phr sphr gphr brochure

8/2/2019 Phr Sphr Gphr Brochure

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2011 HR CERTIFICATIONOVERVIEW BROCHURE

GET CERTIFIED.

GET NOTICED.


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HEAR THEIR HR STORIES

Jennier Dobbins, PHR

Kristi West, SPHR, SPHR-CA, GPHR

Northeast Florida has numerous driven and outstanding HR proessionals. As a youngHR proessional, I understand that credibility is essential to my rise to the top o the

ladder. The PHR certifcation proved my credibility as a leader to my peers and the

business sector. Having my PHR certifcation also allowed me to be a trusted HR

resource as a volunteer leader in my hometown. Confdence, respect and continual

growththe PHR certifcation provided them all. Wouldnt you consider getting

certifed today?

Most HR proessionals end up being paper-pushers and never strategic business

partners. It is not the path that I want or my HR career. To set mysel apart, I pursued

the SPHR certifcation as the key dierentiation tool. The SPHR certifcation is more than

a piece o paper that hangs on the wall. Combined with my HR eperience, the SPHR

certifcation enabled me to think like a strategic partner o my organization. When I

moved to Caliornia, I added the Caliornia credential to my title. It was a wise move

because Caliornia employers are hesitant in hiring HR proessionals who are unamiliar

with Caliornia employment laws. My SPHR-CA credential proved that I was the right

candidate or the job.

Global HR has been my passion since living and working overseas. While MBA

gave increased credibility rom a business perspective, the GPHR certifcation

completed my global HR credibility. In 2005, I started my global HR consultancy.

GPHR contributed to the practices success as my competency in global HR was

demonstrated among the clients. Other than being a member o the SHRMs Global

HR Special Epertise panel, I am also a certifed instructor o the GPHR eam

preparation course. This is how much the GPHR certifcation meant to me!

Kendal Callison, GPHR


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CAREER BENEFITS BROUGHT ABOUT BYHR CERTIFICATION

Becoming certifed by the HR Certifcation Institute is a career-

long commitment. HR certifcants rom around the globe,

working or companies both large and small, have earned and

maintained their certifcations and, as a result, helped their HRcareer. Achieving certifcation demonstrates to your peers and

organization that you are driven to be successul in HR. Earning

your HR certifcation:

Makes your resume stand out rom other job applicants. 96%o employers indicated that job applicants who are certifedhave hiring advantage over those who are not certifed.

Increases your chance o career advancement. 91% oemployers agreed that certifed HR proessionals have strongerchance being considered or promotion opportunities.

Business leaders fnd that HR certifcation distinguishes

individuals who are more sel-motivated. 68% o employersindicated that certifcation demonstrates employeescommitment to HR.

Connects you to an elite network o driven HR proessionalsaround the globe. Achieving HR certifcation puts you ina network o more than 116,000 HR practitioners whowork in leading organizations like Boeing, Chevron, FedEx,GlaxoSmithKline, Samsung and Wal-Mart in more than 70

countries and territories.

All statistics are based on the HR Certifcation Institutes 2010

Value o Certifcation Study.

ABOUT THE HR CERTIFICATION INSTITUTE

As the internationally recognized leader in HR certifcation, the

HR Certifcation Institute has been certiying HR proessionals or

over 33 years. Today, more than 115,000 HR certifcants in over 70

countries and territories have received and successully maintained

their HR credentials rom the HR Certifcation Institute. Our

credentials are valued by business leaders and the HR proession

because our exams test knowledge gained rom experience working

in the HR feld as well as orward-thinking HR business practices,

policies and procedures that proessionals are expected to know in

order to perorm their work eectively. Get certifed today.

CHOOSE THE CERTIFICATION THAT ISRIGHT FOR YOU

The HR Certifcation Institute oers three core certifcations:

Proessional in Human Resources (PHR)

Senior Proessional in Human Resources (SPHR)

Global Proessional in Human Resources (GPHR)

In addition to the three core certifcations, the HR Certifcation

Institute oers a Caliornia-based certifcation that augments

the PHR or SPHR certifcation. This certifcation ocuses on HR

knowledge specifc to Caliornia HR laws and practices.

The PHR and SPHR exams assess generalist knowledge o the HR

feld, including strategic business management, workorce planning

and employment, HR development, total rewards, employee and

labor relations, and risk management.

The GPHR exam assesses the international HR body o

knowledge and is intended or HR proessionals with cross-border

responsibilities. The tested areas include strategic HR management,

global talent acquisition and mobility, global compensation

and benefts, organizational eectiveness, talent development,

workorce relations, and risk management.

The Caliornia certifcation ocuses on knowledge specifc to HR

laws and practices in cases where they are dierent rom or need to

be integrated with ederal laws and practices. Only candidates who

have a current PHR or SPHR certifcation are eligible to take the

exam.

To better understand the subject areas tested on each certifcation

and exam application details, please download the certifcation

handbook at www.hrci.org.


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ExAM CONTENT

The exam content and questions are created by HR subject matter experts and validated by HR proessionals working in the feld.

The subject areas and questions are periodically updated to ensure that they are consistent with current practices in the HR feld.

The PHR and SPHR exams consist o 225 multiple-choice questions. The GPHR exam consists o 165 multiple-choice questions.

The passing score or each exam (based on a scaled score) is 500. The minimum possible score is 100 and the maximum possible score is 700.

PHR/SPHR

12%

26%

17%

22%

7%

16%

29%

17%17%

18%

7%

12%

26%

18%

22%

12%

22%

Strategic Business Management (12%, 29%)

Develops, contributes to and supports the organizations

mission, vision, values, strategic goals and objectives; ormulates

policies; guides and leads the change process; and evaluates HRs

contributions to organizational eectiveness.

Workorce Planning and Employment (26%, 17%)

Develops, implements and evaluates sourcing, recruitment, hiring,

orientation, succession planning, retention and organizational exit

programs necessary to ensure the workorces ability to achieve the

organizations goals and objectives.

Human Resource Development (17%, 17%)

Develops, implements and evaluates activities and programs

that address employee training and development, perormance

appraisal, talent and perormance management, and the unique

needs o employees to ensure that the knowledge, skills, abilities

and perormance o the workorce meet current and utureorganizational and individual needs.

Total Rewards (16%, 12%)

Develops, selects, implements, administers and evaluates

compensation and benefts programs that support the

organizations strategic goals, objectives and values.

Employee and Labor Relations (22%, 18%)

Analyzes, develops, implements, administers and evaluates the

workplace relationship between employer and employee in order

to maintain relationships and working conditions that balance

employer and employee needs and rights in support o the

organizations strategic goals, objectives and values.

Risk Management (7%, 7%)

Develops, implements, administers and evaluates programs, plans

and policies that provide a sae and secure working environment

and protect the organization rom liability.

GPHR

Strategic HR Management (26%)

Develops global HR strategies to support the organizations short

and long-term business goals and corporate values.

Global Talent Acquisition and Mobility (22%)

Develops, implements and evaluates global stafng strategies to

support organizational objectives in a culturally and contextually

appropriate manner, including utilization o the employer brand;

job and cost analysis; and the recruitment, hiring, preparation and

global mobility o employees to meet business needs.

Global Compensation and Benefts (18%)

Establishes and continuously assesses global compensation

strategy, including remuneration, benefts and perquisites

programs aligned with the companys business objectives.

Organizational Eectiveness and Talent Development

(22%)Designs, implements and enriches organizational structures,

programs and processes to eectively develop and engage a global

workorce in alignment with the organizations business needs,

culture and values.

Workorce Relations and Risk Management (12%)

Establishes processes and practices that protect or enhance

organizational value by managing risks and addressing employee

rights and needs on a global basis.

Strategic Business Management (12%)

Workforce Planning & Employment (26%)

Human Resource Development (17%)

Total Rewards (16%)

Employee and Labor Relations (22%)

Risk Management (7%)

Strategic Business Management (29%)

Workforce Planning & Employment (17%)

Human Resource Development (17%)

Total Rewards (12%)

Employee and Labor Relations (18%)

Risk Management (7%)

Strategic HR Management (26%)

Global Talent Acquisition & Mobility (22%)

Global Compensation and Benefts (18%)

Organizational Eectiveness and TalentDevelopment (22%)

Workorce Relations & Risk Management (12%)


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ONLINE ASSESSMENTExAMS

ONLINE ASSESSMENT ExAMSTRUCTURE

TIME ALLOTMENT PRICE (US$)

PHR/SPHR 75 multiple-choice questions 80 or 120 minutes $45 or one exam OR$70 or two exams*

Each exam comes with

two versions.

GPHR 80 multiple-choice questions 60 or 90 minutes $35 per exam

*Oer only available i you sign up or both exams at the same time.

CERTIFICATION GUIDES

We also oer the ollowing study guides, which you can purchase

at national book stores or the SHRM book store:

The HR Certifcation Institutes Ofcial PHR and SPHR

Certifcation Guide.

The HR Certifcation Institutes Ofcial GPHR Certifcation

Guide.

STUDY GROUPS

Visit our certifcation groups on social networking web sites such

as LinkedIn, Facebook and SHRM Connect to orm study groups

or post your exam preparation questions.

MAINTAINING YOUR CERTIFICATION

Once you have passed your certifcation exam, you are required

to stay up-to-date with the rapidly changing HR proession. All

certifcants are required to recertiy every three years to retain their

credentials. Sixty recertifcation credit hours must be accumulatedduring the three-year certifcation cycle; alternatively, you may

choose to retake the exam. Recertifcation credit hours must relate

to the exam content and can be gained through the ollowing areas:

Continuing education.

Instruction.

On-the-job experience.

Research and publishing.

Leadership.

Proessional membership with a national HR association.

For specifc certifcations, some o the recertifcation credit hours

need to be earned in their core areas:

SPHR certifcation: 15 hours out o the 60 recertifcationcredit hours must be Strategic Business Management activitiesas defned by the SPHR exam content. Strategic BusinessManagement activities consist o HR responsibilities thatall outside o the traditional human resource unction.Business leaders are increasingly turning to their senior HR

proessionals to quantiy and justiy their investment inhuman capital. Thus, it is imperative or HR proessionals tounderstand how the organizations HR strategies and goalsalign with the overall strategies and goals o the organization.

GPHR certifcation: 30 hours out o the 60 recertifcationcredit hours must be Strategic HR Management activities asdefned by the GPHR exam content. The international HRfeld is constantly changing and challenges HR proessionals to

stay abreast o its key issues and developments. To qualiy orinternational credit, the activities must have a cross-borderor global ocus.

Caliornia certifcation: 15 hours out o the 60 recertifcationcredit hours must be Caliornia-specifc activities. Theactivities must ocus primarily on the unique employment

laws o the state rather than ederal employment regulations.

Visit www.hrci.org or our Recertifcation Blog or more

recertifcation inormation.

Patrick Conway, GPHR

It has always been my dream to lead the HR

department o a global organization. I added the

GPHR credential to my overall ualifcations to help

me realize that dream. Ater obtaining my GPHR

certifcation in 2007, I became director o human

resources or an international company that had ofces

in 20 countries, including India, South Korea and

United Kingdom. While I believe that my etensive

HR and business eperience helped, it was my GPHR

credential that gave my employer proo that I could

handle the additional responsibilities and compleities

that come with international HR. Since taking on the

directors role, I have been promoted to vice president

o human resources.


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THECERTIFICAT

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