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SHRM-CP and SHRM-SCP Prep Materials

Name: SHRM-CP and SHRM-SCP Prep Materials
Rating: 4.0 (90 reviews)

Comprehensive Preparation for SHRM-CP and SHRM-SCP Certification exams in Alignment with SHRM BASK and BoCK

Role Play

Created byS M Al Amin

Last updated 7/2026

English

Arabic [Auto],English [Auto],

What you'll learn

Gain comprehensive knowledge of the SHRM Body of Competency and Knowledge (BoCK) required for both SHRM-CP and SHRM-SCP certification exams
Develop a deep understanding of critical HR concepts including HR strategy, talent acquisition, employee relations, and risk management
Enhance your ability to apply HR theories and principles to practice ensuring you are prepared for situational judgment questions on the real exam
Improve skills in handling behavioral competency questions by practicing with scenarios related to leadership, relationship management, and consultation
Discover effective test-taking strategies, practice exam questions, and time management techniques to excel in both SHRM-CP and SHRM-SCP exams
Gain a solid understanding of key U.S. employment laws and regulations essential for the SHRM certification exams
Stay updated with the latest trends and developments in HR that are critical for SHRM certification and effective HR management

Course content

27 sections • 209 lectures • 18h 21m total length

Exam Preparation3:55
Be the Reason Someone Else Succeeds0:42

The Brain as a Learning System: Myths vs. Reality4:27
The Brain as a Learning System: Myths vs. Reality4:13
Neuroplasticity: How the Brain Rewires with Practice4:23
Neuroplasticity: How the Brain Rewires with Practice5:04
Cognitive Load Theory: Designing for Working Memory Limits4:21
Cognitive Load Theory: Designing for Working Memory Limits5:13
The Role of Emotion in Learning5:12
Attention, Novelty, and the Dopamine Learning Loop4:42
Forgetting Curves and Retrieval Science4:32
Forgetting Curves and Retrieval Science4:56
How Stress Impacts Learning: Cortisol and Performance4:16
“Encoding, Storage, Retrieval” Cycles4:55
“Encoding, Storage, Retrieval” Cycles5:05

The Strategy3:34
Checkpoint: Revisit, Reflect, Reinforce2:29
The Strategy
Test Assignment (To be added after each section based on learners' feedback)
The Benefits of Strategy and Common Pitfalls4:56
The Benefits of Strategy and Common Pitfalls
The Role of Value in Strategy5:26
The Role of Value in Strategy
The Strategy Process: Designing for the Future5:01
Understanding Business Strategy — Porter’s Five Forces, SWOT, and PESTLE10:34
The Strategy Process: Designing for the Future
Mission, Vision, and Values in Organizational Strategy4:47
Video: Mission, Vision, and Values (Optional)2:40
Explore how mission and vision act as a compass, guiding strategy, culture, and leadership. Learn how values shape behavior and align actions with long-term goals to drive success.
Communicating Mission, Vision, and Values
Setting and Aligning Departmental Goals
Mission, Vision, and Values in Organizational Strategy
Developing Strategy: The Path from Vision to Action5:11
Developing Strategy: The Path from Vision to Action
Creating a Strategic HR Plan Aligned with Business Goals
Impact of Business Strategies on HR Strategy4:42
Impact of Business Strategies on HR Strategy
Corporate Strategy: Where We Will Compete5:12
Corporate Strategy: Where We Will Compete
Implementing Strategy: Turning Plans into Action4:43
Implementing Strategy: Turning Plans into Action
Evaluating Strategic Performance4:56
Evaluating Strategic Performance
Leadership in Strategy Implementation4:54
Leadership in Strategy Implementation
Leadership Theories8:45
Leadership Theories
HR Project Management7:38
Project Management8:12
Develop rigorous project management for enterprise HR initiatives, guiding initiation, planning, execution, monitoring, and closing while applying WBS, scope statements, risk responses, and integrated change control.
Agile HR — Applying Agile Principles to HR Projects5:10
Agile Principles8:17
Explore agile principles in hr, contrasting waterfall with iterative cycles, and applying scrum and kanban, with product backlog, sprints, and continuous learning across hr functions.

Change Management Models — Kotter, ADKAR & Lewin7:21
Change Management Models7:47
Change Management Models — Kotter, ADKAR & Lewin
HR’s Role in Mergers, Acquisitions & Divestitures5:39
HR's Role in M&A7:20
HR’s Role in Mergers, Acquisitions & Divestitures
HR Vendor Management — RFPs, SLAs & Governance8:58
HR Vendor Management11:30
Frame vendor management as a strategic HR function tied to the RFP process and SLAs. Establish governance cadences, risk pillars, and BASC technology priorities, including AI, data governance, and BYOD.
HR Vendor Management — RFPs, SLAs & Governance
HR Dashboard Design — KPIs for the Board3:54
Dashboard Design8:58
HR Dashboard Design — KPIs for the Board
Business Analysis — Identifying HR Problems & Solutions4:24
Business Analysis8:40
Business Analysis — Identifying HR Problems & Solutions

HR Planning2:00
Staffing Requirements7:09
Staffing Requirements
Planning for Talent Acquisition4:56
Total Talent Acquisition Strategy9:53
Workforce Planning in a Growth Company1:07
Diagnose critical risks early in a rapidly scaling company to guide structured workforce planning, resist rushed headcount, and uncover root causes like turnover, onboarding gaps, and bias.
Planning for Talent Acquisition
Job Analysis2:16
Job Analysis Methods2:45
Planning for Talent Acquisition: Job Analysis and Documentation4:45
Planning for Talent Acquisition: Job Analysis and Documentation
Strategic Recruitment Architecture9:56
Sourcing and Recruiting4:51
Sourcing and Recruiting
Leveraging Technology in Sourcing and Recruiting5:20
Leveraging Technology in Sourcing and Recruiting
Interviewing4:56
Interviewing
Assessment, Evaluation, and Selection7:31
Video: Evaluation Reliability, Validity, and Biases2:30
Explore reliability, validity, and bias awareness to enhance employee assessments, using alternate forms, inter-rater, test-retest, split-half methods, and guarding against affinity, halo, horn effects, availability heuristic, and distance bias.
Senior-Level Selection Methods & Validity7:38
Apply structured, multi-method senior-level selection to predict on-the-job performance and defend decisions with evidence-based validity. Ensure bias mitigation and legal defensibility by emphasizing construct, criterion-related, and predictive validity in assessments.
Assessment, Evaluation, and Selection
Orientation and Onboarding4:50
Orientation and Onboarding
Talent Acquisition Metrics4:48
Talent Acquisition Metrics9:08
Assess talent acquisition through cost per hire, cost of vacancy, time to fill, time to productivity, and quality of hire to drive strategic business outcomes via a multi-tier scorecard.
Talent Acquisition Metrics

Understanding Employee Engagement4:47
Understanding Employee Engagement
Roles in Employee Engagement and Challenges3:58
Roles in Employee Engagement and Challenges
HR’s Employee Engagement Strategy3:52
Strategic Employee Engagement — Drivers & Measurement9:04
HR’s Employee Engagement Strategy
Engaging Employees - From Hiring to Separation4:14
Engaging Employees - From Hiring to Separation
Motivational Theories and Their Application in Employee Engagement4:20
Motivational Theories and Their Application in Employee Engagement
Effective Performance Management4:36
Effective Performance Management
Linking Business Results to Employee Growth4:25
Linking Business Results to Employee Growth
Retention Strategy — Diagnosing & Reducing Voluntary Turnover6:44
Retention Strategy7:29
Examine the true cost of voluntary turnover and diagnose its drivers with stay interviews, predictive turnover analysis, and alumni surveys, then implement targeted retention strategies with clear return on investment.
Retention Strategy — Diagnosing & Reducing Voluntary Turnover

Evolving Landscape of Learning and Development5:12
Evolving Landscape of Learning and Development
Adult Learning4:51
Adult Learning Theory9:40
Explore adult learning theory, Knowles' six principles, and Kolb's experiential cycle to design programs that maximize transfer, reduce cognitive load, and align with a business goal.
Adult Learning
Learning Styles and Learning Curves6:02
Learning Styles and Learning Curves
The SCARF Model and Learner Engagement5:13
The SCARF Model and Learner Engagement5:01
The Learning–Performance Connection4:25
The Learning–Performance Connection4:56
Aligning Learning to Business Outcomes9:19
Align learning to business outcomes by building strategic learning agenda from organizational, task, and person analysis, then blend formal, social, gamified, and on-demand modalities to boost learning velocity and performance.
Designing Organizations for Transfer of Learning4:03
Designing Organizations for Transfer of Learning4:18
Bridge the wall of transfer by designing learning for near and far transfer. Align context and use psychological fidelity; empower managers with prompts, nudges, and varied practice for durable transfer.
Training and Development4:48
Training and Development
Needs Assessment — Organizational, Task & Person Analysis6:17
Needs Assessment8:02
Prioritize thorough needs assessment to align learning with business strategy and prevent misdirected training. Apply macro and micro analyses, SME interviews, competency modeling, and ABCD objectives.
Needs Assessment — Organizational, Task & Person Analysis
Training Implementation, Evaluation, and Return on Investment (ROI)4:30
Training Implementation, Evaluation, and Return on Investment (ROI)
Career Development5:01
Career Development Frameworks8:46
Career Development
Leadership Development Programs8:29
Scale leadership development through deliberate architecture, a concise competency framework and pipeline, paired with developmental experiences, formal learning, coaching, and 360 feedback to drive measurable impact.
Developing Leaders3:51
Developing Leaders
Measuring L&D ROI8:28
Building Learning Culture8:53

Total Rewards and Organizational Strategy4:22
Designing a Total Rewards Philosophy & Strategy8:57
Total Rewards and Organizational Strategy
Global Remuneration Issues and Challenges5:02
Global Remuneration Issues and Challenges
Communicating the Total Rewards Strategy5:31
Communicating the Total Rewards Strategy
Structure of Compensation4:37
Executive Compensation — Structure, Governance & Ethics9:18
Structure of Compensation
Pay Equity Analysis — Methodology & Legal Risk6:25
Pay Equity Analysis — Methodology & Legal Risk10:04
Pay Equity Analysis — Methodology & Legal Risk
Job Analysis in Human Resources4:09
Job Analysis in Human Resources
Job Evaluation in Human Resources4:16
Job Evaluation in Human Resources
Designing Effective Pay Structures4:11
Designing Effective Pay Structures
Compensation Systems4:19
Compensation Systems
Incentive Pay in Workforce Management4:34
Incentive Pay in Workforce Management
Benefits and Perquisites - 015:26
Benefits Strategy9:07
Benefits and Perquisites - 01
Benefits and Perquisites - 024:46
Benefits and Perquisites - 02
Benefits and Perquisites - 032:54
Benefits and Perquisites - 03
Compensation and Benefits Legislation4:51
Managing Expatriates — Compensation, Tax & Repatriation8:09
Navigate the expatriate investment arc across four phases: purpose, compensation, tax, repatriation. Apply balance-sheet and host-country pay models, tax equalization, and a four-pillar repatriation strategy to build global management capability.
Compensation and Benefits Legislation

The Strategic Role of HR4:27
The Strategic Role of HR
Changes That Impact the HR Profession4:41
Changes That Impact the HR Profession
Understanding the Organization3:56
Understanding the Organization
Organizational Structure6:16
Organizational Structure
The HR Organization and Function3:12
The HR Organization and Function
HR Performance Measures2:49
HR Performance Measures
HR’s Role in Organizational Strategy4:56
HR’s Role in Organizational Strategy
Developing HR Strategy3:53
Developing HR Strategy

Overview of OED4:10
Overview of OED
The Benefits and Opportunities of OED4:15
The Benefits and Opportunities of OED
HR's Role in OED, and Organizational Gap Analysis3:30
HR's Role in OED, and Organizational Gap Analysis
Implementing OED Initiatives4:02
Implementing OED Initiatives
Communicating and Measuring OED Changes5:08
Communicating and Measuring OED Changes
Culture Change — Frameworks, Barriers & HR’s Role5:54
Culture Change — Frameworks, Barriers & HR’s Role

Requirements

This course is primarily for HR Professionals who are seeking SHRM-CP or SHRM-SCP certification. Also effective for individuals of all backgrounds, from beginners to people managers, making it accessible to anyone interested in furthering their HR knowledge and skills

Description

Are you preparing for the SHRM-CP or SHRM-SCP certification exams? This course offers a comprehensive, structured approach to help you succeed, aligning fully with SHRM’s Body of Applied Skills and Knowledge (BASK) and the SHRM Body of Competency and Knowledge (BoCK).

Designed for HR professionals at different career stages, this course covers critical areas essential for the SHRM-CP and SHRM-SCP exams. You'll master HR strategy, talent acquisition, employee relations, and U.S. employment law, while developing strong competencies in areas like leadership, business acumen, relationship management, and ethical practice. Our course goes beyond theory - using real-world scenarios and case studies, you’ll learn how to apply SHRM principles to everyday HR situations, ensuring you’re well-prepared for situational judgment and competency-based questions.

In addition, you'll gain access to real-like practice questions to help you feel confident and ready on exam day.

But this course offers more than just exam prep. You won’t just be prepared for the certification - you’ll emerge as an enriched, future-ready HR professional equipped to lead with impact, elevate organizational culture, and drive strategic value in any business environment.

Join us in this all-inclusive preparation course (materials) and take a decisive step toward advancing your HR career with SHRM certification success!

[This course is an unofficial resource and is not affiliated with, endorsed by, or sponsored by SHRM or any of its affiliates.]

Who this course is for:

HR Professionals who are seeking SHRM-CP or SHRM-SCP certification
Anyone interested in furthering their HR knowledge and skills

SHRM-CP and SHRM-SCP Prep Materials

What you'll learn

Explore related topics

Course content

Maximizing Your Course Experience: Best Practices2 lectures • 5min

The Neuroscience of How People Learn13 lectures • 1hr 1min

Strategic HRM22 lectures • 1hr 47min

Business Applications & HR Operations10 lectures • 1hr 15min

Talent Acquisition18 lectures • 1hr 36min

Employee Engagement & Retention10 lectures • 53min

Learning and Development21 lectures • 2hr 10min

Total Rewards19 lectures • 1hr 51min

Structure of the HR Function8 lectures • 34min

Organizational Effectiveness & Development6 lectures • 27min

Requirements

Description

Who this course is for: