As you begin a career in human resources (HR), the skills and abilities you will use to produce your desired results as an HR professional require a mastery of sorts. Mastery of any profession will involve a continuous career-long commitment to learning, and that is a foundational truth within the HR profession. HR has been, and continues to be, an evolving component of an organization because its basic focus is on people. The constant changes and outside influences on an organization’s workforce increase the demands on HR professionals. HR professionals today must master the art of staying two steps ahead while having one foot firmly planted in the present.

Professional Certifications

Certifications demonstrate to your employer and colleagues that you are educated in your profession and committed to a higher standard. When you achieve your first HR credential, it signals your mastery of core knowledge in human resources, raising the confidence of an employer and your peers in your knowledge and abilities. Because the HR profession is constantly evolving, it is important for HR professionals to regularly update their HR competencies and knowledge. Achieving certification and recertification is a good method to do this.

A professional certification should not be confused with a certificate program. Professional certifications are based on work experience and education, along with recertification requirements. Certificate programs do not require work experience or an educational component, and they do not require recertification. Professional certifications address a critical need in the global marketplace because employers expect more today from their internal experts, and the HR profession must be ready to meet those expectations.

HR Certification Organizations

As of 2021, three certifying organizations offer HR professionals the opportunity to become professionally certified: the HR Certification Institute (HRCI), the Society for Human Resource Management (SHRM), and the International Public Management Association for Human Resources (IPMA-HR). As of this writing, only HRCI offers a certification for entry-level career HR professionals with the Associate Professional in Human Resources^® (aPHR) exam. All three organizations’ certifications test knowledge required of HR professionals, as well as the application of that knowledge.

The HR Certification Institute (HRCI)

The HR Certification Institute (www.hrci.org) was established in 1976 as an internationally recognized certifying organization for the human resource profession. Its mission is to develop and deliver the highest-quality certification programs that validate mastery in the field of human resource management and contribute to the continued improvement of individual and organizational performance. Nearly 140,000 HR professionals in more than 100 countries are certified. Until 2015, HRCI was the only certifying organization for the HR profession.

HRCI exists to enhance the professionalism of the HR profession with its various certification processes. HRCI certifications demonstrate relevance, competence, experience, credibility, and dedication to human resources. The institute is designated a 501(c)(3)¹ nonprofit organization by the Internal Revenue Service (IRS). The Society of Human Resource Management is a 501(c)(6)² organization. HRCI was accredited by the National Commission for Certifying Agencies (NCCA) in 2008.

HRCI’s Body of Knowledge (BoK) is a complete set of knowledge and responsibilities statements required to successfully understand and perform generalist HR-related duties associated with each of HRCI’s credentials, which are Associate Professional in Human Resources^® (aPHR), Professional in Human Resources^® (PHR), Senior Professional in Human Resources^® (SPHR), Global Professional in Human Resources^® (GPHR), Professional in Human Resources – California^® (PHRca), Associate Professional in Human Resources™ – International (aPHRi), Professional in Human Resources – International™ (PHRi), and Senior Professional in Human Resources – International™ (SPHRi). The BoK is periodically updated, typically every 5 to 7 years, to ensure it is consistent with and reflects current practices in the HR field. Our book PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide, Second Edition³ provides in-depth preparation for the PHR and SPHR exams.

aPHR

HRCI’s Associate Professional in Human Resources is the first-ever HR certification designed for professionals who are just beginning their HR career journey. It certifies that a person has the knowledge of foundational human resources.

Eligibility Requirements  To sit for the aPHR exam, no prior education or experience is required since the aPHR credential is a knowledge-based credential.

PHR

The Professional in Human Resources (PHR) certification demonstrates mastery of the operational aspects of HR practices and U.S. laws and regulations at the professional level. The PHR is appropriate for HR professionals who focus on program implementation with a tactical orientation, who report to another HR professional within the organization, and have responsibilities that focus on the HR department rather than the whole organization.

Eligibility Requirements  To sit for the PHR exam, you must have one of the following:

•   A minimum of 1 year of experience in a professional-level HR position and a master’s degree or higher

•   A minimum of 2 years of experience in a professional-level HR position and a bachelor’s degree

•   A minimum of 4 years of experience in a professional-level HR position with less than a high-school diploma or equivalent

SPHR

The Senior Professional in Human Resources certification demonstrates that a person has mastered the strategic and policy-making aspects of HR management as practiced in the United States. The credential is designed for the HR professional who plans rather than implements HR policy, focuses on the “big picture,” has ultimate accountability in the HR department, has breadth and depth of knowledge in all HR disciplines, understands the business beyond the HR function, and influences the overall organization.

Eligibility Requirements  To sit for the SPHR exam, you must have one of the following:

•   A minimum of 4 years of experience in a professional-level HR position and a master’s degree or higher

•   A minimum of 5 years of experience in a professional-level HR position and a bachelor’s degree

•   A minimum of 7 years of experience in a professional-level HR position with less than a high-school diploma or equivalent

GPHR

The Global Professional in Human Resources is a global, competency-based credential that is designed to validate the skills and knowledge of an HR professional who operates in a global marketplace. The credential demonstrates a mastery of cross-border HR responsibilities that include strategies of globalization, development of HR policies and initiatives that support organizational global growth and employer retention, and creation of organizational programs, processes, and tools that achieve worldwide business goals.

Eligibility Requirements  To sit for the GPHR exam, you must have one of the following:

•   A minimum of 2 years of experience in a global professional-level HR position and a master’s degree or higher

•   A minimum of 3 years of experience in a professional-level HR position (at least 2 in global HR) and a bachelor’s degree

•   A minimum of 4 years of experience in a professional-level HR position (at least 2 in global HR) with less than a high-school diploma or equivalent

Global HR experience is defined as having direct, cross-border HR responsibilities for two or more countries or regions.

PHRca

The Professional in Human Resources – California demonstrates mastery of the laws, regulations, and HR management practices specific to the state of California. The PHRca is for HR or business professionals who are responsible for human resources in California. You do not have to be located in California to earn a PHRca.

Eligibility Requirements  To sit for the PHRca exam, you must have one of the following:

•   A minimum of 1 year of experience in a professional-level HR position and a master’s degree or higher

•   A minimum of 2 years of experience in a professional-level HR position and a bachelor’s degree

•   A minimum of 4 years of experience in a professional-level HR position with less than a high-school diploma or equivalent

aPHRi

The Associate Professional in Human Resources – International is a global, competency-based credential that is designed to validate foundational HR knowledge and skills. The credential is best suited for entry-level HR or business professionals located outside of the United States.

Eligibility Requirements  To sit for the aPHRi exam, no prior education or experience is required since the aPHRi credential is a knowledge-based credential.

PHRi

The Professional in Human Resources – International is a global, competency-based credential that is designed to validate professional-level HR knowledge and skills. The credential demonstrates a mastery of generally accepted technical and operational HR principles. Through demonstrated knowledge, the credential enhances the credibility of HR professionals outside of the United States and the organizations they serve.

Eligibility Requirements  To sit for the PHRi exam, you must have one of the following:

•   A minimum of 1 year of experience in a professional-level HR position and a master’s degree or global equivalent

•   A minimum of 2 years of experience in a professional-level HR position and a bachelor’s degree or global equivalent

•   A minimum of 4 years of experience in a professional-level HR position with less than a secondary education or global equivalent

SPHRi

The Senior Professional in Human Resources – International is a global, competency-based credential that is designed to validate professional-level core HR knowledge and skills. This credential demonstrates a mastery of generally accepted HR principles in strategy, policy development, and service delivery. Independent of geographic region, this credential complements local HR practices. Through demonstrated knowledge, this credential enhances the credibility of HR professionals outside of the United States and the organizations they serve.

Eligibility Requirements  To sit for the SPHRi exam, you must have one of the following:

•   A minimum of 4 years of experience in a professional-level HR position and a master’s degree or global equivalent

•   A minimum of 5 years of experience in a professional-level HR position and a bachelor’s degree or global equivalent

•   A minimum of 7 years of experience in a professional-level HR position with less than a secondary education or global equivalent

Recertification

Recertification is the process of renewing one’s certification. To maintain certification, a certification holder must be prepared to show that they are building their knowledge, growing as a professional, and increasing their experience. HRCI recertification is required every 3 years through demonstrated professional development and professional achievements (the preferred method) or retaking the exam.

Here are some examples of ways to earn recertification credit. A complete list can be found at www.hrci.org:

•   Continuing education

•   Instruction

•   On-the-job experience

•   Research/publishing

•   Leadership

•   Professional membership

Recertification requires much more than attending conferences and workshops. Most certified HR professionals earn their recertification credits through the activities they do daily for their organizations. Effective 2021, all HRCI certifications require that one recertification credit in each 3-year cycle is focused on ethical practices and behaviors in the workplace.

The Society for Human Resource Management (SHRM)

For more than 70 years, the Society for Human Resource Management (www.shrm.org) has served the human resource profession and HR professionals worldwide. Founded in 1948, SHRM is the world’s largest HR membership organization devoted to human resource management. Representing more than 300,000 members in more than 165 countries, SHRM is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India, and the United Arab Emirates.

SHRM began offering its own certifications in 2015, the SHRM Certified Professional^® (SHRM-CP) and the SHRM Senior Certified Professional^® (SHRM-SCP) certifications, which are associated with its defined Body of Competency and Knowledge (BoCK). Accreditation was received in late 2016.

SHRM-CP

The SHRM-Certified Professional exam is for HR professionals who implement policies and strategies, serve as a point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions.

Eligibility Requirements  The following are the SHRM-CP eligibility requirements to sit for the exam:

SHRM-SCP

The SHRM-Senior Certified Professional exam is for HR professionals who develop strategies, lead the HR function, foster influence in the community, analyze performance metrics, and align HR strategies to organizational goals.

Eligibility Requirements  The following are the SHRM-SCP eligibility requirements to sit for the exam:

Recertification

Recertification is how you will continue to grow and adapt to meet the evolving needs of the profession. SHRM-CP or SHRM-SCP credential holders must do one of the following for recertification:

•   Earn 60 professional development credits (PDCs) within a 3-year recertification period

•   Retake the certification exam at the end of the 3-year recertification period

The International Public Management Association for Human Resources (IPMA-HR)

Whereas HRCI and SHRM offer certifications covering all employment sectors (private, public, international, and federal government), IPMA-HR focuses solely on public sector human resource professionals. It is international in scope.

IPMA-CP

This designation is for entry- to mid-level public sector HR professionals. It requires that candidates participate in a fee-based Public Sector HR Essentials training course, which is currently offered three times a year. You may then sit for the exam. Once you have passed the exam, you will be certified.

IPMA-SCP

This designation is for public sector human resources professionals who have reached the manager, director, senior management, or executive level in their profession. Regardless of the educational level achieved, all candidates for this certification must have a minimum of 1 year of work experience in the public sector. Eight years of HR work experience are required if there is no degree beyond high school. Those with an associate degree must have 6 years of HR work experience. Bachelor degree holders must have 4 years of HR work experience, and graduate degree holders must have a minimum of 2 years of HR work experience. All IPMA-SCP candidates must be in jobs that are classified as exempt under the Fair Labor Standards Act (FLSA) at the time an application is submitted for testing.

Benefits of Certification

Earning an HR credential adds a level of recognition as an expert in the HR profession. This certification is a distinction that sets you apart in the profession, indicating you have a high level of knowledge and skills. It adds to your career value and to the organization you work in. Your HR certification could mean the difference between you and your competition. In fact, according to research by PayScale, HR professionals who hold certifications make more money and progress more quickly in their careers than their peers who do not.⁴ HR certification is becoming an important means for employers to recognize HR expertise and for HR professionals to increase their value and worth.

Earning an HR credential can help you do the following:

•   Boost your confidence

•   Create recognition for you as an HR professional

•   Master the expertise needed in the HR profession

•   Protect your organization from risk by knowing regulatory compliance

•   Stand out from other HR candidates in job searches and promotions

•   Broaden your perspective in the HR field

•   Keep up with HR innovations, developments, and legislative changes

•   Demonstrate your commitment to the HR profession

Many organizations, including a number of Fortune 500 organizations, now require or prefer HR certification for their new HR hires or for internal promotions. A study from Software Advice, Inc., called “Study: What Employers Are Looking For in HR Positions,”⁵ revealed that employers increasingly demand certification for job candidates. Table 1-1 lists the HR certification preferences, broken down by job title, published by the study.

Table 1-1  HR Certification Specifications by Job Title

This survey suggests that certification is essential for any professional-level HR job candidate. If an individual wants to be considered for a senior-level HR position, then certification is nearly an absolute requirement. Those expectations will be further solidified as time goes on.

The aPHR Exam

The aPHR exam is a computer-based test (CBT) that is 2 hours and 15 minutes long. It includes 100 multiple-choice questions plus 25 pretest questions. The multiple-choice questions consist of a statement, known as a stem, and three or four choices. The choices consist of one correct or best choice that is the correct answer as well as incorrect or inferior choices knowns as distractors. The pretest questions are non-scored questions that are included to develop a statistical history that serves as a basis for validating the questions for future use as scored questions. Pretest questions are randomly placed throughout the test. New exams are produced annually.

The aPHR exam covers the identified BoK for the level of HR experience required of an aPHR professional and the federal laws applicable to the employment relationship, which are covered in detail in Chapter 2. HRCI realizes that employment laws change constantly. As such, exam candidates are responsible for knowing the HR laws and regulations that are in effect as of the start of their exam period.

The Significance of the HR Body of Knowledge

The Associate Professional in Human Resources (aPHR) exam was created using the aPHR Exam Content Outline, which details the BoK needed by those performing early HR career roles. HR subject-matter experts created the outline through a rigorous practice analysis study, which was then validated by HR professionals working in the field through an extensive survey instrument. It is updated periodically to ensure it is consistent with current practices in the HR field.

The BoK is broken down into five functional areas. These functional areas, with their respective exam weighting noted, are covered in the following sections.

Functional Area 1: Talent Acquisition (19%)

Fundamental understanding of all aspects related to the talent acquisition process, including planning, sourcing, recruiting, screening, selection, hiring, and onboarding of a new hire.

Knowledge of:

1.   Methods to identify staffing needs and guide talent acquisition efforts; for example, forecasting, job analysis, the creation and structure of job descriptions, and alternative staffing approaches

2.   Talent sourcing tools and techniques to identify and engage prospective candidates; for example, employer branding, social media, candidate pipelines, resume mining, job postings, job fairs, and employee referrals

3.   Recruiting procedures and strategies for screening and selecting qualified applicants; for example, recruitment firms/staffing agencies, skills assessments, interview techniques and best practices, and biases

4.   The lifecycle of hiring and onboarding a selected applicant; for example, reference and background checks, offer letters and counteroffers, employment contracts, and the distribution and collection of company-mandated documents such as employee handbook and policy acknowledgments, non-disclosure or other agreements, and benefits paperwork

5.   The use of technology for collecting, storing, reviewing, and analyzing candidate/applicant information and recruiting data; for example, applicant tracking systems, human resource information systems (HRIS), return on investment (ROI), cost-per-hire, and time-to-fill

Functional Area 2: Learning and Development (15%)

Assessing the needs of the organization and understanding the techniques and methods for delivering training programs in order to provide employees with the tools, skills, and knowledge to align with current and future organizational goals.

Knowledge of:

1.   The overall purpose and desired outcomes of employee orientation for new hires and/or internal hires; for example, setting expectations, building relationships, and acclimation

2.   The concept of instructional design and components of commonly used models and methods for developing an organizational learning strategy; for example, knowledge, skills, and abilities (KSAs), ADDIE model, needs analysis, goals/objectives, available training resources, and intended audience

3.   Elements and suitable applications for various training formats and delivery techniques; for example, blended, virtual, self-paced, instructor-led, on-the-job, role play, facilitation, and in-house vs. external training services

4.   The concept, purpose, and key/desired outcomes of a change management process; for example, assessing readiness, communication plans, identifying needs, and providing resources and training

5.   Methods and tools used to track employee development and measure the effectiveness of the training; for example, learning management systems (LMSs), reporting, post-training evaluation, and metrics

Functional Area 3: Compensation and Benefits (17%)

Understanding elements of the total rewards package, including compensation, benefits programs, retirement planning, and how they support organizational competitiveness.

Knowledge of:

1.   The elements involved in developing and administering an organization’s compensation strategy, such as pay structures, pay adjustments, and incentive programs; for example, external service providers, market analysis, job evaluation/classifications, merit increases, pay scales/grades, cost of living adjustments, and service awards

2.   Health benefit and insurance programs, including eligibility requirements, enrollment periods, and various designs; for example, high deductible plans, health savings accounts, flexible spending accounts, preferred provider organizations, and short- or long-term disability

3.   Supplemental wellness and fringe benefit programs commonly offered by organizations; for example, employee assistance programs (EAPs), gym membership, online therapy, housing or relocation assistance, and travel/transportation stipends

4.   Employee eligibility for and enrollment in retirement plans as well as rules regarding contributions and withdrawals; for example, 401(k), 457(b), catch-up contributions, and hardship withdrawals

5.   Components of wage statements and payroll processing; for example, taxation, deductions, differentials, garnishments, leave reporting and final pay, and total reward statements

Functional Area 4: Employee Relations (24%)

Understanding the methods organizations use to monitor and address morale, performance, and retention. Balancing the operational needs of the organization with the well-being of the individual employee.

Knowledge of:

1.   The purpose and difference between mission, vision, and value statements and how they influence an organization’s culture and employees

2.   How HR supports organizational goals and objectives through HR policies, procedures, and operations; for example, functions of human resource information systems (HRISs), organizational structures, preparing HR-related documents, basic communication flows and methods, SWOT analysis, and strategic planning

3.   Techniques used to engage employees, collect feedback, and improve employee satisfaction; for example, employee recognition programs, stay interviews, engagement surveys, work/life balance initiatives, and alternative work arrangements

4.   Workforce management throughout the employee lifecycle, including performance management and employee behavior issues; for example, goal setting, benchmarking, performance appraisal methods and biases, ranking/rating scales, progressive discipline, termination/separation, offboarding, absenteeism, and turnover/retention

5.   Policies and procedures to handle employee complaints, facilitate investigations, and support conflict resolution; for example, confidentiality, escalation, retaliation, and documentation

6.   The elements of diversity and inclusion initiatives and the impact on organizational effectiveness and productivity; for example, social responsibility initiatives, cultural sensitivity and acceptance, unconscious bias, and stereotypes

Functional Area 5: Compliance and Risk Management (25%)

Complying with laws, regulations, and policies as well as educating stakeholders in order to identify, mitigate, and respond to organizational risk. Awareness of records management, storage, and retention regulations and reporting requirements.

Knowledge of:

1.   Applicable laws and regulations related to talent acquisition, training, and employee/employer rights and responsibilities, such as nondiscrimination, accommodation, and work authorization; for example, EEOC, DOL, I-9 form completion, employment-at-will, Title VII, ADA, Immigration Reform and Control Act, and Title 17 (copyright law)

2.   Applicable laws, regulations, and legal processes affecting employment in union environments; for example, WARN Act, NLRA, collective bargaining, and alternative dispute resolution methods

3.   Applicable laws and regulations related to compensation and benefits, such as monetary and non-monetary entitlement, wages, and hours; for example, ERISA, COBRA, FLSA, USERRA, PPACA, and tax treatment

4.   Applicable laws and regulations related to workplace health, safety, security, and privacy; for example, OSHA, Drug-Free Workplace Act, ADA, HIPAA, Sarbanes-Oxley Act, WARN Act, and sexual harassment

5.   Risk assessment and mitigation techniques to promote a safe, secure, and compliant workplace; for example, emergency evacuation procedures, violence, business continuity plan, intellectual and employee data protection, and theft

6.   Organizational restructuring initiatives and their risks to business continuity; for example, mergers, acquisitions, divestitures, integration, offshoring, downsizing, and furloughs

The Test Development Process

HRCI follows certification-industry best practices to create and update all of its exams. Practicing HR professionals are involved in every step of the exam development process, which is overseen by the Pearson Vue testing organization. The following are the steps taken to develop all of HRCI’s exams:

1.   HRCI exams are based on Exam Content Outlines developed for each exam. These outlines are created by a small group of practicing HR professionals and then validated by a much larger group through a practice analysis study.

2.   Certified HR professionals write the exam questions (also known as items), based on the Exam Content Outline.

3.   The questions go to another group, the Item-Review Panel, which checks for accuracy and proper coding.

4.   Approved questions are then “pretested” for reliability.

5.   Multiple exam forms are created and reviewed by a panel of subject-matter experts.

6.   A passing score for each exam is determined.

The Exam Experience

Applicants must meet both HR work experience and education requirements, if required, to qualify for each exam. Applicants should complete the application process early to increase the chance of getting their first choice for test date and location. As of this writing, the current exam fee is $300 plus a $100 nonrefundable application fee. Testing for the aPHR exam is year-round, subject only to space availability at a Pearson Vue testing center of your choice.

The aPHR Registration Process

HRCI describes the application process⁶ in steps:

1.   Create an online account with HRCI.

2.   Choose the exam that’s right for you (aPHR, PHR, SPHR, and so on). We will presume that your background and qualifications indicate that the aPHR exam is right for you.

3.   Build your own bundle. Decide whether you would like to purchase preparation materials through HRCI’s “Build Your Own Bundle” option. We feel that this study guide would be sufficient for your studying efforts.

4.   Affirm that all the information submitted on the application is complete and true and that you have read the HRCI Certification Handbook (available online through the HRCI web site at https://www.hrci.org/).

5.   Submit the application with payment.

6.   Schedule your exam date with Pearson Vue and plan your preparation.

7.   Take the exam. Make sure to bring an official, valid, government-issued identification with you to the exam.

8.   Receive your preliminary results at the testing center and an official score report 24 to 48 hours after testing.

Preparing for the Exam

From our years of experience helping HR professionals achieve their certifications, we have compiled a list of tips for exam takers. First, let’s begin with studying. The following tips will help you get the most benefit from your preparation efforts:

•   Before studying, go for a brief walk to take in some air and clear your mind in preparation for the focused time to study. Put all your other thoughts and projects of the day on a back burner and give your mind a clean slate, setting the intention that this specific amount of time is exclusively for HRCI studying.

•   Make sure your “do not disturb” sign is on your door if you are at home or in the office and that others clearly know that nothing is to disturb you for the next hour. Speaking of an hour, that’s plenty of time to devote on a regular schedule to study. Most people find that 4 or 5 hours a week is sufficient for this type of material.

•   Clear your study area. It should be void of anything that might distract you from studying. Keep the focus on your studying and be sure to create a bit of visual incentive for yourself—such as a letter mock-up stating that you have successfully passed your exam. Spoof a letter from HRCI, print it, put it in a nice picture frame, and place it in front of you every time you begin studying. What the mind can conceive, you can achieve!

•   Select a time of day that is optimal for you to study. Are you best in the wee hours of the early morning with a cup of coffee prior to work, or perhaps you’re more focused at the noon hour? Maybe you’re a person whose rhythm kicks in just after dinner. Find that sweet hour and make the appointment on your calendar, listing it as “VIP-HRCI.” You are the very important person, and this appointment will cause you to think twice before allowing another activity to muscle in on your time slot.

•   The old adage that practice makes perfect is not quite right. “Perfect practice makes perfect” is a better way to state the intention. As you make your study time perfect and practice saying “no thank you” to others and things that interrupt your study time, you are practicing the perfect combination that will allow you to stay focused and produce the results you want.

•   Two days prior to the exam, be sure to get a full night’s sleep each night, which is typically 7 to 9 hours for most people.

•   Hydrate, hydrate, hydrate the day before and the day of the exam. Try to avoid massive amounts of caffeine because it will lead to dehydration.

The following are some suggestions to keep in mind as you take your exam:

•   Trust your gut, or your first impression. Your first impression of the correct answer is many times the best choice. This should not be confused with guessing. This refers to topics you know that you know.

•   Watch out for basing your answer on what your current organization’s policy is. Keep focused on generally accepted HR practices for correct answers.

•   There will be no patterns, so don’t even try to look for them. The psychometric exam process used for the HRCI exam prevents questions from falling into patterns.

•   Only federal laws apply—don’t mix your state laws with your federal laws.

•   The most common weakness of HR test-takers is overanalyzing the options. Be thorough, but be reasonable in your analysis and selection of the options.

•   When stumped, try to eliminate the obviously incorrect answers and then just focus on what remains.

•   Read all answer options—it may be that you need to select the best answer and yet all answers are correct.

•   Resist the urge to change your answers. This goes hand in hand with trusting your instincts. If you are absolutely, positively sure that you have an incorrect answer, go ahead. But for the most part, resist the urge to change answers.

•   Don’t rush. Manage your time. You will have a little over a minute for each question. A clock is visible on your monitor screen counting down the amount of time left.

Exam Readiness

HRCI’s aPHR Exam Content Outline is one of your most important documents leading to a successful exam experience. Each exam question has a specific corresponding functional knowledge area that is identified in the applicable Exam Content Outline. As such, this valuable information will enable you to use the Exam Content Outline as an exam readiness checklist to indicate the knowledge topics you need to know and comprehend in order to pass this exam. Additionally, we recommend you use our practice exams to determine which functional areas you may need to study more. The following is the exam weighting given to each functional area:

•   Talent Acquisition (19%)

•   Learning and Development (15%)

•   Compensation and Benefits (17%)

•   Employee Relations (24%)

•   Compliance and Risk Management (25%)

Chapter Review

The number of HR professionals needed in the coming years to manage the human capital in organizations will continue to expand. The U.S. Bureau of Labor Statistics anticipates that the number of HR manager positions will grow 9 percent and will grow 10 percent for HR specialist positions by the year 2030.⁷ In addition, employer-selection systems will increasingly use certification as an employment-screening element. The value of certification is being recognized in all levels of the organization and throughout the HR profession. We’re confident that beginning your professional career in human resources by adding the aPHR certification to your résumé will draw special attention to your achievement and to the commitment of growing your abilities in the profession.

Endnotes

1.   To be tax exempt under section 501(c)(3) of the Internal Revenue Code, an organization must be organized and operated exclusively for exempt purposes set forth in section 501(c)(3), and none of its earnings may inure to any private shareholder or individual. In addition, it may not be an action organization; i.e., it may not attempt to influence legislation as a substantial part of its activities, and it may not participate in any campaign activity for or against political candidates. Organizations described in section 501(c)(3) are commonly referred to as charitable organizations. Organizations described in section 501(c)(3), other than testing for public safety organizations, are eligible to receive tax-deductible contributions in accordance with Section 170. (IRS Code, https://www.irs.gov/charities-non-profits/charitable-organizations/exemption-requirements-section-501-c-3-organizations)

2.   IRC 501(c)(6) provides for exemption of business leagues, chambers of commerce, real estate boards, boards of trade, and professional football leagues (whether or not administering a pension fund for football players), which are not organized for profit and no part of the net earnings of which ensures to the benefit of any private shareholder or individual. (IRS Code, https://www.irs.gov/pub/irs-tege/eotopick03.pdf)

3.   William H. Truesdell, Christina Nishiyama, and Dory Willer, PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide, Second Edition (McGraw Hill, 2019)

4.   PayScale Human Capital research report, “HR Certifications: How They Impact Pay and Career Trajectory, 2018 U.S. Edition,” https://www.payscale.com/data/hr-certifications-pay

5.   Brian Westfall, “Study: What Employers Are Looking For in HR Positions,” Software Advice (July 18, 2017), https://www.softwareadvice.com/resources/what-employers-look-for-hr-jobs/

6.   https://hrci.org/aphr

7.   Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2020 Edition, https://www.bls.gov/ooh/