PHR and SPHR item writers in striped shirts
I’m not sure my decompression is complete, but I’m ready to begin sharing my thoughts regarding my recent experience taking the SPHR exam.
Have you ever watched or participated in a sporting event where the teams were so evenly matched it seemed the final outcome was determined not by the players in the game, but due to a call made by the officials? It’s absolutely unfair. But unfortunately, it’s part of the game. Referees and umpires are (for the most part) human and are subject to the limitations of human perception and, sadly, even to bias. That is why in order to win a game, a team must play well enough to beat their opponent and well enough to overcome any potentially adverse decisions by the officials.
I think there is a similar situation with the PHR and SPHR exams. The HR certification exam item writers are (for the most part) human and are subject to all manner of weaknesses and bias. The questions on the exams are imperfect. Some are more imperfect that others. Many of the questions are straightforward and easy to answer if you know the HR body of knowledge. Some questions are ambiguous and confusing, even if you know HR inside out and backward. You could make a valid argument in favor of all four of the alternatives, or you could make a case that none of them is true. It was frustrating for me as a test-taker, but it’s even more perplexing to me as one who is trying to help other HR professionals pass the exam. I can teach how to accurately calculate overtime, and I can describe the systems model of training and development, but how do I help people prepare for the bewildering ambiguity?
I don’t know. Yet.
But what I can say right now is that those taking the PHR and SPHR exams must know the HR body of knowledge well enough to nail the straightforward questions and not leave the outcome of the exam to be determined by how well they fair on the more imperfect questions.
June 20th, 2009 at 3:51 pm
It’s a pressing issue, that’s for sure. I have worked with many people preparing for the exams, and it’s difficult to get them to understand that the “mindset” is the most important factor. Getting into the right frame of mind will help with some of the ambiguity.
As for the flawed questions created by flawed people, I really don’t see a way to fix that, at least in the near future. I’m a referee part-time, and I know exactly what you’re talking about in regards to bias, even accidentally so. *bangs head on wall in frustration*
Good to see you back and posting, Laura!
February 8th, 2010 at 10:35 am
You hit the nail on the head. I will take it a step further because they seem to have more of the confusing questions where you can make an argument for each alternative. I recently “FAILED” and what’s worse is that when I contacted HRCI to discuss my concern without me being rude( only holding their feet to the fire to get a straight answer) the receptionist hung up on me. I called back and asked for a Supvr. who told me just as the receptionist did, that “you can’t study for this test.” It was “strictly knowledge based.” I questioned why then do they promote the Learning System from SHRM at $600+ and not to mention the $375 fee for taking the exam(not chump change in any economy). They denied any connection with The Learning Sysyem and said that there were hundreds of other study programs but only experience counted. The Supvr. said she would discuss my concerns with one of the “test writers and get back to me 3 busn. days later and here it is 6 busn. days later and no call back even after I left another message for a return call still no nothing. THERE IS SOMETHING REAL FISHY GOING ON AND THE PASS RATE SPEAKS FOR ITSELF. THIS WON’T BE THE LAST OF THIS STORY.