Don't you hate it when two organizations you respect and enjoy are on opposite sides of the fence - and you feel that you have to "take sides"? I suppose this is one of those times.
I do respect SHRM. In particular, I have had wonderful experiences with members of the Iowa SHRM Council Board and the Central Iowa SHRM.
Over the last few years, however, (in my capacity as Director of Certification for the Iowa SHRM State Council) I have worked closely with the HRCI. I have become acquainted with their work and with the seriousness of their efforts. So yes - I am saddened (and considerably surprised) by the national SHRM's move to create its own certification. Here are my reasons:
1. Independence
Call me old fashioned but I like the idea of a "separation of powers" between those who develop and maintain a certification exam and those whose business model includes preparing candidates or providing recertification credits. Here is why:
2. Continuity
SHRM has not yet shared with its members a strong enough reason to justify such a major shock to the system. Confused candidates or certified professionals may stop trusting the certification process in general, regardless of who offers it.
Do SHRM's hopes for a "competency based" test convince me? Not yet - at least not until I receive more in-depth information. The word "competency," after all, involves a complex combination of skills, traits, attitudes, and knowledge. Is SHRM really going to test competencies? Or just knowledge of competencies? I guess we'll need to wait and see, but a truly valid and reliable competency based test is extremely hard to build. SHRM might need to incorporate in the testing processes the review of real work products (an analysis of portfolios, perhaps?), and other time consuming (and likely costly) methods.
3. Secrecy
SHRM is our association - we, the members, should have a say in something as important as the launch of a new professional certification. Instead, SHRM chapters have been operating in the dark, working hard to promote the current certifications to employers and candidates. Frankly, I feel betrayed.
So here is my message to the national SHRM. You play a valuable role to your members and to the HR field. Right now, however, you are sharing a poor example of strategic planning, communication, and cooperation. HR professionals should be able to play nicely in the sandbox.
I wonder if these competencies will appear in the new certification exam?
An important "postscript": I plan to keep my SPHR certification, which I very much value. I'm proud of this certification and grateful for all the doors it opened for me in the HR community.
For the record, I do not plan to seek the new SHRM certification. In fact, the idea of "transferring" a certification (something SHRM has suggested) makes absolutely no sense (perhaps it only makes sense in the minds of marketing colleagues). Do I plan to obtain further HRCI certifications? Absolutely - GPHR is next on my plans, as soon as I take care of tenure requirements at my university.
I do respect SHRM. In particular, I have had wonderful experiences with members of the Iowa SHRM Council Board and the Central Iowa SHRM.
Over the last few years, however, (in my capacity as Director of Certification for the Iowa SHRM State Council) I have worked closely with the HRCI. I have become acquainted with their work and with the seriousness of their efforts. So yes - I am saddened (and considerably surprised) by the national SHRM's move to create its own certification. Here are my reasons:
1. Independence
Call me old fashioned but I like the idea of a "separation of powers" between those who develop and maintain a certification exam and those whose business model includes preparing candidates or providing recertification credits. Here is why:
- Credibility - When the testing and the preparation/recertification phases are separate and independent, outside parties are more likely to trust the certification.
- Access - There should not be a systemic bias towards someone who purchases a particular set of materials, enrolls in course x, or completes webinar series y. Candidates should be able to use a variety of materials and processes, according to their budget and preferences. In fact, teaching candidates to look for a wide range of materials and sources adds richness and value to the preparation process.
2. Continuity
SHRM has not yet shared with its members a strong enough reason to justify such a major shock to the system. Confused candidates or certified professionals may stop trusting the certification process in general, regardless of who offers it.
Do SHRM's hopes for a "competency based" test convince me? Not yet - at least not until I receive more in-depth information. The word "competency," after all, involves a complex combination of skills, traits, attitudes, and knowledge. Is SHRM really going to test competencies? Or just knowledge of competencies? I guess we'll need to wait and see, but a truly valid and reliable competency based test is extremely hard to build. SHRM might need to incorporate in the testing processes the review of real work products (an analysis of portfolios, perhaps?), and other time consuming (and likely costly) methods.
3. Secrecy
SHRM is our association - we, the members, should have a say in something as important as the launch of a new professional certification. Instead, SHRM chapters have been operating in the dark, working hard to promote the current certifications to employers and candidates. Frankly, I feel betrayed.
So here is my message to the national SHRM. You play a valuable role to your members and to the HR field. Right now, however, you are sharing a poor example of strategic planning, communication, and cooperation. HR professionals should be able to play nicely in the sandbox.
I wonder if these competencies will appear in the new certification exam?
An important "postscript": I plan to keep my SPHR certification, which I very much value. I'm proud of this certification and grateful for all the doors it opened for me in the HR community.
For the record, I do not plan to seek the new SHRM certification. In fact, the idea of "transferring" a certification (something SHRM has suggested) makes absolutely no sense (perhaps it only makes sense in the minds of marketing colleagues). Do I plan to obtain further HRCI certifications? Absolutely - GPHR is next on my plans, as soon as I take care of tenure requirements at my university.
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