SHRM AND HRCI CERTIFICATION INFORMATION …

1 shrm AND HRCI CERTIFICATION INFORMATION comparison shrm certifications HRCI CERTIFICATION shrm -CP shrm -SCP PHR SPHR LEVEL DESCRIPTIONS shrm -Certified Professional is designed for HR practitioners engaged primarily in the operational role - implementing policies, serving as the HR point of contact for staff and stakeholders, and/or performing day-to-day HR functions shrm -Senior Certified Professional is designed for HR professionals at a senior level who operate primarily in a strategic role - developing policies and strategies, overseeing the execution of HR operations, analyzing performance metrics, and/or contributing to the alignment of HR strategies to organizational goals The Professional in Human Resources CERTIFICATION demonstrates mastery of the technical and operational aspects of HR practices and US laws and regulations.

2 This CERTIFICATION is for the HR professional who focuses on program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization and has responsibilities that focus on the HR department rather than the whole organization The Senior Professional in Human Resources CERTIFICATION is recognized as a professional relevant credential for those who have mastered the strategic and policy-making aspects of HR management in the United States. It is designed for the HR professional who plans, rather than implements, HR policy, focuses on the "big picture," has the ultimate accountability in the HR department, has breadth and depth of knowledge in all HR disciplines and understands the business beyond the HR function and influences the overall organization *TEST CYCLES May 1 - July 15 (Summer) and Dec 1 - Feb 15, 2016 (Winter) Same May 1 - June 30, 15 (Spring) Dec 1 - Jan 31, 16 (Winter) Same * APPLICATION Jan 5 - Mar 15 (Summer)

3 And May 1 - Oct 16 (Winter) Same Jan 29 - Mar 26 (Spring) June 23 - Oct 17 (Winter) Same COST shrm Member: $300 Non-Member: $400 Same shrm Member: $350 Non-Member: $400 shrm Member: $475 Non-Member: $525 ELIGIBILITY Less than Bachelor Degree (HR-related degree): 3 yrs in HR role (Non-HR-related): 4 yrs in HR role; Bachelor Degree (HR-related): 1 yr in HR role (Non-HR-Related): 2 yrs in HR role Graduate Degree (HR-related): Currently in HR role (Non-HR-related): 1 yr in HR role Less than Bachelor Degree (HR-related degree): 6 yrs in HR role (Non-HR-related): 7 yrs in HR role.

4 Bachelor Degree (HR-related): 4 yr in HR role (Non-HR related) : 5 yrs in HR role Graduate Degree (HR-related): 3 yrs in HR role (Non-HR related): 4 yrs in HR role Minimum of 1 yr experience in professional-level HR position with a Master's degree or higher; OR a minimum of 2 years of experience in a professional-level HR position with a Bachelor's degree, OR a minimum of 4 years of experience in a professional-level HR position with a high school diploma Minimum of 4 yrs experience in a professional-level HR position with a Master's degree or higher, OR a minimum of 5 years experience in a professional -level HR position with a Bachelor's degree, OR a minimum of 7 years experience in a professional-level HR position with a high school diploma LENGTH OF TEST 160 Questions; 3-3 1/2 hours.

5 90 knowledge & 40 situational /judgment; and 30 field test questions 180 Questions; 3 1/2 - 4 hours; 90 knowledge & 60 situational/ judgment; and 30 field test questions 175 questions (150 scored, 25 are pre-test questions); 3 hours Same SUBJECT WEIGHTING Behavior Competencies: 35% Technical Knowledge: People: 20% Organization: 20% Workplace: 15% Strategy: 10% Behavior Competencies: 50% Technical Knowledge: People: 10% Organization: 10% Workplace: 10% Strategy: 20% Business Mgt & Strategy: 11% Workforce Planning & Employment.

6 24% Human Resource Development: 18% Compensation & Benefits: 19% Employee & Labor Relations: 20% Risk Management: 8% Business Mgt & Strategy: 30% Workforce Planning & Employment: 17% Human Resource Development: 19% Compensation & Benefits: 13% Employee & Labor Relations: 14% Risk Management: 7% *DETAILS Behaviors = Leadership & Navigation, Ethical Practice, Business Acumen, Relationship Mgmt, Consultation, Critical Evaluation, Global & Cultural Effectiveness, Communication Knowledge = (People): Talent Acquisition & Retention, Employee Engagement, Learning & Development, Total Rewards (Organization): Structure of HR Function, Organization Effectiveness & Development, Workforce Management, Employee Relations, Technology & Data (Workplace).

7 HR in the Global Context, Diversity & Inclusion, Risk Mgmt, Corporate Social Responsibility, US Employment Law & Regulations (Strategy): Business & HR Strategy Same Business Mgmt. & Strategy - Knowledge: Organizational Mission/Vision/Values/ Goals/Objectives/Plans/Processes, Legislative/regulatory processes, Strategic Planning, Management Functions, Corporate Governance, Cost Benefit Analysis of Growth Cycle, Business Concepts Workforce Planning & Employment: Staffing and Recruiting process & Strategies, Planning, Reliability & Validity; Selection Tests, Interviewing, Impact of Compensation & Benefits, International HR, Terminations, Workforce Assessment Techniques, Employment Policies/ Practices/Procedures.

8 Marketing/Branding, Negotiation Skills HR Development: Career and Leadership Development; OD, Training Program Development/ Facilitation/Evaluation; Task/Process Analysis, Performance Appraisal & Management; Global Issues; Mentoring & Coaching Compensation & Benefits: Strategies, Budgeting, Job Evaluation Methods, Job Pricing, External Labor Markets; Pay Programs, Non-Cash Compensation; Benefits, Fiduciary Responsibilities Employer & Labor Relations: Facilitating Positive Employee Relations; Employee Involvement Strategies, Employment Rights, Unfair Labor Practices, Collective Bargaining Process Legal Disciplinary Procedures, Conducting Investigations, Legal Termination Procedures Safety/Risk Management: Safety & Compensation Programs, Return to Work, Safety and Security Risks, Violent Behavior, General Health & Safety Practices, Internal Investigations, Rights Related to Substance Abuse, Business Continuity & Disaster Recovery Plans, Data Integrity Techniques, Technology & Analysis, Financial Management Practices General.

9 Knowledge of Federal laws and regulations for all areas. Business mgmt. & Strategy - Knowledge; Same, plus: Due Diligence, Corporate Restructuring transitions Workforce Planning & Employment: Same, plus International HR and Global Workforce Planning/Employment HR Development: Same, plus Global Issues/International Laws, Culture, Local Management Compensation & Benefits: Same, plus Executive Compensation; International Compensation Law & Practices Employer & Labor Relations: Same Recertification 60 Development Credits (PDCs) required every 3 years.

10 Categories (and maximum per period) are Advance your Education (30 PDCs); Advance your Organization (20 PDCs); Advance your Profession (30 PDCs) Same 60 Recertification Credits required every 3 years. Categories (and maximum per period) are Continuing Education, Instruction/Teaching (20); On the Job Experience (20); Research & Publishing (20); Leadership (10); Professional Membership (10) Same as PHR, with 15 of the credits must add to the knowledge of your organization and the way it works. See for more details. *Notes: See site for full details See site for full details