The skills and abilities that a human resources (HR) professional uses to produce desired results requires a mastery of professional skills and techniques. 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 walk a tight line and must master the art of staying two steps ahead while having one foot firmly planted in the present.

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

Professional Certifications

Credentialing as an HR professional demonstrates to your colleagues and your organization that you are committed to a higher standard and ethic and dedicated to the HR profession. When you achieve your HR credential, it signals your mastery of core practices and principles in HR management, raising the confidence of an employer and your peers in your abilities.

A professional certification is not to 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, nor do they require recertification. Figure 1-1 shows the HRCI January 2018 certification data.¹

Figure 1-1 HRCI certification Holders as of January 31, 2018

HR Certification Organizations

As of 2018, three certifying organizations offer HR professionals the opportunity to become professionally certified: the HR Certification Institute, which is accredited; 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 first-level career HR professionals with the aPHR exam. All of the organizations’ certifications test knowledge that HR professionals require as their baseline. All three organizations examine individual knowledge and application of that knowledge.

The HR Certification Institute

The HR Certification Institute (www.hrci.org) was established in 1976 as an internationally recognized certifying organization for the human resources profession. Its mission is to develop and deliver the highest-quality certification programs that validate mastery in the field of human resources management and contribute to the continued improvement of individual and organizational performance. Until 2015, HRCI was the only certifying organization for the HR profession and, as of this writing, is the only accredited certifying organization.

HRCI exists to enhance the professionalism of the HR profession with its various certification processes. The HRCI certifications demonstrate relevance, competence, experience, credibility, and dedication to human resources. The institute is a nonprofit (501)(c)(3)² separate organization, an IRS designation, from the Society of Human Resource Management, which is a (510)(c)(6)³ 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 responsibility statements required to successfully understand and perform generalist HR-related duties associated with each of its credentials, i.e., 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), Professional in Human Resources, International (PHRi), and Senior Professional in Human Resources, International (SPHRi). The BoK is periodically updated, typically every five to seven years, to ensure it is consistent with and reflects current practices in the HR field. This book, PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide, 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 knowledge of foundational human resources.

Eligibility Requirements   To sit for the aPHR exam, you must have the following:

•   A high school diploma or global equivalent. No experience is required since the aPHR credential is a knowledge-based credential.

PHR

The Professional in Human Resources certification demonstrates that a person has mastery of the technical and operational aspects of HR practices and U.S. laws and regulations. The professionally relevant credential is for the HR professional who focuses on program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has 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 one year of experience in a professional-level HR position plus a master’s degree or higher

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

•   A minimum of four years of experience in a professional-level HR position plus a high school diploma

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 four years of experience in a professional-level HR position plus a master’s degree or higher

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

•   A minimum of seven years of experience in a professional-level HR position plus a high school diploma

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 the creation of organizational programs, processes, and tools that achieve worldwide business goals.

Eligibility Requirements⁴   To sit for the GPHR exam, you must have one of the following:

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

•   A minimum of three years of experience in a professional-level HR position (at least two in global HR) plus a bachelor’s degree

•   A minimum of four years of experience in a professional-level HR position (at least two in global HR) plus a high school diploma

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 that an HR professional has mastered the laws, regulations, and HR management practices unique to the state of California. The PHRca is for professionals either who practice in California or who are responsible for human resources management functions in California. You do not have to be located in California or any longer possess a PHR or SPHR certification to earn a PHRca certification.

Eligibility Requirements⁵   To sit for the PHRca exam, you must have one of the following:

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

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

•   A minimum of four years of experience in a professional-level HR position plus a high school diploma

PHRi

The Professional in Human Resources, International is a global, competency-based credential that is designed to validate professional-level core HR knowledge and skills. The credential demonstrates a mastery of generally accepted technical and operational HR principles on a global scale. Independent of geographic region, the credential complements local HR practices. Through demonstrated knowledge, the credential enhances the credibility of HR professionals and the organizations they serve.⁶

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

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

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

•   A minimum of four years of experience in a professional-level HR position plus a high school diploma 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 and the organizations they serve.⁷

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

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

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

•   A minimum of seven years of experience in a professional-level HR position plus a high school diploma 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 three years through demonstrated professional development (the preferred method) or by retaking the exam. Recertification can be earned in the following categories:

•   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.

The Society for Human Resource Management

For more than 65 years, the Society for Human Resource Management (www.shrm.org) has served the human resources profession and HR professionals worldwide. Founded in 1948, SHRM is the world’s largest HR membership organization devoted to human resources management. Representing more than 275,000 members in more than 160 countries, SHRM is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resources management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India, and United Arab Emirates.

SHRM began offering its own certifications in 2015,⁸ 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).

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 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 three-year recertification period that ends on the last day of the credential holder’s birth month

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

The International Public Management Association for Human Resources

While HRCI and SHRM offer certifications covering all employment sectors (private, public, international, and federal government), IPMA-HR focuses solely on public-sector human resources professionals. It is international in scope.⁹

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 that is currently offered three times a year. Then you may 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 one 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 six years of HR work experience. Bachelor’s degree holders must have four years of HR work experience, and graduate degree holders must have a minimum of two years of HR work experience. All 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, 96 percent of employers say that an HR-certified candidate applying for a job would have an advantage over a noncertified candidate. In addition, HR professionals who hold certifications tend to make more money than their peers who do not.¹⁰ According to PayScale Human Capital, this pattern is true for all industries and metropolitan areas in the United States. 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

•   Boost your confidence

•   Create recognition for you as an HR professional

•   Help you master expert knowledge for the HR profession

•   Protect your organization from risk by knowing regulatory compliance

•   Help you stand out from other HR candidates in job searches and promotions

•   Broaden your perspective in the HR field

•   Help you keep up with HR innovations, developments, and legislative/law changes

•   Help you 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 May 2014 study from Software Advice, Inc., called “What Employers Are Looking for in HR Positions”¹¹ revealed that employers will be increasingly demanding certification for their job candidates. The study found the HR certification preferences, broken down by job title, shown in Table 1-1.

Table 1-1 HR Certification Specifications by Job Title

This survey suggests that certification will be 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 HR Certification Institute’s Role

The HR Certification Institute exists to enhance the professionalism of HR professionals with the various certification processes. The institute is a nonprofit separate entity from the Society of Human Resource Professionals. HRCI is responsible for the following:

•   Conducting the practice analysis that results in the HR Body of Knowledge

•   Developing test questions and maintaining the test bank versions

•   Determining a candidate’s eligibility to take the exams

•   Managing the details of test registration and the testing process

•   Approving recertification activities by which certified HR professionals retain their designations

HRCI was accredited by the National Commission for Certifying Agencies in 2008. It partners with PearsonVUE (https://home.pearsonvue.com/hrci) for computerized exam delivery.

The Significance of the Body of Knowledge

HRCI’s BoK is the description of the complete set of concepts, tasks, responsibilities, and the knowledge required to successfully understand and perform generalist HR-related duties associated with each of its credentials. The BoK is periodically updated, typically every five years, to ensure it is consistent with and reflects current practices in the HR field. All exam test questions are specifically linked to a BoK item.

The Test Development Process

HRCI follows certification-industry best practices to create and keep their exams updated. The institute’s question-writing and review processes are designed to reflect the best practices for exam question writing and review in the certification industry. The institute also ensures that questions are developed by actual HR practitioners for the HR practitioner. The following are the steps used in developing its exams:

•   Step 1   The process begins with a practice analysis study that defines the HR BoK from which exam questions are created. The BoK is a source document that identifies the basic principles, concepts, and knowledge requirements for HR generalists to successfully carry out their duties and responsibilities for each level and type of certification offered by HRCI. A 10-member practice analysis task force is organized that is responsible for conducting critical incident interviews and focus panels to identify and collect current information and practice patterns for HR generalists. This information is sorted into process- and content-based approaches to functional areas of responsibility. The final results are submitted to the HRCI board of directors for approval. The approved result is the HR Body of Knowledge, also called exam content. Practice analysis studies are typically conducted every five years. The next PHR/SPHR practice analysis study will occur in 2018.

•   Step 2   Exam item development begins with two U.S. 15-member item writing panels consisting of certified HR professionals who received special training and are tasked to write 35 new test items (questions) each year. Separate 15-member writing panels write test items for the GPHR and California certification exams.

•   Step 3   Questions prepared by the item-writing panels are reviewed by item review panels consisting of veteran writers. These item review panels look to ensure the test questions are reflective of the applicable BoK, are relevant to the HR field, and are adequately supported by the evidence and subject-matter expert literature—literature reviewed by a panel that checks for accuracy and proper coding to the HRCI functional area. Items that pass this review screen are collected into an “item bank” to be selected as appropriate for upcoming exams.

•   Step 4   All questions must pass validity and reliability testing requirements. This happens when a new test item is initially used on an exam. The new test item is part of 25 unscored items randomly distributed on the exam. Their initial appearance is to develop a statistical profile that will determine whether the item meets validity and reliability requirements based on exam results, and is thus usable as a scored item on future exams.

•   Step 5   Exams consist of 175 questions, 25 of which are unscored, and multiple versions of the exam are created and reviewed by another panel.

•   Step 6   A passing score is determined for each of the seven exam versions.

•   Step 7   Each question on the exam version is pre-equated to determine the difficulty level of that version. Item Response Theory (IRT) is used to pre-equate. Because all versions of the exam are pre-equated, the number of questions answered correctly to earn a passing score varies depending on the exam version. The minimum passing score is a scaled score of 500. This is a floating score based on the degree of difficulty of the exam; that is, a more difficult exam will have a lower floating score, while a less difficult exam will have a high floating score.

Figure 1-2 provides a flowchart of the exam test development.

Figure 1-2 HRCI exam development process

All questions appearing on the PHR and SPHR exams are linked to HRCI’s BoK and responsibilities statements, which are located in Chapter 3 and at the front of each functional area in Chapters 4 through 13.

The Exam Experience

All exams are delivered by computer-based testing (CBT). Computer-based testing is the standard for many other test delivery programs. CBT is testing done in person, on a computer, and at an approved testing center. CBT offers a more consistent test delivery, faster scoring and reporting, and enhanced test security. Exam takers receive their preliminary pass/fail results before walking out of the testing center. Official pass/fail notices come in the mail a few weeks after the exam.

The PHR, SPHR, and GPHR exams are three hours in length for testing. Both the PHR and SPHR have the same number of multiple-choice questions, 175, of which 150 are scored questions and 25 are pre-test (unscored). The GPHR’s makeup of questions is 165 multiple-choice (140 scored questions and 25 pre-test). The SPHRi is lengthier with 170 questions (145 of those are scored, and 25 are pre-test), allowing 3 hours and 25 minutes for the exam. The PHRi allows 2 hours and 30 minutes for the exam consisting of 130 questions (105 scored questions and 25 pre-test questions). The PHRca is allotted 2 hours and 15 minutes and has 125 multiple-choice questions.

Seventy-five percent of the PHR exam and 85 percent of the SPHR exam are heavily experiential—that is, application or situation based. The exams test a knowledge or cognitive comprehension level of 25 percent for the PHR and 15 percent for the SPHR. The PHR and SPHR exams have test questions that require the following:

•   Knowledge and comprehension (recall of factual material, translation, or interpretation of a concept)

•   Application and problem-solving (solving new, real-life problems through the application of familiar principles or generalizations)

•   Synthesis and evaluation (combining distantly related elements into a whole involving critical judgments in terms of accuracy or consistency of logic)¹²

Strict rules are enforced at the testing centers to ensure a secure, consistent, and fair test experience for all exam takers. You will find the testing center information for Pearson VUE at https://home.pearsonvue.com/. Reviewing this is advisable for preparation. Prior to the exam, you may be asked to empty your pockets and turn your pockets inside out, and, if you have one, store your purse in a locker during the test. No cell phones, recording devices, calculators, or other aids will be allowed in the testing room.

New Test Question Formats

Up until 2018, HRCI used one format for its test questions. That was a multiple-choice format with four possible answer selections, with only one correct answer within the four. It has since redesigned its tests to include five types of questions:

•   Traditional multiple-choice   Four possible answers with only one of them correct.

Example: The most recognized HR certification organizations are:

A.   Northern California Human Resource Association, Human Resource Certification Institute, and Society for Human Resource Management

B.   Eastern States Professional HR Association, Northern California Human Resource Association, Society for Human Resource Management

C.   International Public Management Association for Human Resources, Human Resource Certification Institute, Society for Human Resource Management

D.   International Human Resource Professionals, Private Sector Human Resource Professionals Association, Society for Human Resource Management

Answer: C is correct. All three are valid certification organizations.

•   Multiple-choice, multiple-response   Like the traditional multiple-choice in that there are multiple possible answers, but two or more of them are correct. The question will tell you how many are correct.

Example: Which of the following are valid HR certifications? (Choose four.)

A.   SPHRca

B.   aPHR

C.   SHRM-CP

D.   IPMA-SCP

E.   Intern-CP

F.   SPHR-SCP

Answer: B, C, D, and F are correct. Each is a valid certification offered by one of the HR certification organizations.

•   Fill in the blank   You will need to insert a number, word, or phrase to complete the test question.

Example: _________ was accredited by the National Commission for Certifying Agencies (NCCA) in 2008.

Answer: Human Resource Certification Institute (HRCI)

•   Drag and drop   You will need to match up contents of two columns of information so they are correctly aligned.

Example: Match the following certification designations to the certifying organization.

A.   SPHRi

B.   aPHR

C.   SHRM-SCP

D.   IPMA-CP

(1)  HRCI

(2)  SHRM

(3)  IPMA-HR

Answer: A, (1); B, (1); C, (2); D, (3)

•   Scenarios   Typical HR problems are presented followed by a series of exam questions based on that scenario. You will be required to use both knowledge and experience to blend skill with legality and practicality from various subject areas.

Example: Amanda has joined the HR department recently. As the newest HR analyst, Amanda has been assigned to provide client departments with monthly reports detailing the HR performance indices. What is the most important factor Amanda should keep in mind while performing this task?

A.   Department managers always have the right to veto any HR initiative.

B.   Any request by the client department should be accepted and provided to them.

C.   Any deliverable she provides will establish her reputation as reliable or unreliable.

D.   Customer reports will eventually be collected and destroyed because of their confidential nature.

Answer: C is correct. Her reputation will rest on her accuracy, honesty, and ethical behavior.

Practice Questions in This Study Guide

In this study guide we will be providing you with a variety of questions that will give you practice with the formats you can expect to encounter on the real exam. None of the questions you find here will actually appear on the exam. But they are legitimate examples of questions similar to those the exam may contain.

We will offer you practice questions at the end of each chapter. And we offer you two complete practice exams so you can get better acquainted with the type of experience you may have on exam day.

Registering for the Exam   Fitting your certification exam schedule into a testing window is now a thing of the past. HRCI provides year-round testing—an HR industry first. The year-round testing provides you with the most flexibility possible to accommodate your busy schedule. Exam dates for all HRCI certifications are available on a first-come, first-served basis at approved testing centers. HRCI monitors test center usage closely and periodically evaluates test center locations based on customer volume.

You must meet all eligibility requirements to take an exam. The exam approval is valid for 120 calendar days from the application approval date.

The Exam’s Design

The PHR and SPHR exams will consist of 175 multiple-choice questions. The PHR exam is more heavily weighted in the functional area of Employee and Labor Relations (39 percent), whereas the SPHR exam is weighted heavily in the functional area of Leadership and Strategy (40 percent). Table 1-2 illustrates the differences in the weightings for each exam and indicates the number of questions you can expect in the specific functional areas.

Table 1-2 PHR/SPHR Exam Weighting

HRCI produces multiple versions of the exam for each testing level (PHR and SPHR). Prometric operates computerized-based testing centers across the United States, and its system is programmed so that any one of the multiple versions may be used for a testing candidate, which means the person sitting next to you very well may be taking a different exam. Some test versions have a number of questions where knowledge of the related legislation or the name of a court case will be needed (see Chapter 2 and Appendix B); other versions may not dive into that, or only indirectly. The other variable is whether there are any math questions on the exam; some exams have them, some don’t. As a result, preparing for the exam should address all of this.

According to HRCI, the January 31, 2018, national pass rates were as follows:

•   aPHR   85%

•   PHR   52%

•   PHRca   50%

•   PHRi   62%

•   SPHR   49%

•   SPHRi   68%

•   GPHR   66%

Chapter Review

Professional HR certification serves as an acknowledgment of an HR professional’s demonstrated mastery of core HR skills, principles, and knowledge, which are essential to the best practice in human resources. This book provides all the necessary knowledge and principles needed to pass your PHR or SPHR exam. Only your past work experience can provide you with the hands-on experience and critical thinking capabilities that are an additional essential part to earning the PHR and SPHR credentials.

HR certification consists of four key components:

•   Eligibility through a combination of past work experience and formal education

•   Commitment and demonstration to a high professional ethical standard

•   Demonstrated applied knowledge and skills through the exam process

•   Ongoing professional development for career lifelong learning through recertification requirements

Having a thorough and complete understanding of the HRCI Body of Knowledge, which is located in Chapter 3 of this book and at the beginnings of Chapters 4–13, is absolutely vital for identifying a correct answer for both the PHR and SPHR exams. You need to know the objective of those laws and regulations inside out.

Remember that the PHR and SPHR exams are based on federal laws and cases and not on local state laws and ordinances (only the PHRca certification has a basis in state law, specifically, California law).

Last, the HRCI website (www.HRCI.org) goes into far greater detail about exam eligibility, registration, recertification, and what the exam questions may look like. Prepare yourself for scenario types of questions, and be sure to take the sample test questions at the end of each chapter in this book. Guessing as a test tactic is not a good substitute for studying in test preparation. Correct answers come from sufficient studying and test practice.

Questions

1.   HRCI has been certifying HR professionals since:

A.   1986

B.   1976

C.   2008

D.   2016

2.   In 2008, _____________ was accredited by the National Commission for Certifying Agencies (NCAA).

3.   HRCI’s certification exams have all been __________, meaning they actually measure what they say they measure.

A.   Validated

B.   Expunged

C.   Contested

D.   Proven

4.   Simone has just graduated from college and is beginning her first job as an HR analyst with a major employer. She is wondering what certification she should seek to begin her career. You tell her to take the exam for ______________.

5.   Which of the following are valid HR certifications? (Choose three.)

A.   PHRCA

B.   PHRi

C.   NPHR

D.   UPHR

E.   SPHR

6.   Someone already certified as a Professional in Human Resources (PHR) must _______________ to gain certification as a Senior Professional in Human Resources (SPHR). (Choose two.)

A.   Sit for and pass the SPHR exam

B.   Have a minimum of seven years of experience at a professional HR level

C.   Sit for and pass the SPHRca exam

D.   Have a minimum of four years of experience at a professional HR level

7.   HR professionals who operate in a global marketplace are able to demonstrate mastery of cross-border HR responsibilities, including strategies of globalization and development of HR policies and initiatives supporting organizational global growth by achieving a _______________ certification.

8.   PHRca is a certification that recognizes the unique characteristics of business and employment requirements in _________________.

9.   Other certification agencies, in addition to the Human Resource Certification Institute, include:

A.   Cross-Border HR Professionals Association and Society for Human Resource Management

B.   Society for Human Resource Management and International Public Management Association for Human Resources

C.   American National Standards Institute and Cross-Border HR Professionals Association

D.   Society for Human Resource Management and Human Resource Standards Acceptance Group

10.   Which of the following is not a valid HR certification designation?

A.   GPHR

B.   SHRM-SCP

C.   IHRM-CP

D.   IPMA-SCP

11.   Studies have shown that ________% of employers are looking for certifications at the HR director level.

12.   The HRCI Body of Knowledge (BoK) is:

A.   A list of everything any HR manager should know

B.   A description of the complete set of concepts, tasks, responsibilities, and knowledge required to fulfill the duties of an HR generalist

C.   A list of all the desirable knowledge items any HR manager should understand

D.   A description of the responsibilities undertaken by any HR generalist

Answers

1.   B. HRCI has been certifying HR professionals since 1976.

2.   HRCI

3.   A. All of the HRCI certification exams have been validated.

4.   aPHR

5.   A, B, E. NPHR and UPHR are not certification designations.

6.   A, D. A minimum of four years’ experience at the professional HR level and passing the SPHR certification exam are both required.

7.   GPHR

8.   California

9.   B. Both SHRM and IPMA-HR are valid certification agencies.

10.   C. IHRM-CP is not a valid HR certification designation.

11.   55%

12.   B. It encompasses concepts, tasks, responsibilities, and knowledge required of an HR generalist.

Endnotes

1.   PayScale Human Capital research report, “The Market Value of PHR and SPHR Certifications,” http://resources.payscale.com/rs/payscale/images/report_SPHR_PHR.pdf

2.   HRCI Certification Policies and Procedures Handbook, www.hrci.org/certification-handbooks

3.   HRCI PHR/SPHR Body of Knowledge Handbook, www.hrci.org/docs/default-source/web-files/phr_sphr-body-of-knowledge=pdf.pdf

4.   HRCI GPHR Body of Knowledge Handbook, https://www.hrci.org/our-programs/our-certifications/gphr

5.   https://www.hrci.org/our-programs/our-certifications/PHRca

6.   https://www.hrci.org/our-programs/our-certifications/PHRi

7.   https://www.hrci.org/our-programs/our-certifications/SPHRi

8.   https://www.shrm.org/certification

9.   https://www.ipma-hr.org

10.   “The Value of HR Certification Around the World,” exit study 2012, www.hrci.org/docs/default-source/web-files/2014-certification-handbook-pdf.pdf