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Program Objectives
Fosters effective dealing with
- HR strategic planning
- International competition
- Management Staffing
- Family/social issues that affect workplace
- Employee rights & other issues
Pre-requisites and Requirements
- At least two years of exempt-level (professional) HR work experience.
- At least 51 percent of their daily activities are within the human resource function.
Exam Window (s)
May-June
December-January
For more information on exam & registration deadlines, please visit PHR Exam Schedule.
Course Schedule (s)
13 Feb-3 June 2007 from 5:30p.m-9:30p.m (Once a week every Tuesday over 16 sessions)
Location:Amcham Premises
Continuing Professional Education (CPE)
Credit hours can be obtained through continuing education, instruction, on-the-job experience, research and publishing, leadership, and professional membership in a national HR professional association.
For further details, please visit PHR Recertification guidelines.
Program Contents
The percentages that follow each functional area heading represent the weight of each in the PHR exam.
The One-Part exam covers the following topics:
- Strategic HR Management (12%) -The processes and activities used to formulate HR objectives, practices and policies to meet the short- and long-range organizational needs and opportunities, to guide and lead the change process and to evaluate HR's contributions to organizational effectiveness.
- Workforce Planning and Employment (26%) - The processes of planning, developing, implementing, administering and performing ongoing evaluation of recruiting, hiring, orientation and organizational exit, to ensure that the workforce will meet the organization's goals and objectives.
- Human Resource Development (15%) -The processes of ensuring that the skills, knowledge, abilities and performance of the workforce meet current and future organizational and individual needs through developing, implementing and evaluating activities and programs addressing employee training and development, change and performance management and the unique needs of particular employee groups.
- Compensation and Benefits (20%) - The processes of analyzing, developing, implementing, administering and performing ongoing evaluation of a total compensation and benefits system for all employee groups consistent with human resource management goals.
- Employee and Labor Relations (21%) -The processes of analyzing, developing, implementing, administering and performing ongoing evaluation of the workplace relationship between employer and employee (including the collective bargaining process and union relations), in order to maintain effective relationships and working conditions that balance the employer's needs with the employees' rights in support of the organization's strategic objectives.
- Occupational Health, Safety and Security (6%) - The processes of analyzing, developing, implementing, administering and performing ongoing evaluation of programs, practices and services to promote the physical and mental well-being of individuals in the workplace and to protect individuals and the workplace from unsafe acts, unsafe working conditions and violence.
To obtain more information on Program Content, please download 2006 PHR/SPHR/GPHR Handbook
For more information on PHR, please visit www.hrci.org
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