SHRM Requirements

There are times when it's necessary to complete a proposal either for work or to be a presenter. In the talent management industry, there is an organization called Society for Human Resources Management, affectionately spoken of by its acronym, SHRM, and pronounced as "Sherm" (like the human companion for Mr. Peabody; but I digress).

SHRM sets standards for maintaining their certification of knowledge and expertise. Likewise, they set forth activities that show focused effort in developing meaningful, insightful content delivered by presenters. It's worthwhile to be acquainted with those standards. It helps in developing an accurate picture of the competency that can be presented. It's extremely useful in determining whether a presenter is qualified. This is in addition to their body of work either in writing or history of presenting and speaking.

Certification examiners and education providers can be found in many places. Not all are SHRM associations. In fact, there are some companies that are in the business of providing that education. They're global.

Recertification is focused on three categories of maintaining professional excellence:

• Advance Your Education
  
• Advance Your Organization
  
• Advance Your Profession
  

These areas are discussed in the SHRM BoCK (Body of Competency and Knowledge).

There are different types of presentations. For example, the most strenuous is the keynote. That's a solo performance. The speaker is expected to leave the audience inspired and motivated. There are other solo performances such as workshops and seminars. Those are focused on educating the audience. Some are also done by a panel or shared presentation. When it's a shared situation, even more skill is required because there needs to be coordination among the panelists. Strategically speaking, that can be very advantageous. It can also test one's EQ levels and abilities to negotiate. Focus on the outcome is the measure of excellence.

The point is these standards are useful both from the perspective of someone seeking a speaker or a trainer as well as for the one who is submitting a proposal and wants their content to qualify for SHRM credits (whether for certification, continuing education, or for recertification). They're also a useful reference point when interviewing and hiring.

What about knowledge and experience gained from being deep in the trenches and emerging with successful outcomes? What about sharing that knowledge and the strategies that gave rise to them? At the moment, I can't find that information. Needless to say, some awareness comes not from reading the book or sitting in the class but from actual execution and creativity with regard to developing solutions that fit the situation. Perhaps it also depends on how deep and wide the "trail of blood" is in getting there. I'll leave those answers to some of the ones who know more about applying credits from work (and not workplace) experience.

Meanwhile, it's wise to know what the standards are. It's prudent to make the effort to reach and even surpass those standards, no matter which industry is the focus. There's always a standard for excellence.

Resources:

• SHRM Body of Competency and Knowledge
  
• SHRM Certification: Qualifying Credit Activities
  
• Recertification Process Infographic
  
• SHRM Approved Recertification Providers
  

Sponsored Links:

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A VITAL Organization

There are times when we need to recite the meaning of the associations we've developed. After some time passes, we forget the fervor that went into striving to earn the distinctions those associations merit and symbolize. The initials become tantamount to year-old tattoos. We're no longer aware that they're even there; they're simply part of who we are.

An employer needs to know (or is that "wants" to know) what the initials "C.A.C." mean. Well, if you look up the organization that issues that certification, you'll find it is issued by the California Staffing Professionals Association (CSP), the California complement of the American Staffing Association (ASA).

Check the CSP home page and you'll discover they bill themselves as a "VITAL" organization. But all of those letters are capitalized. That means "VITAL" is an acronym. What the letters stand for are concepts that are representative of what the organization is and qualities it offers.

Visionary

Integrity

Training

Advocacy

Leadership


There are a number of certifications that are available through evaluative testing performed by both the national as well as the state-level organizations. Successful performance will earn the applicant a particular designation to represent their knowledge and expertise. The ASA lists the types of certifications available through them. The CSP (Certified Staffing Professional) used to be the initials for the credential earned through the CSP organization. That state designation changed its name circa 2000 and became known as CAC or California Accredited Consultant. It still represents the same accomplishments. The rigors are limited to California laws instead of state as well as federal laws. It still requires knowledge of ethical practices.

The CSP has a continuing education requirement; the CAC does not. (Please, don't ask me why.) In a way, the lack of continuing education requirement is a bit disappointing. But when you consider that one who is passionate about their profession will be taking as many steps as possible to remain abreast of industry practices and knowledge, it makes sense that the requirement no longer exists. Additionally, one who is actively practicing will in all likelihood also be attending chapter meetings and thereby staying up to date on innovations through the educational section of each meeting.

You may be wondering about the significance of certifications and credentials. (Maybe you're not.) Unearthing the language that provides the official CSP explanation of their CAC brought me to a site called Designation Check. They have a page, Credentials Explained, where the various types of credentials are explained, whether there are any differences between a "designation" and a "certification", and more. It's useful to gain an understanding and appreciation of the document (or the initials) that represents the distinction the person holds. It appears Designation Check's specialty is in the area of finance. The information they provide is reliable with regard to certifications for any industry. Certification is a standard practice for any profession.

Back to being a VITAL organization. Back to an examination of whether you've found a consultant. Some have dotted all their "i"s and crossed all their "t"s. They've earned their credential through a valid organization that maintains their standards over time. NOLO tells us about other aspects of starting a consulting business in California. One of them is having a license, which can be a simple as obtaining a fictitious business name (a "dba") through the county where the business is being conducted. It's good for five years. It's required because it helps the public realize it is a business they're dealing with or a group of owners who are operating under a particularly formulated name; it isn't the name of an individual. Also, the dba basically tells the (local) government that this is a business and it may pursue and defend its rights in a court of law under the registered name of the business. Otherwise, the individual doing business under that name has no standing. (Further explanation is required but in another writing.) Once the registration is renewed, so is the standing. The legitimacy of the business is otherwise not affected.

Likewise, if the certifying organization has stopped requiring continuing education and proof of it, the prudent practitioner will continue to enhance their knowledge through various alternative (but reliable) channels and keep track of those "credits". They will continue to be vital, especially if they've needed to step away from things for one reason or another and later decide to re-enter the field.

As with any other profession when you're evaluating the consultant, you'll want to do some screening. Pay attention to what they've been doing in lateral areas. Should you decide to hire them, you'll start them on what should be manageable and then increase the difficulty level as your relationship evolves and your organization can become VITAL because of the quality input you've chosen.

Resources:

• California Staffing Professionals Association
  
• American Staffing Association
  
• Credentials Explained
  
• NOLO Starting a Consulting Business
  
• Why Become Certified
  
• How Professional Certificates Can Help Jump-Start Your Career
  

Sponsored Links:

• PHR/SPHR Certification Exam Preparation
  
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Earning Letters to Be a Leader

A recent community discussion was raised about the need for a degree and/or certification in order to be eligible for hire as a Human Resource professional. Many perspectives are offered in that discussion. Most lean toward experience and skill plus certification. I remember a lecture from my undergrad Management instructor about being a leader and the qualifications for that role. He set forth the concept that you don't need to have a degree nor a background in the business nor industry that you're leading. What you do need is a knowledge of how to run a business and how to lead. The other details can be delegated to trusted advisers and consultants who are experts in that particular area and who do not have some hidden agenda for power grabbing of their own.

A university degree says the individual has been taught how to think and reason through issues. They have been exposed to the latest principles and concepts. They have managed to pass the academic tests structured to evaluate how well they grasped those concepts. Unfortunately, it became vogue during the '80s and '90s to negotiate an A in whatever course was taken so that the true value of the grade was watered down. Even having a 4.0 academic standing now leaves room for speculation.

Certifications are good milestone checks for how well a person has gained a good understanding of the principles. To the extent they are required at periodic intervals and evaluate new practices and concepts in addition to the basics, they are very useful. But certifications are expensive propositions. In this economy, they are for those who have the funds to take them or work for an employer who is willing to sponsor taking the test.

Which brings me back to the qualifications of a leader. The person has proven experience from many situations and venues. They understand the importance of continued education and endeavor to stay abreast of technology and practices. They look to case studies for guidance where they have no direct experience of their own.

To the extent they demonstrate the essential characteristics of a professional in deportment, demeanor, appearance, and respect for others, in addition to using good judgment, the person without all the letters but with a great amount of experience is just as qualified in many respects.

As a closing thought, some years ago a woman who was a practicing lawyer talked with me at a networking function for recruiters and HR pros. She wanted to transition from law to HR but was getting a lot of resistance and being told she didn't have the necessary qualifications. What I interpreted was that HR folk are extremely territorial. Even though she had the advantages of being a professional from another industry as well as the necessary knowledge of the law as it would apply in essentially all of the situations that would present to her, the established population didn't want an outsider to infiltrate the ranks. Incidentally, I've checked her LinkedIn profile and it appears she finally broke through.


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