HR CERTIFICATION INSTITUTE
CERTIFICATION MARK CREDENTIALING AND USAGE GUIDELINES
SECTION I - AUTHORIZATION TO USE THE CERTIFICATION MARKS Only those individuals who have: (1) met and continue to meet HR Certification Institute’s certification and recertification standards; (2) have demonstrated the requisite experience requirements; (3) taken and passed one of the certification examinations; and (4) agreed to abide by the Code of Ethical and Professional Responsibility and licensing agreement, if any, (“Certificants”) are authorized to use the following certification marks or designations (“Certifications”) in communications and marketing materials, depending on the certification examination taken:
• PHR®; • SPHR®; • GPHR®;
• California Certification: PHR-CA® or SPHR-CA®;
• HRBP & Design Certification Mark
• HRMP & Design Certification Mark A. Eligibility Requirements for the Certification Marks
1. PHR Certification Mark
a. 1 year of demonstrated professional human resources experience with a Master’s degree or higher
b. 2 years of demonstrated professional human resources experience with a Bachelor’s degree
c. 4 years of demonstrated professional human resources experience with less than a Bachelor’s degree
2. SPHR Certification Mark
a. 4 years of demonstrated professional human resources experience with a Master’s degree or higher
b. 5 years of demonstrated professional human resources experience with a Bachelor’s degree
c. 7 years of demonstrated professional human resources experience with less than a Bachelor’s degree
3. GPHR Certification mark
a. 2 years of demonstrated global professional human resources experience with a Master’s degree or higher
b. 3 years of demonstrated professional human resources experience (with 2 of the 3 being global human resources experience) with a Bachelor’s degree
c. 4 years of demonstrated professional human resources experience (with 2 of the 4 being global human resources experience) with less than a Bachelor’s degree
4. PHR-CA and SPHR-CA Certification Marks
a. To apply, you must have a current PHR or SPHR certification and be a resident of California
5. HRBP & Design Certification Mark
a. 1 year or 1600 hours of professional human resources experience with a Bachelor’s degree or higher or global equivalent
b. 2 years of professional human resources experience with a high school diploma or global equivalent
6. HRMP & Design Certification Mark
a. 3 years of professional human resources experience with a Master’s degree or higher or global equivalent
b. 4 years of professional human resources experience with a Bachelor’s degree or global equivalent
c. 5 years of professional human resources experience with a high school diploma or global equivalent
B. Recertification Requirements for all Certifications
1. Professionals must recertify every three years on or before the certification expiration date
2. Professionals need 60 credit hours of human resources related activities, including 15 hours that are related to international human resources management
3. Ways to recertify
a. professional development activities b. continuing education
c. instruction/teaching d. on-the-job experience e. research and publishing f. leadership
g. professional membership
h. take and pass a recertification examination C. Purpose and Use of Certification
The certifications show that the holder has demonstrated mastery of the domestic or international human resources Body of Knowledge and, through recertification, has accepted the challenge to stay informed of new developments in the human resources field. Certified professionals use the credentials on business correspondence as a visible reminder of their professional achievement.
SECTION II - CHARACTERISTICS TO BE CERTIFIED
HR Certification Institute administers six exams which are each designed to measure a candidate’s mastery of a specific Body of Knowledge:
A. PHR Certification Mark – Designed for human resources professionals whose primary responsibilities focus on human resources program implementation, are tactical and operational in nature and function primarily within the human resources department. In particular, a PHR candidate possesses the following characteristics:
1. Focuses on program implementation 2. Has tactical/logical orientation
3. Has accountability to another human resources professional within the organization
4. Typically has two to four years of professional (exempt-level)
generalist human resources work experience, but lacks the breadth and depth of a more senior-level generalist
5. Has not yet had progressive human resources work experience
6. Holds a job that focuses on human resources department responsibilities rather than on the whole organization
7. Commands respect through gaining knowledge and using policies and guidelines to make decisions
B. SPHR Certification Mark – Designed for HR professionals whose primary responsibilities involve designing and planning HR policies and strategies and whose decisions have an impact both within and outside the organization. In particular, the SPHR candidate possesses the following characteristics: 1. Designs and plans rather than implements
2. Focuses on the “big picture”
3. Has ultimate accountability in the human resources department 4. Has six to 8 years of progressive and increasingly complicated human
resources experience
5. Has extensive human resources generalist knowledge
6. Uses judgment obtained with time and application of knowledge 7. Understands the business beyond the HR function and has influence
within the overall organization
8. Commands credibility within the organization, community and field by experience
C. GPHR Certification Mark – Designed for human resources professionals with cross-border responsibilities who develop and implement international human resources strategies that affect international human resources assignments and operations. In particular a GPHR candidate possesses the following
characteristics:
1. Has cross-border human resources responsibilities (in more than one country)
2. Understands the strategies of globalization versus localization of human resources policies and programs
3. Establishes human resources policies and initiatives that support the organization’s global growth and employer reputation
4. Designs organizational programs, processes and tools to achieve worldwide business needs
5. Ensures that programs, processes and tools align with competitive practice, the organization’s objectives and legal requirements
6. Oversees practices that balance employer needs with employee rights and needs
7. Has core knowledge of the organization’s international human resources activities
D. SPHR-CA/PHR-CA California Certification Marks – Designed for SPHR and PHR Certificants who possess the following characteristics:
1. Mastered the federal employment laws by earning a PHR or SPHR 2. Expert in regulations and legal mandates in California
3. Knows how to properly integrate federal mandates with California Regulations
E. HRBP & Design Certification Mark
1. Designed to validate professional-level core human resource knowledge and skills
2. Demonstrates mastery of generally accepted technical and operational human resources principles
1. Designed to validate management-level core human resource knowledge and skills
2. Demonstrates mastery of generally accepted human resources principles in strategy and policy development as well as service delivery
SECTION III - HOW HRCI TESTS THE CHARACTERISTICS TO BE CERTIFIED
A. Exam Overview
The exams consist of a combination of scored questions and pre-test questions. Pre-test questions are on the exams to statistically assess the difficulty level of the exams and the effectiveness at discriminating between candidates who meet the passing standard and those who do not. The information gathered from the pre-test questions may be included as scored items on future exams.
1. PHR and SPHR Exams
a. The PHR and SPHR exams are created using the PHR and SPHR Body of Knowledge, which outlines the responsibilities of and knowledge needed by today’s human resources professional. The PHR and SPHR Body of Knowledge is created by human
resources subject matter experts through a rigorous practice
analysis study and then validated by human resources professionals working in the field through an extensive survey instrument. The PHR and SPHR Body of Knowledge is updated periodically to ensure it is consistent with current practices in the human resources field.
b. The exams are based on US federal laws, regulations and practices and are generalist in nature. The exams assess the following functional areas of the human resources field: 1) Business management and strategy; 2) Workforce planning and
employment; 3) Human resource development; 4) Compensation and benefits; 5) Employee and labor relations; and 6) Risk management.
c. The PHR and SPHR exams differ in terms of focus and cognitive level of questions. PHR questions tend to be at an
operational/technical level, while SPHR questions tend to be more at the strategic and/or policy level.
2. GPHR Exam
a. The GPHR exam is created using the GPHR Body of
Knowledge, which outlines the responsibilities of and knowledge needed by today’s global human resources professional. The GPHR Body of Knowledge is created by global human resources subject matter experts through a rigorous practice analysis study
and then validated by human resources professionals working in the field through an extensive survey instrument. The GPHR Body of Knowledge is updated periodically to ensure it is consistent with current practices in the global human resources field.
b. Since the purpose of the GPHR certification is to assess a
candidate’s mastery of the knowledge necessary to be successful in the worldwide marketplace, exam questions are based on the following functional areas: 1) Strategic human resources
management; 2) Global talent acquisition and mobility; 3) Global compensation and benefits; 4) Organizational effectiveness and talent development; and 5) Workforce relations and risk
management. 3. PHR-CA/SPHR-CA Exam
a. The California (PHR-CA®/SPHR-CA®) exam is created using the California (PHR-CA®/SPHR-CA®) Body of
Knowledge, which outlines the responsibilities of and knowledge needed by today’s California human resources professional. The California (PHR-CA®/SPHR-CA®) Body of Knowledge is created by human resources subject matter experts through a rigorous practice analysis study and then validated by human resources professionals working in the field through an extensive survey instrument. The California (PHR-CA®/SPHR-CA®) Body of Knowledge is updated periodically to ensure it is consistent with current practices in the California human resources field.
b. The exam focuses on California human resources related laws and practices and does not test knowledge already covered on the PHR or SPHR exam. Exam questions are based on the following functional areas: 1) Compensation and benefits; 2) Employee and labor relations; 3) Leaves of absence and workers’ compensation; and 4) Health, safety and security.
4. HRBP & Design
The HRBP certification exam focuses on important behaviors for human
resources professionals, the knowledge and skills important for human resources professionals and the important behaviors for early career human resources professionals. The credential enhances the credibility of human resources professionals and the organizations they serve. Exam questions are based on the following functional areas: 1) HR administration; 2) Recruitment and selection; 3)
Employee relations and communication; 4) Compensation and benefits; 5) Training and development; and 6) Health, safety and security.
5. HRMP & Design
The HRMP certification exam focuses on important behaviors for human resources leaders, important behaviors for selecting and developing employees, behaviors important for successful human resources service delivery, the behaviors important for measurement and the important knowledge and skills required for each listed behavior. The credential enhances the credibility of human resources professionals and the organizations they serve. Exam questions are based on the following functional areas: 1) Human resources as a business leader; 2) People development and talent management; 3) human resources service delivery; and 4) measurement.
B. Ascending order of the Certification Marks 1. PHR/SPHR Certification Marks
a. The PHR and SPHR exams assess generalist knowledge of the human resources field, including business management and strategy, workforce planning and employment, HR development,
compensation and benefits, employee and labor relations and risk management.
b. The PHR and SPHR exams cannot be held concurrently. The SPHR designation takes the place of the PHR designation upon passing the SPHR examination.
2. GPHR Certification Mark
The GPHR exam assesses the international human resources Body of Knowledge and is intended for human resources professionals with cross-border responsibilities. The GPHR assesses global human resources knowledge. An individual may hold the GPHR designation concurrently with either the PHR or SPHR designations.
3. PHR-CA/SPHR-CA California Certification Marks
The California certifications are designed for human resources professionals who currently hold PHR or SPHR credentials and are experts in regulations and legal mandates specific to the state of
California. The exam focuses on California HR-related laws and practices and does not test knowledge already covered on the PHR or SPHR exams.
4. HRBP & Design and HRMP & Design The HRBP and HRMP exams are global credentials that are independent of geographic region but are able to complement local human resources practices. The requirements for the HRMP certification are more stringent than those for the HRBP certification.
SECTION IV - HOW HRCI SUPERVISES USE OF THE CERTIFICATION MARKS
A. Spot Checks
HR Certification Institute reserves the right to spot check all marketing and promotional materials bearing one of the Certifications. HRCI will periodically send out requests for samples to random Certificants. Certificants must correct any deficiencies in their use of the Certifications. Refusal to correct such deficiencies or to cease publication may result in revocation of Certificant's certification.
B. Length of Certification - Certifications last for three years C. Renewal
After earning a certification, Certificants must recertify every three years on or before the Certificant’s certification expiration date
SECTION V – FEES
HR Certification Institute has not previously and does not presently charge licensing fees for use of the Certification Marks. HRCI will not charge licensing fees for the years 2012-2013. This may be reviewed and revised in due course.
SECTION VI - DISPUTE RESOLUTION
Any dispute arising out of, or in connection with these Guidelines, including, without limitation, any Certificant’s appeal of HRCI’s refusal to allow or continue to allow Certificants’ use of the Certification Mark(s) in accordance with these Guidelines shall be referred to and finally resolved by an independent Arbitrator located in the City of Alexandria, Virginia.
USAGE GUIDELINES ATTRIBUTABLE TO ALL CERTIFICATIONS • The Certifications may be used on stationery, letterhead, e-mail signatures,
business cards, resumes, brochures, advertising materials, marketing materials, presentation materials, personal promotional literature, signage, websites and other materials, but only directly in association with the name of the Certificant who has become certified to indicate such certification.
• The Certifications may not be used in a manner suggesting that HRCI approves, endorses, or is affiliated with any particular, product, business or other
commercial entity.
• The Certifications may not be translated or localized into any other language. • Certificants should use the “SM” or ® symbol for each Certification obtained as
indicated herein.
• On marketing materials (other than letterhead, business cards, and resumes), Certifications shall be attributed to HR Certification Institute as follows: “PHR® (or other appropriate Certification) is a registered mark of HR Certification Institute in the United States.”
• Certificants may use their Certification solely to identify the specific credential they have achieved and for no other purpose. Certificants may only use the Certification for which they have successfully completed all requirements (e.g., PHR® Certificants may not use the SPHR® certification).
• The Certifications may not be used in any manner that is derogatory or critical of HR Certification Institute.
• The Certifications may not be included in a Certificant's trade or business name, domain name, product or service name, slogan, or other trademarks.
• The Certifications should not be used as a noun or adjective.
• Certificants may not combine their Certification with any other object, including, but not limited to: icons, words, graphics, slogans, numbers, design features or symbols.
• Special effects applied electronically (i.e. Photoshop, Corel, etc.) are not
permitted. These include but are not limited to: drop shadows, bevel and emboss, outlines, etc.
• A Certificant shall immediately stop the display and any other use of their Certification as soon as possible after a lapse of certification, re-certification, or revocation of HR Certification Institute’s permission to use the Certification. • Any individual who has not been granted permission to use one of the
Certifications is forbidden to use such Certification in any way whatsoever. • The Certifications shall be no larger or more conspicuous than the name of the
Certificant.
• Certificants may not use the Certifications in any way other than as specified in these Guidelines.
• HR Certification Institute does not presently charge a licensing fee for use of the Certifications. However, HR Certification Institute reserves the right to change the terms of this policy at any time. In addition, HR Certification Institute reserves the right to withdraw the right to use the Certifications in its sole discretion.
• It is a condition of use that the marks shall not be used without indicating that it is a certification mark.
GRAPHIC GUIDELINES ATTRIBUTABLE TO LOGOS
HRBP & Design and HRMP & Design • The HRBP and HRMP logos must be clearly legible and of appropriate color and
contrast.
• No changes may be made to any of the design elements of the logo, including the lettering, thickness and ratio of height to width. The HRBP and HRMP logos must never be taken apart and recombined in any way to create new artwork. No part of the logos may be changed or re-sized in any way relative to the rest of the logo.
• The HRBP and HRMP logos may not be the dominant or largest element and may not be larger than Certificant’s company name or logo or occupy more than 10 percent of the total space on letterhead, business cards, web pages, etc.
• Electronic artwork files for the logos are available online atwww.hrci.org. EXAMPLES OF USE/MISUSE
• The Certifications must be clearly associated with the individual certified by HR Certification Institute:
o Correct: John Brown, PHR®
o Incorrect: X Corporation employs 2 PHR professionals
• The Certifications must appear in all capital letters and without periods between the letters:
o Correct: John Brown, PHR® o Incorrect: John Brown s.p.h.r.
• The Certifications should always appear with the designated trademark symbol as shown in the Introduction section of this document, e.g., SM or ®
o Correct: John Brown, PHR® o Incorrect: John Brown, PHR
• Certificant is not allowed to use HR Certification Institute’s registered service marks with the Certifications:
o Correct: John Brown, PHR®
o Incorrect: John Brown, PHR® (Professional in Human Resources®) o Incorrect: John Brown, Professional in Human Resources® (PHR®)