The paper is concerns problems of professionalization HR-experts in USA. Information on structure of professional organizations in the ­ eld of HR practices and ways to outreach HR-experts are described. Of special interest is the assessment of HR-experts performance, undertaken on the basis of Friedson’s model. Of interest is also description of methods, HR-experts currently use to assess their own performance and speci­ cs of professional training. As the authors show, the need for entry control to the profession in terms of certi­ cation or acquiring higher education I relatively weak. The very fact of low entry barrier for HR practices may relate to low recognition of signi­ cance of HR-activities by public and business community. Despite the claims of the US HR-experts that they enjoy some autonomy of operation, in fact they tend to consider their work as being intrinsically controllable by their professional organization.