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HR Certifications and Its Differences

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JEAN SAGUAN
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HR Certifications and Its Differences

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JEAN SAGUAN
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© © All Rights Reserved
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 HR CERTIFICATIONS AND ITS DIFFERENCES

1. PHR and SPHR


- The two original HR certifications were the Professional in Human Resources (PHR) and Senior
Professional in Human Resources (SPHR). These are both given by the HR Certification Institute, or
HRCI. These certifications are for HR professionals to show that they have mastered an overall body
of knowledge. The SPHR shows a more strategic level of involvement in business overall.
- Each of these certifications has different requirements that you must meet before being eligible to
take the exam. Here’s a quick outline of the requirements:

PHR®

- A minimum of 1 year of experience in a professional-level HR position with a Master’s degree or


higher,
- A minimum of 2 years of experience in a professional-level HR position with a Bachelor’s degree,
- A minimum of 4 years of experience in a professional-level HR position with less than a Bachelor’s
degree

SPHR®

- A minimum of 4 years of experience in a professional-level HR position with a Master’s degree or


higher,
- A minimum of 5 years of experience in a professional-level HR position with a Bachelor’s degree,
- A minimum of 7 years of experience in a professional-level HR position with less than a Bachelor’s
degree

- For those newer to HR, such as a recent college graduate or someone working with administrative
team members, the aPHR is another certification option. The Associate Professional in HR
designation proves valuable to those early in their career, as it signifies an understanding of basic HR
knowledge.

2. SHRM-CP and SHRM-SCP


- In 2015, the Society for HR Management (SHRM) introduced their human resource certifications:
The SHRM-CP (Certified Professional) and SHRM-SCP (Senior Certified Professional).
- Just like the HRCI certifications, to be eligible to take the SHRM exams, you must meet certain
requirements. Here’s a chart that outlines the various requirements.
- Any of these four certifications are equally respected by employers to demonstrate professionalism as
a Human Resources professional with breadth and depth of knowledge.

Specialty HR Certifications

- For the international human resource market, there are two certification options.
- The Global Professional in Human Resources (GPHR) designation is for the US-based HR
professionals to demonstrate cross-border HR expertise. The GPHR demonstrates your expertise of
multinational HR responsibilities, including strategies of globalization development of HR policies
and initiatives that support organizational global growth.
- For those not based in the United States or who would like a certification independent of geographic
location, there is another set of exams. These include the Professional in Human Resources –
International (PHRi) and the Senior Professional in Human Resources – International (SPHRi).
- SHRM is now offering a new set of certifications they refer to as their Specialty Credentials. These
are interesting because they are much smaller and do not require extensive study – but demonstrate
your knowledge in a particular area of expertise.

By : HR Topics - Lori Kleiman, Volunteer Experience – Linkedin

 HR Software

1. What Is HR Software?
- HR software is a digital solution for managing and optimizing the daily human resources tasks and
overall HR goals of an organization. HR software makes it possible for HR staff and managers to
better allocate their time and resources to more productive, profitable efforts.

- HR software technology has come a long way since the first time computers were employed to
manage human capital data in the 1970s. HR systems became more widely available to enterprise
clients in the 1980s, and the arrival of web-based software in the 1990s made HR software even more
common. Now, most new systems are cloud-based, subscription-based, easily integrated with other
data management programs, and highly customizable to an individual organization’s needs, goals, and
budget. In short, there is now an HR software solution for every size and type of organization.

2. What Does HR Software Do?


- HR software assists an organization’s human resources department by automating manual tasks,
keeping employee information organized, and creating data-driven reports. This is all done
electronically, eliminating the need for paper documents. HR software can also serve employees and
managers within an organization, assisting with tasks like time tracking, updating employee
directories, and performance management.

- Some of the functions HR software can perform include:

 Securely storing and organizing employee data


 Creating workflows and tracking approvals
 Self-service time tracking
 BambooHR: HR software with heart.
 Learn More
 Tracking employee training for development and compliance
 Gauging and reporting on employee satisfaction
 Performance management and goal tracking
 Benefits administration and management
 Pre-boarding, onboarding, and offboarding automation
 Third-party application integrations
 Monitoring all data changes with an audit trail
 Producing custom reports to provide strategic insight
 And much more
3. Types of HR Software
- Human Resources Information Systems (HRIS): An HRIS plays the core data-management role
needed for multiple HR functions such as recruiting and tracking applicants, storing employee data,
managing payroll and benefits, maintaining regulatory and legal requirements, etc. An HRIS can be
standalone software designed to integrate with other HR applications, or it may be the central
database in an all-in-one HR software system.
- Applicant Tracking System (ATS): An ATS is recruiting software that helps streamline the hiring
process for an organization from beginning to end. It typically handles tasks such as posting job
openings to multiple job boards, storing applicant data, and screening applications for potential
matches.
- Onboarding: Onboarding software helps streamline and track the process of introducing new
employees to an organization. It often includes elements like electronic signatures, pre-boarding
packages, training tracking, employee questionnaires, and other automated functions to help HR
ensure they are providing a compliant, smooth onboarding experience for new employees.
- Performance Management: A platform for HR professionals, managers, and employees to assess
employee skills, set performance goals, and track improvement.
- Employee Engagement: Helps improve employee sentiment and increase individual and team
engagement. This is done through everyday work priorities, feedback, coaching, and analytics.

By. BambooHR

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