HRCP Blog

Many HR professionals have been stymied by the decision between the PHR and the SPHR exams. HRCI lists some helpful guidelines for choosing between them in the 2007 PHR/SPHR/GPHR Handbook, which is available in print form and on their website. While two years of experience are required for both exams, HRCI recommends 2-4 years of experience for the PHR exam and 6-8 years for the SPHR exam. HRCI further clarifies the difference between PHR and SPHR candidates (from the “Applying for the Exam” section of the Handbook) :

PHR Candidate:

• Focuses on program implementation.
• Has tactical/logistical orientation.
• Has accountability to another HR professional within the organization.
• Has two to four years of exempt-level generalist HR work experience, but because of career length may lack the breadth and depth of a more senior-level generalist.
• Has not had progressive HR work experience by virtue of career length.
• Focuses his or her impact on the organization within the HR department rather than organizationwide.
• Commands respect through the credibility of knowledge and the use of policies and guidelines to make decisions.

SPHR Candidate:

• Designs and plans rather than implements.
• Focuses on the “big picture.”
• Has ultimate accountability in the HR department.
• Has six to eight years of progressive HR experience.
• Has breadth and depth of HR generalist knowledge.
• Uses judgment obtained with time and application of knowledge.
• Has generalist role within organization.
• Understands the effect of decisions made within and outside of the organization.
• Understands the business, not just the HR function.
• Manages relationships; has influence within overall organization.
• Commands credibility within organization, community and field by experience.
• Possesses excellent negotiation skills.

Most people (but not all) believe that the PHR exam is easier, so some HR professionals who are qualified to take the SPHR exam choose to first take the PHR exam as “insurance.” Here’s my opinion on that: Why go through this twice if you don’t have to? If you truly fit the above description of an SPHR candidate, just go ahead and prepare for the SPHR exam. And what if you don’t pass? Take it again. Your other plan was to take two tests anyway. The cost difference between the two exams ($125) would be a reasonable fee for a preview of the exam you ultimately desire to pass. Then again, you might pass on the first try.

I think you probably will.

The Human Resource Certification Institute (HRCI) publishes Test Specifications, or a body of knowledge, upon which the PHR and SPHR exams are based. These specifications have been updated for 2007, and for the first time indicate that some content is “SPHR only” and some is “PHR only.” The Test Specifications list 74 “responsibilities” and 91 areas of “knowledge” that could be covered on the exams. Of these, 17 are listed as “SPHR only,” and just two are “PHR only.”

So, what does this mean to you if you’re preparing to take one exam or the other? Truthfully, not a lot. While the 17 “SPHR only” items represent about 10% of the list, they do not necessarily represent 10% of the exam content. Many of the 17 items are related, dealing with basically six issues: corporate structure, labor market, collective bargaining, executive compensation, training needs analysis & evaluation, and international HR. So, if you are studying for the PHR exam, you needn’t spend much time on those issues (although I wouldn’t neglect them entirely).

If you are studying for the SPHR exam, the two “PHR only” items (which deal with training performance evaluators and safety incentives and training) don’t do much to ease your study burden. Performance appraisal and safety are both important issues on the SPHR exam, and it would probably take more effort to avoid studying the “PHR only” items than it would to simply study the concepts in their entirety.

One of the great and pervasive myths of human resource certification is that there is an official, sanctioned way to study for the PHR and SPHR exams. We are often asked if the Human Resource Certification Institute (HRCI) endorses our product. No, they don’t. HRCI does not endorse any product; they are adamant on this point. Here it is in black and white (from the HRCI website):

What is the best approach to prepare for the exam? The certification exam is based on work experience. . . . We do not endorse any products nor maintain information on them.

Is it true that HRCI does not endorse the SHRM learning system? HRCI does not endorse any specific preparation method.

Why is the language so drastically different on the test than the learning material? There is no material that “teaches to the exam”. The two are developed indpendently. HRCI has nothing to do with the development of the Learning System. The exam questions come from HR professionals working in the field.

There are as many ways to prepare for the HR certification exam as there are people preparing to take it. My advice to those heading down that path is to collect as much information as you can about the options available, and make the choice that best fits your situation.

One of the first big decisions (following the obviously pivotal decision to take the PHR or SPHR exam in the first place) is the question of whether to join a study group or to prepare alone. Personally, I prefer to move at my own pace, spending more time on the areas where I am weak (benefits & unions), and less time on the areas that I already know pretty well (employment law & organizational theory). Also, by studying alone I avoid the tangents inevitable in group study; someone always takes the discussion off topic. Usually it’s me.

Group-study has its advantages, too. For me, the biggest benefits would be the mutual support (you know, the therapeutic aspect) and the structured schedule. There are a variety of types of group-study: paid instructor-led courses, free SHRM-chapter-sponsored classes, peer-based study groups, and more. I will delve deeper into these at another time. Today, I will discuss the pros and cons of self-study versus group-study.

Benefits of group-study:

• Instructor’s experience in preparing others for the HRCI exams
• Instructor’s knowledge or expertise that may go beyond your own
• Support from other group members
• Group members’ knowledge and experience
• An externally-imposed study schedule

Benefits of self-study:

• Lower cost (unless it’s a free study group and shared materials)
• Self-imposed study schedule to fit your situation
• More focus on needed areas
• No travel required

Knowing employment law is essential for passing the PHR and SPHR exams (not to mention for keeping your company out of hot water). While the text of the laws is important (however unintelligible), and the agency regulations are critical, decisions of the United States Supreme Court are paramount. The Court interprets laws and guidelines as cases are brought before them, and that is where the metaphorical buck stops. What the Supreme Court says, goes. Following is a discussion of how Supreme Court decisions have clarified disparate impact in age discrimination.

In the 2005 case, Azel P. Smith, et al., v. City of Jackson, Mississippi, the Supreme Court ruled that disparate impact theory can be used to press claims of age discrimination against employers similar to cases of race discrimination. The disparate impact theory allows plaintiffs to challenge an employer’s neutral practices if they have a disproportionately negative impact on persons over the age of 40. Such a legal challenge would be based upon a statistical analysis showing that the percent of individuals over age 40 who were harmed by the decision was greater than for those under age 40. However, the reach of the Age Discrimination in Employment Act (ADEA) is somewhat narrower than other discrimination laws since the ADEA allows employers to make decisions for reasonable factors other than age (RFOA), which could protect an employer’s decision if it was a reasonable nonage factor.

In a separate case, General Dynamics Land Systems Inc. v. Cline, the Supreme Court ruled that reverse discrimination does not violate the ADEA. Employers may treat older workers more favorably than younger workers without fear of violating the law.

This is a question we get a lot, and the answer is: 12.3 weeks. I’m just kidding, of course. The real answer is: It depends. I know, I know, the joke answer is more helpful. But here are some things you should consider when budgeting time for exam preparation:

• Work Experience. If you are an HR generalist with significant experience in all of the functional areas, you most likely won’t require as much study time as the specialists. If your career has been limited to one or two of the functional areas, you probably have a much longer row to hoe.
• Educational background. While the PHR and SPHR exams are “based on work experience,” anyone who has taken the exams must admit that they have a decidedly academic flavor. If you have taken a college-level HR course, that will probably reduce the study time needed, and if it was a recent course, you may not require a lot of other preparation. Also, being in the practice of studying, taking tests, and (dare I say?) cramming, will also help.
• Reading speed and comprehension. How fast do you read? Do you remember things that you read once, or do you need to review? Everyone is different in this regard, so you’ll have to adapt your study schedule to fit your style.
• Your schedule. How many hours per week can you devote to studying? Obviously, this is the most important consideration in determining how many weeks prior to the exam you need to begin your preparation.

So, how long does it take? The truth is that some people study two hours a day for six months, and others put in an hour or two the day before the exam. Most prep courses run between nine and 12 weeks. Based on our monthly sales, it looks like most people begin their preparation about three months prior to the exam (at least that’s when they buy the material; when they actually start reading is another matter). If I were putting together a study schedule, I would start by setting aside five hours per week for ten weeks and adjusting that schedule based on the factors mentioned above.

Sticking to that schedule, though, is another thing altogether.

It’s true, the test is grueling. Of course, I find it difficult to sit still for four hours doing something I enjoy. Add 225 multiple-choice questions to the scenario, and it ranks right up there with a trip to the dentist. But if sitting for the exam were the the only aspect of certification, it wouldn’t be half bad. The preparation is no picnic either. Now, there are a few people who can march right into the testing center without cracking a book and ace the exam (maybe you knew some of these exasperating people in college, too), but most of us require study. A lot of study. So, if preparing for and taking the PHR and SPHR exams is so arduous, why do it? Is it worth it?

Of course, the answer depends on your situation. If you are nearing retirement in a stable HR position, it might not be as important for you to become certified as for someone who is relatively young in his or her career. Here are a few things to consider when you are weighing the benefits of certification against the pains:

Certification sets you apart as a bona fide professional. Obtaining your PHR or SPHR certification demonstrates that you have the knowledge and skills that are vital to human resource management. HR is not just a hobby or something you are doing until you can get your consulting business off the ground; it is your profession. And after all, should we let the CPAs have all the fun?

You get to use that cool designation after your name. Once you have acquired your PHR or SPHR certification, you can use your earned designation on your business cards and all of your business correspondence. Perhaps it could lend credibility to personal notes, too: “Dear Kids, Please do you homework. Love, Mom, SPHR.” I should try that.

Certification may be essential to your career. Nationwide there are more than 80,000 certified HR professionals, with thousands more certifying each year. Certification is increasingly recognized as an essential standard for human resource managers. Many companies already limit employment in human resource management positions to those who are certified professionals. I have a Ph.D, you might say, why would I need this certification? Well, humph, maybe you don’t. But you could take the test just for fun.

Are you preparing for the HR certification exam? I sympathize. I’ve been there. Five times. Yes, it’s true: I’ve taken the HRCI certification exam five times. And no, it’s not because I didn’t pass (I did, all five times). It’s because I choose to recertify by exam every three years. (I know. I must be nuts.) We are launching this blog today to provide a place where I can share my experiences in preparing for and taking the HRCI exams. I hope that some of what I’ve learned along the way might be helpful to those who are embarking on this journey.

My name is Laura Middleton, and I’m the president of HRCP, L.C. We’ve been providing PHR and SPHR study materials since 1995. Our Human Resource Certification Preparation Program has helped thousands of people get ready for the exam. Study groups that use our materials boast pass-rates in the 90+ percent range. I’ll pass on what we’ve learned from these groups and individuals as well.

I welcome your questions and comments.