WCC (NAWCCB) study plan

Define the five process groups and ten knowledge areas and map each to an HR project example you have seen or can imagine at your own employer.

Distinguish project, program, and portfolio management, and explain in writing which one an HR shared-services rollout belongs to and why.

Build a one-page WBS for an HRIS implementation with at least three levels of decomposition and named work packages.

Identify the triple constraint and describe two realistic trade-off decisions an HR project sponsor must make when scope grows mid-project.

Sequence project activities into a network diagram and calculate the critical path for a 12-activity HR onboarding redesign.

Draft a risk register with at least eight risks, each rated on probability and impact, with an owner and a mitigation action.

Compare waterfall, agile, and hybrid delivery approaches and justify a chosen approach for a policy-compliance project.

Explain how earned value metrics (PV, EV, AC, CPI, SPI) signal project health and interpret a worked example.

Translate a three-year business plan into a workforce demand forecast by role family, headcount, and skill.

Conduct a gap analysis comparing forecast demand against current supply, including attrition and retirement assumptions.

Distinguish build, buy, borrow, bot, and bind strategies and select one tactic per gap with a stated rationale.

Draft competency-based job requirements for two roles, separating essential from preferred qualifications.

Design a structured, behavior-based interview guide with scored rubrics for three competencies.

Evaluate sourcing channels by yield, cost per hire, and quality-of-hire logic, and recommend a channel mix for a hard-to-fill technical role.

Explain adverse impact analysis in selection and describe how the four-fifths rule is applied to a selection rate table.

Outline a 30-60-90 day onboarding plan tied to measurable new-hire milestones.

Differentiate base pay, variable pay, and equity components and explain when each is the right lever.

Conduct a market pricing exercise: define a relevant labor market, match three jobs to survey benchmarks, and set a competitive range around the midpoint.

Explain compa-ratio and range penetration and interpret what each signals about an individual's pay position.

Compare defined benefit and defined contribution retirement designs on cost, risk, and employee value.

Summarize total rewards statements and identify the elements that most influence retention in a given workforce segment.

Map the major US federal employment statutes (FLSA, Title VII, ADA, ADEA, FMLA, USERRA) to the employer obligations each creates.

Classify five sample workers as exempt or non-exempt under FLSA duties and salary tests, documenting the reasoning.

Outline a compliant investigation process for an employee complaint, from intake through documentation and resolution.

Explain the interactive process for reasonable accommodation and draft three sample accommodation dialogue prompts.

Describe how pay equity considerations intersect with compensation structure decisions and identify a defensible audit approach.

Conduct a training needs analysis using organization, task, and person levels and derive two learning objectives from it.

Write measurable learning objectives using action verbs and map each to an appropriate assessment method.

Apply Kirkpatrick's four levels to a proposed program and specify the data collected at each level.

Compute core HR metrics: turnover rate, cost per hire, time to fill, and training ROI, from provided raw numbers.

Select the right visualization for headcount trend, turnover by department, and cost-per-hire comparison, and justify each choice.

Compare HRIS, ATS, LMS, and payroll system functions and identify the system of record for each core HR data element.

Explain data governance essentials: role-based access, data retention, audit trails, and privacy obligations for employee data.

Draft requirements for an HR system selection, including functional, integration, security, and reporting criteria.

Build a five-metric HR dashboard specification naming the audience, decision each metric supports, and refresh cadence.

Complete a timed 60-question mixed practice set and review every missed item to its underlying concept.