Certification is a voluntary action by a professional group to establish a system to grant recognition to professionals who have met a stated level of training and work experience. Certified individuals are usually issued a certificate attesting that they have met the standards of the credentialing organization and are entitled to make the public aware of their credentialed status, usually through the use of acronyms (e.g., PHR, SPHR or GPHR) after their names.

Certifications differ from certificate programs because certifications, by definition, include a work experience component. Certificate programs, on the other hand, award certificates once a course of study has been completed and do not require previous work experience.

Why Is Certification Desirable?

Certification sets those with the credential apart–or above–those without it. There are a number of advantages to seeking certification. Certification becomes a public recognition of professional achievement–both within and outside of the profession. For many, achieving certification becomes a personal professional goal–a way to test knowledge and to measure it against one’s peers. Others see certification as an aid to career advancement.

Purpose and Use of Certification

PHR, SPHR and GPHR certification shows that the holder has demonstrated mastery of the domestic or international HR body of knowledge and, through recertification, has accepted the challenge to stay informed of new developments in the HR field.

The PHR, SPHR and GPHR exams are completely voluntary. Organizations or individuals incorporating PHR, SPHR or GPHR certification as a condition of employment or advancement do so of their own volition. Individuals should determine for themselves whether the use of this process, including its eligibility and recertification requirements, when coupled with any other requirements imposed by individuals or organizations, meets their needs and complies with any applicable laws.

The PHR, SPHR and GPHR designations are a visible reminder to peers and co-workers of the holder’s significant professional achievement. PHR-, SPHR- and GPHR-certified professionals should proudly display their certificates and use the credentials on business correspondence.

PHR and SPHR Exams

The Professional in Human Resources (PHR^®) and the Senior Professional in Human Resources (SPHR^®) exams are both based on U.S. federal laws, regulations and practices and are generalist in nature (i.e., they assess all the functional areas of the HR field). They differ in terms of focus and the cognitive level of questions. PHR questions tend to be at an operational/technical level. SPHR questions tend to be more at the strategic and/or policy level.

Test questions on both exams reflect the most recently published test specifications (see Appendix A). The exams are multiple choice and consist of 200 scored questions plus 25 pretest questions randomly distributed throughout the exam (a total of 225 questions). Each question lists four possible answers, only one of which is the correct or “best possible answer.” The answer to each question can be derived independently of the answer to any other question. Four hours are allotted to complete the exam.

For those considering taking the PHR or SPHR exam, HRCI offers online assessment exams composed of actual exam questions that have appeared on previous exams but were removed from the item bank to develop the assessment exams. Before registering for the PHR or SPHR exam, consider taking an online assessment exam. The assessment exam exposes candidates to the types of questions on the actual exam. For more information about our assessment exams (including fees), visit the HRCI web site at www.hrci.org.

GPHR Exam

Globalization is the defining political and economic force in the world today. It requires new ways of thinking and responding. For HR professionals, recognizing and understanding this phenomenon is fast becoming a job requirement. The purpose of the Global Professional in Human Resources (GPHR^TM) certification is to assess your mastery of the necessary knowledge to be successful in this worldwide marketplace.

Exam questions reflect the most recently published test specifications (see Appendix B). The exams are multiple choice and consist of 150 scored questions plus 15 pretest questions randomly distributed throughout the exam (a total of 165 questions). Each question lists four possible answers, only one of which is the correct or “best possible answer.” The answer to each question can be derived independently of the answer to any other question. Three hours are allotted to complete the exam.

Pretest Questions

Pretest questions are not counted in scoring. They are, however, essential in building the PHR, SPHR and GPHR item (or test question) banks and are on the exam to statistically assess their difficulty level and effectiveness at discriminating between candidates who meet the passing standard and those who do not. The information gathered in the pretest process determines whether or not the question will be included on a future exam.

On Test Day

On test day, answer questions that are easy first and mark the more difficult ones to return to later. There is no penalty for guessing, so try to answer all the questions. Unanswered questions are counted as incorrect.

There are survey questions at the end of the exam that candidates are encouraged to answer. These questions are optional. Responses are confidential. The information collected is used for statistical purposes only.

Exam questions represent the following functional areas in HR. The percentages indicate the extent to which each functional area is emphasized in each exam.

PHR and SPHR Exam Functional Areas

Exams reflect the percentages listed above and are reviewed by a panel of certified HR ­professionals with subject matter expertise to ensure that the questions are up to date and reflect the published test specifications.

Passing Score

The passing score for each exam (based on a scaled score) is 500. The minimum possible score is 100. The maximum possible score is 700.

For more information about scaled scoring, please see “Understanding the Score Report” and “How the Passing Score Was Set” in this handbook.

HRCI Certification Denial and Revocation Appeals Process

Candidates whose applications are denied or revoked for the following reasons may follow the established appeals process outlined below.

Certification Denial and Revocation

Certification may be denied or revoked for any of the following reasons:

• Falsification of work experience or other information on the exam application.
• Misrepresentation of work experience or other information on the exam application.
• Violation of testing procedures.
• Failure to pass the certification exam.
• Failure to meet recertification requirements.

Certification Denial and Revocation Appeals Process

Candidates whose applications are denied or revoked for any of the reasons stated above will be notified in writing. Candidates may appeal the decision to the HRCI Appeals Panel. Candidates must submit appeals in writing to the HRCI Operations Director. Appeals must:

• be in writing, signed by the candidate and sent to HRCI by certified mail;
• include the specific reason(s) for appeal;
• be accompanied by evidence or other pertinent information refuting the original decision;
• be postmarked no later than ten (10) business days after the date on the notification letter.

Appeals Panel

Appeals requests will be reviewed by the HRCI Appeals Panel, which is comprised of two HRCI Board members, one certified HR professional (the certification of this professional will coincide with the appellant’s revoked or denied certification), one HRCI staff member, and an attorney, if deemed appropriate.

The Appeals Panel will review the request within 15 business days of receipt. During the review of the appeal, the Panel may request additional documentation as needed. All information received will be considered strictly confidential and will be used only to review the appeal.

Appeals Decision

Candidates submitting an appeal will receive written notification of the decision within 30 days of receipt of the request. This notification will also be provided to HRCI’s Executive Committee of the Board. The HRCI Appeal Panel’s decision is final. There is no appeal based on failure to pass the exam or to recertify.