Certifications are a large part of the Human Resources profession. We are urged to get certified and stay certified. There are two core reasons behind this – to know who meets a specific level of knowledge and to stay current with changes to the profession.
Certifications are slowly becoming a deciding factor with regards to hiring and promotions. Ben Eubanks of UpstartHR was the first I saw to post a great PayScale.com infographic about how a certification impacts your income.
I have the PHR and CPP, and both had a wealth of information, numerous resources to help one study, and a clearly defined structure to the test. You knew going into the test how many total questions there are, and what percentage of those questions will go towards specific areas of study. There are even statistics regarding pass rate, how many have those certifications, etc.
I’m currently studying for the CCP offered through World at Work, and it does not have readily available the same level of information about the test that the PHR and CPP have.
Having done well on the other exams, I took the risk of opting to self study for my first test. However, the self study book felt lacking; it is obviously the same book provided to those who take the classroom or blended learning option. It felt as if the book referred to items that were not sent with it or in the “for further study” section, items which may be provided in the eLearning and or classroom levels.
I am very interested to see if the other learning options provide more information about the test such as number of questions, content breakdown, and which areas or type of information to focus on that the next test I will go for (the C1, Regulatory Environments for Compensation Programs) I will test out the eLearning option.
Luckily, my study skills proved helpful, as I passed it with 93% correct. You only need 75% to pass (provided in the material). (70% to pass the PHR and 80% to pass the CPP, for comparison.)
For anyone else searching for information on the T1: Total Rewards Management test, here is some information for you:
- There are 90 questions. I don’t know if there are any sample questions that won’t count, but are used to study for future test versions. I don’t know if there are multiple versions of the test.
- The provided material tells you that you have 2 hours to complete this. It doesn’t tell you that 6 minutes are to practice using the system, and that even if you don’t take the full 6 minutes (I used two) your actual test time is 114 minutes. But don’t worry about time. If you know your data, then you won’t need the full time. I answered all 90 questions in 40 minutes.
- Don’t worry about international data, that is more nice to have information.
- The “test your knowledge” and end of module questions are a fair sampling of the style and level of questions asked on the test. Some of those questions were used verbatim!
- The questions are done in order of module, and are broken down to about as many questions as the size of the module. This means there are more compensation and benefit questions than there are on career development.
- Do pay attention to examples of things, such as what are behavioral or emotional expressions of employee engagement or of employee advancement opportunities. (Yes, there are lots of those examples in the material; yes, study and know all of them!)
- HRCI has confirmed that each course will give 16 education credits towards recertification of the PHR. I honestly haven’t checked about recertification credit for the CPP.
- Unlike the PHR and CPP, there is no survey after the test. Pearson Vue did send an email afterwards to survey you on the testing facility.
Image from http://www.awlp.org/
I hope this information helps others who take the T1: Total Rewards Management.