HR Certification A Leadership Development Resource for Your

HR Certification: A Leadership Development Resource for Your HR Department 2010 Presented by Grey Scott, M. S. , SPHR, HR Content Manager, HR Certification Institute Karen Bennett, SPHR, CCP, SVP HR, Turner Broadcasting System, Inc. Note: There is no recertification credit awarded for attending this presentation.

What You Will Learn • What makes a good leader? • Why HR certification? • How HR certification can be used as a leadership development tool • What is certification? • The benefits to your employees and organization • Our certifications • Recertification • How to incorporate into your development program

What Makes a Good Leader? Two Schools of Thought Some say you have to be born with it. Most, however, believe good leaders can be created with encouragement and a commitment to their development.

Why HR Certification? Your HR department touches virtually every aspect of your business and HR-related costs are one of your organization’s largest expenses. To obtain and maintain HR certification, your staff must stay current on changes taking place the HR profession. This ensures that your organization’s HR strategies are in line with best practices and policies in the marketplace.

A Leadership Development Tool By integrating HR certification into your HR department’s leadership development program can help • Develop a department that leads by example • Create a clear path for your HR staff’s professional growth • Focus your professional development dollars on HRrelated continuing education • Provide cross-training across all HR disciplines • Ensure that your staff is up-to-date on current HR laws and practices

What is Certification? The three “E”s of certification: • Education • Experience • Exam Unlike certificate programs, certification requires recertification to maintain credentials.

Characteristics of a Certified HR Professional A certified HR professional • Has mastered the core principles of HR • Demonstrates a commitment to staying knowledgeable in the HR field • Integrates their professional growth with the needs and goals of the organization • Turner’s certified HR staff understand the business landscape and how changes influence the company’s HR decisions.

Importance of Certification at Turner Broadcasting • All professional HR staff encouraged to get certified • Used as a development tool for employees identified as High Potential Contributors – incorporated into their professional development plan • Hosts certification training program at Turner headquarters for both staff and HR professionals from other organizations in downtown Atlanta – participating staff responsible for logistics

Importance of Certification at Turner Broadcasting Because company is large, Turner’s HR staff assigned to specific HR functions. But these functions often overlap. Regardless of employee’s HR role, certification • ensures that staff are cross trained • is beneficial throughout employee’s lifecycle – can move to other functions more easily • is considered “badge of accomplishment” – CHRO is an SPHR

Using Certification as Leadership Development Tool • Increases employee loyalty, motivation and retention by demonstrating that your staff’s professional growth is an organizational priority • Demonstrates that your HR staff has a mastery of the core HR competencies and can apply them to your organizational strategies and goals • Ensures professional development activities are aligned with organizational goals resulting in an ROI of development dollars

Who Is the HR Certification Institute? The HR Certification Institute is an internationally recognized certifying body for the HR profession. HR Certification Institute has awarded over 108, 000 credentials in over 70 countries and territories to HR professionals who have passed rigorous exams to demonstrate their mastery and real-world application of forward-thinking HR practices, policies and principles. HR Certification Institute is an affiliate of the Society for Human Resource Management.

Our Exams • Professional in Human Resources (PHR®) – 60, 767 • Senior Professional in Human Resources (SPHR®) – 45, 155 • Global Professional in Human Resources (GPHR®) – 1, 733 • California certification (PHR-CA®/ SPHR-CA®), which augments the PHR and SPHR certifications – 522

Professional in Human Resources (PHR©) Designed for HR professionals who • focus on program implementation • have tactical/logistical orientation • are accountable to another HR professional within the organization • typically have two to four years of professional work experience in all HR disciplines • focus on the HR department rather than on the whole organization

PHR® Exam Content

Senior Professional in Human Resources (SPHR©) Designed for HR professionals who • design and plan, rather than implement, HR policy • focus on the “big picture” • have ultimate accountability in the HR department • typically have six to eight years of progressive and increasingly complicated HR experience • have breadth and depth of knowledge in all HR disciplines • Understand the business beyond the HR function and influence the overall organization

SPHR® Exam Content

Global Professional in Human Resources (GPHR© ) Designed for HR professionals who • have HR responsibilities that cross national borders • understand the strategies of globalization versus localization of HR policies and programs • establish HR policies and initiatives that support the organization’s global growth and employer reputation • design organizational programs, processes and tools to achieve worldwide business goals develops • ensure that programs, processes and tools align with competitive practice, the organization’s objectives and legal requirements • oversee practices that balance employer needs with employee rights and needs has core knowledge of the organization’s international HR activities

GPHR® Exam Content

California Certification (PHR-CA/SPHR CA) The exam is • designed to add to the PHR and SPHR credentials; applicants must hold a current PHR or SPHR to take this exam. • focuses on knowledge of the HR-related laws and practices specific to the state of California. • designed for the PHR or SPHR certified professional who practices HR or does business in California.

California Exam Content

Exam Development Process Determine current HR practices Test exam questions Certification formal exam development process Develop exam questions Validate practices with practitioners

Recertification Unlike certificate programs, certification includes a recertification requirement. Recertification ensures that your HR staff • continue their professional development by accumulating 60 hours of HR-related continuing education every three years • stay knowledgeable about changes in the HR profession • can be relied upon to align with your organizational and department -level goals • At Turner – earning recertification credits creates a stretch opportunity for some employees, by challenging them to participate in activities out of their comfort zone – instruction, new HR initiatives, presentations to the profession

Exam Information PHR® SPHR® GPHR® California Contents Operational & Technical Strategic /Policy International HR Practices & Assignment & Management California Laws and Practices Pass Rates 59 -67% 52 -60% 56 -70% 52 -72% Exam Format 225 multiple 165 multiple 125 multiplechoice questions Exam Duration Four hours Testing Dates Spring 1 May 2010 – 30 June 2010 Winter 1 Dec. 2010 – 31 Jan. 2011 Recertification Period Three-year period Four hours Three hours Two hours & 15 minutes Spring 1 May 2010 – 2 June 2010 Winter 1 – 31 Dec. 2010

Exam Fees Certification Total Fees Due PHR SHRM member/Nonmember US$250/$300 SPHR SHRM member/Nonmember US$375/$425 GPHR SHRM member/Nonmember US$375/$425 PHR-CA/SPHR-CA SHRM member/Nonmember US$275/$325

Eligibility Requirements • Two years of professional (exempt) level HR work experience. • In May 2011, requirements change and will require a combination of work and educational experience.

New Eligibility Requirements NEW ELIGIBILITY REQUIREMENTS (Starts May/June 2011 Window) PHR ELIGIBILITY SPHR ELIGIBILITY GPHR ELIGIBILITY 1 year of demonstrated exempt-level HR experience with a Master’s degree or higher 4 years of demonstrated exempt-level HR experience with a Master’s degree or higher 2 years of demonstrated global exempt-level HR experience with a Master’s degree or higher 2 years of demonstrated exempt-level HR experience with a Bachelor’s degree 5 years of demonstrated exempt-level HR experience with a Bachelor’s degree 4 years of demonstrated exempt-level HR experience with less than a Bachelor’s degree 7 years of demonstrated exempt-level HR experience with less than a Bachelor’s degree 3 years of demonstrated exempt-level HR experience (with 2 of the 3 being global HR experience) with a Bachelor’s degree 4 years of demonstrated exempt-level HR experience (with 2 of the 4 being global HR experience) with less than a Bachelor’s degree

How to incorporate into your development program • Inhouse prep courses and study groups • Professional development allocations for prep courses and exam fees • Educational reimbursement • Incentives for success – promotions, raises, spot bonuses and other forms of recognition

Conclusion Integrating HR certification into your leadership development strategies demonstrates that you are committed to building a knowledgeable HR department that fosters trust and confidence organization-wide. Education is the mother of leadership – Wendell Lewis Willkie

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HR Certification Institute 1800 Duke Street Alexandria, VA 22314 1 -866 -898 -HRCI (4724) info@hrci. org www. hrci. org 25