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It covers interpreting internal and external information to support an organization’s strategic plan, participating in strategic planning and decision-making, and leveraging metrics for HR’s impact. The guide also details managing organizational change, values and ethics, HR budgeting, legislative monitoring, corporate governance support, risk management, and vendor selection. Additional sections address workforce planning and employment compliance, job analysis and hiring criteria, labor market analysis, recruitment and selection methods, employment offers, onboarding, retention, succession planning, and organizational exit processes.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/phrsphr-professional-in-human-resources-certification-third-edition-study-guide-content-and-responsibilities-overview/404113/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/phrsphr-professional-in-human-resources-certification-third-edition-study-guide-content-and-responsibilities-overview/404113.png","ImageObject",300,407,{"name":92,"@type":93},"Connor ","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-31","2026-09-27",true,{"@type":102,"interactionType":103,"userInteractionCount":52},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What strategic management responsibilities does the guide emphasize for PHR/SPHR candidates?","Question",{"text":112,"@type":113},"It emphasizes interpreting internal and external information to support the organization’s strategic plan, participating in strategic planning, building strategic relationships, and using metrics to evaluate HR’s contribution. It also covers facilitating core values and ethical behavior and supporting HR budgeting aligned with organizational goals.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does the guide address workforce planning and employment responsibilities?",{"text":117,"@type":113},"It requires compliance with applicable federal, state, and local laws, workforce requirement identification aligned to organizational goals, and job analysis to create job descriptions and competencies. It further includes labor market analysis, recruiting and selection procedures, and post-offer and onboarding activities.",{"name":119,"@type":110,"acceptedAnswer":120},"What processes related to hiring, employment offers, and onboarding are included?",{"text":121,"@type":113},"The guide covers establishing hiring criteria, implementing selection procedures such as interviewing, testing, references, background checks, and drug screening, and conducting negotiations for employment offers. It also includes administering post-offer activities like I-9 verification, relocation coordination, physical exams, and developing orientation processes for new hires and transfers.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},404113,1790831701,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":52,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145,"preview_page_count":4},687207022233,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","PHR/SPHR: Professional in Human Resources Certification® Study Guide, Third Edition  \nHRCI Test Specifications  \nresponsibilities Chapter  \nstrateGiC ManaGeMent  \nInterpret information related to the organization’s operations from internal sources, including financial/accounting, business development, marketing, sales, operations, and information technology, in order to contribute to the development of the organization’s strategic plan.  \nInterpret information from external sources related to the general business environment, industry practices and developments, technological developments, economic environment, labor pool, and legal and regulatory environment in order to contribute to the development of the organization’s strategic plan.  \nParticipate as a contributing partner in the organization’s strategic planning process. Establish strategic relationships with key individuals in the organization to influence organizational decision-making.  \nEstablish relationships/alliances with key individuals and organizations in the community to assist in achieving the organization’s strategic goals and objectives.  \nDevelop and utilize metrics to evaluate HR’s contributions to the achievement of the organization’s strategic goals and objectives.  \nDevelop and execute strategies for managing organizational change that balance the expectations and needs of the organization, its employees, and all other stakeholders. Develop and align the organization’s human capital management plan with its strategic plan.  \nFacilitate the development and communication of the organization’s core values and ethical behaviors.  \nReinforce the organization’s core values and behavioral expectations through modeling, communication, and coaching.  \nDevelop and manage the HR budget in a manner consistent with the organization’s strategic goals, objectives, and values.  \nProvide information for the development and monitoring of the organization’s overall budget.  \nMonitor the legislative and regulatory environment for proposed changes and their potential impact to the organization, taking appropriate proactive steps to support, modify, or oppose the proposed changes.  \nDevelop policies and procedures to support corporate governance initiatives (for example, board of directors training, whistleblower protection, code of conduct) . Participate in enterprise risk management by examining HR policies to evaluate their potential risks to the organization.  \nIdentify and evaluate alternatives and recommend strategies for vendor selection and/or outsourcing (for example, HRIS, benefits, payroll) .  \n3  \n3  \n3 3  \n3  \n3  \n3  \n3  \n3  \n3  \n3  \n3  \n3  \n3  \n3  \n3  \nresponsibilities Chapter  \nParticipate in strategic decision-making and due diligence activities related to 3  \norganizational structure and design (for example, corporate restructuring, mergersand acquisitions [M&A], offshoring, divestitures) . SPHR ONLY  \nDetermine strategic application of integrated technical tools and systems (for example, HRIS, performance management tools, applicant tracking, compensation tools, employee self-service technologies) .  \n3  \nWorKForCe planninG anD eMploYMent  \nEnsure that workforce planning and employment activities are compliant with applicable 4 federal, state, and local laws and regulations.  \nIdentify workforce requirements to achieve the organization’s short-and long-term goals 4  \nand objectives (for example, corporate restructuring, M&A activity, workforce expansion or reduction) . Conduct job analyses to create job descriptions and identify job competencies. 4  \nIdentify and document essential job functions for positions. 4  \nEstablish hiring criteria based on job descriptions and required competencies. 4  \nAnalyze labor market for trends that impact the ability to meet workforce requirements 4  \n(for example, SWOT analysis, environmental scan, demographic scan) . SHPR ONLY Assess skill sets of internal workforce and external labor market to determine the 4  \navailabil","cbCailwZwl70Y4Yb","https://ap.wps.com/l/cbCailwZwl70Y4Yb","pdf",11118767,676,"English","# HRCI Test Specifications\n## Responsibilities Chapter\n## Strategic Management\n## Workforce Planning and Employment\n## Human Resource Development","[{\"question\":\"What strategic management responsibilities does the guide emphasize for PHR/SPHR candidates?\",\"answer\":\"It emphasizes interpreting internal and external information to support the organization’s strategic plan, participating in strategic planning, building strategic relationships, and using metrics to evaluate HR’s contribution. It also covers facilitating core values and ethical behavior and supporting HR budgeting aligned with organizational goals.\"},{\"question\":\"How does the guide address workforce planning and employment responsibilities?\",\"answer\":\"It requires compliance with applicable federal, state, and local laws, workforce requirement identification aligned to organizational goals, and job analysis to create job descriptions and competencies. It further includes labor market analysis, recruiting and selection procedures, and post-offer and onboarding activities.\"},{\"question\":\"What processes related to hiring, employment offers, and onboarding are included?\",\"answer\":\"The guide covers establishing hiring criteria, implementing selection procedures such as interviewing, testing, references, background checks, and drug screening, and conducting negotiations for employment offers. It also includes administering post-offer activities like I-9 verification, relocation coordination, physical exams, and developing orientation processes for new hires and transfers.\"}]","PHR/SPHR: Professional in Human Resources Certification - Third Edition - Study Guide - Content and Responsibilities Overview | PDF",1790545878,1704]