Strategic HR for SPHR Exam Candidates Part II

Overview/Description
Planning and implementation of programs dealing with global workforce and compensation, succession planning, training effectiveness evaluation, and ever-changing employee needs are of strategic importance to HR professionals. This course discusses some of the key issues in dealing with global assignments and international assignees. It also outlines characteristics of a succession planning program and process in an organization. Various levels of training evaluation and evaluation methods are discussed too. The course also outlines changing employee needs and organizational programs to meet them. Finally, the course provides integral information on compensation and benefits for executives and international assignees. This course is created to help senior HR professionals preparing for the Human Resource Certification Institute's (HRCI) SPHR certification examination. The content in this course is based on the responsibility and knowledge statements specified as SPHR only in the PHR and SPHR Body of Knowledge of Society for Human Resource Management (SHRM).

Target Audience
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path

Expected Duration (hours)
1.5

Lesson Objectives

Strategic HR for SPHR Exam Candidates Part II

recognize Hofstede's primary dimensions that define cultural differences

identify the characteristics of low- and high-context cultures

describe organizational approaches for staffing global assignments

identify sources of international recruitment

identify activities that are characteristic of good succession planning

match each stage of the succession planning process to the activities involved

differentiate between Kirkpatrick's levels of evaluation for training programs

identify examples of programs for meeting changing employee needs

identify strategies for building positive employee relations to help organizations remain union-free

recognize components of executive compensation packages

identify key considerations when developing a global compensation program

distinguish between the approaches used to determine compensation for international assignees