CHAPTER 1
Human Resource Certification
As you begin a career in human resources (HR), the skills and abilities that you as an HR professional will use to produce desired results require a mastery of sorts. Mastery of any profession will involve a continuous career-long commitment to learning, and that is a foundational truth within the HR profession. HR has been, and continues to be, an evolving component of an organization because its basic focus is on people. The constant changes and outside influences on an organization’s workforce increase the demands on HR professionals. HR professionals today must master the art of staying two steps ahead while having one foot firmly planted in the present.
Professional Certifications
Certifications demonstrate what professionals do and why it matters. Credentialing as an HR professional demonstrates to your employer and colleagues that you are committed to a higher standard and ethic and dedicated to the HR profession. When you achieve your first HR credential, it signals your mastery of core knowledge in human resources, raising the confidence of an employer and your peers in your knowledge and abilities. Because the HR profession is constantly evolving, it is important for HR professionals to constantly update their HR competencies and knowledge. Achieving certification and recertification is a good method to do this.
A professional certification should not be confused with a certificate program. Professional certifications are based on work experience and education along with recertification requirements. Certificate programs do not require work experience or an educational component, and they do not require recertification. Competency-based certifications address a critical need in the global marketplace because employers expect more today from their internal experts, and the HR profession must be ready to meet those expectations.
HR Certification Organizations
As of 2015, there are two certifying organizations for HR professionals to receive their certifications from: the HR Certification Institute (HRCI) and the Society for Human Resource Management (SHRM), both of which are accredited. As of this writing, only HRCI offers a certification for first-level career HR professionals with the Associate Professional in Human Resources (aPHR) exam. Both organizations’ certifications test knowledge that the profession requires as their baseline. While both HRCI and SHRM test knowledge, only the SHRM certifications for experienced HR professionals focus their test content on applying that knowledge and the importance of behavioral competency. Both organizations have their merits, which is why both certifications exist.
The HR Certification Institute (HRCI)
The HR Certification Institute (www.hrci.org) was established in 1976 as an internationally recognized certifying organization for the human resource profession. Its mission is to develop and deliver the highest-quality certification programs that validate mastery in the field of human resource management and contribute to the continued improvement of individual and organizational performance. Nearly 140,000 HR professionals in more than 100 countries are certified. Until 2015, HRCI was the only certifying organization for the HR profession.
HRCI exists to enhance the professionalism of the HR profession with its various certification processes. HRCI certifications demonstrate relevance, competence, experience, credibility, and dedication to human resources. The institute is a nonprofit (501)(c)(3)1 separate organization, an Internal Revenue Service (IRS) designation, from the Society of Human Resource Management, which is a (510)(c)(6)2 organization. HRCI was accredited by the National Commission for Certifying Agencies (NCCA) in 2008.
HRCI’s Body of Knowledge (BoK) is a complete set of knowledge and responsibilities statements required to successfully understand and perform generalist HR-related duties associated with each of its credentials, which are Associate Professional in Human Resources™ (aPHR), Professional in Human Resources® (PHR), Senior Professional in Human Resources® (SPHR), Global Professional in Human Resources® (GPHR), Professional in Human Resources – California® (PHRca), Professional in Human Resources – International™ (PHRi), and Senior Professional in Human Resources – International™ (SPHRi). The BoK is periodically updated, typically every 5 to 7 years, to ensure it is consistent with and reflects current practices in the HR field. Our book, PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide,3 provides in-depth preparation for the PHR and SPHR exams.
aPHR
HRCI’s Associate Professional in Human Resources is the first-ever HR certification designed for professionals who are just beginning their HR career journey. It proves that a person has the knowledge of foundational human resources.
Eligibility Requirements To sit for the aPHR exam, you must have the following:
• A high-school diploma or global equivalent. No experience is required since the aPHR credential is a knowledge-based credential.
PHR
The Professional in Human Resources certification demonstrates that a person has mastery of the technical and operational aspects of HR practices and U.S. laws and regulations. The professionally relevant credential is for the HR professional who focuses on program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has responsibilities that focus on the HR department rather than the whole organization.
Eligibility Requirements To sit for the PHR exam, you must have one of the following:
• A minimum of 1 year of experience in a professional-level HR position and a master’s degree or higher
• A minimum of 2 years of experience in a professional-level HR position and a bachelor’s degree
• A minimum of 4 years of experience in a professional-level HR position and a high-school diploma
SPHR
The Senior Professional in Human Resources certification demonstrates that a person has mastered the strategic and policy-making aspects of HR management as practiced in the United States. The credential is designed for the HR professional who plans rather than implements HR policy, focuses on the “big picture,” has ultimate accountability in the HR department, has breadth and depth of knowledge in all HR disciplines, understands the business beyond the HR function, and influences the overall organization.
Eligibility Requirements To sit for the SPHR exam, you must have one of the following:
• A minimum of 4 years of experience in a professional-level HR position and a master’s degree or higher
• A minimum of 5 years of experience in a professional-level HR position and a bachelor’s degree
• A minimum of 7 years of experience in a professional-level HR position and a high-school diploma
GPHR
The Global Professional in Human Resources is a global, competency-based credential that is designed to validate the skills and knowledge of an HR professional who operates in a global marketplace. The credential demonstrates a mastery of cross-border HR responsibilities that include strategies of globalization, development of HR policies and initiatives that support organizational global growth and employer retention, and creation of organizational programs, processes, and tools that achieve worldwide business goals.
Eligibility Requirements To sit for the GPHR exam, you must have one of the following:
• A minimum of 2 years of experience in a global professional-level HR position and a master’s degree or higher
• A minimum of 3 years of experience in a professional-level HR position (at least 2 in global HR) and a bachelor’s degree
• A minimum of 4 years of experience in a professional-level HR position (at least 2 in global HR) and a high-school diploma
Global HR experience is defined as having direct, cross-border HR responsibilities for two or more countries or regions.
PHRca
The Professional in Human Resources – California demonstrates that an HR professional has mastered 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 resources in California. You do not have to be located in California to earn a PHRca.
Eligibility Requirements To sit for the PHRca exam, you must have one of the following:
• A minimum of 1 year of experience in a professional-level HR position and a master’s degree or higher
• A minimum of 2 years of experience in a professional-level HR position and a bachelor’s degree
• A minimum of 4 years of experience in a professional-level HR position and a high-school diploma
PHRi
The Professional in Human Resources – International is a global, competency-based credential that is designed to validate professional-level core HR knowledge and skills. The credential demonstrates a mastery of generally accepted technical and operational HR principles. Independent of geographic region, the credential complements local HR practices. Through demonstrated knowledge, the credential enhances the credibility of HR professionals and the organizations they serve.
Eligibility Requirements To sit for the PHRi exam, you must have one of the following:
• A minimum of 1 year of experience in a professional-level HR position and a master’s degree or global equivalent
• A minimum of 2 years of experience in a professional-level HR position and a bachelor’s degree or global equivalent
• A minimum of 4 years of experience in a professional-level HR position and a high-school diploma or global equivalent
SPHRi
The Senior Professional in Human Resources – International is a global, competency-based credential that is designed to validate professional-level core HR knowledge and skills. This credential demonstrates a mastery of generally accepted HR principles in strategy, policy development, and service delivery. Independent of geographic region, this credential complements local HR practices. Through demonstrated knowledge, this credential enhances the credibility of HR professionals and the organizations they serve.
Eligibility Requirements To sit for the SPHRi exam, you must have one of the following:
• A minimum of 4 years of experience in a professional-level HR position and a master’s degree or global equivalent
• A minimum of 5 years of experience in a professional-level HR position and a bachelor’s degree or global equivalent
• A minimum of 7 years of experience in a professional-level HR position and a high-school diploma or global equivalent
Recertification
Recertification is the process of renewing one’s certification. To maintain certification, a certification holder must be prepared to show that they are building their knowledge, growing as a professional, and increasing their experience. HRCI recertification is required every 3 years through demonstrated professional development (the preferred method) or retaking the exam.
Recertification can be earned in the following categories:
• Continuing education
• Instruction
• On-the-job experience
• Research/publishing
• Leadership
• Professional membership
Recertification requires much more than attending conferences and workshops. Most certified HR professionals earn their recertification credits through the activities they do daily for their organizations.
The Society for Human Resource Management (SHRM)
For more than 65 years, the Society for Human Resource Management (www.shrm.org) has served the human resource profession and HR professionals worldwide. Founded in 1948, SHRM is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in more than 160 countries, SHRM is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India, and the United Arab Emirates.
SHRM began offering its own certifications in 2015, the SHRM Certified Professional™ (SHRM-CP) and the SHRM Senior Certified Professional™ (SHRM-SCP) certifications, which are associated with its defined Body of Competency and Knowledge (BoCK). Accreditation was received in late 2016.
SHRM-CP
The SHRM-Certified Professional exam is for HR professionals who implement policies and strategies, serve as a point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions.
Eligibility Requirements The following are the SHRM-CP eligibility requirements to sit for the exam:
SHRM-SCP
The SHRM-Senior Certified Professional exam is for HR professionals who develop strategies, lead the HR function, foster influence in the community, analyze performance metrics, and align HR strategies to organizational goals.
Eligibility Requirements The following are the SHRM-SCP eligibility requirements to sit for the exam:
Recertification
Recertification is how you will continue to grow and adapt to meet the evolving needs of the profession. SHRM-CP or SHRM-SCP credential holders must do one of the following for recertification:
• Earn 60 professional development credits (PDCs) within a 3-year recertification period that ends on the last day of the credential holder’s birth month
• Retake the certification exam at the end of the 3-year recertification period
Benefits of Certification
Earning an HR credential adds a level of recognition as an expert in the HR profession. This certification is a distinction that sets you apart in the profession, indicating you have a high level of knowledge and skills. It adds to your career value and to the organization you work in. Your HR certification could mean the difference between you and your competition. In fact, 96 percent of employers say that an HR-certified candidate applying for a job would have an advantage over a noncertified candidate. In addition, HR professionals who hold certifications tend to make more money than their peers who do not.4 According to PayScale Human Capital, this pattern is true for all industries and metropolitan areas in the United States. HR certification is becoming an important means for employers to recognize HR expertise and for HR professionals to increase their value and worth.
Earning an HR credential can help you do the following:
• Boost your confidence
• Create recognition for you as an HR professional
• Master expert knowledge for the HR profession
• Protect your organization from risk by knowing regulatory compliance
• Stand out from other HR candidates in job searches and promotions
• Broaden your perspective in the HR field
• Keep up with HR innovations, developments, and legislative/law changes
• Demonstrate your commitment to the HR profession
Many organizations, including a number of Fortune 500 organizations, now require or prefer HR certification for their new HR hires or for internal promotions. A May 2014 study from Software Advice, Inc., called “What Employers Are Looking for in HR Positions”5 reveals that employers will be increasingly demanding certification for their job candidates. Table 1-1 lists the HR certification preferences, broken down by job title, published by the study.
Table 1-1 HR Certification Specifications by Job Title
This survey suggests that certification is essential for any professional-level HR job candidate. If an individual wants to be considered for a senior-level HR position, then certification is nearly an absolute requirement. Those expectations will be further solidified as time goes on.
The aPHR Exam
The aPHR exam is a computer-based test (CBT) that is 2 hours and 15 minutes long. It includes 100 multiple-choice questions plus 25 pretest questions. The multiple-choice questions consist of a statement, known as a stem, and four choices. The choices consist of one correct or best choice that is the correct answer and incorrect or inferior choices knowns as distractors. The pretest questions are new nonscored questions that are included to develop a statistical history that serves as a basis for validating the question for future use as a scored question. Pretest questions are randomly placed throughout the test. New exams are produced annually.
The aPHR exam covers the identified Body of Knowledge for the level of HR experience an aPHR professional would require and the federal laws that are applicable to the employment relationship, which is covered in detail in Chapter 2. HRCI realizes that employment laws change constantly. As such, exam candidates are responsible for knowing the HR laws and regulations that are in effect as of the start of their exam period.
The Significance of the HR Body of Knowledge
The Associate Professional in Human Resources (aPHRTM) exam was created using the aPHRTM Exam Content Outline, which details the Body of Knowledge needed by those performing early HR career roles. HR subject-matter experts created the outline through a rigorous practice analysis study, validated by HR professionals working in the field through an extensive survey instrument. It will be updated periodically to ensure it is consistent with current practices in the HR field.
The Body of Knowledge (BoK) is broken down in to six functional areas. These functional areas, with their respective exam weighting noted, are covered in the following sections.
Functional Area 1: HR Operations (38%)
Understanding the tactical and operational tasks related to workforce management and the HR function. Complying with the laws, regulations, and policies that affect the organization.
Knowledge of:
1. Organizational strategy and its connection to mission, vision, values, business goals, and objectives
2. Organizational culture (for example, traditions, unwritten procedures)
3. Legal and regulatory environment
4. Confidentiality and privacy rules that apply to employee records, company data, and individual data
5. Business functions (for example, accounting, finance, operations, sales and marketing)
6. HR policies and procedures (for example, ADA, EEO, progressive discipline)
7. HR metrics (for example, cost per hire, number of grievances)
8. Tools to compile data (for example, spreadsheets, statistical software)
9. Methods to collect data (for example, surveys, interviews, observation)
10. Reporting and presentation techniques (for example, histogram, bar chart)
11. Impact of technology on HR (for example, social media, monitoring software, biometrics)
12. Employee records management (for example, electronic/paper, retention, disposal)
13. Statutory reporting requirements (for example, OSHA, ERISA, ACA)
14. Purpose and function of a Human Resource Information System (HRIS)
15. Job classifications (for example, exempt, nonexempt, contractor)
16. Job analysis methods and job descriptions
17. Reporting structure (for example, matrix, flat)
18. Types of external providers of HR services (for example, recruitment firms, benefits brokers, staffing agencies)
19. Communication techniques (for example, written, oral, e-mail, passive, aggressive)
Functional Area 2: Recruitment and Selection (15%)
Understanding the hiring process, including regulatory requirements, sourcing of applicants, formal interview and selection process, and onboarding of a new hire.
Knowledge of:
1. Applicable laws and regulations related to recruitment and selection, such as nondiscrimination, accommodation, and work authorization (for example, Title VII, ADA, EEOC Uniform Guidelines on Employee Selection Procedures, Immigration Reform and Control Act)
2. Applicant databases
3. Recruitment sources (for example, employee referral, social networking/social media)
4. Recruitment methods (for example, advertising, job fairs)
5. Alternative staffing practices (for example, recruitment process outsourcing, job sharing, phased retirement)
6. Interviewing techniques (for example, behavioral, situational, panel)
7. Post-offer activities (for example, drug testing, background checks, medical exams)
Functional Area 3: Compensation and Benefits (14%)
Understanding concepts related to total rewards such as pay and benefit programs. Responding to employee questions and handling claims in compliance with applicable laws, regulations, and company policies.
Knowledge of:
1. Applicable laws and regulations related to compensation and benefits, such as monetary and nonmonetary entitlement, wage and hour, and privacy (for example, ERISA, COBRA, FLSA, USERRA, HIPAA, PPACA, tax treatment)
2. Pay structures and programs (for example, variable, merit, bonus, incentives, noncash compensation, pay scales/grades)
3. Total rewards statements
4. Benefit programs (for example, healthcare plans, flexible benefits, retirement plans, wellness programs)
5. Payroll processes (for example, pay schedule, leave and time-off allowances)
6. Uses for salary and benefits surveys
7. Claims processing requirements (for example, workers’ compensation, disability benefits)
8. Work-life balance practices (for example, flexibility of hours, telecommuting, sabbatical)
Functional Area 4: Human Resource Development and Retention (12%)
Understanding the techniques and methods for delivering training programs and developing individual employees.
Knowledge of:
1. Applicable laws and regulations related to training and development activities (for example, Title VII, ADA, Title 17 [copyright law])
2. Training delivery format (for example, virtual, classroom, on-the-job)
3. Techniques to evaluate training programs (for example, participant surveys, pre- and post-testing, after action review)
4. Career development practices (for example, succession planning, dual career ladders)
5. Performance appraisal methods (for example, ranking, rating scales)
6. Performance management practices (for example, setting goals, benchmarking, feedback)
Functional Area 5: Employee Relations (16%)
Understanding the methods organizations use to monitor and address morale, performance, and retention. Balancing the operational needs of the organization with the well-being of the individual employee.
Knowledge of:
1. Applicable laws affecting employment in union and nonunion environments, such as laws regarding antidiscrimination policies, sexual harassment, labor relations, and privacy (for example, WARN Act, Title VII, NLRA)
2. Employee and employer rights and responsibilities (for example, employment-at-will, privacy, defamation, substance abuse)
3. Methods and processes for collecting employee feedback (for example, employee attitude surveys, focus groups, exit interviews)
4. Workplace behavior issues (for example, absenteeism, aggressive behavior, employee conflict, workplace harassment)
5. Methods for investigating complaints or grievances
6. Progressive discipline (for example, warnings, escalating corrective actions, termination)
7. Off-boarding or termination activities
8. Employee relations programs (for example, recognition, special events, diversity programs)
9. Workforce reduction and restructuring terminology (for example, downsizing, mergers, outplacement practices)
Functional Area 6: Health, Safety, and Security (5%)
Understanding the laws, regulations, and policies that promote a safe work environment. Using risk mitigation procedures to protect against workplace hazards.
Knowledge of:
1. Applicable laws and regulations related to workplace health, safety, security, and privacy (for example, OSHA, Drug-Free Workplace Act, ADA, HIPAA, Sarbanes-Oxley Act)
2. Risk mitigation in the workplace (for example, emergency evacuation procedures, health and safety, risk management, violence, emergencies)
3. Security risks in the workplace (for example, data, materials, or equipment theft; equipment damage or destruction; cyber-crimes; password usage
The Test Development Process
HRCI follows certification-industry best practices to create and update all of its exams. Practicing HR professionals are involved in every step of the exam development process, which is overseen by the testing organizations Pearson Vue and Prometric. The following are the steps taken to develop all of HRCI’s exams:
1. HRCI exams are based on Exam Content Outlines developed for each exam, which are created by a small group of practicing HR professionals and then validated by a much larger group through a practice analysis study.
2. Certified HR professionals write the exam questions (also known as items), based on the Exam Content Outline.
3. The questions go to another group, the Item-Review Panel, which checks for accuracy and proper coding.
4. Approved questions are then “pretested” for reliability.
5. Multiple exam forms are created and reviewed by a panel of subject-matter experts.
6. A passing score for each exam is determined.
The Exam Experience
Applicants must meet both HR work experience and education requirements to qualify for each exam. Applicants should complete the application process early to increase the chance of getting their first choice for test date and location. As of this writing, the current exam fee is $325 plus a $75 nonrefundable application fee. Testing for the aPHR exam is year-round, subject only to space availability at a Prometric or Pearson Vue testing center of your choice.
The aPHR Registration Process7
HRCI describes the application process in steps.
1. Create an online account with HRCI.
2. Choose the exam that’s right for you, in other words, aPHR, PHR, SPHR, and so on. We will presume that your background and qualifications indicate that the aPHR exam is right for you.
3. Build your own bundle. Decide whether you would like to purchase preparation materials through HRCI’s “Build Your Own Bundle” option. We feel that this study guide would be sufficient for your studying efforts.
4. Affirm that all the information submitted on the application is complete and true and that you have read the HRCI Certification Handbook (available online through the HRCI web site at https://www.hrci.org/).
5. Submit the application with payment.
6. Schedule your exam date with Prometric or Pearson Vue and plan your preparation.
7. Take the exam. Make sure to bring an official, valid, government-issued identification with you to take the exam.
8. Receive your preliminary results at the testing center and an official score report 2 to 4 weeks after testing.
Preparing for the Exam
From our years of experience helping HR professionals to achieve their certifications, we have compiled a list of tips for exam takers. First let’s begin with studying. The following tips will help you get the most benefit from your preparation efforts:
• Before studying, go for a brief walk to take in some air and clear your mind in preparation for the focused time to study. Put all your other thoughts and projects of the day on a back burner and give your mind a clean slate, setting the intention that this specific amount of time is for the exclusive attention of HRCI studying.
• Make sure your “do not disturb” sign is on your door if you are at home or in the office and that others clearly know that nothing is to disturb you for the next hour. Speaking of an hour, that’s plenty of time to devote on a regular schedule to study. Most people find that 4 or 5 hours a week is sufficient for this type of material.
• Clear your study area. It should be void of anything that might distract you from studying. Keep the focus on your studying, and to add a little incentive, create a bit of visual incentive for yourself—such as a letter mock-up stating you have successfully passed your exam. Spoof a letter from HRCI, print it, put it in a nice picture frame, and place it in front of you every time you begin studying. What the mind can conceive, you can achieve!
• Select a time of day that is optimum for you to study. Are you best in the wee hours of the early morning with a cup of coffee prior to work, or perhaps you’re more focused at the noon hour? Maybe you’re a person whose rhythm kicks in just after dinner. Find that sweet hour and make the appointment on your calendar, listing it as “VIP-HRCI.” You are the very important person, and this appointment will cause you to think twice before allowing another activity to muscle in on your time slot.
• The old adage that practice makes perfect is not quite right. Perfect practice makes perfect is a better way to state the intention. As you make your study time perfect and practice saying “no, thank you” to others and other things that interrupt your study time, you are practicing the perfect combination that will allow you to stay focused and produce the results you want.
• Two days prior to the exam, be sure to get a full night’s sleep each night, which is typically 7 to 9 hours for most people. Studies prove that a REM state of sleeping is extremely helpful for brain function.
• Hydrate, hydrate, hydrate the day before and the day of the exam. Try to avoid massive amounts of caffeine (it will keep you awake and rob you of precious oxygen). Water is good for the body but even better for the brain, bringing oxygen via water, which helps your brain functions improve.
The following are some suggestions to keep in mind as you take your exam:
• Trust your gut, or your first impression. First impressions of the correct answer are many times the best choice. This should not be confused with guessing. This refers to topics you know that you know.
• Watch out for basing your answer on what your current organization’s policy is. Keep focused on generally accepted HR practices as the correct answer.
• There will be no patterns, so don’t even try to look for them. The psychometric exam process used for the HRCI exam prevents questions from falling into patterns.
• Only federal laws apply—don’t mix your state laws with your federal laws.
• The most common weakness of HR test-takers is overanalyzing the options. Be thorough, but be reasonable in your analysis and selection of the options.
• When stumped, try to eliminate the obvious answers and then just focus on what remains.
• Read all four answers—it may be that you need to select the best answer and yet all answers are correct.
• Resist the urge to change your answers. This goes hand in hand with trusting your gut. If you are absolutely, positively sure that you have an incorrect answer, go ahead. But for the most part, resist the urge to change answers.
• Don’t rush. Manage your time. You will have a little over a minute for each question. A clock is visible on your monitor screen counting down the amount of time left.
Exam Readiness
HRCI’s aPHR Exam Content Outline is one of your most important documents leading to a successful exam experience. Each exam question has a specific corresponding functional knowledge area that is identified in the applicable Exam Content Outline. As such, this valuable information will enable you to use the Exam Content Outline as an exam readiness checklist that will indicate the knowledge topics you need to know and comprehend in order to pass this exam. The following is the exam weighting given to each functional area:
• HR Operations (38%)
• Recruitment and Selection (15%)
• Compensation and Benefits (14%)
• Human Resource Development and Retention (12%)
• Employee Relations (16%)
• Health, Safety, and Security (5%)
At the HRCI web site (https://www.hrci.org/docs/default-source/web-files/aphr-exam-sample-questions.pdf?sfvrsn{{#}}0061;2) you’ll find exam questions that are similar to the ones you will see on the aPHR exam. These are examples from each of the six functional areas covered on the exam. We encourage you to try these questions. Additionally, we recommend you use our practice exams to determine which functional areas you may need to study more.
Chapter Review
The number of HR professionals needed in the coming years to manage the human capital in organizations will continue to expand. The U.S. Bureau of Labor Statistics anticipates that the number of HR manager positions will grow 13 percent and will grow 8 percent for HR specialist positions by the year 2022.8 In addition, employer selection systems will increasingly use certification as an employment-screening element. Whether you choose to obtain a certification from HRCI, SHRM, or both is not going to be as relevant as when you will achieve your credential. The value of certification is being recognized in all levels of the organization and throughout the HR profession. We’re confident that beginning your professional career in human resources by adding the aPHR certification to your résumé will draw special attention to your achievement and to the commitment of growing your abilities in the profession.
Endnotes
1. To be tax exempt under section 501(c)(3) of the Internal Revenue Code, an organization must be organized and operated exclusively for exempt purposes set forth in section 501(c)(3), and none of its earnings may inure to any private shareholder or individual. In addition, it may not be an action organization; i.e., it may not attempt to influence legislation as a substantial part of its activities, and it may not participate in any campaign activity for or against political candidates. Organizations described in section 501(c)(3) are commonly referred to as charitable organizations. Organizations described in section 501(c)(3), other than testing for public safety organizations, are eligible to receive tax-deductible contributions in accordance with Code Section 170. IRS Code (https://www.irs.gov/charities-non-profits/charitable-organizations/exemption-requirements-section-501-c-3-organizations)
2. IRC 501(c)(6) provides for exemption of business leagues, chambers of commerce, real estate boards, boards of trade, and professional football leagues (whether or not administering a pension fund for football players), which are not organized for profit and no part of the net earnings of which ensures to the benefit of any private shareholder or individual. IRS Code (https://www.irs.gov/pub/irs-tege/eotopick03.pdf)
3. Dory Willer and William H. Truesdell, PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide (McGraw-Hill Education, 2015)
4. PayScale Human Capital research report, “The Market Value of PHR and SPHR Certifications,” http://resources.payscale.com (search on title of report)
5. Erin Osterhaus, “What Employers Are Looking for in HR Positions” (The New Talent Times, May 27, 2014), http://new-talent-times.softwareadvice.com/what-employers-look-for-hr-jobs-0514/
8. Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2014-2015 Edition, Human Resources Managers, www.bls.gov/ooh/management/human-resources-managers.htm