Human Resource SPHR Responsibilities with Certification


By Jacquelyn Donner

Human Resource certifications do not mean just a set of letters after your name. Although you can add the PHR or SPHR letters after your name after you pass the exam. There are many responsibilities that come along with this certification including employee relations and factors involving compensation. Remember that for the exam the questions will focus on your daily activities you perform during human resource functions.

Requirements before you take the exam include a minimum of 2 years experience as a human resource professional. The exams contain a total of 225 computer administered questions with multiple choice settings. The passing score is confusing for some because it is based on a scaled score between 500 and 700, with 500 being the minimum and 700 the maximum. Unfortunately there are not a lot of choices for individuals to use to prepare for the exam. A set of books exist and are sold by the Society for Human Resources management and many universities offer expensive programs designed to help you pass.
Once you understand these strategic points, it becomes easier to connect them to structures and roles in the firm.

To use talent to obtain a strategic advantage, determine how your talent pools link to these structures and roles. Align the different management systems in the firm (this will require making organizational boundaries more effective), and determine where adding more staff or higher caliber people will do the most good. The organizations design can enhance the value chain. However, the value chain can slip away from the firm. IBM outsourced the first PC processors to Intel and the operating system to Microsoft. It is no coincidence that IBM does not make PCs any more.

Identify the key strategic resources. Make sure that the organization supports them efficiently, so they generate the maximum possible value. Part of this value-supporting process is recognizing the constraints on talent, and either eliminating or creatively managing those constraints before they become potential crisis points.

If a position is sensitive to a difference in performance, the natural response is to look for a higher quality person to fill that slot. Another approach is to restructure the position so that the differences between the caliber of people matter much less because they will all perform the job in the same way. This standardization maintains quality; it removes the variation from a role to reduce the risk. McDonalds now takes drive-through orders by using shared, remote order takers, thus making the job less pivotal.

In contrast, order taking is a key part of the Starbucks Experience. Each barista is carefully selected and trained exhaustively, because the job calls for providing each customer with a special event. Baristas must learn the names of regular patrons, help customers connect to Starbucks Wifi network and master the stores complex array of drinks.

The Starbucks network of trust begins with customers trusting that their experience will be exceptional. Starbucks trusts its employees to deliver that experience, and employees trust Starbucks because of the way the companies culture reinforces and
proves its dependability and trustworthiness.



 
About the author

sphr offer to help you pass the PHR and SPHR exam on your first try. http://www.phrsphrtraining.com




Jacquelyn Donner, SPHR from http://www.ContentHere.com


Terms and Conditions

If you agree to not change or modify this article and author bio in any way then you can use this article for free on your website, blog or newsletter. You must also agree to keep all links active and clickable.

Note from Webmaster

Could you use an extra $300 to $1,000 a month? Did you know you can make good money filling out online surveys sitting at home in your pajamas? It's easier than you think, and SurveyScout can show you how. Click here for more information.