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I’ve held the PHR for a while and just passed the SHRM-SCP exam on Monday. I had a friend who had the SHRM books from a few years back and I read those; however, I think there are some overall overview books that could be read as well for similar results. Unlike with the PHR, I think I had 2? 3? questions about laws. If you look up everything in the SHRM BOK, I’d say you’d be fine. The test isn’t so much knowledge based as full or situational judgment questions that they feel have one best answer. I personally felt the HRCI test was a better test in terms of testing knowledge, but if you are strategy oriented, you may prefer the SHRM ones.
I think I’ll be getting quite a few CEs prior to its expiration (mine comes up again in May), so I may end up renewing. My original intention was to not renew it as I felt a senior cert would trump the first level cert, but after taking the other test, I do think they show some different things. My colleague who is in the same situation is going to let his PHR expire since he got the the SCP.
I have my PHR. I chose it because I got it shortly after the SHRM cert came out and I thought the politics behind it were BS and also thought it was ridiculous that people who already had a PHR just had to watch a 30 minute video to get a certification. I don't think that either certification will necessarily be useful to you--I got my PHR when I was making the move from Recruiting to HR so I learned a lot, but with your experience a lot of the information will be a refresh. However, I do think you should get a certification because a lot of job listings do list PHR/SHRM preferred. I don't think I've heard of anyone caring which you have, but it just shows extra dedication to your profession.
Following. I’m considering a CPTD, and I have two bachelors and an MBA.
I have my phr and it's about to expire in July, I'm considering to just sit for the shrm-scp instead of renewing but I haven't decided yet.
My main motivation to getting it was to illustrate a preparedness for more strategic planning level of hr/ta functions. I have 7 yrs in hr but the bulk of it focused on recruiting, im not sure if I had your MBA and less specialized hr experience that I would have stressed it as much, you seem to be doing ok without it. And besides, since I've had it, it really hasn't come up as a requirement at all. I haven't had an active job search again yet but I will likely try to renew/switch to shrm so I am set up for next time I want to make a change.
Might be a fun exercise to take a quick look at job listings you like, how many of those have a cert required? If it's the general consensus I say go for it, especially if your employer has a development fund you can use to cover the expense.
I think I asked a Similar question today, less experience, and I came from outside. But I'm trying to figure out as well, what's worth getting and what's unnecessary really.
After 15+ years working in HR, I took the plunge. I participated in a 12 week study prep class that took us thru the SHRM books and there were practice tests each week and at the end. These helped prepare for what the test questions would be like. The test really doesn't test on if you know HR law/ processes. It is on theory and you have to remove your HR cap for how you would answer a question and think what would the SHRM book do? You really have to read the questions because several I had were reversed for what you would have thought they were.
I passed the test and it hasn't made a difference in my current role, I will say that I am super proud to have it and very glad that I made that decision.