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About
CHRA > Certification
Certification
Preparation Class
Registration
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Chesapeake
Human Resources Association
PHR and SPHR Preparation Courses
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What
is Professional Certification?
Professional
certification is a voluntary action on the part of a professional
group to institute a system by which recognition can be granted to
candidates who have met some stated level of training and experience.
Standards are generally met through examinations demonstrating a mastery
of the body of knowledge in the field.
-
Is
there a credentialing body for Human Resources Professionals and Students?
The
Human Resource Certification Institute (HRCI) awards three levels of
certification: Professional in Human Resources (PHR) and Senior Professional
in Human Resources (SPHR), and Global Professional in Human Resources.
HRCI is the credentialing body for Human Resources professionals and
students and is affiliated with the Society for Human Resource Management
(SHRM), the world's largest organization dedicated exclusively to the
Human Resources profession. The Institute's purpose is to promote the
establishment of professional standards and to recognize professionals
and students who meet those standards.
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What
is covered in the PHR and SPHR Certification Exams?
The PHR and
SPHR certification exams cover the same HR body of knowledge, but the
focus is quite different. The PHR exam concentrates on the technical and
operational aspects of HR, whereas, the SPHR exam is more focused on strategic
HR and policy issues. The GPHR exam assesses the international HR body
of knowledge and is intended for HR Professionals who develop international
global HR strategies. For more information regarding the GPHR exam preparation,
visit the SHRM web site www.shrm.org.
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Why
is Human Resources Certification desirable?
Human Resources certification demonstrates a commitment to personal
excellence and to the Human Resources profession. The PHR and the SPHR
designations demonstrate that the HR professional or student has mastered
the HR body of knowledge, and through recertification, has accepted
the personal challenge to stay informed of new developments in the HR
field.
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Who is
eligible for Human Resources Certification?
PHR and SPHR professional candidates must have at least two years
of exempt-level professional HR work experience. HRCI strongly recommends
that professional PHR candidates have two to four years of exempt-level
HR work experience and SPHR candidates have six to eight years of
exempt-level HR work experience.
Current students/recent graduate candidates must take the HRCI PHR
exam no earlier than 12 months before the student's graduation date
and no later than 12 months after the graduation from a bachelor's
or graduate degree program. A current student or recent graduate (i.e.,
not a professional with 2 years of HR-related exempt-level experience)
is not eligible to take the SPHR certification exam. For more information,
visit the HRCI web site at www.hrci.org.
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Testimonials
regarding the CHRA Certification Preparation class
My
SPHR designation provides validation of collective experience
and proficiency in strategic and tactical facets of our profession.
The preparatory course provided by CHRA, utilizing the SHRM
Learning System, provided a framework for reviewing my experience,
and vital refresher in outsourced areas of Human Resources.
Each instructor-led session was engaging and studying with a
peer group creates an opportunity to share applicable experience
and enhance exam preparation strategies! CHRA instructors also
provide a library of resources, sample questions, memory games
and case studies that support heightened retention of each module.
Participation in this course prepared me to pass both the PHR
and SPHR on my first attempt! I highly recommend the CHRA PHR/SPHR
Professional Certification Preparation class to anyone seeking
to prepare for the HRCI exam.
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How
can I learn more about the CHRA PHR/SPHR Certification Preparation
class?
Classes
will be held on Tuesday evenings: September 16, 2008 through November
25, 2008 from 5:30 p.m. - 8:30 p.m. at Corporate Resource Management,
1301 York Road (Heaver Building) Suite 400, Lutherville, Maryland.
Please click
here for registration information. If you have any questions
please contact Christine T. Blumenthal, SPHR at 443-802-3111 or
ctblumenthal@earthlink.net.
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2008
HRCI WINTER TESTING WINDOW
DATES TO REMEMBER
| Exam
|
Testing
Window Duration |
1st
Testing Window |
2nd
Testing Window |
| PHR/SPHR
|
8
weeks |
May
1 -- June 30, 2008 |
Dec.
1, 2008 - Jan. 31, 2009 |
| GPHR
|
4
weeks |
May
1 -- May 31, 2008 |
Dec.1
- Dec. 31, 2008 |
Application
Deadlines
| Exam
|
Window
|
Reg.
Deadline Date |
Late
Deadline Date |
| PHR/SPHR
|
May
- June 30, 2008 |
March
14, 2008 |
April
18, 2008 |
| PHR/SPHR |
Dec.
1, 2008 - January 31, 2009 |
Oct.
10, 2008 |
Nov.
14, 2008 |
| GPHR
|
May
1 - May 31, 2008 |
March
14, 2008 |
April
18, 2008 |
| GPHR
|
Dec.
1 - Dec. 31, 2008 |
Oct.
10, 2008 |
Nov.
14, 2008 |
Changes
to PHR/SPHR Body of Knowledge
In
2005, HRCI conducted a practice analysis in which the
test specifications were reviewed and updated by a task
force consisting of 12 PHR- and SPHR-certified professionals.
These updates were then validated through a survey of
6,000 certified professionals. The results of this practice
analysis were reflected for the first time in the PHR
and SPHR exams in the May/June 2007 testing window.
The most noticeable difference between the old and new
test specifications is that two of the six functional
areas were renamed to reflect the changes that have
taken place in the workplace. "Compensation and
Benefits" was updated to "Total Rewards"
and "Occupational Health, Safety and Security"
was updated to "Risk Management." Some responsibility
areas and associated knowledge statements were realigned
to reflect these changes. While many of the responsibility
statements that fall under these areas remain the same,
the task force felt that these name changes better reflect
the terminology currently being used in the field. Results
of the validation survey confirmed these changes.
Finally, a few responsibility areas and associated knowledge
statements have been marked as "PHR Only"
or "SPHR Only." When HRCI conducted its most
recent practice analysis in 2005, the HR professionals
who responded to our survey indicated that a few responsibility
areas were performed chiefly by those at the PHR level
and some others chiefly by those at the SPHR level.
Therefore, exam questions that relate specifically to
those job responsibilities were moved to the appropriate
level exam.
 |
Fun
Facts
Total Certified Professionals as of August 2007
Total # of MARYLAND Certified Professionals: 2,316
(+310)
PHR: 1423 (+19)
SPHR: 874 (+34)
GPHR: 19 (+1)
PHR/GPHR: 2 (-2)
SPHR/GPHR: 10 (No Change)
PHR
or SPHR? Choosing the Appropriate Exam
HRCI
has found that appropriate exempt-level HR work experience
and educational background contribute significantly
to success on the exams.
| CHOOSING
AN EXAM LEVEL |
PHR |
SPHR |
| Required
exempt-level (professional) HR experience |
2
Years |
2
Years |
| Recommended
exempt-level (professional) HR experience |
2-4
Years |
6-8
Years |
Profile
of a Candidate
An honest assessment of skills, knowledge and responsibilities
within the HR function is critical when deciding whether
to seek certification as a PHR, SPHR or GPHR. The following
profiles of typical PHR, SPHR and GPHR candidates may
help you determine which exam is appropriate for you.
Due to the nature of the exams and their common body
of knowledge, the PHR and SPHR designations cannot be
held concurrently. However, you may hold either a PHR
or SPHR certification in conjunction with a GPHR designation.
PHR Candidate:
-
Focuses
on program implementation.
-
Has
tactical/logistical orientation.
-
Has
accountability to another HR professional within the
organization.
-
Has
two to four years of exempt-level generalist HR work
experience, but because of career length may lack
the breadth and depth of a more senior-level generalist.
-
Has
not had progressive HR work experience by virtue of
career length.
-
Focuses
his or her impact on the organization within the HR
department rather than organization wide.
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Commands
respect through the credibility of knowledge and the
use of policies and guidelines to make decisions.
-
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.
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Has
generalist role within organization.
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Understands
the effect of decisions made within and outside of
the organization.
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Understands
the business, not just the HR function.
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Manages
relationships; has influence within overall organization.
-
Commands
credibility within organization, community and field
by experience.
-
Possesses
excellent negotiation skills.
-
Establishes
HR policies and initiatives that support the organization's
global growth and reputation as an employer.
-
Designs
organizational structures, programs and processes
to achieve worldwide business needs.
-
Oversees
international assignment strategies and policies.
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Develops,
implements and evaluates programs, processes and tools
to ensure that they align with competitive practice,
the organization's objectives and legal requirements.
-
Oversees
the processes and practices that ensure favorable
employment conditions balancing employer needs with
employee rights and needs.
-
Has
core knowledge of the organization's international
HR activities.
TOP
720
Light Street, Baltimore, MD 21230
TEL: (410) 752-3318• FAX: (410) 752-8295
EMAIL:
CHRA@assnhqtrs.com
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