Study for the SHRM-CP® in pictures, not 900 pages.
Every HR topic and federal law on the exam, drawn on clear pages you'll actually remember. Plus 300 practice questions that explain why the best answer is best, so the tricky scenario questions stop feeling like a coin toss. Covers the PHR® too.
- 200 illustrated pages, not 900
- 300 practice questions, every answer explained
- 150 quick-reference cards
Choose your format
One payment, yours to keep. Itemized receipt for your employer.
- Instant download of every PDF
- 30-day money-back guarantee
- Free yearly update of the eBook
SHRM®, SHRM-CP®, SHRM-SCP® and SHRM BASK® are registered trademarks of SHRM. HRCI®, PHR®, SPHR®, aPHR® and PHRca® are registered trademarks of HRCI. NOTEX is not affiliated with, endorsed by, or sponsored by SHRM or HRCI.
Source: SHRM 2026 Certification Handbook and exam fees page, October 2026. SHRM exams are taken in person at Prometric test centers in 2026.
Fewer pages. Clearer pages.
Every topic is drawn, compared and boiled down to what you need on exam day, so you can study in the evenings after work and still remember it the next morning.
Processes drawn as flows: a hiring funnel, an investigation, a union election.
Side by side: law vs. law, ADDIE vs. Kirkpatrick, CP vs. PHR.
Short lines that hold the numbers: who's covered, how long, how many.
The traps people with years of HR experience fall into most.
"Do I really have to learn a million definitions?"
Half the SHRM-CP is HR knowledge across 14 functional areas. Each area gets illustrated pages and cards you can review in minutes.
"Two answers look right."
The situational questions reward the best action. Chapter 2 and about 90 situational practice questions train exactly that.
"I almost ran out of time."
A full-length SHRM-CP-style timed simulation and a half-length PHR-style one, so exam day isn't the first time you feel the clock.
All four answers sound reasonable. Which would you pick?
An original scenario question, like the ones on the exam. Choose an answer and see how our 4-step method weighs every option.
Dana is the HR generalist at a 120-person distribution company. Marcus, a warehouse associate, comes to her office and says that his supervisor makes repeated jokes about Marcus's religion in front of the team. Since Marcus asked him to stop, he has been given the least popular shifts. Marcus asks Dana to keep this between them and "not do anything yet."
What should Dana do first?
SHRM-CP or PHR? Five questions, one minute.
The eligibility rules are different, and plenty of job postings say "PHR or SHRM-CP." Answer honestly; we apply the published SHRM and HRCI rules.
| SHRM-CP® | PHR® | |
|---|---|---|
| Requirements | No degree, HR title or HR experience required | 1 yr of professional-level HR with a master's, 2 with a bachelor's, or 4 without a degree |
| Questions | 134 (54 situational) | 90 scored + 25 unscored |
| Time | 3 h 40 min, two 110-min sections | 2 hours |
| Where & when | Prometric centers only, two windows a year | Year-round, Pearson VUE center or at home (OnVUE) |
| Exam fee | $399 members / $499 non-members (standard) | $495 ($100 application + $395 exam) |
| Reported pass rate | 68% (May–Jul 2025 window) | 72% (2025) |
Exam facts from SHRM and HRCI, October 2026. Pass rates are as reported by each organization for the period shown.
Four steps for every scenario.
Chapter 2 (20 pages) shows how the scenario questions are built and gives you one way to work them, the same every time. The scenario workshop in the Practice Book then walks you through scenarios with it, step by step.
Read the ask
"First," "best," "most effective" and "what should HR do next?" are different questions. Notice who you are in the scenario: operational HR at the CP level, strategic at the SCP level.
Cross out the never-answers
Illegal. Retaliatory. Breaks confidentiality. Ignores policy. Promises too much. Does nothing ("wait and see"). Overreacts before the facts are in ("fire him today").
Pick the safe, fair, in-role action
Of what's left, choose the action that reduces risk to people and legal risk right now, applies policy consistently, involves the right people and stays inside your role: not going over the manager's head, not handing everything to the lawyer.
Then fix it for good
If two options are still close, prefer the one that solves the cause and prevents a repeat, uses data, and closes the loop: communicate, document, check back.
Stop · Check · Fix · Close. Document at every step, not at the end.
This is our way of reasoning through scenarios. SHRM doesn't publish a formula or its scoring criteria, so no study guide can promise "the" rule. What this gives you is a consistent way to think instead of guessing.
One topic per page, drawn to stay with you.
14 chapters cover every topic on the 2026 SHRM-CP® and the PHR®, with a map showing where each page fits.
One law, one page.
Updated October 2026 · not legal advice- Every law on the same layout: who's covered, the employee threshold, what it requires, the deadlines and the one court case worth knowing.
- A "what changed 2024–2026" spread: the overtime salary threshold back at $684 a week, the FTC non-compete ban struck down (states decide), the EEOC harassment guidance withdrawn in January 2026 while the law itself stands.
- Federal law, as both exams ask, with flags where many states go further.
A year, 1,250 hours, 50 within 75.
Eligible employees: 12 months of service (not necessarily in a row), 1,250 hours in the past 12 months, and 50 employees within 75 miles.
Pay and benefits, without the fog.
- Pay philosophy (lead, lag, match), job evaluation, pay structures, compa-ratio, compression, pay equity and pay transparency.
- Benefits drawn as one map: health plans, ERISA, COBRA, HIPAA, ACA, retirement plans, leave programs, EAPs and wellness.
- The math is worked step by step in chapter 13: compa-ratio, range penetration, overtime and the regular rate.
Duties, not titles.
An employee is exempt from overtime only if all three tests pass: paid on a salary basis, at least $684 a week, and the duties test. The job title doesn't count.
From the job analysis to day one.
- Workforce planning, job analysis, sourcing, selection (validity, reliability), interviews and offers.
- Background checks under the FCRA, Form I-9 and E-Verify, onboarding, and employees vs. contractors.
- Adverse impact worked with real numbers, the way it shows up in a question.
Four-fifths, or flag it.
If one group's selection rate is below 80% of the rate of the group selected most often, that's a sign of possible adverse impact.
Three more memory tricks from inside
15 to discriminate, 20 for age, 50 for leave, 100 to warn.
Title VII, ADA, GINA, PWFA at 15 employees · ADEA (and COBRA) at 20 · FMLA (and the ACA employer mandate) at 50 · WARN (and EEO-1) at 100.
Stop · Check · Fix · Close.
Stop the harm, check the facts, fix the cause, close the loop, documenting at every step.
No TIPS, use FOE.
Managers don't Threaten, Interrogate, Promise or Spy. They can share Facts, Opinions and Examples.
The 300 questions that matter most.
Not a giant question bank. 300 original questions, hand-picked to cover what the exams lean on, each with a full explanation: why the right answer is right, where the others fall short, and which guide page to review. Quality over quantity, so every question teaches you something. 240 are printed in the 100-page Practice Book; 60 more chapter drills come as a bonus PDF with every format.
- Chapter drills + situational workshopQuestions for every chapter, each tagged CP, PHR or both, with scenarios solved step by step with the method. 46 in the book, 60 in the bonus PDF106
- SHRM-CP-style timed simulationFull length: 134 questions in two 110-minute sections, like the real exam134
- PHR-style timed simulationHalf length: 60 questions, weighted like the 2024 PHR outline60
150 cards for the in-between minutes.
Lunch break, school pickup line, ten minutes before bed. Print them, or flip through the PDF on your phone. They're made for a partner or family member to quiz you, too.
Models include ADDIE, Kirkpatrick, Lewin, the 9-box, Maslow and Herzberg. Chapter 14 adds the cram sheets: the threshold ladder, deadlines and timelines, acronyms, the BASK map and the PHR area map.
Everything for both exams, in one bundle.
The Illustrated Guide
200 pages, 14 chapters, mapped chapter by chapter to the SHRM BASK and the PHR outline.
The Practice Book
the 300 questions that matter most, hand-picked and each fully explained: 240 in the 100-page book, 60 in a bonus PDF, including a full-length SHRM-CP-style timed simulation and a half-length PHR-style one.
150 quick-reference cards
Printable PDF: laws, formulas, terms, models and the SJI method.
8-week study plan
80–120 hours, the range where SHRM's research found first-time SHRM-CP candidates did best. Plus a 4-week version if you already work in HR or are retaking.
Reimbursement kit
A ready-to-send email for your manager and a downloadable itemized receipt.
The Illustrated Guide
14 chapters · 200 pages- 1How the exams workSHRM-CP vs. SHRM-SCP vs. PHR vs. aPHR, eligibility, item types, scoring, retakes, your 8-week plan8 pp
- 2The best-answer methodHow situational items are built, a 4-step way to work them, HRCI scenario and multiple-response items20 pp
- 3The 8 behavioral competencies, drawnLeadership & Navigation, Ethical Practice, Inclusive Mindset · Relationship Management, Communication · Business Acumen, Consultation, Analytical Aptitude16 pp
- 4HR strategy, structure of the HR function & organizational developmentPESTLE, SWOT, balanced scorecard, HR service models, outsourcing, org design, group dynamics, change management (Lewin, Kotter, ADKAR)16 pp
- 5Talent acquisitionWorkforce planning, job analysis, sourcing, selection, the 4/5 rule, interviews, offers, FCRA, Form I-9/E-Verify, onboarding, employees vs. contractors16 pp
- 6Engagement, retention & performance managementCulture, job design, flexibility, surveys and stay interviews, appraisal methods and rater errors, PIPs, corrective action, separations14 pp
- 7Learning & developmentNeeds analysis, ADDIE, adult learning, Kirkpatrick, career development, succession (9-box), coaching8 pp
- 8Total rewardsPay philosophy, job evaluation, pay structures, compa-ratio, compression, pay equity & transparency, incentives, payroll basics · benefits: ERISA, COBRA, HIPAA, ACA, retirement, leave, EAP, wellness18 pp
- 9Employee & labor relationsHandbooks and policies, progressive discipline, workplace investigations step by step, retaliation, grievances, ADR · NLRA rights, elections, ULPs, TIPS/FOE, Weingarten, bargaining, strikes and lockouts18 pp
- 10Workforce management, HR technology, data & AIHRIS, ATS, LMS, self-service, data privacy and security, AI policies and bias checks, restructuring, RIF, M&A10 pp
- 11U.S. employment law atlasOne law, one page: who's covered, threshold, requirements, deadlines, landmark case · "what changed 2024–2026"26 pp
- 12Risk, safety, global workforce & CSREnterprise risk, OSHA programs, workers' compensation, workplace violence, emergency and business continuity, immigration and global mobility, ILO standards, CSR14 pp
- 13HR metrics & the math, step by stepTurnover, retention, absence rate, cost per hire, time to fill, yield ratios, adverse impact, compa-ratio, training ROI, overtime and regular rate, FMLA hours, ACA full-time equivalents, OSHA incident rate8 pp
- 14Cram sheetsThreshold ladder, deadlines and timelines, acronyms, BASK map, PHR area map8 pp
- Total200 pp
Study on a screen, on paper, or both.
The PDFs open on any tablet, phone or computer and print cleanly at home. The printed books are for people who learn with a pen in hand.
eBook · $39.99
The guide, the Practice Book and the 150 cards as PDFs. Download right after checkout, plus the free yearly update.
Printed · $79.99
The Illustrated Guide and the Practice Book in print, 300 pages in two books, shipped to U.S. addresses.
Printed + eBook · $89.99
Everything in print and everything digital. Start tonight on the PDF while the books are on their way.
Built for the people who already do the work.
You've been doing HR for years. Now get the letters after your name.
Office manager, payroll, operations: HR landed on your desk. No HR degree or title is needed for the SHRM-CP. (The PHR counts only professional-level HR experience: our quiz above sorts it out.)
You want the promotion, and the postings ask for a credential.
Many job postings say "PHR or SHRM-CP." NOTEX covers both, so you can pick the one that fits the jobs you want.
You're changing careers and want a solid start.
The SHRM-CP has no experience requirement. Start with the method and the law atlas, then follow the 8-week plan.
Ask once. We wrote the email.
Many employers pay for professional development. Copy the email, fill in the brackets and send it to your manager. Every order includes an itemized receipt you can download for reimbursement.
- Itemized receipt with the product, format and price
- Clear description of what the bundle covers
- Works whether you buy first and get reimbursed, or ask first
Hi [Manager's name], I'm preparing for the [SHRM-CP / PHR] exam, and I plan to test in [month]. Earning the certification will help me [handle employee relations and compliance questions with more confidence / take on more of our HR work]. I'd like to use the NOTEX HR Certification Bundle: a 200-page illustrated study guide, a Practice Book with 300 hand-picked, fully explained questions, quick-reference cards and an 8-week study plan. It covers the SHRM BASK and the federal employment laws on the PHR. The cost is [$39.99 / $79.99 / $89.99], one time. I'll submit the itemized receipt for reimbursement. Could you approve this? Thank you, [Your name]
Get 10 pages free before you decide.
Pages from the best-answer method, the law atlas and the Practice Book, sent to your inbox. See if the way we explain things works for you.
What's on the market, side by side.
Features and list prices only. Every option below has helped people prepare; pick what fits your budget and the way you study.
| NOTEX | SHRM Certification Prep System (2026) | All-in-one study guides | |
|---|---|---|---|
| List price | $39.99 – $89.99, one time | $820 – $1,330 | About $20 – $60 |
| Access | Yours to keep | 18 months | Yours to keep |
| Exams covered | SHRM-CP and PHR in one bundle | SHRM-CP and SHRM-SCP | Varies by title |
| Format | Illustrated guide, practice book, cards | Online learning + books | Book, often around 900 pages |
| Practice questions | The 300 that matter most, each fully explained | Included | Varies by title |
| Step-by-step method for situational questions | Yes, chapter 2 + a situational workshop | Varies | Varies |
| Printed option | Yes | Yes (books included) | Yes |
| Employer reimbursement | Email template + itemized receipt | SHRM offers an "approach your boss" kit | — |
Public list prices as of October 2026; sellers change prices, so check with each one. NOTEX is an independent study resource and is not affiliated with SHRM or HRCI.
Start today. Test with confidence.
Same content in every format. One payment, no subscription.
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- The Illustrated Guide, 200 pages (PDF)
- The Practice Book: the 300 questions that matter most (PDF)
- 150 quick-reference cards (printable PDF)
- 8-week and 4-week study plans
- Reimbursement kit
- Free yearly update
- Printed books
Printed + eBook
Start tonight, books on the way
one time
- Both books in print (300 pages), shipped in the U.S.
- The guide and the Practice Book as PDFs
- 150 quick-reference cards (printable PDF)
- 8-week and 4-week study plans
- Reimbursement kit
- Free yearly update of the eBook
Printed
For pen-in-hand learners
one time
- The Illustrated Guide, 200 pages, printed
- The Practice Book: the 300 questions that matter most, printed
- Shipped to U.S. addresses
- 8-week and 4-week study plans
- Reimbursement kit
- PDFs and the 150 cards
guarantee
Try it for 30 days.
If NOTEX isn't helping you study, email support@notexofficial.com within 30 days of your order and we'll refund you.
Before you decide.
Choosing your exam
If you don't meet the PHR experience requirement yet, the SHRM-CP is your exam: it has no degree, title or experience requirement. If you qualify for both, the SHRM-CP fits people heading toward an HR business partner role or applying where postings ask for it; the PHR fits people who work heavily on compliance and law, or who need to test soon or from home (it runs year-round, also online). Neither is "worth more." Take the 5-question quiz.
Yes, the SHRM-CP. SHRM requires no degree, no HR title and no HR experience, and you don't need to be employed when you apply. The PHR requires professional-level HR experience: 1 year with a master's degree or higher, 2 years with a bachelor's, or 4 years without a degree.
Only in part. The knowledge chapters overlap, but the senior exams test strategic judgment at a level this bundle isn't built around. If you're aiming for the SHRM-SCP or SPHR, treat NOTEX as a helpful refresher, not your main resource.
NOTEX is useful for the aPHR, especially the law atlas, but it isn't built on the aPHR outline. We'd rather tell you that now.
For SHRM in 2026: no, only in person at a Prometric test center. For the PHR: yes, with OnVUE, or at a Pearson VUE test center.
The content
Yes. Chapter 3 draws all 8 behavioral competencies of the 2026 BASK, including Inclusive Mindset (which combines the former Inclusion & Diversity and Global Mindset). AI in HR, including AI policies and bias checks, is in chapter 10.
No, and anyone who says theirs are should worry you. Our questions are original, written in the style of the exams. Nobody outside the exam teams has the real questions, not even the SHRM team that makes study materials. SHRM and HRCI forbid sharing exam content, so we never use questions "recalled" by test-takers.
The law pages are updated as of October 2026 and say so on every page. Examples: the FLSA overtime salary threshold is back at $684 a week; the FTC's non-compete ban was struck down, so states decide; the EEOC withdrew its 2024 harassment guidance in January 2026, but the law itself still applies. HRCI says candidates are tested on the laws in force on exam day, so eBook owners get the yearly update free. This is study material, not legal advice.
Federal law. The SHRM-CP and PHR ask about U.S. federal law (the PHRca is the California exam). Our pages flag where many states go further, such as minimum wage, the overtime threshold and paid leave.
No. The PHRca has its own outline built on California law, and this bundle doesn't cover it.
No. You need the idea behind each case: Griggs means indirect (disparate impact) discrimination, Weingarten means a union employee can have a representative at an investigatory interview. The bundle highlights the few cases and dates that matter.
The one that follows good practice and federal law as described in the BASK, not your company's habits. It's the most common mistake people make after years in HR, and chapter 2 trains you out of it.
Studying
SHRM's research on first-time candidates found that people who studied 81–120 hours did best on the SHRM-CP. The 8-week plan is built for 80–120 hours. If you already work in HR or are retaking, there's a 4-week version.
NOTEX is designed for self-study: every area of the 2026 BASK and the PHR outline, the 300 practice questions that matter most, a full-length SHRM-CP-style timed simulation and a half-length PHR-style one. Some people also like a live course for the structure and the teacher; NOTEX works alongside one too. The SHRM BASK itself is free from SHRM and a good companion.
Start with your score report: it shows whether you were below standard in each of the 3 competency clusters and the 3 knowledge domains. You can retest in a later window, paying the fee again. Situational questions improve with practice, so work through the situational workshop and then the timed simulation. The 4-week plan is built for retakes.
No. It's built to help you pass the exam, not to renew a certification.
Ordering
Often, yes. Use the ready-made email to ask your manager, and download the itemized receipt after checkout.
Printed books ship to U.S. addresses, and you'll see the delivery estimate at checkout before you pay. If your exam is coming up soon, choose Printed + eBook: you can start on the PDFs tonight.
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Email support@notexofficial.com within 30 days of your order and we'll refund you.
Walk in knowing how to spot the best answer.
A 200-page illustrated guide, the 300 practice questions that matter most, and a method you can use on every scenario.
Choose your formatInstant download · 30-day guarantee · Itemized receipt
SHRM®, SHRM-CP®, SHRM-SCP® and SHRM BASK® are registered trademarks of SHRM. HRCI®, PHR®, SPHR®, aPHR® and PHRca® are registered trademarks of HRCI. NOTEX is not affiliated with, endorsed by, or sponsored by SHRM or HRCI. Exam names are used only to describe which exams this study material is for.
NOTEX is study material, not legal advice. Law content is updated as of October 2026; laws change, and candidates are tested on the laws in force on exam day. Practice questions are original and are not taken from any real exam.