As a certified HR professional with both HRCI and SHRM, I – like you – am now faced with the challenge of re-certifying for not one but two different HR credentials. This requires some planning, multitasking, and education as myself and possibly you now must manage varying requirements, obligations and technologies in order to maintain your designation. Or maybe you have a single certification and are trying to navigate the muddy waters of HR certification unsure of where to start, stop or begin.
Or maybe you have one HR certification and are trying to understand changes, new requirements and the moving target that seems to be HR certification with both HRCI and SHRM. I’ve put together a list of 7 facts that you need to know about HR certification to get you recertified and on your way.
7 Facts About HR Re-Certification Programs
- HRCI and SHRM combined have 9 credential programs. Between the two, there are nine different certification credentials. Seven by HRCI with the aPHR, PHR, PHRi, SPHR, SPHRi, SPHR-ca and GPHR credentials. And two with SHRM, the SHRM-CP and the SHRM-SCP. That’s a whole lot of letters.
- Recertification deadlines remain same for both programs. Both SHRM and HRCI have re-certification deadlines of the last day of your birthday month. Both certifications require that you recertify every three years to maintain your credentials.
- Both require 60 credits as part of re-certification. While the number might be the same, the path to getting there for each program is different. For example, HRCI allows for all 60 credits to come from online learning programs like my LEARN HR learning system while SHRM only allows 30 credits to be earned this way. With HRCI you are allowed to enter over 60 credits into the system. SHRM only allows for 60 to be submitted.
- You have to enter in information in two different portals. Aside from the differences in credit requirements and thresholds, HR certified professionals will be required to enter in credits into two different technologies and portals. Book some time on your calendar because it’s going to take time wrangling all these.
- Both offer unusual ways to earn credits. HR certified professionals can earn credits for reading books, volunteering, speaking, and even writing on blogs like this one. You can learn more about Workology’s contributor requirements. I’ve built a graphic above to help explain the differences in credit maximums, which is included above.
- Leverage work experience. SHRM offers up to 20 credits versus HRCI’s 40 credits for work. These include work projects like a compensation analysis, new job descriptions, HR technology implementation and developing a new employee review process or employee handbook. We all have plenty of these. It’s just important to keep track of these, make a list, and craft an explanation so that you are prepared prior to submittal and entering credits.
- No program or org number, no problem. Both SHRM and HRCI offer the ability to search within their respective systems for courses by title and by a provider. For example, Workology is listed as a provider under Xceptional HR Consulting, my company. With HRCI, you are able to manually enter in classes and courses without the program number and in some cases can even receive credit for courses that aren’t pre-approved for HRCI or SHRM credits.
HR certified learning on-demand and on your schedule. Pre-approved HRCI & SHRM webcasts & podcasts. Learn more.
What questions do you have about HR re-certification? I’m finishing up an ebook on the subject to help HR certified professionals navigate this landscape. Subscribe to our email newsletter and I will send you a message when it is available for download.