01Build Trust And Understanding
Connect HR communication, stakeholder relationships, ethical conduct, and business knowledge to people practices.
SHRM Certified Professional (SHRM-CP) Preparation
Know The People.Understand The Business.
A hiring request. A difficult conversation. A change in how people work. Connect everyday HR responsibilities to the wider organization and the people who rely on you.
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Six Areas Of HR Knowledge And Practice
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Empowerment Through Knowledge.Hero Cyber / SHRM-CP
37Course Lessons6 Connected Course Areas
1,998FlashcardsReview The Concepts And Distinctions
1,776Practice Questions & ActivitiesMove From Recall To Application
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01 The Work Behind The Credential
People Questions Rarely Stay In One Department.
Workforce Leadership Hero connects leadership, interpersonal skills, business knowledge, people practices, organization, and workplace topics for SHRM-CP preparation. Learn to gather the context before recommending a next step.
02Connect The Employee Experience
Explain how talent acquisition, learning, performance, rewards, and workforce planning support organizational needs.
03Support Consistent HR Practice
Review employee relations, workplace risk, compliance topics, and HR evidence as connected responsibilities.
Read More About Workforce Leadership Hero
An HR question rarely stays inside one process. A hiring decision affects workforce needs, a manager’s concern affects employee relations, and a policy change depends on communication, records, and consistent follow-through. Workforce Leadership Hero connects those responsibilities through six course areas: Leadership, Interpersonal, Business, People, Organization, and Workplace. You will study how HR professionals understand a situation, gather useful information, work with stakeholders, and support a response that fits the organization. The course keeps daily people practices connected to their wider business context.
The 37 lessons give you a route through HR communication, talent practices, learning, rewards, workforce planning, employee relations, technology, risk, and compliance topics. Use four sections per lesson to focus your study, then connect the explanation to flashcards and practice. Review a hiring, performance, or workplace situation and identify the information that still needs to be confirmed. Keep notes on who is involved, what the process requires, and how to explain the next step. That turns course review into a more organized approach to HR work.
Build The Skills Behind The CredentialPeople Practices With Business Context.
02 Inside The Student Center
See Your HR Study Tools In Use.
Take a look before you enroll. Choose a tool to play its Workforce Leadership Hero walkthrough, then jump to the part you want to explore.
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03 Your Complete Course Map
See What You Will Actually Study.
Every Workforce Leadership Hero lesson is listed below. Open a course area, explore a lesson, and see its chapter outline and linked study activities.
Preparation For SHRM-CPTraining from Hero Cyber. Certification is awarded separately by its issuing organization.
01Leadership6 Lessons
1.1Lead And Navigate The Organization
Build trust, understand organizational roles, and navigate HR responsibilities.
Explore The Lesson’s 4 Sections
Foundations of HR Leadership
- The Operational Role of HR Leadership
- Leadership Responsibility in Daily HR Practice
- Building Professional Credibility
- Accountability for HR Decisions and Results
- Understanding Decision Authority
- Working Within Role Boundaries
- Practicing Organizational Stewardship
- Connecting HR Operations to Organizational Strategy: Knowing When and How to Escalate
- Scenario-Based Quiz: Foundations of HR Leadership
Leadership Theories and Approaches
- Why Leadership Style Must Fit the Situation
- Situational Leadership and Employee Readiness
- Transformational Leadership and Shared Purpose
- Participative and Inclusive Leadership
- Leader–Member Exchange and Relationship Quality
- Servant Leadership and Employee Support
- Transactional Leadership and Performance Exchange
- Trait Theory and Leadership Characteristics: Contingency Theory and Contextual Leadership Choices
- Scenario-Based Quiz: Leadership Theories and Approaches
Organizational Context and Authority
- Reading the Organizational Hierarchy
- Reporting Relationships and Chains of Command
- Formal Authority and Assigned Decision Rights
- Informal Authority and Workplace Influence
- Organizational Culture as a Decision Context
- Understanding Workplace Politics
- Policies as Boundaries for HR Action
- Internal Processes and Organizational Systems: Aligning Authority, Culture, and Process
- Scenario-Based Quiz: Organizational Context and Authority
Organizational Navigation in Practice
- Identifying Stakeholders Before Acting
- Mapping Formal and Informal Influence Networks
- Locating the True Decision-Makers
- Understanding Power Dynamics
- Working Within Organizational Norms
- Navigating Cross-Functional Pathways
- Securing Access to People and Resources
- Responding to Resistance Without Overreaching: Choosing the Right Escalation Path
- Scenario-Based Quiz: Organizational Navigation in Practice
1.2Motivate, Direct, And Develop Employees
Connect leadership approaches to employee motivation, direction, and development.
Explore The Lesson’s 4 Sections
Motivation Theories
- How Employee Motivation Works
- Goal-Setting Theory and Performance Direction
- Expectancy Theory and the Employee Effort Decision
- Attribution Theory and Explanations for Performance
- Self-Determination and Intrinsic Motivation
- Equity Theory and Perceived Fairness
- Herzberg’s Motivators and Hygiene Factors
- Intrinsic and Extrinsic Rewards in the Workplace: Diagnosing the Real Source of Low Motivation
- Scenario-Based Quiz: Motivation Theories
People-Management Techniques
- Choosing Between Direction, Coaching, and Support
- Directing Employees Who Need Clear Structure
- Coaching for Skill, Confidence, and Performance
- Supporting Capable Employees Through Challenges
- Delegating Responsibility With Accountability
- Mentoring for Long-Term Professional Development
- Setting Clear and Measurable Performance Expectations
- Clarifying Roles and Monitoring Progress: Matching the Management Technique to the Employee Need
- Scenario-Based Quiz: People-Management Techniques
Employee Growth and Performance Support
- Developmental Feedback That Builds Capability
- Performance Feedback That Changes Behavior
- Turning Learning Needs Into Development Goals
- Building Appropriate Employee Autonomy
- Developing Competence Through Guided Practice
- Strengthening Workplace Connection and Belonging
- Using Recognition to Reinforce Performance
- Reinforcement, Habits, and Sustained Improvement: Applying a Growth Mindset to Employee Development
- Scenario-Based Quiz: Employee Growth and Performance Support
Selecting the Appropriate Leadership Response
- Supporting a New Employee Through Early Uncertainty
- Responding to Low Skill With Structure and Training
- Responding to Low Will Without Misdiagnosing the Problem
- Managing a Capable but Resistant Employee
- Intervening in a Pattern of Performance Decline
- Developing and Retaining High Performers
- Restoring Team Morale After Disruption
- Addressing Perceived Inequity: Selecting the First and Best Leadership Response
- Scenario-Based Quiz: Selecting the Appropriate Leadership Response
1.3Establish Vision And Build Stakeholder Support
Communicate a shared direction and build support across stakeholder groups.
Explore The Lesson’s 4 Sections
Mission, Vision, and Values
- Distinguishing Mission, Vision, and Values
- Understanding the Organization’s Mission
- Translating Vision Into Daily Direction
- Turning Values Into Observable Behavior
- Defining HR’s Purpose
- Assessing the Present State
- Describing the Desired Future State
- Aligning Operational Priorities With Strategy: Communicating Direction Employees Can Act On
- Scenario-Based Quiz: Mission, Vision, and Values
Influence and Persuasion
- Influence Without Formal Authority
- Rational Persuasion With Evidence
- Using Personal Appeals Appropriately
- Building Coalitions Around Shared Interests
- Leading by Example
- Educating Stakeholders Before Seeking Support
- Consulting Others to Strengthen a Proposal
- Collaborating Across Competing Priorities: Building Consensus Without Diluting the Goal
- Scenario-Based Quiz: Influence and Persuasion
Stakeholder Alignment
- Identifying the Stakeholders Who Matter
- Mapping Stakeholder Interests
- Assessing Influence and Decision Power
- Measuring Support and Commitment
- Diagnosing Sources of Resistance
- Framing Mutual Benefits
- Gathering and Using Stakeholder Feedback
- Converting Agreement Into Commitment: Maintaining Alignment Through Implementation
- Scenario-Based Quiz: Stakeholder Alignment
Personal Leadership Capability
- Self-Motivation in Demanding HR Work
- Self-Discipline and Reliable Execution
- Self-Awareness and Leadership Impact
- Continuous Learning as a Professional Discipline
- Taking Appropriate Professional Risks
- Building Resilience Under Pressure
- Adapting Without Losing Direction
- Establishing Credibility Through Consistency: Creating a Personal Leadership Development Plan
- Scenario-Based Quiz: Personal Leadership Capability
1.4Manage HR Initiatives
Organize HR work with clear ownership, practical milestones, and follow through.
Explore The Lesson’s 4 Sections
Initiating an HR Initiative
- Turning a Business Need Into an HR Initiative
- Clarifying Project Purpose
- Defining Project Requirements
- Setting Scope and Preventing Scope Creep
- Identifying Project Deliverables
- Mapping Project Stakeholders
- Assigning Roles and Responsibilities
- Recognizing Constraints and Assumptions: Establishing Meaningful Success Criteria
- Scenario-Based Quiz: Initiating an HR Initiative
Planning Work and Resources
- Building a Milestone-Based Work Plan
- Developing a Practical Project Schedule
- Creating and Monitoring the Project Budget
- Allocating People, Time, and Tools
- Identifying Task Dependencies
- Planning for Project Risks
- Designing the Project Communication Plan
- Assigning Responsibility With Clarity: Securing Approvals Before Execution
- Scenario-Based Quiz: Planning Work and Resources
Monitoring Implementation
- Tracking Progress Against the Plan
- Recognizing and Interpreting Performance Variance
- Identifying Implementation Barriers
- Selecting Corrective Action During Implementation
- Reallocating Resources When Needs Change
- Escalating Project Issues at the Right Time
- Maintaining Individual and Team Accountability
- Controlling Changes to Scope and Requirements: Reporting Project Status Clearly and Honestly
- Scenario-Based Quiz: Monitoring Implementation
Completing and Sustaining Results
- Confirming Deliverable Acceptance
- Transferring Ownership to Operations
- Closing Project Records and Documentation
- Conducting a Useful Lessons-Learned Review
- Evaluating Outcomes Against Success Criteria
- Gathering Stakeholder Feedback
- Resolving or Transferring Open Items
- Planning for Long-Term Sustainment: Monitoring Benefits After Implementation
- Scenario-Based Quiz: Completing and Sustaining Results
1.5Practice Personal And Professional Ethics
Examine ethical responsibilities and professional conduct in HR situations.
Explore The Lesson’s 4 Sections
Ethical Principles
- What Makes an HR Issue Ethical
- Values as Guides for Professional Conduct
- Integrity Between Principles and Action
- Authenticity Without Oversharing
- Transparency and Responsible Disclosure
- Honesty in Difficult HR Situations
- Fairness in Process and Treatment
- Respect for People and Human Dignity: Professional Responsibility in HR
- Scenario-Based Quiz: Ethical Principles
Personal Integrity
- Recognizing Conflicts of Interest
- Disclosing Conflicts Before They Shape Decisions
- Identifying Personal and Cognitive Bias
- Using HR Authority Responsibly
- Maintaining Consistency Between Words and Actions
- Accepting Personal Accountability
- Acknowledging and Correcting Mistakes
- Remaining Impartial Under Pressure: Building Trustworthiness Over Time
- Scenario-Based Quiz: Personal Integrity
Professional Integrity
- Applying Professional Standards
- Using Codes of Conduct in Practice
- Meeting Legal and Regulatory Obligations
- Following and Questioning Organizational Policy
- Recognizing the Limits of HR Competence
- Balancing Competing Professional Duties
- Exercising Independent Professional Judgment
- Creating Ethical Documentation: Protecting Professional Credibility
- Scenario-Based Quiz: Professional Integrity
Ethical Decision-Making
- Recognizing the Ethical Dimension of a Problem
- Gathering Facts Before Reaching Conclusions
- Identifying Everyone Affected
- Reviewing Laws, Policies, and Ethical Standards
- Generating and Comparing Ethical Alternatives
- Assessing Harm, Risk, and Fairness
- Selecting a Defensible Course of Action
- Communicating an Ethical Decision: Monitoring Consequences and Correcting Course
- Scenario-Based Quiz: Ethical Decision-Making
1.6Protect Confidentiality And Conduct Ethical Investigations
Work through confidentiality, investigation planning, and responsible information handling.
Explore The Lesson’s 4 Sections
Privacy and Confidentiality
- Distinguishing Privacy, Confidentiality, and Anonymity
- Setting Reasonable Workplace Privacy Expectations
- Collecting Only the Data HR Needs
- Applying Need-to-Know Access
- Designing Effective Information Access Controls
- Explaining the Limits of Confidentiality
- Obtaining Informed Consent
- Using Opt-In Practices: Using Opt-Out Practices Responsibly
- Scenario-Based Quiz: Privacy and Confidentiality
Reporting and Investigation Processes
- Designing Accessible Reporting Channels
- Receiving and Triaging a Complaint
- Defining Investigation Scope
- Preserving Investigator Impartiality
- Protecting and Preserving Evidence
- Planning and Conducting Witness Interviews
- Assessing Credibility Without Guesswork
- Reaching Evidence-Based Factual Findings: Writing a Clear Investigation Report
- Scenario-Based Quiz: Reporting and Investigation Processes
Whistleblower and Nonretaliation Protections
- Recognizing Protected Reporting
- Understanding Protected Activity
- Preventing Whistleblower Retaliation
- Protecting Reporter Confidentiality
- Safeguarding Witnesses and Participants
- Managing Conflicts Involving Investigators
- Identifying Mandatory Escalation Points
- Involving Legal Counsel Appropriately: Connecting Findings to Corrective Action
- Scenario-Based Quiz: Whistleblower and Nonretaliation Protections
Organizational Ethics Controls
- Building Usable Ethics Policies
- Designing Internal Ethics Controls
- Delivering Ethics Education That Changes Behavior
- Obtaining Meaningful Policy Acknowledgment
- Auditing Ethics and Compliance Practices
- Monitoring Ethical Risk Indicators
- Handling Exceptions Without Favoritism
- Enforcing Standards Consistently: Strengthening an Ethical Organizational Culture
- Scenario-Based Quiz: Organizational Ethics Controls
02Interpersonal5 Lessons
2.1Build Professional Networks And Trusted Relationships
Build professional relationships through credibility, trust, and useful networks.
Explore The Lesson’s 4 Sections
Professional Networking
- Why HR Professionals Need Networks
- Setting Clear Networking Objectives
- Building Internal HR Networks
- Connecting Across Business Functions
- Developing External Professional Networks
- Engaging Professional Associations
- Managing Vendor and Partner Relationships
- Building Community Connections: Creating Reciprocal Knowledge Exchange
- Scenario-Based Quiz: Professional Networking
Relationship Foundations
- How Professional Trust Develops
- Credibility Through Competence and Consistency
- Reliability and Follow-Through
- Professional Respect Across Differences
- Transparency With Appropriate Boundaries
- Relatability Without Losing Professionalism
- Appropriate Vulnerability at Work
- Empathy in HR Relationships: Maintaining Healthy Professional Boundaries
- Scenario-Based Quiz: Relationship Foundations
Maintaining Stakeholder Relationships
- Clarifying Stakeholder Expectations
- Following Through on Commitments
- Responding With Timeliness and Care
- Repairing a Damaged Relationship
- Protecting Confidentiality Within Relationships
- Creating Mutual Value
- Recognizing and Using Individual Strengths
- Mapping Relationship Health and Influence: Stewarding Relationships Over Time
- Scenario-Based Quiz: Maintaining Stakeholder Relationships
Relationships Across Modern Workplaces
- Building Trust in Remote Work
- Collaborating Effectively in Hybrid Teams
- Creating a Credible Virtual Presence
- Navigating Cultural Differences in Relationships
- Managing Time-Zone and Availability Expectations
- Building Cross-Level Relationships
- Sustaining Cross-Unit Partnerships
- Knowing When to Engage External Experts: Activating Networks During an HR Challenge
- Scenario-Based Quiz: Relationships Across Modern Workplaces
2.2Develop Teams And Collaborative Performance
Support collaboration and clarify the roles that help teams perform.
Explore The Lesson’s 4 Sections
Establishing a Team
- Defining a Team’s Purpose
- Selecting the Right Team Members
- Clarifying Team Roles
- Assigning Team Responsibilities
- Mapping Team Skills and Gaps
- Establishing Team Authority
- Creating Working Norms
- Converting Purpose Into Shared Goals: Defining Team Success Measures
- Scenario-Based Quiz: Establishing a Team
Supporting Collaboration
- Building Shared Decision-Making
- Coordinating Interdependent Tasks
- Creating Reliable Information Sharing
- Encouraging Mutual Support
- Establishing Team Accountability
- Strengthening Trust Through Behavior
- Expanding Meaningful Participation
- Managing Dependencies and Hand-Offs: Solving Problems Collaboratively
- Scenario-Based Quiz: Supporting Collaboration
Psychological Safety and Team Performance
- What Psychological Safety Really Means
- Encouraging Respectful Disagreement
- Including Different Voices
- Establishing Team Feedback Norms
- Making It Safe to Report Mistakes
- Turning Errors Into Learning
- Building Team Cohesion
- Monitoring Team Performance: Providing Corrective Support Without Blame
- Scenario-Based Quiz: Psychological Safety and Team Performance
Team Structures and Work Contexts
- Leading Cross-Functional Teams
- Supporting Remote Teams
- Coordinating Hybrid Teams
- Integrating Contingent Team Members
- Operating Project Teams
- Making Committees Productive
- Working in Interorganizational Teams
- Resolving Team Conflict: Closing or Dissolving a Team Responsibly
- Scenario-Based Quiz: Team Structures and Work Contexts
2.3Negotiate Agreements And Resolve Conflict
Explore interests, negotiation approaches, and constructive conflict resolution.
Explore The Lesson’s 4 Sections
Negotiation Preparation
- Defining the Negotiation Issue
- Separating Interests From Positions
- Identifying Stakeholder Interests
- Evaluating Available Alternatives
- Setting Negotiation Objectives
- Establishing Authority and Limits
- Assessing Negotiating Leverage
- Planning Concessions: Reviewing Legal and Policy Constraints
- Scenario-Based Quiz: Negotiation Preparation
Negotiation Methods
- Foundations of Principled Bargaining
- Applying Interest-Based Bargaining
- Recognizing Position-Based Bargaining
- Understanding Auction-Based Negotiation
- Using Perspective Taking
- Applying Rational Persuasion
- Creating Mutual-Gain Options
- Knowing When to Compromise: Documenting a Clear Agreement
- Scenario-Based Quiz: Negotiation Methods
Conflict Types and Responses
- Distinguishing Task and Relationship Conflict
- Understanding Intraorganizational Conflict
- Understanding Interorganizational Conflict
- Using Accommodation Appropriately
- Using Collaboration for Durable Resolution
- Using Compromise Without Avoiding the Issue
- Recognizing Competitive Conflict Responses
- Knowing When Avoidance Is Appropriate: Selecting a Conflict Response Style
- Scenario-Based Quiz: Conflict Types and Responses
Conflict Resolution and Mediation
- Finding the Root Cause of Conflict
- Identifying Shared Interests
- Facilitating Discussion Impartially
- Using Mediation Effectively
- De-Escalating Emotion and Threat
- Establishing Escalation Criteria
- Building a Resolution Plan
- Documenting Agreements and Commitments: Following Up to Prevent Recurrence
- Scenario-Based Quiz: Conflict Resolution and Mediation
2.4Plan And Deliver Effective Communication
Match your message, channel, and delivery to the audience and situation.
Explore The Lesson’s 4 Sections
Communication Fundamentals
- The Organizational Communication Process
- Understanding the Sender’s Responsibility
- Understanding the Receiver’s Perspective
- Designing a Clear Message
- Selecting the Right Communication Channel
- Encoding Meaning for the Audience
- Decoding and Interpreting Messages
- Using Feedback to Confirm Understanding: Reducing Communication Noise
- Scenario-Based Quiz: Communication Fundamentals
Communication Planning
- Defining the Communication Purpose
- Analyzing the Audience
- Building a Message Hierarchy
- Choosing Tone and Voice
- Timing Communication for Effect
- Designing Communication for Accessibility
- Protecting Confidential Information
- Securing Necessary Communication Approvals: Measuring Communication Success
- Scenario-Based Quiz: Communication Planning
Communication Channels
- Choosing Face-to-Face Communication
- Communicating Effectively by Telephone
- Writing Professional Email
- Preparing Clear Written Reports
- Delivering Persuasive Presentations
- Using Social Media Responsibly
- Planning Effective Town Halls
- Communicating Through Video Conferences: Designing Anonymous Communication Channels
- Scenario-Based Quiz: Communication Channels
Specialized Message Delivery
- Using Storytelling to Create Meaning
- Translating Technical Language
- Delivering Difficult Messages
- Communicating Negative News
- Communicating With Executives
- Communicating With Employees
- Communicating With Managers
- Communicating During a Crisis: Evaluating Whether the Message Worked
- Scenario-Based Quiz: Specialized Message Delivery
2.5Listen, Provide Feedback, And Exchange Information
Use listening and feedback to improve the exchange of workplace information.
Explore The Lesson’s 4 Sections
Effective Listening
- Listening as a Core HR Skill
- Practicing Active Listening
- Listening With Empathy
- Using Reflective Listening
- Maintaining a Nonjudgmental Stance
- Asking Clarifying Questions
- Paraphrasing Without Distorting Meaning
- Summarizing and Using Purposeful Silence: Confirming Shared Understanding
- Scenario-Based Quiz: Effective Listening
Constructive Feedback
- The Purpose of Constructive Feedback
- Reinforcing Effective Behavior
- Delivering Developmental Feedback
- Giving Corrective Feedback
- Using Specific Behavioral Examples
- Framing Behavior and Impact
- Choosing the Right Time and Setting
- Receiving Feedback Without Defensiveness: Following Up After Feedback
- Scenario-Based Quiz: Constructive Feedback
Meeting and Group Facilitation
- Designing an Effective Focus Group
- Running a Productive Staff Meeting
- Conducting Employee Interviews
- Facilitating Group Discussion
- Balancing Participation
- Building a Useful Agenda
- Establishing Group Ground Rules
- Creating Accurate Meeting Records: Converting Discussion Into Action Items
- Scenario-Based Quiz: Meeting and Group Facilitation
Organizational Information Flow
- Managing Upward Communication
- Managing Downward Communication
- Strengthening Lateral Communication
- Enabling Cross-Unit Information Exchange
- Distinguishing Formal and Informal Communication
- Reading Eye Contact in Context
- Interpreting Body Language Carefully
- Understanding Gestures and Proximity: Diagnosing Breakdowns in Organizational Information Flow
- Scenario-Based Quiz: Organizational Information Flow
03Business7 Lessons
3.1Understand Business Operations And Competitive Context
Connect HR work to the way an organization operates and creates value.
Explore The Lesson’s 4 Sections
Business Operations
- How Organizations Create Value
- Understanding Business Models
- Connecting Products and Services to Strategy
- Identifying Customers and Their Needs
- Mapping Internal and External Stakeholders
- Understanding Operating Models
- Seeing How Organizational Functions Interact
- Mapping Workflows and Value Streams: Explaining Competitive Advantage
- Scenario-Based Quiz: Business Operations
Markets and Competition
- How Supply and Demand Shape Business Decisions
- Assessing Market Position
- Identifying Direct and Indirect Competitors
- Monitoring Industry Trends
- Translating Customer Expectations Into Operations
- Understanding the Sales Pipeline
- Reading Labor-Market Conditions
- Interpreting Economic Conditions: Connecting Market Change to HR Decisions
- Scenario-Based Quiz: Markets and Competition
Organizational Documents
- Reading a Strategic Plan
- Reading a Business Plan
- Understanding Business Contracts
- Understanding Grant Requirements
- Using Standard Operating Procedures
- Interpreting Organizational Charts
- Reading Business-Continuity Plans
- Applying the Employee Handbook: Understanding Service-Level Agreements
- Scenario-Based Quiz: Organizational Documents
External and Operational Conditions
- Defining and Applying Quality Standards
- Measuring Organizational Productivity
- Assessing Organizational Capacity
- Working Within Resource Constraints
- Managing Vendor Dependencies
- Monitoring Regulatory Conditions
- Responding to Technological Change
- Applying PESTLE Analysis: Recognizing Operational Risk
- Scenario-Based Quiz: External and Operational Conditions
3.2Apply Financial Literacy And Business Metrics
Interpret business measures and use financial context in HR discussions.
Explore The Lesson’s 4 Sections
Financial Terminology
- Why Financial Literacy Matters in HR
- Revenue, Growth, and the Business Context for HR
- Operating Expenses and Workforce Cost Structure
- Gross Profit, Net Income, and Organizational Performance
- Fixed and Variable Costs in Workforce Decisions
- Overhead and Indirect HR Costs
- Cash Reserves and Organizational Stability
- Working Capital and Day-to-Day Operations: Connecting Workforce Decisions to Financial Results
- Scenario-Based Quiz: Financial Terminology
Financial Statements
- Reading an Income Statement
- Reading a Balance Sheet
- Reading a Cash-Flow Statement
- Building and Using an Operating Budget
- Understanding Financial Forecasts
- Interpreting Budget Variance
- Understanding Assets and Organizational Resources
- Understanding Liabilities and Financial Obligations: Understanding Equity and Organizational Financial Position
- Scenario-Based Quiz: Financial Statements
Financial Analysis
- Measuring Return on Investment
- Conducting Cost-Benefit Analysis
- Finding the Break-Even Point
- Building Financial Projections
- Analyzing Labor Costs
- Analyzing Benefits Costs
- Recognizing Opportunity Costs
- Assessing Organizational Affordability: Comparing Financial Scenarios
- Scenario-Based Quiz: Financial Analysis
Organizational Metrics
- Selecting Meaningful Key Performance Indicators
- Distinguishing Leading and Lagging Indicators
- Measuring Quality
- Measuring Service Levels
- Measuring Productivity
- Using Efficiency Ratios
- Building a Balanced Scorecard
- Interpreting Metrics in Context: Recognizing Metric Limitations
- Scenario-Based Quiz: Organizational Metrics
3.3Analyze Business Needs And Align HR Activity
Connect HR priorities with business needs and organizational goals.
Explore The Lesson’s 4 Sections
Business Intelligence
- Understanding Business Intelligence
- Identifying Organizational Data Sources
- Reading Operational Dashboards
- Conducting Business Trend Analysis
- Understanding Predictive Analytics
- Recognizing Advanced Analytics Applications
- Benchmarking Organizational Performance
- Using Scenario Planning: Scanning the External Environment
- Scenario-Based Quiz: Business Intelligence
Business-Analysis Methods
- Conducting a SWOT Analysis
- Conducting a PESTLE Analysis
- Analyzing an Industry
- Analyzing the External Labor Market
- Conducting Stakeholder Analysis
- Identifying Organizational Gaps
- Finding Root Causes
- Assessing the Current State: Defining the Future State
- Scenario-Based Quiz: Business-Analysis Methods
Developing a Business Case
- Purpose and Structure of a Business Case
- Writing an Executive Summary
- Defining the Business Problem
- Selecting Supporting Evidence
- Describing the Proposed Solution
- Estimating Anticipated Benefits
- Estimating Projected Costs
- Evaluating Risks and Alternatives: Making a Defensible Recommendation
- Scenario-Based Quiz: Developing a Business Case
Strategic Alignment
- Understanding Organizational Strategy
- Understanding HR Strategy
- Translating Strategy Into Objectives
- Aligning Functional Priorities
- Aligning Resources With Priorities
- Demonstrating HR Value
- Managing Operational Trade-Offs
- Securing Stakeholder Approval: Tracking Strategic Progress
- Scenario-Based Quiz: Strategic Alignment
3.4Evaluate Business Challenges
Examine a business challenge before selecting an HR response.
Explore The Lesson’s 4 Sections
Consulting Discovery
- Establishing the Internal Consulting Relationship
- Identifying the Internal Client
- Receiving and Clarifying an Issue
- Discovering Stakeholder Needs
- Asking Diagnostic Questions
- Gathering Relevant Data
- Mapping the Current Process
- Defining the Desired Outcome: Setting the Consulting Scope
- Scenario-Based Quiz: Consulting Discovery
Diagnosing the Challenge
- Distinguishing Symptoms From Causes
- Conducting Root-Cause Analysis
- Assessing Organizational Culture
- Identifying Operational Constraints
- Evaluating Business Risk
- Identifying Capability Gaps
- Identifying Process Gaps
- Identifying Policy Gaps: Identifying Technology Gaps
- Scenario-Based Quiz: Diagnosing the Challenge
Evaluating Possible Responses
- Establishing Decision Criteria
- Reviewing Available Evidence
- Identifying Leading Practices
- Generating Creative Alternatives
- Testing Operational Feasibility
- Incorporating Stakeholder Input
- Designing HR Solutions Inclusively
- Checking Legal Compliance: Assessing Resources and Implementation Effects
- Scenario-Based Quiz: Evaluating Possible Responses
Advising Stakeholders
- Structuring an HR Recommendation
- Explaining the Supporting Rationale
- Managing Stakeholder Expectations
- Recognizing the Limits of Expertise
- Referring Matters to the Right Professional
- Guiding Solution Implementation
- Removing Implementation Barriers
- Following Up With Stakeholders: Reviewing Solution Effectiveness
- Scenario-Based Quiz: Advising Stakeholders
3.5Design HR Solutions And Deliver Service Excellence
Design practical HR solutions and support a reliable service experience.
Explore The Lesson’s 4 Sections
HR Solution Design
- Turning a Need Into Design Requirements
- Defining Desired HR Outcomes
- Incorporating Policy Requirements
- Designing the HR Process
- Selecting Technology Support
- Accounting for Employee Needs
- Accounting for Manager Needs
- Planning Implementation Resources: Defining Solution Success Criteria
- Scenario-Based Quiz: HR Solution Design
HR Service Standards
- Defining HR Service Excellence
- Responding Effectively to Requests
- Delivering Reliable HR Service
- Showing Empathy Without Losing Objectivity
- Designing Accessible HR Service
- Maintaining Service Consistency
- Protecting Confidentiality in Service Delivery
- Balancing Timeliness and Accuracy: Communicating Professionally Throughout Service
- Scenario-Based Quiz: HR Service Standards
Managing HR Cases and Requests
- Receiving an HR Request
- Assessing Urgency and Priority
- Assigning Case Ownership
- Tracking the HR Case
- Providing Meaningful Status Updates
- Resolving the Underlying Issue
- Escalating a Case Appropriately
- Documenting Decisions and Actions: Closing the Case With Follow-Up
- Scenario-Based Quiz: Managing HR Cases and Requests
Service Evaluation and Recovery
- Measuring HR Customer Satisfaction
- Recognizing HR Service Failure
- Diagnosing Expectation Gaps
- Designing a Corrective Response
- Following Up With the Stakeholder
- Identifying Recurring Service Problems
- Improving the Underlying Process
- Tracking HR Service Metrics: Restoring Trust After Service Failure
- Scenario-Based Quiz: Service Evaluation and Recovery
3.6Implement And Support Organizational Change
Help people understand and work through organizational change.
Explore The Lesson’s 4 Sections
Change-Management Models
- Why Organizations Need Change Models
- Lewin’s Three-Stage Change Model
- Understanding the McKinsey 7S Model
- Kotter’s Eight-Step Change Model
- Understanding the Kübler-Ross Change Curve
- Defining the Change Sponsor
- Defining the Change Agent
- Assessing Organizational Readiness: Understanding Resistance and Stakeholder Impact
- Scenario-Based Quiz: Change-Management Models
Planning for Change
- Building the Case for Change
- Defining the Change Vision
- Conducting a Change Impact Assessment
- Aligning the Change Sponsor
- Building the Communication Plan
- Building the Training Plan
- Planning People and Resources
- Planning for Change Risk: Defining Adoption Measures
- Scenario-Based Quiz: Planning for Change
Supporting Implementation
- Engaging Employees in Change
- Equipping Managers to Support Change
- Involving Stakeholders in Implementation
- Designing a Pilot Program
- Planning a Phased Rollout
- Removing Adoption Barriers
- Responding to Resistance
- Communicating During Implementation: Escalating Change Issues
- Scenario-Based Quiz: Supporting Implementation
Reinforcing and Evaluating Change
- Reinforcing New Behaviors
- Monitoring Implementation Progress
- Gathering Employee Feedback
- Measuring Change Adoption
- Measuring Business and People Outcomes
- Taking Corrective Action
- Integrating Change Into Standard Processes
- Sustaining the Change: Capturing Lessons Learned
- Scenario-Based Quiz: Reinforcing and Evaluating Change
3.7Gather, Analyze, And Communicate HR Evidence
Gather useful HR information, analyze it, and communicate what it supports.
Explore The Lesson’s 4 Sections
HR Data Collection
- Defining the HR Research Question
- Designing an Effective Survey
- Administering a Survey
- Conducting Research Interviews
- Facilitating Research Focus Groups
- Selecting and Using Assessments
- Using Payroll and Compensation Data
- Using Performance Data: Using Customer and Business Data
- Scenario-Based Quiz: HR Data Collection
Data and Measurement Quality
- Understanding Measurement Reliability
- Understanding Measurement Validity
- Ensuring Data Accuracy
- Assessing Data Completeness
- Assessing Data Timeliness
- Maintaining Data Consistency
- Recognizing Sampling Bias
- Evaluating Algorithm Quality: Protecting Ethical Data Use
- Scenario-Based Quiz: Data and Measurement Quality
HR Data Analysis
- Preparing and Cleaning HR Data
- Mining Data for Patterns
- Using Descriptive Statistics
- Interpreting Correlation
- Conducting Workforce Trend Analysis
- Understanding Predictive Analysis
- Working With Big Data
- Segmenting Workforce Data: Benchmarking HR Results
- Scenario-Based Quiz: HR Data Analysis
Visualization and Evidence-Based Decisions
- Choosing the Right Data Visualization
- Building and Reading Bar Charts
- Building and Reading Line Graphs
- Building and Reading Scatterplots
- Building and Reading Histograms
- Designing Useful HR Dashboards
- Telling a Clear Data Story
- Recognizing Analytical Limitations: Making and Evaluating Evidence-Based Decisions
- Scenario-Based Quiz: Visualization and Evidence-Based Decisions
04People7 Lessons
4.1Support HR Strategy And Manage HR Projects
Connect HR strategy with project planning, delivery, and review.
Explore The Lesson’s 4 Sections
Systems Thinking
- Seeing the Organization as a System
- Identifying System Inputs
- Understanding Organizational Processes
- Evaluating System Outputs
- Mapping Organizational Interdependence
- Recognizing Feedback Loops
- Identifying System Stakeholders
- Anticipating Unintended Consequences: Aligning HR Work With the Larger System
- Scenario-Based Quiz: Systems Thinking
Project and Improvement Approaches
- Choosing an HR Project Approach
- Traditional Project Management
- Agile Project Management
- Lean Six Sigma
- Critical-Chain Management
- Design Thinking
- Kaizen and Continuous Improvement
- Balancing Project Constraints: Matching the Method to the Work
- Scenario-Based Quiz: Project and Improvement Approaches
Project Lifecycle and Tools
- Initiating an HR Project
- Planning the HR Project
- Designing the HR Solution
- Launching Project Implementation
- Monitoring and Controlling Work
- Closing the HR Project
- Building a Work-Breakdown Structure
- Using Critical-Path Analysis: Building and Reading a Gantt Chart
- Scenario-Based Quiz: Project Lifecycle and Tools
Project Governance and Evaluation
- Defining Project Governance
- Assigning Project Team Roles
- Assigning Responsibility and Accountability
- Managing the Project Budget
- Managing Project Resources
- Interpreting Project Variance
- Monitoring Project Outcomes
- Managing Project Risk and Change Control: Capturing and Applying Lessons Learned
- Scenario-Based Quiz: Project Governance and Evaluation
4.2Plan Talent, Analyze Jobs, And Source Candidates
Clarify talent needs, examine jobs, and plan candidate sourcing.
Explore The Lesson’s 4 Sections
Employee Value Proposition and Employer Brand
- Understanding the Employee Value Proposition
- Connecting Organizational Culture to the EVP
- Communicating Organizational Purpose
- Presenting Career Growth Opportunities
- Highlighting Meaningful and Varied Work
- Protecting Employer Reputation
- Keeping the Employment Brand Authentic
- Identifying Target Talent Segments: Building an Attraction Strategy
- Scenario-Based Quiz: Employee Value Proposition and Employer Brand
Job Analysis
- Why Job Analysis Matters
- Defining Job Purpose
- Identifying Essential Functions
- Establishing Job Qualifications
- Defining Job Competencies
- Using Task Inventories
- Applying the Critical-Incident Technique
- Using Position-Analysis Questionnaires: Creating Job Descriptions and Specifications
- Scenario-Based Quiz: Job Analysis
Employment Categories and Staffing Options
- Understanding Employment Relationships
- Managing Full-Time Employment
- Managing Part-Time Employment
- Managing Temporary Employment
- Managing Contract Work
- Managing Internship Programs
- Managing Gig Work
- Avoiding Worker Misclassification: Selecting a Flexible Staffing Option
- Scenario-Based Quiz: Employment Categories and Staffing Options
Candidate Sourcing
- Building a Candidate-Sourcing Strategy
- Posting Jobs Internally
- Advertising Jobs Externally
- Using Employee Referrals
- Recruiting Through Career Fairs
- Recruiting Through Social Media
- Building University Partnerships
- Developing Talent Pipelines: Using Internal and External Talent Marketplaces
- Scenario-Based Quiz: Candidate Sourcing
4.3Select, Hire, And Onboard Talent
Connect selection, hiring, and onboarding into a consistent employee experience.
Explore The Lesson’s 4 Sections
Selection Assessments and Interviews
- Building a Job-Related Selection System
- Using Ability Tests
- Using Job-Knowledge Tests
- Using Personality Assessments
- Using Assessment Centers
- Conducting Structured Interviews
- Conducting Panel Interviews
- Scoring Interviews Consistently: Evaluating Assessment Reliability and Validity
- Scenario-Based Quiz: Selection Assessments and Interviews
Selection Technology and Fairness
- Understanding Applicant Tracking Systems
- Using AI for Résumé Screening
- Using AI for Skill Matching
- Using AI-Generated Interview Guides
- Conducting Video Interviews
- Administering Digital Assessments
- Making Selection Technology Accessible
- Recognizing Selection Bias: Monitoring Selection Systems for Adverse Impact
- Scenario-Based Quiz: Selection Technology and Fairness
Offers and Hiring Contingencies
- Planning a Conditional Job Offer
- Conducting Background Investigations
- Using Credit Checks Appropriately
- Managing Physical Evaluations
- Managing Psychological Evaluations
- Negotiating Salary
- Providing Relocation Assistance
- Negotiating Remote-Work Arrangements: Structuring Job-Sharing Arrangements
- Scenario-Based Quiz: Offers and Hiring Contingencies
Onboarding and Talent-Acquisition Measurement
- Designing the Candidate Experience
- Managing Preboarding
- Conducting New-Employee Orientation
- Using Buddy Systems
- Personalizing Onboarding
- Delivering Role-Specific Training
- Calculating Cost per Hire
- Measuring Time to Fill: Interpreting Selection Ratios and Candidate Yield
- Scenario-Based Quiz: Onboarding and Talent-Acquisition Measurement
4.4Build Culture And Sustain Employee Engagement
Explore culture, engagement, and the conditions that support employee contribution.
Explore The Lesson’s 4 Sections
Organizational Culture
- What Organizational Culture Is
- Turning Values Into Workplace Norms
- Understanding Culture’s Effect on Behavior
- Designing the Employee Experience
- Recognizing Authoritarian Cultures
- Recognizing Mechanistic Cultures
- Building Participative Cultures
- Building Learning Cultures: Sustaining High-Performance Cultures
- Scenario-Based Quiz: Organizational Culture
Employee Engagement
- Defining Employee Engagement
- Distinguishing Engagement From Job Satisfaction
- Understanding Organizational Commitment
- Understanding Job Involvement
- Creating Meaningful Work
- Supporting Employee Autonomy
- Strengthening Employee Voice
- Building Workplace Trust: Improving Manager-Employee Relationships
- Scenario-Based Quiz: Employee Engagement
Listening and Workplace Flexibility
- Building an Employee-Listening Strategy
- Designing Engagement Surveys
- Using Pulse Surveys
- Conducting Employee Focus Groups
- Conducting Stay Interviews
- Operating Employee Suggestion Systems
- Supporting Telecommuting
- Designing Alternative Schedules and Job Sharing: Turning Feedback Into an Engagement Action Plan
- Scenario-Based Quiz: Listening and Workplace Flexibility
Employee Lifecycle and Retention
- Mapping the Employee Lifecycle
- Improving the Recruitment Experience
- Supporting Employee Integration
- Retaining Employees Through Development
- Managing the Departure Experience
- Using Realistic Job Previews
- Diagnosing Causes of Turnover
- Using Predictive Attrition Analysis: Selecting Retention Strategies
- Scenario-Based Quiz: Employee Lifecycle and Retention
4.5Manage Performance, Job Design, Recognition, And Well-Being
Connect performance expectations with job design, recognition, and wellbeing.
Explore The Lesson’s 4 Sections
Job Design
- Understanding Job Design
- Enriching Jobs
- Enlarging Jobs
- Rotating Jobs
- Simplifying Work
- Automating Tasks Responsibly
- Transforming Jobs After Automation
- Increasing Autonomy and Task Variety: Using Feedback to Improve Job Design
- Scenario-Based Quiz: Job Design
Performance Management
- Building a Performance-Management Cycle
- Setting Performance Expectations
- Establishing Effective Performance Goals
- Providing Continuous Feedback
- Coaching for Improvement
- Conducting Performance Appraisals
- Calibrating Performance Ratings
- Documenting Performance: Using Performance-Improvement Plans
- Scenario-Based Quiz: Performance Management
Performance and Retention Measures
- Designing Performance Dashboards
- Tracking Goals and Milestones
- Measuring Quality of Hire
- Measuring Employee Productivity
- Interpreting Performance Distributions
- Calculating Voluntary Turnover
- Measuring Vacancy Rates
- Measuring Retention Rates: Interpreting Performance and Retention Metrics Together
- Scenario-Based Quiz: Performance and Retention Measures
Recognition and Well-Being
- Building an Employee-Recognition Strategy
- Using Performance Awards
- Using Service Awards
- Providing Spot Recognition
- Enabling Peer Recognition
- Personalizing Employee Rewards
- Supporting Employee Mental Health
- Supporting Financial Wellness: Managing Stress and Work-Life Integration
- Scenario-Based Quiz: Recognition and Well-Being
4.6Design And Deliver Learning And Development
Identify learning needs and design, deliver, and evaluate development activity.
Explore The Lesson’s 4 Sections
Learning Needs Analysis
- Why Learning Needs Analysis Comes First
- Conducting Person Analysis
- Conducting Task Analysis
- Conducting Organizational Analysis
- Identifying Skill Gaps
- Identifying Learning-Related Competency Gaps
- Distinguishing Performance Gaps From Training Needs
- Forecasting Future Capability Needs: Prioritizing Learning With Cost-Benefit Analysis
- Scenario-Based Quiz: Learning Needs Analysis
Learning Design
- Turning Learning Needs Into Objectives
- Applying the ADDIE Model
- Applying the Successive Approximation Model
- Using Action Mapping
- Applying Bloom’s Taxonomy
- Sequencing Learning Content
- Designing Meaningful Practice Activities
- Designing Feedback and Reinforcement: Using Generative AI in Learning Design
- Scenario-Based Quiz: Learning Design
Adult Learning and Delivery
- How Adults Learn at Work
- Applying the Learning-Everywhere Model
- Applying the 70-20-10 Model
- Designing E-Learning and Webinars
- Using Just-in-Time Learning
- Designing Microlearning
- Blending and Pacing Learning
- Using Experiential and Peer Learning: Using Gamification With Purpose
- Scenario-Based Quiz: Adult Learning and Delivery
Career, Knowledge, and Leadership Development
- Selecting Developmental Assessments
- Building Individual Development Plans
- Writing SMART Development Goals
- Designing Career Paths and Career Maps
- Using Mentoring and Cross-Training
- Building Apprenticeship Programs
- Transferring and Retaining Knowledge
- Developing High-Potential Employees: Using Coaching, Technology, and Analytics for Development
- Scenario-Based Quiz: Career, Knowledge, and Leadership Development
4.7Administer Total Rewards
Explore compensation, benefits, and the administration of total rewards.
Explore The Lesson’s 4 Sections
Market Intelligence and Reward Philosophy
- Understanding the Total-Rewards System
- Using Remuneration Surveys
- Reading Labor-Market Trends
- Applying Comparable Worth
- Benchmarking Compensation
- Benchmarking Employee Benefits
- Maintaining Internal Alignment
- Maintaining External Competitiveness: Choosing Lead, Lag, Match, or Lead-Lag Positioning
- Scenario-Based Quiz: Market Intelligence and Reward Philosophy
Compensation Systems
- Building a Base-Salary Structure
- Managing Cost-of-Living Adjustments
- Managing Merit Increases
- Designing Bonus Programs
- Designing Variable Pay
- Designing Sales Compensation
- Understanding Executive Compensation
- Administering Shift Differentials: Administering Global and Expatriate Compensation
- Scenario-Based Quiz: Compensation Systems
Benefits, Leave, and Employee Support
- Designing Health-Benefit Offerings
- Administering Retirement Plans
- Administering Savings Plans
- Managing Disability Insurance
- Using Employee-Assistance Programs
- Administering Paid and Unpaid Leave
- Administering Parental and Bereavement Leave
- Designing Employee-Wellness Benefits: Supporting Separation and Transition
- Scenario-Based Quiz: Benefits, Leave, and Employee Support
Pay Administration and Measurement
- Understanding Payroll Fundamentals
- Building Salary Bands
- Recognizing and Correcting Pay Compression
- Supporting Pay Equity
- Managing Pay Transparency
- Administering Deferred Compensation and Stock Options
- Supporting Employee Ownership and Tuition Assistance
- Creating Total Compensation Statements: Interpreting Compa Ratios and Participation Rates
- Scenario Quiz: Pay Administration and Measurement
05Organization7 Lessons
5.1Structure The HR Function And Deliver HR Services
Organize the HR function and support consistent HR service delivery.
Explore The Lesson’s 4 Sections
HR Operating Models
- Why HR Operating Models Matter
- Centralized HR
- Decentralized HR
- Global HR Structures
- Matrix HR Structures
- Shared-Services Models
- Centers of Excellence
- HR Business-Partner Models: Selecting a Hybrid HR Operating Model
- Scenario-Based Quiz: HR Operating Models
HR Roles and Responsibilities
- Understanding the HR Generalist Role
- Understanding the HR Specialist Role
- Organizing the Recruiting Function
- Organizing Talent Management
- Organizing Compensation
- Organizing Benefits
- Working as an HR Business Partner
- Operating HR Service Delivery: Connecting HR Leadership to Functional Work
- Scenario-Based Quiz: HR Roles and Responsibilities
Outsourcing and Vendor Relationships
- Deciding Whether to Outsource HR Work
- Managing Recruitment-Process Outsourcing
- Outsourcing Benefits Administration
- Outsourcing Payroll
- Using External Legal Services
- Managing HR Contracts
- Using External Investigators
- Selecting and Evaluating HR Vendors: Governing Service-Level Agreements
- Scenario-Based Quiz: Outsourcing and Vendor Relationships
Measuring HR Service Delivery
- Calculating HR Staff-to-Employee Ratios
- Measuring HR Service Costs
- Measuring Response Time
- Measuring Resolution Time
- Measuring HR Service-User Satisfaction
- Selecting HR Key Performance Indicators
- Building an HR Balanced Scorecard
- Conducting HR Quality Reviews: Converting Measures Into Service Improvement
- Scenario-Based Quiz: Measuring HR Service Delivery
5.2Improve Organizational Effectiveness And Development
Examine organizational effectiveness and approaches to development.
Explore The Lesson’s 4 Sections
Group Dynamics
- How Workplace Groups Form
- Understanding Group Identity
- Building Group Cohesion
- Understanding Group Structure
- Establishing Group Norms
- Clarifying Group Roles
- Recognizing Group Influence
- Managing Group Conflict: Improving Group Decision Patterns
- Scenario-Based Quiz: Group Dynamics
Team Development Stages
- The Team Development Lifecycle
- Leading During Forming
- Leading During Storming
- Leading During Norming
- Leading During Performing
- Selecting Team Interventions
- Facilitating Group Development
- Using Developmental Feedback: Building Team Learning and Accountability
- Scenario-Based Quiz: Team Development Stages
Organizational Structures
- Understanding Organizational Design
- Customer-Based Structures
- Functional Structures
- Geographic Structures
- Matrix Structures
- Program Structures
- Managing Span of Control
- Balancing Centralization and Coordination: Evaluating Structural Fit
- Scenario-Based Quiz: Organizational Structures
Organizational Effectiveness
- Defining Organizational Effectiveness
- Analyzing Organizational Performance
- Applying the McKinsey 7S Model
- Mapping Organizational Processes
- Improving Organizational Processes
- Supporting Continuous Experimentation
- Assessing Change Readiness
- Measuring HR Initiative Value: Selecting Organizational Corrective Action
- Scenario-Based Quiz: Organizational Effectiveness
5.3Plan The Workforce And Close Capability Gaps
Connect workforce supply, future demand, and the skills that need development.
Explore The Lesson’s 4 Sections
Workforce Forecasting
- Linking Business Demand to Workforce Demand
- Forecasting Workforce Demand
- Assessing Workforce Supply
- Conducting Workforce Gap Analysis
- Analyzing Workforce Attrition
- Analyzing Labor-Market Supply
- Building Workforce Scenarios
- Creating Workforce Profiles: Selecting the Workforce-Planning Horizon
- Scenario-Based Quiz: Workforce Forecasting
Workforce Strategies
- Understanding Build, Buy, Borrow, and Bridge
- Building Talent Internally
- Buying Talent Externally
- Borrowing Contingent Capability
- Bridging Employees Into New Roles
- Redeploying Talent Across Current Needs
- Retaining Critical Talent
- Using Automation and Outsourcing: Designing a Balanced Staffing Strategy
- Scenario-Based Quiz: Workforce Strategies
Workforce Capability Development
- Identifying Workforce Competency Gaps
- Recognizing Staffing Misalignment
- Designing Upskilling Programs
- Designing Reskilling Programs
- Redesigning Jobs
- Introducing Robotics
- Managing Workforce Automation
- Building Digital Skills: Creating a Capability-Development Plan
- Scenario-Based Quiz: Workforce Capability Development
Workforce Data and Talent Identification
- Reviewing Workforce Records
- Conducting Workforce Interviews
- Facilitating Workforce Focus Groups
- Designing Workforce Surveys
- Analyzing Exit Information
- Identifying High Potential Talent
- Distinguishing Performance From Potential
- Benchmarking and Monitoring Workforce Plans
- Scenario Quiz: Workforce Data and Talent Identification
5.4Retain Knowledge, Build Succession, And Manage Transitions
Support knowledge continuity, succession planning, and employee transitions.
Explore The Lesson’s 4 Sections
Knowledge Management
- Identifying Critical Organizational Knowledge
- Distinguishing Tacit and Explicit Knowledge
- Capturing Knowledge Before It Leaves
- Retaining Institutional Knowledge
- Transferring Knowledge Between Employees
- Building Knowledge Maps
- Using Knowledge Cafés
- Maintaining Knowledge Repositories: Measuring Knowledge Continuity
- Scenario-Based Quiz: Knowledge Management
Succession Planning
- Identifying Critical Positions
- Defining Successor Criteria
- Building Talent Pools
- Assessing Successor Readiness Levels
- Using the Nine-Box Grid
- Mentoring Potential Successors
- Cross-Training for Continuity
- Assigning Developmental Experiences: Conducting Succession Reviews
- Scenario-Based Quiz: Succession Planning
Alternative Staffing Arrangements
- Designing Alternative Staffing Arrangements
- Managing Gig Workers
- Managing Remote Workers
- Managing Seasonal Workers
- Managing Contract and Temporary Workers
- Managing Interns
- Using Vendor-Provided Labor
- Preventing Worker Misclassification: Integrating Contingent Workers
- Scenario-Based Quiz: Alternative Staffing Arrangements
Organizational Workforce Transitions
- Understanding Organizational Workforce Transitions
- Supporting Mergers
- Supporting Acquisitions
- Supporting Organizational Restructuring
- Planning Reductions in Force
- Administering Layoffs
- Administering Furloughs
- Redeploying Employees During Transition: Preserving Communication and Knowledge Continuity
- Scenario-Based Quiz: Organizational Workforce Transitions
5.5Manage Employee Relations And Workplace Investigations
Work through employee relations concerns and workplace investigation processes.
Explore The Lesson’s 4 Sections
Employee Rights and Workplace Standards
- Understanding Employee Rights
- Applying International Labour Organization Standards
- Understanding Labor Rights
- Distinguishing Living and Fair Wages
- Understanding Standard Workday Principles
- Supporting Employees’ Right to Representation
- Applying Workplace Policies
- Administering Employment Agreements: Preserving Procedural Fairness
- Scenario-Based Quiz: Employee Rights and Workplace Standards
Compliance and Ethics Programs
- Building an Operational Compliance Program
- Building an Operational Ethics Program
- Maintaining Required Workplace Postings
- Educating Employees on Compliance
- Educating Managers on Compliance
- Monitoring Compliance
- Measuring Program Effectiveness
- Managing Misconduct Reporting: Preventing Retaliation in Compliance Programs
- Scenario-Based Quiz: Compliance and Ethics Programs
Complaints and Investigations
- Receiving and Triaging a Workplace Complaint
- Planning the Workplace Investigation
- Interviewing Investigation Witnesses
- Collecting and Preserving Evidence
- Assessing Witness Credibility
- Protecting Investigation Confidentiality
- Reaching Factual Findings
- Writing the Investigation Report: Recommending Appropriate Action
- Scenario-Based Quiz: Complaints and Investigations
Corrective Action and Dispute Resolution
- Selecting a Corrective-Action Approach
- Using Employee Counseling
- Building a Performance-Improvement Plan
- Issuing Verbal Warnings
- Issuing Written Warnings
- Managing Employee Demotion
- Managing Employment Termination
- Using Mediation and Arbitration: Administering Grievances and Appeals
- Scenario-Based Quiz: Corrective Action and Dispute Resolution
5.6Support Labor Relations And Collective Bargaining
Examine the relationships and processes involved in collective bargaining.
Explore The Lesson’s 4 Sections
Organized Labor Foundations
- Understanding Organized Labor
- Understanding Labor Organizations
- Working With Employee Representatives
- Defining Bargaining Units
- Understanding Union Recognition
- Understanding Management Rights
- Understanding Employee Rights in Union Settings
- Understanding Union-Security Issues: Clarifying HR’s Labor-Relations Role
- Scenario-Based Quiz: Organized Labor Foundations
Collective Bargaining
- Preparing for Collective Bargaining
- Identifying Mandatory Bargaining Subjects
- Identifying Permissive Bargaining Subjects
- Identifying Prohibited Bargaining Subjects
- Developing Bargaining Proposals
- Building the Negotiation Team
- Conducting Bargaining Sessions
- Reaching and Ratifying Tentative Agreements: Understanding the Collective Bargaining Agreement
- Scenario-Based Quiz: Collective Bargaining
Contract Administration and Grievances
- Administering the Labor Contract
- Interpreting Contract Language
- Applying Workplace Rules Under the Contract
- Supporting Representation Under the Labor Contract
- Receiving a Labor Grievance
- Moving Through Grievance Steps
- Conducting Investigatory Interviews
- Preparing for Labor Arbitration: Documenting Remedies and Outcomes
- Scenario-Based Quiz: Contract Administration and Grievances
Work Stoppages and Contingency Planning
- Understanding Work Stoppages
- Understanding Strikes
- Understanding Lockouts
- Understanding Boycotts
- Distinguishing Economic and Unfair-Labor-Practice Disputes
- Managing Replacement Workers
- Protecting Nonstriking Employees
- Planning Supply-Chain Contingencies: Maintaining Operational Continuity
- Scenario-Based Quiz: Work Stoppages and Contingency Planning
5.7Manage HR Technology, Data, And Artificial Intelligence
Explore HR technology, data use, and responsible use of artificial intelligence.
Explore The Lesson’s 4 Sections
HR Technology Systems
- Mapping the HR Technology Ecosystem
- Applicant Tracking Systems
- Human Resource Information Systems
- Learning-Management Systems
- Performance-Management Systems
- Total-Rewards Systems
- Big-Data Platforms
- Collaboration and Engagement Platforms: Understanding Blockchain in HR
- Scenario-Based Quiz: HR Technology Systems
Digital HR Service Delivery
- Designing Digital HR Service Delivery
- Scheduling Systems
- Timekeeping Systems
- Employee Self-Service
- Digital Benefits Enrollment
- HR Ticketing and Case Management
- Workplace Translation Tools
- Career-Planning Systems and Digital Assistants: Accessibility Technology
- Scenario-Based Quiz: Digital HR Service Delivery
HR Data Governance and Cybersecurity
- Establishing HR Data Integrity
- Protecting HR Data Confidentiality
- Governing Information Disclosure
- Planning HR Data Backups
- Managing Cloud-Based HR Systems
- Protecting HR Systems From Cybersecurity Threats
- Establishing Data-Retention Rules
- Managing HR Data Linkages: Applying Ethical HR Data Governance
- Scenario-Based Quiz: HR Data Governance and Cybersecurity
AI and Digital-Use Policies
- Understanding Generative AI in HR
- Understanding Machine Learning in HR
- Recognizing AI Input Bias
- Recognizing AI Output Bias
- Establishing AI Transparency
- Establishing AI Fairness and Human Oversight
- Protecting Data Privacy in AI Use
- Governing BYOD and Remote Access: Governing Email and Social-Media Use
- Scenario-Based Quiz: AI and Digital-Use Policies
06Workplace5 Lessons
6.1Manage A Global Workforce
Consider the people and operational needs of a global workforce.
Explore The Lesson’s 4 Sections
Global HR Structures
- Understanding Global HR Operating Models
- Defining the Mobility Specialist Role
- Defining the Immigration Specialist Role
- Using Geographic Centers of Excellence
- Building Global Job Classifications
- Balancing Global and Local HR Policies
- Managing International Business Travel
- Applying Global PESTLE Analysis: Knowing When to Use Local Expertise
- Scenario-Based Quiz: Global HR Structures
Immigration and Work Authorization
- Foundations of Immigration Compliance
- Understanding Employment Visa Categories
- Confirming Work Authorization
- Establishing Employer Sponsorship Practices
- Managing Sponsorship Expenses
- Maintaining Immigration Documentation
- Managing Immigration Filing Deadlines
- Monitoring Ongoing Immigration Compliance: Working With Immigration Counsel
- Scenario-Based Quiz: Immigration and Work Authorization
International Assignments
- Selecting Employees for International Assignments
- Assessing Employee Readiness
- Assessing Family Readiness
- Setting Assignment Performance Expectations
- Evaluating Assignment Performance
- Adjusting International Compensation
- Protecting Health and Safety Abroad
- Providing Cultural Training: Providing Language Training
- Scenario-Based Quiz: International Assignments
Global Mobility and Cross-Border Work
- Designing Relocation Support
- Administering Education and Travel Grants
- Administering Rental Subsidies
- Planning the Assignment Transition
- Planning Employee Repatriation
- Understanding Offshoring
- Understanding Onshoring
- Understanding Nearshoring: Managing Global Remote Teams
- Scenario-Based Quiz: Global Mobility and Cross-Border Work
6.2Manage Enterprise Risk, Continuity, Safety, And Security
Connect enterprise risk, continuity, safety, and workplace security.
Explore The Lesson’s 4 Sections
Enterprise Risk Management
- Understanding Enterprise Risk Management
- Establishing the Risk Context
- Identifying Organizational Risks
- Analyzing Organizational Risks
- Prioritizing Organizational Risks
- Avoiding Risk
- Reducing Risk
- Sharing and Retaining Risk: Building and Maintaining a Risk Register
- Scenario-Based Quiz: Enterprise Risk Management
Risk Assessment
- Distinguishing Qualitative and Quantitative Assessment
- Estimating Risk Likelihood
- Estimating Risk Impact
- Building and Reading Risk Matrices
- Calculating Single Loss Expectancy
- Calculating Annualized Loss Expectancy
- Understanding Hazard Risk
- Understanding Financial and Operational Risk: Understanding Strategic Risk
- Scenario-Based Quiz: Risk Assessment
Audits, Investigations, and Quality Assurance
- Planning Compliance Audits
- Supporting Regulatory Investigations
- Managing Corrective Actions
- Protecting Intellectual Property
- Using AI-Generated Results Responsibly
- Attributing AI-Assisted Work
- Building Quality Assurance
- Conducting After-Action Analysis: Applying Industry Standards and Tracking Improvement
- Scenario-Based Quiz: Audits, Investigations, and Quality Assurance
Continuity, Safety, and Security
- Building a Business-Continuity Plan
- Building a Disaster-Recovery Plan
- Planning Evacuation and Emergency Communication
- Responding to Communicable Disease
- Preparing for Natural and Human-Made Disasters
- Preventing and Responding to Workplace Violence
- Managing Theft, Fraud, Espionage, Sabotage, and Kidnapping
- Managing Insider Threats and Data Breaches: Protecting Occupational Safety and Drug-Free Workplaces
- Scenario-Based Quiz: Continuity, Safety, and Security
6.3Implement Corporate Social Responsibility And Sustainability
Explore social responsibility and sustainability in HR practice.
Explore The Lesson’s 4 Sections
Corporate Social Responsibility Foundations
- Understanding Corporate Social Responsibility
- Protecting Human Rights
- Supporting Safe Workplaces
- Upholding Labor Standards
- Investing in Workforce Development
- Advancing Inclusion and Diversity
- Practicing Responsible Compensation
- Building Responsible Supply Chains: Connecting CSR to Sustainability
- Scenario-Based Quiz: Corporate Social Responsibility Foundations
CSR Strategy and Governance
- Understanding Shared Value
- Identifying Stakeholder Expectations
- Determining Material CSR Issues
- Building CSR Policies
- Establishing CSR Governance
- Developing the CSR Business Case
- Securing Executive Approval
- Allocating CSR Resources: Aligning CSR With Organizational Risk
- Scenario-Based Quiz: CSR Strategy and Governance
CSR Programs and Community Participation
- Identifying Community Needs
- Selecting CSR Program Recipients
- Engaging Employees in CSR
- Supporting Community Board Service
- Developing Joint Community Projects
- Organizing Employee Volunteerism
- Conducting Community-Partner Due Diligence
- Communicating CSR Programs: Implementing and Monitoring CSR Activities
- Scenario-Based Quiz: CSR Programs and Community Participation
CSR Measurement and Organizational Value
- Selecting CSR Key Performance Indicators
- Measuring Social Impact
- Measuring Environmental Impact
- Measuring Workforce Impact
- Measuring Supplier Performance
- Practicing CSR Transparency
- Building CSR Reports
- Connecting CSR to the Employee Value Proposition: Evaluating CSR’s Competitive Value
- Scenario-Based Quiz: CSR Measurement and Organizational Value
6.4Apply U.S. Employment, Compensation, Labor, And Safety Law
Study U.S. employment, pay, labor relations, and safety topics in HR context.
Explore The Lesson’s 4 Sections
Employment Authorization and Background Screening
- Understanding Employment at Will
- Applying the Immigration Reform and Control Act
- Completing and Retaining Form I-9
- Using E-Verify
- Understanding Green Cards and Permanent Residence
- Understanding H-1B and F-1 Work Authorization
- Understanding Deferred Action for Childhood Arrivals
- Applying the Fair Credit Reporting Act: Managing Pre-Adverse and Adverse Action
- Scenario-Based Quiz: Employment Authorization and Background Screening
Wage and Compensation Law
- Foundations of the Fair Labor Standards Act
- Classifying Exempt and Nonexempt Employees
- Calculating and Administering Overtime
- Applying the Davis-Bacon Act
- Applying the Walsh-Healey Public Contracts Act
- Applying the McNamara-O’Hara Service Contract Act
- Applying the Equal Pay Act
- Applying the Lilly Ledbetter Fair Pay Act: Administering Nursing-Employee Protections and Wage Records
- Scenario-Based Quiz: Wage and Compensation Law
Labor and Employee-Relations Law
- Foundations of the National Labor Relations Act
- Understanding the Labor Management Relations Act
- Understanding the Taft-Hartley Act
- Understanding the Labor-Management Reporting and Disclosure Act
- Applying Weingarten Rights
- Applying Lechmere Principles
- Applying the WARN Act
- Applying the Employee Polygraph Protection Act: Recognizing Protected Concerted Activity
- Scenario-Based Quiz: Labor and Employee-Relations Law
Safety, Health, Privacy, and Benefits Foundations
- Applying the Occupational Safety and Health Act
- Applying the Drug-Free Workplace Act
- Protecting Health Information Under HIPAA
- Understanding Workers’ Compensation
- Applying the Electronic Communications Privacy Act
- Preventing and Responding to Sexual Harassment
- Understanding ERISA
- Protecting Employee Medical Information: Maintaining Employment-Compliance Records
- Scenario-Based Quiz: Safety, Health, Privacy, and Benefits Foundations
6.5Apply U.S. Equal Employment, Leave, And Benefits Law
Study equal employment, leave, and benefits topics through workplace examples.
Explore The Lesson’s 4 Sections
Equal Employment Opportunity
- Foundations of Title VII
- Applying the Age Discrimination in Employment Act
- Understanding the Equal Employment Opportunity Act
- Applying the Rehabilitation Act
- Applying VEVRAA
- Applying the Pregnancy Discrimination Act
- Applying the Americans With Disabilities Act
- Applying the Genetic Information Nondiscrimination Act: Managing Protected-Class Compliance
- Scenario-Based Quiz: Equal Employment Opportunity
Selection, Accommodation, and Discrimination Standards
- Applying the Uniform Guidelines on Employee Selection Procedures
- Conducting the Interactive Accommodation Process
- Determining Reasonable Accommodation
- Understanding Bona Fide Occupational Qualifications
- Distinguishing Disparate Treatment
- Recognizing Disparate Impact
- Preventing Workplace Harassment
- Preventing Employment Retaliation: Documenting Consistent Employment Decisions
- Scenario-Based Quiz: Selection, Accommodation, and Discrimination Standards
Landmark Equal-Employment Cases
- Why Landmark Employment Cases Matter
- Griggs v. Duke Power and Adverse Impact
- Phillips v. Martin Marietta and Sex-Based Rules
- McDonnell Douglas v. Green and Burden Shifting
- Evaluating Neutral Employment Practices
- Identifying a Prima Facie Case
- Articulating Legitimate Nondiscriminatory Reasons
- Recognizing Evidence of Pretext: Applying Case Principles to HR Decisions
- Scenario-Based Quiz: Landmark Equal-Employment Cases
Leave, Benefits, and Emerging Compliance Issues
- Administering COBRA Continuation Coverage
- Administering Family and Medical Leave
- Applying USERRA
- Understanding the Affordable Care Act
- Managing ADA Leave as an Accommodation
- Understanding the Reversal of DOMA
- Applying EEOC v. Verizon
- Understanding NFIB v. Sebelius: Managing Drug Screening, Medical Marijuana, and Overlapping Compliance
- Scenario-Based Quiz: Leave, Benefits, and Emerging Compliance Issues
No lessons match those filters. Try another term or choose a different course area.
Course links open the Hero Cyber learning resources in a new tab. A student sign-in or eligible enrollment may be required.
04 Try A Course-Style Question
What Would You Do Next?
Try the decision, not just the definition. Choose a response to see the reasoning behind it. This is an original study example, not an exam question.
SHRM-CP / A Study Scenario
The Interview Scores Do Not Tell The Same Story.
- 1Two interviewers rated the same candidate very differently.
- 2They used different interpretations of the role requirements.
- 3The hiring team needs a consistent comparison of candidates.
Read the context. Consider the dependency. Then choose.
What should HR help the team establish?
Select an answer to reveal the explanation.
A Concept Worth RememberingStructured Evaluation
Assessing relevant evidence against a consistent set of criteria rather than changing the basis of comparison between candidates.
One Focused Session.
01Read With Purpose
02Test Your Recall
03Apply The Idea
05 A Routine You Can Return To
Follow The People Situation Through The Process.
Begin with a hiring, performance, development, or workplace question. Identify who is involved and what the organization needs to understand before the situation can move to a useful next step.
06 Your Course. Your Kind Of Support.
A Clear Plan.
A Clear Price.
Start with 30 days free on Hero Access, or choose more guidance from the beginning.
Your Course. Your Schedule.
Hero Access
Build your own study routine with the complete Workforce Leadership Hero course.
$0For Your First 30 Days
Then $149/month until canceled.
Start My 30 Day TrialYour Core Study Tools
- Full Access To Your Selected Course
- Lessons, Flashcards & Practice Exams
- Notes, Highlights & Progress Tools
- Student Center & Career Resources
- Self-Paced Learning, Available 24/7
Course Access: While Subscribed
Add A Little More Direction.
Hero Guided
Keep your course and add regular instructor guidance and a personal roadmap.
$199Per Month
Monthly billing. Access while subscribed.
Choose Hero GuidedHero Access Tools, Plus
- Monthly Instructor Q&A & Guided Review
- Personalized Study Roadmap
- Priority Student Support
- Readiness Tracking & Exam Guidance
Course Access: While Subscribed
Your Most Supported Option.
Certification Prep
A longer preparation window with structured reviews and an eligible Live Online class.
$2,695One-Time Payment
12 months of course and Student Center access.
Enroll In Certification PrepCourse Tools And Personal Support
- 12 Months Of Course & Student Center Access
- Personal Certification Study Plan
- Six Group Certification Review Sessions
- Two Individual Readiness Reviews
- Priority Support & Career Preparation Resources
- One Eligible Full Live Online Class Seat
Course Access: 12 Months
Hero Access is free for the first 30 days, then $149/month until canceled. Hero Guided is $199/month until canceled. Certification Prep is a one-time payment. Confirm the current billing terms and any credential-specific examination or voucher coverage before enrollment.
Compare Every Plan Inclusion
| What Is Included | Hero Access | Hero Guided | Certification Prep |
|---|---|---|---|
| Lessons, Flashcards & Practice | Included | Included | Included |
| Student Center, Notes & Progress | Included | Included | Included |
| Course Access | While Subscribed | While Subscribed | 12 Months |
| Instructor Q&A & Guided Review | Not Included | Monthly | Six Group Review Sessions |
| Personal Study Roadmap | Not Included | Included | Personal Certification Study Plan |
| Priority Student Support | Not Included | Included | Included |
| Individual Readiness Reviews | Not Included | Not Included | Two Reviews |
| Eligible Full Live Online Class Seat | Not Included | Not Included | One Class Starting Within 12 Months |
| Billing | Monthly After The Trial | Monthly | One-Time Payment |
Study Independently. Bring Your Questions.Your Course Can Include More Conversation.
07 Make Room For A Real Conversation
Put The People Question On The Table.
Some ideas become clearer when you can talk through them. Choose the support that fits the way you study SHRM-CP, then arrive with the questions your practice brings up.
Regular Guided Review
Hero Guided adds monthly instructor Q&A, guided review, a personalized study roadmap, and priority student support.
A Full Live Online Class
Certification Prep includes six group certification reviews, two individual readiness reviews, and one eligible full Live Online class seat.
The eligible class must start within 12 months of enrollment. A full class seat and individual appointments are not included in the monthly plans.
Military & Government
A Dedicated Enrollment Option For Eligible Learners.
Eligible military and government learners can enroll in Certification Prep for $2,000. Confirm eligibility and the course-specific enrollment details with Hero Cyber.
$2,000One-Time Payment
Military & Government Enrollment
The Work Behind Your Next StepWorkforce Leadership Hero
08 Connect The Learning To The Work
Build A Broader View Of HR Work.
Use the course as a foundation for conversations about the work you want to do. Explore role responsibilities in the Student Center’s Career Lab and identify the experience you still need to build.
HR Coordinator
Employee records, onboarding, communication, and process follow-up.
HR Generalist
Talent practices, employee support, learning, rewards, and HR operations.
People Operations Specialist
Employee experience, shared processes, data, and manager support.
These are related role areas to research, not guaranteed employment outcomes. Requirements vary by employer, experience, and credential.
Explore The Career Lab Walkthrough09 Keep Your Options Open
One Membership.
Nine Ways Forward.
IT, cybersecurity, AI, projects, and people. All Access brings all nine Hero Cyber programs and the Student Center into one membership, so your next subject does not need a separate course subscription.
All Access Guided: $449 / month
Add Monthly Q&A And A Study Roadmap
Explore All Nine Programs
Tech HeroA+
Network HeroNetwork+
Security HeroSecurity+
Cyber Defense HeroCySA+
AI Security HeroSecAI+
Project Management HeroCAPM
Project Leadership HeroPMP
Cyber Leadership HeroCISSP
Workforce Leadership HeroSHRM-CPAll Access Guided adds monthly instructor Q&A, a study roadmap, and priority guidance. Full Live Online class seats and individual readiness appointments are separate from All Access memberships.
10 Before You Enroll
Good Questions.
Clear Answers.
Know what you are studying, how access works, and which support belongs to your chosen plan.
Talk With Hero Cyber01What Does Workforce Leadership Hero Include?
The course contains 37 lessons across Leadership, Interpersonal, Business, People, Organization, and Workplace. Its complete library includes 148 sections, 1,184 instructional chapters, and 148 scenario quiz chapters. Explore the searchable lesson list to see the HR topics and chapter detail before organizing your study.
02Is This Training For SHRM-CP?
Workforce Leadership Hero supports SHRM Certified Professional preparation while connecting HR knowledge to professional practices and organizational needs. Hero Cyber provides independent training. SHRM determines credential eligibility, administers the examination, and awards the certification separately from completing a Hero Cyber course.
03Can A Manager Or New HR Professional Use The Course?
The course can help learners build HR context and help experienced staff connect responsibilities across the employee experience. A manager may use it to better understand HR processes and collaboration. Start with the sections closest to your work, then build the broader course structure around them.
04How Do I Study The Workplace And Compliance Topics?
Use the lessons to understand the topic, its business context, and the information a workplace process may require. Connect that explanation to flashcards and practice. Course study does not replace checking the rules that apply to a particular organization, location, or situation before acting.
05How Much Are The Three Training Plans?
Hero Access is $149 per month with a 30-day free trial. Hero Guided is $199 per month. Both plans provide access while subscribed. Workforce Leadership Hero Certification Prep is $2,695 with 12 months of access. The eligible military and government Certification Prep rate is $2,000.
06What Support Is Included In Certification Prep?
Certification Prep includes a personal study plan, six group certification review sessions, two individual readiness reviews, priority support and career resources, and 12 months of course and Student Center access. It also includes one eligible Live Online class seat for the same program starting within 12 months.
07Is A SHRM-CP Live Online Class Available?
Confirm availability for this program before purchasing Certification Prep. The currently published schedule lists Security+, Network+, CISSP, and PMP. The included seat must be for an eligible class starting within 12 months of enrollment. Hero Access and Hero Guided do not include a full Live Online class seat.
08Does Course Enrollment Include The SHRM-CP Exam?
Examination registration, fees, and any voucher coverage must be confirmed in the specific enrollment offer or quote. Course access itself does not award SHRM-CP or include an examination by default. Review SHRM’s requirements and the checkout details before deciding how to arrange your examination.
Your Next Chapter / SHRM-CP
Make Your Next PeopleConversation More Informed.
Workforce Leadership Hero brings the course, the practice, and your next study session together. Start with 30 days free on Hero Access.
Start My 30 Day TrialThen $149/month until canceled. Review the billing terms at checkout.