Core knowledge for phr / sphr

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

Transcript of Core knowledge for phr / sphr

Page 1: Core knowledge for phr / sphr

Core Knowledge required for PHR/SPHR

For free PHR Study guide, PHR practice test and training material

log on to http://www.learncertification.com/

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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

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• 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

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Core Knowledge Requirements for HR Professionals

• Methods for Assessing Employee Attitudes, Opinions, and Satisfaction

• Budgeting, Accounting, and Financial Concepts• Risk-Management Methods 

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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

listAnalyze

and Determine

options

Evaluate options - budget

associationsRecomme

nd a solution

and action plan

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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

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Communication Skills and strategy

Employee communication Professional communicationTo 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

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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

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• 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

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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

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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

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Maslow's Hierarchy needs rleated work environment

Self actualization

Self esteem

Belongingness

Safety needs

Physiological needs

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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

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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

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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

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Leadership Concepts

Behavioral theory Contingency theory

1. Leadership behavior2. Ability to take initiative3. Positive thinking4. Self confidence 5. Self motivation for employees 6. Set rules and guidelines for

employees

1. Subordinate task2. Leader’s attitude3. Behavioral of followers4. Ability

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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

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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

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J. STACEY ADAMS 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.

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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.

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Project management concepts

• Initiating• Planning• Implementing• Controlling and • Closing

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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

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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.

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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.

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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.

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• 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

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• 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

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• 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

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• 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

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• 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

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• 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