Presentation on theme: "HR Certification: A Leadership Development Resource for Your HR Department 2010 Presented by Grey Scott, M.S., SPHR, HR Content Manager, HR Certification."— Presentation transcript:
1 HR Certification: A Leadership Development Resource for Your HR Department 2010Presented byGrey Scott, M.S., SPHR, HR Content Manager, HR Certification InstituteKaren Bennett, SPHR, CCP, SVP HR, Turner Broadcasting System, Inc.Note: There is no recertification credit awarded for attending this presentation.
2 What You Will Learn What makes a good leader? Why HR certification? How HR certification can be used as a leadership development toolWhat is certification?The benefits to your employees and organizationOur certificationsRecertificationHow to incorporate into your development program
3 What Makes a Good Leader? Two Schools of ThoughtSome say you have to be born with it. Most, however, believe good leaders can be created with encouragement and a commitment to their development.
4 Why HR Certification?Your HR department touches virtually every aspect of your business and HR-related costs are one of your organization’s largest expenses. To obtain and maintain HR certification, your staff must stay current on changes taking place the HR profession. This ensures that your organization’s HR strategies are in line with best practices and policies in the marketplace.Seventy percent of an organization’s expenses are typically related to HR costs:employee compensation and benefits, hiring and retention, staff training and development, regulation compliance, etc)
5 A Leadership Development Tool By integrating HR certification into your HR department’s leadership development program can helpDevelop a department that leads by exampleCreate a clear path for your HR staff’s professional growthFocus your professional development dollars on HR-related continuing educationProvide cross-training across all HR disciplinesEnsure that your staff is up-to-date on current HR laws and practices
6 What is Certification? The three “E”s of certification: Education ExperienceExamUnlike certificate programs, certification requires recertification to maintain credentials.Candidates must meet the first two eligibility requirements to be approve to take the exam.For certificate programs, you generally just need to sign up and attend and then receive a “certificate of completion,.” which just proves you attended the program; not that you demonstrated any gained knowledge.
7 Characteristics of a Certified HR Professional Has mastered the core principles of HRDemonstrates a commitment to staying knowledgeable in the HR fieldIntegrates their professional growth with the needs and goals of the organizationTurner’s certified HR staff understand the business landscape and how changes influence the company’s HR decisions.
8 Importance of Certification at Turner Broadcasting All professional HR staff encouraged to get certifiedUsed as a development tool for employees identified as High Potential Contributors – incorporated into their professional development planHosts certification training program at Turner headquarters for both staff and HR professionals from other organizations in downtown Atlanta – participating staff responsible for logistics
9 Importance of Certification at Turner Broadcasting Because company is large, Turner’s HR staff assigned to specific HR functions. But these functions often overlap.Regardless of employee’s HR role, certificationensures that staff are cross trainedis beneficial throughout employee’s lifecycle – can move to other functions more easilyis considered “badge of accomplishment” – CHRO is an SPHR
10 Using Certification as Leadership Development Tool Increases employee loyalty, motivation and retention by demonstrating that your staff’s professional growth is an organizational priorityDemonstrates that your HR staff has a mastery of the core HR competencies and can apply them to your organizational strategies and goalsEnsures professional development activities are aligned with organizational goals resulting in an ROI of development dollarsBoth the employee and the company benefit from incorporating HR certification into your professional development program.
11 Who Is the HR Certification Institute? The HR Certification Institute is an internationally recognized certifying body for the HR profession. HR Certification Institute has awarded over 108,000 credentials in over 70 countries and territories to HR professionals who have passed rigorous exams to demonstrate their mastery and real-world application of forward-thinking HR practices, policies and principles. HR Certification Institute is an affiliate of the Society for Human Resource Management.HISTORY OF THE HR CERTIFICATION INSTITUTEBegan certifying HR professionals in 19762004 added Global Professional in Human Resource (GPHR®) certification and offered exams via CBT2005 added online recertification process2007 added California exam (PHR-CA®/ SPHR-CA®)2008 added online Approved Provider directory“We are the leading certifying body for HR professionals”…
12 Our Exams Professional in Human Resources (PHR®) – 60,767 Senior Professional in Human Resources (SPHR®) – 45,155Global Professional in Human Resources (GPHR®) – 1,733California certification (PHR-CA®/ SPHR-CA®), which augments the PHR and SPHR certifications – 522
19 California Certification (PHR-CA/SPHR CA) The exam isdesigned to add to the PHR and SPHR credentials; applicants must hold a current PHR or SPHR to take this exam.focuses on knowledge of the HR-related laws and practices specific to the state of California.designed for the PHR or SPHR certified professional who practices HR or does business in California.
21 Exam Development Process Certification formal exam development processDetermine current HR practicesValidate practices with practition-ersDevelop exam questionsTest exam questionsThe methodology used to develop the certifications is very rigorous and not only does it identifies with current HR practices, it also ensures that this is what the profession demands.Our processes have met stringent requirements set forth by NOCA (National Organization For Competency Assurance) and have earned our certification as a credentialing organization. No other HR credentialing organizations have met these standards.
22 RecertificationUnlike certificate programs, certification includes a recertification requirement. Recertification ensures that your HR staffcontinue their professional development by accumulating 60 hours of HR-related continuing education every three yearsstay knowledgeable about changes in the HR professioncan be relied upon to align with your organizational and department-level goalsAt Turner – earning recertification credits creates a stretch opportunity for some employees, by challenging them to participate in activities out of their comfort zone – instruction, new HR initiatives, presentations to the profession
23 Exam Information PHR® SPHR® GPHR® California Contents Operational & TechnicalStrategic /PolicyInternational HR Practices & Assignment & ManagementCalifornia Laws and PracticesPass Rates59-67%52-60%56-70%52-72%Exam Format225 multiple-choice questions165 multiple-choice questions125 multiple-choice questionsExam DurationFour hoursThree hoursTwo hours & 15 minutesTesting DatesSpring1 May 2010 – 30 June 2010Winter1 Dec – 31 Jan. 20111 May 2010 – 2 June 20101 – 31 Dec. 2010RecertificationPeriodThree-year periodPass rates indicate rigorousness of exams.Exam FormatPHR & SPHR – 200 scored questions, plus 25 pretest questionsGPHR – 150 scored questions, 15 pretest questionsCalifornia – 100 scored questions, 25 pretest questions
24 SHRM member/Nonmember Exam FeesCertificationTotal Fees DuePHRSHRM member/NonmemberUS$250/$300SPHRUS$375/$425GPHRPHR-CA/SPHR-CAUS$275/$325Note: There will be a $50 late fee charged after the regular deadline.
25 Eligibility Requirements Two years of professional (exempt) level HR work experience.In May 2011, requirements change and will require a combination of work and educational experience.
26 New Eligibility Requirements NEW ELIGIBILITY REQUIREMENTS (Starts May/June 2011 Window)PHR ELIGIBILITYSPHR ELIGIBILITYGPHR ELIGIBILITY1 year of demonstrated exempt-level HR experience with a Master’s degree or higher2 years of demonstrated exempt-level HR experience with a Bachelor’s degree4 years of demonstrated exempt-level HR experience with less than a Bachelor’s degree4 years of demonstrated exempt-level HR experience with a Master’s degree or higher5 years of demonstrated exempt-level HR experience with a Bachelor’s degree7 years of demonstrated exempt-level HR experience with less than a Bachelor’s degree2 years of demonstrated global exempt-level HR experience with a Master’s degree or higher3 years of demonstrated exempt-level HR experience (with 2 of the 3 being global HR experience) with a Bachelor’s degree4 years of demonstrated exempt-level HR experience (with 2 of the 4 being global HR experience) with less than a Bachelor’s degreeNew requirements were decided through a vigorous, multi-phase process in which more than 14,000 HR professionals, business leaders and academicians provided input.
27 How to incorporate into your development program Inhouse prep courses and study groupsProfessional development allocations for prep courses and exam feesEducational reimbursementIncentives for success – promotions, raises, spot bonuses and other forms of recognitionNote here that Turner reimburses for prep and exam costs.
28 ConclusionIntegrating HR certification into your leadership development strategies demonstrates that you are committed to building a knowledgeable HR department that fosters trust and confidence organization-wide. Education is the mother of leadership – Wendell Lewis WillkieDevote professional development expenses to both preparing for and taking the exam\Incorporate into our educational reimbursement program.