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  • PHR®/SPHR® are designations that recruit your full resources

    Being a Professional in Human Resources (PHR®) or Senior Professional in Human Resources (SPHR®) sends a clear message that you have mastery of human resources. Both represent commitment to keeping up-to-date with the latest HR trends and efficient solutions to the breadth of HR related issues. The HR Certification Institute’s PHR® and SPHR® are highly respected within the HR community and some companies make it a point to only hire professionals with these qualifications.
     
    Before opting to become a PHR® or SPHR®, it is the key to analyze your grasp of the HR field in all its complexity to assess which designation is best for you:
     

    The PHR® is ideal if you have the following characteristics:

    • Making sound investment decisions by gathering information on a particular industry or stock they are assigned to by a senior financial analyst
    • Tactical/logistical orientation
    • Emphasis on program implementation
    • Answerability to someone else in HR
    • Only two to four years of general HR exposure and experience
    • Reach is focused on the HR department rather than organization-wide
    • Respectability through know-how and decision-making potential

    The SPHR® is best if you have the following traits:

    • All-encompassing perspective
    • Plans and designs
    • High up in the HR department with six to eight years of experience
    • Mastery of general HR know-how
    • Passes capable judgment based on exposure
    • Grasps the internal and external impact of decisions
    • Comprehends business at large
    • Negotiating abilities, influence and great credibility

     

     

    PHR®/SPHR®’s Importance

    The PHR®/SPHR® is a respected and valued credential in the HR community and is your passport to career success. Some areas in HR are changing while others are being completely ‘renovated’ to suit contemporary business (e.g. social media outreach, motivation etc.). “People power” is more important than ever. Today PHRs® and SPHRs® can look forward to:

      • Esteem from employers (1 out of 2 recruiters prefer those with HR certification)
      • Greater self-motivation
      • Recognition
      • Great pay and benefits
      • Career opportunities, stability and more promotions
      • Connection to a network of over 108,000 HR professional from over 70 countries

     

    Since the PHR®/SPHR® are a highly respected professional designation; it sets you above the competition in the sphere of HR.

     

    Benefits of the PHR®/SPHR® Program

    Becoming a PHR®/SPHR® means you have to pass an exam. The PHR®/SPHR® program sharpens skills and useful competencies that are essential to your career’s success:

    • Superior HR knowledge base (theoretical and practical)
    • Evidence of the most current core HR practices and principles
    • High ethical standards
    • Personal skills
    • Communication skills
    • Motivational and leadership skills
    • Significant know-how

     
    In addition to nurturing all these indispensible skills, SHRM’s program gives you the insider’s edge.

  • Real World Relevance

    Take a closer look at the content the PHR®/SPHR® covers. With such rich material and pertinent topics, the PHR®/SPHR® really symbolize the height of HR.
     
    Module 1 – Business Management and Strategy

    • The Role of Human Resources in Organizations.
    • The Strategic Planning Process.
    • Scanning the External Environment.
    • Organizational Structure and Internal HR Partners.
    • Measuring Human Resource Effectiveness.
    • Ethical Issues Affecting Human Resources.
    • Human Resources and the Legislative Environment.
    •  

    Module 2 – Workforce Planning & Employment

    • Key Legislation Affecting Employee Rights.
    • Key Legislation Affecting Privacy and Consumer Protection.
    • Equal Employment Opportunity/Affirmative Action.
    • Gender Discrimination and Harassment in the Workplace.
    • Organizational Staffing Requirements.
    • Job Analysis and Documentation.
    • Recruitment.
    • RFlexible Staffing.
    • Selection.
    • Employment Practices.
    • Organizational Exit.
    • Employee Records Management.
    •  

    Module 3 – Human Resource Development – HRD

    • Key Legislation.
    • Human Resource Development and the Organization.
    • Adult Learning and Motivation.
    • Assessment of HRD Needs.
    • HRD Program Design and Development.
    • HRD Program Implementation.
    • Evaluating HRD Effectiveness.
    • Career Development.
    • Developing Leaders.
    • Organizational Development Initiatives.
    • Performance Management.
    •  

    Module 4 – Compensation and Benefits

    • Executive compensation
    • Tax-deferred education accounts
    • International compensation
    • Compensation Systems.
    • Introduction to Benefit Programs.
    • Government-mandated Benefits.
    • Voluntary Benefits.
    • Evaluating the Total Compensation System and Communicating to Employees.
    • Pay Administration.
    •  

    Module 5 – Employee and Labor Relations

    • Key Legislation Affecting Employee and Labor Relations.
    • Employee Relations and Organizational Culture.
    • Employee Involvement Strategies.
    • Positive Employee Relations.
    • Work Rules.
    • Effective Communication of Laws, Regulations and Organizational Policies.
    • Discipline and Formal Complaint Resolution.
    • Union Organizing.
    • Unfair Labor Practices.
    • Collective Bargaining.
    • Strikes and Secondary Boycotts.
    • Public-sector Labor Relations.
    • International Employee and Labor Relations.
    •  

    Module 6 – Risk Management

    • Organizational risk
    • Professional liability insurance
    • Health.
    • Safety.
    • Security.

  • PHR®/SPHR® Certification Basic Requirements

    Before you start your journey towards becoming a PHR®/SPHR®, you have to meet certain requirements:

      • PHR®/SPHR® exam requirements
      • PHR®/SPHR® recertification requirements

     

    PHR®/SPHR® Exam Basic Requirements

    Not just anyone can become a PHR®/SPHR®. Why? Because the PHR®/SPHR® is a very specific professional designation and is a badge of excellence. And so to qualify to take the PHR®/SPHR® exam you need one of the below:
     
    PHR® Eligibility:

      • 1 year of demonstrated professional (exempt-level) HR experience with a master’s degree or higher
      • 2 years of demonstrated professional (exempt-level) HR experience with a bachelor’s degree
      • 4 years of demonstrated professional (exempt-level) HR experience with less than a bachelor’s degree

     
    SPHR® Eligibility:

      • 4 years of demonstrated professional (exempt-level) HR experience with a master’s degree or higher
      • 5 years of demonstrated professional (exempt-level) HR experience with a bachelor’s degree
      • 7 years of demonstrated professional (exempt-level) HR experience with less than a bachelor’s degree

     

    PHR®/SPHR® Recertification Basic Requirements

    To maintain your full-fledged PHR®/SPHR® status, you have to undergo recertification every 3 years since HR is an evolving field. Recertification is easy. Simply do the following:

      • Accumulate 60 credit hours of HR-related continuing education activities OR take the exam again

     

    About the PHR®/SPHR® Exam

    Since PHR®/SPHRs® are in demand, the PHR®/SPHR® exam can be taken in several locations around the world. This is great news for candidates. PHR®/SPHR® candidates are busy professionals and so the wide choice of exam centers in the region is very convenient.
     

    PHR®/SPHR® Exam Content and Structure:

    Exam Topics PHR SPHR
    Module one: Business Management and strategy 11% 30%
    Module two: Workforce Planning and Employment 24% 17%
    Module Three: Human Resources Development 18% 19%
    Module Four: Compensation and Benefits 19% 13%
    Module Five: Employee and Labor Relations 20% 14%
    Module Six: Risk Management 8% 7%

     

    PHR®/SPHR® Exam Schedule and Locations

    To best prepare for the PHR®/SPHR® Exam, it’s important to know what to expect:

      • An 8-week testing window during May/June
      • An 8-week testing window during in December/January
      • A 3 hour long computer-based exams comprising of 175 multiple choice questions
      • Test specifications that are reassessed every 3 years to ensure up-to-date, real content
      • PHR® questions focus more on technical and operational issues while SPHR® questions reflect more strategic and policy related concerns.
      • Both exams are essentially general and have roots in U.S. federal laws, practices and regulations
      • 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

     

    Application Steps

    Once you’ve met all the requirements, you can start applying so you can take the official exam. The application process is quick, just:

    • Enroll in your PHR®/SPHR® course
    • Check the exam dates
    • Decide when you want to take the exam and  Apply for the exam online
    • Fill out the exam application by following the registration steps on HRCI’s website
    • Pay the required exam fee and application fee
    • Wait to receive your Authorization to Test (ATT)
    • Book to take the exam at your nearest Prometric Test Center

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