A SHRM Certification Webinar for HRPBC

Transcription

1 1 A SHRM Certification Webinar for HRPBC Dorothy Knapp, SHRM-SCP Field Services Director Bhavna Dave, PHR Director of Talent SHRM member since 2005

2 New Expectations for HR 2 You ve got to find your extra your unique value contribution that justifies why you should be hired, why you should be promoted, and why you should be advanced every year. --Tom Friedman, Keynote Speaker, 2014 SHRM Annual Conference

3 Forces for Change 3 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 Highlighting behavioral attributes along with technical skills New ways of managing people require new competencies and behaviors from HR Globalization Speed and Flexibility Government Regulation Demographic Shifts New ways of doing business require new ways of managing people

4 How Much of HR is HR? 4 TECHNICAL EXPERTISE When you think of HR you think of technical areas of expertise or technical competencies including: Talent Acquisition Employee Engagement Learning and Development Total Rewards Labor Relations Employment Law It s no longer about what you know as much as how you apply what you know. Foundational HR = Technical Expertise 4

5 SHRM Body of Competency & Knowledge 5 5

6 SHRM Developed a Competency Model HR COMPETENCY MODEL 6

7 Link to the HR Competency Full Model on shrm.org 7 Information and Descriptions of each competency ncy%20model%2011%202_10%201% pdf

8 SHRM HR Competency Model Example of information on 8

9 Technical Competency 9 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 E.g., Talent Acquisition, Employee Engagement, Learning & Development, Total Rewards, Risk Management, & Labor Relations

10 Behavioral Competencies: Strategic Partner Cluster 10 COMPETENCY DOMAIN #3: BUSINESS ACUMEN Definition: Ability to understand and apply information with which to contribute to the organization s strategic plan Think in terms of the business and operations first and then apply the HR lens to their work Systems thinking and economic awareness based upon four areas of knowledge: business administration, finance, marketing, and operations expertise Most proficient HR Practitioners are able to draw a link between HR metrics and business outcomes like key performance indicators

11 Behavioral Competencies: Strategic Partner Cluster 11 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 Evaluate the data, analyze it from different perspectives until you have a good grasp of the details

12 For Those Currently Certified The Pathway Process FREE 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!

13 Here s What to Do. 1) Go to

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 Apply for the tutorial (use current version of your browser) -- select 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 1)Descriptions of the Competencies/Background 2)Examples of the Behavioral Competencies build your own self-assessment 3)Sample situational judgment questions 1)Three multiple choice questions per scenario 1) 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 s showing that the certification has been granted; a certificate and pin will be forthcoming

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

19 Eligibility Criteria Credentials Less than a Bachelor s Degree* HR-Related Degree Non-HR Degree Bachelor s Degree HR- Related Degree Non-HR Degree Graduate Degree HR- Related Degree Non-HR Degree 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 SHRM-CP 3 years in HR role 4 years in HR role 1 year in HR role 2 years in HR role Currently in HR role 1 year in HR role SHRM-SCP 6 years in HR role 7 years in HR role 4 years in HR role 5 years in HR role 3 years in HR role 4 years in HR role A SHRM-CP credential holder is eligible to sit for the SHRM-SCP exam after successful completion of one three-year SHRM-CP recertification cycle. *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 20 To learn more, visit us online at:

21 SHRM-CP, SHRM-SCP Exam Fees

22 Testing for Competencies Situational Judgment Questions Multiple Choice

23 2015 SHRM Learning System The 2015 SHRM Learning System addresses all elements of the SHRM BoCK & provides comprehensive online learning & instructional aids, accessible by any device. ng_system_chapter_resources.htm

24 Some University Partners in South Florida 24 Barry University - Miami Shores FIT Miami Miami-Dade College Indian River State College Fort Pierce HRPBC? ions/pages/partners.aspx#florida

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

26 Recertification Timetable 26 Pathway or exam taken May 2015 Three years; 60 PDCs May 2018 Recertification deadline Birth month Last day of birth month after the 3 year date September Recertification deadline September 30, 2018

27 Recertification Process Broad Opportunities for Qualifying Activities User-Friendly, Job-Related Requirements Streamlined Preferred Provider Program SHRM s streamlined approach to recertification includes: o o o o o 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. Once you earn the new SHRM credentials, you will begin a three-year recertification cycle.

28 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!

29 FYI 29 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 30 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 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 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

33 33 Image courtesy of Stuart Miles/FreeDigitalPhotos.net 33

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