Human Resources Training
Who should Enroll?
Individuals who perform HR duties or currently enrolled students who wish to verify, validate, enhance and/or expand their HR capabilities are likely candidates for SHRM-CP or SHRM-SCP certification.
SHRM membership is not required for eligibility and individuals need not be employed at the time they apply.
Specific criteria for each credentialing level are as follows:
SHRM Certified Professional (SHRM-CP)
The SHRM-CP certification is intended for individuals that perform general HR/HR-related duties; or for currently enrolled students and individuals pursuing a career in Human Resource Management.
Candidates for the SHRM-CP certification are not required to hold an HR title and do not need a degree or previous HR experience to apply; however, a basic working knowledge of HR practices and principles or a degree from an Academically Aligned program is recommended.
The SHRM-CP exam is designed to assess the competency level of HR at the operational level. This level includes implementing policies, supporting day-to-day HR functions, or serving as an HR point of contact for staff and stakeholders.
Refer to the SHRM BASK for detailed information on proficiency standards for this credential (i.e., Proficiency Indicators only For All HR Professionals).
SHRM Senior Certified Professional
The SHRM-SCP certification is for individuals that have a work history of at least 3 years performing strategic level HR/HR-related duties; or for SHRM-CP credential holders who have held the credential for at least 3 years and are working in, or are in the process of transitioning to, a strategic level role.
Candidates for the SHRM-SCP certification are not required to hold an HR title and do not need a degree to apply.
The SHRM-SCP exam is designed to assess the competency level of those who engage in HR work at the strategic level. Work at this level includes duties such as developing HR policies and/or procedures, overseeing the execution of integrated HR operations, directing an entire HR enterprise, or leading the alignment of HR strategies to organizational goals.
Applicants must be able to demonstrate that they devoted at least 1,000 hours per calendar year (Jan. – Dec.) to strategic level HR/HR-related work.
- More than 1,000 hours in a calendar year does not equate to more than 1 year of experience.
- Part-time work qualifies as long as the 1,000-hour per calendar year standard is met.
- Experience may be either salaried or hourly.
Individuals who are HR consultants may demonstrate qualifying experience through the HR/HR-related duties they perform for their clients. Contracted hours must meet the 1,000-hour standard.
Refer to the SHRM BASK for detailed information on proficiency standards for this credential (i.e., Proficiency Indicators For All HR Professionals and For Advanced HR Professionals
Maintain Your SHRM Credential with Recertification
Because the HR profession is constantly changing and evolving, it is important for certified professionals to continually update their HR competencies and knowledge. Achieving certification as a SHRM
Certified Professional (SHRM-CP®) or SHRM Senior Certified Professional (SHRM-SCP®) is the first step. Recertifying demonstrates your commitment to the profession, to your organization, and to yourself through lifelong education and professional development.
HR professionals obtain recertification by engaging in professional development activities that relate to the behavioral competencies and HR knowledge identified in the SHRM BoCK. The incorporation of competencies into the SHRM BoCK greatly expands the range of activities that will qualify for professional development credits (PDCs). To recertify and maintain your credential, you must earn 60 PDCs every three years, or retake the certification exam.
SHRM created three avenues by which SHRM-CP and SHRM-SCP credential holders can earn PDCs:
- >Advance Your Education through continuing education activities such as conferences, seminars, webcasts, e-learning, chapter programs and more.
- Advance Your Organization through supervisor-endorsed work projects that meet or support organizational goals and demonstrate or advance capabilities in one or more of the HR competencies.
- Advance Your Profession through thought leadership and volunteer activities that contribute to the development of the HR profession and the community.
For detailed descriptions of what activities qualify for PDCs, refer to the SHRM Recertification Handbook.
To start the recertification process, visit shrmcertification.org/recertify.
BETA’s 6-week online professional development courses qualify as Advancing Your Education and can be used as PDCs as long as they relate to elements of the SHRM BoCK. https://www.ed2go.com/butlercc/ or https://catalog.mindedge.com/butlercc/categories/4
The SHRM BoCK organizes eight behavioral competencies into three clusters: Leadership (Leadership & Navigation, Ethical Practice), Interpersonal (Relationship Management, Communication, Global & Cultural Effectiveness), and Business (Business Acumen, Consultation, Critical Evaluation). Additionally, the SHRM BoCK organizes the fifteen areas of HR knowledge which comprise the technical competency HR Expertise into three domains: People (HR Strategic Planning, Talent Acquisition, Employee Engagement & Retention, Learning & Development, Total Rewards), Organization (Structure of the HR Function, Organizational Effectiveness & Development, Workforce Management, Employee & Labor Relations, Technology Management), and Workplace (HR in the Global Context, Diversity & Inclusion, Risk Management, Corporate Social Responsibility, U.S. Employment Law & Regulations*).