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.

As I spoke to other attendees and asked them about their conference experience, I frequently get one of three reactions:

1. Who are you and why are you talking to me?
2. A story about the great session they just went to.
3. A comment about how little new information has been learned, but how they are hearing and getting refreshed on things they already knew.

It’s this third point that catches my interest. I believe this provides an opportunity for the HR pros who attend conferences to leverage their own knowledge in their organizations and build their credibility in the organizations.

We know that outside “experts” are often believed more than those who are embedded within organizations. This gaining of knowledge from the outside can be leveraged to help position HR as true knowledge partners throughout the organization.

When you hear a speaker talking about something that you believe and sharing information that you want your organization to use or implement, take note. When back in the office, share what you’ve learned. A simple summary of points can go far in helping convey points that need to be made. Giving credit to others brings both enhanced credibility to you as a learner and shows the value that attending conferences or other learning experiences is for the organization.

So, if you’re heading to state conferences in Ohio, Tennessee, Pennsylvania, New York, or Michigan in the next few weeks, don’t let the information gained reside only in your mind. Spread the knowledge and share the wisdom!

After hearing from SHRM leadership today during a question and answer session, I continue to have several concerns not only as an active volunteer leader, but also as a certified professional. I worry that the value of my certification, no matter which one I have (or both) will have even less value than they do now. I have this concern for the following reasons:

• Approved providers – Although there are many frustrations with HRCI and their processes around certifying programs in a timely manner, the proposed SHRM solution of allowing their chapters to be approved providers has the potential to weaken the process o ensuring that programs meet the requirements as set by SHRM. Right now, those able to approve programs have been fully vetted by HRCI and have firm guidelines. While SHRM can go this direction, the numbers needed to support the chapters and councils could create a large discrepancy in how people certify programs for credit. Will there be different tiers for the different certifications? That is a question we do not know.
• After years of touting the HRCI certifications as world class, SHRM’s efforts to transition to their competency based certification is an overt statement that the HRCI certifications are not valuable in their eyes. It was stated today that the new certification goes beyond knowledge and that it represents “an evolution” from the old model. As an old biology major, I know that evolution happens over time and is not a sudden change in direction. One bit of advice to SHRM, don’t describe this as an evolution. It’s closer to being a revolution.
• Finally, I worry that having two certifications for HR associated with SHRM (let alone the others from World of Work and such) will lead to confusion. Will employers be willing to accept both HRCI and SHRM? Will the work done over the years to build recognition for the HRCI certifications ultimately prevent the new one from being established as a clear improvement over what was in place before? Two different has the potential to raise the level of confusion. If we as HR professionals are confused, how will those outside the realm be able to grasp the differences?

More information from SHRM is forthcoming at the annual conference in Orlando. Stay tuned for more and hold on as things continue to evolve!

The recent announcement by SHRM that they are launching their own “competency based” certification has many in the HR world feeling uncomfortable. While discomfort comes to some with any change, there appears to be a much greater reaction here than typically would be found among those who get apprehensive with any change.

What is interesting here is the different tones being used by the organizations involved in the HR certification world.  For SHRM, who started this with their announcement on Monday, there has been a divergent communication strategy to the HR community. This tweet was among the more unusual messages.

@DustinHaverkamp We asked members about competensie. The question is why HRCI doesn’t t want to move toward compency-based certification.

— SHRM (@SHRM) May 16, 2014

First, spell check would be nice. Second, and more importantly, this reflects an antagonistic message toward a member asking questions (Dustin Haverkamp) and really highlights the schism that has erupted between SHRM and HRCI. Many (even most) of the statements by SHRM have highlighted their desire to move to this model. As more details emerge, it still remains to be seen what this new certification will look like and how it will continue to push the human resource world forward.

The HRCI response has basically been, we are here, we have 135k certified professionals, and we do not intend to go anywhere.

As for my own level of discomfort, it really resides in my role as an active conference planner for state and local HR associations. I will be anxious to learn more about the new certification while striving to ensure that my state council and local associations are positioned to best serve the HR professionals who wish to stay current and competent in their role. To that end, I’m not certain any certification can prove that. If there are letters after my name that should demonstrate that, it’s not SHRM or SPHR, it’s the MBA. Yes, I have my SPHR and have had it since 2003, but I firmly believe that it’s my performance day in and day out that demonstrates not just my HR competence, but my confidence in knowing the business that I lead.

Questions remain and I hope that time will bring answers and a sense of comfort to all those feeling out of sorts.  In the meantime, keep learning no matter what it entails.

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“I’m Brad and I’m a conference addict”

Please respond in unison “Hi Brad”

The reality is that yes, I do enjoy state HR conferences and the reasons really do go beyond what one might ordinarily expect.  There are certainly great speakers to be heard, HRCI credits to earn (I’m not taking the SPHR exam again!) and enthusiastic vendors to meet.  I think it is my parental duty to bring back at least one souvenir to each of my children and my professional duty to have at least one new idea that can improve my workplace (or the workplaces of my clients!)

Beyond those obvious things, I cherish the opportunity to meet and talk to new people.  There are so many interesting stories to be learned and be shared.  I’ve been to multiple state conferences now of all sizes and times of year.  No matter where or when, I always come away knowing more about someone and getting the chance to see people who love what they do.  This satisfies one of my core beliefs in looking for the best in everybody.

It bears remembering though that this requires some effort, and often, a little extra time.  Although sessions and time in exhibit halls can bring these moments, they are much more apt to occur after the conference’s official hours are over and attendees are gathered in more informal settings.  I think back fondly to Louisiana SHRM and my conversation with Laurie Ruettimann and Lizzie Maldonado.  Although I know Laurie, I still learned more about her experience and life beyond HR and her cats.  Liz I hadn’t really known before and now I not only follow her on social media, but know and see firsthand the great vivacious person behind her twitter handle and her work at The Starr Conspiracy.  Moments like these happen everywhere from sitting down with John Jorgensen and Dave Ryan (both from Illinois) while in Ohio to meeting Travis Sinquefield from Michigan while at HREvolution in Chicago.  All great people who are so much more than their Twitter bio can describe!

So, if you’re attending one of the many great state HR conferences coming in the next few months, please take a little time and go out on a limb to meet some new people.  I guarantee that you will benefit from doing so!  I know I intend to meet new folks and gain insight from those I am fortunate enough to get to know during my time at Illinois SHRM from August 18-20 and at my own HR Indiana August 27-30, 2013.

Business and HR pros like Ann Rhoades highlight the conference.

Last week was the 18^th conference.  This year’s version was held at the JW Marriott in downtown Indianapolis (any of you who watched the Super Bowl last February have seen it as it was featured prominently with a giant Lombardi trophy on its blue glass exterior) and brought in another record attendance of nearly 1300 attendees along with another 200 plus exhibitors and about 50 speakers.  Early reviews are extremely positive!

Before being involved in the conference planning, I attended the conference for 5 years.  Even in that capacity, the conference was an annual highlight for me.  The gathering of so many HR oriented pros brings me an energy that can sustain my enthusiasm for quite a while.  One element of HR Indiana that I really cherish is the level of business content brought to the conference.  While avoiding talking about furniture (that whole “seat and table” business) so much of the content brings high level thought to not only those who know they need it, but to those who do not know and can begin to realize that the world of HR is a larger one than they previously believed.

Although SHRM has given up the formal tag line, their “serve the professional and advance the profession” mantra is one that makes sense to me.  Striking the needed balance between sessions for entry level HR folks or those who just happen to have some HR duties in their job (much as I started) to having C-suite level speakers bring their perspectives so that all of us can gain some insight into their views is a little tricky.  All of it does good while ensuring a broad base of knowledge can be obtained no matter the level you find yourself in.

No matter if you are new to HR or a seasoned veteran like me, the need to advance our own knowledge should never be one that stops.  Learn, share, and grow!

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.