News and Articles

NEW PHR AND SPHR RECERTIFICATION REQUIREMENTS (EFFECTIVE 2006)

New recertification requirements took effect for all newly certified professionals in 2003 and for existing certificants whose certification expires in 2006 or later.

PHR and SPHR certificants whose certifications expire between 2003 and 2005 can recertify under either the old requirements or the new requirements. Certificants may not use a combination of the different requirements.

The requirement changes that were made recognize the rapidly changing workplace practices and policies, benchmarking with similar certification programs, and feedback from certified and noncertified professionals.

Needs Assessment

All newly certified professionals are encouraged�though not required�to conduct a needs assessment at the start of each recertification cycle to chart their professional development needs for recertification. To assist newly certified professionals with this, HRCI provides passing candidates with a breakdown of their scores by functional area.

Because needs assessments can take many different forms, from a formal written analysis to constructive feedback from a supervisor or mentor, HRCI does not require any particular needs assessment tool. Documentation of having conducted a needs assessment is not necessary when recertifying.

Increased Credit Hours for On-the-Job Experience

Because of the rapidly evolving nature of the HR profession and the changing needs of today�s workforce, many HR professionals find themselves acquiring new knowledge and skills on the job faster than ever before. In recognition of this, the maximum number of recertification credit hours that can be earned in the on-the-job category was increased. Consistent with existing practice, PHR and SPHR certificants are asked to list each on-the-job experience, the dates of the experience, and the number of hours. Also consistent with existing practice, certified professionals should list only those work activities that can be clearly demonstrated, in case of an audit, to be a first-time learning activity, the duration of that activity, and the knowledge acquired as a result of that activity. Under the new recertification requirements, a maximum of 20 credit hours can be earned during the three-year recertification cycle.

Specified Credit Hours in Strategic Management for SPHR Recertification

Under the new recertification requirements, SPHR certificants must earn 15 of the 60 recertification credit hours over a three-year period specifically in the strategic management functional area. These recertification credit hours can be acquired through the continuing education, instruction, on-the-job or research/publishing categories.

The HRCI test specifications define strategic management as "the processes and activities used to formulate HR objectives, practices and policies to meet the short- and long-range organizational needs and opportunities, to guide and lead the change process, and to evaluate HR's contribution to organizational effectiveness." This definition will be used as the basis of the new strategic management requirements for SPHR-certified professionals.

A review of the "responsibilities" area under the strategic management functional area of the HRCI test specifications shows that the types of continuing education experiences which count toward the specified credit hours in strategic management actually give certificants the opportunity to explore areas beyond the conventional �HR-related� seminars and workshops.

For your guidance, the responsibility areas and examples of what would fulfill the strategic management requirement appear below.

1. Interpret information related to the organization�s operations from internal sources, including financial/accounting, marketing, operations, information technology and individual employees, in order to participate in strategic planning and policy-making.

This responsibility area recognizes that to be effective strategic partners, HR professionals must know the "business of business" and how it relates to the HR function and the organization�s strategic goals. Types of continuing education experiences that may count toward the strategic management requirement might include upper-level business writing courses, marketing workshops, finance for nonfinancial managers and seminars that discuss trends in the workplace (for example, the aging population, the labor shortage, ethical recruitment, etc.).

Programs specific to the certificant's industry (i.e., health care) may also earn strategic management recertification credit hours. Certificants should be prepared to demonstrate why an industry-specific program (for example, "Challenges in the Health Care Industry") added to their strategic management skills and the human resource management function.

2. Interpret information related to the general business environment, industry practices and developments, and technological developments from external sources (for example, publications, government documents, media and trade organizations), in order to participate in strategic planning and policy-making.

This responsibility area recognizes that HR professionals should be able to take work-related information from various resources, synthesize it and apply it to their own work settings. An example of an applicable �recertification� experience that would count under the strategic management area would be the research and development of an environmental scan for presentation during an organization�s strategic planning meeting. Another example might be the establishment of a formal process whereby the HR function regularly informs executives of industry trends and discusses how they may affect their own organization. Another example may be attending a seminar or workshop on how to make forecasts. Key in all of these examples is the ability of the certificant to produce documentation in case of audit.

3. Participate as a partner in the organization�s strategic planning process.

Certificants would receive credit for first-time participation in a strategic planning process within their organizations.

4. Establish strategic relationships with individuals in the organization, to influence organizational decision-making.

Examples of strategic management recertification credits awarded include learning about organizational culture and its affect on HR policies and practices.

5. Establish relationships/alliances with key individuals in the community and in professional capacities to assist in meeting the organization�s strategic needs.

Certificants would receive strategic management credits for HR-related work that includes an organizational social responsibility component such as a welfare-to-work or school-to-work program, philanthropic activities or alliances with community-based organizations.

Recertification credit would not be awarded for merely participating in company-sponsored activities. Certificants must be prepared to demonstrate their involvement in the program and how their HR expertise helped develop or further them.

6. Evaluate HR's contribution to organizational effectiveness, including assessment, design, implementation and evaluation of activities with respect to strategic and organizational measurement in HR objectives (refers to participation in change management).

This responsibility area acknowledges that it is not enough to introduce new programs and initiatives within an organization, but to also constantly evaluate its return on investment. SPHR certificants would earn recertification credit in strategic management for designing and implementing such programs or for participating in workshops to learn how to measure HR�s contribution to organizational effectiveness.

Leading Indicator of National Employment (LINE)

The Society for Human Resource Management (SHRM) and the Rutgers University School of Management and Labor Relations are working in collaboration to produce and publish a new monthly indicator, the SHRM/Rutgers Leading Indicator of National Employment (LINE).

The SHRM/Rutgers LINE index is based on a monthly survey of Human Resource professionals at manufacturing firms. LINE measures change in five components: number of employees, number of vacant positions, difficulty in recruiting highly qualified employees, compensation offered to new hires, and hiring plans for the upcoming month.

You can sign up to receive updates when the SHRM/Rutgers LINE is released each month. To find out more about LINE, go to www.shrm.org/line.

Need HR Help NOW?? Get it with LIVE HELP from SHRM

What is Live Help?

Live Help is an interactive, one-to-one chat feature that connects you directly to an SHRM staff member for quick real-time assistance. It is provided for both customer service inquiries and quick answers to HR questions and is accessible during regular SHRM business hours (Monday through Friday, 8:30 am to 5 pm ET). The link for instructions to use this service can be found at http://www.shrm.org/help/whatis.asp.

How does it work?

Click the live help button and answer a few quick questions so SHRM can direct you to the appropriate department. You will then be greeted by a staff person and can submit your question. You will receive a response within seconds and may be able to get an immediate answer during your brief chat. If no one is available at that moment to respond, you will be given the option of sending an email instead.

Who are the "live persons" on the other end of Live Help?

Live Help is brought to you by the Information Center and the Customer Service Departments -- the same SHRM Staff who answer your questions via the SHRM phone and email services. Many staff take turns on Live Help, so different people may be "on" at different times of the day. The staff of the SHRM Information Center provides the "Answers to HR questions" section of Live Help. The Customer Service Representatives, experts on SHRM membership benefits, conferences and seminars, provide Live Help for many non-HR questions.

Can I get a record of the discussion I have?

Yes. At the conclusion of your chat you may choose to provide an email address where a transcript of your session will be sent within seconds.

What if I have a follow-up question?

If it is necessary for you to be in touch with the same staff member you chatted with previously, and that individual is no longer available on chat, your request will be directed to them via email for a separate response. Complex issues are best addressed by phone or email in most cases. If your question takes more than a few lines to type, or you have several questions about an issue, it is probably best to ask it through email or the telephone. Live Help is best suited to one quick question.

Why does it sometimes take several seconds for a response?

There may be a brief delay before you see a response for many reasons, one of which is that they may be chatting with up to three visitors at one time. In addition staff may be pulling up a link to provide you or another member with a response to a question. They respond as quickly as possible, but complicated HR-related questions or those requiring system research may result in delays of a few seconds. Live Help is busiest late in the day when more individuals tend to be on the SHRM website conducting Internet research. You might want to try it again at a less busy time of day.

HRCI Recertification: Is It Time to Renew?

Once certified as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), or a Global Professional in Human Resources (GPHR), you must recertify every 3 years (from date of original certification or last recertification).

Sixty (60) hours of learning credit is required during those 3 years
Credit earned on hour-for-hour basis (one hour learning =one hour recertification credit)
If you don�t submit recertification form, you must retake the exam
No supporting documentation should be submitted to HRCI, but should be maintained for your records in case you are audited
Recertification requirements have changed; so make sure to review them at www.hrci.org
Recertification credits can be earned online at http://www.hrci.org/recertification/credits.html.
There are now two ways to recertify--by completing the paper application (available at www.hrci.org/Recertification/PDFAPP) or by accessing your online recertification file by clicking "My Recert File" at www.hrci.org.

Credit is awarded for HR-related activities in these categories:

Continuing Education: Credit awarded hour for hour. (Chapter meetings can be pre-approved for HRCI recertification credit.)
Instruction: 1 hour taught = 1.5 credit hours awarded. (Includes courses taught at work such as workplace violence prevention, sexual harassment prevention, etc.)
On-the-Job Experience: Credit is awarded for first-time work activity if it broadens your knowledge of the field of HR, such as developing a strategic plan, rolling out a new 401K plan, etc.
Research/Publishing: Research, write, or publish on HR topics.
Leadership: External leadership activities count, including being an SHRM volunteer leader.
Professional Membership: Be a member of a national HR-related professional association and earn credit hours. (SHRM, ASTD, World at Work, etc.)
Answers to ALL your recertification questions can be found at www.hrci.org.
A recertification form can be found at http://www.hrci.org/Recertification/PDFAPP/.
HRCI now offers ONLINE storage of your certification documentation so you can complete the form as you go.
There is a $100 processing fee to recertify.
If you have changed jobs or addresses, notify HRCI (not just SHRM) at hrci@hrci.org.
HRCI sends recertification reminders via email, so they must have your current/correct email address.

SHRM Offers E-Learning

SHRM brings e-Learning to a new platform! SHRM e-Learning is an online educational environment that delivers just-in-time training to HR professionals through a series of HR-related mini-courses. Browse the course catalog to create a learning journey that is unique to you. SHRM e-Learning courses are facilitated by leading industry experts and presentations range from sixty to ninety minutes in length. These courses can be taken right at your desk and are pre-approved for HRCI recertification credits!

Recertification Credits
For those of you looking to earn credit for your PHR, SPHR, or GPHR recertification, all SHRM e-Learning courses are HRCI-approved for recertification credit and will earn 1.25 recertification credit hours to those successfully passing a quiz on the course content. HRCI�s recertification requirements are 60 recertification hours over a three-year period. For more specific HRCI recertification criteria, visit www.hrci.org/recertification.

Cost-effective On-demand Low-cost Training
SHRM e-Learning's cost-effective training will aid in your own professional development by bringing you the most current HR topics right to your computer desktop. You can learn at your own pace and on your own schedule without the need to travel. You can also sign up your employees for these programs!

SHRM e-Learning courses are $24.95 per course for SHRM members and $29.95 for non-members, but SHRM members will also receive additional Volume Discount Pricing!

Corporate Discounts
Let SHRM e-Learning enhance your company�s training offerings through the SHRM e-Learning Corporate Discount plan. SHRM will manage the database and SHRM e-Learning courseware, while allowing the flexibility for the company to enroll, track and monitor the training of their own employees. An exclusive administrative website will be developed for each company or organization participating in the SHRM e-Learning Corporate Discounts program. Statistical data and status reports will chart the progress of participants enrolled in the plan.

For more information about e-Learning go to www.shrm.org/elearning.

What is the SHRM Foundation?

The SHRM Foundation was founded in 1966 as a 501(c)(3) not-for-profit affiliate of the Society for Human Resource Management (SHRM). It is governed by a volunteer Board of Directors from the HR profession, including academics, practitioners and representatives from SHRM. The Foundation funds research, publications, and education to advance the HR profession and enhance the effectiveness of HR professionals. To support its important work, the SHRM Foundation conducts an annual fundraising campaign. All contributions to the Foundation are tax-deductible. The 2005 campaign chair is Judy Clark, SPHR, a member of the national SHRM Board of Directors.

The Foundation promotes research, innovation, and the use of research-based knowledge. With an annual budget of approximately $1 million, it funds major research projects that have a direct and practical impact in advancing the HR profession. The Foundation puts out RFPs to the research community and then evaluates the research proposals it receives. Using its "LIVE" criteria (L=Leverage, I=Impact, V=Visibility, E=Enhances the profession), the Foundation selects projects to fund.

The Foundation also funds practical publications on specific issues such as the highly acclaimed book, Making Mergers Work: The Strategic Importance of People and the new DVD HR in Alignment: The Link to Business Results. Other Foundation projects include educational scholarships for HR professionals, the college HR Games, the Masters� Series, SHRM White Papers, the Effective Practice Guidelines series, and online directories of undergraduate and masters degree programs in human resource management. For more information about the Foundation, go to www.shrm.org/foundation.