The Human Resource Body of Knowledge
 
The HR body of knowledge is a recognized standard set by industry professionals and consultants working in the human resources profession. It is designed to answer the question, “What should a Human Resources Director know and be able to apply to be considered a competent HRD?” The body of knowledge is defined by six functional areas that are associated with nearly 80 responsibilities and more than 80 knowledge statements. The following functional areas are what IEBA-Professional Certification Institute bases its certification exams on. The percentages that follow each functional area are the CHRD percentages the test focuses on respectively.

• Strategic Management (29%)
• Work Force Planning and Employment (26%)
• Human Resource Development (17%)
• Total Rewards (12%)
• Employee and Labor Relations (18%)
• Risk Management (7%)

Curriculum for the CHRD Program

The curriculum consists of the following twelve courses:

Choosing and Using Human Resource Consultants and Outsourcing
This course is designed to provide the participant with general terms and knowledge that affect the development and implementation of various consulting projects and the reasons for which consultants are employed.

Employee Benefits From Health Care to Pension
This course is designed to explore fringe benefit options, how to analyze and control costs, and how to effectively communicate with employees regarding their benefits.

The Legal Environment of Human Resource Management
This course is designed to address legal issues surrounding the human resource management field to include the major employment law topics, court cases, and how lawsuits are handled.

Toward Diversity in the Workplace
This course is designed to provide the participant with a working knowledge about diversity and the role of the HR Manager in creating, maintaining, and advocating a diverse workforce.

Hearings and Appeals, Discipline and Grievances
This course is designed to outline types of disciplinary actions and includes the steps involved in an appeals process and the requirements of a formal and informal grievance procedure.

Job Analysis for Selection, Training, Evaluation and Appraisal
This course is designed to discuss the reasons for conducting job analysis, legal implications, and job analysis methods. This course will provide information for designing questionnaires, obtaining and analyzing data and writing job descriptions.

Managing Risk and Controlling Loss
This course is designed to assist human resource professionals in developing a strong risk management program.

Testing and Assessment
This course is designed to provide the participant with general terms and knowledge that affect the development and implementation of various testing and assessment center options.

Compensation
This course is designed to provide the participant with an overview of job evaluation methods, how to conduct market/wage surveys, how to develop structure for pay plans, and compensation administration techniques.

Designing Effective Performance Appraisal Systems
This course is designed to provide the participant with an overview of how and why we design and implement a performance appraisal system for industry company employees.

Employee Recruitment and Selection
This course is designed to provide participants with an overview of recruitment sources, processing applications, interviewing techniques, and selection procedures.

Ethics in Engineering Business
This course is designed to examine specific ethical dilemmas faced by human resource managers and considers ethics from a legal perspective.

Notice: CHRD is equivalent to CHRM from American Certification Institute (ACI). Then, ACI graduates will be authorized to receive an additional certification from ACI and likewise, IEBA graduates are authorized to receive an additional certification through ACI.

References Daniels, Joseph and David VanHoose, International Monetary and Financial Economics, New York : South-Western College Publishing/International Thomson Publishing, 1999. Devlin, Robert. Debt and Crisis in Latin America: The Supply Side of the Story , Princeton: Princeton University Press, 1989. Eng, Maximo V., Francis A. Lees, and Laurence J. Mauer, Global Finance , 2nd edition, New York: Addison-Wesley Longman, Inc., 1998. Global Banking , ABA , 1999. IMF, Global Financial Stability Report: Market Developments and Issues, December 2002. (A quarterly report of the International Monetary Fund). Kenen, P. The International Economy , Prentice-Hall, Englewood Cliffs, 1989. Koch, Timothy W. and S. Scott MacDonald. Bank Management , 5th edition. 2003. South-Western, a division of Thomson Learning. Krugman, P. and M. Obstfeld, International Economics , Theory and Policy, fourth Edition. Lernoux, Penny. In Banks We Trust , New York : Penguin Books, 1986 and 1984. Moffit, Michael. The World's Money: International Banking from Bretton Woods to the Brink of Insolvency , New York : Simon and Schuster, 1983. Roett, Riordan. The Mexican Peso Crisis: International Perspectives , Boulder : Lynne Rienner Publishers, 1996. Sinkey, Joseph F. Jr., Commercial Bank Financial Management in the Financial Services Industry , Fifth Edition. Prentice-Hall. INTERNET RESOURCES http://www.fdic.gov/ http://www.gwdg.de/~ifbg/banking.html http://www.frbchi.org/ http://woodrow.mpls.frb.fed.us/

Back to top