SHRM-CP Prep Course

Develop leadership and navigation skills for HR professionals by applying four subcompetencies: navigating the organization, vision, managing HR initiatives, and influence, and distinguishing leadership from management to boost exam readiness.

Balance formal and informal organization to move HR initiatives through functional, divisional, and matrix structures. Leverage expert and referent power, and engage stakeholders ethically to navigate office politics.

Align daily HR tasks with organizational goals by mastering the implementation lifecycle, from supporting vision to turning plans into action and adapting to obstacles.

Develop credibility through reliable, fair, and consistent actions to build influence; gain buy-in with data, clear rationale, and lead by example to influence without authority.

Explore the SHRM Code of Ethics and its six themes—professional responsibility, development, ethical leadership, fairness and justice, conflicts of interest, and use of information—for daily, fair, and consistent HR decisions.

Learn practical approaches to workplace conflict, uncover underlying interests, and apply the five handling styles to reach workable outcomes. Know when to escalate to formal action using sound HR judgment.

Explore norms and expectations in a diverse workplace, practice respect without stereotyping, and apply inclusive HR policies with consistent standards.

Align talent with organizational goals through HR strategy basics and practical workforce planning. Identify supply and demand gaps, and apply the three B's: buy, build, borrow, to close them proactively.

Explore selection methods like structured interviews and work samples, and learn to ensure reliability, validity, and legal, job-related criteria in fair candidate screening.

Onboarding new hires integrates them into the organization with clear roles, targeted training and tools, and early check-ins, while HR partners with managers to reduce early turnover and boost retention.

Master talent acquisition metrics, including time to fill, cost per hire, quality of hire, offer acceptance rate, and source of hire, and balance speed, cost, and quality to drive results.

Apply structured interviews with the same questions and a common rating scale, train interviewers, and prioritize job-related criteria to ensure fair, compliant talent acquisition.

Diagnose turnover by identifying root causes through exit and stay interviews, then translate insights into proactive, targeted retention actions.

Define total rewards as the complete, six-component package (compensation, benefits, well-being, development, recognition, work environment) exchanged for work, and learn how to communicate it to attract, retain, and engage employees.

Explore adult learning basics, including androgyny and Malcolm Knowles' principles, and apply the four-step instructional sequence from problem to practice to job transfer.

Identify if training is needed, what to cover, and who needs it through a three-level needs assessment—organization, task, person—and gather data to define the performance gap.

Explore organizational culture via Schein's three levels—artifacts, espoused values, and underlying assumptions—and learn how culture changes through consistent leader behavior and aligned HR practices.

Explore HR technology basics, including the HRIS core database, ATS, payroll, LMS, and engagement tools, and learn how data accuracy, privacy, and responsible AI use drive compliant, scalable HR.

Explore the NLRA and section 7 protections for concerted activity in union and nonunion workplaces. Identify unfair labor practices and apply the TIPS framework to guide supervisor conduct during campaigns.

Explore four real-world employee and labor relations scenarios—inconsistent discipline, pay discussions, retaliation, and saved-up performance conversations—and apply progressive discipline, NLRA protections, and continuous performance management.