Business Wants More HR Leadership? SHRM and HR Pros Accept the Challenge



As you know (maybe all too well!), there’s always some commentary about what HR needs to do to get to the next level in business. “Rebrand.” “Be more strategic.” “Blow up and start over.” The list goes on.

Recently, I rediscovered a 2013 Korn Ferry Institute blog post, To Be or Not To Be Strategic, that said, “…human resources professionals historically have not been required to possess the competencies and background necessary to have a say in corporate strategy.” And “The challenge for H.R. is to develop a critical mass of people who are up to the task.”

Now we can officially say: Challenge accepted.

SHRM extensively researched and carefully designed the SHRM Competency Model for this very reason—to focus HR professionals on proven behavioral and leadership competencies. To prepare all members of the HR profession—that “critical mass”—for the next, more strategic level and move our profession further into business leadership one HR professional, one HR team, and one organization at a time.  

And to date, more than 60,000 HR professionals have taken the SHRM Competency Model to heart and accepted the challenge to further develop themselves as HR business leaders by earning the SHRM-SCP or SHRM-CP.

Taken together, the tens of thousands of SHRM-certified HR professionals may or may not yet be considered “critical mass,” but one thing is clear: More HR professionals are now on a shared journey to developing the competencies and knowledge needed to lead in business today.

I invite others to join us.

Individuals who have a valid HR generalist certification as of January 31, 2015, are eligible for SHRM's certification—at no cost—by completing the online tutorial pathway by the end of this year. Applications are also being accepted for the SHRM-SCP and SHRM-CP winter exam window.



The SHRM Blog does not accept solicitation for guest posts.


I applaud the competency work. It's absolutely spectacular! I am absolutely mortified by the the testing. Just when we get a competency model that is accurate and strong and a great tool for HR, we decide to exploit it by doing a this really awful certification. So many things are uncomfortably wrong with the testing, (not the least of which is it's not being conducted by an objective testing body), that I am really sad and sorry to be associated with it. What an awful way to use the model and corrupt the great research and work that went into it. Grandfathering everyone in simply points out that the testing is no better, and gives no more credibility to the profession than the previous tests from HRCI.

So many good things could come of such great research. I'm afraid our SHRM leaders may not have chosen the best path on this one.

Might I suggest reading the "SHRM Certification: Why #HR Professionals Should Pay Attention" article? It answers your concerns addressed here quite clearly. I'm excited about this new direction SHRM is taking, proving again their superior reputation as a world leader in Human Resource Management.

Add new comment

Please enter the text you see in the image below: