Lydia finds that her job descriptions are all written and current. Now, she wants to use them to be sure each job is properly assigned to a compensation level. She doesn’t want to get caught in an OFCCP audit with the government telling her she needs to make large adjustments all at once. How should Lydia’s organization be evaluating their jobs for compensation levels?

Workforce Planning and Employment covers a wide swath of knowledge and responsibility. There are many laws that impact this area of expertise and a great deal of experience-based talent to be developed. It takes some time for HR professionals to acquire the skills needed to implement what they may know about this portion of the PHR and SPHR requirements. From sexual harassment to job descriptions, from illegal employment discrimination to leaves of absence and hiring practices, HR professionals have extensive responsibilities and knowledge requirements." Don’t forget that this functional area... Show more

Workforce Planning and Employment covers a wide swath of knowledge and responsibility. There are many laws that impact this area of expertise and a great deal of experience-based talent to be developed. It takes some time for HR professionals to acquire the skills needed to implement what they may know about this portion of the PHR and SPHR requirements. From sexual harassment to job descriptions, from illegal employment discrimination to leaves of absence and hiring practices, HR professionals have extensive responsibilities and knowledge requirements." Don’t forget that this functional area makes up from 17 to 24 percent of the exam depending on the test you will be taking. More emphasis is placed on this area in the PHR exam than in the SPHR exam.

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