CHRC study plan

Map the HR function's core activities (job analysis, workforce planning, HR strategy, HR service delivery models) to the CHRC exam's domain-1 weight and identify the three subtopics where your current knowledge is weakest.

Explain how HR strategy aligns with organizational strategy by writing a one-page comparison of vertical and horizontal alignment with two workplace examples.

Summarize the HR roles in Ulrich-style models (strategic partner, administrative expert, employee champion, change agent) and state one concrete activity for each in your own organization or a hypothetical one.

Calculate three basic workforce-planning metrics (turnover rate, vacancy rate, span of control) from sample data and interpret what each implies for HR strategy.

Distinguish the major US employment statutes (Title VII, ADEA, ADA, FMLA, FLSA, OSHA, USERRA, GINA, EPA) by covered employers, protected classes, and key obligations.

Apply the burden-shifting framework for discrimination claims (prima facie case, employer rebuttal, pretext) to two short fact patterns and identify the likely outcome.

Explain the difference between disparate treatment and disparate impact and describe one selection practice that could create each.

Outline the steps of an internal harassment investigation, including documentation, interim measures, and confidentiality limits.

Identify the recordkeeping and posting requirements most likely to appear on the exam (e.g., EEO-1, I-9 retention, OSHA 300 logs).

Connect domain-1 workforce planning outputs to domain-3 recruitment decisions by drafting a hiring-needs forecast for a hypothetical department.

Design a structured selection process (job analysis, valid criteria, structured interview, work sample, reference checks) that reduces legal risk and supports the organization's strategy.

Compare at least four selection methods (cognitive ability test, structured interview, work sample, biodata) on validity, adverse impact risk, and cost.

Write three behavior-based interview questions with anchored scoring rubrics for a specific role.

Evaluate employer branding and sourcing channels (referrals, job boards, campus recruiting, internal mobility) against cost-per-hire and quality-of-hire considerations.

Explain the components of a total rewards strategy (base pay, variable pay, benefits, recognition) and how each supports retention and motivation.

Describe how job evaluation and market pricing set pay ranges, and compute compa-ratio and range penetration for sample employees.

Apply FLSA exemption tests to three job descriptions and justify each classification decision.

Summarize the key compliance rules for major benefit programs (ERISA, HIPAA, ACA, COBRA, FMLA interaction) at a level sufficient for exam scenarios.

Identify pay equity considerations and the basic steps of a pay equity audit.

Conduct a training-needs analysis for a hypothetical performance gap and translate the results into learning objectives.

Match at least four training delivery methods (on-the-job, classroom, e-learning, simulation) to appropriate learning objectives and justify each match.

Describe the four-level training evaluation model and design one measurable evaluation metric for each level.

Explain the legal framework governing labor relations (NLRA Section 7 rights, unfair labor practices, collective bargaining process) and the difference between union and non-union employee relations.

Outline a progressive discipline process and the role of just cause and due process in employee relations.

Identify employer obligations under OSHA (general duty clause, hazard communication, recordkeeping, inspection process) and describe the elements of an effective safety program.

Explain workers' compensation, return-to-work, and workplace violence prevention as risk-management tools.

Define at least eight HR metrics (turnover, absenteeism, cost-per-hire, time-to-fill, training ROI, engagement score, revenue per FTE, HR-to-employee ratio) and state how each is calculated.

Interpret a sample HR dashboard and recommend two data-driven actions based on the trends shown.

Describe the role of an HRIS in data integrity, reporting, and privacy/security compliance.

Apply the HR professional's ethical obligations (confidentiality, conflict of interest, fairness, professional development) to three ethical dilemmas and justify a course of action.

Describe the boundaries of HR counseling practice, including when to refer employees to an EAP or licensed professional and how to maintain appropriate documentation.

Revisit the employment law domain and resolve any remaining weak areas by re-testing on statutes and investigation procedures.

Explain the ethical and legal limits on employee monitoring, background checks, and handling of medical information.

Complete two full-length timed practice exams and record scores by domain to identify the lowest-scoring areas.

Re-study the two lowest-scoring domains using targeted review notes and re-test those areas until scores improve.

Consolidate one-page summary sheets for each domain into a single review packet covering key definitions, formulas, and legal tests.

Simulate exam-day logistics (timing, breaks, materials) and finalize a personal test-taking strategy.