Senior Professional in Human Resources (SPHR)

About Course

The Senior Professional in Human Resources (SPHR) is an advanced certification focused on HR leadership, strategic planning, policy-making, compliance, and talent management. It is offered by the Human Resource Certification Institute (HRCI) and is designed for professionals specializing in workforce planning, risk management, employee relations, and organizational development. SPHR certification is ideal for HR leaders who align HR strategies with business objectives and develop high-level HR solutions. It is particularly beneficial for experienced HR managers, directors, and consultants seeking executive-level roles in human resource management.

Course Content

Module 1-Leadership and Strategy

Vision, mission, and values of an organization and applicable legal and regulatory requirements
Strategic planning process
Management functions, including planning, organizing, directing, and controlling
Corporate governance procedures and compliance
Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security)
Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs)
Project management (for example: goals, timetables, deliverables, and procedures)
Technology to support HR activities
Budgeting, accounting, and financial concepts (for example: evaluating financial statements, budgets, accounting terms, and cost management)
Techniques and methods for organizational design (for example: outsourcing, shared services, organizational structures)
Methods of gathering data for strategic planning purposes (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])
Qualitative and quantitative methods and tools used for analysis, interpretation, and decision making purposes
Change management processes and techniques
Techniques for forecasting, planning, and predicting the impact of HR activities and programs across functional areas
Risk management
How to deal with situations that are uncertain, unclear, or chaotic

Module 2- Talent Planning and Acquisition

Planning techniques (for example: succession planning, forecasting)
Talent management practices and techniques (for example: selecting and assessing employees)
Recruitment sources and strategies
Staffing alternatives (for example: outsourcing, temporary employment)
Interviewing and selection techniques and strategies
Impact of total rewards on recruitment and retention
Termination approaches and strategies
Employee engagement strategies
Employer marketing and branding techniques
Negotiation skills and techniques
Due diligence processes (for example: mergers and acquisitions, divestitures)
Transition techniques for corporate restructuring, mergers and acquisitions, offshoring, and divestitures
Methods to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

Module 3-Learning and Development

Training program design and development
Adult learning processes
Training and facilitation techniques
Instructional design principles and processes (for example: needs analysis, content chunking, process flow mapping)
Techniques to assess training program effectiveness, including use of applicable metrics
Career and leadership development theories and applications
Organizational development (OD) methods, motivation methods, and problem-solving techniques
Coaching and mentoring techniques 38 Effective communication skills and strategies (for example: presentation, collaboration, sensitivity)
Employee retention strategies
Techniques to encourage creativity and innovation

Module 4- Total Rewards

Compensation strategies and philosophy
Job analysis and evaluation methods
Job pricing and pay structures
External labor markets and economic factors
Executive compensation methods
Non-cash compensation methods
Benefits program strategies
Fiduciary responsibilities
Motivation concepts and applications
Benchmarking techniques

Module 5- Employee Relations and Engagement

Strategies to facilitate positive employee relations
Methods for assessing employee attitudes, opinions, and satisfaction
Performance management strategies
Human relations concepts and applications
Ethical and professional standards
Diversity and inclusion concepts and applications
Occupational injury and illness prevention techniques
Workplace safety and security risks, and strategies
Emergency response, business continuity and disaster recovery strategies
Internal investigation, monitoring, and surveillance techniques
Data security and privacy
The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, administration)

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About Course

What Will You Learn?

Course Content

Module 1-Leadership and Strategy

Vision, mission, and values of an organization and applicable legal and regulatory requirements

Strategic planning process

Management functions, including planning, organizing, directing, and controlling

Corporate governance procedures and compliance

Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security)

Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs)

Project management (for example: goals, timetables, deliverables, and procedures)

Technology to support HR activities

Budgeting, accounting, and financial concepts (for example: evaluating financial statements, budgets, accounting terms, and cost management)

Techniques and methods for organizational design (for example: outsourcing, shared services, organizational structures)

Methods of gathering data for strategic planning purposes (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])

Qualitative and quantitative methods and tools used for analysis, interpretation, and decision making purposes

Change management processes and techniques

Techniques for forecasting, planning, and predicting the impact of HR activities and programs across functional areas

Risk management

How to deal with situations that are uncertain, unclear, or chaotic

Module 2- Talent Planning and Acquisition

Planning techniques (for example: succession planning, forecasting)

Talent management practices and techniques (for example: selecting and assessing employees)

Recruitment sources and strategies

Staffing alternatives (for example: outsourcing, temporary employment)

Interviewing and selection techniques and strategies

Impact of total rewards on recruitment and retention

Termination approaches and strategies

Employee engagement strategies

Employer marketing and branding techniques

Negotiation skills and techniques

Due diligence processes (for example: mergers and acquisitions, divestitures)

Transition techniques for corporate restructuring, mergers and acquisitions, offshoring, and divestitures

Methods to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

Module 3-Learning and Development

Training program design and development

Adult learning processes

Training and facilitation techniques

Instructional design principles and processes (for example: needs analysis, content chunking, process flow mapping)

Techniques to assess training program effectiveness, including use of applicable metrics

Career and leadership development theories and applications

Organizational development (OD) methods, motivation methods, and problem-solving techniques

Coaching and mentoring techniques 38 Effective communication skills and strategies (for example: presentation, collaboration, sensitivity)

Employee retention strategies

Techniques to encourage creativity and innovation

Module 4- Total Rewards

Compensation strategies and philosophy

Job analysis and evaluation methods

Job pricing and pay structures

External labor markets and economic factors

Executive compensation methods

Non-cash compensation methods

Benefits program strategies

Fiduciary responsibilities

Motivation concepts and applications

Benchmarking techniques

Module 5- Employee Relations and Engagement

Strategies to facilitate positive employee relations

Methods for assessing employee attitudes, opinions, and satisfaction

Performance management strategies

Human relations concepts and applications

Ethical and professional standards

Diversity and inclusion concepts and applications

Occupational injury and illness prevention techniques

Workplace safety and security risks, and strategies

Emergency response, business continuity and disaster recovery strategies

Internal investigation, monitoring, and surveillance techniques

Data security and privacy

The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, administration)

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