Among all of the discussion, one element appeared to dominate the discussion more than any other. In both 2015 and 2016 SHRM is providing an incentive to both local chapters and state councils to promote the new SHRM-CP and SHRM-SCP certifications. For each SHRM member who gains the new certification, a local chapter will get $20 and a state council will receive $10. If Texas has 10,000 of their 19,000 SHRM members gain the new certification, their state council will get an extra $100,000 from SHRM. That is a serious incentive!

Here is my question – if this certification is truly better, why is this incentive needed? After taking the certification tutorial (and yes, gaining my SHRM-SCP credential) I question this move.

The tutorial walked through the SHRM Body and Competence and Knowledge (or BOCK) and then provided some scenarios and questions based on the scenarios. After completing this, I can say I am impressed with the scenarios I saw as well as the questions being asked. None of the questions (among the limited number on the tutorial) relied on just knowledge gained from a text book or memorization. This is a good thing! If the exam follows this same format and includes elements we saw on the tutorial, this represents a great step forward from the exams I took previously to gain my PHR and later, my SPHR.

Given this advancement in the testing and SHRM’s self-proclaimed leadership position in the HR community, this extra enticement seems a bit unnecessary. There remains a defensiveness on the part of some SHRM staff and board members about the certification. I would suggest letting it stand on its own merits to see if it truly is top quality and allow positive word of mouth drive its growth. Pursuing numbers through financial incentives and placing requirements in chapter and council SHAPE documents doesn’t convey confidence in the product and will certainly lead some to wonder if SHRM can only launch their certification by using the carrots and sticks available to them. While the words of SHRM’s senior leadership convey confidence in the new certification, their actions suggest some doubt persists.

As a continued proud holder of my SPHR certification and now my SHRM-SCP, I still maintain my position that certification alone does nothing to tell me how someone works, thinks, or achieves results. Those are things that must demonstrated over time and they cannot always be easily categorized or captured on an exam.

Speaking solely for myself, the certification has provided several benefits.  First, it forces me to keep current by achieving 60 recertification credits over a three year period of time.  Now, there are those who simply ease through and get whatever credits they can, but I like to think of myself as a diligent and conscientious person (most of the time!) and truly try to get something out of the programs or sessions I attend.  It seems that the possibilities to gain recertification credits continue to grow each year.   This can provide motivation for those not inclined to pursue additional formal education.  There have certainly been times during my MBA program that I have been able to benefit from the knowledge gained through the recertification process.

The second benefit I gain is recognition by others for my knowledge.  Those outside the HR practice arena are starting to recognize the certification and will look for it.  When I first attained my PHR certification, my supervisor at the time asked me what that PHR was and why I did it.  It meant nothing to her or the company at the time.  When I interviewed for my current position, the expectation was there that I not only have my certification, but that I pursue the SPHR within 2 years of joining the organization.  Within six months, I tested and passed and have maintained it ever since.  It is nice to see a growing number of HR related job postings placing some emphasis on it.

Finally, there are those who see the indication of professional certification as something that sets apart the willingness of someone to take a chance and do something to advance themselves.  I have been in several conversations with other HR professionals who have told me that they are not willing to take the exam because they are afraid that they might fail.  Life is about taking risks and as risks go, this is not a particularly dangerous one!  I view it as an investment in myself and when I first tested, a challenge to my fledgling HR knowledge.

As someone who holds a certification from HRCI, I am certainly in favor of strengthening the certification and what it takes to receive and maintain it.  There are those in every profession who do not hold up to the ideal of their title, certification, or degree.  My SPHR certification by itself does not represent who I am or what I know.  It does show that I was able to show mastery on a test over a particular set of subjects and that I have maintained knowledge in my chosen field of human resources.  It does not show my professionalism, the ability to apply the knowledge I have demonstrated, or that I am an avid roller coaster rider.  It’s important, no matter the certification, degree, or qualifications, that we ensure that the person brings the qualities we want to a position, and not simply a fancy set of letters after their name.  Certification is important to me for me; it doesn’t need to be an important factor to anyone else.