HR certification is a hot topic globally. Recently the Society for Human Resource Management (SHRM) announced that it would be introducing two new competency-based HR certifications. I n this highly interactive panel session, leaders from SHRM will discuss the various HR certifications in the market as well outlining SHRM's reasons and decision to create two new credentials. You will also learn about what benefits a globally recognised HR certification can bring to you as an individual HR professional and your employer as well. Greg Komarow, Director HR, John Hopkins International Robert Hanna, Regional Director, Morgan International Brad Boyson, Executive Director - MEA, SHRM Robert Garcia, Director for Global Business, SHRM John Dooney, Manager - Workforce Analytics and Research, SHRM

1. D
1
The Future of
HR Certification
Devon Conley
Human Resources Manager
SHRM member since 2005

2. Looking forward…
A panel discussion facilitated by
Brad Boyson
Executive Director
SHRM MEA

3. Background
You are the panel

4. Background
Quote:
“know the competition,
but don’t follow it”
How Google Works
Eric Schmidt, Executive Chairman Google
Oct 12, 2014

5. The New SHRM Credentials
o Competency-based
o Global
o Career-orientated
o Relevant
The platinum standard

6. Key Features of Certification
Competency-
Based
Universal
Reduced
Barriers to
Participation
Pathway to
SHRM-CP &
SHRM-SCP
Streamlined
Recertification
Integrity &
Best Practices

7. Competency-Based Certification
Competency-
Based
Universal
Reduced
Barriers to
Participation
Pathway to
SHRM-CP &
SHRM-SCP
Streamlined
Recertification
Integrity &
Best Practices

9. Testing for Competencies
SHRM will utilize
Situational Judgment (SJ) items /
questions to assess competencies.
The SHRM-CP and SHRM-SCP exams will include a combination of
competency-based and knowledge-oriented questions.
The exam will be 130-150 questions and will take approximately 3 hours to complete.

10. Testing for Competencies

11. Testing for Competencies

12. Testing for Competencies

13. A Universal Certification
Competency-
Based
Universal
Reduced
Barriers to
Participation
Pathway to
SHRM-CP &
SHRM-SCP
Streamlined
Recertification
Integrity &
Best Practices

14. A Universal Certification
Universal
BoCK
Two
Credentials
One
Global Brand
Two
Exams

15. Reduced Barriers to
Participation
Competency-
Based
Universal
Reduced
Barriers to
Participation
Pathway to
SHRM-CP &
SHRM-SCP
Streamlined
Recertification
Integrity &
Best Practices

16. Eligibility Requirements
The SHRM certification program recognizes the value of formal HR education,
makes certification accessible to professionals with less-than-full-time work arrangements,
and provides a pathway from SHRM-CP to SHRM-SCP.

17. Pathway to SHRM Certification
Competency-
Based
Universal
Reduced
Barriers to
Participation
Pathway to
SHRM-CP &
SHRM-SCP
Streamlined
Recertification
Integrity &
Best Practices

18. For Existing Certificants
Credential holders will complete a simple three-step process:
1. Agree to abide by the SHRM Code of Ethics;
2. Affirm that you hold a valid HR credential; and
3. Complete the online tutorial on HR competencies.
From January 5, 2015, to 31 December 2015, holders of a valid HR generalist certification can be
eligible to obtain the SHRM-CP or SHRM-SCP at NO COST.
*Note: PHR, SPHR, GPHR, HRBP and HRMP are registered trademarks of the HR Certification Institute and are not SHRM certifications.
You are not required to give up your existing credentials.
Holders of credentials like
PHR & HRBP* will be eligible
for:
Holders of senior-level
credentials like SPHR, GPHR,
& HRMP* will be eligible for:
Credentials must be earned by January 31, 2015, in order to
be eligible for the three-step pathway process.

19. 19
Exam Fees

20. Key Dates
Pilot testing of SHRM-CP and SHRM-SCP exams
Oct
2014
Instructor Materials for SHRM-CP and SHRM-SCP
become available
Nov
2014
Holders of existing HR generalist certifications can
complete the 3-step pathway process to obtain their
SHRM-CP or SHRM-SCP (5 Jan thru 31 Dec 2015)
Jan
2015
Initial exam window opens for SHRM-CP and
SHRM-SCP
May
2015
SHRM Learning System for SHRM-CP and SHRM-SCP
becomes available
Dec
2014
Registration begins for first SHRM-CP and SHRM-SCP
exam window
Jan
2015

21. Streamlined Recertification
Process
Competency-
Based
Universal
Reduced
Barriers to
Participation
Pathway to
SHRM-CP &
SHRM-SCP
Streamlined
Recertification
Integrity &
Best Practices

22. Streamlined Recertification
Process
Broad
Opportunities
for Qualifying
Activities
User-Friendly,
Job-Related
Requirements
Streamlined
Preferred
Provider
Program
SHRM’s streamlined approach to recertification includes:
o 60 Professional Development Credits (PDCs) based on the SHRM BoCK;
o Credits awarded for Advance Your Education, Advance Your Organization, and
Advance Your Profession;
o Greater emphasis placed on job-related experiences and projects;
o No distinction between Strategic & General Business Credits; and
o Educational Partners in good standing are eligible to become Preferred Providers at no
cost.
Once you earn the new SHRM credentials,
you will begin a three-year recertification cycle.

23. Recertification Credits
Category Description/Examples
Max PD Credits
(PDCs)
Advance Your
Education
Continuing education such as:
o Conferences
o College courses
o Seminars
o e-Learning (Instructor-Led and Self-Directed)
o Chapter programs
o Webcasts
o Audiocasts
o Podcasts
o No maximum for
instructor-led PDCs
o Maximum of 30 PDCs
for self-directed
programs
Advance Your
Organization
Work projects endorsed by supervisor which support
organizational goals and advance or demonstrate
capabilities in one or more HR competency.
o Maximum of 20 PDCs
per cycle
Advance Your
Profession
Thought leadership and volunteer activities such as:
o Professional membership
o Volunteer leadership
o Speaking at conferences
o Writing and Research
o Maximum of 30 PDCs
per cycle

24. Certification Reflecting the
Highest Standards
Competency-
Based
Universal
Reduced
Barriers to
Participation
Pathway to
SHRM-CP &
SHRM-SCP
Streamlined
Recertification
Integrity &
Best Practices

25. Integrity & Best Practices
SHRM has established rigorous safeguards and firewalls to ensure the integrity of the exam,
maintain clear separation between exam and preparation activities, and will
protect personal information in an appropriate manner.
Administration, Firewalls and Accreditation:
o Administration: Similar structure to many associations such as
Project Management Institute, Association for Talent
Development, & American Society of Association Executives;
o Commission Oversight: An Independent SHRM Certification
Commission with HR business and academic leaders to oversee
all certification activities;
o ANSI Accreditation (pending): an ANSI certification consultant,
who also serves as an ANSI accreditation auditor, working with
SHRM to ensure accordance with best practices

26. Diagnostics

27. Diagnostics

28. Future
Quote:
“know the competition,
but don’t follow it”
How Google Works
Eric Schmidt, Executive Chairman Google
Oct 12, 2014

29. Even Clearer
Final thoughts
Q: What is your source code for HR success?
Q Is your research and competency model global?
Q: How does your model support and help entry and mid
career HR professionals?

30. Even Clearer
Final thoughts
Q: What is your source code for HR success?
Model Development
Literature Review: 35 different competency models
Development: 111 Focus Groups
29 cities globally
1200 HR Pros
Survey: 640 CHROs
Content Validation 2012 Survey
32,000 HR Professionals globally
At ALL career levels
33 nations represent

31. Even Clearer
Final thoughts
Q: What is your source code for HR success?
A: Testing different competency models does not mean
that the test is based upon a competency model.
Q Is your research and competency model global?
Q: How does your model support and help entry and mid
career HR professionals?

32. Even Clearer
Final thoughts
Q: What is your source code for HR success?
A: Testing different competency models does not mean
that the test is based upon a competency model.
Q Is your research and competency model global?
A: a competency model that is researched and
developed in only one country is not global.
Q: How does your model support and help entry and mid
career HR professionals?

33. Even Clearer
Final thoughts
Q: What is your source code for HR success?
A: Testing different competency models does not mean
that the test is based upon a competency model.
Q Is your research and competency model global?
A: a competency model that is researched and
developed in only one country is not global.
Q: How does your model support and help entry and mid
career HR professionals?
A: a competency model that only targets CHROs fails to
support and guide 99.9% of HR practitioners.

34. Even Clearer
Final thoughts
Q: What is your source code for HR success?
Competency-based √
Q Is your research and competency model global?
Global √
Q: How does your model support and help entry and mid
career HR professionals?
Career-oriented √

35. The future is here
o Competency-based
o Global
o Career-oriented
o Relevant
The platinum standard