1. SHRM Certification Dorothy Knapp, MS, SHRM-SCP Field Services Director
Hello and welcome to my presentation on SHRM certification. I am delighted to be here to talk to you about this new way of thinking about the Human Resources profession and how we as HR professionals can be business leaders looking at our organizations through an HR lens.
Bhavna Dave, PHR
Director of Talent
SHRM member since 2005

2. New ways of doing business require new ways of managing people
Forces for Change
New ways of doing business require new ways of managing people
Globalization
Speed and Flexibility
Government Regulation
Demographic Shifts
New ways of managing people require new competencies and behaviors from HR
Highlighting behavioral attributes along with technical skills
A new focus on competencies and behaviors is a great way to advance the HR profession
Identifying successful performance across career levels
Focus on observable measurable behaviors and proficiency standards

3. SHRM Body of Competency & Knowledge
A few years ago, SHRM engaged a taskforce to interview business leaders, HR professionals and academicians to find out what are the competencies needed to have a successful career in HR. Overwhelmingly, they told us that we need to do HR VERY WELL (We do and will continue to have HR as the main core of our competencies! ) As you look at this graphic, you will see the 4 HR Domains in green serve as the foundation for the new Body of Competency and Knowledge – or BoCK.
They also said that there are some “behavioral” competencies that we need to have to be part of the business leadership of our organization. As you look at the visual, you will see these competencies in royal blue. They are Leadership and Navigation, Business Acumen, Ethical Practice, Relationship Management, Consultation, Critical Evaluation, Global and Cultural Effectiveness, and Communication. As HR professionals move from effective practitioners to successful HR business leaders, this SHRM Body of Competency and Knowledge™ (BoCK) will be the intellectual cornerstone of the new SHRM certifications.
The BoCK serves as the result of years of research and the active engagement of thousands of HR practitioners that confirm the importance, relevance, and global universality of the tested SHRM Competency Model.
The BoCK documents the areas of competency and knowledge that will be tested on the SHRM-CP and SHRM-SCP certification exams.
The BoCK contains an updated knowledge component, which reflects the modern and current skills, including technology, big data, and employee engagement, that are critical in today’s global business environment.

4. SHRM Competency Model
So what are the nine Competencies: Here are the Elements for HR success.
As mentioned earlier, our research indicated that success as an HR professional is a function of two things:
what you know and
how you translate that knowledge through behavior.
In other words, success is not only about what you know but how you use it.
The knowledge component is termed HR Technical Expertise and Practice with six bodies of knowledge or disciplines while the behavior component consists of eight critical competencies (seen in the horseshoe or outer ring of the model).

5. Information and Descriptions of each competency
Link to the HR Competency Full Model on shrm.org
Information and Descriptions of each competency

6. Any related or contributing competencies Behaviors
The Four Parts to each Competency
Title
Definition
Sub-competencies
Any related or contributing competencies
Behaviors
Demonstrated at the highest level of proficiency
Proficiency standards at 4 career stages
What you should engage in to be successful at each level

7. Technical Competency
Competency Domain #1: HR Expertise
Definition: Knowledge of principles, practices, and functions of effective human resource management
HR Expertise describes the technical expertise needed by HR professionals to design, enact, evaluate, and maintain sound HRM practices
Includes the policies, practices, laws/regulations, and principles that underlie effective HRM
Now, let’s take a deeper look at each of the 9 HR Competencies.
First, as a technical competency, HR Expertise serves as the driver of other behavioral competencies.
When we examined technical or functional competencies, it became abundantly clear right away that there are six critical areas of knowledge relevant to any HR job. These are strategic management, workforce planning and employment, HR development, total rewards, employee and labor relations, and risk management.
For those of you who hold a certification from HRCI, this body of knowledge should seem very familiar as they are perfectly aligned with the content areas of the PHR, SPHR, and GPHR examinations.
In addition to these areas, two additional areas of knowledge were identified through our research—HR technology knowledge and corporate social responsibility programs knowledge.
====================================
Function Cluster:
HR Expertise
Ethical Practice
E.g., Talent Acquisition, Employee Engagement,
Learning & Development, Total Rewards,
Risk Management, & Labor Relations

9. Behavioral Competencies: Strategic Partner Cluster
Competency Domain #4: Critical Evaluation
Definition: Interpret information with which to make business decisions and recommendations
HR is all about numbers, metrics, stats, and research!
Mastery of measurement and assessment, critical thinking, and research design with the expressed aim of answering workforce and business questions
But, developing your business acumen isn’t enough. We found through our research that those with the highest business acumen were able to use their knowledge of the business coupled with their skills in critical evaluation to actively identify potential inefficiencies and unrealized revenues.
For years, I have heard people say that they got into HR because they are not great with numbers or they are a people person. The truth is that HR is all about numbers, metrics, stats, and research.
Truly proficient HR practitioners have a mastery of measurement and assessment, critical thinking, and research design with the expressed aim of answering workforce and business questions.
The best predictors of this proficiency is a genuine level of curiosity and inquisitiveness while maintaining objectivity in the evaluation of data.
When asked what the most critical skills sought, our 640 CHROs indicated that critical evaluation was the 2nd most important competency after strategic management.
Evaluate the data, analyze it from different perspectives until
you have a good grasp of the details

10. SHRM HR Competency Model – Example of information on www.shrm.org
A lot of information is on the SHRM website for each competency in our model.

11. SHRM Certification Objectives
Why Be SHRM – certified?
SHRM Certification Objectives
Incorporate the behavioral competencies that HR professionals need for career success
Create the basis for a relevant & credible certification that receives widespread employer support
Establish a universal standard and global brand for HR certification that will be recognized worldwide
Provide a streamlined certification program that expands access, minimizes bureaucracy, and supports the continued development of the HR profession

12. For Those Currently Certified – The Pathway Process
FREE in 2015 for HR Certified Professionals
All holders of valid HR generalist certifications may obtain SHRM-CP or SHRM-SCP via the “pathway” process
Agree to SHRM Code of Ethics
Complete online tutorial on SHRM Competency Model
Jan 5 – Dec 31, 2015
Pathway participants are not asked to “give up” existing certifications!
For those of you who currently hold the PHR, SPHR, GPHR, You have a one time opportunity to ADD ON the SHRM certification for FREE! No one is asking you to transfer or replace your current certification. You have a chance to get in on the “ground floor” of this new certification anytime during After 2015, you will have to take the exam if you want to add on the SHRM certification.
The 3 step process goes like this. Go onto sign the SHRM Code of Ethics (be attentive to what you are signing); verify that your current certification is still valid; and take a minute tutorial.
This process recognizes that you have already studied the HR Body of Knowledge and have successfully tested for that. You are now being introduced to the behavioral competencies that are the additional business focus that we need as we grow in our careers.

13. Here’s What to Do….
1) Go to 2)

14. 3) Have your SHRM Member ID ( ; Member Care) and your start date-end date of your existing HR generalist certification

15. Create a profile at https://portal.shrmcertification.org
Apply for the tutorial (use current version of your browser) -- select your existing HR generalist credential.
Read and agree to the following
SHRM Code of Ethics
Privacy Policy Terms & Conditions
An will be sent to you giving you the link to the tutorial

16. The Tutorial – Three Parts
Descriptions of the Competencies/Background
Examples of the Behavioral Competencies – build your own self-assessment
Sample situational judgment questions
Three multiple choice questions per scenario
If you don’t get it right, you get another chance!
You can stop in the middle of the tutorial and
pick it up again at a later date – you have 10 days
to complete the tutorial.

17. Once You have Completed the Tutorial…
You will receive an saying you will receive notification that the certification has been granted within hours
You could be audited at this point. They will want to see verification of your credential – certificate, notice of passing, scanned picture showing your credential type (PHR, SPHR) and dates of validity
You will receive an showing that the certification has been granted; a certificate and pin will follow

18. If you are seeking certification…
Go to
Click on I’m Seeking Certification; then begin to follow the appropriate path

19. In order to be eligible to sit for the SHRM-CP or SHRM-SCP exam, an applicant must meet the specific educational and work experience criteria, outlined below: j
Eligibility Criteria
Our eligibility criteria eliminates barriers, emphasizes the value of formal HR education, and provide an accelerated path from the SHRM-CP to the SHRM-SCP.
*Interesting tips to share with others – You can find more information on the eligibility requirements at
*Note that there is no distinction between exempt and non-exempt (the US is the only country in the world that used those categories)
Also, 1000 hours of HR related activity in a year qualifies for 1 year of experience
PLEASE CHECK FOR MORE DETAILS!
*Less than a bachelor’s degree includes: working towards a bachelor’s degree, associate’s degree; some college; qualifying HR certificate program; high school or GED.
Notes: of HR related activity = 1 year of experience; HR experience may be in an exempt or non-exempt capacity; for more information, see SHRMCertification.org.

20. SHRM-CP & SHRM-SCP – Testing Windows
No informational updates count toward educational credit
To learn more, visit us online at:

21. SHRM-CP, SHRM-SCP Exam Fees
The exam fees are broken down by members and nonmembers.
The test is administered by Prometric, the company SHRM has been working with for years. You will go to a Prometric test center to take the exam. You can find all the information and links you need in the Education and Certification section of the SHRM website.

22. Testing for Competencies
This is an example of a situational-judgment question you can expect to see on the exam. (You might want to read it)
Or say, “While I won’t read the question now, you will find some interesting things about the new situational judgment exam.
It is a “real life” situation; one you may come across in your position in HR
It is a learning experience for you if you have not come across it; you may at some point in your HR career
Situational Judgment Questions
Multiple Choice

23. 2015 SHRM Learning System
The SHRM Learning System is available for you to buy to study for the exam. It is distributed by the Holmes Corporation, SHRM’s educational partners. The Learning System is now available ONLY for the SHRM certification. You can read more about the Learning System in the Education and Certification tab on
The 2015 SHRM Learning System addresses all elements of the SHRM BoCK & provides comprehensive online learning & instructional aids, accessible by any device.

24. Some University Partners in Georgia
learning/options/pages/partners.aspx

25. Informational Materials
SHRM has published a variety of pamphlets, guides, & handbooks on all aspects of the SHRM certification program – which can be accessed via
Those of interest to individuals:
The SHRM BoCK
SHRM Certification Handbook
SHRM Recertification Handbook
SHRM has published a variety of pamphlets, guides, & handbooks on all aspects of the SHRM certification program – which can be accessed via SHRMCertification.org

26. Recertification Timetable
Pathway or exam taken May 2015
Three years; 60 PDCs May 2018
Recertification deadline Last day of birth
month after the 3 year date
Birth month September
Recertification deadline September 30, 2018
Once you are certified as a SHRM- Certified Professional or a SHRM- Senior Certified Professional, you will now be responsible for gaining 60 Professional Development Credits (or PDCs) over the next three years. Your recertification deadline will be the last day of your birthday month after three complete years after your pathway or exam date. For example, if you take the pathway or the exam in May 2015 and your birthday month is September, your recertification deadline would be September 30, From that point on, your recertification date would be September 30, 2021, 2014, etc.
(You might want to give another example: Test in December 2015; 3 years later is December 2018; birthday is in June; recertification deadline would be June 30, 2019.)

27. Recertification Process
Broad Opportunities for Qualifying Activities
User-Friendly, Job-Related Requirements
Streamlined Preferred
Provider Program
SHRM’s streamlined approach to recertification includes:
60 Professional Development Credits (PDCs) based on the SHRM BoCK;
Credits awarded for Advance Your Education, Advance Your Organization, and Advance Your Profession;
Greater emphasis placed on job-related experiences and projects;
No distinction between Strategic & General Business Credits; and
State Councils, Chapters, and Educational Partners in good standing are eligible to become Preferred Providers at no cost.
We anticipate significant growth in professional development programming focused on HR competencies, which will have a positive affect on the development opportunities for HR professionals. Our chapters and state councils are working to become Preferred Providers of educational opportunities for your professional development.
When recertifying for the new SHRM certification program, you will be eligible to receive credit for advancing your education, advancing your profession, and advancing your organization.
You will need 60 credits of competency-based programming that aligns with the BoCK.
SHRM is making it simple for chapters to provide recertification credits by having no distinction between “General Business” and “Strategic” credit.
Beginning in 2015, SHRM will offer recertification credits for the new certification at SHRM programs and also authorize other program providers to offer recertification credits.
SHRM will continue to apply to HRCI for recertification credits for all current SHRM programs and events scheduled in By maintaining your existing credentials in good standing, you will be eligible for the new SHRM certification program in 2015.
Recertification:
Begins the date a candidate passes the SHRM-CP or SHRM-SCP exam;
Ends on the last day of a credential holder’s birth month, at least 3-years from the date they became certified
Some credential holders may have slightly longer recertification periods during the first cycle.
Cost of recertification is $100 for SHRM and $150 for non-SHRM members.
Once you earn the new SHRM credentials,
you will begin a three-year recertification cycle.

28. Three years to acquire 60 PDCs
Recertification
Three years to acquire 60 PDCs
All programs that enhance your competencies will qualify for PDCs, giving you great flexibility in designing your professional development plan!
Use this table as your guide for gaining the PDCs needed to recertify. There are no minimums in any category! You can focus on the competencies you need to build for your own professional growth. Use this three year period wisely; help yourself to learn, practice, and gain experience in those behavioral areas that you feel need more depth. For example, taking a course in finance might help you in the business acumen competency. Taking a class in effective presentation skills would add to your tools in the communication area. This is an opportunity for you to truly assess yourself and focus on your needs.

29. Professional Development Credits (PDCs)
FYI…
Professional Development Credits (PDCs)
Chapters and State Councils will be allocating PDCs to programming using the following example:
1-hour educational program = 1 PDC
1-hour-and-15-minute concurrent conference session = 1.25 PDCs
3-hour e-Learning course = 3 PDCs
*Welcomes, introductions, meals, and breaks do not count as educational time and must be omitted from the total program count.
There is no distinction of credit type (strategic/general) for SHRM PDCs.

30. How to Get Into Your Personal Online Tracking
Go to Enter login information – , password Takes you to the HOME page Where you add your courses and PDCs Second Tab – Pre-approved Activities Search by Date, provider, keyword, state, start date, competency. Add the course id to “Advance Your Education” and it will populate the info Third Tab – Orders Has to do with receipts for the exam, etc.

31. Your HR career is in your hands!
Next Steps
Get certified!
Currently certified – take 3 step pathway at
Not certified – register for exam – will be offered in the May and December timeframes
Review SHRM BoCK. Find it at
So now is the time for you to go into action! If you are currently certified, take the 3 step pathway. If you are not certified, find the course at a local university, join a chapter study group, or sign up for the online program. Use the new SHRM learning system to help you study effectively.
Your HR career is in your hands!

32. State Council/Chapter SHRM Certification Incentive Program
Our chapters and state councils are working hard on SHRM Certification too!
State Councils will earn $10 for every SHRM National member in the state who is SHRM certified on 31 December 2015
Chapters in good standing will earn $20 for every SHRM National member who designates the chapter as his/her primary and who is SHRM certified on 31 December 2015
Incentive program will continue in 2016 as well
Your chapter and state council will receive a bonus for every SHRM certified person in their chapter or state at the end of 2015 and again in The reason for this is that our state councils and chapters are helping us to educate HR professionals on the new certification. So, your getting the process done in 2015 will contribute to your chapter and state coffers! An added incentive for you to do it now!

33. Find a Preferred Provider Near You
SHRM-Atlanta
Northwest Georgia SHRM-Dalton
The Savannah Area Chapter of SHRM
The Greater Henry County Chapter
CSRA SHRM - Augusta
SHRM - Columbus Area Chapter
SHRM Middle Georgia Chapter-Macon
Statesboro Area SHRM
Allatoona SHRM
West Georgia SHRM-LaGrange
Athens Area Society for Human Resource Management

34. I’m happy now to take your questions.
This presentation is available on the SHRM Volunteer Leaders Resource Center. Go to Click on the Communities tab; click on the Volunteer Leaders Resource Center; and look for it on the landing page in the Certification section.
I’m happy now to take your questions.
Image courtesy of Stuart Miles/FreeDigitalPhotos.net

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Thank you for your attention!