRisk Management Program StrategyRisk Management Program EvaluationDeveloping and Implementing Strategies to Maintain a Union-Free EnvironmentNLRB Procedures for Recognizing a UnionEmployer Reactions to Union-Organizing EffortsDecertification or Deauthorization of a UnionCommon Employee Relations StrategiesIdentifying and Addressing Union Interests in Your WorkplaceStrategies for Maintaining a Union-Free EnvironmentChapter ReviewQuestionsAnswersEndnotes
Part IV Appendixes
Appendix A List of Common HR Acronyms
Appendix B Federal Case Laws
Case Applications by ChapterChapter 4: Business Management—PHRChapter 5: Talent Planning and Acquisition—PHRChapter 6: Learning and Development—PHRChapter 7: Total Rewards—PHRChapter 8: Employee and Labor Relations—PHRChapter 9: Leadership and Strategy—SPHRChapter 10: Talent Planning and Acquisition—SPHRChapter 11: Learning and Development—SPHRChapter 12: Total Rewards—SPHRChapter 13: Employee Relations and Engagement—SPHR
Appendix C For Additional Study
Appendix D About the Online Content
System RequirementsYour Total Seminars Training Hub AccountPrivacy NoticeSingle User License Terms and ConditionsTotalTester OnlineNew Question TypesTechnical Support
Glossary
Index

Overview

Publisher's Note: Products purchased from Third Party sellers are not guaranteed by the publisher for quality, authenticity, or access to any online entitlements included with the product.

Fully updated coverage of every topic on the 2018 versions of the PHR and SPHR exams

Get complete coverage of the HR Certification Institute’s Professional and Senior Professional in Human Resources bodies of knowledge inside this comprehensive resource. Written by HR experts, this authoritative guide fully addresses the core knowledge and responsibilities necessary for the implementation and management of HR practices. You’ll find chapter reviews, “In-the-Trenches” sidebars featuring HR experts’ real-world experiences and sage advice, practice exam questions, and in-depth explanations. Designed to help you pass the PHR and SPHR exams with ease, this definitive volume also serves as an essential on-the-job reference.

Covers all PHR and SPHR functional areas, including:

•Business Management

•Leadership and Strategy

•Talent Planning and Acquisition

•Learning and Development

•Total Rewards

•Employee and Labor Relations

Electronic content includes:

•350 practice exam questions

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