HRCP Blog

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.

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.