The professional in human resource exam and the senior professional in human resources exam will test your knowledge of the entire body of human resources developed by the society of human resources. The complexity of laws, regulations and compensation rights can be intense and confusing if you don’t know how to answer the questions the way the society want you to. Let us examine Compensation plans which will be covered on the exam You can use a Web-based program for planning and budgeting, much as you would use a spreadsheet on your computer. By feeding in different numbers, you can experiment with different possible outcomes and you can allow employees to access these programs to make their own choices among selected options. Knowledge management Capture, publish, personalize and distribute information to your employees and managers, whether you want to facilitate individual learning, teamwork, measurements, assessments or other activities. Employee development You can provide classroom training, coaching and mentoring, on-the-job training, communities of practice and organization-wide learning communities.

Once you recognize these possibilities, you can create a business case for setting up a Web-based HR initiative and design a framework for transforming your HR function to use the Web. Then, determine your strategy and the Web architecture you will use, so you can select work flow software for your system. Decide if you want to create your own HR service center and if so, take steps to set up the necessary technologies and hire and train the staff. You can also outsource many of your HR functions to an Applications Service Provider (ASP) or Managed Solutions Provider. That way, you can internalize various functions when you are ready, and your ASP can help you in plan what to do in-house and what to outsource.

The success of any performance improvement effort depends on a critical but often neglected up-front analysis, which itself depends on having the proper tools. Program developers and managers must Assess an organization’s real business needs and the status of its supporting systems; Analyze necessary worker skills, knowledge and attitudes; Specify performance requirements and evaluation standards; Produce a viable, comprehensive performance improvement design. This up-front analysis is, in essence, a diagnosis. As in medicine, you can’t determine proper treatment to achieve employee improvement if you don’t have a proper diagnosis. Yet, companies and organizations worldwide try to do just that every day.