The document provides an overview and agenda for an HR certification exam preparation course. It discusses topics that will be covered including the exam structure, scoring methodology, sample questions, and test taking tips. It provides details on the content areas covered for both the PHR and SPHR exams such as workforce planning, employee relations, and strategic management. Deadlines and requirements for certification are also reviewed.
The document provides information about the SHRM certification exam, including:
1) There are two levels of certification - PHR and SPHR - that differ in focus and cognitive level of questions.
2) The multiple choice exam consists of 225 questions over four hours, covering six functional areas of HR.
3) Candidates are advised to prepare for 40-60 hours, read questions carefully, trust their first impression, and pace themselves to complete the exam.
This is an eBook created to help others study for the PHR or SPHR exam. It will assist human resources professionals with test preparation and planning.
5 Performance Management Practices of High-Performing FirmsBen Eubanks
Download my research notes and findings: http://gettalk.at/atd
Instead of just hating on performance management processes, why don't we do something about them? New insights uncovered by Lighthouse Research reveal a clear distinction between the performance management and engagement practices used at high-performing firms versus their lower-performing peers. And yes, performance in this case means business KPIs such as revenue, engagement, and retention. The top-performing companies leverage a mixture of recognition, regular conversations, and other practices to create more engaging workplace experiences for their employees, ultimately driving engagement and performance to new heights.In this webcast, we'll look at the research and what it can teach us about how to improve our approach to performance management. More practically, we'll examine some case studies and stories of companies that have modified their approach to performance management, reaping a variety of rewards. You will learn:
+the deep links between engagement, performance management, and business results
+how to adapt performance management practices to improve outcomes
+how other firms have made the transition, including lessons learned.
HRPA 2018 Conference: Metrics--Measuring HR's Business ImpactBen Eubanks
What if there was a way to prove the value of the activities that human resources professionals carry out each day? In this presentation, Ben Eubanks walks an audience of HR executives through the strategic business value of metrics, how to create a balanced HR scorecard, how to calculate ROI on HR activities, and what it takes to create an evidence-based mindset.
Informal Learning: Balancing the Risks and RewardsBen Eubanks
Training doesn't necessarily equate to learning. Often learning occurs through social, collaborative, and experiential activities that lead to greater levels of understanding. Employers that embrace the concept of informal learning have to balance some measure of risk in order to hit the payoff. More info: https://www.linkedin.com/pulse/learning-anarchy-balancing-risks-rewards-informal-ben-eubanks
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
Culture vs Strategy: How to Beat the CompetitionBen Eubanks
This is a 90 minute session that covers some of the key elements of culture and strategy in a business context. It's understood today that culture is a critical part of business success, but when used as part of an overall business strategy, companies will see amazing results.
If you'd like to learn more or have Ben speak at your event, please contact ben@upstarthr.com
The document provides an overview and agenda for an HR certification exam preparation course. It discusses topics that will be covered including the exam structure, scoring methodology, sample questions, and test taking tips. It provides details on the content areas covered for both the PHR and SPHR exams such as workforce planning, employee relations, and strategic management. Deadlines and requirements for certification are also reviewed.
The document provides information about the SHRM certification exam, including:
1) There are two levels of certification - PHR and SPHR - that differ in focus and cognitive level of questions.
2) The multiple choice exam consists of 225 questions over four hours, covering six functional areas of HR.
3) Candidates are advised to prepare for 40-60 hours, read questions carefully, trust their first impression, and pace themselves to complete the exam.
This is an eBook created to help others study for the PHR or SPHR exam. It will assist human resources professionals with test preparation and planning.
5 Performance Management Practices of High-Performing FirmsBen Eubanks
Download my research notes and findings: http://gettalk.at/atd
Instead of just hating on performance management processes, why don't we do something about them? New insights uncovered by Lighthouse Research reveal a clear distinction between the performance management and engagement practices used at high-performing firms versus their lower-performing peers. And yes, performance in this case means business KPIs such as revenue, engagement, and retention. The top-performing companies leverage a mixture of recognition, regular conversations, and other practices to create more engaging workplace experiences for their employees, ultimately driving engagement and performance to new heights.In this webcast, we'll look at the research and what it can teach us about how to improve our approach to performance management. More practically, we'll examine some case studies and stories of companies that have modified their approach to performance management, reaping a variety of rewards. You will learn:
+the deep links between engagement, performance management, and business results
+how to adapt performance management practices to improve outcomes
+how other firms have made the transition, including lessons learned.
HRPA 2018 Conference: Metrics--Measuring HR's Business ImpactBen Eubanks
What if there was a way to prove the value of the activities that human resources professionals carry out each day? In this presentation, Ben Eubanks walks an audience of HR executives through the strategic business value of metrics, how to create a balanced HR scorecard, how to calculate ROI on HR activities, and what it takes to create an evidence-based mindset.
Informal Learning: Balancing the Risks and RewardsBen Eubanks
Training doesn't necessarily equate to learning. Often learning occurs through social, collaborative, and experiential activities that lead to greater levels of understanding. Employers that embrace the concept of informal learning have to balance some measure of risk in order to hit the payoff. More info: https://www.linkedin.com/pulse/learning-anarchy-balancing-risks-rewards-informal-ben-eubanks
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
Culture vs Strategy: How to Beat the CompetitionBen Eubanks
This is a 90 minute session that covers some of the key elements of culture and strategy in a business context. It's understood today that culture is a critical part of business success, but when used as part of an overall business strategy, companies will see amazing results.
If you'd like to learn more or have Ben speak at your event, please contact ben@upstarthr.com
Build, Buy, or Borrow: The Gig Economy Impact on TalentBen Eubanks
The gig economy is a relatively new topic for some business leaders, but it is actually a great tool for leveraging the talent available outside the organization for getting things accomplished. In this short presentation, delivered Ignite style, we cover some of the key aspects of the trend and why it matters.
HR Strategy: It's Easier Than You ThinkBen Eubanks
This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives.
I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
The document discusses retention and focuses on retaining employees. It includes a panel discussion on retention challenges, reasons employees stay or leave, and retention targets. The presentation suggests retention requires a strategic approach that considers performance, succession, recruiting, benefits, compensation, training and career paths. It emphasizes the importance of culture and the relationship between managers and employees. Experts provide advice such as measuring and publicly posting retention data, focusing on culture, recruitment, and daily inspiration.
This document discusses several topics related to an HR career including expectations for new HR professionals, common HR job roles and responsibilities, salary negotiation strategies, certification considerations, developing effective work habits, building credibility over time, and competencies needed for senior HR roles. It provides an overview of the realities of working in HR from communicating effectively to focusing more on empowering employees rather than restricting fun at work. Contact information is provided for questions.
NASHRM Mentor University-Social Media for HR ProsBen Eubanks
This document provides an overview of how HR professionals can use social media. It discusses why social media is important for HR, how to get started with blogs and networking sites like LinkedIn, tools for recruiting via social media, using social media for communications and branding, and addressing legal and policy issues. The document emphasizes starting small, being realistic, and leveraging social media to develop professionally and stay connected with employees and candidates.
Social Media for HR Professionals (Winfield SHRM Chapter Presentation)Ben Eubanks
This document provides tips for HR professionals on using social media for professional development and career advancement. It discusses maintaining multiple blogs focused on HR topics, networking through groups on sites like LinkedIn, using social media for recruiting, developing an organizational culture and brand through social platforms, and overcoming time limitations by prioritizing engagement on sites like LinkedIn. The document emphasizes starting small with one social platform and provides the author's contact information for those seeking additional guidance.
The document provides tips for setting up a new HR department. It recommends that developing strategic alliances and partnerships is the most important first step. Additional tips include understanding the reasons for creating the HR department, avoiding becoming solely an "office cop," not underestimating employees' need for information, finding an executive champion, and preparing to take on a wide range of HR responsibilities initially. The document directs readers to an online guide for more resources on starting a new HR department.
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
The document provides guidance on creating a new hire welcome message. It recommends including elements to make the new hire feel welcome, set expectations, communicate valuable information, and offer assistance. A warm welcome message can inspire enthusiasm and drive engagement before the employee's first day. The document then demonstrates how to craft the message by starting with care, generating enthusiasm, setting expectations, and closing with care. It aims to satisfy the new hire's need to feel part of something bigger through an authentic and enthusiastic greeting.
The entry level HR jobs guide is a tool for new and aspiring HR professionals to learn more about what to expect in their first HR position. The content covers places to find jobs, job descriptions, salary range, tips from the pros, and other career resources.
The document provides guidance on how to successfully change an organization's culture by outlining key steps based on Kotter's change model, including creating urgency for change, forming a coalition to lead the change effort, developing a clear vision for the new culture, communicating the vision, removing obstacles, creating short-term wins to build momentum, and anchoring the changes in the culture by highlighting exemplars. The overall message is that cultural change requires a strategic, long-term process of engaging employees and addressing resistance at each stage of implementation.
This is a presentation delivered at NASHRM in September 2010 by Dr. Daniel Crosby. It talks about the psychology behind talent selection and how creating barriers to entry can actually increase the quality and satisfaction of new hires.
The document discusses how finding meaning and purpose can improve well-being and performance, noting that prisoners who had meaningful goals enjoyed better psychological and physical health. It also emphasizes that lasting change requires altering underlying character rather than just behaviors. Developing large, deeply meaningful goals and seeing ordinary events as special can help people find purpose and meaning in their lives and work.
This short presentation was given at the North Alabama Society for Human Resources Management in September 2010. It focuses on taking your passion and turning it into opportunities to help others and grow as a professional.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Build, Buy, or Borrow: The Gig Economy Impact on TalentBen Eubanks
The gig economy is a relatively new topic for some business leaders, but it is actually a great tool for leveraging the talent available outside the organization for getting things accomplished. In this short presentation, delivered Ignite style, we cover some of the key aspects of the trend and why it matters.
HR Strategy: It's Easier Than You ThinkBen Eubanks
This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives.
I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
The document discusses retention and focuses on retaining employees. It includes a panel discussion on retention challenges, reasons employees stay or leave, and retention targets. The presentation suggests retention requires a strategic approach that considers performance, succession, recruiting, benefits, compensation, training and career paths. It emphasizes the importance of culture and the relationship between managers and employees. Experts provide advice such as measuring and publicly posting retention data, focusing on culture, recruitment, and daily inspiration.
This document discusses several topics related to an HR career including expectations for new HR professionals, common HR job roles and responsibilities, salary negotiation strategies, certification considerations, developing effective work habits, building credibility over time, and competencies needed for senior HR roles. It provides an overview of the realities of working in HR from communicating effectively to focusing more on empowering employees rather than restricting fun at work. Contact information is provided for questions.
NASHRM Mentor University-Social Media for HR ProsBen Eubanks
This document provides an overview of how HR professionals can use social media. It discusses why social media is important for HR, how to get started with blogs and networking sites like LinkedIn, tools for recruiting via social media, using social media for communications and branding, and addressing legal and policy issues. The document emphasizes starting small, being realistic, and leveraging social media to develop professionally and stay connected with employees and candidates.
Social Media for HR Professionals (Winfield SHRM Chapter Presentation)Ben Eubanks
This document provides tips for HR professionals on using social media for professional development and career advancement. It discusses maintaining multiple blogs focused on HR topics, networking through groups on sites like LinkedIn, using social media for recruiting, developing an organizational culture and brand through social platforms, and overcoming time limitations by prioritizing engagement on sites like LinkedIn. The document emphasizes starting small with one social platform and provides the author's contact information for those seeking additional guidance.
The document provides tips for setting up a new HR department. It recommends that developing strategic alliances and partnerships is the most important first step. Additional tips include understanding the reasons for creating the HR department, avoiding becoming solely an "office cop," not underestimating employees' need for information, finding an executive champion, and preparing to take on a wide range of HR responsibilities initially. The document directs readers to an online guide for more resources on starting a new HR department.
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
The document provides guidance on creating a new hire welcome message. It recommends including elements to make the new hire feel welcome, set expectations, communicate valuable information, and offer assistance. A warm welcome message can inspire enthusiasm and drive engagement before the employee's first day. The document then demonstrates how to craft the message by starting with care, generating enthusiasm, setting expectations, and closing with care. It aims to satisfy the new hire's need to feel part of something bigger through an authentic and enthusiastic greeting.
The entry level HR jobs guide is a tool for new and aspiring HR professionals to learn more about what to expect in their first HR position. The content covers places to find jobs, job descriptions, salary range, tips from the pros, and other career resources.
The document provides guidance on how to successfully change an organization's culture by outlining key steps based on Kotter's change model, including creating urgency for change, forming a coalition to lead the change effort, developing a clear vision for the new culture, communicating the vision, removing obstacles, creating short-term wins to build momentum, and anchoring the changes in the culture by highlighting exemplars. The overall message is that cultural change requires a strategic, long-term process of engaging employees and addressing resistance at each stage of implementation.
This is a presentation delivered at NASHRM in September 2010 by Dr. Daniel Crosby. It talks about the psychology behind talent selection and how creating barriers to entry can actually increase the quality and satisfaction of new hires.
The document discusses how finding meaning and purpose can improve well-being and performance, noting that prisoners who had meaningful goals enjoyed better psychological and physical health. It also emphasizes that lasting change requires altering underlying character rather than just behaviors. Developing large, deeply meaningful goals and seeing ordinary events as special can help people find purpose and meaning in their lives and work.
This short presentation was given at the North Alabama Society for Human Resources Management in September 2010. It focuses on taking your passion and turning it into opportunities to help others and grow as a professional.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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2. Should I take the exam? Why not? I cover this here. Solo or group study? There are basically two options for
Deciding to take the exam? If you're just stepping onto studying. They are the self study and the group study
the path, then you should have time to utilize the Rock method. See the table below for pros and cons.
the PHR eBook. If you're nearing your exam time, at
least hit the free guide. Self Study Group Study
What study materials should I use? I recommend the No distractions, Study partners,
HRCP materials. See the explanation of this here. Pros self-paced greater
accountability
How do I get a discount? If you would like to purchase Requires Distractions,
the HRCP materials (at half the cost of the SHRM
Cons discipline, no faster/slower
Learning System!), go to the HRCP Website and use
support system pace
UPSTART as your coupon code to receive the $20
discount. Final preparation? Take another practice exam 1-2
Cramming? Cramming isn’t recommended. There’s just weeks before the PHR. If you are still lacking in one
too much to study. However, if you’re that desperate, I’d area, study it with focused intensity. Be sure to pay
spend 25% of the time studying and 75% of the time more attention to the sections with a higher weight,
taking practice exams. Get some free questions. because you can get the most "bang for your buck" by
How do I get started? The main HRCP product has studying those subjects.
400+ practice questions. They also sell a separate What should I expect on Test Day? Get extra sleep the
practice exam with different questions. Take an exam night before. Eat a breakfast that won't disagree with
and see how you score. This can help you decide what your stomach. Print your directions and get to the testing
topics you should focus on in your weeks of study and center early with your ID and Authorization to Test letter
give you a baseline for your knowledge. in hand. If you need a break for water or the restroom,
How much should I study? Study early. Study often. I you have to sign in/out of the test room. Use the ear
put in ~75 hours of total study time, completed ~700 covers if you are easily distracted. Take a light jacket
practice questions, and read ~1000 pages. Your needs (my room was probably in the upper 60s on test
may vary a little or a lot, depending on your learning and day). After the exam, you will have a short survey and
testing skills. will receive a preliminary score immediately.
Like what you see? If so, there’s a lot more where
this came from. Check out Rock the PHR, the
essential HR certification guide on UpstartHR.