Certification Handbook

2006 | PHR SPHR GPHR Certification Handbook |
■ ■
HUMAN RESOURCE CERTIFICATION INSTITUTE

IMPORTANT CONTACT INFORMATION
HRCI
1800 Duke Street
Alexandria, VA 22314 U.S.A.
PHR – Professional in Human (866) 898-HRCI or (703) 548-3440
Resources Fax (703) 535-6474
SPHR – Senior Professional in PES

Human Resources 475 Riverside Drive, 6th Floor
HRCI Testing Office (470)
GPHR – Global Professional in
New York, NY 10115 U.S.A.
Human Resources
(866) 744-HRCI or (212) 367-4200
Fax (212) 367-4318
Thomson Prometric
1000 Lancaster Street
Baltimore, MD 21202 U.S.A.
(800) 467-9582*
* See Appendix E for contact numbers outside the United States, U.S. territories or Canada.
WHERE-TO-TURN GUIDE
General certification information

Visit www.hrci.org
Review existing application
Questions on application status

Questions on payment issues E-mail hrciapp@proexam.org
To correct minor errors to your name
Questions on supporting documentation

E-mail hrciinf@proexam.org
All other questions on applying for the exam
List of testing centers www.prometric.com
Temporary test site closures www.prometric.com/sitestatus

WHAT THE EXAMS ASSESS
PHR and SPHR
The PHR and SPHR exams assess generalist knowledge of the HR field, including strategic man-
agement, workforce planning and employment, HR development, compensation and benefits,
INTERNATIONAL TEST CENTER FEE employee and labor relations, and occupational health, safety and security. The SPHR exam
supersedes the PHR designation; therefore, the PHR and SPHR cannot be held simultaneously.
Candidates who register to take the
exam outside of the United States, GPHR
U.S. territories or Canada will incur
The GPHR exam assesses the international HR body of knowledge and is intended for HR pro-
a U.S.$55 international test center
fee. See Appendix E for information fessionals who develop and implement global HR strategies, manage HR operations overseas
on taking the exam outside the and oversee international assignment management. You may have simultaneous certification in
United States, U.S. territories or GPHR and PHR or SPHR.
Canada. Exams are administered
only in English.
PHR AND SPHR TESTING WINDOWS AND DEADLINES
Exam Window Regular Deadline Late Deadline
May 1 – June 30, 2006 March 17, 2006 April 21, 2006
December 1, 2006 – January 31, 2007 October 13, 2006 November 17, 2006
GPHR TESTING WINDOWS AND DEADLINES

May 1 – May 31, 2006 March 17, 2006 April 21, 2006
December 1 – December 31, 2006 October 13, 2006 November 17, 2006
2006 EXAM FEES

Application Regular Total Regular Total Late
Fee Deadline Deadline Fee Deadline Fee*
Exam Fee (Includes application (Includes application,
and exam fees) exam and late fees)
PHR
SHRM member U.S.$75 U.S.$175 U.S.$250 U.S.$300
Nonmember U.S.$75 U.S.$225 U.S.$300 U.S.$350
Student/recent U.S.$75 U.S. $45 U.S.$120 U.S.$170
graduate**
SPHR
GPHR
graduate**
* A U.S.$50 late fee will be assessed on applications received after the regular deadline but on or before the
late deadline.
** For students/recent graduates, the balance of the PHR and/or GPHR exam fee is required upon meeting
experience and graduation requirements.
International Test Center Fee—Candidates who register to take the exam outside of the United States, U.S.
territories or Canada will incur a U.S.$55 international test center fee. See Appendix E for information on taking
the exam outside the United States, U.S. territories or Canada. Exams are administered only in English.
CONTENTS
01 INTRODUCTION
Certification Overview ........................................................................................................................................................1
PHR, SPHR and GPHR Exam Overview ...............................................................................................................2
02 APPLYING FOR THE EXAM

Eligibility Requirements .....................................................................................................................................................7
Student/Recent Graduate Eligibility Requirements..............................................................................10
Recertification by Examination ...............................................................................................................................11
Testing Windows, Application Deadlines and Fees ..............................................................................12
Payment Methods ................................................................................................................................................................14
Additional Service Fees ...................................................................................................................................................14
Special Accommodation Requests .......................................................................................................................15
Test Center Locations .......................................................................................................................................................16
Completing and Submitting the Application .............................................................................................16
Application Audits ...............................................................................................................................................................19
03 AFTER APPLYING FOR THE EXAM

Checking the Application Status............................................................................................................................21
Exam Scheduling ...................................................................................................................................................................22
Updating Contact Information ................................................................................................................................23
PHR and SPHR Exam Level Changes .................................................................................................................23
Exam Reschedules, Withdrawals and Refunds .........................................................................................24
“No-Show” Candidates..................................................................................................................................................27
04 STUDYING FOR THE EXAM

PHR, SPHR and GPHR Exam Preparation ......................................................................................................29
05 ON EXAM DAY
Presenting Positive Proof of Identity .................................................................................................................33
Test Center Rules ..................................................................................................................................................................34
06 AFTER THE EXAM

Receiving Exam Results..................................................................................................................................................37
About Scoring and Score Reports.........................................................................................................................38
Recertification ..........................................................................................................................................................................39
Duplicate Score Reports/Replacement Certificates..............................................................................40
Review of Exam Score .....................................................................................................................................................40
APPENDIX A – PHR and SPHR TEST SPECIFICATIONS ..........................................41

APPENDIX B – GPHR TEST SPECIFICATIONS ......................................................................49
APPENDIX C – COMPLETING THE APPLICATION .........................................................61
APPENDIX D – FORMS ........................................................................................................................................68
APPENDIX E – INTERNATIONAL EXAM DELIVERY....................................................79 iii
01 | Introduction |
INTRODUCTION
CERTIFICATION OVERVIEW
What Is Certification?
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 stan-
dards 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, achiev-
ing 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 advance-
ment 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 coworkers 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.
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PHR, SPHR AND GPHR EXAM OVERVIEW
PHR and SPHR Exams
EXAM OVERVIEW The Professional in Human Resources (PHR®) and the Senior Professional in Human
■ 225 multiple-choice questions for Resources (SPHR®) exams are both based on U.S. federal laws, regulations and practices
the PHR and SPHR; 165 for the and are generalist in nature (i.e., they assess all the functional areas of the HR field). They
GPHR. differ in terms of focus and the cognitive level of questions. PHR questions tend to be at
■ PHR and SPHR: 4 hours to com- an operational/technical level. SPHR questions tend to be more at the strategic and/or policy
plete; GPHR: 3 hours to complete. level. HRCI exams are offered only in English.
■ Administered by computer.
Test questions on both exams reflect the most recently published test specifications (see
■ Administered only in English.
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 an online assessment
exam composed of actual exam questions that have appeared on previous exams but were
removed from the item bank to develop the assessment exam. Before registering for the
PHR or SPHR exam, consider taking this online assessment exam. The assessment exam
exposes candidates to the types of questions on the actual exam. For more information
about the assessment exam (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
ARE YOU READY? in Human Resources (GPHRTM) certification is to assess your mastery of the necessary
knowledge to be successful in this worldwide marketplace.
Take the HRCI Online Assessment
Exam for PHR or SPHR Exam questions reflect the most recently published test specifications (see Appendix B). The
(www.hrci.org). 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 ques-
tion. Three hours are allotted to complete the exam.
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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

PHR SPHR
Strategic Management 12% 26%

Workforce Planning and Employment 26% 16%
Human Resource Development 15% 13%
Compensation and Benefits 20% 16%
Employee and Labor Relations 21% 24%
Occupational Health, Safety and Security 6% 5%
GPHR EXAM FUNCTIONAL AREAS

Strategic HR Management 22%
Organizational Effectiveness and Employee Development 14%
Global Staffing 10%
International Assignment Management 28%
Global Compensation and Benefits 16%
International Employee Relations and Regulations 10%
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.
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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.
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.
Candidates whose certifications are denied or revoked should contact HRCI for more infor-
mation about how to appeal the denial or revocation. There is no appeal based on failure
to pass the exam or to recertify.
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02 | Applying for the exam |

ELIGIBILITY REQUIREMENTS APPLYING FOR THE EXAM
Document two years of exempt-level
(professional) HR work experience. ELIGIBILITY REQUIREMENTS
The PHR and SPHR are generalist exams and assess knowledge of the entire domestic HR
field. If you have never been an HR generalist or do not plan to become one, please evalu-
ate whether these exams are right for you. The GPHR exam is intended for HR profession-
als who develop and implement global HR strategies, oversee international assignment
management and manage HR operations overseas.
PHR, SPHR and GPHR certification is intended for professionals who have at least two
years of exempt-level (professional) HR work experience.
To be eligible to take either exam, candidates must demonstrate that:
■ At least 51 percent of their daily activities are within the human resource function.
■ Those activities are at the exempt (professional) level (described below).
The exams reflect today’s HR practices. Although the two years of exempt-level (profession-
al) HR work experience need not be current or sequential, more recent experience is more
likely to coincide with the exam’s content.
Eligibility is determined by the information found in the work experience section of the
application and, if necessary, on the completed supporting documentation form and any
accompanying documentation. If a candidate is found ineligible, there is no appeal process.
It is in a candidate’s best interest to ensure that supporting documentation clearly demon-
strates two years of exempt-level (professional) HR work experience.
HRCI also offers a special student/recent graduate category. For more information about
taking the exam as a student/recent graduate, please see “Student/Recent Graduate
Eligibility Requirements” in this handbook.
Documenting Work Experience
With the exception of students, recent graduates and recertification-by-examination

candidates, all candidates must complete the work experience section of the application to
document eligibility. All applications are reviewed to determine eligibility. Due to the vol-
ume of applications received, HRCI cannot preapprove applications for eligibility. Ineligible
candidates will be refunded the exam fee. Application and optional fees are nonrefundable.
7
Supporting Documentation
Candidates who cannot find an exact match for a job title on the position code list (found
AVOID A RESUBMISSION FEE in Appendix C) must list that job title as “other” or “999” on their applications; submit a
Mail or fax completed HR work completed supporting documentation form (found in Appendix D) and attach a job descrip-
experience documentation and any tion or similar document to show that the position was at an exempt level (professional)
other required supporting documen- and that at least 51 percent of the daily activities were HR focused. Candidates who do not
tation to PES within five business provide this information will be ineligible to take the exam.
days of submitting an online appli-
To avoid a resubmission fee (see “Resubmission Fees” in this handbook), online applicants
cation or at the same time if mailing
who must mail or fax additional information have five business days from the date they
a scannable application.
submit their applications to forward that information to PES. Candidates who submit paper
applications must enclose all required supporting documentation with their applications to
avoid having to pay a resubmission fee.
Exempt-Level (Professional) Work Experience
Candidates must demonstrate exempt-level (professional) HR work experience. In the

United States, “exempt” is defined by the Fair Labor Standards Act (FLSA) and its amend-
ments. All managers and supervisors have some HR responsibilities as part of their jobs but
it is generally not the dominant work function on a daily basis and therefore would not
make them eligible to take the exam.
To learn more about exempt versus nonexempt work experience, visit the U.S. Department
of Labor Web site at www.dol.gov/elaws/flsa.htm.
In the HR field, exempt-level positions are categorized as:
■ HR practitioners (those whose job duties are normally found in the typical HR function).
■ HR educators (those whose principal areas of instruction are in the HR field at an
accredited institution of higher learning).
■ HR researchers (those whose research activities are restricted primarily to the HR field).
■ HR consultants (those whose consulting activities are primarily in the HR field).
For those working outside of the United States, the equivalent of exempt-level work is con-
sidered to be work done at a “professional” level. For purposes of eligibility for HRCI
exams, professional experience includes supervisory responsibility and/or creative or original
work requiring advanced HR knowledge.
PHR or SPHR? Choosing the Appropriate Exam
Candidates should choose the exam that best represents their mastery of the HR body of
knowledge. HRCI has found that appropriate exempt-level HR work experience and educa-
tional background contribute significantly to success on the exams.
With this in mind, HRCI strongly recommends that PHR candidates have two to four years
of exempt-level (professional) HR work experience and SPHR candidates have six to eight
years of exempt-level (professional) HR work experience.
8
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
organizationwide.
■ Commands respect through the credibility of knowledge and the use of policies and
guidelines to make decisions.
SPHR Candidate:
■ 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.
■ Has generalist role within organization.
■ Understands the effect of decisions made within and outside of the organization.
■ Understands the business, not just the HR function.
■ Manages relationships; has influence within overall organization.
■ Commands credibility within organization, community and field by experience.
■ Possesses excellent negotiation skills.
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GPHR Candidate:
■ 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 busi-
ness needs.
■ Oversees international assignment strategies and policies.
■ 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 bal-
ancing employer needs with employee rights and needs.
■ Has core knowledge of the organization’s international HR activities.

STUDENT/RECENT GRADUATE ELIGIBILITY REQUIREMENTS
■ Students and recent graduates can take the PHR and GPHR exams at an initial registra-
tion rate of U.S.$120. Passing students and recent graduates must pay the balance of
the exam fee once they have graduated and documented two years of exempt-level
AVOID A RESUBMISSION FEE (professional) HR work experience. They have five years from the date of passing the
Mail or fax the completed exam to obtain the two years of exempt-level (professional) HR work experience.
student/recent graduate verification Student/recent graduate candidates are not eligible to take the SPHR certification exam.
form and other applicable support- ■ Student/recent graduates who meet the two-year exempt-level (professional) HR work
ing documentation no later than experience requirement must apply as an HR professional and pay the full exam fee.
five business days after submitting ■ Student/recent graduate candidates must take the exam no earlier than 12 months
an online application or at the before their graduation date and no later than 12 months after graduation from a bach-
same time if mailing a scannable elor’s or graduate degree program.
application. ■ See Appendix E for information about taking the exam outside of the United States, U.S.
territories or Canada.
Completing the Student/Recent Graduate Verification Form
To determine eligibility, students/recent graduates must submit a completed

Student/Recent Graduate Verification form in lieu of completing the work experience sec-
tion of the application.
Students should complete the top portion of the Student/Recent Graduate Verification
form and have it signed by a college or university official.
Recent graduates should sign the Student/Recent Graduate Verification form and
attach a copy of their diploma or a transcript showing that the degree was granted. The
date the degree was granted must appear on the diploma or transcript. Official tran-
scripts are preferred.
Candidates who have changed their names since graduation should indicate their former
name on the Student/Recent Graduate Verification form and follow the instructions in the
“Name Changes” section in this handbook.
10
Students who obtain a degree from a college or university outside of the United States or
Canada must provide an equivalency certificate in order to take the exam as a
student/recent graduate. For a list of organizations that offer this service, please go to
www.hrci.org.
Completed Student/Recent Graduate Verification forms should be mailed with the com-
pleted scannable application or a copy of the summary page from the online applica-
tion to PES. To avoid a resubmission fee (see “Resubmission Fees” in this handbook), stu-
dents/recent graduates who apply online must mail or fax a completed form and any other
required supporting documentation to PES within five business days from the date they
submit the online application to PES.
Submitting Proof of Work Experience
Students/recent graduates have five years from passing the exam to obtain two years of
exempt-level (professional) HR work experience. The PHR and GPHR certification is awarded
after students/recent graduate candidates:
■ Obtain and document two years of exempt-level (professional) HR work experience;

■ Provide proof of graduation (an official transcript or a copy of the diploma); and
■ Pay the balance of the exam fee.
Passing students will receive more information about how to submit this information when
they receive their score report.
For more information about completing the application form as a student/recent graduate,
please see “Completing the Application” in Appendix C.
Student Use of the PHR and/or GPHR Designation
Passing students/recent graduates cannot use the PHR and/or GPHR designation until they
obtain the required work experience, provide proof of graduation and pay the balance of
the exam fee.
Students and recent graduates can let prospective employers know they passed the exam
and will become certified once they obtain the work experience.
RECERTIFICATION BY EXAMINATION
Certification is awarded for three years. At the end of that cycle, recertification is required
either by documenting 60 recertification credit hours of HR-related continuing education
activities and/or experience or by retaking the exam. Recertification shows that certified
professionals have maintained and updated their HR knowledge during the three-year
certification period.
11
The vast majority of certified professionals prefer to recertify by documenting professional
development activities. For more information about recertification using this method, please
visit the HRCI Web site at www.hrci.org/recertification.
Some certified professionals prefer to recertify by retaking the exam.
Recertification-by-examination candidates must:
■ Take the exam before their certification cycle expires.

■ Recertify only at their current certification level.
■ Wait at least one year from their beginning certification date before taking the test.
HRCI reviews and approves all recertification-by-examination applications.
Recertification-by-examination candidates are subject to the same exam fees as outlined in

this handbook and are subject to all optional service fees, if applicable.
TESTING WINDOWS, APPLICATION DEADLINES AND FEES

Deadline dates for each exam testing window are listed below. All deadlines are postmark
dates. For purposes of clarity, the term “postmark date” includes system date/time stamps for
online applicants. Applications will not be accepted after 11:59 p.m. (ET) on the late-deadline
date. It is strongly recommended that international applicants apply online. See Appendix E
DEADLINE for information about taking the exam outside the United States, U.S. territories or Canada.
Applications will not be accepted
Apply and schedule early. HRCI shares Thomson Prometric test centers with many other cer-
after 11:59 p.m. (ET) on the late-
tification and licensure programs. The earlier you apply, the sooner your application will be
deadline date.
reviewed for eligibility and the sooner you will receive an Authorization to Test (ATT) letter (if
APPLY EARLY, SCHEDULE EARLY eligible) so you can schedule the exam for the date, time and location of your convenience.
Apply early in order to schedule the Candidates who attempt to schedule their exams after the opening of the testing window
exam when and where you prefer. may not be able to schedule at the time and test location of their choice. In rare instances,
candidates who attempt to schedule or reschedule their exam late into the testing window
may find that they are unable to schedule an exam, date and location. If this occurs, candi-
dates may withdraw from the exam and apply for a 50 percent refund (see the
“Withdrawals” and “Refunds” section in this handbook).
Testing Windows and Deadlines
Two testing windows are offered annually. The chart below outlines the testing windows
for each exam and the registration deadlines. ATT letters will be mailed to eligible candi-
dates within two weeks of receipt of a completed application. This letter will provide
candidates with the information needed to schedule an exam. Applications that require
additional documentation (such as a student/recent graduate verification form) are consid-
ered incomplete until the information is received and processed. Incomplete applications
are subject to a resubmission fee.
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PHR AND SPHR TESTING WINDOWS AND DEADLINES
May 1 – June 30, 2006 March 17, 2006 April 21, 2006
December 1, 2006 – January 31, 2007 October 13, 2006 November 17, 2006
GPHR TESTING WINDOWS AND DEADLINES

May 1 – May 31, 2006 March 17, 2006 April 21, 2006
December 1 – December 31, 2006 October 13, 2006 November 17, 2006
2006 EXAM FEES

Application Regular Total Regular Total Late
Fee Deadline Deadline Fee Deadline Fee*
Exam Fee (Includes application (Includes application,
and exam fees) exam and late fees)
PHR
graduate**
SPHR
GPHR
graduate**
* A U.S.$50 late fee will be assessed on applications received after the regular deadline but on or before
the late deadline.
** For students/recent graduates, the balance of the PHR and/or GPHR exam fee is required upon meeting
experience and graduation requirements.
International Test Center Fee—Candidates who register to take the exam outside of the United States, U.S.
territories or Canada will incur a U.S.$55 international test center fee. See Appendix E for information on tak-
ing the exam outside the United States, U.S. territories or Canada. Exams are administered only in English.
13
Late-Deadline Fee
Applications postmarked after the regular deadline (11:59 p.m. ET) but postmarked on or
before the late deadline will incur a U.S.$50 late fee. To be considered complete, applica-
tions must include all required supporting documentation. Applications that require addi-
tional documentation (such as a student/recent graduate verification form) are considered
incomplete until the information is received and processed. Incomplete applications are
subject to a resubmission fee. Scannable applications received after the late deadline date
will be returned to the candidate unprocessed.
SHRM Member Rate
To receive the reduced national SHRM member rate, candidates must provide their SHRM
membership number on the application at the time it is submitted.
PAYMENT METHODS
Credit Cards
Exam fees are due at the time of application submission. Applicants may pay by VISA,
MasterCard or American Express.
Money Orders, Certified/Cashier’s and Organizational Checks
Candidates using the scannable application can also pay by money order, certified/cashier’s
check or organizational check made payable to Professional Examination Service. Personal
checks will not be accepted. Please do not send cash.
Candidates’ name and home telephone number (including area code) must appear on all
payments made by money order, certified/cashier’s check or organizational check.
If fees for more than one candidate are paid by a single check or money order, a list of all
candidates’ names and home telephone numbers (including area codes) must be included
with the check and the application materials. Checks and money orders received without
proper candidate identification may be returned to the sender unprocessed.
ADDITIONAL SERVICE FEES

Optional Service Fees
Optional service fees are not refundable.
Exam Level Change—SPHR to PHR U.S. $20

Exam Level Change—PHR to SPHR U.S. $145
(See the “PHR and SPHR Exam Level Changes” section in this handbook.)
Review of Exam Score U.S.$50

(Requests must be received within six months of the exam date.)
Duplicate/Replacement Score Reports/Certificates U.S.$20
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VISA, MasterCard, American Express, certified/cashier’s checks, money orders or organiza-
tional checks in U.S. currency are accepted for these services. Personal checks and cash are
NOT accepted.
Resubmission Fees
Candidates with incomplete applications will receive a letter from PES showing what is
needed to make the application complete. To become eligible to take the exam, they must
submit the required information by the date listed in the letter and pay a U.S.$20 resub-
mission fee. Payment instructions will be included in the incomplete letter.
To avoid paying a resubmission fee, online applicants who need to mail or fax additional
information must do so no later than five business days from the date they submit the
application to PES.
It is strongly advised that a traceable method (“signature required”) be used when mailing
documentation. When faxing, be sure to keep the confirmation notice that the fax was suc-
cessfully transmitted.
SPECIAL ACCOMMODATION REQUESTS

HRCI complies with the Americans with Disabilities Act and Title VII of the Civil Rights Act,
as amended, to accommodate candidates with disabilities who need special arrangements
to take the exams. Auxiliary aides and services will be provided except where these may
fundamentally alter the exam or result in an undue burden.
Thomson Prometric cannot comply with special accommodation requests made by candi-
dates taking the exam outside the United States, U.S. territories or Canada where local
operating conditions or local laws and customs render such requests unlawful, impossible
or economically unfeasible to perform.
A special accommodation request must be made by the candidate at the time of applica-
tion by marking the appropriate box on the online or scannable application form and sub-
mitting the following (completed) forms:
■ Special Testing Accommodation Request form (included in Appendix D and online).

■ Documentation of Disability-Related Needs by Qualified Professional form (included in
Appendix D and online). This form must be completed by a professional with a license or
credential appropriate to diagnose and treat the candidate’s disability. The nature of the
disability, identification of the test(s) and protocols used to confirm the diagnosis, a
description of past accommodations made for the disability and the specific testing
accommodations requested must be included.
To avoid paying a resubmission fee, candidates applying online who must mail or fax spe-
cial accommodation information have five business days from the date they submit the
application to forward that information to PES.
15
As with all mailed information, it is strongly recommended that candidates use a traceable
“signature required” delivery method. If the information is faxed, be sure to retain the
transmission report as evidence of successful transmission.
Incomplete or late requests will not be honored.
TEST CENTER LOCATIONS

Thomson Prometric currently has more than 250 test centers throughout the United States,
U.S. territories and Canada. In addition, Thomson Prometric has test center locations
throughout the world.
Before scheduling an exam, be sure to visit the Thomson Prometric Web site at
www.prometric.com to determine the latest test center information (including hours of
operation). Most Thomson Prometric test centers are open Monday through Saturday.
Thomson Prometric reserves the right to change test center locations as necessary.
See Appendix E for information about taking the exam outside of the United States, U.S.
territories or Canada. Candidates who register to take the exam at an international test
center will incur a U.S.$55 international test center fee.
COMPLETING AND SUBMITTING THE APPLICATION

Applying Online
Refer to Appendix C for detailed instructions on how to complete the application.
ONLINE APPLICATION STEPS

1. Apply online at www.hrci.org. If you have previously been assigned an HRCI ID number,
use that number to log in to your file and apply for the exam. If you do not have an
HRCI ID number, you will be asked to create an online profile before you can apply for
an exam.
2. Be sure that your name exactly matches the unexpired, government-issued ID you’ll be
presenting at the test center.
3. Confirm that the information entered is correct.
4. Print summary page.*
5. Receive e-mail confirmation.*
6. Mail supporting documentation if needed.
7. Application reviewed by PES for eligibility.
8. Authorization to Test (ATT) or notice of ineligibility letter issued.*
9. Schedule your exam at www.prometric.com or (800) 467-9582.**
10. Take exam on scheduled day and time.
* These documents will include your HRCI ID number.
** See Appendix E for information about taking the exam outside the United States, U.S. territories or
Canada.
16
To register for an upcoming exam online, go to www.hrci.org. Follow the instructions and
keep a printed version of the summary page when prompted.
Online applicants must print the summary page to ensure the application is completed and
submitted. The inability to print this page may indicate that the application was not suc-
cessfully submitted. If this occurs, do not click the back arrow. Close your browser, then
reopen the browser and go to www.hrci.org. Click on the “Apply Now” icon, log in using
your HRCI ID number and password and then click on the link under Action Items marked
“Finish Your Exam Application.” If the problem persists, please contact PES at (866) 744-
HRCI or click on the e-mail link at the bottom of the application page.
Online applicants will receive an auto-generated e-mail within 24 hours of sending the
application confirming successful transmission. This confirms successful transmission only
and should not be construed as confirmation of eligibility. Candidates who do not receive
PRINT THE SUMMARY PAGE this auto-generated message should check the status of their application online before
When applying online, use a com- contacting PES. This may indicate that the application was not successfully transmitted.
puter that is connected to a printer
HRCI ID Number
and print the summary page when
prompted. If this is not possible, All candidates are assigned an HRCI ID number. This number will appear on the summary
copy and paste the page and save page, the confirmation e-mail and the Authorization to Test (ATT) letter. The ID number is
the file. not the same as your SHRM member number, if applicable. Your HRCI ID number and a
password will be required to review and modify applications online, to schedule exams and
KEEP TRACK OF YOUR ID NUMBER for all communication with HRCI, PES or Thomson Prometric. Once certified, this will
All candidates will receive an HRCI become your ID number for any future exams as well as for recertification.
ID number in their summary page,
All candidates—regardless of how they apply—can review/modify their contact informa-
confirmation e-mail and the
tion. If candidates have submitted an online application, modifications may be made
Authorization to Test (ATT) letter.
online; however, if a paper application has been submitted, candidates must call PES to
This ID number will be required to
make modifications.
review and modify applications and
to schedule exams. This ID number Additional Forms
will become your unique ID number The following forms are available online and can be downloaded and completed by appli-
for any future HRCI exams as well cants as appropriate:
as for recertification.
Supporting Documentation form
Student/Recent Graduate Verification form
Special Testing Accommodation Request form
Documentation of Disability-Related Needs by a Qualified Professional form
When submitting any of these forms, online applicants must include a copy of the summary
page printed from their online application. Online candidates have five business days from
their online application submission date to forward additional information to PES. A resub-
mission fee will be assessed to candidates who receive notification of a deficiency due to
the lack of a timely receipt of the additional information.
Online applicants can pay by VISA, MasterCard or American Express. 17

Application Availability
The online application is available until 11:59 p.m. (ET) on the late-deadline date.
Online applicants are expected to meet all deadlines. HRCI and PES are not responsible for
system problems (Web site down, etc.). Online applicants are strongly advised to apply well
in advance of the regular deadline date. This will allow candidates time to confirm their
registration and allow more choices in testing dates, times and locations. Candidates
attempting to schedule or reschedule appointments within 30 days of the close of the test-
ing window cannot be guaranteed that an appointment will be available. Schedule early!
Submitting an Application by Mail
Refer to Appendix C for detailed instructions on how to complete the application.
APPLICATION STEPS WHEN APPLYING BY MAIL

1. Complete the scannable application using a #2 pencil. Be sure that your name exactly
matches the unexpired, government-issued ID you’ll be presenting at the test center.
2. Include payment and supporting documentation (if necessary) with application.
3. Mail to PES. Do not fold application.
4. Receive e-mail confirmation.*
5. Application reviewed by PES for eligibility.
6. Authorization to Test (ATT) or notice of ineligibility letter issued.*
7. Schedule your exam at www.prometric.com or (800) 467-9582.**
8. Take exam on scheduled day and time.
* These documents will include your HRCI ID number.
** See Appendix E for information about taking the exam outside the United States, U.S. territories or
Canada.
APPLY ONLINE. IT’S FAST, EASY

Completing the Scannable Application Form
AND SECURE.
■ Candidates must use a #2 pencil to complete the scannable application. Applications
Online registration is encouraged for
completed with other types of pencils or pens cannot be scanned and will be returned.
faster application processing.
■ Photocopies, faxes, copies of the online application, previous application versions, appli-
Go to www.hrci.org cations submitted as e-mail attachments or applications completed using other writing
devices will not be accepted.
AVOID A RESUBMISSION FEE ■ When completing the scannable application, print the letters in the boxes provided, one
Mail or fax all forms and supporting letter to a box, and fill in the corresponding oval in each column that appears below the
documentation within five business printed letter. Do not fill in ovals for blank spaces.
days of submitting an online appli- ■ Applications—including supporting documentation, forms and payment—must be sub-
cation. mitted in one envelope to PES. Do not fold the application. Scannable applications are
read using an optical scanner. Folded applications may cause the scanner to misread
vital information.
18

Candidates attempting to schedule ■ Applications may be returned if they are incomplete or cannot be read by the optical
appointments within 30 days of scanner.
the close of the testing window ■ Candidates who submit an incomplete application will receive a letter from PES showing
cannot be guaranteed that an what is needed to make the application complete. To become eligible, candidates must
appointment will be available. submit the required information by the date indicated in the letter and pay a U.S.$20
Schedule early! resubmission fee.
■ Applications postmarked after the late deadline will not be accepted.
■ It is strongly recommended that candidates use a traceable mailing method (e.g., certified
or registered mail or expedited mail service that requires a signature) to verify delivery.
Fees for candidates using the scannable application can be paid by VISA, MasterCard or
American Express, or by U.S. money order, certified/cashier’s check or organizational check.
Payments made by money order, certified/cashier’s check or organizational check must be

in U.S. currency and made payable to Professional Examination Service. Candidates’ names
and home telephone numbers (including area code) must appear on the check or money
order to ensure accurate processing. Unidentifiable checks and money orders will be
returned to the sender. Personal checks are not accepted. Please do not send cash.
For more detailed information about completing the application, including a complete list
of approved position codes, please refer to Appendix C.
Mailing Application Materials
Before mailing your application, be sure to:

■ Check the application carefully to ensure that all required information (testing window,
e-mail address, fees, contact information) is accurate, complete and bubbled.
■ Sign and date the application.
■ Include all applicable forms (i.e., supporting documentation, student/recent graduate ver-
MAILING APPLICATIONS ification, special accommodation).
It is strongly recommended that ■ Include proper payment in U.S. currency and made payable to PES, making sure names
candidates use a traceable mailing and home telephone numbers (including area codes) appear on checks or money orders
method (e.g., certified or registered and all credit card information is complete and accurate.
mail or expedited mail service that ■ Use a 9 x 12-inch envelope for mailing (do not fold the application).
requires a signature) to verify ■ Affix sufficient postage to the envelope to ensure delivery.
delivery. ■ Send the completed application packet and fees to PES by some form of traceable mail.
APPLICATION AUDITS
HRCI randomly audits a percentage of exam applications during each exam window.
Candidates randomly selected for an audit will be notified by e-mail. For more information
about the audit process, please visit the HRCI Web site at www.hrci.org/certification.
19
03 | After applying for the exam |
AFTER APPLYING FOR THE EXAM
CHECKING THE APPLICATION STATUS

■ Candidates can check the status of their application online. Fields that cannot be modi-
fied will be labeled as such. Your HRCI ID number and password are required to access
the review feature. Online candidates can review their applications online immediately.
Candidates who mail applications can check the status online within 10 business days of
Professional Examination Service’s (PES) receipt of the application.
■ Candidates deemed eligible will receive an Authorization to Test (ATT) letter two to three
weeks after PES receives the application. If ineligible, candidates will receive a “notice of
ineligibility” letter. See “Ineligible Candidates” below for reasons why an application
may be deemed ineligible.
■ Candidates can download ATT letters by accessing their applications online. ATT letters
will be available online until four weeks after the end of the testing window.
■ Candidates who provide e-mail addresses will receive an e-mail (which includes candi-
dates’ HRCI ID numbers) confirming receipt of the application.
Incomplete Applications
Candidates with incomplete applications will receive a letter from PES showing what is
needed to make the application complete. To become eligible to take the exam, they must
submit the required information by the date listed in the letter and pay a U.S.$20 resub-
mission fee. Payment instructions will be included in the incomplete letter.
Eligible Candidates
Eligible candidates will receive an ATT letter via U.S. mail two to three weeks after receipt of a
completed application (including supporting documentation, if applicable). Candidates who
mail applications should note that processing time does not include transit time. Candidates
located outside the United States or Canada should allow additional transit time.
ATT letters can also be accessed online at www.hrci.org. Click on the “Apply Now” icon,
log in using your HRCI ID number and password and then click on the link under Action
Items marked “Review Your Exam Application or ATT Letter.”
Candidates should review the information in the ATT letter to ensure accuracy (for example,
that names and exam levels are correct). If any information is incorrect, please notify PES
immediately at (866) 744-HRCI before scheduling your exam appointment.
21
Ineligible Candidates
Applications will be deemed ineligible for any of the following reasons:
■ Failure to meet eligibility requirements.

■ Failure to meet deadlines.
■ Failure to submit a complete application.
There is no appeal process for candidates who do not meet the minimum eligibility require-
ments. Candidates found ineligible because they do not meet the minimum eligibility
requirements will be refunded exam fees. Application fees and optional fees are nonrefund-
able. Applications postmarked after the late deadline will be returned unprocessed.
Candidates submitting incomplete applications may have an opportunity to correct defi-

ciencies if time permits; however, they will be assessed a U.S.$20 resubmission fee.
Candidates who do not rectify the application deficiencies by the date indicated on the
incomplete letter will be deemed ineligible and issued a refund of their examination fees.
Application and optional service fees are nonrefundable. Ineligible candidates will be
refunded fees five weeks after the close of the testing window.
EXAM SCHEDULING
To obtain your preferred testing date, time and location, schedule an exam appointment as
soon as you receive your ATT letter. Exam appointments may be scheduled online or by
phone. When scheduling an appointment, the following information will be required:
■ Your name exactly as it is printed on the ATT letter and the unexpired, government-
issued ID you will use to confirm your identity at the test center.
■ Your HRCI ID number as it is listed at the top of the ATT letter.
■ Your daytime phone number.
■ The name of the exam sponsor (HRCI).
■ The exam for which you are registered (PHR, SPHR or GPHR).
Online scheduling is encouraged because it is faster and more efficient. An e-mail address
is required to schedule online. Candidates who schedule online will receive an e-mail con-
firming the exam appointment and their confirmation number. To schedule online, go to
www.prometric.com and click on “Schedule a Test.” Those scheduling an appointment
within 48 hours of the end of the testing window must do so by phone only.
Exam appointments can be scheduled by phone Monday through Friday, 8:00 a.m. to 8:00
p.m. (ET). To schedule by phone, call Thomson Prometric at (800) 467-9582. Candidates
scheduling by phone will not receive written confirmation of their appointment, so be sure
to note the appointment details and confirmation number.
Please retain your confirmation number. This number differs from your HRCI ID number
and is required to confirm, reschedule or cancel an appointment.
22
It is highly recommended that candidates confirm exam appointments within 48 hours of
making them. Confirmations can be made online at www.prometric.com or by phone at
(800) 467-9582 and by selecting the voice prompt to confirm an appointment.
Candidates who attempt to schedule an appointment less than 30 days before the end of
the testing window cannot be guaranteed that a seat will be available and will risk forfeit-
ing exam fees.
Candidates who cancel their exam appointments but do not request a refund will forfeit all
fees. Candidates deemed eligible to take the exam but who do not schedule an appoint-
ment and do not request a refund are considered no-show candidates and forfeit all fees.
For more information, see the “Refunds” section.
UPDATING CONTACT INFORMATION

Address Changes
ATT letters and score reports are mailed to candidates’ home addresses. Candidates should
notify PES at (866) 744-HRCI immediately if there are changes to home or work mailing
addresses.
Address changes can also be made online by accessing your application at the “Apply
Now” link on the front page of www.hrci.org. Address changes made online are preferred
because it is a “virtual” or “live” change that minimizes human error.
Name Changes
To correct minor errors in your name (e.g., incorrect middle initial, missing hyphen) as print-
ed on your confirmation notice or ATT letter, e-mail PES at hrciapp@proexam.org to inform
them of the correction at least five business days before the exam appointment. For securi-
ty reasons, name changes cannot be made online after the application has been submitted.
To change your name due to a legal name change, candidates must submit notarized docu-
mentation to PES at least five business days before their scheduled exam appointment.
Please do not send originals because documents cannot be returned. When submitting a
name change, make sure that you have an unexpired, government-issued ID that matches
the requested name change. When appearing for the exam appointment, candidates with-
out appropriate ID will not be admitted to take the exam and will forfeit their fees.
PHR AND SPHR EXAM LEVEL CHANGES

Exam level changes can be requested up to 10 business days before a scheduled exam date.
Exam level changes should be submitted to PES by mail or by fax. Requests received after
the deadline will not be processed. Exam level changes cannot be made online. Exam level
changes automatically cancel scheduled appointments. Candidates will need to schedule a
new appointment with Thomson Prometric at www.prometric.com or (800) 467-9582.
23
All requests must include:
■ Candidate’s full name (as it appears on the application).

■ Candidate’s HRCI ID number.
■ The nature of the level change (from PHR to SPHR or from SPHR to PHR).
The fee to change the exam level is U.S.$20. Candidates changing from SPHR to PHR will
be refunded the exam fee less the exam level change fee. Candidates changing from PHR
to SPHR will be required to pay the exam level change fee plus the difference in the exam
fees. Candidates who have been approved to take the GPHR may not request an exam
level change.
Payments can be made by VISA, MasterCard, American Express, money order,

certified/cashier’s check or organizational check. Payments made by check or money order
must include the candidate’s name and HRCI ID number on the payment form. Exam level
change requests will not be honored until payment is received by PES.
EXAM RESCHEDULES, WITHDRAWALS AND REFUNDS

Reschedules
Exam appointments can be rescheduled within the testing window. Candidates cannot
reschedule to another testing window. HRCI shares Thomson Prometric test centers with
other organizations and seats fill up quickly, so reschedule appointments as early as possi-
WITHDRAWALS ble. There is no charge to reschedule an exam.
Candidates must withdraw from Exam appointments must be rescheduled no later than 12:00 noon (ET) two business days
their exam appointment with before the scheduled exam date. Candidates who do not reschedule exam appointments
Thomson Prometric on or before within that time frame and who do not appear to take the exam will be considered no-
12:00 noon (ET) two business days show candidates and forfeit all fees. Candidates who attempt to reschedule less than 30
before the scheduled exam date days before the end of the testing window cannot be guaranteed that a seat will be avail-
(see Appendix E for International able and risk forfeiting exam fees.
candidates’ procedures).
To reschedule an exam, contact Thomson Prometric at www.prometric.com or (800) 467-9582.
International candidates should refer to Appendix E for information about rescheduling

exams outside of the United States, U.S. territories or Canada.
Withdrawals
Candidates may withdraw from the exam by canceling their appointment on or before
12:00 noon (ET) two business days before the exam appointment. To cancel an exam, con-
tact Thomson Prometric at www.prometric.com or (800) 467-9582. If canceling online, be
sure to keep a copy of the cancellation notice for your files. If canceling or rescheduling an
appointment by phone, it is recommended that you confirm this transaction online at
www.prometric.com.
24
Candidates who have not scheduled an appointment with Thomson Prometric but who
wish to withdraw from the exam should refer to the “Refunds” section below.
International candidates should refer to Appendix E for information about withdrawing

from an exam.
Refund requests must be submitted in writing to PES on or before the last day of the test-
ing window. Please see the refund policy and procedures below for more information.
Refunds
Candidates must withdraw from their exam appointment with Thomson Prometric before
submitting a refund request (see “Withdrawals”).
■ Candidates who withdraw from the exam on or before the late application deadline will
receive a full refund of their exam fees.
■ Candidates who withdraw from the exam after the late application deadline but no later
than 12:00 noon (ET) two business days before the exam appointment will receive a 50
percent refund of their exam fees.
■ Candidates who do not cancel their exam appointment within the specified time frame
and/or do not appear for an exam appointment are considered no-show candidates and
forfeit all fees. Candidates who cannot take the exam due to a medical or personal
emergency should refer to “Refunds for Medical or Personal Emergencies” below.
■ Candidates who do not schedule an exam appointment with Thomson Prometric and
who do not request a refund on or before the last day of the testing window are consid-
ered no-show candidates and forfeit all fees.
Refund requests must be submitted in writing and mailed or faxed to PES on or before
the last day of the testing window (see “Submitting Refund Requests” for address infor-
mation). Application fees and other optional service fees are nonrefundable.
Refund requests must include the following information:
■ Candidate’s full name as it appears on the application.

■ Home and e-mail address.
■ HRCI ID number (found in the ATT letter).
■ Test center location (if applicable).
■ Exam appointment date and time (if applicable).
■ Date and time the appointment was canceled (if applicable).
Candidates who do not schedule an exam appointment must include with their refund request
a statement indicating that no exam appointment was scheduled with Thomson Prometric.
25
If the refund is to be made payable to an organization, please include the organization’s
name and tax ID number. Refunds and overpayments are issued no later than five weeks
after the close of the testing window.
International candidates should refer to Appendix E for information about how to request
a refund of examination fees.
Refunds for Medical or Personal Emergencies
HRCI recognizes that medical or personal emergencies may arise that prevent candidates
from rescheduling or withdrawing from an exam appointment. In such cases, candidates
may request a 50 percent refund of their exam fees by submitting a written request to PES
and including supporting documentation as to the nature of the medical or personal emer-
gency. Application and optional fees are nonrefundable. Exams cannot be rescheduled to a
future testing window.
Medical or personal emergency refund requests must be made in writing to PES on or

before the last day of the testing window and must include a description of the situation
and documentation of the emergency or extenuating circumstance (see “Submitting Refund
Requests” for address information). Candidates whose exam appointments were scheduled
for the last two days of the testing window may submit the refund request no later than
five business days from the last day of the testing window. Requests received after that
time and/or without documentation will not be reviewed. Requests for refunds due to med-
ical or personal emergencies are reviewed on a case-by-case basis. Candidates will be noti-
fied by e-mail of the outcome of the request.
What Is Considered a Medical or Personal Emergency?
HRCI considers a medical emergency to be an unplanned medical event that arises within
48 hours of the scheduled exam and prevents candidates from taking the exam. The med-
ical emergency may apply to candidates themselves or to one of the candidate’s immediate
family members (spouse, child or parent). Medical events that can be anticipated as occur-
ring on or near the exam date in which candidates can schedule, reschedule or withdraw
from the exam are not considered medical emergencies.
A personal emergency may apply to candidates themselves or to one of the candidate’s

immediate family members (spouse, child or parent). Personal events that can be anticipat-
ed as occurring on or near the exam date in which candidates can schedule, reschedule or
withdraw from the exam are not considered personal emergencies. Inability to take the
exam due to workload or work conflicts is not considered a personal emergency.
26
Submitting Refund Requests
Mail or fax all refund requests to:
PES
475 Riverside Drive, 6th floor
(212) 367-4318 (fax)
NO-SHOW CANDIDATES
Candidates who do not appear for their scheduled exam appointment, who arrive more
than 15 minutes late for their appointment, who appear with improper ID or who cancel
their appointment later than 12:00 noon (ET) two business days before the scheduled
exam (without a documented personal or medical emergency) will be considered no-shows
and will forfeit all fees. No-show candidates may reapply for a future exam window and
pay the full fees. International candidates should refer to Appendix E for more information
about no-show candidates.
27
04 | Studying for the exam |
STUDYING FOR THE EXAM
PHR, SPHR AND GPHR EXAM PREPARATION

No two candidates come to the exam with the same knowledge base. Because experience
and educational backgrounds are unique, these differences must be taken into considera-
tion when determining a study method. While some individuals may take the exam without
any preparation, the majority use some form of exam preparation. Because the exams
measure mastery of the application of the HR body of knowledge, it is impossible to train
or teach to the exam. The best preparation is to understand the HR knowledge require-
ments (the test specifications) and their application to HR practice.
Before undertaking a study program, take a few minutes to learn how the exams are devel-
oped, who develops them, how item writers are trained to write questions that discern a
person’s HR knowledge and the steps taken to ensure the exams are a reliable measure of
that knowledge. This information, available on the HRCI Web site at www.hrci.org, will
provide valuable background as you prepare for the exam.
The focus of any study program should be on the functional areas and the HR content that
falls under those functional areas. Practice exams can help candidates who have not taken
multiple-choice exams and refresh those test-taking skills. With the exception of the HRCI
online assessment exam for the PHR and SPHR exams, it is important to recognize that
many practice exams may not reflect the true difficulty level of the actual exam questions.
PHR and SPHR Online Assessment Exam
HRCI offers an online assessment exam for both the PHR and SPHR exams. This assessment
will help determine if you are ready to take the exam by assessing strengths and weak-
nesses in each of the six functional areas of HR. This will help focus study efforts.
The assessment exam will:
■ Assess your HR knowledge and experience.

■ Expose you to the types of questions seen on the actual certification exam.
■ Indicate if you have the right experience and knowledge to take the PHR or SPHR exam.
There are numerous PHR and SPHR “practice” exams available to candidates as part of
packaged preparation materials and on the Internet. The HRCI assessment exam is the only
one developed by HRCI, using actual exam questions, for PHR and SPHR candidates. Use
this assessment tool before registering for the exam.
To learn more about the assessment exam and cost, please visit the HRCI Web site at
www.hrci.org.
29
PHR and SPHR Study Materials
The range of materials that can be used to help prepare for the PHR or SPHR certification
exam is quite extensive. The most widely used materials are:
HRCI Certification Guide. This is an excellent resource on how to approach the certification
review process. It features the test specifications based on the HR body of knowledge,
exam review methods, sample test questions and rationales, a bibliography organized by
functional area and answers to frequently asked questions. The guide is available through
the Society for Human Resource Management (SHRM) bookstore, Amazon.com and Barnes
and Noble online. To order the guide through the SHRMStore® call (800) 444-5006,
option 1, or visit the bookstore online at www.shrm.org/shrmstore.
The SHRM® Learning System. This system is a comprehensive computer-based/workbook

program based on the HRCI test specifications. The SHRM Learning System covers the six
functional areas of HR. Each module includes its own self-study guide, case studies and
diagnostic tests. For more information, contact the Holmes Corporation at (800) 444-5006,
option 2, or visit the SHRM Web site at www.shrm.org. Passing the SHRM Learning System
does not guarantee passing the HRCI exam.
University or professional-level textbooks. Current editions can be obtained through a

local college/university library or by contacting the publisher. Some textbooks can also be
ordered through the SHRM bookstore.
Preparation Courses
Some people find that independent self-study meets their needs while others find study
group participation more desirable. Evaluate your own learning style and decide which
study approach will help you the most.
Formal preparation courses for the PHR and SPHR exams may include but are not limited to:
■ SHRM-affiliated chapter-sponsored courses. For more information, contact your local

SHRM chapter.
■ College/university-sponsored courses. For more information, visit the SHRM Web site at
www.shrm.org or contact the SHRM Customer Service department at (800) 283-7476 or
(703) 548-3440.
■ SHRM Certification Preparation course. For more information, visit the SHRM Web site at
www.shrm.org or contact the SHRM Customer Service department at (800) 283-7476 or
(703) 548-3440.
■ In-house company programs. Registration is normally restricted to members of that
organization.
30
GPHR Exam Preparation
The SHRM® Global Learning System. SHRM has developed the SHRM Global Learning
System to help prepare candidates for the GPHR exam. The SHRM Global Learning System
was developed by a team of HR professionals with international HR expertise and course
development specialists. For more information about the SHRM Global Learning System,
please contact SHRM at 1-800-283-SHRM or visit the SHRM Web site at www.shrm.org.
HRCI does not endorse any specific study preparation method or course nor does it
maintain information about them. In fact, HRCI strongly recommends that candidates
use multiple reference materials when studying for the exams.
31
05 | On exam day |
ON EXAM DAY
PRESENTING POSITIVE PROOF OF IDENTITY

All candidates must present proof of identity by providing an unexpired government-
issued photo ID with a signature, such as a driver’s license with a photograph, a military
DIRECTIONS TO YOUR photo ID or a passport. The name and photo on the ID must match the name used on
TEST CENTER the application and ATT letter and the photo must validate the candidate’s identity.
Credit cards with photos and Social Security cards are not acceptable forms of identifica-
Find your test center before test
tion. Candidates who cannot present an unexpired government-issued photo ID should
day. Driving directions can be
contact PES before the exam at (866) 744-HRCI.
obtained through www.prometric
.com or you can use MapQuest or Candidates with hyphenated last names whose photo IDs show only one of the last names
a similar Internet site. Take a dry may be admitted if the single name matches part of the hyphenated name and the signa-
run before exam day to make sure ture and photograph clearly match.
you can find the test center and
Candidates whose middle names are spelled out on their ID but are listed with an initial on
parking.
the application may be admitted as long as the initial matches the first letter of the middle
name and the signature and photograph match. This applies to candidates who use their
middle name instead of their first name on their application but their ID displays their first,
middle and last name.
International candidates should refer to Appendix E for information about identification

requirements outside the United States, U.S. territories or Canada.
Please refer to the chart below for acceptable ID matches.
Name on exam application Name on ID Acceptable?
Jennifer Lincoln-Murphy Jennifer Lincoln Y

Jennifer Lincoln Jennifer Murphy N
J.P. Smith John P. Smith Y
John P. Smith Jack Smith N
Jeffrey C. Johnson Jeffrey Charles Johnson Y
Note: photo and signature also must match.
33
TEST CENTER RULES
The following rules are enforced at all test centers to ensure a fair and consistent test
PROPER ID REQUIRED AT TEST experience for all test takers.
CENTERS
■ Arrive at the test center at least 30 minutes before scheduled reporting time.
You must show an unexpired, gov- ■ All candidates must present an unexpired government-issued ID bearing their photo and
ernment-issued photo ID with signa- signature to be admitted to the test center (see “Presenting Positive Proof of Identity”).
ture when you arrive at the ■ Admittance to the test center is by appointment only. Candidates must be present at the
Thomson Prometric Test Center. In time and location of their appointment to be admitted.
addition, your ID must exactly ■ No test materials, documents or memoranda of any sort may be taken into or from the
match the name you provided on test room.
your application and the name that ■ Smoking is prohibited.
appears on your ATT letter, and the ■ Candidates may not ask questions about exam content.
photo must validate your identity. ■ All exams are monitored and may be recorded in both audio and video format.
■ No breaks are scheduled during the exam. Candidates who have to leave the testing
room to take a break will not be given extra time on the exam and must present ID as
they sign out and back into the testing room.
■ HRCI and PES reserve the right to cancel any test score believed to be obtained in a
questionable manner.
■ Food, drinks, purses, briefcases, notebooks, calculators, pagers, cellular telephones,
recording devices and photography equipment are not allowed into the testing room.
■ It is expressly prohibited to disclose, publish, reproduce or transmit any part of the exam,
in any form, by any means, verbal or written, for any purpose, without the express writ-
ten permission of the certifying organization. Violation may result in civil or criminal
prosecution.
■ Religious headwear may be worn into the testing room; however, it may be subject to
inspection by a test center administrator before entry into the testing room is permitted.
■ Candidates are expected to behave in a civil manner when on the premises of the test
center. Exhibiting abusive behavior toward the test center staff or other testing candi-
dates may result in forfeiture of your exam and/or criminal prosecution.
34
Inclement Weather and Local or National Emergencies
In the event of inclement weather or a national or local emergency, please contact Thomson
Prometric at the national contact center (number provided in your ATT letter) to determine
the appointment status or go to www.prometric.com/sitestatus. If the center is closed and
appointments are canceled, candidates should wait two business days before calling to
reschedule their appointments to allow for eligibility resetting. International candidates
should refer to Appendix E for more information about inclement weather and local or
national emergencies.
06 | After the exam |
AFTER THE EXAM
RECEIVING EXAM RESULTS

Passing or failing the exam is based on a scaled score. A scaled score of at least 500 is
needed to pass (the minimum possible score is 100 and the maximum possible score is
700). Review the sections titled “Understanding the Score Report’’ and “How the Passing
Score Was Set’’ for additional information.
All candidates will receive immediate preliminary test results before they leave the test
center. These results will indicate whether candidates have passed or failed the exam.
Official test results (including the actual score and functional area breakdown) will be
mailed to home addresses two to three weeks after the exam date. In addition to a score
report, passing candidates receive an official certificate and lapel pin displaying the desig-
nation earned. Passing candidates can notify their employers of their achievement by com-
pleting the employer notification request form online at www.hrci.org. A sample press
release is also available online.
Passing candidates will receive important recertification information from HRCI at the end
of the testing window. This information is available online at www.hrci.org/recertification.
Under no circumstances will scores or pass/fail information be released over the phone,
via e-mail or Internet, or by fax.
Candidates who have not received an official score report and/or certificate within six
weeks of the exam or who receive a damaged score report and/or certificate should notify
PES in writing, following the procedures outlined in “Duplicate Score Reports/Replacement
Certificates” in this handbook. A duplicate score report and certificate (if applicable) will be
issued at no cost. PES reserves the right to request that candidates return the damaged
certificate before a replacement may be issued.
A U.S.$20 duplicate score report/certificate fee may be assessed for requests postmarked
more than 60 days after the test administration date.
Candidates with questions about their test results should direct them in writing to PES.
Because of the need to maintain test security, exam questions will not be released to
candidates.
37
ABOUT SCORING AND SCORE REPORTS
To ensure accurate score reports, PES has a series of system checks and routines in place
that must be conducted before releasing official test results.
PES receives candidates’ test records in the form of scrambled electronic files from
Thomson Prometric. Each record is unscrambled according to the scoring key for that par-
ticular exam form. Candidates are assigned an exam form, or version, when they register
for the exam. There are multiple exam forms for each exam. Quality control checks include
verification that the record is complete and the preliminary score in the record is accurate.
Understanding the Score Report
The score report indicates whether candidates have passed or failed the exam. Passing or
failing the certification exam is reflected in the scaled score shown on the score report. A
scaled score of 500 is needed to pass. All candidates are provided with individual section
scores listed by functional area. Each section reports the number of questions answered
correctly versus the total number of questions in that section. This information can be used
to identify weak areas, focus future exam preparation strategies or identify professional
development opportunities for recertification.
How the Passing Score Was Set
Passing scores were determined through a passing point study, using the modified-Angoff
method carried out by HRCI and PES. The Angoff method is a commonly used criterion-
referenced passing point technique in the credentialing industry.
For each of the exams, a panel of content experts, consisting of randomly selected HR pro-
fessionals with expertise and experience, discussed the eligibility requirements for each cer-
tification, reviewed the job-related tasks in the functional areas of the practice analysis and
developed a composite profile of a typical minimally qualified candidate. From these pro-
files, a list of job-related behaviors that distinguish a candidate who is minimally qualified
from one who is below the certification standard was developed.
After discussion on how to rate exam questions, each panel member independently rated
each exam question from an actual exam form in terms of how many of the minimally
qualified candidates would answer each question correctly. These ratings were then used to
determine the passing scores by averaging the panel’s ratings for each item and summing
the averages across panel members.
All exam questions in the PHR, SPHR and GPHR item banks are “pre-equated’’ using Item
Response Theory (IRT) methodology, making it unnecessary to assess the statistical charac-
teristics of a question each time it appears on a new exam form. Using statistical measure-
ments acquired through the pretesting process and use on previous exam forms, each
exam question, or item, has been placed on an ability scale. The item is then calibrated in
38
relation to the ability level on the scale at which the minimally qualified candidate has an
even chance (a probability of .50) of correctly answering the item. The sum of the probabili-
ties for each item constitutes the passing score for the exam.
What Are Scaled Scores and Why Are They Used?
HRCI provides candidates with information on their performance in terms of raw scores
and/or scaled scores. The raw score is the number of test questions answered correctly. The
minimum raw passing score differs from one exam form to another because of variations in
the difficulty level of the exam forms. After equating procedures are completed, raw scores
are mathematically converted to scaled scores that range from 100 to 700. The scaled
score of 500 always represents the minimum passing score. Scaled scores are equivalent
for all administrations, and candidates must obtain a minimum scaled score of 500 to pass,
regardless of when they take the exam. Scaled scores are not “number correct” or “percent
correct” scores.
What Is Equating?
To ensure the integrity and security of the exams, every PHR, SPHR and GPHR exam form
has a unique combination of items. Thus, no two versions of the exams are the same,
although all forms conform to the same test specifications and are created to be similar in
terms of difficulty level. They are not precisely equivalent, however. To address variations in
difficulty level, equating procedures are used to determine the passing score for each exam
administration.
Equating procedures ensure that candidates of comparable proficiency will be equally likely
to pass the exam regardless of minor fluctuations in overall exam difficulty level. This statis-
tical process adjusts the minimum raw passing score for each exam form to compensate for
fluctuations in exam difficulty levels. For example, 130 questions correct on one form may
convert to the passing scaled score of 500, while on an easier form, 139 questions may
convert to the same passing scaled score of 500.
RECERTIFICATION
Passing the PHR, SPHR and GPHR exam means that you have demonstrated mastery of the
HR bodies of knowledge. This is just the first step, however. The HR field is constantly
changing and challenges HR professionals to stay abreast of key issues and increased
workplace demands. Recertification is the means by which certified professionals demon-
strate their currency and maintain their professional edge.
Recertification is required every three years by the expiration date of your current recertifi-
cation cycle (indicated on passing candidates’ certificates). PHR-, SPHR- and GPHR-certified
professionals can recertify by either participating in 60 contact hours of updating HR expe-
rience and/or professional development activities or by successfully retesting.
39
For more information about recertification through professional development opportunities,
please visit the HRCI Web site at www.hrci.org/recertification. For information about recer-
tification by examination, please see “Recertification by Examination” in this handbook or
visit the HRCI Web site at www.hrci.org.
DUPLICATE SCORE REPORTS/REPLACEMENT CERTIFICATES

If you legally change your name, lose your score report/certificate or want another certifi-
cate for personal reasons, you may request a replacement or duplicate score report/certifi-
cate in writing from PES by mail or fax (212) 367-4318.
Formal name changes require appropriate legal documentation, such as a notarized copy of
a marriage certificate or divorce decree. Such requests must include a U.S.$20 duplicate
score report/certificate processing fee. Payment must be made by VISA, MasterCard,
American Express, certified/cashier’s check, money order or organizational check made
payable to Professional Examination Service. Cash or personal checks are not accepted. The
candidate’s name and HRCI ID number must appear on checks or money orders. Requests
submitted without the fee will not be honored.
Duplicate score report/certificate requests must include:
■ Candidate’s full name (as it appears on the application);

■ Home address;
■ HRCI ID number;
■ Exam (PHR, SPHR or GPHR);
■ Exam date; and
■ Appropriate legal documentation, if applicable. Please do not send originals, as they can-
not be returned.
REVIEW OF EXAM SCORE

To ensure accuracy of results, PES performs quality assurance procedures before scoring
and mailing exam results. It is extremely unlikely that review of your electronic file will
result in a change in exam results.
Candidates may request that PES review their electronic exam file within six months of the
exam date. Requests received after that time will not be honored.
To submit a request, complete the Review of Exam Score form located in Appendix D and
mail or fax it to PES.
There is a U.S.$50 fee to have PES review your electronic exam file. Payment can be made
by VISA, MasterCard, American Express, certified/cashier’s check, money order or organiza-
tional check made payable to Professional Examination Service. Cash or personal checks
are not accepted. The candidate’s name and HRCI ID number must appear on the check or
money order.
40
APPENDIX A: PHR AND SPHR TEST SPECIFICATIONS
The percentages that follow each functional area heading are the PHR and SPHR percent-
ages, respectively.
01 STRATEGIC MANAGEMENT (12%, 26%)

The processes and activities used to formulate HR objectives, practices and policies to meet
the short- and long-range organizational needs and opportunities, to guide and lead the
change process and to evaluate HR’s contributions to organizational effectiveness.
Responsibilities:
01 Interpret information related to the organization’s operations from internal sources,

including financial/accounting, marketing, operations, information technology and
individual employees, in order to participate in strategic planning and policy-making.
02 Interpret information related to the general business environment, industry practices
and developments, and technological developments from external sources (for exam-
ple, publications, government documents, media and trade organizations), in order
to participate in strategic planning and policy-making.
03 Participate as a partner in the organization’s strategic planning process.
04 Establish strategic relationships with individuals in the organization, to influence
organizational decision-making.
05 Establish relationships/alliances with key individuals in the community and in profes-
sional capacities to assist in meeting the organization’s strategic needs.
06 Evaluate HR’s contribution to organizational effectiveness, including assessment,
design, implementation and evaluation of activities with respect to strategic and
organizational measurement in HR objectives.
07 Provide direction and guidance during changes in organizational processes, opera-
tions, planning, intervention, leadership training and culture that balances the
expectations and needs of the organization, its employees and other stakeholders
(including customers).
08 Develop and shape organizational policy related to the organization’s management
of its human resources.
09 Cultivate leadership and ethical values in self and others through modeling and
teaching.
10 Provide information for the organizational budgeting process, including budget
development and review.
11 Monitor the legislative environment for proposed changes in law and take appropri-
ate action to support, modify or stop the proposed action (for example, write to a
member of Congress, provide expert testimony at a public hearing, lobby legislators).
41
Knowledge of:
01 Lawmaking and administrative regulatory processes.

02 Internal and external environmental scanning techniques.
03 Strategic planning process and implementation.
04 Organizational social responsibility (for example, welfare to work, philanthropy,
alliances with community-based organizations).
05 Management functions, including planning, organizing, directing and controlling.
06 Techniques to sustain creativity and innovation.
02 WORKFORCE PLANNING AND EMPLOYMENT (26%, 16%)

The processes of planning, developing, implementing, administering and performing ongo-
ing evaluation of recruiting, hiring, orientation and organizational exit, to ensure that the
workforce will meet the organization’s goals and objectives.
Responsibilities:
01 Identify staffing requirements to meet the goals and objectives of the organization.
02 Conduct job analyses to write job descriptions and develop job competencies.
03 Identify and document the essential job functions for positions.
04 Establish hiring criteria based on the competencies needed.
05 Assess internal workforce, labor market and recruitment agencies to determine the
availability of qualified applicants.
06 Identify internal and external recruitment methods and implement them within the
context of the organization’s goals and objectives.
07 Develop strategies to market the organization to potential applicants.
08 Establish selection procedures, including interviewing, testing and reference, and
background checking.
09 Implement selection procedures, including interviewing, testing and reference, and
background checking.
10 Develop and/or extend employment offers.
11 Perform or administer post-offer employment activities (for example, employment
agreements, completion of I-9 verification form, relocation agreements and medical
exams).
12 Facilitate and/or administer the process by which non-U.S. citizens can legally work
in the United States.
13 Design, facilitate and/or conduct the orientation process, including review of per-
formance standards for new hires and transfers.
14 Evaluate selection and employment processes for effectiveness and implement
changes, if indicated (for example, employee retention).
15 Develop a succession planning process.
42
16 Develop and implement the organizational exit process, including unemployment
insurance claim responses.
17 Develop, implement, manage and evaluate affirmative action program(s), as may be
required.
Knowledge of:
07 Federal/state/local employment-related laws (for example, Title VII, ADA, ADEA,

Vietnam Veterans, WARN) and regulations (for example, EEOC Uniform Guidelines
on Employee Selection Procedures).
08 Immigration law (for example, visas, I-9).
09 Quantitative analyses required to assess past and future staffing (for example, cost
benefit analysis, costs per hire, selection ratios, adverse impact).
10 Recruitment methods and sources.
11 Staffing alternatives (for example, telecommuting, outsourcing).
12 Planning techniques (for example, succession planning, forecasting).
13 Reliability and validity of selection tests/tools/methods.
14 Use and interpretation of selection tests (for example, psychological/personality, cog-
nitive and motor/physical assessments).
15 Interviewing techniques.
16 Relocation practices.
17 Impact of compensation and benefits plans on recruitment and retention.
18 International HR and implications of international workforce for workforce planning
and employment.
19 Downsizing and outplacement.
20 Internal workforce planning and employment policies, practices and procedures.
03 HUMAN RESOURCE DEVELOPMENT (15%, 13%)

The processes of ensuring that the skills, knowledge, abilities and performance of the work-
force meet current and future organizational and individual needs through developing,
implementing and evaluating activities and programs addressing employee training and
development, change and performance management and the unique needs of particular
employee groups.
Responsibilities:
01 Conduct needs analyses to identify and establish priorities regarding human

resource development activities.
02 Develop training programs.
03 Implement training programs.
04 Evaluate training programs.
05 Develop programs to assess employees’ potential for growth and development in
the organization.
43
06 Implement programs to assess employees’ potential for growth and development in
the organization.
07 Evaluate programs to assess employees’ potential for growth and development in
the organization.
08 Develop change management programs and activities.
09 Implement change management programs and activities.
10 Evaluate change management programs and activities.
11 Develop performance management programs and procedures.
12 Implement performance management programs and procedures.
13 Evaluate performance management programs and procedures.
14 Develop programs to meet the unique needs of particular employees (for example,
work/family programs, diversity programs, outplacement programs, repatriation pro-
grams and fast-track programs).
15 Implement programs to meet the unique needs of particular employees (for example,
16 Evaluate programs to meet the unique needs of particular employees (for example,
Knowledge of:
21 Applicable international, federal, state and local laws and regulations regarding
copyrights and patents.
22 Human resource development theories and applications (including career develop-
ment and leadership development).
23 Organizational development theories and applications.
24 Training methods, programs and techniques (design, objectives, methods, etc.).
25 Employee involvement strategies.
26 Task/process analysis.
27 Performance appraisal and performance management methods.
28 Applicable international issues (for example, culture, local management approach-
es/practices, societal norms).
29 Instructional methods and program delivery (content, building modules of program,
selection of presentation/delivery mechanism).
30 Techniques to assess HRD program effectiveness (for example, satisfaction, learning
and job performance of program participants and organizational outcomes such as
turnover and productivity).
44
04 COMPENSATION AND BENEFITS (20%, 16%)
The processes of analyzing, developing, implementing, administering and performing ongo-
ing evaluation of a total compensation and benefits system for all employee groups consis-
tent with human resource management goals.
Responsibilities:
01 Ensure the compliance of compensation and benefits with applicable federal, state
and local laws.
02 Analyze, develop, implement and maintain compensation policies and a pay struc-
ture consistent with the organization’s strategic objectives.
03 Analyze and evaluate pay rates based on internal worth and external market
conditions.
04 Develop/select and implement a payroll system.
05 Administer payroll functions.
06 Evaluate compensation policies to ensure that they are positioning the organization
internally and externally according to the organization’s strategic objectives.
07 Conduct a benefit plan needs assessment and determine/select the plans to be
offered, considering the organization’s strategic objectives.
08 Implement and administer benefit plans.
09 Evaluate benefits program to ensure that it is positioning the organization internally
and externally according to the organization’s strategic objectives.
10 Analyze, select, implement, maintain and administer executive compensation, stock
purchase, stock options and incentive and bonus programs.
11 Analyze, develop, select, maintain and implement expatriate and foreign national
compensation and benefit programs.
12 Communicate the compensation and benefits plan and policies to the workforce.
Knowledge of:
31 Federal, state and local compensation and benefit laws (for example, FLSA, ERISA,
COBRA).
32 Accounting practices related to compensation and benefits (for example, excess
group term life, compensatory time).
33 Job evaluation methods.
34 Job pricing and pay structures.
35 Incentive and variable pay methods.
36 Executive compensation.
37 Noncash compensation methods (for example, stock option plans).
38 Benefit needs analysis.
39 Benefit plans (for example, health insurance, life insurance, pension, education,
health club).
40 International compensation laws and practices (for example, expatriate compensa-
tion, socialized medicine, mandated retirement).
45
05 EMPLOYEE AND LABOR RELATIONS (21%, 24%)
ing evaluation of the workplace relationship between employer and employee (including
the collective bargaining process and union relations), in order to maintain effective rela-
tionships and working conditions that balance the employer’s needs with the employees’
rights in support of the organization’s strategic objectives.
Responsibilities:
01 Ensure compliance with all applicable federal, state and local laws and regulations.
02 Develop and implement employee relations programs that will create a positive
organizational culture.
03 Promote, monitor and measure the effectiveness of employee relations activities.
04 Assist in establishing work rules and monitor their application and enforcement to
ensure fairness and consistency (for union and nonunion environments).
05 Communicate and ensure understanding by employees of laws, regulations and
organizational policies.
06 Resolve employee complaints filed with federal, state and local agencies involving
employment practices.
07 Develop grievance and disciplinary policies and procedures to ensure fairness and
consistency.
08 Implement and monitor grievance and disciplinary policies and procedures to ensure
fairness and consistency.
09 Respond to union organizing activity.
10 Participate in collective bargaining activities, including contract negotiation and
administration.
Knowledge of:
41 Applicable federal, state and local laws affecting employment in union and
nonunion environments, such as antidiscrimination laws, sexual harassment, labor
relations and privacy.
42 Techniques for facilitating positive employee relations (for example, small group
facilitation, dispute resolution and labor/management cooperative strategies and
programs).
43 Employee involvement strategies (for example, alternate work schedules, work
teams).
44 Individual employment rights issues and practices (for example, employment at will,
negligent hiring, defamation, employees’ rights to bargain collectively).
45 Workplace behavior issues/practices (for example, absenteeism and discipline).
46 Methods for assessment of employee attitudes, opinions and satisfaction (for exam-
ple, opinion surveys, attitude surveys, focus panels).
47 Unfair labor practices.
46
48 The collective bargaining process, strategies and concepts.
49 Public sector labor relations issues and practices.
50 Expatriation and repatriation issues and practices.
51 Employee and labor relations for local nationals (i.e., labor relations in other
countries).
06 OCCUPATIONAL HEALTH, SAFETY AND SECURITY (6%, 5%)

ing evaluation of programs, practices and services to promote the physical and mental well-
being of individuals in the workplace and to protect individuals and the workplace from
unsafe acts, unsafe working conditions and violence.
Responsibilities:
01 Ensure compliance with all applicable federal, state and local workplace health and
safety laws and regulations.
02 Determine safety programs needed for the organization.
03 Develop and/or select injury/occupational illness prevention programs.
04 Implement injury/occupational illness prevention programs.
05 Develop and/or select safety training and incentive programs.
06 Implement safety training and incentive programs.
07 Evaluate the effectiveness of safety prevention, training and incentive programs.
08 Implement workplace injury/occupational illness procedures (for example, workers’
compensation, OSHA).
09 Determine health and wellness programs needed for the organization.
10 Develop/select, implement and evaluate (or make available) health and wellness
programs.
11 Develop/select, implement and evaluate security plans to protect the company from
liability.
12 Develop/select, implement and evaluate security plans to protect employees (for
example, injuries resulting from workplace violence).
13 Develop/select, implement and evaluate incident and emergency response plans (for
example, natural disasters, workplace safety threats, evacuation).
Knowledge of:
52 Federal, state and local workplace health and safety laws and regulations (for exam-
ple, OSHA, Drug-Free Workplace Act, ADA).
53 Workplace injury and occupational illness compensation laws and programs (for
example, workers’ compensation).
54 Investigation procedures of workplace safety, health and security enforcement agen-
cies (for example, OSHA).
55 Workplace safety risks.
47
56 Workplace security risks (for example, theft, corporate espionage, information sys-
tems/technology and vandalism).
57 Potential violent behavior and workplace violence conditions.
58 General health and safety practices (for example, fire evacuation, HAZCOM,
ergonomic evaluations).
59 Incident and emergency response plans.
60 Internal investigation and surveillance techniques.
61 Employee assistance programs.
62 Employee wellness programs.
63 Issues related to chemical use and dependency (for example, identification of symp-
toms, drug testing, discipline).
CORE KNOWLEDGE REQUIRED BY HR PROFESSIONALS

64 Needs assessment and analysis.
65 Third-party contract management, including development of requests for proposals
(RFPs).
66 Communication strategies.
67 Documentation requirements.
68 Adult learning processes.
69 Motivation concepts and applications.
70 Training methods.
71 Leadership concepts and applications.
72 Project management concepts and applications.
73 Diversity concepts and applications.
74 Human relations concepts and applications (for example, interpersonal and organi-
zational behavior).
75 HR ethics and professional standards.
76 Technology and human resource information systems (HRIS) to support HR activities.
77 Qualitative and quantitative methods and tools for analysis, interpretation and
decision-making purposes.
78 Change management.
79 Liability and risk management.
80 Job analysis and job description methods.
81 Employee records management (for example, retention, disposal).
82 The interrelationships among HR activities and programs across functional areas.
48
APPENDIX B: GPHR TEST SPECIFICATIONS
01 STRATEGIC HR MANAGEMENT (22%)

The development of HR strategies and programs to allow the organization to meet its
short- and long-term business needs. This includes establishing HR policies and initiatives
that support the organization’s global growth and reputation as an employer.
Responsibilities:
01 Participate in and provide input to the organization’s global strategic business plan-
ning processes.
02 Contribute to the strategic decision-making process on overall organization strate-
gies (for example, site selection, reorganization, realignments).
03 Develop HR strategies to support new global business development (for example,
manufacturing processes, new product development, cross-border marketing strate-
gies, transfer of technology and human capital).
04 Contribute to strategic decision-making processes on mergers and acquisitions,
including participation in due diligence.
05 Align HR organization objectives with business workforce plans in order to support
the organization’s global strategic plans (for example, achieving profitable growth
and operational excellence, organization’s culture and values).
06 Develop a global HR organization that supports global business initiatives (for exam-
ple, organizational structure, budgeting, HR technology requirements).
07 Develop HR measurement systems to evaluate HR’s contribution to the achievement
of the organization locally and globally.
08 Develop strategies and processes for global succession planning and the develop-
ment of leaders throughout the organization to meet global strategic goals.
09 Develop philosophy and strategies to establish and/or maintain ethical standards
throughout the global organization.
10 Establish communication strategies to market HR programs globally.
11 Establish internal and external relationships and alliances with international stake-
holders to meet organizational strategies (for example, joint venture partners,
employers’ groups).
12 Develop strategies to promote the organization’s reputation as an employer of
choice.
13 Develop strategies for the recruitment, development and retention of employees
worldwide.
14 Determine strategies for outsourcing and vendor selection (for example, HRIS, bene-
fits, payroll, relocation, international assignment management).
49
15 Establish strategies and framework for global change management (for example,
promoting a global mind-set).
16 Determine strategic use of HRIS systems to meet organizational goals and
objectives.
Knowledge of:
01 The latest global trends and practices in HR.

02 The organization’s business goals, objectives, plans and processes.
03 Strategic/business planning processes and their implementation.
04 Strategies to align the global HR function as a strategic business partner.
05 Financial planning processes and budget development.
06 Organizational structure and design and their implementation.
07 Management of the HR issues involved in technology transfer.
08 The organization’s internal resources and external labor market.
09 Financial measures/tools for assessing the value of HR programs (for example, return
on investment [ROI]).
10 Global leadership development strategies.
11 The organization’s values and their fit with the culture and context of diverse
countries.
12 The strategies of globalization versus localization of HR policies and programs.
13 Strategies to promote employer of choice or employment branding initiatives.
14 Methods for developing and sourcing a global workforce staffing plan.
02 ORGANIZATIONAL EFFECTIVENESS AND EMPLOYEE DEVELOPMENT

(14%)
The establishment of organizational structures, programs and processes that enable corpo-
rations to deploy and utilize employees to achieve current and future worldwide business
objectives.
Responsibilities:
01 Establish and communicate a mission statement and global philosophy of organiza-

tional effectiveness to support the organization’s global business needs and culture.
(This applies to training, human resource development, performance management,
change management, global diversity initiatives, retention, etc.)
02 Communicate corporate culture/values in culturally sensitive ways.
03 Incorporate global thinking and perspectives in all HR policies, processes and proce-
dures in order to enhance global effectiveness (speed, productivity and profit).
04 Create a global diversity strategy that utilizes all sources of talent within the organi-
zation and that recognizes that diversity issues and programs will vary by national
and cultural perspectives and preferences.
50
05 Ensure that change management initiatives are appropriately adapted for global
constituents.
06 Prepare and deploy communication programs that are effective for a global work-
force and business audience.
07 Assess global workforce needs and ensure that the employees have the appropriate
skills needed to meet current and future business requirements.
08 Create and implement a measurement/evaluation process based on global HR met-
rics/measurements (for example, an “HR management system” composed of
employee satisfaction surveys, attrition, training activity, benchmarking, score cards,
other indicators).
09 Develop and implement processes, programs and tools to support career develop-
ment (for example, assessing talent in areas such as language and cultural skills),
leadership development (for example, coaching and mentoring) and succession plan-
ning requirements in the global environment.
10 Design, implement and evaluate training and development programs that meet
global needs and are appropriate for worldwide dissemination.
11 Establish intercultural management and employee curricula to enhance intercultural
communication and global business skills.
12 Implement worldwide performance management processes that support both global
and local business objectives.
13 Develop training tools and processes to support geographically dispersed teams (vir-
tual teams) for performance effectiveness.
14 Establish work-life programs (for example, job sharing, flextime, telecommuting) and
their application/appropriateness in different cultures.
15 Create and implement programs to support the restructuring, redeployment and
downsizing initiatives of the organization globally.
16 Provide processes and services to support retention efforts (for example, staff train-
ing, career counseling).
17 Create and implement programs to support merger and acquisition integration
plans.
18 Establish training and development programs to support new site start-ups.
19 Create and implement knowledge-management systems.
Knowledge of:
15 Global organizational development programs and practices (including career devel-

opment, management and leadership development).
16 Needs assessment (both business and employee) within a global environment
(involving different cultures and countries).
17 Global diversity concepts and applications.
18 Training programs and their application in global environments.
19 Learning models and methodologies.
51
20 Performance appraisal, management and coaching methods as they apply globally
and locally.
21 Techniques to measure organizational effectiveness in a global business environment
(for example, satisfaction surveys, benchmarking, productivity measurement tools
such as score cards or indicators).
22 Retention strategies and principles and their application in different cultures and
countries.
23 Redeployment/downsizing strategies and principles and their application in different
cultures and countries.
24 Work-life programs (for example, job sharing, flextime, telecommuting) and their
applicability in different cultures.
25 Communication processes and techniques and their worldwide applicability.
26 Techniques to sustain global creativity, innovation and continuous learning.
27 Knowledge-management systems and relevant cultural implications.
03 GLOBAL STAFFING (10%)

The process of planning, developing, implementing and evaluating staffing initiatives on a
worldwide basis to ensure that the organization’s staffing goals and objectives are met.
This includes recruiting and hiring, placement and termination on a global basis.
Responsibilities:
01 Develop a global staffing plan that meets the goals and objectives of the organiza-
tion (for example, skills, inventory assessment, gap analysis).
02 Develop programs for sourcing global talent to meet global strategic initiatives.
03 Establish core competency models.
04 Implement strategies (such as branding) that help the company be regarded as an
employer of choice.
05 Conduct job analyses to write job descriptions and develop job competencies that
are sensitive to country-specific cultures and requirements.
06 Establish hiring criteria for all positions.
07 Manage recruitment processes for key local executives (for example, division heads,
general managers).
08 Conduct local recruiting and hiring activities that are compliant with local laws and
practices and responsive to culturally sensitive issues (for example, diversity, nepo-
tism).
09 Identify and assess appropriate recruitment methods and candidate sources, includ-
ing personal networks and electronic technology.
10 Establish and implement non-discriminatory, culturally sensitive selection programs
that produce qualified candidates (for example, interviewing, reference checking,
networks).
52
11 Develop employment offers and documents consistent with local legal requirements
and marketplace practice (for example, employment contracts, non-compete clauses).
12 Design and implement post-offer employment activities (for example, relocation,
government registrations, reference checks).
13 Create and implement orientation processes that are culturally sensitive.
14 Implement placement, redeployment and downsizing processes and activities.
15 Establish and implement staffing metrics to support business objectives (for exam-
ple, cost-of-hire, days-to-fill, headcount).
16 Manage staffing activities during mergers, acquisitions and divestitures.
17 Implement the termination processes appropriate for local labor markets and in
compliance with legal regulations.
Knowledge of:
28 Global staffing plan development and implementation.

29 Workforce planning methods.
30 Global and international recruiting and hiring laws, practices, methods and sources.
31 Developing a competency model.
32 Succession planning processes.
33 Job performance analysis.
34 Job description development.
35 Culturally sensitive interviewing techniques.
36 Culturally sensitive selection systems.
37 The employment offer process.
38 Employment contract content requirements by country.
39 In-country relocation procedures and practices.
40 Post-offer activities by country.
41 Culturally sensitive orientation processes.
42 Redeployment, downsizing and outplacement processes and practices in the local
environment.
43 Staffing metrics (for example, headcount, cost-of-hire, days-to-fill).
44 Merger, acquisition and divestiture staffing activities and processes.
45 Termination regulations and processes in local environments.
04 INTERNATIONAL ASSIGNMENT MANAGEMENT (28%)

The establishment of international assignment strategy and policies. This includes planning,
implementing, administering and evaluating all activities relating to international assign-
ments or global mobility. It also covers such areas as legal (visa and immigration), compen-
sation, benefits, tax, relocation and security implications for all global assignments—cross-
border business travel, short-term, long-term, sequential and permanent assignments.
53
Responsibilities:
01 Establish strategies for international assignments and cross-border mobility to sup-

port business needs.
02 Develop and implement programs, processes and policies that address all stages of
the international assignment life cycle, from selection through repatriation.
03 Develop and implement a process for the assessment/selection of international
assignees.
04 Consult with line management to determine profile of job and type of international
assignment (short-term, long-term sequential and permanent assignments).
05 Manage and coordinate visa/work/residency processes and activities.
06 Manage and coordinate governmental, legal and tax compliance processes and
activities.
07 Coordinate relocation services (shipment, storage, home/host housing, property
management, destination services, furniture rentals, schooling and educational coun-
seling, spouse career assistance, pet shipments, etc.) for international assignments.
08 Develop and coordinate programs, processes and services to support employees and
their families (for example, dual-career policies, web sites, chat rooms).
09 Manage and coordinate assignment tracking and reporting processes and activities.
10 Manage and coordinate relocation payments and other assignment payment
processes and activities.
11 Manage and coordinate payroll processes and activities.
12 Establish and maintain ongoing communication practices with assignees, local man-
agement and home-country management (prior to, during and post assignment).
13 Coordinate risk management and security related to international assignments and
international business travelers (emergency evacuations, kidnapping prevention and
management, security briefings, bodyguards).
14 Provide consultation to potential employee and line management on terms and con-
ditions of assignment, planning and expectation-setting to enable a successful relo-
cation/assignment.
15 Calculate and establish assignment cost estimates for proposed assignments to pro-
vide line management with information to make decisions regarding assignments
and budgets.
16 Provide ongoing support for assignment costing (for example, for policy compliance,
budgeting and internal financial reporting).
17 Develop and implement compensation terms and conditions (for example, balance
sheet calculations, allowances, end-of-assignment bonuses) and international
assignment benefit and perquisite programs (for example, health care, retirement,
death/disability, medical evacuation, financial planning, company cars, club member-
ships, International Employee Assistance Program).
54
18 Develop, implement and manage formal agreements (employment contracts, letters
of agreement) related to the international assignment.
19 Establish and implement programs, processes and policies for the localization of
international assignees.
20 Coordinate appropriate cultural and language training for international business
travelers, international assignees and their families.
21 Evaluate international assignment programs, processes and policies to ensure that
they continue to meet business requirements while considering the marketplace con-
ditions and legal compliance.
22 Develop career management, performance management and repatriation programs
for international assignees that support company strategy, including global leader-
ship development.
23 Identify, select and manage vendor/supplier/outsourcing services to support interna-
tional assignment programs and policies.
24 Provide consultation for frequent business travelers and short-term assignees (for
example, legal and tax compliance, visas and work permits).
Knowledge of:
46 Different types of international assignments, policies and practices (for example,

short-term business travelers; short-term, long-term, sequential and permanent
assignees).
47 How to manage the life cycle of an international assignment from assessment and
selection through repatriation.
48 Career management and repatriation planning for assignees (for example, perform-
ance management, retention after repatriation).
49 Intercultural theory models and their application to the international assignment
process and assignment success.
50 Critical success factors for international assignees (for example, family adjustment
and support, communication, career planning, mentoring).
51 Assignment tax planning and tax compliance requirements and processes.
52 Country-specific immigration and visa regulations, work permits, etc.
53 International assignee health, safety and security issues (for example, emergency
evacuation, kidnapping and ransom, security briefings) and employer responsibilities.
54 A range of vendors and suppliers (for example, policy consultants, total outsourcing
providers, tax providers, relocation firms, destination services, cross-cultural and lan-
guage training, security advisors) and how to evaluate their performance of contract
terms.
55 Assignment cost analysis methods involving compensation and allowances (for
example, tax equalization, COLA, housing).
56 Site visit, relocation and payments related to international relocation (for example,
pre-assignment site visit, furniture rental, temporary living relocation, immigration,
shipment of goods, schooling).
55
57 How to coordinate payroll with assignment payments.
58 How to design and implement a policy briefing and orientation for assignees.
59 International assignment assessment measures to evaluate the impact on the busi-
ness (for example, return on investment [ROI]).
60 Localization concepts and processes (for example, tax implications, Social Security
issues).
61 The balance sheet concept and processes for international assignments.
62 Cost-of-living models and their impact for international assignments (for example,
commodities and services allowances, efficient purchaser indices).
63 Assessment and selection tools and models for international assignments.
64 Budgeting and financial planning concepts for international assignees.
65 Provision of benefits (for example, retirement, Social Security, health care, medical
evacuation, totalization agreement) and perquisites (for example, company car, club
membership, financial planning).
66 International job analysis models.
67 Appropriate communication techniques related to the international assignment (for
example, drafting letter of assignment, developing newsletters).
68 Relevant issues related to international business travel and short-term assignments
(for example, visas, work permits, tax compliance).
69 International performance evaluation models.
70 The impact of cross-border moves on long-term and short-term incentive programs.
05 GLOBAL COMPENSATION AND BENEFITS (16%)

The establishment of global compensation and benefits philosophy and strategy. The devel-
opment, implementation and evaluation of compensation and benefits programs, processes
and tools in line with competitive practice, the company’s business objectives and legal
requirements.
Responsibilities:
01 Establish and communicate a global compensation and benefits strategy to support

the organization’s business needs and culture.
02 Establish and maintain compensation programs for key executives in each country,
including base salary structures, short- and long-term incentive plans, supplemental
benefits programs and tax-effective compensation arrangements.
03 Ensure establishment and maintenance of compensation programs for local employ-
ees in each country at the desired competitive level, consistent with the company’s
business strategy and in compliance with legal requirements.
04 Ensure establishment and maintenance of company-wide programs such as stock
option and stock purchase plans.
05 Develop approval processes and guidelines for local salary increase budgets.
56
06 Devise, develop and deliver effective training for human resources, consulting,
employees and line management on international compensation and benefits.
07 Ensure establishment and maintenance of benefits programs (such as death and dis-
ability, medical programs, medical insurance and pension plans) for local employees
in each country at the desired competitive level, consistent with company business
strategy and in compliance with legal requirements.
08 Ensure that benefits programs are managed and funded in the most cost-effective
manner (for example, by implementing multinational pooling arrangements and/or
selection of appropriate vendors and review of investment management).
09 Ensure the integration of compensation and benefits programs with local social
programs.
10 Ensure that the company is in legal compliance with design and funding require-
ments for severance programs.
11 Design and deliver legally defensible tax-effective programs for local employees in
each country at the desired competitive level, consistent with the company’s busi-
ness strategy (for example, split employment contracts, housing subsidies).
12 Ensure establishment and maintenance of appropriate perquisite programs for
employees in each country at the desired competitive level, consistent with the com-
pany’s business strategy and in compliance with legal requirements.
13 Ensure that the appropriate international employee assistance programs are estab-
lished where needed and in support of benefits program strategy.
Knowledge of:
71 Appropriate legal and tax regulations related to compensation and benefits.

72 Basic finance, payroll and accounting practices related to international compensation
and benefits.
73 Procedures to collect, analyze and draw conclusions from international compensa-
tion and benefits surveys.
74 Country-specific salary surveys and pay structures (including local market competi-
tiveness).
75 Total remuneration and appropriate mix of types of rewards.
76 Local practice with respect to country-specific benefits programs (including social
programs, mandatory programs and voluntary programs).
77 Country-specific perquisite programs (for example, company cars, clubs, housing,
food vouchers).
78 Stock-based programs (including stock options, restricted shares and stock purchase)
and application around the world.
79 Global executive compensation programs (for example, annual management incen-
tive, deferred compensation, long-term incentives and tax-effective compensation
methods).
57
80 Financing of benefits programs, including insured programs, multinational insurance
pooling and retirement funding vehicles.
81 Information sources on global and country-specific compensation, benefits and tax
trends.
82 Understanding of the company’s strategy of compensation and benefits.
83 Due diligence procedures on mergers and acquisitions with respect to compensation
and benefits issues.
84 Compensation and benefits aspects of laws that are unique to international human
resources, such as data privacy, acquired rights, works councils, severance
indemnities.
85 Communications techniques and channels that are appropriate for disseminating
compensation and benefits information to staff at different organizational levels and
of different cultures who are located throughout the world.
06 INTERNATIONAL EMPLOYEE RELATIONS AND REGULATIONS (10%)

Processes and practices that ensure the creation of favorable employment conditions that
balance employer needs with employee rights and needs. This domain includes collective
bargaining processes and strategies, compliance with statutory requirements, sensitivity to
local workplace practices, security, the protection of physical and intellectual property and
the protection of individuals from harm.
Responsibilities:
01 Ensure clear communication of compensation and benefits plans consistent with

employee needs, company strategy and legal requirements.
02 Create, implement or maintain a review/audit process for international compensa-
tion and benefits programs.
03 Ensure that all compensation and benefits programs comply with local tax and
employment laws.
04 Ensure compliance with corporate and employee tax treatment.
05 Ensure compliance with local laws and regulations (including the application of
extraterritorial laws) to avoid adverse implications for company and employees.
06 Coordinate collective-bargaining activities and contract administration with local
unions as needed.
07 Establish, maintain and/or manage works councils in compliance with statutory
requirements.
08 Develop, implement and communicate ethics policies to all employees.
09 Develop, implement and communicate crisis-management plans (for example, med-
ical emergencies, disaster recovery).
10 Develop, implement and communicate employee and facilities security plans to pro-
tect employee well-being.
58
11 Ensure compliance with globally recognized international regulations (for example,
Organization of Economic Cooperation and Development guidelines, International
Labor Organization conventions).
12 Ensure compliance with extraterritorial application of relevant U.S. laws.
13 Ensure compliance with U.S.-based international regulations (for example, Foreign
Corrupt Practices Act, Safe Harbor principles).
14 Establish alternative grievance/dispute resolution processes in compliance with local
laws and practices.
15 Ensure compliance with local laws and regulations regarding intellectual property
(for example, copyrighted training materials).
16 Establish and maintain employee records with appropriate regard for privacy
regulations.
17 Develop policies and practices that comply with local harassment and discrimination
laws.
Knowledge of:
86 U.S. laws related to international business (for example, Foreign Corrupt Practices
Act, Safe Harbor principles).
87 U.S. laws that apply overseas to U.S. citizens and non-U.S. employees (for example,
anti-discrimination, sexual harassment and other EEO provisions).
88 European Union (EU) directives related to workplace and employment.
89 North American Free Trade Agreement (NAFTA) labor provisions.
90 Local laws affecting employment (including recruiting, hiring, reference checking and
background checks).
91 Appropriate global or local techniques for facilitating positive employee relations (for
example, small group facilitation, dispute resolution and labor/management cooper-
ative strategies and programs).
92 Legal and customary role of works councils and trade unions.
93 Individual employment rights (for example, employee’s right to bargain, grievance
procedures, required recognition of unions, data privacy).
94 Legal requirements related to demographics of employees (for example, number of
local nationals versus foreign nationals required, positions required to be filled by
locals).
95 Workplace behavior issues/practices (for example, absenteeism, hours of work, work
days, religious practices).
96 Local country collective bargaining processes, strategies and concepts.
97 Local country workplace health and safety laws, regulations and practices.
98 Workplace security risks.
99 Local conditions relating to personal security (for example, kidnapping, terrorism,
carjacking).
59
100 Crisis management plans (for example, medical emergencies, disaster recoveries,
criminal prosecution).
101 Local country ethics and customary business practices.
102 Local laws related to termination/dismissal.
103 Accountability for legal compliance and ethical conduct of vendors and suppliers.
104 Intergovernmental organizations’ structure and responsibilities (for example, ILO,
OECD).
105 Laws related to plant closings, downsizing, employee redeployment/redundancy and
termination.
CORE KNOWLEDGE RELATED TO MULTIPLE DOMAINS OF

INTERNATIONAL HR ACTIVITY
Basic business, global, political and socioeconomic conditions, law and trade agreements
and how they relate to business operations.
Knowledge of:
106 Managing globally, including planning, directing, controlling and coordinating.

107 Interpersonal and organizational behavior concepts and applications in a global con-
text (including the use of geographically dispersed teams).
108 The application of human resource ethics and professional standards globally.
109 Change management strategies, processes and tools as employed in a global context.
110 Global leadership concepts and applications.
111 Qualitative and quantitative methods and tools for analysis, interpretation and
decision-making purposes and their use globally.
112 Intercultural theory and culture-specific knowledge relevant to distinct business
needs.
113 Technology and human resource information systems (HRIS) to support global
human resource activities.
114 Strategies for managing global supplier relationships, selection processes and
contracts.
115 Effective use of translators and translations.
116 Third-party contract management, including development of requests for proposals
(RFPs).
117 Cross-border merger and acquisition integration practices and procedures.
118 International new site start-up practices and procedures.
60
APPENDIX C: COMPLETING THE APPLICATION
Candidates may apply for the exam using either a scannable paper application or the
online application found at www.hrci.org. The following instructions apply to both applica-
tions; however, the order in which some of the questions appear is slightly different
depending on the application being submitted. In addition, the section numbers referred to
below apply only to the paper application. Please read and follow all instructions carefully
and submit complete applications well in advance of the regular postmark deadline.
Applications will not be accepted after 11:59 p.m. (ET) on the late deadline date. Please
contact PES at (866) 744-HRCI if you have any questions.
(NAME)
Provide your full name in this section.
For security purposes, proof of identification is required to enter the exam room.
Candidates must have an unexpired government-issued photo ID that matches the name
used on the application. Candidates without a matching government-issued photo ID will
not be allowed to test and will forfeit all fees. A Social Security card is not valid for identifi-
cation purposes. Please refer to the instructions in this handbook on how to file a name
change. Names cannot be modified online.
Please note that the name as it appears on your application will be how your name
appears on your certificate.
2 HRCI ID NUMBER (12 DIGITS)

Candidates who have previously been issued an HRCI ID number should indicate their 12-
digit number here. If you do not have an ID number leave this section blank. An ID number
will be sent to you in the confirmation e-mail and the ATT letter. If applying online, this
number will be assigned to you automatically.
SECTION 3 (EXAMINATION)
Enter the exam level (PHR, SPHR or GPHR) you will be taking. Students/recent graduates
can only take the PHR or GPHR exam.
SECTION 4 (TEST DATE/WINDOWS)

Indicate the testing window for which you are registering (paper application only).
SECTION 5 (SPECIAL ACCOMMODATION REQUESTS)

Candidates requesting special test accommodations should mark this box. Supporting doc-
umentation should be included with the application submission.
61
SECTIONS 6-9 (HOME ADDRESS INFORMATION)
Authorization to Test (ATT) letters, score reports and recertification information are mailed
to your home address. These sections can be updated online.
SECTIONS 10-11 (DATE OF BIRTH AND HOME PHONE NUMBER)

Your Social Security number is an optional field. Your birth date should appear as a two-
digit month, two-digit day and four-digit year (e.g., March 31, 1957, would be 03 31
1957).
SECTION 12 (INTERNATIONAL/SUBDIVISIONS)
Candidates living outside of the U.S., U.S. territories or Canada should indicate their subdi-
vision (i.e., county, parish), if applicable.
SECTION 13 (INTERNATIONAL/COUNTRY)
Candidates living outside of the U.S., U.S. territories or Canada should indicate their coun-
try of residence.
SECTIONS 14–17 (CURRENT POSITION, ORGANIZATION NAME,

FAX AND PHONE NUMBERS)
If currently employed, please enter your current title in the spaces provided. Abbreviations
are acceptable if using the scannable form. If not employed, leave these sections blank.
SECTIONS 18–24 (CURRENT ORGANIZATION INFORMATION)

If currently employed, please complete sections 18 through 24 with your organization’s full
address. If there is a change in employment after submitting the application but before the
exam date, please call PES at (866) 744-HRCI.
Candidates living outside of the U.S., U.S. territories or Canada should complete section 23
(if applicable) and section 24.
SECTION 25 (E-MAIL ADDRESS)

Please include a valid e-mail address. This is a required field. Candidates will be notified by
e-mail of exam eligibility. E-mail will be the primary communication mode when relaying
other important information. If your e-mail changes, be sure to update the information online.
SECTIONS 26–31 (CURRENT EMPLOYMENT)

Students/recent graduates and unemployed HR professionals should not complete these
sections.
In section 26, please enter your current job title level.
To complete section 27 on the paper application, please refer to the following HR functions
and list the numbers corresponding to your current work function.
62
HR Work Functions: 59 Employee Assistance Programs
60 Employee Relations
50 HR Generalist
61 Communications
51 Employment/Recruitment
62 EEO/Affirmative Action
52 Benefits
63 HRIS
53 Compensation
64 Research
54 Labor/Industrial Relations
65 Consultant
55 Training/Development
66 Administrative
56 Organizational Development
67 International HRM
57 Legal
68 Diversity
58 Health/Safety/Security
99 Other
In section 28 on the paper application, list the appropriate number from the corresponding
business industry code listed below that most closely describes your current organization’s
products or services.
70 Agriculture, Forestry, Fishing

71 Manufacturing (Nondurable Goods)
72 Manufacturing (Durable Goods)
73 Transportation
74 Utilities
75 Wholesale/Retail Trade
76 Finance
77 Insurance
78 Services, Profit
79 Services, Nonprofit
80 Health
84 Real Estate
90 Educational Services
91 Government
92 Construction & Mining
93 Oil & Gas
95 Library-Corporate/Public/Academic
96 Newspaper publishing and broadcasting
97 Independent Consultant
98 High-tech
99 Other
SECTIONS 29–31 ask for information about your organization’s total size, unit level
and department size. This information is used for demographic purposes only.
63
SECTION 32 (PROFESSIONAL CATEGORY)
This section determines the category in which you will be taking the exam.
Students/recent graduates with two years of exempt-level HR work experience must take
the examination as an HR professional under one of the other categories (e.g., HR practi-
tioner, educator, researcher, consultant).
SECTION 33 (HR EXPERIENCE)

Enter the total number of years of exempt-level (professional) HR work experience.
SECTION 34 (PREVIOUS EXAM ADMINISTRATIONS)

Please indicate if you have previously taken one of the HRCI exams.
SECTIONS 35–38 (DEMOGRAPHIC DATA)

Please indicate your gender, primary language, ethnicity and highest education level
attained. This information provides helpful demographic data, but is optional.
SECTION 39 (SHRM MEMBERSHIP)

To obtain the reduced rate, national SHRM members must list their 8-digit SHRM member-
ship number at the time they apply.
National SHRM members affiliated with a local chapter and local-only chapter members
may include their chapter name and number. A list of SHRM chapter names and numbers
can be found on the SHRM Web site at www.shrm.org/chapters. Local-only chapter mem-
bers do not receive the SHRM member rate.
SECTION 40 (INTERNATIONAL TEST CENTER)

If you intend to schedule the exam at a test center outside the U.S., U.S. territories or
Canada, please indicate by completing this section. Otherwise, leave this section blank.
SECTION 41 (PASSWORD)
This password, created by the candidate (and the HRCI ID number that will be mailed to
candidates in their confirmation e-mail and their ATT letter) will be required to download
the online ATT letter and to access the online review/modify feature. The password can be
alpha and/or numeric. It is your responsibility to keep your password in a safe place in
order to access your exam application.
SECTION 42 (WORK EXPERIENCE)

Document your exempt-level (professional) HR work experience. Provide enough informa-
tion about current and/or past work history to demonstrate at least two years of exempt-
level (professional) HR experience.
Starting with the most recent employer with which you held an exempt-level HR (profes-
sional) position, list the organization’s name, telephone number, the position code(s) of
the HR position(s) held and the month/year of the corresponding start and end dates. If you
have held more than two positions with a given employer, use the space below each
column to provide additional information.
64
Position codes must be an exact match. Job titles that do not appear on the approved
position codes list are considered “other” (999) position codes. Candidates whose work
experience includes an “other” code must complete the supporting documentation form
and submit it with any other supporting documentation that outlines job responsibilities
(e.g., a current job description) at the time of application. Applications submitted without
the supporting documentation form are incomplete and may cause candidates to be ineligi-
ble to take the exam.
Student/recent graduate and recertification-by-examination candidates should not complete

this section. Students/recent graduates should submit a completed Student/Recent
Graduate Verification form in lieu of completing this section.
Approved Position Codes 026 Employee Benefits Manager

027 Employee Benefits Supervisor
001 AA/EEO Specialist
028 Employee Relations Administrator
002 AA/Policy & Procedure Administrator
029 Employee Relations Analyst
003 AA/EEO Analyst
030 Employee Relations Manager
004 AA/EEO Manager
031 Employee Relations Director
005 AA/EEO Director
032 Employee Relations Specialist
006 Assistant HR Manager
034 Employee Relations Vice President
007 Assistant HR Director
035 Employment Specialist
008 Assistant VP Human Resources
036 Employment Administrator
010 Benefits Specialist
037 Employment Analyst
011 Benefits Director
038 Employment Manager
012 Benefits Supervisor
039 Employment Director
013 Change Management Manager
040 Employment VP
014 Classification/Compensation
041 Employment Law Attorney
Administrator
042 Employment Practices Specialist
015 Classification/Compensation Analyst
043 Employment Practices Administrator
016 Compensation & Benefits Specialist
044 Employment Practices Analyst
017 Compensation & Benefits
045 Employment Practices Manager
Administrator
046 Employment Practices Director
018 Compensation & Benefits Analyst
047 Employment Practices Vice President
019 Compensation & Benefits Manager
048 Health & Safety Specialist
020 Compensation & Benefits Director
049 Health & Safety Administrator
021 Compensation & Benefits Supervisor
050 Health & Safety Analyst
022 Compensation & Benefits Vice
051 Health & Safety Manager
President
052 Health & Safety Director
023 Compensation & Benefits Consultant
053 Health & Safety Vice President
024 Compliance Specialist
054 HR Administrator
025 Education & Development Manager
055 HR Analyst
65
056 HR Specialist 085 Job Developer/Specialist
057 HR Manager 086 Job Placement Specialist
058 HR Director 087 Labor Relations Specialist
059 HR Vice President 088 Labor Relations Administrator
060 HR Consultant 089 Labor Relations Analyst
061 HR Generalist 090 Labor Relations Manager
062 HR Research Analyst 091 Labor Relations Director
063 HR Supervisor 092 Labor Relations Supervisor
033 HR Professor (full-time) 093 Labor Relations VP
064 HRD/Training & Development Specialist 094 Military Personnel Officer
065 HRD/Training & Development 095 Organizational Development Specialist
Administrator 096 Organizational Development
066 HRD/Training & Development Analyst Administrator
067 HRD/Training & Development 097 Organizational Development Analyst
Manager 098 Organizational Development Manager
068 HRD/Training & Development Director 099 Organizational Development Director
069 HRD/Training & Development 100 Organizational Development VP
Supervisor 101 Payroll/Benefits Specialist
070 HRD/Training & Development Vice 102 Recruiter
President 103 Recruitment Manager
071 HRIS Specialist 104 Recruitment Director
072 HRIS Administrator 105 Safety Manager
073 HRIS Analyst 106 Staffing Administrator
074 HRIS Manager 107 Staffing Manager
075 HRIS Director 108 Staffing Director
076 HRIS Supervisor 109 Staffing Supervisor
077 HRIS VP 110 Staffing VP
078 Industrial Relations Specialist 111 Trainer
079 Industrial Relations Administrator 112 VP of People
080 Industrial Relations Analyst 113 Workers’ Compensation Specialist
081 Industrial Relations Manager 114 Workers’ Compensation Analyst
082 Industrial Relations Director 115 Workers’ Compensation Manager
083 Industrial Relations Supervisor 116 Workers’ Compensation Director
084 Industrial Relations VP 117 Workforce Planning Manager
INTERNATIONAL 127 International Employment Law

120 Expatriate Programs Manager Attorney
121 Global Mobility Manager 128 International HR Consultant
122 Global Recruiter 129 International HR Director
123 Global Staffing Manager 130 International HR Immigration
124 Global Supplier Relations Manager Specialist
125 Global Talent Manager 131 International HR Manager
126 International Compensation & 132 International HR VP
Benefits Manager 999 Other
66
SECTION 43 (PERMISSION TO CONTACT YOU AND TO SHARE YOUR
INFORMATION WITH SHRM.)
HRCI would like to provide you with information about your certification. We may do so
primarily through e-mail, including a quarterly newsletter and recertification reminder
notices. Certificates are mailed to your primary address. HRCI also lists newly certified indi-
viduals on our Web site. While HRCI does not make our mail list available to outside organ-
izations, we do share certification and contact information with the Society for Human
Resource Management (SHRM). If you DO NOT wish HRCI to share your information with
SHRM, you will need to contact SHRM separately for any address updates you may have. If
you allow HRCI to share your information with SHRM, please note that SHRM makes its
mailing address information available to its affiliates (for example, the SHRM Foundation
and SHRM chapter and state councils) and through mail list sales unless you notify SHRM
directly that you do not wish this information to be shared.
SECTION 44 (AFFIRMATION)
Candidates are bound by the policies and procedures outlined in this handbook. Read and
sign the affirmation in section 44. Applications received without signatures will not be
processed.
SECTION 45 (FEES)
paper application only. Fees paid online are automatically calculated depending on the date
in which the application is being submitted, the type of exam being taken and whether the
candidate is an SHRM member.
Mark the applicable fees in this section. If the application is postmarked after the regular
deadline but on or before the late deadline, include the late fee. If proper payment is not
included at the time of application, application processing will be delayed, you may be
assessed the resubmission fee and you may be deemed ineligible to take the exam.
Fees charged to VISA, MasterCard or American Express must include the information
requested in section 45, including the cardholder’s name and signature. Payments made
by money order, certified/cashier’s check or organizational check should be made
payable to Professional Examination Service. Be sure to include payment with the appli-
cation and indicate your name and home telephone number (including area code) on
the check or money order.
Mail-in payments received without a completed application packet or without the candi-
date’s name indicated on the check or money order may be returned to the sender.
67
APPENDIX D: FORMS
68
SUPPORTING DOCUMENTATION OF HR WORK EXPERIENCE FORM
Who should use this form? Candidates whose qualifying job title(s) is (are) “other” or “999” on the position code list. If more
than one position requires supporting documentation, please photocopy this form as needed.
Name: ______________________________________ Job Title:_____________________________________________
Organization Name: ________________________________________________________________________________
Organization Address:_______________________________________________________________________________
Supervisor’s Name and Phone Number: __________________________________________________________________
Dates Employed: From:_________________________________________ To:___________________________________

Month/Year Month/Year
Job Duties and Responsibilities: ________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Please check one:
I certify that this position is/was at the ❏ exempt (professional) level. ❏ nonexempt level.
Please estimate what percent of time was spent on a daily basis in each of the following functional areas. Include a brief
description of those activities. Additional documentation in the form of a job description may be attached.
STRATEGIC MANAGEMENT Percent of Daily Activities___________
Description of Activities:_______________________________________________________________________________
_______________________________________________________________________________________________
WORKFORCE PLANNING AND EMPLOYMENT/GLOBAL STAFFING Percent of Daily Activities___________
_______________________________________________________________________________________________
HUMAN RESOURCE DEVELOPMENT/ORGANIZATIONAL EFFECTIVENESS AND

EMPLOYEE DEVELOPMENT Percent of Daily Activities___________
_______________________________________________________________________________________________
COMPENSATION AND BENEFITS/GLOBAL COMPENSATION AND BENEFITS Percent of Daily Activities___________
_______________________________________________________________________________________________
69
SUPPORTING DOCUMENTATION OF HR WORK EXPERIENCE FORM (CONT.)
EMPLOYEE AND LABOR RELATIONS/INTERNATIONAL
EMPLOYEE RELATIONS AND REGULATIONS Percent of Daily Activities___________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
INTERNATIONAL ASSIGNMENT MANAGEMENT Percent of Daily Activities___________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
OCCUPATIONAL HEALTH, SAFETY AND SECURITY Percent of Daily Activities___________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
I attest that the facts presented on this form are accurate and complete and demonstrate to the best of my ability that more than
51 percent of my time on a daily basis in the position described above was spent doing exempt-level (professional) HR work. I also
understand that the decision regarding my eligibility to take the exam will be made on the basis of this and any other documenta-
tion submitted with this form. There is no appeal process to denial of eligibility.
Candidate’s Signature _________________________________________ Date__________________________________
Candidate’s Printed Name____________________________________________________________________________
Home Telephone Number ________________________ HRCI ID# (If previously assigned) ___________________________
Return this completed form along with any other related supporting documentation to PES.
If applying online, please mail or fax this completed form (along with a copy of your summary page) to PES within five busi-
ness days of application to avoid a resubmission fee. If using the scannable application, please mail this completed form with
your application.
Mail or fax form to: PES

(212) 367-4318 (fax)
70
STUDENT/RECENT GRADUATE VERIFICATION FORM
This form must be submitted by all student/recent graduate candidates for the PHR or GPHR exam in lieu of the professional work
experience section of the application form. Complete either the current student or recent graduate section below. Remember, can-
didates are NOT eligible as a student/recent graduate if they meet the experience requirements for the exams. Student/recent
graduate candidates will not be considered certified and are prohibited from using the PHR or GPHR designation until they have
completed the work experience requirement and successfully completed their degree.
COMPLETE THIS SECTION IF YOU ARE CURRENTLY A STUDENT
Your full name as it appears on your application____________________________________________________________
Will graduate from _________________________________________________________________________________

(Full name of educational institution)
_______________________________________________________________________________________________
(City, state, country of educational institution)
on _________________________________________with a _______________________________________________
(Graduation date) (Degree to be awarded, e.g., Bachelor’s, Master’s, etc.)
College/University Official
(Please verify the accuracy of the above information by completing and signing this section.)
Print name of college/university official____________________________________________________________________
Signature of college/university official______________________________Date __________________________________
Title of college/university official ________________________________________________________________________
As evidence of my eligibility under the recent graduate category, I have attached a photocopy of my diploma or transcript showing
that my bachelor or master’s degree was granted within one year of the exam date.
Print name as it appears on your HRCI application form ______________________________________________________
Signature __________________________________________________Date __________________________________
your application.

(212) 367-4318 (fax)
71
SPECIAL TESTING ACCOMMODATION REQUEST FORM
Candidates with disabilities covered by the Americans with Disabilities Act (or the Canadian/Australian equivalent) should com-
plete this form and have an appropriate licensed professional complete the Documentation of Disability-Related Needs form so
their requests for accommodations can be processed efficiently. The information provided and any documentation regarding the
disability and the need for accommodation in testing will be treated with strict confidentiality.
APPLICANT INFORMATION
Social Security # (Optional): __________________________________________________________________________
Last Name:___________________________ First Name: _________________________ Middle Name:_______________
Address: ___________________________________________________________________________________________
City:________________________ State: _______ ZIP/Country Code:______________ Country:_____________________
Home Telephone Number: ________________________ HRCI ID # :___________________________________________
Testing Window:___________________________________________________________________________________
SPECIAL TESTING ACCOMMODATIONS
Please check the exam for which you are applying.
❏ Professional in Human Resources (PHR)

❏ Senior Professional in Human Resources (SPHR)
❏ Global Professional in Human Resources (GPHR)
Check all that apply:
Accommodation ❏ Wheelchair access

❏ Special seating
❏ Reader
❏ Recorder
❏ Extended testing time (time and a half)
❏ Separate testing area
❏ Other special accommodations (please specify)
your application.

(212) 367-4318 (fax)
73
DOCUMENTATION OF DISABILITY-RELATED NEEDS BY QUALIFIED PROFESSIONAL
This section must be completed by a licensed health care provider or an educational or testing professional to ensure that PES is
able to provide the required test accommodations.
The nature of the disability, identification of the test(s) used to confirm the diagnosis, a description of past accommodations
made for the disability and the specific testing accommodations requested must be included.
PROFESSIONAL DOCUMENTATION
I have known _______________________________________________ since __________________________________

(Name of Applicant) (Date)
in my capacity as a(n) _______________________________________________________________________________

(Professional Title)
The applicant discussed with me the nature of the test to be administered. It is my opinion that, because of this applicant’s disabil-
ity described below, he or she should be accommodated by providing the special arrangements listed on the Special Testing
Accommodation Request form.
Comments: ___________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Signature:__________________________________________________
Title:________________________________________________________ Date: _________________________________
License #: ____________________________________________________________________________________________
(if applicable)
your application.
Professional Examination Service

Tel: (866) 744-HRCI (4724)
Fax: (212) 367-4318
75
REVIEW OF EXAM SCORE FORM
DO NOT SUBMIT THIS FORM UNTIL AFTER YOU HAVE RECEIVED YOUR SCORE REPORT.
DIRECTIONS: This request must be received with the appropriate fees and information no later than six months after the test
date. Please print or type all information on this form. Review of exam score results is final. Review of exam scores will be
processed and mailed approximately two weeks from the receipt of the request.
Please enclose a certified or cashier’s check, money order or organizational check in the amount of U.S.$50 made payable to
Professional Examination Service. VISA, MasterCard, American Express and personal checks are not accepted for this service. Please
do not send cash. Mail your request to PES: Professional Examination Service, HRCI Testing Office (470), 475 Riverside Drive, 6th
floor, New York, NY 10115, U.S.A.
Please check the certification exam that applies to you.
❏ Professional in Human Resources (PHR)

❏ Senior Professional in Human Resources (SPHR)
❏ Global Professional in Human Resources (GPHR)
Last Name:___________________________ First Name: _________________________ Middle Name:_______________
Address: _____________________________________________________________________________________________
City: ________________________ State:________ ZIP/Country Code:______________ Country:_____________________
Home Telephone Number: ______________________________________ HRCI ID # : ____________________________
Exam Date:__________________________________________________________________________________________________
If the information above is different from what you provided on the original application, please provide below the information
entered on the original exam application.
Last Name:___________________________ First Name: __________________________ Middle Name:_______________
Address: _____________________________________________________________________________________________
City: _________________________ State: ________ ZIP/Country Code: ______________ Country:___________________
Home Telephone Number:________________________________________ HRCI ID #: _____________________________
Exam Date: __________________________________________________________________________________________
I hereby request PES to review my exam score.
Candidate’s Signature:______________________________________________________ Date: _____________________
77
APPENDIX E: INTERNATIONAL EXAM DELIVERY
INTERNATIONAL APPOINTMENT SCHEDULING
International candidates should contact www.prometric.com or one of the following

Thomson Prometric Regional Contact Centers to schedule an appointment once they have
received their ATT letter. Please note that some international testing centers will not start
scheduling testing appointments until October 1 for international candidates planning on
taking the PHR or SPHR exam after January 1.
THOMSON PROMETRIC REGIONAL CONTACT CENTER INFORMATION

(1) Regional Contact Center (4) Regional Contact Center
Thomson Prometric Thomson Prometric
Attn: PTC Registrations Middle East Attn: PTC Registrations Middle East
Noorderwagenplein 6 Noorderwagenplein 6
8223 AL - Lelystad 8223 AL - Lelystad
The Netherlands The Netherlands
Tel: 31 320 239 530 Tel: 31 320 239 530
Fax: 31 320 239 531 Fax: 31 320 239 531
E-mail: meregs@thomson.com E-mail: meregs@thomson.com

Thomson Prometric Thomson Prometric
Attn: PTC Registrations Europe Attn: PTC Registrations Southeast
Noorderwagenplein 6 Asia
8223 AL - Lelystad P.O. Box 12964
The Netherlands 50794 Kuala Lumpur
Tel: 31 320 239 540 Malaysia
Fax: 31 320 239 541 Tel: 60 3 7628 3333
E-mail: euregs@thomson.com Fax: 60 3 7628 3366
E-mail: searrc@prometric.com
(3) Regional Contact Center
Thomson Prometric (6) Regional Contact Center
Attn: PTC Registrations Latin Thomson Prometric
America & Caribbean Attn: PTC Registrations People’s
3110 Lord Baltimore Drive, Suite 200 Republic of China
Baltimore, MD 21244 U.S.A. P.O. Box 8717 Beijing
Tel: 1 443 923 8160 China International Examination
Fax: 1 443 923 8569 Bureau 100080
People’s Republic of China
Tel: 86 10 8261 9995
Fax: 86 10 6251 5002
E-mail: rrc.ptc@prometric.net.cn
79
Thomson Prometric Korean-American Educational
Attn: PTC Registrations India Commission (KAEC)/Thomson
Senior Plaza, 160-A, Gautam Nagar Prometric
Behind Indian Oil Building Attn: PTC Registrations Republic of
New Delhi, 110049 Korea
Tel: 91 11 26511649 Mapo-gu YOMNI DONG
Fax: 91 11 26523266 168-15
E-mail: india.rrc@thomson.com Seoul 121-090
Republic of Korea
(8) Regional Contact Center Tel: 82 2 321 11233
R-Prometric K.K. Fax: 82 2 327 54029
Attn: PTC Registrations Japan E-mail: cbtkorea@fulbright.or.kr
Kayabacho Tower 15F Internet: www.cbtkorea.or.rk
1-21-2 Shinkawa
Chuo-Ku Tokyo 104-0033, Japan (10) Regional Contact Center
Tel: 81 3 5541 4800 Thomson Prometric
Fax: 81 3 5541 4810 Level 4
Internet: www.prometric-jp.com P.O. Box 12964
50794 Kuala Lumpur
Malaysia
Tel: 612 96405899
80
COUNTRIES SERVED BY REGIONAL CONTACT CENTERS
Each Thomson Prometric Regional Contact Center serves many different countries.
Candidates should locate below the country in which they will test and then contact the
corresponding Thomson Prometric Regional Contact Center.
CENTER (1) CENTER (2) CENTER (3) CENTER (4) CENTER (5)
Africa Europe Latin America Middle East Southeast Asia
and Caribbean
Botswana Armenia Argentina Egypt Bangladesh

Ghana Bulgaria Bolivia Israel Hong Kong
Kenya Croatia Brazil Jordan Indonesia
Mauritius Finland Chile Kuwait Malaysia
Nigeria France Colombia Lebanon Nepal
South Africa Georgia Dominican Republic Saudi Arabia Pakistan
Tanzania Germany Guatemala United Arab Emirates Philippines
Uganda Greece Mexico West Bank Singapore
Zimbabwe Hungary Panama Pakistan Taiwan
Ireland Peru
Italy Venezuela
Kazakhstan
Lithuania
Netherlands
Portugal
Romania
Russian Federation
Spain
Switzerland
Turkey
Ukraine
United Kingdom
Uzbekistan
People’s Republic of China: Regional Contact Center (6)
India: Regional Contact Center (7)
Japan: Regional Contact Center (8)
Republic of Korea: Regional Contact Center (9)
Australia and New Zealand: Regional Contact Center (10)
81
INTERNATIONAL TEST CENTER FEE
Candidates who register to take the exam outside of the United States, U.S. territories or
Canada will incur a U.S.$55 international test center fee.
HRCI exams are administered only in English.
INTERNATIONAL EXAM RESCHEDULES

Candidates can reschedule exam appointments as often as they wish within their testing
window. Exam testing windows, however, cannot be changed. Test center seats fill up
quickly, so be sure to reschedule as early as possible during the testing window.
There is no charge for rescheduling exam appointments but this must be done no later
than 12:00 noon (Regional Contact Center time) five business days before the scheduled
exam. Candidates who do not reschedule exam appointments within that time frame and
who do not appear to take the exam will be considered no-show candidates and will forfeit
all fees. Candidates attempting to reschedule their exam appointment less than 30 days
before the end of the testing window cannot be guaranteed that a seat will be available.
To reschedule your appointment, contact Thomson Prometric at www.prometric.com or
your Regional Contact Center.
INTERNATIONAL WITHDRAWALS AND REFUND POLICIES

Withdrawals
Candidates may withdraw from the exam by canceling their appointment on or before
12:00 noon (Regional Contact Center time), five business days before the exam appoint-
ment. To cancel an exam, contact Thomson Prometric at www.prometric.com or your
Regional Contact Center.
Candidates who have not scheduled an appointment with Thomson Prometric but who
wish to withdraw from the exam should refer to the “Refunds” section of this appendix.
Withdrawing from an exam appointment does not automatically trigger a refund.

Refund requests must be submitted in writing to PES on or before the last day of the test-
ing window. Please see the refund policy and procedures below for more information.
Refunds
■ Candidates who withdraw from the exam on or before the late application deadline will
receive a full refund of their exam fees.
■ Candidates who withdraw from the exam after the late application deadline but no later
than 12:00 noon (Regional Contact Center time) five business days before the exam
appointment will receive a 50 percent refund of their exam fees.
■ Candidates who do not cancel their exam appointment within the specified time frame
and/or do not appear for an exam appointment are considered no-show candidates and
forfeit all fees. Candidates who cannot take the exam due to a medical or personal
emergency should refer to “Refunds for Medical or Personal Emergencies” in Section 03
of this handbook.
82
■ Candidates who do not schedule an exam appointment with Thomson Prometric and who
do not request a refund on or before the last day of the testing window are considered
no-show candidates and forfeit all fees.
Refund requests must be submitted in writing and mailed or faxed to PES on or before
the last day of the testing window (see “Submitting Refund Requests” below for address
information). Application fees and other optional service fees are nonrefundable.
Refund requests must include the following information:
■ Candidate’s full name as it appears on the application.

■ Home and e-mail addresses.
■ HRCI ID number (found in the ATT letter).
■ Test center location (if applicable).
■ Exam appointment date and time (if applicable).
■ Date and time the appointment was canceled (if applicable).
Candidates who did not schedule an exam appointment must include with their refund
request a statement indicating that no exam appointment was scheduled with Thomson
Prometric.
If the refund is to be made payable to an organization, please include the organization’s

name and tax ID number. Refunds and overpayments are issued no later than five weeks
after the close of the testing window.
Submitting Refund Requests
Mail or fax all refund requests to:
PES
(212) 367-4318 (fax)
INTERNATIONAL NO-SHOW CANDIDATES

Candidates who do not appear for their scheduled exam appointment, who arrive more
than 15 minutes late for their appointment, who appear with improper ID or who cancel
their appointment later than 12:00 noon (Regional Contact Center time) five business days
before the scheduled exam (without a documented personal or medical emergency) will be
considered no-shows and will forfeit all fees. No-show candidates may reapply for a future
exam window and pay the full fees.
83
PRESENTING POSITIVE PROOF OF IDENTITY AT INTERNATIONAL TEST
CENTERS
All identification documents must be in Latin characters. Candidates testing outside of their
country of citizenship must present a passport. Candidates testing within their country of
citizenship must present either a passport, driver’s license, national ID or military ID.
Candidates must have acceptable and unexpired photo identification to be admitted to a
test center. If a candidate’s primary ID does not have a photo and signature, a secondary
(backup) ID that contains either a photo or signature (whichever is missing on primary)
may be presented. The name on the backup ID must exactly match the primary ID and the
name in the scheduling system. Candidates who arrive at the test center without the
required identification will not be permitted to test and will forfeit all fees.
CONFIRMING INTERNATIONAL APPOINTMENTS

Appointment confirmation numbers are given to candidates at the time the appointment is
made. If appointments are made by phone, appointment details are verified over the phone
and no e-mail confirmation of your appointment will be sent. Candidates who schedule
online will receive e-mail confirmations of their appointments. Candidates can confirm
appointments online at www.prometric.com (the appointment confirmation number will
be required). If you lose your confirmation number, you can confirm your appointment by
contacting your Regional Contact Center. Candidates should verify their appointments as
soon as possible, but no later than three days before the scheduled exam.
INCLEMENT WEATHER AND LOCAL OR NATIONAL EMERGENCIES

In the event of inclement weather or a national or local emergency, please contact
Thomson Prometric at the Regional Contact Center to determine appointment status. If
the center is closed and appointments are canceled, candidates should wait two business
days before calling to reschedule their appointments to allow for eligibility resetting.
84
HRCI, SHRM, PES AND THOMSON PROMETRIC
The Human Resource Certification Institute is an independent, internationally recognized
certifying body for the HR profession. Established in 1976, HRCI awards certifications to
professionals who meet eligibility standards and pass a rigorous examination. HRCI testing
requires professionals to demonstrate their expertise in the core principles of HR practice
and the practical application of those principles. To remain certified, individuals must fulfill
continuing education requirements or demonstrate their current knowledge of the profes-
sion through retesting. HRCI is an affiliate of the Society for Human Resource
Management, the world's largest association devoted to human resource management.
SHRM is the world’s largest association devoted to human resource management.

Representing more than 200,000 individual members, the Society’s mission is to serve the
needs of HR professionals by providing the most essential and comprehensive resources
available. As an influential voice, the Society’s mission is also to advance the human
resource profession to ensure that HR is recognized as an essential partner in developing
and executing organizational strategy. Founded in 1948, SHRM currently has more than
500 affiliated chapters within the United States and members in more than 100 countries.
HRCI contracts with the Professional Examination Service (PES) to screen HRCI exam
applications for eligibility, process payments, issue Authorization to Test letters, score the
exams and mail score reports and certificates. PES also provides psychometric expertise on
item writing, exam construction and item analysis; maintains the item banks; and provides
statistical information.
Thomson Prometric is the global leader in technology-enabled testing and assessment

services for information technology certification, academic admissions and professional
licensure and certifications. Thomson Prometric delivers standardized tests for more than
300 clients, in more than 25 languages, over the Web and through a global network of test
centers in 121 countries.
Thomson Prometric is the testing vendor with which HRCI contracts for exam delivery serv-
ices. These services include providing the scheduling and administering and proctoring the
exams.
85
HRCI MODEL OF PROFESSIONAL EXCELLENCE
The personal standards of honor and integrity of certified HR professionals must, at all
times, be above reproach and conduct should be in a manner that reflects favorably on the
profession.
By adhering to the highest standards of honor and integrity, HR professionals create an

ethical climate within their organizations.
HR professionals have a duty to protect the interests of employees, the organization and
society and to promote and encourage:
■ Honesty and trustworthiness in all working relationships.

■ Reliability in performing assigned responsibilities.
■ Truthfulness and accuracy in what is said and written.
■ Constructiveness and cooperation in working relationships.
■ Fairness, consideration and nondiscrimination in how we treat others.
■ Adherence to the law in all activities.
■ Economical use of resources.
■ Commitment to excellence in the performance of work.
■ Respect for the privacy of others.
PHR, SPHR AND GPHR CERTIFICATION HANDBOOK

This handbook contains complete information about the Professional in Human Resources
(PHR), the Senior Professional in Human Resources (SPHR) and the Global Professional in
Human Resources (GPHR) exams. It explains eligibility requirements, describes the general
content of the exams, provides test specifications and explains what happens after the
exam. Strict adherence to all procedures and deadlines in this handbook is critical. If you
still have questions about the application process after having read the handbook, please
contact HRCI at (703) 548-3440 or (866) 898-HRCI.
86
HUMAN RESOURCE CERTIFICATION INSTITUTE
1800 DUKE STREET ■ ALEXANDRIA, VA 22314-3499 U.S.A.
(703) 548-3440 ■ FAX: (703) 535-6474
TOLL FREE: (866) 898-HRCI ■ TDD: (703) 548-6999
E-mail: info@hrci.org ■ HRCI Web site: www.hrci.org

Certification Handbook

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2006 | PHR SPHR GPHR Certification Handbook |

HUMAN RESOURCE CERTIFICATION INSTITUTE

SPHR – Senior Professional in PES

General certification information

Questions on application status

Questions on supporting documentation

List of testing centers www.prometric.com

Temporary test site closures www.prometric.com/sitestatus

PHR and SPHR

GPHR TESTING WINDOWS AND DEADLINES

2006 EXAM FEES

02 APPLYING FOR THE EXAM

03 AFTER APPLYING FOR THE EXAM

04 STUDYING FOR THE EXAM

06 AFTER THE EXAM

APPENDIX A – PHR and SPHR TEST SPECIFICATIONS ..........................................41

Certification is a voluntary action by a professional group to establish a system to grant

Certifications differ from certificate programs because certifications, by definition, include a

Why Is Certification Desirable?

Purpose and Use of Certification

PHR AND SPHR EXAM FUNCTIONAL AREAS

Strategic Management 12% 26%

GPHR EXAM FUNCTIONAL AREAS

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.

To be eligible to take either exam, candidates must demonstrate that:

Documenting Work Experience

With the exception of students, recent graduates and recertification-by-examination

Exempt-Level (Professional) Work Experience

Candidates must demonstrate exempt-level (professional) HR work experience. In the

In the HR field, exempt-level positions are categorized as:

PHR or SPHR? Choosing the Appropriate Exam

Required exempt-level (professional) HR experience 2 Years 2 Years

An honest assessment of skills, knowledge and responsibilities within the HR function is

■ Focuses on program implementation.

■ Designs and plans rather than implements.

Completing the Student/Recent Graduate Verification Form

To determine eligibility, students/recent graduates must submit a completed

Submitting Proof of Work Experience

■ Obtain and document two years of exempt-level (professional) HR work experience;

Student Use of the PHR and/or GPHR Designation

Some certified professionals prefer to recertify by retaking the exam.

Recertification-by-examination candidates must:

■ Take the exam before their certification cycle expires.

HRCI reviews and approves all recertification-by-examination applications.

Recertification-by-examination candidates are subject to the same exam fees as outlined in

TESTING WINDOWS, APPLICATION DEADLINES AND FEES

Testing Windows and Deadlines

GPHR TESTING WINDOWS AND DEADLINES

2006 EXAM FEES

SHRM Member Rate

Money Orders, Certified/Cashier’s and Organizational Checks

ADDITIONAL SERVICE FEES

Optional service fees are not refundable.

Exam Level Change—SPHR to PHR U.S. $20

Review of Exam Score U.S.$50

Duplicate/Replacement Score Reports/Certificates U.S.$20

SPECIAL ACCOMMODATION REQUESTS

■ Special Testing Accommodation Request form (included in Appendix D and online).

Incomplete or late requests will not be honored.

TEST CENTER LOCATIONS

COMPLETING AND SUBMITTING THE APPLICATION