Core knowledge required for HR professional

1. Core Knowledge required for
PHR/SPHR
For free PHR Study guide, PHR practice
test and training material
log on to
http://www.learncertification.com/

2. Core Knowledge Requirements for HR
Professionals
• Needs Assessment and Analysis
• Third-Party Management
• Development of Requests for Proposals (RFPs)
• Communication Skills and Strategies
• Organizational Documentation Requirements
• Adult Learning Processes
• Motivation Concepts and Applications
• Training Methods
• Leadership Concepts and Applications
• Project Management Concepts and Applications
• Diversity Models and Applications
• Human Relations Concepts and Applications
• Ethical and Professional Standards

3. • Technology to Support HR Activities
• Qualitative and Quantitative Methods and Tools for Analysis,
Interpretation, and Decision-Making Purposes
• Change Management Theory, Methods, and Application
• Job Analysis and Job Description Methods
• Employee Records Management
• Techniques for Forecasting, Planning, and Predicting the Impact of
HR Activities and Programs across Functional Areas
• Types of Organizational Structures
• Environmental Scanning Concepts and Applications (For
Example: Strengths, Weaknesses, Opportunities, and Threats
[SWOT], and Political, Economic, Social, and Technological
[PEST])
Core Knowledge Requirements for HR
Professionals

4. Core Knowledge Requirements for HR
Professionals
• Methods for Assessing Employee Attitudes, Opinions, and
Satisfaction
• Budgeting, Accounting, and Financial Concepts
• Risk-Management Methods

5. Needs Assessment and Analysis
• To develop organizational expansions and priorities to develop an
organization plan, evaluate organizational needs and assessing past
organization.
Describe the
objective
Define the
current
condition
Conduct a gap
analysis
Set priorities list
Analyze and
Determine
options
Evaluate
options - budget
associations
Recommend a
solution and
action plan

6. Third-Party Management
• Contract is a lawful agreement, between two or more parties
• Request for proposal is an important in both parties
• RFP has no standard formats
Analyze the need
of the client an
vendor
relationship
Improving request
for proposal for
the organizations
Summarizing
projects
represents real
organization
Organization
provides proper
information
Elements

7. Communication Skills and strategy
Employee communication Professional communication
To meet organizational objectives Different people in different levels
and ensure information
communicated properly
About operations and visions of
organization
Required skills to conduct
presentation and collaboration
Share useful information Should be understandable
Responsible for success of
organization

8. Organizational Documentation Requirements
• Employment actions records:
• Maintain document properly
• Ensure privacy of the employee
• Maintain to comply with federal, state, or local employment laws.
• Maintain the information necessary for effective management

9. • Top level managers make a record on performance documentation
• Based on performance of employee, manager can scrutinize
• Some of the issues in document performance are,
• Oral warning to the employees
• Written warning for discussion about performance problem and
advice them
• Final written warning for employee performance changes
• Final decision making due to lack of employee performance and
termination
• Some prefer suspension of employees for certain period
Documents of performance issues

10. Adult learning process
• Other name andragogy
• Helps learner in decision what and how to learn are delivered
Elements of learning process
Orientation to learning
Experience
Motivation to learn
Visual learning concept
Readiness to learn
Auditory learning
Kinesthetic

11. Concepts of Motivation
• To maintain good relationship with employee, motivation concepts
are formed
• For organization success through employee motivation
• Traditional theory states,
– Self-motivated
– Affects HR professionals
– BOK affects employee motivation or de-motivation at work

12. Maslow's Hierarchy needs rleated work
environment
Self actualization
Self esteem
Belongingness
Safety needs
Physiological needs

13. BF skinner operant conditioning (1957)
• It reflects on behavioral support and intervention strategy
• HR professional should know about theory and understand the
behavioral change
Positive Reinforcement
:Powerful strategic
tools for behavioral
change
Negative
reinforcement :
Negative stimuli
concept
Punishment To avoid
such behavior may
leads to negative
impact
Extinction is vanishing
of earlier learned
behavior

14. Frederick Herzberg : Motivation Theory (1959)
Motivators leading to
satisfaction
Hygiene Factors leading to
dissatisfaction
Growth Relationship with Boss
Advancement Salary
Achievement Relationship with Peers
The work itself Company Policy
Responsibility Work Conditions
Recognition Supervision

15. Douglas McGregor: Theory X AND Theory Y
(1960):
Theory X Theory Y
Approach style is autocratic style
Prohibits and threaten employee to
complete the work
Senior persons don't provide
chance to prove performance
Provide opportunity to employees
to prove their skill
Employee gets more work
satisfaction and
Decision making will be
participative

16. Leadership Concepts
Behavioral theory Contingency theory
1. Leadership behavior
2. Ability to take initiative
3. Positive thinking
4. Self confidence
5. Self motivation for employees
6. Set rules and guidelines for
employees
1. Subordinate task
2. Leader’s attitude
3. Behavioral of followers
4. Ability

17. Leadership Management
Autocratic
Leadership
Democratic
leadership
Transactional
leadership
Transforma-
tional
leadership
Leader has
entire authority
to take decision
and control
team employees
and manage the
team
The team is
leaded by a
leader where the
employees are
involved in
decision making
process on their
own
Motivates the
employees
through reward
to achieve
organizational
goal
Acts as a role
model and
builds the strong
relationship
within team to
meet
organizational
goals

18. David Mc Clelland acquired needs theory (1961)
• Need for affiliation means employees prefer to have good
relationship among other employees.
• Achievements: Employees are motivated towards
achievements and they try to meet the organization objectives
by taking moderate risk.
• Need for power prefer influence others with personal power
and direct other team. They prefer to achieve the objective of
the organization through work form others

19. J. STACEYADAMS EQUITY THEORY (1963)
• If an employee does not receive equal contribution towards his work
effort he becomes de-motivated and loses his interest towards work.
which leads poor productivity and quality to avoid this circumstance
organization have to motivate and contribute the employees
according to his work effort.

20. VICTOR VROOM :EXPECTANCY THEORY (1964)
• It says employees are motivated through rewards for the work done.
each employee analyze the value of reward towards his work to
check the reward is worth for his work.

21. Project management concepts
• Initiating
• Planning
• Implementing
• Controlling and
• Closing

22. Workforce Diversity
• Diversity concepts explain that different type of individuals such as,
age, origin, ethnicity, gender and race.
• Benefits of Workplace Diversity
– Increased adaptability
– Broader service range
– Variety of viewpoints
– More effective execution
• Challenges of Diversity in the Workplace
– Communication
– Resistance to change
– Implementation of diversity in the workplace policies

23. Contd…
• Professional Human Relations Concepts:
– A human relation concept is explaining about that the Human
relationship with organization environment and focus on human
characteristics, attitudes, interpersonal skill and organization
behavior.

24. Ethics and professional standards
• HR departments must deal with HR Ethics and professional
standards the following concepts will explain about HR ethics and
professional standards.
• HR professionals must know about their ethical behavior within an
organization and they must be behaving an ethical leader and lead
others in an ethical way.
• As far as HR Departments are concerned should enhance their
professional skills and knowledge.
• HR professional should maintain the organization information and
employees information records confidentially
• HR Professional has responsibility to their organization. they should
be very attentive when they are taking decision or dealing with
employees conflicts or any other organization actions.

25. Technology of Human Resource
• Human Resource information system (HRIS) is benefited for HR
professionals. By storing all the data electronically reduces the
burden for HR to maintain the record manually.

26. • The HRIS systems mean electronic storage data in which, storing
and maintaining all employment documents and every HR
Activities. such as, Equal employment opportunity commission
(EEOC) and ESI PF activities. This HRIS System can be reducing
the manual work.
• HRIS System gives proper required information to make strategic
decisions, such as., analyzing the required information, making
succession plans and fill the required the position.
System of HRIS

27. • There are some measurements helps to evaluate and predict the
future planning and other aspects which lead to improve the
organization in a proper way.
Measurement for analysis

28. • Quantitative analysis is a tool of measurements for evaluating
historical data; this will be useful for proper decision making. there
are some quantitative tools available for appropriate decision
making, such as, correlation, correlation coefficient, measures of
central tendency, mean average, mode and median, weighted
average methods and regression analysis.
Quantitative analysis

29. • Qualitative analysis tools are evaluation techniques of common
observations and information and judgmental forecasts also involve
in qualitative analysis such as brain storming techniques and Delphi
technique and nominal group technique.
Qualitative analysis

30. • Qualitative and quantitative decision analysis requires accurate and
consistent information the following two methods of tools and
measure for analyzing the historical data to plan possible future
trends.
• Collection of data: Data collection is an essential process of
collecting the HR information to predict the future problems and
decision there are some methods is available for collecting data such
as, personnel records, interviews, observations, interviews, focus
groups, questionnaires
• Tools for Analysis :Analysis tools consist of two categories 1)
qualitative 2) quantitative tools in these two types of tools can be
measured for various purposes likewise, decision making and helps
to minimize errors.
Type of qualitative and quantitative analsysis

31. • Change management is the process of helping individuals and your
organization transition from the current state to the desired state.
• Role of HR in change management:
 Dealing with Insecurity and Anxiety:
 Negative feelings and behavioral reasons for threatening
situations,
 Change in technology,
 Change in management,
 Change in policies,
 Change in work profile.
 Unanticipated Turnover Threat while acquiring Lehman
 Retaining maximum employees with communication
Change management