The Professional in human resource and senior human resources exam will test your experience in the field in human resources.
The PHR and SPHR is the industry standard of human resources and the certification is issued by the Human Resource Certification institute.
The exam is challenging because it tests your knowledge on every aspect of the employee and management relation process and all relevant and constantly changing laws related to protecting employees and management.
Are the web-based systems you currently use up to date, with technology being a major factor in HR management, it will surely be tested on the exam.
The core of the system is a Web-enabled HR portal and self-service network, which gives personnel access to the HR information database and other systems.
Within this system, the new roles for the HR staff include: o Strategic partnering with others in the organization from top managers to local divisions.
o Staffing centers of expertise, either centrally or locally within the organization.
o Administering service centers where HR is centralized.
Besides the usual HR staffers, you'll also need HR specialists who can perform a number of technological roles.
These include: o A knowledge-based specialist to build and maintain policies, practices and procedures.
o An overall HR information manager to handle access, use and data privacy.
o Service center technologists to supply data to the shared services units.
o Enterprise data mining and data mart personnel to create and manage HR information.
Technologies you can use in setting up an HR portal and self-service include: o Workflow - This lets users access employee records or enter data on their own computer terminals and then pass it on to the next appropriate person for review or action.
It's like e-mail with a database and built-in intelligence.
o Manager self-service - This lets line managers view and change employee records, access policies and procedures, and gain personnel information.
They can rate employees, create budgets or enroll employees in training courses.
o Employee self-service - This lets employees conduct such self-managed activities as changing their benefits program, choosing training programs, examining job postings and engaging in retirement planning.
o Interactive voice response (IVR) - This enables managers or employees to make many changes to benefits, payroll, job postings or other information using the push-buttons on a telephone, which is a simpler, more limited technology, but less expensive.
o HR service centers - You can use this centralized set-up to handle inquiries and customer transactions, and to resolve routine problems.
The operator can easily access a caller's records using computer telephone interface (CTI) technology and can use scripted questions to respond quickly on the phone, by fax or by e-mail.
o HRIS systems and databases - This is the core technology that coordinates all transactions, keeps records and handles applications.
It holds all the employee, organizational and HR plan data necessary for all HR functions.
o HR stand-alone (bolt-on applications) - Select the add-on programs that are most suitable for your HR set-up including, applicant tracking, success planning, 360 degree assessments and appraisal systems.
o Data marts, warehouses, and OLAP - This refers to information from a single source (mart) or collections of data from mixed sources, such as a mix of financial data and information about production, suppliers and employees.
The On-Line Analytical Process (OLAP) programs are used to bring data to the end users.