Tag Archives: PHR

2018 HRCI Certification Changes: What You Need to Know

If you haven’t heard, HRCI recently came out with some major changes to their learning content structure–the biggest I’ve seen in the last ten years. Below I outline what you need to know, how to prepare, and a major announcement from me about what we’re doing to help you prepare.

Before I jump into the changes, one of the most common questions I’m getting is whether our certification materials help with this NEW exam. I cover this more deeply below, but my most common answer is this: there aren’t fundamentally different ways to practice good HR. There’s pretty much one way. And changing exam weightings, names, or even throwing in a competing certification (SHRM) doesn’t change that, despite the fact that each certifying body tries to make themselves sound unique and different. Our courses and training materials are designed to help HR professionals get their arms around the needs of the business and how HR can align with them, whether in recruiting, learning, performance, or something else.

That said, we ARE making changes to what we offer, and again, I cover that in more detail at the end of this post.

HRCI Changes: The Big Picture

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Which HR Certification is Better? An Analysis of the SHRM-CP and PHR [Updated 2021]

Last week I received an interesting question that echoed what I’ve seen from dozens of people around the new year:

I came across this discussion while trying to formulate an argument supporting the value and credibility of the SHRM-CP credential.

I have years years of HR experience and about five years ago, I started looking at HRCI and the PHR certification. Eventually, I hit the experience AND degree requirements to take the PHR, but decided to go with the certification offered by SHRM, thinking that a credential offered directly by the society would hold equal if not more weight.

My immediate supervisor is PHR credentialed. When I announced that I had earned my SHRM-CP credential, the response was underwhelming and I was left with the impression that they are not convinced that it is on par with the PHR credential.

We are in the process of updating a Professional Development policy for our company and I'd really like to be able to present an argument for recognizing the SHRM-CP as equivalent to the PHR. I've done a bit of looking online, but have yet to see anything that clearly compares the two credentials.

Over the last few years, the piece I wrote about the PHR vs the SHRM-CP certifications has been seen hundreds of thousands of times. I’ve had dozens of comments and questions from people, and over time my thoughts have changed a bit and have become more clear. Plus, some of the actions of the certifying bodies themselves are changing how I view the world. First, let’s address the question at hand.

If you are curious about the SPHR and the SHRM-SCP as a senior HR professional, check out this piece that examines the differences in the exams and which you should take

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The #1 Reason People Fail the HR Certification Exams

At my last check, the pass rates for the HRCI exams were somewhere around 50%, meaning that half of the people that show up to take the test fail the exam. I’ve been working with people preparing for their PHR and SPHR exams for nearly eight years, and I’ve been giving similar advice to SHRM-CP and SHRM-SCP preppers in the last 12-18 months. For what it’s worth, I have both SPHR and SHRM-SCP credentials. In that time I’ve come to realize that there is one clear reason why people fail the exams, and I’ve seen it proven over and over again. But first, let me use a learning model to help show you where the breakdown is. Below you’ll see Bloom’s Taxonomy, a model that explains the successive levels of learning as someone progresses from “newbie” to expert.

Bloom’s Taxonomy of Knowledge

blooms taxonomy learning

This explains the biggest challenge that most of the test prep tools in the marketplace have (less true for ours, which pull data from multiple sources to help you prepare). Most of them are designed to move someone up the scale, but the farthest they get is knowledge or even comprehension. In some cases, that may be enough to help someone complete the PHR exam, because it’s heavily based on recall and summarizing existing information.

Find out whether you should take the PHR or SHRM-CP or the SPHR vs the SHRM-SCP

However, it’s not going to get someone through the SHRM exams or the SPHR, either. In order to be successful there, learners have to move up the ladder toward synthesis of knowledge. At that level, learners must be able to:

  • infer ideas from information
  • imagine outcomes
  • predict decisions and best practices
  • combine separate ideas to create new strategies

If it seems like a lot, it is. And the truth is, that doesn’t happen by reading a book. Theory is great, and understanding the theory and history behind HR is a good thing. However, decisions at work are not based on just on theory–they require more.

And while people are upset when they don’t pass the exam, often claiming “the questions were nothing like what I studied,” the truth is that is probably a good thing for businesses needing HR support that can think for itself, not just recite study preparation materials. On the other hand, I get it–you want to prepare for the exam and not feel like you’re rolling the dice when you sit down in the testing center. So I’m going to teach you the principle that I’ve used to create the PHR/SPHR audio course, the PHR study course, and the SPHR study course, helping hundreds of testers to prepare for their certification exams over the years.

Getting from Theory to Application

When I taught a live study course a few years back, one of the things that I did every night, without fail, was to mention some recent piece of news or information that tied in with course materials. Studying about ethics? Let’s talk about Enron and its ethical failures. Discussing executive compensation? Let’s look at the new Supreme Court Justice nominee’s beliefs on compensation limits for executive leadership. In each opportunity, I would find relevant information to help take the theories and ideas from the materials and make them real for my students.

This is why I have created tools like the audio course, the prep courses, etc. I want to give practical information and stories so people can “get it,” versus just memorizing more text. I learned this the hard way when I got out into the “real world” of HR from college, and that translates here as well. After four years of studying and learning all of these basic principles, I had to go out into the real world and apply them.

I quickly realized that upon leaving college, I was about 10% prepared for what I needed to be successful. The rest would come from hands-on experience and practice, despite spending money, time, and effort on a degree specialized to human resources.

The lesson for you, if you’re preparing for an exam of any kind, is to look for ways to tie the learning back to your real world experience. Or to current news stories. Or to anything that is practical. You need that mental anchor not only to remember the ideas and concepts, but to understand how they are applied. When people ask me about my study resources, that’s the primary thing I explain as a difference between anything else on the market. Every week I talk about real experiences, real stories, and how to apply the concepts in real life. And my students are more successful than the average test taker, so there’s that.

What are your thoughts? Have you taken an exam and failed–what do you think of this advice? For those of you that have passed, what’s your take?

New HR Certification Audio Tools

hr certification audio cdUpdate: the course is available for the public here. The bundle with the SPHR course is here. Audio continues to be added to the course to flesh it out and increase the value. 

One of the most common questions I get from people interested in certification is where to find something they can listen to in the car, on a walk, or even at work. I’ve mentioned before that as busy as I am with kids and work, I really like to listen to podcasts and other audio programs while I’m washing dishes or chaperoning people around town. Today, I’m excited to announce the presale for the new HR certification audio series.

Until now there has only been a minimal selection in the market for audio prep tools, and they are all fairly pricey. I wanted to develop something that would help to improve the HR certification prep experience while still meeting that need for auditory learners. We are launching this in time for people to use it for the coming year’s exam preparation.

The Details

This program opened officially in 2017. The course has lessons spanning all areas of HR to help each of you better understand best practices and have the most up-to-date knowledge of how to leverage those practices for business success. In addition, these courses can be used for recertification credits! If you’re currently certified and want to use the content in these courses for recertification purposes, you can manually add them to your profile to get credit.

Is this just for the PHR or SPHR?

No. I’ve had dozens of students use our other courses to study for the SHRM-CP and SHRM-SCP exams. I’ve also had some even use it for the aPHR exam with excellent results. The principles explored in this audio study course will be applicable across the spectrum of HR. If you like the kind of work I do here at upstartHR (including the podcast) or if you’re interesting in improving your HR game, this will help you.

What is included? 

The course initially included audio lessons totaling more than 3 hours of content, but it is being expanded every month with new content. This continues to grow and should reach 10+ hours of training in 2018. It’s my goal for learners to be able to use these audio lessons for reinforcing concepts, examining practical applications, and exploring case studies of HR in action.

The types of content vary, from long-form podcast interviews with industry experts to short-form explanations of key concepts and laws that apply to exam preparation. In addition, several hours of bonus content from other podcasts has been added at no additional charge to help add valuable context to areas like recruiting, diversity, employee engagement, and more.

Additionally, students in the course can request additional content coverage for areas they need more help in. For instance, one student needed information on how to understand reliability and validity in pre-employment testing design, so I recorded a special lesson to help her and added it to the course to help others. Here is an example of one of the lessons from the course.

What is the format?

The course includes mp3 audio files so listeners can learn anywhere. Users can stream the files directly from the web or from their mobile device using SoundCloud or can download the audio pack to their computer or mobile device via Dropbox to play locally without streaming. The mp3 files include lifetime access in the event you need to put off your studies, need to come back later to refresh, or just want to use them for recertification credits after you pass your exam.

What is the price? 

The prices are $67 for the standalone audio course or $147 for the discount bundled with the SPHR self study course.

If you have questions, please contact me at ben@upstarthr.com and I’ll be glad to answer them. I’m excited about the next evolution of certification preparation support here at upstartHR, where we’ve been helping hundreds of HR professionals like you with certification for more than seven years.

The Difference Between the PHR and SPHR Exams

The winter testing window is coming up with HRCI (the Human Resources Certification Institute, for you newbies), and you might be wondering what the difference is between the PHR and SPHR exams. With both of the exam pass rates hovering around 50% (54% PHR, 53%  SPHR), it’s critical to make sure you understand the requirements of each and develop a proper plan for preparing. Today I want to explore some of the variations I have seen as well as from some of the feedback from previous students I helped with the certification exams.

Take our Quiz to See Which Exam is Right for You

phr sphr exams differencesExam Content

The most obvious difference is the one that HRCI tells you about. The exam content for each has a slightly different focus. This is because for lower level HR roles, it’s more important to have a grasp of the laws and other legal requirements. For SPHR test takers, they are typically in higher level roles that require more planning and strategy, hence the big bump in the Business Management and Strategy content area. Here’s the breakdown:

PHR Exam Content Outline

  • Business Management and Strategy (11%)
  • Workforce Planning and Employment (24%)
  • Human Resource Development (18%)
  • Compensation and Benefits (19%)
  • Employee and Labor Relations (20%)
  • Risk Management (8%)

SPHR Exam Content Outline

  • Business Management and Strategy (30%)
  • Workforce Planning and Employment (17%)
  • Human Resource Development (19%)
  • Compensation and Benefits (13%)
  • Employee and Labor Relations (14%)
  • Risk Management (7%)

Specialized Knowledge Requirements

The content for the exams can run across a variety of topic areas. The guide supplied by HRCI is just a starting point, but it helps us to see some of the key differences in PHR and SPHR exam topics. Below is a sampling of the SPHR-only topics that PHR test taker should not have to worry about. That’s not to say they aren’t important, but when you’re prioritizing PHR study time and might not have enough to focus on every topic, skip these. If you’re going for the SPHR, prioritize these.

  • Participate as a contributing partner in the organization's strategic planning process (for example: provide and lead workforce planning discussion with management, develop and present long-term forecast of human capital needs at the organizational level).
  • Develop and utilize business metrics to measure achievement of the organization's strategic goals and objectives (for example: key performance indicators, balanced scorecard).
  • Perform cost/benefit analyses on proposed projects.
  • Develop policies and procedures to support corporate governance initiatives (for example: whistle-blower protection, code of ethics).
  • Identify and evaluate alternatives and recommend strategies for vendor selection and/or outsourcing.
  • Oversee or lead the transition and/or implementation of new systems, service centers, and outsourcing.
  • Determine the strategic application of integrated technical tools and systems (for example: new enterprise software, performance management tools, self-service technologies).
  • Develop, implement and evaluate the succession planning process.
  • Evaluate effectiveness of employee training programs through the use of metrics (for example: participant surveys, pre- and post-testing).

Again, this is just a selection of the SPHR-specific content that shows up on the exam, but it is critical to make sure you understand these not only in theory, but in application as well. Just looking at this list, it’s easy to see how “Knowledge of FMLA requirements” is a little different than “evaluate effectiveness of training programs with metrics.” One of them requires a broader knowledge base, skill set, and point of view. That’s not to say the PHR is easy or simple, but there’s a reason there are two separate exams.

Application vs Synthesis Thinking

I alluded to this, but it’s one of the most critical pieces that I always try to explain when people come to me for advice. The way you approach the exam preparation, and the way you develop your mindset/framework for evaluating test questions and answers, is going to depend on the exam. I’ve tried to lay it out below in terms that reflect my own experience as well as the dozens of students I have supported over the years.

The PHR is more about learning terms, concepts, and ideas and then remembering them for the exam. Simple memorization might not work, because you still need to know the “best answer” in some cases, and that requires some critical thinking. However, getting a good set of testing materials and studying well will go a long way towards success on the PHR.

sphr study courseThe SPHR is more about blending knowledge from a variety of areas into a cohesive strategy. In fact, “strategy” is the number one way I explain to students that the SPHR is different when they are preparing for the exam. Not only is the first module around strategy and business the largest piece of the exam content–it is also woven throughout the entire question set, forcing test takers to evaluate multiple courses and select the best one. As I wrote in my previous piece on how to pass the SPHR exam:

Seriously, though, there is a strategy to answering questions on the exam. This is critical if you are trying to figure out how to pass the SPHR exam. Here are five keys I used:

This is strategic in nature, meaning that it's about how HR ties in, and drives, business activities and measures. Write that on your scratch paper when you sit down and every time you read a question glance at that little phrase.

Know how HR activities tie into the business objectives, and look for opportunities to highlight that in an answer everywhere possible

“Strategy,” “company objectives,” and “business needs” are usually the answers when they are options.

It is important to measure, assess, analyze, etc. before actually taking action.

Imagine that you're not in HR, but that you're the CEO, especially when the question is focusing on marketing, operations, or another aspect of the business. Answering from that mindset will help to ensure that you're giving the broad, strategic perspective the test warrants.

Wrapping Up

As you can see, the exams vary in multiple ways. The most important thing to do is pick the one that is a right fit for you and then develop a study plan that prepares you adequately for the test. Your preparation isn’t meant to come simply from a book–your experiences and interactions with other HR professionals both help to drive your certification preparation.

For those of you that have taken both, what differences have you noticed with the PHR and SPHR exams? If you’ve taken just one, did what I shared above line up with your experience? 

SHRM-CP or PHR? Today’s HR Certification Decision

*Updated with additional info from several anonymous sources I’m going to preface today’s discussion a bit. I have been a SHRM volunteer leader since 2009. I’ve been a long-time supporter of SHRM. I also have been a supporter of HRCI since 2009 when I became certified. I’ve watched the battle rage between these two organizations over the past two years and have refrained from commenting publicly. This is my opinion (as usual) and doesn’t mean I have stopped supporting either of these valuable organizations. My goal is to make HR better, and I think that each of these groups is trying to do the same in their own respective ways.  Many of you may know me as the person who talks about HR certification more than anyone else on the Internet. Why do I do it? Because I believe in the value. No, not the value in the certification, but in the value of the commitment to long-term improvement.

SHRM vs HRCI Certification

PHR SPHR SHRM-SCP SHRM-CPI just answered a few questions last week and I wanted to cover the topic here because it’s a theme that I am seeing more and more often.

I am considering certification because I think I would like to move somewhat more toward the HR field. I am wondering which certification is best (PHR or SHRM) and whether you think it would be beneficial to me in my quest toward a more focused HR career.

Also, this one:

I will be taking the SPHR in June 2016 : please answer my below questions 1. What all material I need to buy 2. i am confused – how could we use SHRM Study Material for SPHR certification – aren’t these two different institutions

For those of you who have been under a rock, SHRM stopped supporting the HRCI credentials (SPHR and PHR) back in 2014. Here’s what I wrote on the topic back then:

HRCI is not planning to discontinue providing PHR, SPHR, and GPHR exams to allow HR professionals to be certified. With SHRM moving away from those exams, it remains to be seen what the overall impact will be on the marketability over time for those of us with one of the “traditional” HR certifications.

My predictions offline at the time were fairly simple. I believed that HRCI was going to win in the short term and SHRM would win in the long term for a few reasons.

  • HRCI has an existing list of more than 100,000 certified HR pros it can market to and try to keep them recertifying.
  • SHRM is trying to turn a cruise ship, and that doesn’t happen overnight. I am still hearing, two years later, SHRM representatives talking about their certification’s value in an attempt to drive interest.
  • My key prediction at the time: SHRM’s influence at the chapter level would eventually turn the tide due to recertification credits and its stranglehold on the requirements for chapter leaders (requiring SHRM-CP/SCP training, for instance).

For those of you that didn’t know, SHRM pays its chapters for any SHRM members and SHRM-CP/SCP certified individuals. Those dollars, more than any marketing that HRCI can put out, will turn the tide in SHRM’s favor over time.

The Ongoing Battle

I think HRCI needs a bigger list to market to and must stop attacking SHRM at every opportunity. They also need to get their recertification people working harder/faster/smarter because from the feedback I’m hearing at different chapters around the country, SHRM is doing a better job at this. HRCI has recently piloted its aPHR, which is for early career pros as a way to get more of them into the fold (building that list, as I mentioned). This is a close approximation to SHRM’s Assurance of Learning Certificate which has been around for quite a while and is close to being a standard for colleges across the US.

What I think is very strange is that in the past, HRCI didn’t officially “endorse” SHRM as its only learning/prep tool for the exam, but they did a good job of highlighting it on their website. People often thought that SHRM’s Learning System was the official study tool for the PHR and SPHR exams, which is false. Now that the marriage between the two is broken up, HRCI has promoted other study tools, which means our tools have been selling like hotcakes. It feels like a race to the middle with each of them trying to outdo the other and the rest of us being caught in the middle, unsure of which direction to take. Don’t believe me? I’ve received a version of that question that started this post more than 30 times in the past year. Experience has shown me that if I receive a question a handful of times, there are more than 100 people interested in the same topic. This means there are thousands wondering the same thing.

What Does This Mean for HR Pros?

Last year SHRM used its “pathway” to allow those of us with current certifications to simply click a few buttons and get our SHRM certification. That was partly so SHRM could have some numbers to help it market its certification as the next big thing to HR pros and companies (update: SHRM announced early in December that it had 65,000 pathway participants, with more still completing the process in the final weeks). In a few years those of us with a SHRM cert will have to decide how we will continue. At the same time, we will have to do the same with our HRCI certifications and make the call if we continue or let it lapse.

For those of you making the decision to get certified, consider what I’ve written here. For what it’s worth, here is what I’ve been telling people for the past year: For now I would continue to pursue the PHR/SPHR. It is recognized as a standard and could even net you more money.

SHRM’s certification doesn’t yet hold enough value in the workplace for companies and HR pros to put much stock in it. That may very well change but for now it is unproven and untested. I’ve passed both the PHR and SPHR and the knowledge gained helped me to be better at what I do. I took the SHRM pathway in half an hour and got my SHRM-SCP with about as much effort as you’d put forth pulling the prize from the cereal box. I received an anonymous comment from someone that is intimately familiar with the HR certification industry and the person had this to say:

One thing you might want to keep in mind regarding these two certifications, is that HRCI certifications are accredited and SHRM’s are not. From what I understand, SHRM is trying to get theirs accredited, but because they also develop the prep materials for the exams, they may not qualify.

Just another piece of the puzzle to consider.

A Few SHRM Positives

One of my friends is a SHRM volunteer leader and explained a few key points to me:

  • The accreditation process isn’t an overnight thing. It can take several years to get the initial stamp of approval. That’s good to know.
  • In addition, he took the SHRM exam since he is an instructor and has to teach classes on exam content. He said that it was much more reflective of the HR role of today than what he recalled the HRCI exam being several years back.
  • He also said that his state, and many others, will continue to offer SHRM and HRCI credits simultaneously for programs. This is good news for those of us holding dual certifications.

I’d love to hear from some of you about how you see this shift affecting you and the rest of the HR community. 

How to Study for the SPHR Exam

I like giving advice based on experience, not opinion. When people previously asked me how to study for the SPHR exam, I’ve had to give them my opinion based on what I understood. To be honest, my response was pretty accurate, but it’s now nice to actually confirm that with my own completion of the SPHR certification. In case you missed it, I talked last week about my success in passing the SPHR exam, so I can now speak from experience in how to properly study. Today we’ll go over some of the best practices for SPHR study preparation as well as the launch of the new SPHR Study Course.

sphr exam studyStudying for the SPHR

I have collected some of the comments from people say about preparing for the exam. Some of them passed and some of them didn’t, but even a quick skim will show you some common themes:

Nicky

This weekend I took the Certification exam…..and didn’t pass. That was a bummer because I’ve been studying for so many months. I really appreciated your weekly emails and enjoyed your perspective that kept me engaged.

This exam reminded me EXACTLY of the SAT and GMAT – soooo abstract. I started the exam and by about question 15 was wondering if I was even taking the right test. Then I started to see a few things that looked familiar. I’ve attended school for many years and was expecting to be tested on text from the study manuals, similar to the practice tests you had provided, but that’s not what it looked like to me.

Instead this appeared to be….obscure sentences that I was really puzzled to figure out what the question was. I provided feedback at the end and indicated that I was really disappointed in the development of this exam. I didn’t think it tested my knowledge of the materials that I had studied. Sometimes I could eliminate two of the answers and then the two remaining answers were worded in such a way that I just guessed which one was right. How disappointing! I will not retake the exam because no amount of additional studying will prepare me to be successful for this type of examination. If I had not stumbled across your website, I would probably still be trying to figure out who administers the exam, who has the official study materials, etc.

So while this was an expensive overall endeavor, it brought me into the 21st century! I did feel like this whole experience really updated by HR knowledge. My undergraduate is in HR Management and my masters is in HR Development (Adult Education), but those were completed in the ’90s. I haven’t worked specifically in HR since 2000, but my HR background has come in handy in every job I’ve had. I’m currently a trainer and really hope to circle back to HR in the near future although many current job postings are specifically looking for the PHR/SPHR certification. It’s deflating to know that I’m eliminated from consideration because I don’t have the certification…..and 6 years of HR higher education takes a back seat :-)

Enough of my moaning and groaning. So, thanks for your advice, and I wish you continued success in your future endeavors. If I had my own business I’d trying to recruit you!

Jack

I took the PHR exam in 2010 and failed. I attended a university specifically to study for this exam; I had outlines and studied extensively and I agree with Mary, most of the test questions were so unfamiliar and panicked when I realized this was not covered in class and could not recall the information being on the outlines and notes I had. I had shown up to the test site confident as I had spent hours and hours studying and was very disappointed that I didn't succeed. I have been avoiding taking this test but will be signing up to take it again in December 2012. I hope to get a better test this time.

Mary

3 of us took the 2010 PHR today June 29, 2010 and June 28. Both the lady with 20 years HR experience and I said after the test –70 percent of the test was NOT even covered in the SHRM guides that cost $800 dollars. I passed she failed. She also did Ann B's book and HRCI. I did SHRM and HRCI. But almost nothing from those sources was on the test. I am not even happy about passing because it was just due to guess work not all the MONTHS of serious study I put in and she even put in more figuring out how to study for the SPHR exam. The questions are vague and the answers are nothing you read in your books, or nothing like your practice exams. Experience dosn't count because she had 20 years experience. The only way I passed was to put my HR knowledge aside and think like a business owner. At question 60 I wanted to go ask if they had loaded the right test.

Mariona

I was so mad, I didn’t pass and I had never studied so hard and felt to prepare, and I didn’t pass ( I went for SPHR)

Melissa

The rest of the group took it today. Very nervous because none of the group passed they said that the test was nothing like the practice test on the learning system.

Preparing for the SPHR

Can you tell me how to prepare for the SPHR exam?

Up until now you just had to pick out a study tool and try to guess how the SPHR content was different from the PHR content. In reality most of us don’t read deeply into the content and make connections with real world examples, so this is difficult to do. Up until today, there was no specific SPHR study tool on the market. I have launched my own SPHR Study Guide to meet that need. I’m excited about helping the next generation of SPHR test takers with the exam.

How long does it take to prepare for the SPHR?

It can take anywhere from several weeks to several months. It’s very dependent on your study habits, testing ability, experience level (depth), education level, and breadth of exposure to HR. For instance, a recruiter will have a harder time preparing than a generalist, because their work is not focused on a wide variety of HR practices.

Cramming for the SPHR exam

Can you tell me how to cram for the PHR or SPHR exam?

I’d highly suggest that you not attempt to cram for the SPHR. There are just too many pieces of the body of knowledge that you aren’t exposed to every day (for example: visas, talent management planning, budgeting, managing risk, developing employee branding campaigns, etc.) I’d recommend taking time to do this over several weeks, and preferably several months. If you are stuck and have to “cram,” there’s one thing that will help you (assuming you have a basic HR knowledge foundation): take as many practice tests as you can get your hands on.

Public Service Announcement: Again, I will recommend that if you’re trying to figure out how to study for the SPHR exam, you should not cram.

Being “test smart” will go a long way toward helping you prepare, but if you don’t know the basic HR information than all the practice questions in the world won’t help you. This is not to teach you to memorize questions and answers, but more to seek out the “best” or “most likely” or “most efficient” answers by honing your judgment.

How to study for the SPHR exam: Sample SPHR study session

How should I study for the SPHR?

One of the things I started doing in the final weeks of preparation was to take a practice exam and copy the question/answers for anything that didn’t look familiar to me and paste it into a notepad. Then after the practice test I would Google each term to get a better understanding of the concepts I was weak in.

I’d also try to find an article or description of the idea in practice, when it would be used, and when it wouldn’t. That’s the key–knowing the term is only half the battle. Knowing how, when, and where to use it is the critical portion the SPHR tests on. Here’s a sample set of information after one of my practice runs. I’d research each term after the practice test or put it on my calendar to research during my next block of study time.

  • Sample post test research, pre and post testing methods
  • action teams vs task force vs others
  • Product leadership, other strategies
  • nominal technique vs delphi vs others
  • union deauthorization/decert timelines
  • balanced scorecard elements, uses, pros/cons
  • scatter, histogram, gantt, pareto, other chart types and purposes
  • leadership models
  • http://en.wikipedia.org/wiki/Six_Sigma
  • http://asq.org/learn-about-quality/total-quality-management/overview/deming-points.html
  • quality initiatives
  • http://en.wikipedia.org/wiki/PEST_analysis
  • company growth stages and HR needs
  • individual vs task vs organizational assessments
  • bloom’s taxonomy, uses
  • http://www.eeotraining.eeoc.gov/images/content/EXCELHandouts/2G%20Mock_Deposition_Practice.pdf
  • compensable factors
  • instructional design models
  • http://www.mindtools.com/pages/article/kirkpatrick.htm

SPHR study course

how to study for the sphr examAs I mentioned above, I am launching a new SPHR study course. This is a bonus module added to the standard SPHR/PHR Self Study Course that has helped dozens of students pass the exam over the past few years. I highly encourage you to check it out if you are planning to take the SPHR this year. The price is for the basic model and will be increasing as I add additional case studies, questions, and video discussions. More info here.

Other comments from SPHR candidates

I didn’t want to put all of these up front, because it is a pretty long summary. However, I think the comments are worthwhile and wanted to include them so you could review as you decide how to study for the SPHR exam in your own unique way. This is not something to take lightly!

Anonymous

I used this book alone to study for the December 2007 SPHR exam. This book was no help! The practice test and CD were nothing like the actual test. The actual test was more subjective, asking questions like ‘What is the BEST way to handle this situation?’. I don’t know how you would study for that. That leaves too much room for personal opinion, barring any legalities. I was extremely disappointed when I did not pass the exam after studying this book alot. I would not recommend using this book to study by. Many subjects in the book were not even on the test, such as many court cases it told you to remember. This was not a good way to figure out how to study for the SPHR exam.

Susan

3 of us took the 2010 PHR today June 29, 2010 and June 28. Both the lady with 20 years HR experience and I said after the test –70 percent of the test was NOT even covered in the SHRM guides that cost $800 dollars. I passed she failed. She also did Ann B’s book and HRCI. I did SHRM and HRCI. But almost nothing from those sources was on the test. I am not even happy about passing because it was just due to guess work not all the MONTHS of serious study I put in and she even put in more. The questions are vague and the answers are nothing you read in your books, or nothing like your practice exams. Experience dosn’t count because she had 20 years experience. The only way I passed was to put my HR knowledge aside and think like a business owner. At question 60 I wanted to go ask if they had loaded the right test.

Workforce.com Article about a test taker

Tashana Sims-Hudspeth, HR manager at Pearson Education Inc. in Columbus, Ohio, certainly hoped so. She had tried unsuccessfully to pass twice using other study materials, so she finally bought the pricier SHRM Learning System figuring it was her best chance for success. But she took the test in January 2010 and failed again.

“I had flashcards, I studied at lunch after work, on my breaks,” says Sims-Hudspeth, who also enrolled in an online study course and joined a weekly study group. “I had my 11-year-old son flashing me questions while he watched TV. I drove my family crazy.”

She still is a strong supporter of HR certification and plans to take the test a fourth time next spring. But she feels frustrated by the process. “I only saw a few questions that were remotely similar to the SHRM system,” she says. “I thought, ‘What is this?’ It was nothing like what I had been studying. What’s the purpose of buying the SHRM learning materials if they don’t match up to the test?

CC

In preparation for the SPHR exam, 3 co-workers and myself held study groups using the SHRM LS for 6 months prior to testing. The closer it got to the test date, the more nervous I got. I ended up purchasing this book about a month before the test and I am so glad that I did! This helps explain the HR processes through case study and the practice questions in this book are much closer to the actual test than SHRM LS. However, I still found myself feeling unprepared for the test. The actual test questions are nothing like anything we practiced in the SHRM LS (for 6 months nonetheless) and I felt sure that I had failed.

How to study for the SPHR? My studies were long and varied. I used multiple study resources (mainly HRCP) and covered thousands of practice questions, read hundreds of pages, and spent more than 100 hours over the course of four months preparing for the SPHR test. I am not sure how to study for the SPHR exam other than how I did it.

Tim

I took and failed the PHR on Saturday, Jan 31, 2009 and feel the SHRM Prep Course DID NOT reflect the exam at all. In my opinion, SHRM misrepresents the course and how to study for the SPHR exam. The test questions from the study course did not come close to the exam questions. I am very disappointed in SHRM and how they present the material. I spent money, time and energy preparing for the exam and feel blind sided with the test. After about 15 min into the exam, I got up and asked the administrator to check and make sure I was given the correct test. As the test questions were not at all what SHRM had in the Modules or study guides.

Tracy

I took and failed the exam today. I spent an abudnance of time and money on the SHRM course and it was a complete waste of both. The actual test questions were nothing like the practice questions. SHRM Learning System is a misrepresentation of proper preparation for the exam. I wouldn't recommend it.

Shweta

The exam had very difficult & complicated questions . Some concepts are not covered in the syllabus – checked upon return from the exam …

John

Took the PHR exam today 6/1/09 after teacher had encouraged me to take SPHR exam due to my excelling in the class and exams in the SHRM Prep Course. Quickly within the first bit of the exam, it was clear to me the question format was not simliar in any regard to the question format presented during the class.

Regarding subject matter, I would estimate only 60% was covered in the prep material/class. The remaining 40% was material not covered during the prep course or in the SHRM material.

Regarding question format, I often recognized the concept/application in the question, but when reviewing answer choices, I often felt I could only eliminate one or two max and words were used that are not commonly used to assist in choosing the correct answer.

My only expectation is to be tested solely on the knowledge set and for the certification test not to use question format to thwart a successful pass. I do beleive a true partnership should exist with Prep classes and question formats should be similar. How else could I answer 1,240 multiple choice questions over 60 some odd practice exams and consistely score in the 80% range. I dont get it and strongly feel a misrepresentation exists.

Angel

I took the PHR this past Saturday and failed. Like the gentleman Tim posted, I too took a 14 week SHRM preparatory class at my own expense and felt totally blind sided by the test. Unfortunately, most of my experience in HR is related to recruitment, selection process and test administration. In effort to expand my knowledge and further myself professionally I wanted to obtain my PHR Certification. I'm just sadden to realize that the SHRM option available. As the another person posted, it would have been helpful to know that application was vital for passing the exam.

Rachel

Ditto to what Tracy says. The SHRM Learning System is a misrepresentation—nothing like the test, and all topics were NOT covered.

Dee

Failed the PHR exam for a second time on Saturday. I have been studying on average 4-6 hours a day for three months and took the college prep course that used SHRM. I even tested out on the SHRM assessment tests in the 80-90 percent range. WTH! I really, really studied and I even knew what to expect. I agree with some of the posts that a couple of the questions on the PHR exam appeared more appropriate on the SHRM exam. I just purchased the Anne Bogardus prep book on amazon.com, and will combine resources. I hope to take the test a third time in the Spring.

Two of my fellow HR bloggers have shared their insights on how to study for the SPHR exam as well:

Have you taken the SPHR exam? What was your impression? Did you pass? If not, what questions do you have about how to study for the SPHR exam?Â