1. April 1, 2015
Dr. Alexander Alonso
SHRM Certification

2. Prepare. Change. Succeed.
What are the Biggest Myths about HR?
Myth #1—We are not number-crunching ninjas driving organizational success. (aka The Warm and Fuzzy Party Planner Fallacy)
Myth #2—We don’t speak business speak. (aka There’s No Business There Theory)
Myth #3—We are the department of “No!” (aka Compliance Cop Syndrome)
Myth #4—We are a cost center for the organization adding little demonstrable value. (aka HR Doesn’t Measure Things Lie) 3

3. Prepare. Change. Succeed.
They’re all wrong! Here’s why…
Leadership & Navigation
Communication
TECHNICAL
Business Acumen
Relationship Management
Critical Evaluation
Global & Cultural Effectiveness
Consultation
Ethical Practice
BEHAVIORAL
HR Expertise 3

4. Prepare. Change. Succeed.
LEAD(HR) DNA
Technical Competencies
HR Expertise in People, Organizations, The Workplace, & Strategy
Leadership Competencies
Leadership & Navigation
Ethical Practice
Business Competencies
Business Acumen
Critical Evaluation
Consultation
Interpersonal Competencies
Communication
Relationship Management
Global & Cultural Effectiveness L B I T 3

5. Prepare. Change. Succeed.
SHRM Body of Competency and Knowledge
The SHRM-CP and SHRM-SCP is based on the SHRM Body of Competency and Knowledge, which includes four key Knowledge Domains and the eight Behavioral Competencies that HR professionals need for career success. 3

6. Prepare. Change. Succeed.
Exam Development
SHRM has followed an extensive, rigorous process to create the new certification exams, which include Situational Judgment questions, which are used to assess competencies. 11

7. Prepare. Change. Succeed.
130 Scored Items
90 Knowledge
40 SJ
Up to 30 Field Test Items
150 Scored Items
90 Knowledge
60 SJ
Up to 30 Field Test Items
© SHRM

8. The Power of Perception
Prepare. Change. Succeed.
The Power of Perception

9. Interesting Characters
Prepare. Change. Succeed.
Interesting Characters

10. Prepare. Change. Succeed.
Facts about SJTs
Fact 1
SJTs measure KSAOs
Fact 2
SJTs use real-world scenarios
Fact 3
Most Effective and Least Effective Strategies

11. Prepare. Change. Succeed.
Sample SJT
A global organization, headquartered in the US, had grown organically over time and the configuration of the South American Business was established country by country. Each country was viewed as a discrete business entity. A strategic decision was made to grow the South American Business entity through acquisition with a goal of increasing the size of the organizational footprint across the region. In preparation for the acquisition process, a review of all the country HR policies and practices, compensation and benefit programs and approach to training and development was undertaken. In the course of the review HR identified a significant disparity in the compensation structure for the CEO of the Brazilian business, who was the only female. The portfolio and bottom line business responsibilities were similar country to country. Education and background of the 5 CEO from the region were also very similar. There had been compensation adjustments along the way in acknowledgement of the growth of the business and to align with the markets in Brazil as well as in recognition of her performance. However, now looking across the South American countries involved, HR clearly saw a disparity. Right now this CEO is part of the team looking at possible organizations to acquire and has high visibility across the region. HR recognizes that Brazil is one of the global economic focus areas and that this CEO is perceived by the Global Heads of the business as not only key to the acquisition strategy but to the ongoing success of the entire business.

12. Prepare. Change. Succeed.
Sample SJT
What should HR do if the South American Business heads choose to defer any action on this situation and the pay disparity?
( ) A. Using a consultative approach, support and influence the decision making to retain the top team and ensure success of the acquisition.
( ) B. Follow the business heads’ lead to ensure strategic focus and discipline and wait for them to take action.
( ) C. Ask the business heads to keep the idea in mind as they move through the acquisition process and plan to make corrections as called for during the annual review cycles.
( ) D. Report the business to the CEO and ask for help to make the business heads implement the necessary changes.
 SME Group Rationale: Now that the disparity has been uncovered, helping the business focus on ethical and appropriate remedies to retain the top talent and support equity is needed to support the business initiatives.
Immediately correcting the situation is preferable to waiting. Walking away from the scenario without a formal plan to resolve the issue would not serve the brand or the organization’s ethics. Going around the heads to the CEO may ultimately get the changes made. However, in the process HR would have lost respect of the business heads.  

13. Facts about Knowledge Items
Prepare. Change. Succeed.
Facts about Knowledge Items
Fact 1
KIs measure mastery of knowledge
Fact 2
KIs use accepted facts
Fact 3
Most commonly used method for testing

14. Prepare. Change. Succeed.
Sample Knowledge Item
Under what circumstance is it most important to conduct an HR readiness assessment?
To assess the effectiveness of new employee orientation
To prepare for organizational transformation and strategic change
Prior to conducting open enrollment on an annual basis
To identify strengths and areas for improvement throughout the organization

15. Prepare. Change. Succeed.
Sample Knowledge Item
Rationale: Option B is correct; the HR readiness assessment is used to help HR change leaders prepare for strategic change. It helps to identify where to focus the organization’s efforts to increase the probability of success in change efforts.
Option A is incorrect; an onboarding survey, not an HR readiness assessment, would be used to assess the effectiveness of new employee orientation.
Option C is incorrect; open enrollment generally refers to a period of one to two months annually when employees are permitted to make changes in their benefits. Preparing for it does not entail conducting an HR readiness assessment.
Option D is incorrect; an employee opinion or culture survey, not an HR readiness assessment, identifies strengths and areas for improvement throughout the
organization.

16. Prepare. Change. Succeed.
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
Prepare. Change. Succeed.
Eligibility Criteria
Our eligibility criteria eliminates barriers, emphasizes the value of formal HR education, and provides an accelerated path from the SHRM-CP to the SHRM-SCP.
*Less than a bachelor’s degree includes: associate’s degree; some college; high school or GED
Notes: hours 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. 4

17. Prepare. Change. Succeed.
Recertification
To maintain SHRM-CP and SHRM-SCP certification, certified professionals will have three years to acquire 60 PDCs in three categories: Advance Your Education, Advance Your Organization, and Advance Your Profession.
All programs that enhance your competencies will qualify for PDCs, giving you great flexibility in designing your professional development plan! 5

18. Prepare. Change. Succeed.
2015 SHRM Learning Systems for SHRM-CP / SHRM-SCP
The 2015 SHRM Learning System addresses all elements of the SHRM BoCK, and provides comprehensive online learning and instructional aids, accessible by any device. 6

19. Prepare. Change. Succeed.
Education Partners for Exam Preparation
SHRM is partnering with over 200 colleges, universities, and other organizations in the US and around the world to deliver SHRM-CP / SHRM-SCP cert prep programs – and we are adding more partners every week.
In addition, SHRM certification exam prep courses will be delivered in the following countries: China, India, Mexico, UAE, Egypt, Lebanon, Bahrain, Kuwait, Saudi Arabia, Jordan, Qatar, Denmark, Malaysia, Indonesia, Nigeria, Ghana, South Africa, Colombia, Pakistan, Bulgaria, Romania, Vietnam, South Korea, Hong Kong, Trinidad & Tobago, and Turkey, among others. 7

20. Prepare. Change. Succeed.
Pathway Process
All holders of valid HR generalist certifications may obtain their SHRM-CP or SHRM-SCP via the “pathway” process
Candidates can obtain their SHRM certification by going to SHRMcertification.org, agree to the SHRM Code of Ethics, and complete an online tutorial on the SHRM Competency Model
Pathway participants are not asked to “give up” existing certifications! 8

21. Prepare. Change. Succeed.
Key Dates
Exam Summer Window
May 1st
Registration Period
Exam Fall Window
Dec 1st
Pathway Option Ends
Dec 31st 9

22. Prepare. Change. Succeed.
SHRM Certification Web Site
Last year, we launched a new SHRM certification website --SHRMCertification.org -- that provides comprehensive information on the SHRM-CP and SHRM-SCP program, and serves as an entry point for candidates, certificants, and Preferred Providers. 21

23. Prepare. Change. Succeed.
We produced attractive, informative handbooks and other collateral on the SHRM Certification program…
Program Materials
SHRM has published a variety of pamphlets, guides, and handbooks on all aspects of the SHRM certification program – which can be accessed via SHRMCertification.org. 22

24. Prepare. Change. Succeed.
SHRM Certification is Building Momentum!
Exams featuring SJ questions, a better approach to assessing competencies!
200+ Exam Prep Partners in the US and around the world!
50 State Councils and 500+ Chapter signed up as Preferred Providers!
SHRM Certification Commission chaired by Dr. Wayne Cascio!
33,000+ CPs & SCPs worldwide so far
Thousands signed up to test
15% of Job Descriptions on HR Jobs already have CP and SCP Preferences 25

25. Prepare. Change. Succeed.
Next Steps
Get certified!
Currently certified – take the pathway
Not certified – register for the exam
Visit your local SHRM Chapter serving as a SHRM Preferred Provider
Identify your education opportunities to the SHRM BoCK
Thank you for your support!

26. Prepare. Change. Succeed.
Thank You!