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The SHRA Certification Study Group meets at Webster University's Sarasota Metropolitan Campus. The group will run for 12 weeks -- there is NO CHARGE for SHRA members; for non-SHRA members the cost is $100. Both members and non-members pay for their own study materials. We recommend the SHRM Learning System. The HRCI Certification Information Handbook provides a wealth of information as well as eligibility requirements for taking the certification exams. The information can be accessed online at www.hrci.org.
PHR/SPHR Spring Study Group began March 3rd but it's not too late to join (no cost to SHRA members).
View full study group schedule.
Join us - click here register
Look for additional information in the SHRA newsletter. In the meantime, if you have any questions, please contact our Certification Chair at certification@myshra.org.
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This is an exerpt from the Human Resource Certification Institute Website.
Overview
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 initials (i.e., PHR or SPHR) after their names.
Certifications differ from certificate programs because certifications include an experience component. Certificate programs, on the other hand, award certificates once a course of study has been completed and do not require previous work experience.
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. 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. HRCI exams are offered only in English.
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.
For those considering taking the PHR or SPHR exam, HRCI offers an online assessment exam composed of actual exam questions that have appeared on previous exams but were removed from the item bank to develop the assessment exam. Before registering for the PHR or SPHR exam, consider taking this online assessment exam. The assessment exam exposes candidates to the types of questions on the actual exam. For more information about the assessment exam (including fees), visit the HRCI Web site at www.hrci.org.
Are you ready? Take the HRCI Online Assessment Exam for PHR or SPHR (www.hrci.org).
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 new Global Professional in Human Resources (GPHR®) certification is to assess your mastery of the necessary knowledge to be successful in this worldwide marketplace.
Exam questions reflect the most recently published test specifications. 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.
Pretest Questions
Pretest questions are not counted in scoring. They are, however, essential in building the PHR, SPHR and GPHR item (or test question) banks and are on the exam to statistically assess their difficulty level and effectiveness at discriminating between candidates who meet the passing standard and those who do not. The information gathered in the pretest process determines whether or not the question will be included on a future exam.
On Test Day
On test day, answer questions that are easy first and mark the more difficult ones to return to later. There is no penalty for guessing, so try to answer all the questions. Unanswered questions are counted as incorrect.
There are survey questions at the end of the exam that candidates are encouraged to answer. These questions are optional. Responses are confidential. The information collected is used for statistical purposes only.
Exam questions represent the following functional areas in HR. The percentages indicate the extent to which each functional area is emphasized in each exam.
PHR AND SPHR Exam Functional Areas
PHR SPHR
Strategic Management 12% 29%
Workforce Planning and Employment 26% 17%
Human Resource Development 17% 17%
Total Rewards 16% 12%
Employee and Labor Relations 22% 18%
Risk Management 17% 17%
GPHR Exam Functional Areas
Strategic HR Management 22%
Organizational Effectiveness and Employee Development 14%
Global Staffing 10%
International Assignment Management 28%
Global Compensation and Benefits 16%
International Employee Relations and Regulations 105
Exams reflect the percentages listed above and are reviewed by a panel of certified HR professionals with subject matter expertise to ensure that the questions are up to date and reflect the published test specifications.
Passing Score
The passing score for each exam (based on a scaled score) is 500. The minimum possible score is 100. The maximum possible score is 700. For more information about scaled scoring, please see “Understanding the Score Report” and “How the Passing Score Was Set” in the handbook.
Certification Denial and Revocation
Certification may be denied or revoked for any of the following reasons:
- Falsification of work experience or other information on the exam application.
- Misrepresentation of work experience or other information on the exam application.
- Violation of testing procedures.
- Failure to pass the certification exam.
- Failure to meet recertification requirements.
Candidates whose certifications are denied or revoked should contact HRCI for more information about how to appeal the denial or revocation. There is no appeal based on failure to pass the exam or to recertify.
For more information, please visit www.hrci.org.
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