Ace the SHRM-CP® Exam: Full Curriculum + Practice Test 2026

Align HR strategy with the organization's mission and values by mastering strategic planning, environmental scanning, and performance measurement to lead change and drive competitive advantage.

Explore the talent acquisition lifecycle from planning to onboarding, including recruitment, sourcing, ATS, due diligence, job analysis, and key metrics like time to hire.

Explore how learning and development builds organizational capabilities through training, job shadowing, job design, mentorship, and leadership development, while leveraging knowledge management to create a learning organization.

Explore the fundamentals of employee relations, engagement, and retention, including due process, culture types, engagement drivers, and strategies for performance management, policies, and offboarding.

Explore total rewards and compensation design, covering monetary and non-monetary rewards, base and variable pay, compensation philosophy, internal and external conditions, and major labor laws.

Explore six steps to build a benefits program with needs assessment, gap analysis, ROI, and open enrollment. Compare legally mandated benefits like Cobra and FMLA with non legally mandated options.

Discover how HR acts as a strategic partner driving organizational success through talent acquisition, engagement, learning, and development. Explore culture shaping, change management, compliance, and data analytics to inform decisions.

Analyze the four phases of the organization lifecycle: startup, growth, maturity, and decline, and summarize the organizational development process and the six components of organizational effectiveness for HR.

Discover hr interventions like conflict resolution, management by objectives, team building, performance coaching, and leadership development to boost individual, team, and organizational performance.

Explore labor relations fundamentals, including union terms, organizing tactics, and the seven steps of organizing. Examine unfair labor practices, collective bargaining, contract clauses, and decertification to maintain a union-free workplace.

Learn how HR technology management leverages HRIS to streamline administrative tasks, support recruitment and payroll, and enable data-driven decisions, with policies and security considerations.

Explore how corporate social responsibility defines an organization's role in the community and environment, and how HR integrates CSR through community engagement, philanthropy, and ethical governance.

Identify and assess organizational risk across HR and business functions. Apply risk management techniques to prioritize, mitigate, transfer, or avoid risks, and monitor programs with OSHA guidance and HR audits.

Explore how HR professionals manage global workforces, applying ethnocentric to geocentric orientations, global workforce strategies, and international assignments, including selection, preparation, compensation, safety, repatriation, and ROI.

Explore the difference between diversity and inclusion, the four layers of diversity, and four inclusion aspects that ensure belonging, fair treatment, equal access, and full contribution in the workplace.

Explore US employment law and regulations, including the WARN Act, mass layoffs, plant closings, WIA, and TAA, plus dispute resolution options like ADR and arbitration.

Develop leadership by navigating the organization, building stakeholder relationships, and aligning HR vision with strategy to drive change, ethics, and accountability through planning, organizing, leading, and controlling.

Discover how ethics and professional standards empower HR to act as a true business partner, fostering fairness and organizational values while navigating privacy, drug testing, whistleblowing, and conflicts of interest.

Master business acumen to align HR initiatives with organizational strategy by analyzing KPIs, ROI, and business metrics; collaborate on consultation and critical evaluation to drive evidence-based decisions.

Explore HR analytics and key measurements that inform HR decisions and organizational performance. Use cost-benefit analysis, break-even analysis, balanced scorecard, and employee engagement tools to guide HR strategy.

Explore interpersonal competencies for HR, including relationship management, communication, global and cultural effectiveness, networking, conflict resolution, negotiation, and cultural intelligence (CQ) with Hofstede dimensions.

Establish consistent messages across employees and leaders to reinforce a recognizable employment brand. Encourage communication, gather input, and select tools by timing, location, and message to boost trust and engagement.

Master the SHRM-CP rapid review: understand the 134-question exam structure, 80 knowledge-based and 54 situational items, two formats, and focus on behavioral competency and technical HR knowledge.

Develop strategies to tackle situational test questions in HR exams. Identify key issues and competencies, assess ethics, apply best practices, and eliminate incorrect options; practice with sample questions.