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6-hr Virtual Seminar: PHR-SPHR Exam Prep Workshop

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Can you browse through HR job postings without seeing the inevitable “PHR/SPHR Required” towards the end of the ad? I think we all know the answer to this question. We will only hope that all the 175-multiple questions in the PHR/SPHR would be this simple to respond!

In today’s hypercompetitive world, you need to outperform the competition. If you work in the Human Resources field one of the best ways to differentiate and have greater opportunities to excel in this career is by obtaining your PHR or SPHR Certification. The PHR proves your mastery of technical and operational HR management skills. The SPHR demonstrates your mastery of the strategic and policy-making aspects of HR management as practiced in the U.S. The credential is designed for big-picture thinkers responsible for planning rather than implementing HR policy.

To demonstrate your excellence in the HR Profession, you will have to take and pass the PHR or the SPHR with a minimum passing rate of 70%. The passing rate for both exams as of January 2017 have been in the 50th percentile. About 50% who walk in the center to take the exam walk out disappointed. But you could be one of the 50% who will walk out from the center after taking the exam with a big smile in your face and a huge sense of accomplishment and satisfaction that all your effort was worth it.

Some of the benefits you will obtain by having your PHR or your SPHR just to name a few are:

• According to a survey done by, HR professionals who are certified make substantially than their non-certified counterparts.
• According to Payscale’s survey, the median pay for a certified HR professionals was $63,900 while those without certification made around $45,300—a difference of nearly $20,000.
• The U.S. Bureau of Labor Statistics (BLS) projected the demand for human resources professionals to grow 9% by 2024
• Hiring managers typically consider an applicant’s certification when making hiring decisions.
• Certified HR professionals may inspire greater trust and confidence from business colleagues than their non-certified HR co-workers
• Some organizations believe hiring HR-certified professionals gives them a competitive advantage
• Business leaders may find HR-certified professionals better motivated and knowledgeable than non-certified HR workers
• HR professionals report that certified HR professionals can help create a positive impact on their organizations’ financial performance
• Nearly, 50%of manager-level HR professionals hold a PHR® or SPHR® certification.
• 66% of supervisors of HR professionals prefer to hire HRCI-certified professionals.
• 85% of Fortune 500 companies employ HRCI® certificate holders.
• 90% of PHRs are currently employed in an HR position vs. 69% of non-certified peers.

To successfully pass your HR Certification Exam and enjoy all these benefits, you need to ensure that you master the PHR/SPHR’s six bodies of knowledge. You do want to take the time to invest in a program that would meet your studies/learning needs. This webinar is ideal for those who would like to take a prep course to just freshen up their knowledge on the six PHR/SPHR areas needed to pass your Human Resources Certification. The class/webinar is conducted in one 6-hour session. The evolving challenges in human resources can yield tremendous opportunities to those with the right training and credentials. The best investment you can make in your life is the one you make for yourself!


In 1976, the first accreditation exams were given and it slowly began to pick up speed. By the end of 1978, only 753 people had taken the exam but by 2009, over 100,000 HR professionals held the PHR, SPHR or GPHR designation. Forty-one years later there are approximately 500,000 Human Resources Professionals who have been certified by the Human Resources Certificate Institute with one of their accredited certifications. They also have certifications holders in over 100 countries all around the world. The HRCI Certification is still the gold standard in the industry.

Course Outline:

Strategic Management or Business Management (PHR 11% - SPHR 30%)

Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

• HR being a contributor partner in the organization’s strategic planning process
• Business acumen in finance, marketing, sales, operations, and information technology
• Developing and aligning the organization’s human capital management plan with its strategic plan
• Developing and utilizing metrics to evaluate HR’s contributions
• The organization’s mission, vision, values, business goals, objectives, plans and processes
• Management functions, including planning, organizing, directing and controlling
• The legislative and regulatory processes
• Transition techniques for corporate restructuring, Mergers and Acquisitions, offshoring and divestitures
• Models of predictions in the Planning Process/Forecasting Models
• Leadership Theories
• Critical Management Skills for HR Professionals
• Project phases and roles
• Project planning tools
• Scanning the environment/SWOT Analysis
• Competitive Strategies
• Organizational Structures
• Ethics
• Practice Test Questions
• Much more….

Workforce Planning – (PHR 24% - SPHR 17%)

Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

• Workforce planning and employment activities in compliance with applicable federal, state and local laws and regulations
• Employment Laws (close to seventy laws)
• Job Analysis to create job descriptions
• Hiring criteria and required competencies
• Internal and external recruitment sources
• Developing and implementing selection procedures
• Developing and administering the process for non-U.S. citizens to legally work in the United States
• Developing, implementing and evaluating orientation processes
• Developing, implementing and evaluating retention strategies and practices
• Developing, implementing and evaluating Affirmative Action Plans
• Reliability and Validity
• Selection tests and Interviewing techniques
• Tests that may violate the America with Disabilities Act
• Background Investigations/Negligent Hiring
• Post Offer Employment Activities
• Developing and Implementing the Organizational Exit Process
• Practice Test Questions
• Much more….

Lunch Break

Human Resources Development - (PHR 18% - SPHR 19%)

Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skills, abilities, and performance of the workforce meet current and future organizational and individual needs.

• Conducting needs assessment to identify and establish priorities regarding human resources development activities.
• Ensuring that human resources development programs are compliant with all applicable federal, state and local laws and regulations.
• Developing, selecting and implementing employee training programs
• ADDIE Model
• Task/Processes analysis
• Types of Learning Programs
• E-learning/Distance Learning/Virtual Learning
• Learning Theories
• Coaching
• Developing, selecting and evaluating performance appraisal processes
• Rating errors
• Practice Test Questions
• Much more….

Compensation and Benefits - (PHR 19% - SPHR 13%)

Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

• Ensuring that compensation and benefits programs are compliant with applicable federal, state, and local laws and regulations
• Developing, implementing and evaluation compensation policies/programs
• Reward Strategies
• Measures of Central Tendencies
• Establishing pay grades and ranges
• Wages and Factors affecting wages
• Administering the pay system
• Calculating overtime with non-discretionary bonus included
• Executive compensation
• Noncash compensation
• Benefit Plans
• International Compensation/Balance Sheet Approach
• Practice Test Questions
• Much more….

Comfort Break:

Employee and Labor Relations - (PHR 20% - SPHR 14%)

Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

• Ensuring that employee and labor relations activities are compliant with applicable federal, state, and local laws and regulations
• Understanding the reasons why employees reach out for union and strategies for remaining union-free
• Understanding of the union organizing campaign from A-Z
• Understanding employer’s obligations in collective bargaining activities
• Employers’ and Union’s Unfair Labor Practices
• Understanding the Dispute Resolution process. Mediation and Arbitration
• Understanding different bargaining strategies
• Different types of Picketing
• Different types of Strikes
• Developing and implementing strategies to keep an engaged workforce
• Understanding the difference between “Decertification” versus “Deauthorization” and the procedural steps
• Practice Test Questions
• Much more….

Risk Management - (PHR 8% - SPHR 7%)

Developing, implementing/administering, and evaluating programs, procedures, and policies to provide a safe, secure working environment and to protect the organization from potential liability.

• Ensuring that workplace health, safety, security, and privacy activities are compliant with applicable federal, state and local laws and regulations.
• Developing and monitoring business continuity and disaster recovery plans
• Developing and administering internal and external privacy policies
• Developing strategies to avoid or minimize the potential of violent behavior and workplace violence conditions
• Protecting data integrity and technology and implementing protocols for compliance
• Understanding OSHA’s general clause
• OSHA’s Bloodborne Pathogen’s Standard
• OSHA’s Hazard Communication’s Standard
• Practice Test Questions
• Much more….

What You Get:

• Training Materials
• Live Q&A Session with our Expert
• Participation Certificate
• Access to Signup Community (Optional)
• Reward Points

Who Will Benefit:

• HR Professionals
• HR Directors
• HR Supervisors
• HR Generalists
• HR Specialists
• Compliance Officers
• Employee Relations Professionals

Date and Time

Refund Policy

No Refunds

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