HR Certification
Christine M
66 Posts
I'm interested to know how many of you have requirements for PHR/SPHR designation for your HR Staff and at what level you begin those requirements.
If not, would that designation rate an extra look at a candidate?
As I look to grow my career in Human Resources, I have just signed up for the test in December and have attended my first preparatory review class. There appears to be an enormous body of knowledge tested and with a 50% pass rate, it seems to be a rigorous test. From your, and your organization's, point of view, does it add value?
As background, I came from business, where HR was a portion of my job, into a full-time HR role about three years ago. I have an MBA and a certificate in HR Management (2 year program), yet I still get feedback that I have not established sufficient credentials to compete with HR people who have been in full-time HR roles for many years. (Note: I am not currently competing, I am happy in my current role which provides daily challenges and opportunities and the ability to be part of the direction of the entire company in a strategic role---I am thinking more of the future.)
If not, would that designation rate an extra look at a candidate?
As I look to grow my career in Human Resources, I have just signed up for the test in December and have attended my first preparatory review class. There appears to be an enormous body of knowledge tested and with a 50% pass rate, it seems to be a rigorous test. From your, and your organization's, point of view, does it add value?
As background, I came from business, where HR was a portion of my job, into a full-time HR role about three years ago. I have an MBA and a certificate in HR Management (2 year program), yet I still get feedback that I have not established sufficient credentials to compete with HR people who have been in full-time HR roles for many years. (Note: I am not currently competing, I am happy in my current role which provides daily challenges and opportunities and the ability to be part of the direction of the entire company in a strategic role---I am thinking more of the future.)
Comments
I, too, have signed up for the cert exam in December and begin a prep course next week. I had ordered the materials to attempt a self-study, but found I was not doing very well with that approach. I did HR "on the side" for many years before being promoted two years ago to the only director position in our company of 1,000+ employees. Our company and its HR practices are in its infancy, so we do not currently have any certification requirements for any HR positions. I would be interested in checking back with you as we both pursue this prep course to see how we are each doing -- as well as checking back after the exam to see if we survive. If we don't touch base again, good luck!
So, anyone out there have an opinion on Christine's questions? I too am interested in hearing from all of you in regards to you and your organization's thoughts on the certification. Thanks!
The certification process is very rigorous. If you are not disciplined, self-study will not help you. I took an 11 week prep course (once a week class for three hours) and also did a lot of studying on the side. We were tested each week on our assignments and also took a final exam to pass the course. If you pass a course of this type, you will more than likely pass the certification test.
Even after your certification, in order to keep the certification, you have to do a lot of study and attend courses, workshops, etc. to get credits towards recertification. If you let it lapse, you have to take the test again. (The certification is good for three years). The SPHR certification is going to be more difficult to get and maintain as you will have to prove your worth as a strategic partner in the organization. Not all HR people have this opportunity.
In looking at the "worth" of a certification - I look at it as any degree, course, etc. If a person cares enough about their profession to get a certification and all the knowledge involved in obtaining it, then they are a more valuable employee. Couple this with experience and it's a winning combination. I can tell you that an HR certification and/or Masters degree in Human Resources will not help you bit if you have zero experience. If you are in this category, the best thing to do is start at the bottom and work your way up. That's the way most HR people get to higher levels. None of my peers have come out of school and gotten a Director or VP position without paying their dues.
Experience (such as the type of stories you hear on this site) is a great teacher!
I am our HR Coordinator, but have very little experience (and two other titles too). So, the question of a two-year program at our local university has crossed my mind a number of times, as has the question of how to work out the cost and time with my employer.
I will be watching for additional responses but it sounds to me like you are making a great choice by investing in your education. Good luck on the test!
I could not believe how worked up I got over the certification test and it was not nearly as bad as I thought it would be. Going through the course itself and having to take a test every week was much worse!
Anyway....it's not the end of the world if you don't pass it the first time...you won't die....and you can always take it again and have a better idea of what areas to target for study.
Good luck and I'm betting you will both pass.
I work in a community bank. We do not "require" the certification for HR to work in HR -- we are lucky to find someone with HR experience much less certification. I do however, indicate in my advertisements that certification is preferred and I do encourage it when we hire someone who does not have it. This is a two-person HR department and right now I am the only one certified.
Again, good luck!
debra