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To Melissa, Catharine, Kim, and Judy. Thank you for all your love and inspiration.
James J. Galluzzo III, SPHR®, is a strategic human resources professional and leader with nearly 25 years of experience. He is a Senior Professional in Human Resources (SPHR) certified by the HR Certification Institute. He served as an Adjutant General's Corps officer in the United States Army, where he held several HR positions of increasing responsibility during his tenure, finally culminating as chief of leadership development for the 40,000 Army HR professionals around the world before his retirement in 2014.
He was instrumental in establishing the partnership between the HR Certification Institute and the Army to help military HR professionals seeking civilian credentials as they transitioned from service into civilian work. He is a former HR director of South Carolina's State Housing Finance and Development Authority and is currently the corporate HR director for John Harris Body Shops, an automotive collision repair company in South Carolina and Georgia.
J. earned a bachelor's degree in electrical engineering from Clarkson University and an MBA from National University in California. He continues to volunteer for projects that strengthen the HR profession.
You can reach J. through LinkedIn (linkedin.com/in/james-galluzzo-sphr-62b44a69).
The writing of a review guide, especially one of this scope, is not an individual achievement sport, and as such there are many individuals to whom I owe a great deal of thanks and acknowledgment for their contribution and support. First, the outstanding editors, Jim Compton and Katie Wisor, did a fantastic job in helping me bring out my best to present to the readers, along with all the other folks at Sybex and Wiley who made this book possible.
Additionally, I wish to thank Kenyon Brown, senior acquisitions editor, for giving me the opportunity to develop and write this review guide. I am also very fortunate that I had a chance meeting with Sandy Reed, SPHR, who thought to recommend me to Ken for this project.
As many HR professionals would agree, experience is the best teacher. To this, I thank the many leaders, soldiers, family members, and civilian professionals with whom I had the privilege to serve over a 20-year career in the United States Army and all the wonderful experiences and lessons I learned.
Enid Conner, Ron Frye, and Kim Pruitt, my fabulous HR team from SC Housing, and Claire Wessinger from John Harris Body Shops are the epitome of dedicated HR professionals who work tirelessly each day to meet the demands of the employees they serve. My transition to the civilian HR world would not have been successful or possible without their support and teamwork.
Finally, a great deal of thanks to my family, friends, and professional colleagues who encouraged me to complete this endeavor and for all their love and commitment over the years.
Congratulations on your choice to prepare and sit for the Professional in Human Resources (PHR®) or Senior Professional in Human Resources (SPHR®) exam. These accredited exams are the gold standard of HR credentialing and represent decades of professional rigor and stringent practice analysis study conducted by the HR Certification Institute (HRCI®). HR professionals who are working to earn these most recognized HR credentials will see changes in the areas of responsibility and knowledge that are the results of a 2017 detailed study of the current state of HR practice in the United States.
This book is meant for anyone seeking either the PHR® or SPHR® certification with the new exams based on the changes to the exam content outlines effective August 1, 2018. It is also an ideal review for any HR practitioner who wants to increase their knowledge and professional depth of HR practices. If you are preparing for other HRCI® exams in the PHR/SPHR family, this book may also be useful to review for additional context across the HR field of study for those exams.
This review guide has been designed to work along with the PHR and SPHR Human Resources Complete Certification Exam Study Guide, also from Sybex. The study guide provides more depth and review of the functional areas covered by the exam content outlines and more real-world examples. This review guide helps solidify the required experience- based knowledge to help you successfully prepare and pass the PHR® or SPHR® exam.
This book has been laid out in a comprehensive and systematic way that follows the exam content outlines for the PHR® and SPHR® exams. The individual chapters cover distinct functional areas of human resources. The book has two parts. The first part consists of Chapters 1–5 and is designed to prepare individuals who want to sit for the Professional in Human Resources (PHR®) certification exam. The second part consists of Chapters 6–10 and is designed to prepare individuals who want to sit for the Senior Professional in Human Resources (SPHR®) certification exam. It is not necessary to review the entire book, as each part covers the necessary exam content outline for that particular exam.
Part One: PHR®
Part Two: SPHR®
While the exam content outlines list the responsibilities before the required knowledge, this review guide covers the knowledge first. The reasoning is that an HR practitioner cannot assume responsibilities and take proper action without first understanding the key knowledge for a particular area. Also, this book does not cover each responsibility or knowledge point in order in the chapter text but elects to group key concepts together as they would likely be handled by function in a professional HR setting. I have kept the numbering convention the same at the beginning of each chapter; so the responsibilities start at “1” for each new functional area, but the required knowledge continues from the previous chapter for both parts. I believe this structure will make it easy for you to learn the information in the shortest time with the highest possible retention.
Several learning tools are included in the book. These tools will help you retain vital exam content as well as prepare to sit for the actual exams.
Objective Map and Opening List of Objectives At the beginning of the book you’ll find a detailed exam objective map showing you where each of the exam objectives is covered. In addition, each chapter opens with a list of the exam objectives it covers. Use these resources to see exactly where each of the exam topics is covered.
Exam Essentials Each chapter includes a number of exam essentials. These are the key points that you should take from the chapter, identifying topics on which you should focus when preparing for the exam.
Chapter Review Questions To test your knowledge as you progress through the book, there are review questions at the end of each chapter. As you finish each chapter, answer the review questions and then check your answers—the correct answers appear in the appendix, “Answers to Review Questions.” You can go back to reread the section that deals with any question you got wrong to ensure that you answer correctly the next time you’re tested on the material.
The interactive online learning environment that accompanies PHR® and SPHR® Human Resources Certification Complete Review Guide: 2018 Exams provides a test bank with study tools to help you prepare for the certification exam—and increase your chances of passing it the first time! The test bank includes the following:
Sample Tests All the questions in this book are provided, including the chapter tests that include the review questions at the end of each chapter. In addition, there are two practice exams (one each for the PHR® and SPHR®) that have a variety of question formats that match the newly structured exams as of the fall of 2018. Use these questions to test your knowledge of the review guide material. The online test bank runs on multiple devices.
Flashcards One set of questions is provided in digital flashcard format (a question followed by a single correct answer). You can use the flashcards to reinforce your learning and provide last-minute test prep before the exam.
Other Study Tools A glossary of key terms from this book and their definitions is available as a fully searchable PDF.
HRCI® has several credentials in the HR field that serve HR professionals in the United States and international settings. They range from entry-level credentials for people transitioning to or beginning a career in HR to credentials for senior HR professionals responsible for strategic HR decisions and functions within an organization.
For more than 40 years, HRCI® has used rigorous standards and evaluations of current HR practices, along with experts from the field, to develop and validate an HR body of knowledge that is wide ranging and the gold standard for HR professionals. From this body of knowledge, exam content outlines are created for each certification that serve as the foundation for exam questions for each certification exam. At the time of this publication, HRCI® offers eight credentials. Here’s a brief look at each:
Associate Professional in Human Resources (aPHR)TM HRCI’s Associate Professional in Human Resources™ (aPHR™) is the perfect certification to help you with your career growth and provide you with the confidence to launch into the HR profession. The aPHR is specifically designed for professionals who are just beginning their HR career journey and proves your knowledge of foundational human resources.
Eligibility Requirements To be eligible for the aPHR you must have a high school diploma or global equivalent. No HR experience is required since this is a knowledge-based credential.
Associate Professional in Human Resources—International (aPHRi)TM If you are new to HR and want to distinguish yourself in the field, the Associate Professional in Human Resources—International™ (aPHRi™) helps propel your career growth and provide you with the confidence to launch into the HR profession. HR professionals in the United States are not eligible for this exam.
Eligibility Requirements To be eligible for the aPHRi, you must have a high school diploma or global equivalent. No HR experience is required since this is a knowledge-based credential.
Professional in Human Resources (PHR)® This is the flagship HR credential from HRCI®. The most widely known certification, PHR demonstrates mastery of the technical and operational aspects of HR management, including U.S. laws and regulations. The PHR is for the HR professional who has experience with program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has responsibilities that focus on the HR department rather than the whole organization.
Eligibility Requirements To be eligible for the PHR, you must meet one of the following conditions for education and experience:
- At least one year of experience in a professional-level HR position plus a master’s degree or higher
- At least two years of experience in a professional-level HR position plus a bachelor’s degree
- At least four years of experience in a professional-level HR position plus a high school diploma
Professional in Human Resources—California (PHRca)® The PHRca demonstrates mastery of the laws, regulations, and HR management practices unique to the state of California. The PHRca is for professionals who either practice in California or are responsible for human resource management in California. You do not have to be located in California to earn a PHRca. Many certification holders add the PHRca to their other HRCI credentials.
Eligibility Requirements To be eligible for the PHRca, you must meet one of the following conditions for education and experience:
- At least one year of experience in a professional-level HR position plus a master’s degree or higher
- At least two years of experience in a professional-level HR position plus a bachelor’s degree
- At least four years of experience in a professional-level HR position plus a high school diploma
Professional in Human Resources—International (PHRi)® The PHRi (formerly the Human Resources Business Professional™, or HRBP™), for internationally based practitioners, validates professional-level competency, knowledge, and skills to help to propel your HR career forward. The PHRi demonstrates mastery of generally accepted technical and operational HR principles in a single international setting. HR professionals in the United States are not eligible for this exam.
Eligibility Requirements To be eligible for the PHRi, you must meet one of the following conditions for education and experience:
- At least one year of experience in a professional-level HR position plus a master’s degree or global equivalent
- At least two years of experience in a professional-level HR position plus a bachelor’s degree or global equivalent
- At least four years of experience in a professional-level HR position plus a high school diploma or global equivalent
Senior Professional in Human Resources (SPHR)® This credential is widely recognized as the industry leader for senior HR professionals. The SPHR demonstrates mastery of the strategic and policy-making aspects of HR management as practiced in the United States. The credential is designed for big-picture thinkers responsible for planning rather than implementing HR policy. SPHR professionals are responsible for HR department goals, for breadth and depth of knowledge in all HR disciplines, and for understanding business issues beyond the HR function.
Eligibility Requirements To be eligible for the SPHR, you must meet one of the following conditions for education and experience:
- At least four years of experience in a professional-level HR position plus a master’s degree or higher
- At least five years of experience in a professional-level HR position plus a bachelor’s degree
- At least seven years of experience in a professional-level HR position plus a high school diploma
Senior Professional in Human Resources—International (SPHRi)® The SPHRi (formerly the Human Resources Management Professional™, or HRMP™), for internationally based HR leaders, validates senior-level HR competency and mastery of generally accepted HR principles in strategy, policy development, and service delivery in a single international setting. The SPHRi requires documented knowledge of local employment laws. HR professionals in the United States are not eligible for this exam.
Eligibility Requirements To be eligible for the SPHRi, you must meet one of the following conditions for education and experience*:
- At least four years of experience in a professional-level HR position plus a master’s degree or global equivalent
- At least five years of experience in a professional-level HR position plus a bachelor’s degree or global equivalent
- At least seven years of experience in a professional-level HR position plus a high school diploma or global equivalent
Global Professional in Human Resources (GPHR)® The GPHR demonstrates your expertise of multinational HR responsibilities, including strategies of globalization development of HR policies and initiatives that support organizational global growth. It shows you have the knowledge and skills needed to manage HR challenges in a global marketplace.
Eligibility Requirements To be eligible for the GPHR, you must meet one of the following conditions for education and experience:
- Have at least two years of experience* in a global professional-level HR position and a master’s degree or higher
- Have at least three years of experience* in a professional-level HR position (at least two in global HR) and a bachelor’s degree
- Have at least four years of experience* in a professional-level HR position (at least two in global HR) and a high school diploma
*Note: Global HR experience is defined as having direct, cross-border HR responsibilities for two or more countries or regions.
For more information on credentials offered by the HR Certification Institute, visit https://www.hrci.org/our-programs/our-certifications.
After you gain the necessary prerequisites to sit for the exam, the PHR® or SPHR® exam serves as the final measure to earning your certification. You are already well ahead of the game in preparing for the exam when you purchase this book. Your commitment to the preparation will help you arrive with confidence on the day of the exam. Throughout the course of this book, you will find sections that offer tips on what to do on the day of the exam. While you are not allowed to take any materials or exam aids into the testing area, you are given scratch paper to work with during your exam. One important point to realize is that employment laws change constantly. Candidates are responsible for knowing the HR laws and regulations that are in effect at the time of their exam. Therefore, it may be helpful to jot some notes about any recent changes of major laws related to HR.
Additionally, be sure to follow all the basic-test taking advice, such as getting a good night’s sleep, eating a good breakfast, and going through breathing and focus exercises before the exam. Please consider the following items during the exam as well:
For more information from HRCI® on preparing for the exam, be sure you check out https://www.hrci.org/how-to-get-certified/taking-the-exam for more valuable resources.
Use the following summary of the PHR® and SPHR® Exam Content Outlines to find where each functional area and each specific topic is covered so you can focus on the areas you most need to review.
The PHR® exam is created using the PHR® Exam Content Outline. Created by HR subject-matter experts in the field, it is a comprehensive outline of responsibilities of and knowledge needed by today’s HR professional. The outline is grouped into five functional areas. The following are the official PHR® exam objectives, as specified by HRCI®.
The following responsibilities and knowledge make up the Business Management functional area and are covered in Chapter 1 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Talent Planning and Acquisition functional area and are covered in Chapter 2 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Learning and Development functional area and are covered in Chapter 3 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Total Rewards functional area and are covered in Chapter 4 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Employee and Labor Relations functional area and are covered in Chapter 5 of this book:
Responsibilities:
Knowledge of:
The SPHR® exam is created using the SPHR® Exam Content Outline. Created by HR subject-matter experts in the field, it is a comprehensive outline of responsibilities of and knowledge needed by today’s Senior HR professional. Like the PHR®, the SPHR® outline is grouped into five functional areas. Three of the functional areas have the same heading but slightly different focus on the exam content outline. The following are the official SPHR® exam objectives, as specified by HRCI®.
The following responsibilities and knowledge make up the Leadership and Strategy functional area and are covered in Chapter 6 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Talent Planning and Acquisition functional area and are covered in Chapter 7 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Learning and Development functional area and are covered in Chapter 8 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Total Rewards functional area and are covered in Chapter 9 of this book:
Responsibilities:
Knowledge of:
The following responsibilities and knowledge make up the Employee Relations and Engagement functional area and are covered in Chapter 10 of this book:
Responsibilities:
Knowledge of:
The first five chapters of this book are dedicated to the PHR® exam and cover all the topics and information needed to successfully sit for the exam. These chapters stand alone as the only content portion of the book needed. The second half of the book is not required reading if you intend to take the PHR® exam only. If you are undecided as to which exam you should take, you can compare the chapter outlines for the content differences. You will notice that certain material may overlap, but the level of focus is different, varying from the tactical day-to-day HR functions to the higher-level strategic HR practices.