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The PHR certification is designed for those whose main occupation is human resources procedures and operations. This basic-level mainly certifies those who focus on the logistics of implementing a human resources program within a company and report to another human resources specialist. The accreditation body is the Human Resources Certification Institute, which has certified more than 120,000 human resources professionals since 1976. The institute also offers senior professionals human resources skills for those with more experience and greater responsibilities. When a PHR qualifies for SPHR credentials, the higher credentials replace PHR.
Reference: https://www.hrci.org/our-programs/our-certifications/phr
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The Professional in Human Resources (PHR) test is created for experienced HR professionals with corresponding educational background. There are three prerequisite options to choose from. The first one is a minimum of 1 year professional-level experience, plus a Master’s degree or higher. The second is a minimum of 2-years professional-level experience, plus a Bachelor’s degree. And the third option requires you to present a minimum of 4 years professional-level experience.
If you fulfill at least one of the listed requirements, you can pursue the HRCI PHR exam and take its 3-hour evaluation with 150 scored multiple-choices and 25 pre-test questions. The items cover different domains, such as business management, total rewards, labor and employee relations, development and learning, and talent planning and acquisition.
This computer-based test is downright challenging, hence the importance of the right set of learning references. So, we’ve generated a collection of the best resources for your HRCI PHR preparation, from books to online courses.
| Section | Weight | Objectives |
|---|---|---|
| Learning and Development | 10% | - Organizational development initiatives - Career development and coaching - Program design and implementation - Training needs analysis |
| Employee Engagement | 17% | - Engagement measurement and analysis - Employee wellness and work-life balance - Workplace culture and climate - Retention strategies |
| Business Management | 14% | - HR role in organizational strategy - Organizational structure and governance - Risk management and compliance - Business environment and industry knowledge |
| Workforce Planning and Talent Acquisition | 14% | - Selection and assessment methods - Onboarding and employee transition - Workforce planning and forecasting - Recruitment strategies and sourcing |
| Employee and Labor Relations | 20% | - Workplace policies and procedures - Labor relations and union practices - Conflict resolution and disciplinary actions - Employment laws and regulations (U.S. federal/state) |
| HR Information Management | 10% | - HR metrics and analytics - HR systems and technology - Data privacy and security - Record management and compliance |
| Total Rewards | 15% | - Employee benefits programs - Incentives and recognition systems - Rewards compliance and regulations - Compensation structures and practices |
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