Based on the definition of a profession provided by the Cornell conferences, the ASPA focused efforts on creating criteria that would elevate Human Resources Management to the status of a profession. As part of these efforts, ASPA organized a special Task Force for HR accreditation. Based on the recommendations by the Task Force, the ASPA Accreditation Program came into being in September 1973. The ASPA Accreditation Institute (AAI, now the HR Certification Institute (HRCI)) was founded in June 1975 to create the accreditation program structure.

The Program structure initially had four-category designations, catering to both generalists and specialists. The senior-level designations were Accredited Personnel Diplomate for specialists and Accredited Executive in Personnel for generalists. The corresponding basic-level designations were Accredited Personnel Specialist and Accredited Personnel Manager. But in the ensuing years, it was found that a majority of the applicants preferred the generalist exam. As a result, specialist certification was discontinued in 1988. The exam system was also amended, and Professional in Human Resources (PHR) and Senior Professional in Human Resources (SHPR) came into existence.

Structure of the PHR Exam
PHR exam content is designed on the basis of knowledge and experience. There is a designated group of HR practitioners that conducts extensive and meticulous research about HR operations and the knowledge required to execute these operations. These HR operations and the necessary knowledge are segmented on the basis of functional areas. The final content (called the Body of Knowledge) that results from this process is used by exam question developers and study material producers. The functional areas of the PHR Body of Knowledge include:

• Strategic Management
• Workforce Planning and Employment
• Human Resource Development
• Total Rewards
• Employee and Labor Relations
• Risk Management

The exam is given in a multiple choice format where candidates will be required to work on a total of 225 questions in a time span of four hours. Questions are framed to test candidates’ abilities to interpret a concept, apply concepts to real-life problems, and develop accurate concept combinations through logical judgments.

PHR exam is conducted twice each year. Candidates can take it either during the period from May 1 through June 30, or during December 1 through January 31.

Recertification is essential to maintain PHR certification. Candidates passing the exam need to undergo continuing education and recertify after every 3 years. This ensures that they keep abreast of the changes in Human Resources industry.

PHR Exam – Sources of Review Materials
There are a number of HRCI-approved study materials available. You can also make use of the many exam preparation guides provided by the Society for Human Resource Management. PHR certification preparation courses are offered by several colleges and universities. There are also a number of blogs, forums, and government websites online to help candidates. Study books by Robert L. Mathis and Anne Bogardus and the SHRM Learning System are great review materials.
Preparing for your PHR Exam
HRCI statistics show a pass rate of just 59% for 2009. A candidate needs to invest substantial time and effort for PHR certification. Few tips that can help:

• Assess yourself with a PHR practice test, available on the HRCI website. Such practice tests get you familiar with the real exam environment and help you improve your content abilities.
• Prepare a realistic study plan and adhere to it. Practice to stay focused without burning out.
• Review diverse study resources (e.g., journals, books, magazines) for extensive knowledge of PHR exam content.

The Lesser-Known Facts

• Herbert Heneman, Jr., was the first HR professional to receive an accreditation from the Institute, on exemption basis. It was on February 18, 1976.
• The first HR accreditation exams were administered in 1976, on April 24. There were only 4 people who registered for the exam. The exam was postponed to a later date of the year.
• HRCI introduced computer-based testing for PHR as well as other HRCI certification exams in 2004.  As a result, candidates were able to take exams from across the world at designated testing facilities.
• Practice analysis studies for PHR and other certification exams are carried out every 5 years, to maintain the profession’s body of knowledge up-to-date.

PHR Exam – The Significance Today
PHR-certified professionals are empowered with recognition of competence that is accepted across the world. A PHR certification is equally beneficial for HR professionals, employers, and student aspirants, assisting them in attaining their objectives.

In the current global scenario human resource aspects such as payroll, benefits, employee relations, and risk management play a major role in defining the success of an organization. As such, employers are keener than ever to have the most qualified professionals with expert knowledge of best HR management practices, on their team. HR certifications are being increasingly preferred on job applications.

PHR certification offers HR professionals splendid opportunities to further their career as they make preferred contenders for top HR positions. For students looking to carve a successful niche in human resources management, a PHR certification gives an edge in the job market and provides solid foundation.

The post PHR Exam – Evolution of the Insignia of Proficiency appeared first on PHR- SPHR Lounge.

Human resource management is a huge responsibility. A well-qualified HR team manages employee issues expertly and keeps workforce motivated and satisfied. With a qualified HR team on its side, an organization doesn’t just hire employees, it acquires talent and professionalism. A SPHR certification reflects the individual’s authoritative knowledge of the Domain and commitment to higher standards. A SPHR-certified professional is up-to-date on HR policies and implements best practices that give the organization a competitive edge.

How SPHR came into Existence
The idea of creating a national accreditation program for HR professionals goes back to more than 50 years in the past. It was however the Cornell University conferences in 1967 that laid a true foundation toward realization of this objective.

The ASPA (American Society for Personnel Administration), which is the current Society for Human Resource Management, teamed up with Cornell University for these conferences. A definition for profession was arrived at during these conferences. Efforts were then directed by the ASPA toward creating criteria based on this definition to give profession status to HR Management.

A Task Force was established by the ASPA on HR accreditation. Based on the task force’s recommendation of an ASPA-supported HR accreditation, the ASPA Accreditation Program was created in September 1973. The ensuing years witnessed the dissolution of the task force and the incorporation of ASPA Accreditation Institute (AAI), which is the now familiar HRCI.

It was the AAI that defined the Body of Knowledge for the accreditation program. Two senior-level and two basic-level designations were part of this accreditation program. The senior-level Accredited Personnel Diplomate was created for specialists and the Accredited Executive in Personnel for generalists. Accredited Personnel Specialist and Accredited Personnel Manager were the basic-level designations.

The first accreditation exams were administered by the AAI in 1976. But over years, more and more candidates showed an inclination toward the generalist exam. So, specialist certification was discontinued in 1988, and designations were amended from the previous four to two – PHR (Professional in Human Resources) and SPHR (Senior Professional in Human Resources). The Computer-Based Testing (CBT) system was introduced in 2004.

Structure of SPHR Exam
SPHR certification is for HR professionals whose responsibilities go beyond the basic HR function to influence the overall well-being of an organization. The exam content is as such designed to test candidates’ knowledge on this level. The SPHR exam content, known as the SPHR Body of Knowledge, is developed on the basis of meticulous research on existing HR practices by a group of subject matter experts (SME). A separate group of HR professionals validates the work of the HR SMEs. The SPHR Body of Knowledge is kept up-to-date with prevailing HR practices through periodic revision.

A candidate is tested for his expertise in the following 6 functional areas of SPHR Body of Knowledge:

• Strategic Management
• Workforce Planning and Employment
• Human Resource Development
• Total Rewards
• Employee and Labor Relations
• Risk Management

SPHR exam is conducted twice annually at designated test centers across the world. The Spring testing period is from May 1 to June 30, and the Winter testing period from December 1 to January 31. The exam is framed in a multiple-choice format with 225 questions, to be handled in a span of 4 hours.
As of 2010, HRCI necessitates 2 years of professional HR work experience for eligibility to SPHR. This experience should include responsibilities in a supervisory capacity or creative contribution using advanced HR knowledge. The eligibility criteria have been changed for May-June 2011 exam.
Recertification of SPHR credential through continuous education is essential. A candidate passing SPHR exam has to recertify every 3 years, failure of which leads to the expiry of the credential. Recertification widens a candidate’s expertise by keeping his knowledge up-to-date, which results in effective job performance.

Sources of Review Materials for SPHR Exam

HRCI offers a thorough exam study guide. There are also several HRCI-approved study guides available for candidates. The Society for Human Resource Management also offers a number of exam study guides that offer great insight into the exam content and help prepare better. Many colleges and universities offer SPHR preparation classes. Books on Human Resources by expert authors such as Anne Bogardus and Robert L. Mathis, Larry Phillips, SHRM Learning System are great assets. Apart from these, there are numerous online resources such as blogs and forums offering excellent guidance to aspirants.

Preparing for SPHR Exam

HRCI statistics for April 2010 show that 45,155 candidates obtained SPHR certification. The pass rate for December 2009–January 2010 was just 53%. SPHR certification needs intense dedication and determination. A few tips to help you for the exam:

• Start exam preparation with a feasible and effective study plan. Analyze your strengths and weaknesses in subjects and time your plan accordingly.
• Analyze yourself with regular practice exams. Practice exams simulate the real exam environment, which helps you develop better exam strategies.
• Depend on different types of review sources (magazines, books, forums, blogs, etc.). This broadens your knowledge of the exam content.

The Significance of SPHR Today

Businesses have come to realize that HR management goes beyond filling organizational vacancies. For a HR professional, SPHR exam certification is a symbol of excellence that opens up innumerable doors of exciting career opportunities. As a student with SPHR certification, you ensure expert knowledge and high standards of commitment for an organization, which definitely gives you an edge.

The post SPHR Exam Accreditation – Endowing the Glory of Fine Expertise appeared first on PHR- SPHR Lounge.

Benefits of GPHR Certification

When an HR professional obtains a certification, it demonstrates the individual’s commitment to the field. Moreover, it shows that he is conversant with the current practices and principles of international HR management (global HR policies, processes and procedures). It makes him more marketable and competitive for the top HR positions and raises his professional confidence in the workplace. Simply put, it exhibits the individual’s mastery of international human resources body of knowledge that is required to manage the organization’s most volatile and critical assets: people.

GPHR Certification – Whom does it Benefit?

Professionals who have a minimum of 2 years of HR experience and spend at least 51% of their daily work activities within the HR function can apply for GPHR exam. The GPHR certification is for those HR professionals who

(1) hold cross country responsibilities

(2) understand the need for development of globalized and localized HR strategies

(3) devises HR policies instrumental to the global development and growth of the organization

(4) possesses extensive knowledge on the international HR activities of the organization.

(5) strives to strike a balance between employer and employee needs

(6) designs, executes and evaluates processes, tools and programs.

Exam Format

The GPHR exam follows a multiple choice question format wherein every applicant is required to answer 165 questions within a stipulated time frame of 3 hours. The exam questions and content are framed by HR subject matter experts and evaluated by experienced and practicing HR professionals. The content of the exam is based on five broad bodies of knowledge and is covered later in this article. The exam is administered twice (spring and winter) every year. It falls in the months of May and June and subsequently in the months of December and January (of the subsequent year). USD $425 is the application fee for taking the GPHR exam and a late fee of $50 is chargeable for applications that are received after the usual deadline.

As of April 2010, there are 932 certified GPHR professionals. The pass rate of the exam held in the spring session of 2009 was 57% and so has it been for the exams that happened in December 2009 and January 2010.

GPHR Bodies of Knowledge

GPHR bodies of knowledge refer to the knowledge and responsibilities essential for an effective HR professional (global). These areas are updated regularly so that they are in sync with the current HR policies and practices. Besides knowledge of local laws that affect employment, every HR professional who applies for the certification is expected to be conversant on

(1) Strategic HR management that focuses on development and design of HR strategies to support both the short and long term objectives of the organization globally.

(2) Global talent acquisition and mobility engages on developing, implementing and evaluating international staffing strategies that support cultural and contextual organizational objectives.

(3) Global compensation and benefits focuses on development and assessment of a global compensation (remuneration and benefits) strategy.

(4) Organizational effectiveness and talent development deals with design, execution and evaluation of organizational processes, programs and structure.

(5) Workforce relations and risk management handles designing of practices and processes for enhancing and protecting organizational value by managing risk.

Review Material and Preparation Resources

It is not possible to find GPHR questions online due to the confidentiality clause posed by the HRCI. However, there are several other ways and means that an exam applicant can resort to for the purpose of preparation. The HRCI has published on its website (www.hrci.org) well defined practice areas like the bodies of knowledge that cover the scope of every individual function an applicant can acquire knowledge on. It also carries 10 question practice quizzes that can be taken for free. These quizzes are designed the same way the exam content is developed. Taking these tests familiarizes the applicant with the actual exam questions and also helps in determining the logic and rational behind every question.

The website also entails online assessment exams that offer a practical view of the actual exam. The individual can understand the types and style of questions that could be asked in the certifying exam. Also available is the GPHR certification guide that can be purchased for $25 from HRCI or from popular online stores like AMAZON. Besides the preparation resources of the HRCI, there are several reputed colleges and universities that offer preparatory programs (online and classroom) to facilitate preparation for the certification. The SHRM (Society for Human Resource Management) is the world’s largest individual member association devoted to human resources management. They also offer a three day comprehensive GPHR exam that offers a combination of web based and print format study tools.

There are numerous HR forums and blogs online that provide quality tips and information by professionals who have appeared for the examination. The HRCI blog also provides significant information.

Post Certification

The HRCI facilitates verification of the certification when a future or current employer demands. The certification that is obtained is valid only for three years and a recertification must be done on or before the certification expiry date. A recertification is of paramount importance because it demonstrates the commitment and keeps the applicant abreast of the current updates in HR practices and policies. Recertification can be done by taking the exam again or by accumulating about 60 credit hours of HR associated continuing education activities or through on the job experience or research and publishing and professional memberships.

A new set of eligibility requirements for GPHR exam are applicable from 2011. GPHR certification has made a significant difference in the lives of many HR professionals and raised their professional confidence.

The post GPHR: A 360 degree Perspective appeared first on PHR- SPHR Lounge.

Although many prefer to attend schools directly, the online HR courses have their own benefits and are at many occasions better than a normal human resource course. This article throws light on some of the benefits offered by these online courses.

(1)   Flexibility is the biggest advantage offered by such courses. You can learn at a time and pace that you choose to. There may be fast and slow learners amongst us. Those of us, who take time to grasp, may find it difficult to adjust to a class of quick learners. Such people can take their time to absorb the information available. Hence, convenience is another important benefit. There is neither any pressure nor any strict time-lines imposed on you. Although there are research assignments that need to be complete, the exact time to be consumed is at the discretion of the student.

(2)   Students overseas have the advantage of learning from a school they desire without having the need to fly or travel long distances. There are a lot of benefits this way for international students because they can save a lot of time and money. Also staying away from their personal and professional commitments is also not necessary especially with the kind of multi tasking activities each one of us needs to do. Today, this is an important factor.

(3)   People believe that there is no access to faculty members when one goes for an online option. This is not the case anymore with most accredited institutions offering HR degree programs. The internet provides the benefit of sending questions and receiving answers almost immediately. Schools provide dedicated faculty members to an online course so that students can obtain clarification quickly without the need to wait for a long time.

(4)   The only need for an online course is a personal computer and internet connection. The course is portable and can be accessed from any computer. They can be accessed at the convenience of your home or any place you desire to. This kind of convenience cannot be provided by any other normal human resources course.

(5)   Online courses are the most beneficial for office goers who do not have the time to balance office, home as well as studies. These people can learn the material from their office as well.

Online human resources courses do the needful in order to help people complete their HR programs with ease. The only important point to consider is the authenticity of the online programs.

The post Online Human Resources Courses and its Benefits appeared first on PHR- SPHR Lounge.

The flexibility and convenience in learning through the online option works beneficially to a specific community of people and attracts millions of people. Unfortunately, this burgeoning interest has also given rise to an entirely new scam industry: degree mills. There are companies that offer official degrees in return for some amount of money which could be a few thousand dollars. There is neither any study involved nor the need to write exams. In exchange for the fees, these companies print the individual’s name on an official degree certificate which is worthless and mail it to the individual. He or she is now a certified professional.

We have compiled some tips to avoid fake online HR certificate courses. Some of the red flags you need to watch out for include the below mentioned:

(1)   When a school requires only a valid credit card number from an individual who enrolls, it is considered a fake.

(2)   When a degree is promised within thirty days from the date of payment, the school is a fake. These fake schools justify the absence of classroom sessions stating that a degree is dependent on “life experience”.

(3)   The kind of payment schedule is also a clear indication. Good and reputed schools have their fee based on per credit hour or per course basis. On the contrary, fake schools charge only a flat fee for every degree especially in the range of $2000 to $4000. One needs to be wary when a school does not charge course wise.

(4)   When one plans to enroll in a specific school, the accreditation must be checked for. When a school is not accredited, they are not legitimate. The accreditation must be awarded by an institution that is recognized by the Council on Higher Education Accreditation (CHEA). The CHEA website lists the institutions that accredit schools.

(5)   When an individual is interested in earning an HR certification and proposes to enter a reputed college, he should take some efforts to check the credentials of the college. This will prevent the individual from spending money on a worthless degree that does not deserve any accolades. The authenticity of an online course or school can be verified at the website of Better Business Bureau. When there are several complaints lodged on a school, chances are that the school is a fake.

One must meticulously research for the credentials of a human resources certificate online course before enrolling in their program.

The post 5 Tips to Avoid Fake Human Resources Certificate Online appeared first on PHR- SPHR Lounge.

The preparation module consists of six books namely:

1. Strategic Management
2. Workforce Planning and Employment
3. Human Resource Development
4. Total Rewards
5. Employee and Labor Relations
6. Risk Management

The foremost reason for choosing the SHRM Certification preparation module is that it is devised with the latest web based tools to enable students to study anywhere anytime. There are more than 1000 review questions, 750 flashcards to explain glossary terms, 100 test questions to evaluate your learning and progress reports to track your progress. Apart from this, there are 2 bonus tests and a final test that contains 1040 questions.

The series of tests however can be taxing on the students. Many professionals who take up the preparation modules for further career growth find it extremely difficult to complete the tests. On the contrary, many students gain greater confidence and clarity on the subject as they pass the tests.

Many Universities offer the certification preparation module jointly with the SHRM. Students are expected to post or email their registration form to their University about 2 weeks prior to the start of the Program.

If you wish to take up the preparation module directly from the SHRM, the program details are as follows:

Members – $1,295

Non members – $1,540

3 day classroom sessions from 8:30am to 5pm

Material received by students – 6 module books, CDs, access to Resource Center

You may choose to take up the module through your University, in which case the program structure slightly differs.

St Joseph College offers the PHR/SPHR certification preparation through the SHRM. The program details are:

Fees – $1,130

Duration – 12 weeks

Classroom sessions – every Tuesday evening

Material received by students – 6 module books, CDs, access to Resource Center

California State University at Dominguez Hills offers the module on similar terms,

Fees – $1,149

Duration – 12 weeks

Classroom sessions –at various locations such as Los Angeles, Torrance, Carson, Compton, Manhattan Beach, Hermosa Beach, Redondo Beach, San Pedro, Hawthorne, Gardena, Lakewood, Paramount, Bellflower, Inglewood and other parts of the South Bay and Southern California.

Material received by students – 6 module books, CDs, access to Resource Center

Western Kentucky University also has slightly different program details,

Fees – $950

Duration – 10 weeks

Classroom sessions are held in the college campus

Material received by students – 6 module books, CDs, access to Resource Center, special SPHR preparation book, stationery.

A majority of aspiring HR students choose the SHRM certification preparation module set because of the discount schemes that make it affordable. The fact that these modules provide in-depth content, focused tests, modern study tools and expert advice forum all together, make them more valuable.

The information imparted by the SHRM preparation module is the same as that of the HR Certification Institute body of knowledge. The practice questions in the pre and post tests are designed on a similar format as the PHR and SPHR certification tests.

The key topics are highlighted in the books so that students pay greater attention to them. Students must pick topics as per their weightage to ensure that the ones with higher weightage are covered first.

Apart from helping you to clear the PHR and SPHR exams, the six books of the SHRM preparation module enhance your HR skills and broaden your perspective. You can implement the learning from the modules in your daily work life and witness the outcome in the form of higher productivity, improved quality and strengthened core competencies.

Another key element of the preparation modules is the online Resource Center that includes the latest legislative changes and developments in HR. It has a section called ‘Ask the expert’ wherein students can put up their queries to certified professionals. The round the clock web casts and audio casts highlight the critical topics. There is also a feedback section to gather valuable suggestions from the users and ensure continuous improvement of the quality of information provided.

It has been observed that a high percentage of people who refer the SHRM learning module books consistently beat the national pass rate for PHR and SPHR exams every year.

If you want to take up the SHRM preparation modules or want to read more about them, click here.

The post SHRM Learning System – Prepare with Confidence for the PHR Exam and SPHR Exam appeared first on PHR- SPHR Lounge.

To most human resource professionals, the value of having a certificate is very clear. Over the last few years, the demand for highly qualified HR professionals has grown immensely and the industry favored candidates with certificates, more than the rest. Possession of a certificate is a guarantee that you know your stuff and that you have achieved the desired minimum level of proficiency in the required skills for an HR practitioner.

A quick Google search shows quite a lot of schools offering this certificate program completely online.  You can usually find them under the distance learning section of the school or university site.

Here is an example of a typical curriculum for the certificate program; this one is 10 courses worth:

Required Courses (6)

1. Management of Organizations
2. Human Resource Management
3. Organizational Change and Development
4. Human Behavior in Organizations
5. Legal and Ethical Issues in Human Resources
6. Strategic Human Resources Management

Elective Courses (4), can choose any of the 4 subject areas listed below

• Compensation and Benefits
• Recruiting, Placement, Performance Appraisal, and Outplacement
• Employee Development
• Business Communication
• Current Topics in Human Resources
• Managing the Training Function

As you can discern from the above courses, there is a wealth of knowledge here that is invaluable to a practicing or prospective HR professional. Aside from the value of the certificate, the courses that you take online can be the foundation of the knowledge bank you will need should you decide to go for the ultimate level- PHR or SPHR certification.

Do not confuse the certificate with the certification. Certificates are issued only once. They simply certify that you took that course and you have completed the minimum requirements. Certification on the other hand, like the PHR or SPHR level, is a different thing altogether. This certification is performed by the Human Resource Certification Institute (HRCI) and the required knowledge is quite extensive. In fact, you can say that the certification review course is more intense and will require a substantial amount of study time from you. Aside from that, you need to be recertified on a regular basis to ensure that your knowledge of HR is up to date.

If you are planning to build a career in Human Resources, then one excellent option for you would be to get a certificate either online or offline. Then work  your way up like working in HR for some time in order familiarize yourself with the day to day stuff that cannot be taught in schools. You must acquire a substantial amount of experience before attempting to get a certification.  Remember, PHR and SPHR certification results showed that examinees with real world experience perform better than those who have not had the experience because this is where the HR institute wants to distinguish itself. It will require considerable commitment of time and effort but for those who wish to build a good career in HR then this is the only way to go.

Getting a Human Resources Certificate online is quite easy and convenient. Anyone looking to begin an HR career is well advised to take the certificate program and to aim for eventually getting PHR or SPHR certification.

The post Getting Your Human Resources Certificate Online appeared first on PHR- SPHR Lounge.

This is totally absurd. Why? SHRM doesn’t certify anyone for the PHR, SPHR or GPHR. The PHR or Professional in Human Resources is a certification level set forth by the Human Resource Certification Institute (HRCI) and not the Society of Human Resource Management (SHRM). It is an independent company or organization whose objectives are in parallel with the HRCI.

Along this line, there has been a big confusion about who is the certifying body or organization. To clear the confusion, it is the HRCI who certifies the applicants through a certification test. The applicant should pass any of the certification exams (PHR exam, SPHR exam, GPHR exam) in order to be certified. On the other hand, there are seminars and training sponsored by the SHRM in order to get credits for the recertification like the annual convention and other HR events. It is sometimes referred to by many as SHRM PHR which is absolutely wrong. It doesn’t exist at all. They maybe referring to the other thing like the SHRM Learning System which is an online or offline program offered by the SHRM to help applicants prepare for the certification exams.

The industry recognizes the level of certification for HR professionals and the internet provides ample tips for individuals who want to challenge the certification exams. This certification serves as recognition for HR professionals who meet a specific level of work experience and training. PHR differentiates itself from other HR certifications because work experience is a mandatory requirement as set forth by the HRCI.

How can one obtain a PHR certification?

First and foremost, it is important for an individual to possess at least two years of salaried HR experience before appearing for the certification exam. Alternatively, students who have enrolled in a HR degree program can apply for the certification within 12 months of completing their degree. However, within five years of passing the test and getting the certification, individuals are expected to obtain the 12 month exempt level HR work experience so that they maintain the certification. The HRCI has updated its criteria and issued guidelines regarding the minimum qualifications to be met in order to take the certification exam. This is effective 2011. For updated information, prospective applicants or examinees are encouraged to visit the HRCI website for the most updated information.

How to prepare for the certification?

There are numerous sites online you can visit and benchmark your knowledge by getting a pre-test and post test. Take the practice tests to check the feasibility and knowledge base. If in case an individual feels unprepared, he can either purchase study guides or attend preparatory courses. The HRCI has published a PHR certification guide which contains holistic information of the certification exam. The guide offers specifications of the exam, sample test questions with comprehensive explanations and options for exam review.

Alternatively, there are numerous schools that conduct classes that prepare students to take the PHR exam. Many schools in the US provide exceptional preparatory courses that attract students from across the world. Some of these schools also guarantee success in PHR exam. Most of the schools have the flexibility of offering the preparatory course both online and classroom based. Working professionals and people who do not have the time to attend class everyday can avail the option of studying online. The time and duration of study can be decided by the individual himself. On the other hand, a classroom based program offers the benefit of having tutors to clarify as and when required, peer support and study groups. The most suitable option can be chosen depending upon the preference of the student.

Some tips in taking the PHR test:

(1)   Experienced professionals may commit the mistake of relating the questions in the computer-based exam (CBT) with their organizational circumstances which may not be pertinent. It is always recommended to think unbiased and apply general accepted HR standards and norms while answering questions.

(2)   It is possible to find questions for which the answer is uncertain; in such cases it is better to mark the question for review rather than spending too much time on it.

(3)   One should try to arrive at answers before reading the available choices in order to avoid being misled.

Once a PHR certification is earned, the individual should apply for re-certification every three years. The Human Resources Certification Institute (HRCI) administers the test.

The industry today recognizes the significance of PHR certification essentially because competition has grown fierce and a striking differentiating factor has become necessary. Again, there is no such thing as SHRM PHR, and if there is, it should be HRCI PHR.

The post Certificate in SHRM PHR appeared first on PHR- SPHR Lounge.

Content

The content of the book is very detailed and it covers the entire sphere of Human Resource Management. It has five sections namely:

1. Nature of Human Resource Management: This section introduces the nature of HR management and explains in detail the Strategic HR. Also, it discusses employee-organization relations and provides useful guidelines for employee retention.
2. Staffing the Organization: This section talks about the legal framework of equal employment and debates on ways to maintain balance between equal employment and diversity in an organization. Further, this section discusses the process of job analysis and recruitment of employees.
3. Developing the Human Resources: Training and development of staff is explained at-length along with the process of performance appraisal and talent management.
4. Compensating Human Resources: Total rewards, compensation, variable pay and fringe benefits are covered in this section.
5. Managing Employee relations: Topics like risk management and employee protection are explained followed by employee rights and responsibilities.

The new HRCI outline is now featured in this edition to effectively prepare you with the latest body of knowledge of human resource management from which the certification exams are taken. Whether you are an HR professional or a student, you will surely find this book useful for your ongoing professional success. It will even help you to maintain a balance between your work and personal life.

Updated with latest HR changes

This book is updated with the current changes in HRM. It provides references from recent real life events to ensure latest coverage of information. Case studies provide an in-depth account of HR strategies adopted by organizations to cope with difficult situations. HR headlines at the start of each chapter provide a depiction of current events that have affected or arise from HR.

Online Course Management

Along with the book, students are provided with CDs that enable them to study anywhere anytime. This is the new integrated CengageNOW online learning system. This innovative tool allows you to efficiently plan your course, easily manage and assign homework, automatically grade assignments, teach with built-in technology, and test using a customized test bank. You can even create your report card to analyze your learning graph. Also, there is a unique feature of HR BizFlix Video Cases highlight short clips from popular Hollywood films to illustrate and connect HRM concepts from the text to situations familiar to students. Also, there are interactive glossaries and quizzes to make learning a playful and enjoyable experience.

Practice tests

There are Pre tests to judge your basic understanding about the subject and post tests to evaluate the knowledge gained after completing the book. These tests are at times taxing for the students however on the whole provide greater confidence to them. After completing them, you can know how you would perform at the PHR/SPHR certification exams because the tests are designed on a similar pattern.

Objective learning

An objective explanation is provided for the HR policies, detailing their pros as well as cons. Real life examples from Companies are used to illustrate their practical implementation. This makes the content more understandable and realistic. The examples are infact picked from Small-Medium enterprises, Multi National companies, government sector and non profit organizations to provide information from a broader perspective. This book offers the perfect blend of theory and practice. Valuable learning features, from the latest HR headlines to HR Best Practices, add to your knowledge of how current events impact HR and shape success today. The HR on the job feature suggests how to deal with difficult HR issues most effectively.

Layout

Topics are well sequenced such that students can easily relate to them. Each chapter lists down learning objectives which are actually the most essential topics to be covered. Summary points are listed at the end of each chapter, highlighting the key areas. Visuals like charts and statistical tables are used to make the book more objective and interesting.

Study Guide

This text goes along with a separate study guide however, the pricing is independent. The two doesn’t go together. You can check the other features of the STUDY GUIDE and find out if the price is right.

Affordability

Such comprehensive study on HR management provided with focused tests and helpful glossary of terms, all available only at $200 odd figure, is definitely worth it. You can save on this too, thanks to the discounts and saving schemes offered by various book selling websites. Amazon offers a reduced price specifically on slightly used one.

The Human Resource Management book intended to be used as a major resource book in preparing for PHR exam and SPHR exam written by Robert L Mathis and John H Jackson 12^th edition is surely a Bible for all examinees.

Based on the information above, I would give this book an overall rating of 9 out of 10. It is surely a must buy.

The post A Review of Human Resource Management by Mathis and Jackson appeared first on PHR- SPHR Lounge.

PHR and HRCI

The Human Resources Certification Institute is the internationally recognized body in HR certifications. They have been in existence for over 33 years and have certified over 108,000 HR professionals across the world. Every practicing HR professional can obtain one of the three certifications (PHR, Senior PHR or SPHR and Global PHR or GPHR) offered by the institute after clearing a qualifying exam. Additionally, a certification specific to the state of California is also offered by them with a focus on California specific HR laws as well as practices.

PHR Certification Exam

PHR certification is for those HR professionals who focus on implementation of programs. The area of responsibility for these professionals is predominantly the HR department with relatively lesser focus on the organization. PHR exam questions are prepared by experienced and practicing successful HR professionals. The questions are framed by an item (questions) writing panel and these are reviewed by the item review panel and further checked for reliability.

The exam follows a multiple choice format wherein every item or question has four choices but one right answer. The exam content is based on 6 broad bodies of knowledge which are covered later in this article. The exam form has a pre-determined number of questions. Every applicant needs to answer 225 questions in a maximum time frame of four hours.

Exams are usually taken twice every year (May 1 – June 30 and December 1 – January 31). USD $300 is the fee for writing PHR exam and $425 for SPHR exam. Every exam has varied versions. This means that the person who sits next to you may probably be answering a completely different set of questions. With the advent of technology and the presence of Prometric Testing Centers, results can be obtained immediately. These test centers use computer based test (CBT) and have branches in about 50 states and other countries as well.

Bodies of Knowledge and Functional Areas in the Certification Exam

The PHR body of knowledge refers to knowledge and the responsibilities that are essential to an effective HR professional. These are the broad areas from where questions are framed in the certification exam. They include the following:

(1)   Strategic Management involves development of and contribution to the organization’s vision, mission, values, strategic objectives and goals. It deals with policy formulation and in the evaluation of the HR’s contribution to the effectiveness of an organization.

(2)   Workforce Planning and Employment deals with development, implementation and evaluation of sourcing, recruiting, hire, orienting, succession planning, retaining and exit programs of the organization.

(3)   Human Resource Development involves development, implementation and evaluation of programs and activities that deal with training and development of employees, performance and talent management, performance appraisal and other employee needs. More importantly, it is supposed to ensure that employee skills, performance, knowledge and abilities meet both the current as well as future needs of the individual and organization.

(4)   Total Rewards encompass development, selection, implementation and evaluation of compensation and benefits for all employees who support the values and strategic goals of the organization.

(5)   Employee and Labor Relations look at analysis, development, implementation and evaluation of employer and employee relationship.

(6)   Risk Management caters to development and administration of plans as well as policies that facilitate a secure and safe working environment and to ensure that the organization does not accrue any liability.

Review sources

PHR exam questions are not available online since the test is conducted with strict confidentiality. However, there is specific information that HRCI website carries that helps applicants who are in the process of preparing for the PHR exam. Alternatively, there are books and other review sources that you can refer to gather details on the kind of questions that are likely to appear in the exam. There is no single exhaustive material that you can refer to for the purpose of passing the exam.

Since the questions are based on the practical experience of successful HR professionals, it is necessary for an applicant to review government sites like DOJ, OSHA, USCIS, DOL as well as website of the White House where you can find the recent Executive Orders that are posted. Books are also an excellent source of information and the most recommended one are the following:

PHR Exam Prep: Professional in Human Resources by Cathy Lee Gibson–Authored by an expert, this book includes information on the study strategies, PHR practice questions, tips on taking the tests and other general details etc. It answers questions pertaining to the format of the PHR exam, preparation options, registration particulars, and comprehensive information on the bodies of knowledge, general HR theories and a lot more.
Human Resource Management- Robert Mathis (Hardcover) –It covers all major topics for the PHR and SPHR professional examinations given by the Human Resource Certification Institute (HRCI). This edition effectively blends theory and practice as it highlights the latest trends in human resource today, including strategic HR, employee retention, HR technology, talent management, total rewards, risk management, and workforce demographics changes.

SPHR Exam Prep: Senior Professional in Human Resources- Larry Phillips (2nd Edition) (Paperback) – This book provides proven study tools and expert insight that will help you score higher on the SPHR exam. It has focused exercises throughout the chapters that will reinforce your knowledge of test topics by allowing you to apply what you are learning. Two full-length practice tests (one in the book and one on the CD) enable you to time yourself under exam circumstances so you know exactly what to expect on test day and can identify any areas in which you are struggling before you take the real exam.

PHR / SPHR Professional in Human Resources Certification Study Guide -Anne Bogardus (Paperback) – More than 80,000 HR professionals having earned the Senior Professional in Human Resources (SPHR) or Professional in Human Resources (PHR) certification, and another 20,000 are expected to take the exam in 2009. This complete update of the bestselling guide to HR certification contains additional coverage of new HR policies and standards, as well as updated practice exam questions and real world scenarios. The CD-ROM contains two bonus exams (one each for PHR and SPHR) as well as flashcards and an electronic book.

The SHRM Learning System 2009 Certification Prep Six Module Set (PHR/SPHR Certification, Modules 1 -6, (Paperback) – This is the most sought-after stand-alone review system available. It is quite expensive but the price is just right. It consists of 6 modules (Body of Knowledge) along with different practice exercises to satisfy your review needs. There’s also an online and interactive review materials that go with it.

HR blogs and forums also provide first hand information and tips from people who have appeared for the exam.

Determining passing score

The passing score for every exam is always determined by a panel which reviews the exam form and comes with the minimum number of questions a candidate must answer correctly in order to pass the exam. At least two methods are used by the panel to determine the difficulty of the exam. The HRCI then arrives at the passing score based on the recommendation of the panel.

The PHR passing rate has been declining over the years. This could be attributed to the increasing difficulty of the exam. The SPHR passing rate is lower as compared to the PHR passing rate owing to the relative complexity. In order to pass a PHR or SPHR exam, you need to get a passing rate of above 50 percent. The most recent PHR and SPHR exams (December – January 2010) saw a passing rate (in percent) of 60 and 53 respectively. Interestingly, it has been observed that the passing rate in December – January is higher than the rate in May – June.

The Passing Score

The score in the PHR Certification exam is represented in a scale, from 100 to 700.  One hundred being the lowest and 700 is the highest. The passing score is 500 points or roughly 71% correct answer. The scale is used to ensure consistency and fairness between exam forms.

For curiosity’s sake, let us calculate the passing raw score counterpart of the scaled score. Out of the 225 items, 200 items are scored and the other 25 questions are not. The 25 items are randomly included in the exam for validity testing and for future inclusion in the exam. The rough estimate would be 142 correct answers if we will use 200 as our base number or 160 correct answers if we will use 225 as our base number. To make it safe, set your goal at 175 as the passing score. Again, this is just a rough estimate (the HRCI does not indicate the passing raw score) for own satisfaction and fulfillment.

For common sense’ sake, actual PHR exam questions are not revealed anywhere but sufficient information about the coverage of the exams can be gathered from sources mentioned above. The year 2011 will see a new set of eligibility requirements to appear for the exam which will become applicable from May 2011.

The post PHR Exam Questions In Perspective appeared first on PHR- SPHR Lounge.

About The Author:
(From Amazon.com)
Anne M. Bogardus, SPHR, began her human resources career in compensation at a public multinational corporation, Castle & Cooke, owner of the Dole food brand, and later at First Nationwide Bank. Currently she is founder and principal of S.T.A.R. HR in northern California, which specializes in building human resource functions that serve strategic business needs. Her practice includes small- to medium-sized businesses in a wide range of industries including biotechnology, mortgage lending, high technology, public relations, retail, nonprofit, and construction. Ms. Bogardus is also the author of an introductory book for non-HR business professionals, Human Resource Jumpstart, also published by Sybex.

Background of the Certification
The PHR certification has become a mainstay in the world of Human Resources management. At the time of this review, over 100,000 HR professionals have qualified for certification.

Being certified has a lot of advantages for HR professionals; a few of these advantages are as follows:
• certification is proof that you are knowledgeable about the current and core practices of Human Resource Management
• professionals with certification are highly favored over those without
• certification puts you on a higher level compared to your non-certified colleagues
• certification is a concrete statement that you are competent and serious about your profession
Over the years, the standards for the test have been raised higher and higher, a move which has resulted in a rising failure rate.
The good news is that the benefit of certification for the HR professional has risen as well.
Hence, it was with this thought in mind that I decided to write this review. My intention is to provide my own evaluation of this resource in order to guide prospective examinees who are looking for resources that will enable them to get their certification.

Overview of the Book
The first edition of the PHR/SPHR Professional in Human Resources Certification Study Guide was released in 2004 and it was very well received. It was instrumental in helping examinees then to get their certification.
However, since there were many changes in the exam, the author Ms. Bogardus, decided to release a second edition in order to keep the guide current. This was in 2008.
Then in order to address the quicker pace of change in the exams, this third edition was released and was completely revised and enhanced for the 2009 exams.

The Table of Contents of the Study Guide
Before going into the meat of the review, here is the table of contents of the book.
Contents At A Glance:
• Chapter 1 – Certifying Human Resource Professionals
• Chapter 2 – Core Knowledge Requirements for HR Professionals
• Chapter 3 – Strategic Management
• Chapter 4 – Workforce Planning and Employment
• Chapter 5 – Human Resource Development
• Chapter 6 – Total Rewards
• Chapter 7 – Employee and Labor Relations
• Chapter 8 – Risk Management
• Appendix A – About the Companion CD
• Appendix B – Case Study
• Appendix C – Federal Employment Legislation and Case Law
• Appendix D – Resources
• Glossary

Important features of the book
If I were to pick the most important feature of the book, it would be the extensive usage of real world scenarios which made it easy for me to connect the concepts with my actual day to day HR management.
These scenarios made the comprehension process easier because of the concrete examples that mimicked my day to day experiences. It was this linkage that enhanced my comprehension and retention of the study matter.
A close second would be the review questions given for each chapter. Unlike many review books where the questions would be giveaway items, the questions in the Bogardus book are quite difficult and in some cases, were more difficult than the actual exam.
Then there is also the comprehensive coverage of the test itself. In my experience, one of the biggest hurdles that confront examinees is the fear of the exam itself. It’s really the fear of the unknown, so when you are presented with what is essentially a model of the exam, the unknown becomes known and you are able to overcome the most substantial hurdle.
Of course the points above are not by any means the only merits of the book. That would be doing the author a disservice. There are many other good points to it so in order to facilitate comprehension; I will just enumerate the good and bad points of this work.

Strong and Weak Points of This Study Guide

Strong Points

• concepts are presented in a manner that allows the reader to link them to real world scenarios
• pertinent laws are presented in a systematic and comprehensive manner
• very useful chapter review questions
• excellent coverage of the test and the manner in which it is conducted
• information is timely and updated
• resources for further information are conveniently provided
• the companion CD which contains flash cards and practice tests is very useful

Weak Points
• much too bulky to carry around
• gives great value for money when compared to review programs
• the book could use more sample questions
• increasing complexity of and difference between PHR and SPHR may call for having separate guides for future editions

The Verdict:
The direction that the PHR/SPHR exams are taking today underlines the need for prospective examinees to really know their stuff. In the end, everyone benefits from a higher standard for certification.

Given the higher difficulty levels, many examinees turn to the more expensive study programs which can cost upwards of $700. However, this option is not a feasible one for many examinees

On the other hand, based on my experience, the use of this study guide, coupled with a few more study materials and substantial working experience with HR can provide the elements necessary to pass the exam just as well as the expensive programs.
One valuable additional resource would be sample exams that will have as many questions as the actual exam. Just this resource alone, combined with the book, can suffice for your reviewing needs.

So based on my experience and given the excellent value for money that this book provides, I give it the following rating:

The post A Comprehensive Review of PHR/SPHR: Professional in Human Resources Certification Study Guide — Anne Bogardus appeared first on PHR- SPHR Lounge.

Achieving a PHR Certification is a personal milestone for a lot of HR practitioners. It brings honor and prestige coupled with a tough commitment to further their HR career, knowledge, skills, and abilities, and it allows them to commemorate their successes as well. Since their decision is often based on a career move, or the quest of higher advancement in their profession, PHR certification is recognized as an impressive indication of their competency in their field.

While most entry level positions available in human resources don’t require a major amount of experience to start, a person hoping to advance in that field usually needs to have additional training. There are quite a few in the HR industry that have Associates and even a Bachelor’s degree. Having additional education like this is usually sufficient to open doors for more advanced positions in the field of Human Resources.

However, there are a lot of employers who give greater merit to those who have achieved the Human Resources Certification than HR employees with other degrees, so going after that PHR certification helps the advancement of their careers or for them to locate more viable positions in the industry.

To be awarded the PHR certificate, an individual is required to meet specific criteria. The first major challenge each person faces is the certification exam. This examination is administered by the HR Certificate Institute (HRCI), in association with the Society for Human Resource Management (SHRM) which serves at the main authority in the United States for human resources management and practice.

The exam itself takes four hours and is made up of 225 multiple choice questions that cover all of the basic functions in human resources. Receiving a passing score on this exam is only one of the several requirements for someone to earn their certification.

Anyone who is currently working in the human resources field has to have completed two years of salaried or exempt levels of HR experience before they are even considered qualified to take the PHR exam. However, they will waive this prerequisite for students who are already enrolled in a human resources degree program. Also, any students who will be completing their degree within 12 months are also allowed to take the exam before they graduate.  Unfortunately, HRCI is more stringent nowadays and has modified or amended its basic requirements for certification beginning 2011. For further details, please visit the HRCI website for the most updated information.

In addition to that, students who don’t have any exempt HR work experience, but have earned their degree in the past 12 months, are also eligible to take the exam. In both cases, though, it’s a requirement that the prerequisite 12 months of exempt-level HR work experience is obtained with five years after they’ve passed the test if they want to keep their certification. Due to regulations set forth by both SHRM and the PHR, these practitioners are required to complete a certain number of continuing education requirements on a yearly basis to keep their professional human resources certification. All of their continuing education units will be approved and then tracked by HRCI in compliance with the standards of SHRM.

The post Learn More about the Professional Human Resources Certificate appeared first on PHR- SPHR Lounge.

If you are new to the world of work, or new to the field of HR, you are trying to break in. Your job prospects are what is known as entry level jobs or jobs which pay an hourly rate. For those new to the field, a less structured, less recognized program will benefit you. It will set apart from the other applicants who are in your same position. What you are seeking is the proverbial “foot in the door.” Thus, any certification program you complete will make you more a desirable candidate for the entry level positions, which are less skilled HR positions anyway.

If you’ve already broken into the industry and are seeking advancement, then you must more carefully consider the program you pursue. The Society of Human Resources Management (SHRM) sets the bar for the entire industry and you will want to pursue a program which is recognized by this group.

SHRM is in alliance with the Human Resources Certification Institute (HRCI). Both organizations not only determine the certification criteria, they track and modify those criteria as needed. SHRM is the expert authority on the HR industry, and sets the trend and expectations.

HRCI offers four certification programs for professionals in the human resources field:

• PHR – Professional in Human Resources
• SPHR – Senior Professional in Human Resources
• GPHR – Global Professional in Human Resources
• PHR-CA and the SPHR-CA – the PHR and SPHR certifications particular to practitioners in the State of California.

You cannot pursue a certificate through HRCI unless you are already a salaried HR employee or you already have exempt-level work experience in the field. Requirements for the certificate include passing a rigorous exam. However, all the hard work is worth it as HRCI certification is a definitive leg up in the HR field. Once you have the certification itself, you must maintain it by completing continuing education courses. These courses are delivered by HRCI. This protects everyone by ensuring that HR professionals with this certification are privy to the very latest education in HR.

The exam by which you obtain HR certification from HRCI is a 225 question test. You will be asked multiple choice questions regarding basic HR knowledge. Typically, you will want to set aside four hours to take the exam.

World at Work is global HR organization. They also offer a HR certification, which merits respect. This certification demonstrates acumen and knowledge of compensation, total reward, benefits, and work-life issues in the HR industry. The advantage of these certifications is that they allow you to establish yourself as a specialized expert in a specific area of HR. If you are eying a seat in management or as a specialist in a field, then you need to ponder striving for a certification. You have to get continuing education credits under the standards set by SHRM and HRCI. These certifications meet those requirements.

You will enjoy the personal pride of knowing that you have achieved a specialized certification within your field of choice and demonstrated the skill and knowledge necessary to perform your job functions to the fullest of your potential. Your current boss and your future prospective employers will recognize your commitment and dedication to your field.

If you are considering attempting to gain HR certification, you have a myriad of options from which to choose. You will want to factor in where you are in your career at present, your past work experiences, and how committed you are to your professional growth in order to choose the right program for your needs.

The post Learn About Professional Human Resources Certification appeared first on PHR- SPHR Lounge.

The PHR is a career-making exam that is administered by HRCI (Human Resources Certification Institute), and it pulls together the entire range of Human Resources related activities in order to test a person’s understanding of the entire field of practice. For many HR personnel, a familiarity with the basic tenets is all that’s required in their job. Other HR practitioners develop a specialty within HR, such as managers, coordinators or administrators of a particular HR field.

Many who specialize find this to be a very gratifying experience. It can also go a long way towards building a successful career. Unfortunately it doesn’t do much for preparing you to take the PHR exam.

Both HRCI and SHRM (The Society for Human Resource Management) recognize that it’s not just recent HR graduates who may need a hand preparing for the PHR exam, but many long-time practitioners as well. The solution is a PHR prep course offered by HRCI called “Start Smart”, an all-encompassing review of every area of HR practice that may be covered by the PHR exam.

There are several groups that provide Start Smart courses, including state and city Human Resources organizations, colleges and universities, and locally organized study groups throughout the United States. Start Smart will provide you a deep and detailed review of each HRCI Body of Knowledge, those areas of Human Resources practice that will be tested on the PHR exam.

Those enrolled in the Start Smart course will learn the exacting standards of practice for each of the six fields that make up the HRCI Body of Knowledge. At the conclusion of the course, participants will have a much clearer view of what material they know and what they need to continue to review before taking the PHR exam.

Prep classes are critical in helping people determine how best to spend their study time and which areas they should focus on in order to pass the PHR exam. The best chance of achieving certification is to recognize your strengths and weaknesses and to work to overcome those areas where your knowledge may be deficient.

A typical PHR prep class meets once a week, usually for three to four hours each time. Most classes run for at least six weeks, and many of the groups that organize the course also include concentrated coursework, lectures and discussions led by HR instructors, workbooks as well as practice exams and review materials from the SHRM, HRCI or other dignified sources.

The post PHR Classes for Human Resources Certification appeared first on PHR- SPHR Lounge.

The PHR certification shows one’s commitment towards the profession, and is a proof of one’s knowledge of the core HR principles. It sets apart one’s resume from the numerous profiles that claim to be proficient in human resources management. Organizations and employers strongly believe that PHR certified professionals are self motivated. It also helps in establishing a network of elite HR professionals across the world.

Classes on PHR help in undertaking the online test (225 multiple choice questions) with relative ease. These questions are primarily based on the six body of knowledge identified by the licensing body. Many schools conduct these classes and some of these, in no particular order, are listed below.

1. Villanova University of Pennsylvania has consistently received awards for its academic excellence in MBA and Undergraduate programs. The University partners with the Society of Human Resources Management (SHRM) and offers a 13 week program that makes use of the 2010 SHRM Learning System. This prepares the students for PHR certification. Villanova has a history of exceeding the national pass rate, consistently.
2. Cornell’s School of Industrial and Labor Relations conduct online programs to facilitate students to become certified professionals in human resources. These eCornell courses are convenient since they can be taken from one’s home or office. This program comprises of six courses to strengthen the concepts of HR in students.
3. The University of North Texas is a public research university in Denton. The Department of Management of UNT’s School of Business offers several courses in human resources. The faculty helps the students to get the PHR as well as the SPHR certification offered by the HRCI.
4. The Cameron School of Business – UNCW (University of North Carolina, Wilmington) also offers PHR certification. The business school conducts HR games that prepare college seniors for taking the PHR certification. The HR Games is an annual regional and state level competition. Management seminars are also held. UNCW has won and ranked second in these events that are sponsored by SHRM. UNCW also conducts mock PHR tests to prepare students for the actual exam.
5. College of Business of Shippensburg University of Pennsylvania is considered as one of the best business schools in the country. They also conduct classes to enable students to pass the PHR exam successfully and become certified professionals. The students of Shippensburg also compete in the HR Games competitions and come out with flying colors.
6. The University of Phoenix was established in 1976 and offers students several options in many disciplines. Besides its presence in 25 states, it is also present in British Columbia and the Commonwealth of Puerto Rico. They also provide online programs that can be utilized by those who do not have the time to visit day classes. They provide a preparatory course for PHR and aid students in receiving the PHR certification.
7. University of Dallas has expanded and updated its HRCI exam preparation course that prepares students for PHR and SPHR certification. This program is offered by them in partnership with SHRM. Subject matter experts have designed the course in a way so as to include application exercises which help in developing decision making skills and specific competencies. They even go a step ahead and guarantee one for passing the exam. If one fails, the course can be retaken completely free of charge.
8. The Hawaii Pacific University combines in class discussions, lectures and more importantly, experiential exercises which aid students in completing the PHR test successfully. They also offer online courses.
9. Northern Illinois University’s preparatory certification program offers human resources professionals with an elaborate understanding of six functional areas (strategic management, human resource development, risk management, workforce planning and employment, total rewards and employee & labor relations) of human resources management. Their 13 week course has won awards and serves as a study or review course for those desiring a PHR or SPHR certification.
10. The SHRM learning system course offered by the Ball State University prepares human resources professionals for PHR and SPHR certification through several tools such as SHRM learning system books, video lectures, online discussions and practice tests.
11. The program offered by DePaul University is in partnership with SHRM. The course is designed to accommodate six functional key areas of human resource management and responsibilities that are defined by the 2007 Body of Knowledge (HRCI). Every student can learn from software, printed workbooks, online tools and a classroom experience that is dynamic.
12. Michigan University’s School of Labor & Industrial Relations offers PHR and SPHR preparatory certification course that is most sought after in addition to their other HR certification programs.

The PHR certification is increasingly becoming an essential aspect for all human resource professionals. The competition in today’s market is extremely fierce. Most Fortune 500 companies are seeking for professionals with a PHR certification. The role of business schools in preparing students for this test by offering PHR classes is commendable.

The post Twelve Schools that Offer Online PHR Classes in the USA appeared first on PHR- SPHR Lounge.

The exams are administered by the HR Certification Institute (HRCI) which has been certifying human resource professionals since 1976.  They are part of a voluntary credentialing process that began in the 1940s and was originally instituted to create a code of ethics and a quantifiable standard of competence for the human resources profession, especially as applied within corporate settings.

By establishing measurable standards and defining the common knowledge that all HR professionals should have, it became possible to create a certification program similar to those that already existed within professions like education, law and medicine.  Testing for that common human resource knowledge became the pathway to HR certification.

As the human resources field has matured, the subject matter for the testing and the available professional designations have changed and developed over the years.  Since 1988, the Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) have been the main certifications.  In 2002, the Global Professional in Human Resources (GPHR) designation was added in response to the clear trend toward multinational corporations and their human resource needs.

How the GPHR Exam, the PHR Exam and the SPHR Exam Are Different?

The Professional in Human Resources (PHR) — The areas covered for the PHR exam include Strategic Management, Workforce Planning and Employment, Human Resource Development, Total Rewards (compensation and benefits), Employee and Labor Relations and Core HR Knowledge.

The Senior Professional in Human Resources (SPHR) — This exam includes the same body of knowledge covered in the PHR exam, with additional in-depth knowledge required in each area.  There is also more emphasis placed on the Strategic Management portion of the test.

The Global Professional in Human Resources (GPHR) — Since the reach of the GPHR designation extends around the world, it addresses knowledge of employment laws in the top six labor markets that affect corporate human resource professionals: the United States, the United Kingdom, Canada, the European Union, India, and China.

The areas of emphasis in this exam are slightly difference than the PHR and SPHR exams, and include Strategic HR Management, Global Talent Acquisition and Mobility, Global Compensation and Benefits, Organizational Effectiveness and Talent Development, Workforce Relations and Risk Management.  Topics that address knowledge of globalization trends, using interpreters and translators, and cross cultural management techniques are just a few examples of areas covered in the core knowledge section of the GPHR exam that are not addressed in the other exams.

Why take the GPHR Exam, the PHR Exam or the SPHR Exam?

Since certification within the human resource field is voluntary, it reflects a level of professional commitment that goes beyond mere work experience.  And unlike educational ‘certificates’ that can be earned from educational institutions by anyone who completes the coursework, a PHR, SPHR or GPR certification includes and acknowledges direct work experience as a human resources professional.

More than a quarter of a million human resource professionals have become certified by the HR Certification Institute as of January 2009, which indicates the growing recognition and importance of the designation within the corporate community.

The post Professional Human Resources Certification: the GPHR Exam, PHR Exam and SPHR Exam appeared first on PHR- SPHR Lounge.

Think? Think? Think? Can’t think of one? Maybe you are super busy with your job or personal stuff and forgot to plan your activities. Others have scheduled their activities so tightly that they have no space for relaxation. Remember, your exam day is so near and you need to give yourself time to relax.

HR personnel I can say are one of the most organized people in the corporate world, at least. This is based on my experience.  I am looking at the internet to validate this claim, I cannot find one. Sorry folks, maybe I need to research further.  If you disagree with me or you have something to say, there’s a comment section.

“To-do list”,” garbage in and garbage out, “in-tray and out-tray,” these are the common things you would see in the HR offices. And you’ll often see a big bulletin board/cork board which shows their monthly or year-round calendar of activities sometimes referred to as deliverables, Key Result Areas and Targets.

As a reflection of our own HR culture, we apply these to-do lists in our daily activities, be it written or just in our head.  I used to write ideas in a stick-on pad even in the middle of the night and put it in my wallet or save it on the mobile phone whichever is closer to my bedside. Thanks to technology —if there is one department that is benefited mostly by these inventions, it’s the HR department.

This time around, you should be planning your review activities, whether you are an HR guy or not. You need to focus and concentrate on your review and come up with a plan, at least days before the exam day. Here’s my shot, a short list of activities that examinee should be doing a week before the exam with the thinking that everybody is free. I hope examinees who are working have taken leave of absence for their exam prep.

Day 1:  Take a post test. If you have taken the online pre-test post –test route in your review process, this is the best time to take the post test. Why? You have at least 7 days to review certain areas to improve on based on the post –test results.

Day2: Visit Barnes and Noble or Borders. It’s nice to have a cup of coffee in Starbucks while reading something. (I am not making an ad here.) After that, go window shopping or watch a movie. If you have something to splurge yourself, go by all means. Don’t deprive yourself; after all it’s the reason why we work.

Day3: Visit some old friends or relatives.  It’s relaxing to be with friends or relatives once in a while. The occasional detour of your daily routine will spell the difference.

Day 4: Review.  Review the areas that you need to focus on based on the results of your post test.

Day5. Rinse. This is the time to have a quick look at all the shortcuts (mnemonics) you have and other review notes.

Day 6. Exercise.  This is the best time to release the toxin or bad air. Jog along the boulevard or in the park. If not, do it at home with your favorite tune. As much as possible, don’t attempt to review. Day 5 should be your last day in reviewing. Don’t cram.

Day7. Watch TV or do menial job and go to bed early.  Do nothing at this time. No caffeine please. It will just make you awake. It’s a must that your body is prepared (physically and mentally) for the next day—your exam day.

Exam Day:

Arrive early at the Prometric Testing Center. Execute all the PHR SPHR GPHR exam tips you have learned from your readings and concentrate on your exam. This is the moment you are waiting for. It’s either make it or break it. Good luck!

The post 7 days countdown before taking the PHR exam, SPHR exam, or GPHR exam appeared first on PHR- SPHR Lounge.

Earth Day began in the late 60s to early 70s. The founder is Gaylord Nelson, then a US Senator from Wisconsin. He was the one who proposed a nationwide environmental protest. On April 22, 1970, 20 million Americans or so went to the streets, parks, and auditoriums to demonstrate for a healthy sustainable environment.  Thousands of colleges and universities organized protests against the deterioration of the environment. Groups that had been fighting against oil spills, polluting factories and power plants, raw sewage, toxic dumps, pesticides, freeways, the lost of wilderness and the extinction of wildlife suddenly realized they shared common values.

Earth Day 1970 achieved a rare political alignment, enlisting support from Republican and Democrats, rich and poor, city slickers and farmers, tycoons and labor leaders. The first Earth Day led to the creation of the United States Environmental Protection Agency and the passage of the Clean Air, Clean Water, and Endangered Species acts.

This event became a precursor of today’s Earth Day celebration and a sprouting of a green fad and cliché.  Others would say, “It’s not easy going green.” In fact it can be downright confusing:  “natural,” “organic,”  “fair trade,”  “certified organic,” and “recycled.”

And what on earth is this? Green is the new White Hat–the good fellas. In architecture and home building, it’s now called LEED, Leadership in Energy and Environmental Design, something invented by the US Green Building Council. The idea is simple: better use of recycled building materials, better energy efficiency.

Don’t you know that there is a LEED certification (for Architects) and the certification fee (exam fee) is far higher than what we pay in the HRCI PHR SPHR GPHR certification? It can cost $5000 up to $7000.  Taking the LEED is not compulsory though, like the HRCI certification. And that’s the trend. Better have it or you’ll be left behind.

Since today is barely a week before the opening of the May-June exam window for the PHR, SPHR, and GPHR certification, why not make a countdown by participating in today’s celebration of the Earth Day? If you are in the field, I mean employed and worked in HR, most likely your office have cooked something for today’s celebration. If not, try to initiate something in the future.  After all, HR is not only a management extension or for policies and procedures, salaries and benefits, change management, risk management, and sports fest and drama management.  It can also be a charity and social awareness division.

The post Earth Day and the PHR Exam, SPHR Exam, and GPHR Exam countdown appeared first on PHR- SPHR Lounge.

On a related note, I read in one of the PHR SPHR forums about the inclusion of the FMLA amendments or updates in the last year’s exam which is still fresh at that time. What’s precisely the point in telling you this? The Healthcare Bill is fresh and it might be included in the exam.  Who knows? To be on the safe side, you’d rather know it. In fact, even if it is not included in your exam and if you are working in the HR, it will still impact your job. Understanding the provisions of this Act will help you in dealing with employees.

Here are the things you should know about the healthcare law signed by President Obama:

The Mandated Benefits-beginning six months after the law’s enactment, all existing health insurance plans must:

• Prohibit lifetime limits.
• Prohibit rescissions.
• Restrict annual limits.
• Include limitations on excessive waiting periods.
• Include a requirement to provide coverage for non-dependent children up to age 26; before 2014, this requirement is limited to non-dependent children who do not have an employer offer of coverage.

Beginning in 2014, group health plans must prohibit pre-existing condition exclusions and must prohibit annual limits.

To put it simply, here are the 10 things you should know about the bill:

1. Children up to age 26 can be covered by your health insurance.
2. Your health insurance cannot be cancelled if you get sick.
3. Starting this year, your children cannot be denied coverage because of pre-existing conditions.
4. Starting 2014, if you are an adult with pre-existing medical conditions, your application for health insurance coverage cannot be denied by the insurance companies.
5. No caps or maximum monetary limits on your benefits. If you develop a medical condition that is expensive and require a lengthy treatment, you could not run out of coverage because insurance companies will no longer be allowed to place caps or maximum monetary limits on your benefits.
6. Cap on your out-of-pocket medical expenses. If you currently have pre-existing conditions that disqualifies you for health insurance for at least six months, you will have coverage options before 2014. You will be able to purchase insurance through a state-run “high risk pool” which will cap your out-of-pocket expenses for medical care. You will not be required to pay more than $5,950 from your own pocket for medical expenses, and families will not have to pay any more than $11,900.
7. Starting 2014, you must purchase health insurance or you will be fined.
8. Starting in 2014, you will have more options. If you cannot afford to purchase employer –based health insurance and you earn too much to qualify for Medicaid, you have options through state-operated “exchanges” that will provide you with more options for buying your individual policy.
9. Starting in 2018, if your combined family income is more than $250,000, more money will be deducted from your paycheck to pay for Medicare payroll taxes and 3.8% tax on any unearned income which is currently tax exempt.
10. Starting 2010, if you are on Medicare and it is the only health insurance coverage you have, you will have free preventive care such as annual physical screenings for treatable conditions or routine laboratory work. You will also get a $250 check from the federal government to help pay for prescription drugs not covered as a result of Medicare Part D “doughnut hole.”

And here’s an Opinion of Atty. Emmanual Tipon published in the Filipino Chronicle:

The Good

Obamacare covers people who cannot afford health insurance and children with pre-existing conditions. However, the solution is to cover them under “assigned risk insurance pools” not by raising taxes, suggests Tom Campbell, Republican Senatorial candidate in California.

The Bad

Obamacare raises taxes to pay for the cost of the above, and hastens the death of seniors by cutting Medicare and stopping Medicare advantage.

The Ugly

Obamacare forces people to buy something that they do not want, do not like, and do not need. It treats them worse than criminals if they don’t buy health insurance. A criminal who pays the penalty is released from further liability. A person who does not buy insurance must pay a penalty but is not released from further liability. He must still buy health insurance.

The government specifies the policy’s conditions. “It takes away the freedom of individual Americans to choose the health insurance policy that is best for them,” says Campbel.

I encourage you to research further and find out exactly the entire provision of this bill. I might have missed some details.

I hope by putting this article together could help you in your review preparation. There’s so much to gain in knowing what is going on around us specifically the new legislation. Whether it is included in the 2010 PHR SPHR certification exam or not, what matter is you are updated.

The post 2010 PHR Certification-Is Patient Protection and Affordable Healthcare Act included in the Exam? appeared first on PHR- SPHR Lounge.

Manny "Pacman" Pacquiao knocks out Ricky Hatton in their Light Weight match last May 2, 2009 in Las Vegas Nevada. Image Source: Pinoy Life.com

If you have a background in HR, these names will surely ring a bell: Deming, Pareto, Ishikawa, Senge, Drucker, and Maslow. But Sun Tzu and Pacquiao, it may altogether sound strangers to you. No, they are not total strangers. In fact, they are masters of their own field.  Business world have learned a lot from them and imported some of their lessons in HR field. And to be more specific, there are lessons you can learn from these masters in acing your human resources certifications.

Every boxing fanatic know or ought to know Emmanuel “Manny” “Pacman”  Pacquiao, the pound for pound king of boxing who is currently the WBO World welterweight champion, Ring Magazine light welterweight champion, and is rated by Ring Magazine as the number 1 pound-for-pound boxer in the world.

But who is Sun Tzu? He is an ancient Chinese general and military strategist who wrote “The Art of War”. The book talks about a philosophy and successful strategy for war. I bought a copy of this book at the time when I was employed in a multinational company. The company is launching a massive internal marketing campaign for its 2k2 Olympics through its HR Bulletin and I need to write lessons or strategies from non-business sources that business world inevitably adapts to outpace the competition.

Let’s face it. We have entered the era of total competition. No matter what industry, company or geographical location one is in, there is a battle-ready competition somewhere who is busy, if not obsessed, thinking how to beat us. There are no safe havens. And the challenge is straightforward: to outwit and outpace the competition.

Along this line, it is no surprise that human resource certifications become a rich source of metaphors for people in Human Resources. Fresh graduates, of course, like any learning individual aspiring to become certified has its share of using that metaphor.

Taking the PHR or SPHR exam for example, is not only a certification exam, it is a competition in itself. The examinees are competing against the exam.  They must learn the four lessons from Pacquiao and Sun Tzu to clear the certification exam.

1. Know thy enemy
Sun Tzu said: “If you know the enemy and know yourself you need not fear the results of a hundred battles. If ignorant both of your enemy and yourself, you are certain to be in peril”. Pacquiao is not a writing man. But obviously he believes in Sun Tzu. He learns about his opponent buy learning from his coach, Freddie Roach through watching videos of his would-be opponent. Thus, he knows his opponent’s waterloo and strength as well.  And he knows how to combat them.

In the certification exam, your opponent is the exam itself.  By knowing yourself and your opponent’s strengths and weaknesses, you’ll have the edge in the battle.  It’s given in the equation that you need to get at least 500 in the scale of 100 to 700, 100 being the lowest and 700 being the highest.  It’s one of the exam’s weaknesses—you know your target. And you know how the test is made up of —4 choices. You have the choice. The only problem is which one is the right choice.  You also know the coverage of the exam—the six body of knowledge. Everything is known in the equation so learn how to manipulate it. Manipulate your enemy as best as you could.

2. Develop a strategy
Sun Tzu said: “Make strategic plans”. “Strategy without tactics is the slowest route to victory. Tactics without strategy is the noise before defeat”.

Manny in a pre-fight interview said, “I don’t want to predict the fight, because nobody knows what’s going to happen, but we’ve studied hard for the strategy.” USA Today, March 12, 2010.

Before you go to the exam center, you must have developed review techniques and strategies.  For sure you have cooked some of these:  self-study, buddy system, group study, college and university courses online or in-campus, SHRM certification preparation courses, SHRM Chapter-Sponsored Short Courses, Private Training Organizations, self-assessment, online review assessment, and many others. Don’t just review per se and wish for come what may. You must have a review strategy and execute it on exam day like what Pacman did on his previous fights.

3. Preparation
Sun Tzu said: “The general who wins the battle makes many calculations in his temple before the battle is fought. The general who loses makes but few calculations beforehand”.

Manny is silent about how he prepares for the battle. The next time you read the newspaper or watch the TV, he is already in camp for a rigorous training. He just prepares and watches his diet.

To ace the exam, you prepare, take a lot of practice exercises, read diverse resources and assimilate all the information. This is not a one-day preparation.  It takes quite a long time to prepare for the exam. Procrastination and lack of planning and preparation are your other enemies. Be ready to attack it.

4. Carry out a strategy
Sun Tzu said: “Attack where they are unprepared. Go forth where they will not expect it. A general’s actions must be “like the well-timed swoop of a falcon which enables it to strike and destroy its victim”.

When you see Manny in a pre-fight interview, he always say, he is ready.” So when Michael Buffer, the famous ring announcer declared “Ready to rumble’, Manny showed he was ready. He struck at his opponent. He threw, at an average more than 100 punches per round, winning every round. He either wins by knocking out his opponent or by a unanimous decision.

And that is the difference between a mediocre examinee and an excellent examinee.  On the exam day, the excellent examinee is ready to rumble.  The mediocre examinee is full of anxiety and apprehension, not at all ready.  If there is a last course of action to be made—that is to cancel the exam.

You may not be a future Sun Tzu or Pacquiao but you can be yourself by carving a niche in the HR world. It will start here by clearing the PHR SPHR certification. Remember, the exam is your enemy and to outwit and outpace your enemy is to apply the philosophies of these masters.

The post Sun Tzu and Pacquiao: Four things you must learn from the masters to ace the Human Resources Certifications appeared first on PHR- SPHR Lounge.