Career-minded human resource professionals interested in proving their worth to their employers devote time, energy, and money into earning certification. But now the credentialing system they’ve relied on for decades is up in the air, and a new system is still a mystery. HR pros were surprised in May when the Society for Human Resource Management (SHRM) announced it was creating its own certification system, throwing into question the familiar credentials administered through the HR Certification Institute (HRCI). Immediately, questions began to surface. 
What are the new credentials, and how meaningful will they be?
SHRM says its certification system will include two levels: the SHRM Certified Professional (SHRM-CP) and the SHRM Senior Certified Professional (SHRM-SCP). The organization has posted more information at www.shrmcertification.org.
SHRM’s goal with its new certification is to move to what it calls a competency-based model. “Since most currently available certifications focus primarily on knowledge over competency, (that is, what candidates have learned, as distinguished from how they perform), SHRM has undertaken the development of a comprehensive learning and assessment tool,” SHRM states on its website.
HR professionals who already have the common credentials from HRCI – the Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR) – have to wonder how meaningful their certifications will be if the premiere HR membership organization apparently finds them lacking.
HRCI is adamant that its credentials will keep their meaning. It has released statements in response to SHRM’s action defending its program and saying its credentials “provide the brand recognition that is so important and respected in the HR industry.”
HRCI wants to assure practitioners that it’s not going away. “The ‘big’ question is, whether HRCI will continue to develop and administer its certification programs,” HRCI said in a press release. “The answer to that question is an unequivocal yes.”
Transition to new certification, keep the old, or earn both?
Certified HR practitioners have a decision to make. Should they rely on their current certification, pursue the SHRM program, or earn both sets of credentials? SHRM wants HR pros to know that they can transition to its certification program without losing current credentials, and the transition will come at no charge.
“Each HR professional has the prerogative to decide whether to obtain the new SHRM Certification, keep or drop any other existing certification, or maintain no certification, although SHRM has always strongly supported and encouraged certification for HR professionals,” according to SHRM’s Senior Vice President of Membership, Marketing and External Affairs J. Robert Carr, J.D., SPHR.
Earning SHRM’s new certification
Here’s how the system will work, according to Carr: Beginning January 1, 2015, professionals with existing HR generalist certifications that are in good standing will be eligible for the new SHRM Certification – at no cost – by completing the following by December 31, 2015:
- Document that the current certification is in good standing.
- Sign the SHRM Code of Ethics.
- Complete an online tutorial on HR competencies.
Carr says the online tutorial will take approximately one hour. Once the process is complete, the new SHRM credential will have been earned and a three-year SHRM recertification cycle will begin.
How will HR pros prepare for testing?
With a new system coming online, practitioners have questions about requirements for certification, test-prep materials and classes, and how much they should expect the process to cost.
Carr says already-certified practitioners transitioning to the new system won’t be charged a fee, and they won’t need to buy study materials to prepare for the online tutorial. Individuals with existing senior- or advanced-level certifications will be eligible for the SHRM-SCP certification, and existing generalist- or professional-level HR certification holders will be eligible for the SHRM-CP certification.
HR professionals seeking certification for the first time can apply for the exam beginning January 1, 2015. Carr says the first exam window for the new SHRM Certification is tentatively scheduled for May 2015. Applicants will have to show that they have been working in an HR role for more than 1,000 hours within a calendar year, which equates to one year of experience. That experience can be in an exempt or nonexempt capacity. SHRM membership is not required to attain the new certification.
As to the cost for first-time certification candidates, Carr says fees have yet to be set. “We anticipate that our new certification will be a cost-effective program for both our individuals and chapters, with reasonable fees (or no fees in certain cases) for certification and recertification,” he says. “We will have more details soon on the exact cost structure of the new certification. We anticipate pricing to be competitive with existing certification preparation materials.”
Carr says the prep materials “will be at the same caliber of the current SHRM Learning System but will be updated with universal content and competencies.”
What steps should HR pros take right away?
Carr says SHRM will continue to support the current certification programs through the December 2014-January 2015 testing windows. That means SHRM will continue offering the SHRM Learning System for PHR/SPHR, as well as the SHRM Learning Systems for GPHR, Human Resource Business Professional (HRBP), and Human Resource Management Professional (HRMP) through November 30, 2014.
Carr says SHRM also will continue to support its education partners and chapters who offer the current certification prep programs through the end of 2014. SHRM also will continue to offer SHRM certification prep programs at SHRM conferences, seminars, virtual programs, and corporate programs. In addition, SHRM will continue to submit its 2014 and 2015 programs for pre-approved recertification credits.
So SHRM advises currently certified professionals to take the online tutorial when it becomes available to transition to the new certification. As for professionals seeking first-time certification, Carr says anyone pursuing the current certification who passes the exam can convert to the SHRM certification free of charge between January 1 and December 31, 2015.
“If they do not pass the current exam during the December 2014-January 2015 test window, and they purchased the current 2014 SHRM Learning System, we will provide the new 2015 SHRM Learning System free of charge,” Carr says. “This will help them prepare for the new SHRM exam, held May-July 2015, if they choose to pursue this path.”
What about the integrity of the test?
SHRM has been under fire from HRCI, which touts its independence. In a statement responding to SHRM’s plans, HRCI said, “We are free from influence, meaning our certifications are not built around any proprietary product or organization.” The statement went on to point out that nearly 140,000 HR professionals hold one or more HRCI certifications.
“Our sole focus has been on certification and the integrity of the credentials that show real world experience and knowledge about what makes an effective HR professional in today’s world,” the statement added.
SHRM defends the integrity of its upcoming program. “In order to ensure that there is no conflict of interest, SHRM has created a separate credentialing arm, the SHRM Certification Commission,” Carr says. “The SHRM Certification Commission will have delegated authority from the SHRM Board to manage all technical aspects of the certification program, including the overall development of the exam, eligibility requirements, and issuance of recertification. Test preparation materials will be developed separately from the credentialing body.”
Carr says SHRM anticipates obtaining accreditation from the American National Standards Institute and/or the National Commission for Certifying Agencies.
HRCI has been the credentialing body for the HR profession for decades. The exams are developed by currently certified senior HR practitioners who are volunteers (no financial reward, only working hard to advance the profession). The exams are accredited and go through a through validation process (a question written today may not even show up on an exam for a few years because of the rigorous process). The items are written to demonstrate that the test taker can apply their knowledge (hence really no substitution for experience). The successful candidate truly has “earned” the designation and should be rightfully proud.
SHRM’s board is currently made up of non-credentialed individuals (it’s head is a CPA)significantly lacking in true HR experience. We have done ourselves a great dis-service by not paying better attention to whom we were electing (or allowing to be elected by not participating)to steer the ship of the organization that has come to represent HR. We’ve also not paid enough attention to the transparency report. The short of it is that SHRM has been losing members for quite a while – partly due to a lack of relevancy but also partly due to some overreach. For example, there are a lot of unhappy CFOs who balked at the finance standard that SHRM tried to put in place. As a result, those CFOs have refused to support their HR teams in maintaining a relationship/membership with SRHM. SHRM has now created a list of “competencies” and have developed some pretty costly training programs around them. In order to sell them, they have had to show the businesses some ROI. Knowing the high standards of the HRCI certifications which translate to lower pass rates, SHRM had to find a way to “pass” more course attendees (including non-exempt team members) through to certification. This now dilutes the value of certification, confuses everyone, and has done the profession a huge disservice.
Regardless, HRCI designations continue to be the gold standard and what the business community is most familiar with – and trusts. The first body of knowledge was revised several years ago to test business acumen/competency as a result of partnering with businesses to learn what they needed from their HR teams. SHRM, on the other hand, feels the need to brand their “new” certifications with their own moniker because they believe it is what business knows and respects. Believe me, businesses know HRCI, but they could care less if their HR team members belong to SHRM or not.
SHRM doesn’t even have a product that is ready for delivery. ANSI is to be their certifying agency and, having had experience in that world, it will take a minimum of 2-3 years for anything to happen regarding a standardization.
SHRM hasn’t even begun to demonstrate the competencies they are planning to “test”. How in the world can they be credible?
Might I suggest joining the HRCI Voices group on LinkedIn. There is a lot of great discussion going and some really good information being shared. Former SHRM board members are providing awesome commentary.
What if you are a HR Professional and unemployed? According to the above statement,”Applicants will have to show that they have been working in an HR role for more than 1,000 hours within a calendar year, which equates to one year of experience.”
This sets up indirect bias for folks who are trying to get work in the HR field and certification would provide them with the possible jump start to their career.
Last, I really feel that SHRM does not cater to the unemployed or to people who just don’t have the disposable income these days. Social responsibility?
I personally feel as though this provides a good option for entry level HR professionals. These folks are looking for certification to advance their careers, but do not yet meet the exempt level and/or years of experience requirement for the PHR.
If SHRM can successfully test competency instead of knowledge, power to them.
I agree with the comment made by Carol. However, for folks who have been unemployed, due to no fault of their own, may or may not qualify for a grant to study for such a certification with their local workforce development office. However, each office has funds designated to their community needs. I have worked for workforce and coached folks seeking and earning SHRM certification.
Thank you,
Dani