Just as the fields of accounting, nursing and law have certification tests to differentiate levels of expertise, knowledge and accomplishment... the field of human resources has created a 3 test series of exams to add credibility to the field and its professionals.
The 3 test series consists of the PHR test (Professional in Human Resources), the SPHR test (Senior Professional in Human Resources) and finally the GPHR (Global Professional in Human Resources). This summer, I studied for and passed the PHR exam.
Professional in Human Resources (PHR) is an industry certification for people working in the human resource management profession. The certification, awarded by the HR Certification Institute, signifies that individuals possess the theoretical knowledge and practical experience in human resource management necessary to pass a rigorous examination demonstrating a mastery of the body of knowledge in the field.
PHR, SPHR AND GPHR EXAM OVERVIEW
PHR and SPHR Exams
The Professional in Human Resources (PHR®) and the Senior Professional in Human Resources (SPHR®) exams are both based on U.S. federal laws, regulations and practices and are generalist in nature (i.e., they assess all the functional areas of the HR field). They differ in terms of focus and the cognitive level of questions. PHR questions tend to be at an operational/technical level. SPHR questions tend to be more at the strategic and/or policy level.
Test questions on both exams reflect the most recently published test specifications (see Appendix A). The exams are multiple choice and consist of 200 scored questions plus 25 pretest questions randomly distributed throughout the exam (a total of 225 questions). Each question lists four possible answers, only one of which is the correct or “best possible answer.” The answer to each question can be derived independently of the answer to any other question. Four hours are allotted to complete the exam.
PHR Candidate:
■ Focuses on program implementation.
■ Has tactical/logistical orientation.
■ Has accountability to another HR professional within the organization.
■ Has two to four years of exempt-level generalist HR work experience, but because of career length may lack the breadth and depth of a more senior-level generalist.
■ Has not had progressive HR work experience by virtue of career length.
■ Focuses his or her impact on the organization within the HR department rather than organizationwide.
■ Commands respect through the credibility of knowledge and the use of policies and guidelines to make decisions.
SPHR Candidate:
■ Designs and plans rather than implements.
■ Focuses on the “big picture.”
■ Has ultimate accountability in the HR department.
■ Has six to eight years of progressive HR experience.
■ Has breadth and depth of HR generalist knowledge.
■ Uses judgment obtained with time and application of knowledge.
■ Has generalist role within organization.
■ Understands the effect of decisions made within and outside of the organization.
■ Understands the business, not just the HR function.
■ Manages relationships; has influence within overall organization.
■ Commands credibility within organization, community and field by experience.
■ Possesses excellent negotiation skills.
GPHR Exam
Globalization is the defining political and economic force in the world today. It requires new ways of thinking and responding. For HR professionals, recognizing and understanding this phenomenon is fast becoming a job requirement. The purpose of the Global Professional in Human Resources (GPHRTM) certification is to assess your mastery of the necessary knowledge to be successful in this worldwide marketplace. The exams are multiple choice and consist of 150 scored questions plus 15 pretest questions randomly distributed throughout the exam (a total of 165 questions). Each question lists four possible answers, only one of which is the correct or “best possible answer.” The answer to each question can be derived independently of the answer to any other question. Three hours are allotted to complete the exam.
GPHR Candidate:
■ Establishes HR policies and initiatives that support the organization’s global growth and reputation as an employer.
■ Designs organizational structures, programs and processes to achieve worldwide business needs.
■ Oversees international assignment strategies and policies.
■ Develops, implements and evaluates programs, processes and tools to ensure that they align with competitive practice, the organization’s objectives and legal requirements.
■ Oversees the processes and practices that ensure favorable employment conditions balancing employer needs with employee rights and needs.
■ Has core knowledge of the organization’s international HR activities.
What Is Certification?
Certification is a voluntary action by a professional group to establish a system to grant recognition to professionals who have met a stated level of training and work experience. Certified individuals are usually issued a certificate attesting that they have met the standards of the credentialing organization and are entitled to make the public aware of their credentialed status, usually through the use of acronyms (e.g., PHR, SPHR or GPHR) after their names.
Why Is Certification Desirable?
Certification sets those with the credential apart—or above—those without it. There are a number of advantages to seeking certification. Certification becomes a public recognition of professional achievement—both within and outside of the profession. For many, achieving certification becomes a personal professional goal—a way to test knowledge and to measure it against one’s peers. Others see certification as an aid to career advancement.
Purpose and Use of Certification
PHR, SPHR and GPHR certification shows that the holder has demonstrated mastery of the domestic or international HR body of knowledge and, through recertification, has accepted the challenge to stay informed of new developments in the HR field.
The PHR, SPHR and GPHR exams are completely voluntary. Organizations or individuals incorporating PHR, SPHR or GPHR certification as a condition of employment or advancement do so of their own volition. Individuals should determine for themselves whether the use of this process, including its eligibility and recertification requirements, when coupled with any other requirements imposed by individuals or organizations, meets their needs and complies with any applicable laws.
The PHR, SPHR and GPHR designations are a visible reminder to peers and co-workers of the holder’s significant professional achievement. PHR-, SPHR- and GPHR-certified professionals should proudly display their certificates and use the credentials on business correspondence.
