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Professional in Human Resources (PHR) / Senior Professional in Human Resources (SPHR) Certification M.S. in OL/HRD

Welcome to St. John Fisher College's Professional in Human Resources (PHR) / Senior Professional in Human Resources (SPHR) Certification web page!

If you are interested in becoming certified or want more information about our preparation course, you've come to the right place! Here you will find information about the certification process, the exam, profiles of PHR vs. SPHR candidates, and the SHRM- approved St. John Fisher College certification preparation course - GHRD 540, provided through the Graduate Organizational Learning and Human Resource Development department.

• If you do not wish to obtain graduate credit, you may audit our course. You receive all of the same benefits of the course but at a significant cost savings over matriculation.
• Computer-Based-Testing: HRCI delivers all PHR and SPHR exams by computer at test centers across the country.

The Exam: How and where it is administered.

The exams are administered at 250 Prometric test centers across the United States and Canada. In Rochester, NY, the closest center is on Monroe Avenue in Pittsford, NY.

• Two annual testing windows: May 1-June 30 and December 1-January 31.
• Exams will no longer be offered at SHRM conferences.
• Immediate (preliminary) pass/fail score results. Candidates will know immediately if they passed or failed the exam before they leave the testing center.
• There are 225 questions on the exam.
• Candidates have four (4) hours to complete the exam.
• Detailed score reports will still be mailed to candidates.

Background

Human Resource Certification is the symbol of professional achievement. Beyond experience and education, the Professional in Human Resource Certification (PHR) and the Senior Professional in Human Resource Certification (SPHR) designation signifies that Human Resource (HR) professionals have mastered the HR body of knowledge. The Human Resource Certification Institute (HRCI) awards this designation to HR professionals after they have successfully passed a comprehensive examination, certifying that they have achieved mastery of the codified body of knowledge. It is the most significant and recognized non-degree credential for HR professionals.

The HRCI maintains the nationally recognized standards set by individuals working in the profession. HRCI is the HR credentialing body founded to promote the establishment of standards for the profession.

Eligibility for the certification exam

The exams are generalist and assess knowledge of the entire HR field. If you have never been an HR generalist nor plan to become one, please evaluate whether these exams are right for you. You may want to take the online assessment exam (www.hrci.org) to help you decide.

PHR and SPHR certification is intended for professionals who have at least two years of exempt-level (professional) HR work experience.

To be eligible to take either exam, candidates must demonstrate that:

• At least 51 percent of their daily activities are within the human resource function; and
• Those activities are at the exempt (professional) level (described below).
• A student that qualifies for special student/recent graduate category.

The exams reflect today's HR practices. Although two years of exempt-level (professional) HR work experience need not be current or sequential, more recent experience is more likely to coincide with the exam's content.

Eligibility is determined by the information found in the work experience section of the application and, if necessary, on the completed supporting documentation form and any accompanying documentation. If = a candidate is found ineligible, there is no appeal process. It is in a candidate's best interest to ensure that supporting documentation clearly demonstrates two years of exempt-level (professional) HR work experience.

HRCI also offers a special student/recent graduate category. For more information about taking the exam as a student/recent graduate, please see "Student/Recent Graduate Eligibility Requirements" in this handbook.

Choosing the appropriate exam level

Candidates should choose the exam level that best represents their mastery of the HR body of knowledge. HRCI has found that appropriate exempt-level HR work experience and educational background contribute significantly to success on the exams.

With this in mind, HRCI strongly recommends that PHR candidates have two-to-four years of exempt-level (professional) HR work experience and SPHR candidates have six-to-eight years of exempt-level (professional) HR work experience.

TESTING WINDOWS AND DEADLINES

Profile of a candidate

An honest assessment of skills, knowledge, and responsibilities within the HR function is critical when deciding whether to seek certification at the PHR or SPHR level. The following profiles of typical PHR and SPHR candidates may help you determine which exam level is appropriate for you.

The ideal 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 organization-wide.
• Commands respect through the credibility of knowledge and the use of policies and guidelines to make decisions.

The ideal 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 affect 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.

Are you ready to be certified?

If you'd like to assess your readiness for the certification exam, HRCI offers an online assessment. Candidates can use this exam to help assess their knowledge level before taking the actual exam. For more information, visit the HRCI web site at: www.hrci.org/certification/practice.html

Recertification

Recertification is required every three years either by examination or by participating in sixty contact hours of updating HR knowledge. These contact hours may be obtained through additional HR-related coursework, seminars, or workshops. As an extension of this course, non-credit classes and workshops to assist HR professionals with recertification requirements and preparation will be offered. www.hrci.org/recertification/

Course overview

GHRD 540 - The Professional in HR course utilizes the SHRM Learning System to prepare the student to sit for the Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam.

The course meets every other weekend over an eight-week time frame. Class times are Friday evenings 5:30–9:30 p.m. and Saturdays 9:00 a.m. - 5:00 p.m. The course is based on a test mastery model and requires significant participation to increase understanding and application of the information. The instructor utilizes electronic testing and slides provided with the SHRM Learning System, in addition to Blackboard tests, the HRCI Certification Guide and other resources.

Candidates who do well in the course and on the exam typically meet some but preferably all of the following criteria. They:

• Have a purpose in mind, i.e. passing the exam. This is the hallmark of an adult learner.
• Have good test-taking skills or have the ability to become good test-takers during the course. We focus on test-taking tips throughout the course so even those test jitters can be controlled.
• Have good reasoning or analytical skills. Frequent test practice in class helps to develop or hone these skills.
• Have some hands-on HR experience. Someone with insufficient HR experience may feel overwhelmed but, conversely, candidates with significant HR experience are sometimes challenged to think outside of their comfort zone.
• Have significant exposure to college level work. The cognitive skills frequently employed in college significantly contribute to the participant's understanding of the material.
• WORK VERY HARD! Successful students do all of the reading and assignments; participate in class; participate in a study group during and after the course and study, study, study!

The Learning System consists of six (6) modules of study, pre- and post-tests, and a final exam. The textbook, Human Resource Management by Mathis, Jackson, 10th edition, and accompanying workbook, is strongly suggested as a supplement for learning.

Objectives

Upon completion of this course, students should be able to:

• Define and understand key issues and information in Strategic Human Resources Management; Workforce Planning and Employment; Total Compensation; Employee and Labor Relations; and Risk Management.
• Successfully complete the HRCI certification examination.