PHR/SPHR Exam For Dummies with Online Practice, 2nd Edition (2021)

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PHR®/SPHR® Exam For Dummies®, 2nd Edition with Online
Practice
Published by: John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ
07030-5774, www.wiley.com
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PHR®/SPHR® Exam For
Dummies® with Online Practice
To view this book's Cheat Sheet, simply go to
www.dummies.com and search for “PHR/SPHR
Exam For Dummies cheat sheet” in the Search box.
Table of Contents
Cover
Title Page
Copyright
Introduction
About This Book
Foolish Assumptions
Icons Used in This Book
Beyond This Book
Where to Go from Here
Part 1: Getting Started with the PHR/SPHR Exam
Chapter 1: Introducing the PHR/SPHR Exam: Just the
Basics, Please
Summarizing the Certification Process
PHR or SPHR: Which Exam Is Right for You
Applying for Your Exam
Knowing What to Expect on the Exams
Preparing to Tackle the Exam
Tackling the 24 Hours before, during, and after the Exam

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Examining the Core Subject Areas on the Exam
Remembering the Core Knowledge Requirements
Understanding That You Can’t Be Taught the Exam
Chapter 2: Preparing for the Exam
Considering Exam Weights by Functional Area
Practicing for Results
Building a Study Plan Strategy
Employing the Principles: Going Deeper
Considering a Study Group: Yes or No?
Asking Your Employer to Pay for Certification
Using the Internet for Additional Resources
Applying Core Knowledge
Chapter 3: Identifying the Question Types and
Strategizing to Answer Them
Having a Plan to Answer the Questions
Interpreting the Content While Conquering the Form
Recognizing Special Circumstances
Chapter 4: Surviving Test Day
Leading Up: The Days before the Test
The Time Is Here: Exam Day
Remembering the ABCs of Exam Day
After the Test: What to Expect
Part 2: Managing the Basics: Pre-Test Fundamentals
Chapter 5: Career Day: Life of a Certified HR
Professional
Tracking Trends in Human Resources
Using the Statistics
Applying Your Knowledge on the Job
Chapter 6: Examining HRCI’s Glossary of Terms
Deciding How to Study
The Terms
Part 3: The Ins and Outs of the PHR Exam

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Chapter 7: The Key to Success: PHR 01 Business
Management
Eyeing the Exam Objectives
Focusing on What You Need to Know about Business Management
HRCI’s Code of Ethical and Professional Responsibility
Risk Management
Managing Data
Chapter 8: Finding Resources: PHR 02 Talent
Planning and Acquisition
Noting What’s Important about Talent Planning and Acquisition
Recognizing What Subjects to Study
Looking at the Life Cycle of the Employee
Creating a Recruiting Process
Selecting the Right Employees
Comparing Orientation to Onboarding
Recognizing Common Reports and Tools
Chapter 9: Sharpening Your Tools: PHR 03 Learning
and Development
Identifying What’s Essential About Learning and Development
Examining What You Need to Know for the Exam Regarding
Learning and Development
Chapter 10: Paying Your Dues: PHR 04 Total Rewards
Identifying the Exam Objectives for Total Rewards
Tackling the Key Points about Total Rewards
Selecting and Communicating Employee Benefits
Taking Advantage of Common Reports and Tools
Chapter 11: Connecting the Dots: PHR 05 Employee
and Labor Relations
Navigating Employee & Labor Relations
Focusing on What the Exam Covers in ELR
Using Policies and Procedures to Communicate
Part 4: Digging into the SPHR Exam

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Chapter 12: Building the Frame: SPHR 01 Leadership
and Strategy
Leadership & Strategy Exam Objectives
Directing Leadership and Strategy Initiatives
The Essence of Strategy
Managing Risk
Designing Interventions
Managing Change Strategies
Delivering through Technology
Chapter 13: Bridging the Gap: SPHR 02 Talent
Planning and Acquisition
Preparing for Talent Planning and Acquisition
Digging Deeper into the Exam Objectives
Workforce Planning
Overseeing the Staffing Function
Integrating New Talent
Engaging Employees
Termination in the Context of Talent Planning
Chapter 14: Shaping the Resources: SPHR 03
Learning and Development
Examining What You Need to Know for the Exam
Analyzing Business Needs
Activating Training Systems
Using Learning and Development for Retention
Chapter 15: Harnessing the Value: SPHR 04 Total
Rewards
Total Rewards Exam Objectives
Breaking Down the Content
Creating the Framework
Chapter 16: Building Relationships: SPHR 05
Employee Relations and Engagement
Charting Exam Content

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Making the Case for Engagement
Part 5: Employing Your Knowledge: Practice Exams
Chapter 17: Facing the Challenge: PHR Practice Exam
Answer Sheet for PHR Practice Exam
Chapter 18: Answers and Explanations to PHR
Practice Exam
Answer Key for Practice Exam I
Chapter 19: Using Your Skill Set: SPHR Practice
Exam
Answer Sheet for SPHR Practice Exam
Chapter 20: Answers and Explanations to SPHR
Practice Exam
Answer Key for Practice Exam I
Part 6: The Part of Tens
Chapter 21: Ten PHR/SPHR Exam Pitfalls and How to
Avoid Them
Sitting for the Wrong Exam
Underestimating Exam Preparation Time
Unlearning State-Specific Applications
Getting Tripped Up: The Perils of Overthinking
Playing the Guessing Game
Trusting Your Instinct
Changing Answers
Focusing Too Much on the Clock
Managing Distractions
Avoiding Mind Tricks
Chapter 22: Ten (or So) Study Tips for the Exam
Bodies of Knowledge
Being Organized and Planning
Using Outlines
Going Online
Interviewing Subject-Matter Experts

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Presenting Unfamiliar Exam Objectives
Comparing HR Best Practices to Your Work Experience
Discerning Action Objectives from Knowledge Objectives
Spacing Practice for Success
Knowing Where to Focus When Studying Labor Laws
Appendix: Federal Employment Law
Index
About the Author
Connect with Dummies
End User License Agreement
List of Tables
Chapter 1
TABLE 1-1 Figuring Out Which Exam Is Right
TABLE 1-2 Ideal Traits for PHR and SPHR Candidates
Chapter 2
TABLE 2-1 PHR Exam Weights
TABLE 2-2 SPHR Exam Weights
Chapter 4
TABLE 4-1 Acceptable versus Unacceptable Name Variance
Chapter 8
TABLE 8-1 Time-of-Hire Application of Labor Law
TABLE 8-2 The Difference between Orientation and Onboarding
Chapter 9
TABLE 9-1 Remembering Why When Determining Training Needs
Chapter 14
TABLE 14-1 Talent Summary
Chapter 15
TABLE 15-1 2019 BLS Data on Employee Benefits, Private Industry

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Appendix
TABLE A-1 Test Preparation Sample
TABLE A-2 Important Employment Laws and Bureaus
TABLE A-3 Laws Sorted by Employer Size
List of Illustrations
Chapter 2
FIGURE 2-1: The journey from hazard assessment to training the workforce.
FIGURE 2-2: A sample safety training matrix.
Chapter 7
FIGURE 7-1: The HRIS.
Chapter 8
FIGURE 8-1: The recruiting process.
Chapter 9
FIGURE 9-1: Forced distribution.
FIGURE 9-2: The Kirkpatrick model.
FIGURE 9-3: An example flowchart.
Chapter 22
FIGURE 22-1: An example of a mind map to use for studying.

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Introduction
I wrote this book for all the HR professionals who are intent on leaving no
stone unturned on their quest for the PHR or SPHR designation. It rounds
out the edges of the preparation process, seeking to keep you on track and
focused on the steps necessary to pass.
PHR/SPHR Exam For Dummies, 2nd Edition, also is a reminder that it’s
not about what you know at this stage in the process, but rather what you
don’t know that requires your full attention.
This book is for the tenacious and the curious and the self-deprecating,
possibly because I find humility an attractive trait in individuals getting
ready for a tough test. Those traits can keep your mind open and your eyes
alert. Resolute curiosity can force you to grab a thread and follow it all the
way to the end, which is the absolute best way to master and apply the
information that you’re about to discover while getting ready for these
exams.
About This Book
The focus of PHR/SPHR Exam For Dummies is to orient you, the
experienced HR professional, to the task at hand: getting ready to become
professionally certified. With pass rates low and nerves high, this
guidebook takes you on your preparation journey, serving as a resource to
get you organized and introduce you to key elements of these tests. In no
other preparation resource will you find
An advanced discussion of the exam content outlines and their
importance
A review of how the knowledge and objectives work together
Information on how to use the internet to enhance your efforts
A study of the HR Certification Institute’s (HRCI) website
(www.hrci.org) and the exam content outline for content markers

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Furthermore, adult learners tend to do better when they understand how
information applies to them. In this case, taking a 50,000-foot view of key
exam concepts and exam preparation activities allows you to take control
of the exam prep process. As with anything worth doing, a haphazard,
unstructured approach to preparation won’t serve a positive outcome. Just
as a true career isn’t an accident, neither is successful certification — it
takes both planning and strategic execution.
The primary purpose of your exam preparation activities is to successfully
pass a fairly difficult test. For this reason, I include two sample tests in
this book — one for the PHR and one for the SPHR. These exams are
similar to the one that you’ll see on test day — 175 questions directly
related to the exam content outlines. Although I provide bubble sheets for
easy use, also consider putting your answers on a blank piece of paper so
you can use the tests again.
Foolish Assumptions
Assumptions are simply things that I think I already know about you that
guided my decisions on what to include in this book. For the PHR and
SPHR exams, they are as follows:
You’re an experienced HR professional. Because exam eligibility is
based on years of practical experience, even with a bit of education, I
know that you know the basics of HR.
You’re preparing for an exam, not looking for HR in a jar. This book
is about what you need to do to prepare to take a test about HR. It
doesn’t teach you all you need to know about the field of human
resources. In fact, the purpose of this book is to guide you to multiple
resources for exam preparation.
You have a baseline knowledge of business and management
principles. Corporate America, small businesses, and nonprofits all
have shared HR and business needs. I assume that you’re a working
professional in one of these categories and understand business terms
such as strategy and organizational structure.

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You know how to conduct internet research. So much of what you
need to pass the tests can be found online, and I encourage you
throughout the book to do so.
Probably the most impressive assumption I make about you is that you’re
self-motivated, driven, and determined. Successful performers aren’t
generally satisfied with the status quo. If you’re reaching out to take one
of these tests, you’re among those individuals who demand more out of
themselves and by extension, your preparation resources. For this reason
in this book, I recommend adding study time, admonish you to take an
expanded view of a topic, and encourage you to create other dimensions to
the content. You must find it and touch it and interpret it yourself to fully
grasp the nuances of the exam content. This process requires that you take
control of your study time and resources. Leaving it to a single author or
only your past work experience isn’t enough to get you through. I need
you to tap into that drive and commit to doing what it takes to pass the
first time around, or at least be a heck of a lot better for it after the process.
Icons Used in This Book
Consistent with the For Dummies series is the use of special icons. They
serve as markers for information that may be of increased importance or
interesting. I incorporate the following icons:
In general, I use this icon when you have a special opportunity to
apply a behavior in its easiest form. In most cases, a tip can save you
both time and energy, building upon the experience of those
individuals who have gone before you.
I use this icon to reinforce an important principle. Pay attention to
this information because it’s important.

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This icon directs you to some examples of the types of questions
that appear on the PHR and SPHR exams. It also gives you examples
of how the content may be represented in the workplace.
The information flagged by this icon may trip you up. The
warning may be due to a topic’s complexity, level of difficulty, or
commonly reported mistakes.
Beyond This Book
In addition to the content of this book, you can view some related material
online, including additional information about each exam. You can access
a free Cheat Sheet at dummies.com. Just type “PHR/SPHR Exam For
Dummies cheat sheet” in the search box.
An added feature to the online content is two additional exams to support
your learning. Taking multiple practice exams is an absolute must as you
get ready for several reasons:
The exam level of difficulty requires that you’re familiar with question
phrasing and multiple-choice setup. Keep in mind that these questions,
also called items, can be highly situational. Taking practice exams can
remove that element of surprise.
Answer distractors are common obstacles to a passing score. My
online practice exams help condition your brain to recognize and
eliminate the obvious wrong answers, increasing your chance of
making a correct selection.
The online practice tests include a description of the right and wrong
answers, which makes the practice exams extremely valuable, because
they’re much more than another bank of questions. Taking these
exams also helps you master content.

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The general recommendation is that you can’t take too many practice
assessments, and this book plus the online content is an excellent place to
start. To gain access to additional tests and practice online, all you have to
do is register. Just follow these simple steps:
1. Register your book or e-book at Dummies.com to get your PIN. Go to
www.dummies.com/go/getaccess.
2. Select your product from the drop-down list on that page.
3. Follow the prompts to validate your product, and then check your
email for a confirmation message that includes your PIN and
instructions for logging in.
If you do not receive this email within two hours, please check
your spam folder before contacting us through our Technical Support
website at http://support.wiley.com or by phone at 877-762-2974.
Now you’re ready to go! You can come back to the practice material as
often as you want — simply log in with the username and password you
created during your initial login. No need to enter the access code a
second time.
Where to Go from Here
One of the reasons why preparing for this exam has been reported to be
difficult is the sheer volume of reading that is required. This book can help
a bit with all that reading. This book is modular in that you don’t have to
read it in order from cover to cover. Feel free to pick and choose the bits
that you think will serve you best.
I wrote it so that you can pick any chapter and begin reading. To the
ordered mind, doing so may be an unusual prospect, so go ahead and
proceed in chapter order — the content will bear up to the pressure. For
those of you who are only interested in certain exam elements, you have
come to the right place. Feel free to bounce around or even begin at the

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end by starting with a practice exam to simply see how you fare. That may
highlight for you a correct starting point for your unique preparation
needs.
If you need some help in finding somewhere to begin, scan the table of
contents or the index, find a few topics that interest you, and jump in.
Regardless of where you begin, the absolute first and most important step
is to build a study plan. This book is full of useful tips and information to
fill in the blanks of a plan, so maximize your investment by taking heed
and writing down your plans. What gets measured gets done, so
strengthen your odds by getting organized.

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IN THIS PART …
Get a firm grasp of the structure for the PHR and SPHR so that you
can begin to prepare a plan of attack to study for the exam.
Figure out the exam eligibility to ensure that you’re qualified to take
the right exam.
Know how to talk to your boss about taking the test and how you may
persuade her to pay for the test.
Select proper resources so you maximize your study efforts and have
access to what you need to know in preparing for a passing score.
Identify the different types of questions on the PHR and SPHR in
order to be able to figure out the best way to answer them.
Familiarize yourself with the ins and outs of test day to make sure that
you show up ready to go.

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Chapter 1
Introducing the PHR/SPHR
Exam: Just the Basics, Please
IN THIS CHAPTER
Looking at the certification process
Figuring out which test you need to take and signing up
Seeing how the exam is structured and scored
Getting ready to start
Perusing core exam content
Preparing to sit for either the Professional in Human Resources (PHR) or
the Senior Professional in Human Resources (SPHR) exam means that
you’re investing in yourself through professional certification to
differentiate your talent from the rest of the pack. It indicates a
professional curiosity and commitment to excellence that characterizes the
human resources (HR) profession. In fact, the PHR and the SPHR remain
two of the most sought-after designations in the HR industry. This is
demonstrated by a Dow Jones/Inc. Magazine study that found that 93
percent of Fortune 500 companies employ HRCI certification holders.
The reasons to become certified are many. Personally, you may be seeking
validation of your knowledge and competencies. Professionally, you may
desire more job responsibilities or pay increases. Regardless of your
reasons, earning the designatory letters (PHR or SPHR) to place next to
your name is the mark of a skilled and competent professional. This
chapter serves as your launch pad to the rest of the book and your journey
toward the title.
Summarizing the Certification

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Process
Sitting for the exam is but one step in your journey toward demonstrating
professional excellence. There are several steps before (and recertifying
after) that must be part of your planning process. The Human Resource
Certification Institute (HRCI) defines the six steps that are required for
successful certification:
1. Meet the exam eligibility requirements.
2. Complete the application process.
3. Schedule your exam appointment at an approved testing center.
4. Prepare for the exam using the Exam Content Outline (ECO).
5. Follow the strict procedures on exam day.
6. Apply for recertification through continuing education and other
means.
I explore each of these steps throughout this book.
PHR or SPHR: Which Exam Is
Right for You
One of the first decisions you’ll have to make is which exam to take. The
Human Resource Certification Institute (HRCI) offers eight accredited
designations in the field of human resources. For purposes of this study
guide, I discuss the institute’s flagship (and most popular) accreditations:
the Professional in Human Resources (PHR) and the Senior Professional
in Human Resources (SPHR). Before selecting the proper exam, you must
first determine your eligibility.
Exam eligibility
The PHR and the SPHR are both knowledge- and competency-based, and
thus require you to complete a certain number of professional-level years
of work before being eligible to sit for the exam. The PHR exam is

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recommended for individuals with a broad knowledge of the operational
side of the HR house, and those with at least one to four years of related
experience (dependent upon level of education completed). The SPHR
exam is better suited for individuals with a background in strategic HR
management, validated by four to seven years of professional level
experience or education. HRCI defines professional-level experience as
roles that include
The ability to use independent judgment and discretion in performing
work duties.
A level of specialized knowledge in the HR field with some authority
for decision-making.
In-depth work requirements, such as data gathering, analysis and
interpretation.
Interaction with a broad range of individuals, including key personnel.
Individual accountability for results.
You don’t need a college degree in human resources to be eligible
to take the PHR and SPHR exams.
HRCI’s Certification Handbook identifies the full eligibility requirements
for the PHR and SPHR exams. It’s definitely worth reviewing while
you’re making your decision. Table 1-1 gives you a summary of that
information.
TABLE 1-1 Figuring Out Which Exam Is Right
PHR SPHR
A minimum of one year of experience in a
professional-level HR position with a master's
degree or higher
A minimum of four years of experience in a
professional-level HR position with a master’s
degree or higher.
or or
A minimum of two years of experience in a
professional-level HR position with a bachelor's
A minimum of five years of experience in a
professional-level HR position with a bachelor’s

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degree degree
or or
A minimum of four years of experience in a
professional-level HR position with less than a
bachelor's degree
A minimum of seven years of experience in a
professional-level HR position with less than a
bachelor's degree
The Cheat Sheet found at www.dummies.com is your go-to resource to help
you pick the right test (Just type “PHR/SPHR Exam For Dummies cheat
sheet” in the search box). It includes information related to all the exam
eligibility requirements and assessing the amount of time you have
available to study.
If neither of these exams seems right for you, don't forget about
the six other certifications available from HRCI. For example, the
Associate in Human Resources (aPHR) is a great choice for those
just beginning their career in the human resource field. It is ideal for
those with no previous HR experience, as it does not require
professional-level experience to be eligible for the exam. Many
students use the same preparation material for the PHR exam, and
report great success — not to mention a significant knowledge boost
and jump start for their next certification!
Comparing the two exams
Taking the right exam has an effect on more than simply making the
preparation process less stressful. Choosing the appropriate test also can
impact your future job performance and earnings potential. Think about
applying for an upper-level HR job that requires exposure, experience, and
problem-solving in business management and strategy that may be
validated by the SPHR credential. Suppose that you squeak by the SPHR
exam and are successfully certified. If you get the job based on an SPHR
credential but don’t have the depth and breadth of practical experience that
goes along with it, more than likely you’ll struggle in the role. Taking the
right exam also allows you to engage in the proper recertification
activities.

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The professional certification process is an investment in your career, not
a one-time shot at a credential. Starting with the PHR is perfectly
reasonable (it’s what I did). You can get the baseline under your belt and
then, assuming you meet the eligibility requirements, chase after the
SPHR in the following year or two. The knowledge gained by studying
and recertifying has served many HR professionals well time and time
again, opening doors that would have remained closed without the
credentials.
HRCI defines the ideal candidate for each exam. Table 1-2 provides this
insight to help you make the right choice.
Just because you can doesn’t mean that you should. For example, just
because you have 20 years of experience as a recruiter doesn’t necessarily
mean that you’re ready to take the SPHR exam. For this reason, you
should consider the breadth of your experience, not just your specialties,
and plan accordingly.
TABLE 1-2 Ideal Traits for PHR and SPHR Candidates
PHR SPHR
The candidate reports to another HR
professional.
The candidate is responsible for the HR function at the
company, either independently or with staff.
The candidate’s job responsibilities
impact the function of HR rather than the
company as a whole.
The candidate manages the relationships necessary to
achieve organizational outcomes, including with employees
and within departments.
The candidate doesn’t have progressive
HR experience due to length of time in
the industry.
The candidate understands both general business
principles and industry-specific conventions (both HR and
their company industries).
A general rule: Use HRCI’s years of experience qualifier and
apply it to the top two areas of exam content, which looks something
like this:
PHR: For the PHR, about 60 percent of the exam content is in the
areas of Employee & Labor Relations (39 percent) and Business

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Management (20 percent), Aim for the minimum years of experience
requirements in each of these top areas. For example, if you have a
master’s degree, you should be fine if you have one year of applied
experience in Employee & Labor Relations and 1 year of experience
in Business Management (assuming you are otherwise eligible).
SPHR: For the SPHR, more than half the exam content is built from
the functional areas of Leadership and Strategy (40 percent) and
Employee Relations & Engagement (20 percent). For someone with
less than a bachelor’s degree, this information translates to seven years
of experience in each of these top functional areas.
These tips are for study purposes only — remember, everyone is different,
and each exam has its own eligibility requirements. For the time-pressed
professional, spend a larger percentage of your available study time in
these top two functional areas.
Don’t quickly dismiss these percentages as overkill. Take a
moment and look at the exam pass rates (69 percent PHR and 60
percent SPHR in 2019) or read the online forums of failed exam
takers condemning HRCI for exam level difficulty. Consider just for
a moment that diluting the exam value by making it easier is less
effective than individuals simply choosing the right exam and
properly preparing the first time. It’s also worth noting that
professional exams for Information Technicians and Paralegals share
similar levels of difficulty. Would you hire one of these professionals
if a novice could pass their certification exam with little prep or
demonstrated experience? Of course not. If we as HR professionals
are to be credible business partners our exams must be thorough and
demonstrate excellence. Do the preparation work — you will be
better for it.
Making your decision: Certification is a journey,
not an event

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Many individuals believe that if they meet the SPHR exam eligibility
requirements, then they should start there. However, this assumption
should be carefully considered for three reasons:
If you take the SPHR and fail it the first time around, you’ll have to
pay a second exam fee to take it again (unless you buy insurance). If
you’re not sure, start with the PHR. You will benefit from gathering a
baseline of knowledge and then can go round two with the SPHR on
firm ground. Passing the PHR first and then taking the SPHR is a
much better use of your exam fee dollars, and most importantly, it
spreads your learning out over an extended period of time. This
impacts long-term retention for career application. At the end of the
day, career progression and mastery really is the point of putting you
through the process.
Depending on the amount of time that you have available to study,
reaching for the SPHR first may make for an unnecessarily stressful
exam preparation process. Unless you have unlimited time to study
and very few other obligations such as work and family, spreading
your certification efforts over time is perfectly reasonable.
Rome wasn’t built in a day, and neither is your career. Both exams
require recertification credits with a goal of lifelong learning. Instead
of recertifying your PHR exam with webinars and classes, take the
time to study and successfully pass the SPHR exam. Renewal,
refreshment, and most importantly, relevance are the keys to a
successful career in HR, and this path allows for all three.
Still undecided?
The best way to know where you stand is to invest in a couple of practice
exams, which are designed to assess your level of knowledge before any
studying or preparation has occurred. Don’t worry if you don’t pass the
practice test; passing on your first or even second time isn’t the goal. The
purpose is to measure where you are at so you can anticipate what it will
take to get you to a passing score and what subject materials you need to
spend time studying.

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If you’re truly undecided, take both a PHR and an SPHR practice test and
compare scores. This investment is worthwhile and may very well give
you the answer that you’re searching for. At the very least, you’ll now be
ready to create a study plan that targets your low scores.
If you are really worried, consider purchasing second chance insurance
(SCI) when you submit your exam application. SCI is an optional, prepaid
insurance policy that allow you to retake the same exam without any
additional fees or having to reapply.
You can find a practice PHR test in Chapter 17 and an SPHR test
in Chapter 19. (Chapter 18 provides the answer explanations for the
practice PHR test, and the SPHR answer explanations are in Chapter
20.) You can also find PHR and SPHR practice tests online at
www.dummies.com/go/getaccess. (See the Introduction for more info
on the online practie tests.)
Applying for Your Exam
Now that you have made the tough decision on your exam-of-choice, it’s
time to complete the application process. It begins by creating an account
at HRCI.org. This is important, as the account will be where all the details
of your certification journey will be housed going forward — including
where you log recertification credits after successful certification.
Completing your application online
The application process begins by inputting your certificant information.
These are your personal details, but please note: The full name you enter
here must match the name on your legal, unexpired, valid, government-
issued identification documents, such as a driver’s license or passport.
Getting this step right is critical to avoid a hassle on exam day when you
are required to present proof of ID before being allowed to test.
Logging your education and experience comes next. This step will be used
to determine your eligibility to sit for your chosen exam and will be

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subject to audit and verification. Failure to accurately input this data could
result in your application being rejected or nullified.
Remember to log experience that is related to human resources, even if
you did not hold an HR title when performing the tasks. Think about it —
how many “supervisors” do you know that are required to hire, discipline,
and make decisions about pay? This is all credible, additional experience
for purposes of determining whether you have the experiential chops to
master the exam.
If you don't qualify based on number of years of experience or
education, apply for the aPHR! It’s perfect for managers with job
functions other than HR and entry-level HR, and it doesn’t have the
same professional-level experience requirements as the PHR and
SPHR.
From here, it’s about the money! While the fees can change, as of 2020
the application fee for both exams was $100. The exam fees are
$395 USD for the PHR
$495 USD for the SPHR
A couple of times a year, HRCI offers discounts on the
application fee (not the exam fee). Consider following them on social
media such as Twitter (@HRCI_Official) and LinkedIn (HRCI in
Alexandria, VA), where they advertise these specials. I also retweet
their stuff regularly along with other nuggets of exam preparation
resources. Find me on Twitter at @mat_schwartz.
Once your application has been submitted, you will receive a confirmation
of receipt from HRCI within one business day. You will receive a separate
email with your application status. You must wait until you receive your
“authorization to test” email, which is the green light to go ahead and

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schedule your exam date.
Approved exam eligibility is valid for 120 calendar days. This
means the exam must be scheduled and taken within those four
months or the candidate will have to reapply — and pay the fees
again!
Scheduling the exam online
As of 2020, HRCI partners with Pearson VUE to deliver the PHR and
SPHR exam (more on this in Chapter 4). Go to pearsonvue.com/hrci to
schedule your test-day appointment using the same legal name from your
HRCI registration, the HRCI 9-digit eligibility ID found on your HRCI
application summary, your phone number, the exam type, and finally,
your preferred date, time, and location.
Any exam rescheduling must be done with Pearson VUE, and there is a
nonrefundable rescheduling fee.
During the Covid-19 pandemic of 2020, HRCI received temporary
approval to offer remote-proctored exams. It is unclear whether this
practice will be continued. Prior to the pandemic, both the PHR and
SPHR had to be taken at a proctored Pearson VUE physical location.
Knowing What to Expect on the
Exams
Anticipation is often worse than the actual experience, which seems to
hold particularly true for both the PHR and SPHR exam day. The chapters
in Part 1 are all about sharing with you what to expect on the big day. The
following sections give you a quick overview.

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PHR/SPHR Exam For Dummies with Online Practice, 2nd Edition (2021)

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PHR and SPHR Professional in Human Resources Certification Complete Study Guide (2019)