Human Resource Certification Institute (HRCI)

Professional in Human Resources (PHR)


Credential: Professional in Human Resources (PHR)  In-Demand resource  GI Bill resource  NCCA resource
Credentialing Agency: Human Resource Certification Institute (HRCI)

Renewal Period: 3 years

The Human Resource Certification Institute (HRCI), Professional in Human Resources (PHR) certification is designed 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. PHRs demonstrate knowledge in Business Management, Talent Planning and Acquisition, Total Rewards, Employee and Labor Relations, and Learning and Development. Candidates must meet experience and/or education requirements and pass a written examination.

More information can be found on the certifying agency's website.

Professional in Human Resources (PHR)

MINIMUM REQUIREMENTS

Attainability:    medium

Eligibility Requirements (View Details)

  • Credential Prerequisite
  • Experience: 4 years
  • Education: High School Diploma/GED
  • Training
  • Membership
  • Other
  • Fee

Note: This credential may have multiple options for a Service member to meet eligibility requirements. Requirements listed here are based on the minimum degree required. To view other options, see the Eligibility tab.

Exam Requirements (View Details)

  • Exam
  • Written Exam
  • Oral Exam
  • Practical Exam
  • Performance Assessment

Exam Administration (View Details)

  • In-person exam
  • Remote proctored on-line exam
  • Third-party test vendor

RECERTIFICATION SUMMARY

Renewal Period: 3 years

  • Continuing Education
  • Exam
  • Continuing Education OR Exam
  • Fee
  • Other

AGENCY CONTACT INFORMATION

Human Resource Certification Institute (HRCI)

1725 Duke Street
Suite 700
Alexandria, VA  22314

Phone: (866) 898-4724

Contact Page

Education and/or Experience REQUIREMENTS

Option 1:

Candidate must have a minimum of one year of experience in a professional-level HR position with a Master's degree or higher.

Option 2:

Candidate must have a minimum of two years of experience in a professional-level HR position with a Bachelor's degree.

Option 3:

Candidate must have a minimum of four years of experience in a professional-level HR position with a high school diploma.

Written Exam

  • Business Management (20%)
    • Vision, mission, values, and structure of the organization
    • Legislative and regulatory knowledge and procedures
    • Corporate governance procedures and compliance
    • Employee communications
    • Ethical and professional standards
    • Business elements of an organization (for example: other functions and departments, products, competition, customers, technology, demographics, culture, processes, safety and security)
    • Existing HRIS, reporting tools, and other systems for effective data reporting and analysis
    • Change management theory, methods, and application
    • Risk management
    • Qualitative and quantitative methods and tools for analytics
    • Dealing with situations that are uncertain, unclear, or chaotic
  • Talent Planning and Acquisition (16%)
    • Applicable federal laws and regulations related to talent planning and acquisition activities
    • Planning concepts and terms (for example: succession planning, forecasting)
    • Current market situation and talent pool availability
    • Staffing alternatives (for example: outsourcing, temporary employment)
    • Interviewing and selection techniques, concepts, and terms
    • Applicant tracking systems and/or methods
    • Impact of total rewards on recruitment and retention
    • Candidate/employee testing processes and procedures
    • Verbal and written offers/contract techniques
    • New hire employee orientation processes and procedures
    • Internal workforce assessments (for example: skills testing, workforce demographics, analysis)
    • Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, offshoring, and divestitures
    • Metrics to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)
  • Learning and Development (10%)
    • Applicable federal laws and regulations related to learning and development activities
    • Learning and development theories and applications
    • Training program facilitation, techniques, and delivery
    • Adult learning processes
    • Instructional design principles and processes (for example: needs analysis, process flow mapping)
    • Techniques to assess training program effectiveness, including use of applicable metrics
    • Organizational development (OD) methods, motivation methods, and problem-solving techniques
    • Task/process analysis
    • Coaching and mentoring techniques
    • Employee retention concepts and applications
    • Techniques to encourage creativity and innovation
  • Total Rewards (15%)
    • Applicable federal laws and regulations related to total rewards
    • Compensation policies, processes, and analysis
    • Budgeting, payroll, and accounting practices related to compensation and benefits
    • Job analysis and evaluation concepts and methods
    • Job pricing and pay structures
    • Non-cash compensation
    • Methods to align and benchmark compensation and benefits
    • Benefits programs policies, processes, and analysis
  • Employee and Labor Relations (39%)
    • General employee relations activities and analysis (for example, conducting investigations, researching grievances, working conditions, reports, etc.)
    • Applicable federal laws and procedures affecting employment, labor relations, safety, and security
    • Human relations, culture and values concepts, and applications to employees and organizations
    • Review and analysis process for assessing employee attitudes, opinions, and satisfaction
    • Diversity and inclusion
    • Recordkeeping requirements
    • Occupational injury and illness prevention techniques
    • Workplace safety and security risks
    • Emergency response, business continuity, and disaster recovery process
    • Internal investigation, monitoring, and surveillance techniques
    • Data security and privacy
    • The collective bargaining process, terms, and concepts (for example: contract negotiation, costing, administration)
    • Performance management process, procedures, and analysis
    • Termination approaches, concepts, and terms

Exam Preparation Resources

There are a number of resources available to help you prepare for the Professional in Human Resources (PHR) examination:

An additional resource is O'Reilly Learning Safari Books Online, a searchable digital library that provides online access to thousands of books, training videos and conference sessions. See the Educational Resources section on the Related Sites page here on COOL to learn how to get free access.

Testing Information

  • Exam Administration

    Credential exams may be administered in-person at a testing site, proctored on-line remotely, or have options for both. If an exam is administered through a test vendor, the third-party test vendor box will be checked. The following test administration options apply to the Professional in Human Resources (PHR) credential where checked:

    • In-person exam
    • Remote proctored on-line exam
    • Third-party test vendor
  • For more information on the Human Resource Certification Institute (HRCI) testing process, visit the agency website.

RECERTIFICATION

Professional in Human Resources (PHR)

Renewal Period: 3 years

The Professional in Human Resources (PHR) credential has the following recertification information:

  • Note: Marine Corps COOL will only pay recertification fees for the current year, no arrears will be paid. Voucher requests for recertification fees must be submitted with proof of the current status of the certification (for example, a screen shot of your credentialing agency dashboard or a copy of a current fee receipt).

In Demand

This certification is considered in demand. The U.S. Department of Labor sponsored CareerOneStop's analysis indicates the certification is frequently mentioned in online job postings.

Click for external link to CareerOneStop's Credentials Center.

COOL Bucks

See your installation Education Service Officer for credential exam information and coordinating instructions.

COOL Summary

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COOL Summary

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COOL Summary

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COOL Summary

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COOL Summary

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COOL Summary

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Some

Credential is related to some tasks associated with the duties of the military occupation (at least one critical task but less than 80%)

Most

Credential is directly related to most of the major duties associated with the military occupation (at least 80%)

Other

Credential is related to this military occupation, but is more advanced or specialized and therefore will likely require additional education, training, or experience

CA Eligible

This certification is eligible for CA.

Star

Star credentials are MOS enhancing, as designated by the Proponent. MOS enhancing credentials are directly related to an MOS or ASI, are taught either partially or completely as part of a Program of Instruction (POI), and improves the MOS technical proficiency.

Skill Level

The Skill Level reflects the level, based on MOS training and/or experience, the Soldier should be the most prepared to successfully earn the credential. See the Table Legend for details about each level.

Navy Bucks

Credential voucher or reimbursement for credential exam, re-certification, or maintenance fee has been approved for payment through the Navy's Credential Program Office. To get a voucher request form, click Menu at the top of any page, then click "2 Complete Voucher and Apply" under Credentialing Steps.

CG Bucks

Current Coast Guard policy states all credentials listed on CG COOL may be reimbursed assuming the enlisted service member meets the eligibility requirements as outlined in the Coast Guard Voluntary Credentialing Program Policy (COMDTINST 1540.1(series))

Early Career

1-3 years experience; Enlisted E1 through E4

Mid Career

4-10 years experience; Enlisted E5 through E6

Late Career

10+ years experience; Enlisted E7 through E9

Early Career

1-3 years experience; Enlisted “A” School through E5

Mid Career

4-10 years experience; Enlisted E6 through E7

Late Career

10+ years experience; Enlisted E8 through E9

Early Career

1-6 years experience; Officer O1 through O2

Mid Career

6-12 years experience; Officer O3 through O5

Late Career

12+ years experience; Officer O6 and Above

GI Bill®

Reimbursement for exam fees has been approved for payment through the GI Bill.

Note: GI Bill approval data is updated quarterly. For the latest information, visit the WEAMS Licenses/Certifications Search page. Make sure to select "Both" in the LAC Category Type drop-down before searching.

Click to go to the external link for GI Bill licensing and certification information.

ANAB (ANSI)

This credential has been accredited by ANAB (ANSI).

Click to go to the external ANAB web site.

ICAC

This credential has been accredited by ICAC.

Click to go to the external ICAC web site.

ABSNC

This credential has been accredited by ABSNC.

Click to go to the external ABSNC web site.

NCCA

This credentialing program has been accredited by NCCA.

Click to go to the external NCCA web site.

IAS

This credential has been accredited by IAS.

Click to go to the external IAS web site.

Low

May be difficult to attain: minimum education requirement is a Bachelor's degree, and/or minimum experience is 10 or more years.

Note: In some cases “years of experience” refers to time actively on duty or while holding a certain occupation or prior certification and not always in consecutive calendar years. Additional years required for certain preliminary stages may not be included in this classification. For requirements measured in hours, 1080 hours was considered a year. For days, 365 days was considered a year. Please review all prerequisites and requirements for eligibility, and additional information for details.

Medium

Moderate ease of attainment: minimum education requirement = Associate's and/or prerequisite and/or minimum experience = more than 2 years and less than 10 years of experience.

Note: In some cases “years of experience” refers to time actively on duty or while holding a certain occupation or prior certification and not always in consecutive calendar years. Additional years required for certain preliminary stages may not be included in this classification. For requirements measured in hours, 1080 hours was considered a year. For days, 365 days was considered a year. Please review all prerequisites and requirements for eligibility, and additional information for details.

High

Highly attainable: minimum education requirement = HS or less and/or minimum experience = 2 years or less experience and no additional requirements.

Note: In some cases “years of experience” refers to time actively on duty or while holding a certain occupation or prior certification and not always in consecutive calendar years. Additional years required for certain preliminary stages may not be included in this classification. For requirements measured in hours, 1080 hours was considered a year. For days, 365 days was considered a year. Please review all prerequisites and requirements for eligibility, and additional information for details.

MOS is Military Occupational Specialty
ASI is Additional Skill Identifier
WOMOS is Warrant Officer Military Occupational Specialty
AOC is Area Of Concentration Officer
Functional Area
Branch

Army e-learning

State-of-the art Computer Based Training available for free to the Army Workforce. Click for more information.

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NKO e-learning

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Bright Outlook – new job opportunities are very likely in the future for this job

Registered Apprenticeship

An apprenticeship program is registered with the U.S. Department of Labor. Go to the Apprenticeship Finder and enter career path or location to find apprenticeship opportunities.

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Updated: February 26, 2021
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