AI 4 HR! Understanding the most Misunderstood Concept in HR!

Jeanne Meister, Forbes 2020 Workplace Columnist, and HR executive brought together this incredible team of great HR pros/minds and developed an entire curriculum around using Artificial Intelligence (AI) in every single aspect of HR! What Jeanne and the team know is that AI is currently the most misunderstood concept in human resources, but it has the ability to become the biggest advantage to HR leaders and pros over anything we’ve ever seen! 

AI 4 HR is the one of its kind 5-week online course that will share the fundamentals of artificial intelligence and how 12 HR experts are using AI to completely re-imagine the employee experience. The course showcases specific use cases of how AI can and is already being used across HR for good in:

  • Talent Acquisition
  • Employee Onboarding
  • Internal Talent Mobility (my #1 trend for 2020!) 
  • Learning and career development
  • Performance Management (the single thing every manager needs!) 
  • Coaching

So, yeah, it’s an online, self-paced course of five modules that utilizes great video content from real HR pros/leaders from: IBM, Cisco, TIAA, Davita, GE, Schneider Electric, Hilton, Brigham Women’s Hospital, and more! So, pretty much every industry is represented with real-world case studies and actions. Jeanne made sure to get the SHRM/HRCI credits for you – 8 hours worth! 

What I like about the design of this course is that it goes live on January 20 and runs through February 21. One new module released each week for five weeks. This kind of forces us to be a bit more ‘self-directed’ in getting the content done, unlike other self-directed courses. If you miss a week, you can definitely go back and catch up, but I like that the design of AI 4 HR is set up to get all of us to get it done in a timely way! 

So, what’s the catch! 

It does cost money. Turns out all good things do! The full fee for the course is currently $499  (about half that of one national conference) and if you use the super-secret Tim Sackett code: AINOW – you’ll get $100 off at registration making it $399 (when you check out, go to “Show Order Summary” and you can input the code!). 

It’s a super deal for the content and learning around AI, and for the SHRM/HRCI credits. Go check out the site! I love that you’re hearing from actual real HR people who are using the tech and how they are using it, and not vendors, etc. There’s a big difference between what really happens in our organizations versus what vendors are telling us will happen, many times. 

Register Today! 

For those who go through this, please come back and comment and let the rest of the group know what you thought! I’m impressed with what is being presented, but I would love to get some feedback from others as well! 

SHRM CEO says All Employers Should “Require” HR Certification!

Did you see this last week by new SHRM CEO Johnny Taylor?

“Require certification,” Taylor said. “SHRM certification is a validation that the professional doing the job has the competency to do it. Treat HR like a profession. Don’t just prefer—require!”  

So, there will be a reaction from the HR community on this for sure! My guess is it will be mostly negative by those who aren’t certified, and mostly positive by the small percentage, overall, of HR professionals who do have a certification.

Here’s my take – I 100% agree with Johnny!

In fact, I love Johnny even more as the selection of SHRM CEO!

We (HR) want to be put on the same level as our peers in accounting, legal, etc. They are required to complete an examination to reach their CPA or pass the bar exam. Why should HR be any different?

I think it would be awesome to begin seeing HR positions at all levels have “HR Certification Required to Apply to this Position!” on job descriptions and job postings. I think it’s a sign that organizations are saying we want to ensure that our HR professionals meet some basic understanding and competency of the profession, at a minimum.

I think the one pushback would be there is a cost of obtaining the certification. That’s a real barrier and being a professional that embraces and espouses to inclusion, we want to eliminate barriers. Thankfully, SHRM also was prepared for this and announced last week:

“We’ve adapted our recertification process to provide additional flexibility to match your learning needs.

Going forward, SHRM will no longer have a maximum limit on self-paced activities, in the ‘Advance Your Education’ category.”

What this means is an HR professional can go out and take all 60 recertification credits for free through various webcasts or other self-paced free HR learning opportunities.

There still the cost to recertifying ($100 for members, $150 for non-members) and a cost to take the initial exam ($300 or $400, respectively). The reality is we all have investments we need to make to maintain and grow ourselves in our profession. This is a rather small amount for such a great profession.

I’ve been a long time vocal critic of SHRM in many ways but I love this push from Johnny to the profession. Sure it’s a bit self-serving since SHRM is the one selling the SHRM-CP and SCP certification (along with HRCI who sells the PHR, SPHR, and GPHR separately), but I don’t care. It’s the right thing to do.

I’ve been an HR professional who has held a certification since 2001. Gaining that certification took work, study, and practice. It wasn’t easy. After completing the examination and passing it was a big deal. 17 years of pursuing continuing education puts me in a really great position as a professional that I know a great deal about HR in a number of facets.

Does this make me a ‘better’ HR professional than someone who does not have a certification? That’s the big question, right? I believe it does, on average. Sure someone can know more than me, who does not have an HR certification, but normally, I would say that is not the case.

So, kudos, to Johnny, who got beat up recently in social media for shaking President Trump’s hand and taking a pic at an event. I believe requiring HR certifications for HR positions is the right stance to take for SHRM and for the profession.

Now That’s What I Call HR! Vol. 1

So, if you’re a regular reader of this blog you know of my friend Chris Bailey, is a Brit expat who is running PWC’s HR consultancy in the Caribbean, and he lives in Cayman. Yeah, Chris has the one job on the planet that every HR pro in the world wants! And, he’s an awesome human being.

Chris also is an integral part of the team that puts on the annual Cayman HR conference. It’s like your normal state level SHRM conference, except that it’s completely awesome, in Cayman, Chris, and the team go so far overboard on making sure they run a great conference, if you run an SHRM conference, you’re now going to feel bad about yourself!

Why?

Chris and the team at Cayman Island Society of HR Professionals (who by the way have like 30 people going to SHRM national this year!) made their own musical album of HR songs for the conference! It’s on iTunes! You can buy the full thing for like $5.94! They had to create their own record label to actually get the album on iTunes! What the hell did you do for your HR conference!?

I’ll give you a review here of each song on the album since I’m clearly a critic of everything and I actually listened to Now That’s What I Call HR, Vol. 1 (insinuating there might be a Vol. 2, God help us all!):

Track 1 – HR Stars – Les Mis – Chris Bailey lead vocals – If you’re a Broadway musical fan of Les Miserables, you’ll instantly know the tune of this remake of Stars with HR lyrics in place of the original brilliance by Claude-Michel Schonberg, whom I’m sure never could foresee this happening! To Bailey’s credit, he’s probably more of a classical Broadway singer than he is a pop singer!

Track 2- Stars Original Les Mis – Chris Bailey lead vocals – Didn’t get enough of track 1, here’s another minute of the same stuff! Yep, instead of two minutes of Chris, you get three. Buckle up. For some reason, iTunes shows this track as the most popular which I can only surmise means Chris’s Mum downloaded five times.

Track 3 – Don’t Stop Believing HR – Elisa Brown & Chris Bailey lead vocals – Popular Journey remake and everyone’s favorite karaoke go-to song! We get to meet the great vocals of Elisa Brown who is awesome, and we get more of Chris destroying a song I’ll never listen to the same again.

Track 4 – HR State of Mind – Elisa Brown lead vocals – My favorite song of the album is only you don’t have to hear Bailey! Also, crafty lyrics and a great voice by Elisa. Rewriting a popular song with HR lyrics is super hard, just ask Steve Browne!

Track 5 – HR Baby – Chris Bailey lead vocals – This is actually the song that started it all for Bailey and company. Chris first performed this song at the CISHRP conference in 2015 – “If there is a problem, yo, check out HR we’ll resolve it – Ice Ice Baby” – a remake of the famous Vanilla Ice song, this is Bailey in his natural habitat.  It was a must for the album!

HR Baby By Chris Bailey from CML TV on Vimeo.

Track 6 – Vacation – Matt Brown lead vocals – hip hop, mixed up song that’s all fun and HR – great conference kick-off song. Pretty sure they CISHRP went to a local producer for this one to add a little more HR excitement to the album!

Hat tip to Chris and Elisa for putting themselves out there for the good of HR! We need more people like this in our lives.

HR conference organizers around the world, you’re on the clock.

5 New Rules of Work

I’m usually a big fan of Fast Company articles (in fact my friend Lars Schmidt is now a regular contributor to FC and his stuff is awesome!)but this one seemed like the biggest contrived piece of new-aged garbage, I just had to share!

The article has a great premise: These Are The New Rules of Work.  You know, one of those articles that will show us all how we use to do work and how we now do work. Well, maybe, but also how we hope we could do work like they talk about in magazines like Fast Company, but we really don’t because we live in the real world.

Here’s a taste:

Old Rule: You commute into an office every day.

NEW RULE: WORK CAN HAPPEN WHEREVER YOU ARE, ANYWHERE IN THE WORLD.

Cute, but I actually work at a job where we go to the office each day, like most people in the world. So, while it would great to work in the Cayman Islands, my job is in Flint, and if I don’t come in, I don’t get paid. Which makes trips to the Cayman more difficult.

You get the idea.  It was written by a professional writer, not by someone who actually works a real job. Writing isn’t a real, normal job. When you write freelance, you can actually work from anywhere, because you basically work for yourself!

Here are the others:

Old Rule: Work is “9-to-5”

NEW RULE: YOU’RE ON CALL 24-7.

Well, you’re not really on call 24-7, you choose to be ‘connected’ 24-7, there’s a difference.  I do believe that ‘leaving’ your job at the office was a concept that was overblown for the most part in our parent’s generation. They claimed to do this, but only because they didn’t have email and smartphones and laptops. Let’s face it, our parents would have been just as connected given the same technology.

Old Rule: You have a full-time job with benefits.

NEW RULE: YOU GO FROM GIG TO GIG, PROJECT TO PROJECT.

There’s no doubt there is a rise in the use of the contingent workforce, but this doesn’t mean it’s necessarily chosen by the worker.  True, thoughts have shifted that many people no longer want to work at one company for forty years, but much of that has been shaped by companies and economics. When you live through an entire decade of layoffs and downsizing, you begin to think of the work environment as more transient. The crazy part about this mindset is organizations still feel like candidates should want to stay at a company for forty years, even though they can’t, and won’t, guarantee that for you.

Old Rule: Work-life balance is about two distinct, separate spheres.

NEW RULE: FOR BETTER OR WORSE THE LINE BETWEEN WORK AND LIFE IS ALMOST ENTIRELY DISAPPEARING.

This is the one rule I actually agree with.  Again, from a day when you could actually separate yourself from your work and personal life. In today’s ultra-connected world, it becomes very difficult to do this. I think most people get tired of living two separate lives, and just want to live one. This is who I am, professionally and personally, take me a whole person, or not.

Old Rule: You work for money, to support yourself and your family.

NEW RULE: YOU WORK BECAUSE YOU’RE “PASSIONATE” ABOUT A “MOVEMENT” OR A “CAUSE”—YOU HAVE TO “LOVE WHAT YOU DO.”

This is actually the single worst piece of advice ever given to mankind! Bar none.  If this was actually the case, how do you think anything would actually get done on this planet? How would store shelves get stocked? Gas stations get to run. Your dinner gets cooked and the dishes washed at your favorite restaurant? Do you really feel there are folks “passionate” about washing dishes for you? That they want to wash dishes for your cause of having a chicken fried steak and gravy for dinner?

Get some freaking perspective.

I think it’s great if you can work at somewhere you’re passionate about, good for you. But it’s definitely not necessary for you to have a great life. Have a cause that is special in your life? Perfect, go for it. You know what really helps most causes? Money! If you have a job that makes great money, just imagine how you can truly help that cause.

So, what do you think about these ‘new’ rules of work?

How to get your first HR job!

It’s graduation season which means I get a ton of messages from new HR grads asking for advice. I heard from someone at SHRM that there are currently 8,000 human resource’s university programs in the world currently.

Doesn’t that seem like a huge number? I’m not sure we actually need 8,000 HR post-high school programs but welcome to the business of higher education where we offer you what we can put together for the least cost that makes the most money, not what industry actually needs!

HR degrees are the new ‘education’ degree for people who hate kids, but think they’ll like adult employees who act like kids!

So, now you’ve got this bright and shiny new HR degree and you need a job. I hear Enterprise Rent A Car is hiring in their management training program! I’ve hired some great employees from Enterprise over the years. Also, every single hospital in the country needs nurses, almost every company on the planet needs technical talent. Oh, wait, yeah, HR jobs…

So, how do you get that first HR job?

Step 1: It starts the summer after your freshman year if you’re super aggressive and really want to be in HR and just didn’t fall into after your sophomore year and it seemed like the easiest way to get a degree. You need internships that allow you to do HR-type work.

Yeah, I know it’s next to impossible to get an HR internship, especially if you’re not in a top tier HR specific program. I love hiring grads from “B” schools, but “B” school and HR degree, without an internship, should be called a “B.A. in Selling Cell Phones out of a Mall Kiosk”.

Even if you’ve already graduated and struggling to get your first HR job, it’s still worth it to try and get an HR ‘internship’ at any level. What I recommend to new grads is you go do ‘volunteer’ HR work for a company or organization. Offer up yourself for 8-24 hours a week. Work a paying job nights and weekends, do whatever it takes to get “HR” on your resume.

Step 2: You’ve got to become a cray-stalker-networker. Link-In with every HR person you can find that graduated from your school. Link-In with every single HR pro in your area and ask for help getting experience and your first job. No! Actually, ask them for help! Most won’t, but some will.

Step 3: Make it super public you’re looking for your first HR Job. Tell your friends, neighbors, people at your church, your parent’s friends, the bartender when you order a drink. You need to be discovered and that only happens when you make yourself discoverable!

Step 4: Don’t worry about money in your first job. You need to get “HR” on your resume, even if it’s like going to a 5th year of college. So many HR grads I meet give up and work a job that will pay their bills. That first HR Administrator job might be a kick in the stomach to accept financially, but this is how you get to ‘the show’ and make a decent living in HR.

Step 5: Join the HR conversation online. Show up at HR meetups and local SHRM meetings. Most will let ‘students’ in for free. Use this to its fullest and then get involved and volunteer. Those people who volunteer with you will know about HR jobs before they go public and would love to plug you into it instead of posting and interviewing.

Step 6: If you can’t find any HR jobs. Apply to entry level agency recruiting jobs. Many large recruiting agencies are constantly hiring fresh meat. It’s a grind, but it’s a great resume builder, and you might fall in love with it. It’s not HR, it’s recruiting, but having this experience will get you in the door for corporate recruiting jobs and then you can eventually move into corporate HR jobs within that organization.

I love HR and Recruiting. It’s a great profession to get into, but it’s not easy to break in since the barrier to entry is fairly low. A ton of people in HR don’t have HR degrees, so most organizations don’t view your degree in HR as a necessity to work in HR.

I only offer the truth, I wish your college advisor did the same, but you can do, you can join the tribe, it might just take a little more work than you were expecting!

 

The Dumb HR Guy Guide to Recertifying for HRCI & SHRM

“My three years is up!”, he said as if it was a prison sentence. If you’re a regular to the professional recertification process of HRCI (SPHR, PHR, GPHR), you know this feeling well. Your HRCI certification lasts for three years and you can then retake the test or turn in continuing education credits for recertification. The first round of the new SHRM recertifications won’t take place until later this year for the SHRM CP and SCP certs.

It’s pretty simple. The first time you got your HR certification you took a test. For most of us, it sucked! It was hard, we had to study for weeks and months, and in the end when you walked out of the room you had no idea if you passed or not! It was at that point you made a pack with yourself, “I will never take that exam again!” With that statement, you signed yourself up for the three-year sentence!

Most professionals certification in other fields work in a very similar manner. In lieu of taking the certification exam over, you can do continuing education and receive credit. If you get so many credits over a certain period, you don’t have to take the test and you continue to have a valid certification. It’s a good business deal for both sides. I don’t want to take a test again, and the professional body would rather keep collecting my money.

With the breakup of HRCI and SHRM, we HR pros now have a decision to make:

  1. Maintain my HRCI certification only.
  2. Maintain my SHRM certification only.
  3. Maintain both certifications.
  4. Screw them both, this is too confusing!

I’ve maintained that having both certifications is ridiculous. You don’t need both, there isn’t enough differentiation in the eyes of employers, and there is still confusion in the market over which one you really need.

February 20th is my birthday. My SPHR certification through HRCI will expire. So, now I have a decision to make. I’ve maintained my SPHR certification since 2001. I still remember sitting in that room taking the test, finishing, and having no idea what the heck some of those answers were! I was proud when I got certified. It’s a hard certification to get and give up.

Most of you aren’t like me. In fact, I did a quick poll of some of my HR friends to find out how they recertify. It came down to three basic ways to HR pros recertify:

  1. You put in your recertification credits immediately as you earn them. This is 40% of you. These are my smart friends.
  2. You have a set schedule for inputting your earned credits (Monthly, quarterly, bi-annual,etc.) This another 40% of you. These are my slightly less smart friends.
  3. Dumb HR Guy way – you wait three years then put them all in at once. This is about 20% of us.

So, I made the decision to recertify my SPHR through HRCI. I go to and speak at a lot of conferences, I lead webinars, I get enough credits in one year for all three years, so this should be super simple!

Okay, let me stop for a second and explain, it wasn’t. But, it’s mostly my problem and my Dumb HR Guy way of doing things! Also, I think HRCI and SHRM could make this process a little easier, so I’ll give you some tips that I hope will help you not be dumb like me!

Tip #1 – Each thing you do for recertification comes with a “Program ID #”, turns out these numbers, and remembering these numbers are pretty important to the simplification of recertification! Also, both HRCI and SHRM have different numbers, which adds to the complexity of this. My suggestion to both would be to each have a simple search function on their recertification website allowing you to look up these program ID #’s so you don’t have to save all this documentation or find a way to remember them. Which leads me to Tip number two.

Tip #2 – Don’t be a Dumb HR Guy! Once you get your “Program ID #” input it into your recertification application right away. This is one million times easier! Now, SHRM also has made it super simple by providing a new mobile app so you can actually do this task in seconds while you’re at the event and you first get told the Program ID #. Super cool, super easy, go download it now if you have the SHRM CP and SCP. I’m guessing HRCI is probably not far behind in launching their own mobile app, it just makes sense for this kind of thing.

Tip #3 – Both HRCI and SHRM make it very hard for you to find Program ID #’s because they think you’ll cheat. Even though both audit and the reality is people applying for HR recertification would rarely cheat just based on their demographic and fear of being caught, let’s make it super hard for our ‘members’ to find the information you want. Even if you call them, they are not very forth giving on those IDs! Basically, we HR pros are untrustworthy to the associations we belong to. Oh, what’s the tip? It’s not one, I was just still upset over not easily being able to find the Program ID #’s of the events and webinars I attended to make it easier for me to fill out my recertification! Okay, rant over.

Tip #4 – HR blogging is pretty much worthless in the eyes of HRCI and SHRM. You get a max of like 6 credits over three years. I write every day, doing research, keeping up on the biggest HR topics on the planet, working to advance the HR profession, but somehow I don’t get credit for that. Instead, I go listen to Charlie at a local SHRM monthly luncheon talk about 401K participation for the third straight year, with the exact same presentation, and I’ll get three credits for attending those three exact presentations over three years. Doesn’t seem equitable, does it?

The moral of this story is this. SHRM and HRCI have figured out there is one really good way to recertify and if you follow their way, you’ll find this process easy and awesome. If you’re a dumb HR guy like me, you’ll find it painful.

The other moral is this, I’m recertifying for both, even those I still think it’s ridiculous. Until employers show us which certification they prefer you can’t be left not holding the one that will be most valuable to you. Unfortunately, right now, you don’t know which one that is!

 

5 Reasons I Got My SHRM-SCP

I’m taking a break from my normal writing during the holidays to share some of my most read posts of 2016. Enjoy. 

Anytime I write about SHRM it gets a big audience. This tells me that HR pros care about what’s going on with SHRM. My posts aren’t always liked by the SHRM folks, but to their credit, they keep talking to me and educating me. SHRM adding certifications and stepping away from HRCI was big news in 2014 and 2015, and it didn’t go away in 2016! 

The reason for this? Both SHRM and HRCI haven’t answered this one simple question that every HR Pros has to ask themselves, including me in 2017 and beyond, “What HR certification should I get? HRCI or SHRM?” It’s the one question I get asked most frequently. 

I’ve been known to rail against the man (SHRM) once in a while.  I only do it, because I care.  If I didn’t care about my professional organization, I could really care less how bad they come off, or the bad decisions they make.  When they decided to ditch HRCI and bring HR certification in-house, I thought they butchered the communication.  Maybe one of the worst rollouts I’ve ever seen by a professional organization.

I also thought, though, that it was a smart business decision.  Why let HRCI rake in all the dough, when you can do it just as well yourself.  In fact, I wish they would have just come out and said that, originally. We don’t see any reason why as stewards of our business, we should give all this cash to some other organization. I would have loved that!

So, at the time of that announcement, in May 2014, SHRM was going to force all HRCI certified members to pay and take the new SHRM certification. This made complete sense if SHRM was doing what they said they were doing, which was to create a ‘new’ assessment of HR based on competency because that’s what was really needed for the profession.  I was cool with that, but I wasn’t going to pay and take another test.  I’ve reached a point in my career where I don’t need letters after my name to prove my proficiency.  So, I was riding the HRCI train until it ended.

‘Surprisingly’ SHRM changed direction last week and created a new pathway for already certified HRCI members to gain the new SHRM certification by following a simple process that takes about an hour, and costs nothing. Again, brilliant, now no one really has any reason not to get the new SHRM certification, and convert over.  It’s what they should have done originally, but they couldn’t because they were trying to keep up the illusion they needed a new and improved certification, not just a money grab. Thankfully, someone came to their senses, and grabbed the money!

All of that being said, here are the 5 reasons I decided to get my SHRM Sr. Certified Professional certification:

1. We all hate conflict, and I wasn’t picking sides in some fight over money. SHRM is my professional organization.  HRCI is basically a testing center. I’ll stick with SHRM.

2. No one knows HRCI. Everyone knows SHRM. Let’s get real for a second, up until May, most people thought HRCI was a department within SHRM. No one had any idea they were a separate company unless you were deeply involved in SHRM.  Outside our industry, no one knows HRCI. SHRM is a brand for HR.

3. Ultimately, SHRM is right. Competencies assessments are better than knowledge-based assessments.  Anyone can memorize answers. It takes critical thinking to answer competency based assessments correctly.

4. It was free! I wasn’t going to pay a dime to get SHRM certified and tested.  Well, maybe a dime, but not a quarter.

5. It’s hard being a pimp. Running a professional organization like SHRM and getting everyone to move in one direction, is tough! I want HR to move forward. SHRM has an advantage because of its size and scope to make this happen. Ultimately, I love the career I chose and want to see the function move forward and not fractured.

Does Hank and the crew still need to get their shit together? Yes.  A first-year communications student could have launched the new SHRM cert better.  It’s a common issue that crops up for SHRM continually, and obviously is a blind spot.  They need to fix that.  You don’t need more opinions on how it should be communicated, and more input. You just need to get the right input.

Not getting this right, the first time, made our industry look like a bunch of idiots, “same old HR”.  SHRM has to do better moving forward.

Now, go get your SHRM certification, you would be silly not to.

The Newest HR Certification on the Market! Get it Now!

If you read my post yesterday on the frustration HR pros and leaders have in deciding between getting their HRCI certification and/or their SHRM certification, you’ll see why I decided to write this!

I’ve officially decided to launch my own HR certification! This will put the rest the unanswered question of, “Which HR Certification Should I Get?” You’ll get mine fool!

Let me lay out my certification designation and marketing position for HR Newest (and Hottest) Professional Certification!

Introducing The HR Kingdom! Where you can now all become HR Queens and Kings!  I mean don’t you already feel like the Queen of HR!? Now you can officially be the Queen of HR, with my certification. Here’s out you get yours:

The HR Kingdom designation certification:

Step 1 – Send me $350 dollars if your female and $500 if your male. If you’re Transgender, you can pick whichever one you self-identify with, or have both, I don’t care, just send the check. It’s less for females because they get paid less. Once we fix this, I’ll charge them the same as males.

Step 2– You will then have a live video Skype call with a member of my court. After this call is completed you’ll be given one of a number of designations as follows:

 – Queen or King of HR – Senior level HR Pro/Leader who ‘gets it’. You know what the heck you’re doing in HR and you’re also not afraid to plan the company picnic and tell the CEO they’re full of shit. You’re a change leader, a silo breaker, and process be damned you get the job done!

Princess or Prince of HR – HR Pro/Leader who is will eventually get it, but you’re too green to get most of it, but you’re on your way. Most likely you’re a millennial who thinks they get it, but you’ve only been in HR for five minutes and have no freaking idea what you’re talking about.

Fool of HR – A member of my court has figured out you’re basically working in HR, but you have no freaking clue what the hell you’re doing. You’re basically a fool trying fool everyone you actually know what you’re doing, but we know better.

Step 3 – I’ll send you your official “Crown” to worn anytime you’re working in an official capacity of HR. You’ll also get to officially use the ‘crown’ emoji behind your name on your resume, LinkedIn profile, on your license plate, tattoos, etc. If you’re a “Princess” you’ll get a tiara, if you’re a “Fool” you’ll get one of those funny hats.

Step 4 – You must now officially recognize those other members in the Kingdom by their official designations. So, if you run into another Queen of HR, the official greeting would be, “Hello, your Majesty”, if it’s a fool, “move aside fool!”

I don’t know much, but I know a hell of a lot of HR ladies who will want to be Queens and Princesses of HR! Now that’s marketing your certification to your audience! Give them what they want. Give them something special. Give them royalty!

If you want to be a part of the HR Kingdom, it’s really simple, just send me some cash fools!

Which HR Certification Should I Get? HRCI or SHRM?

I’m being put in the middle of two friends. On one side I have HRCI. I’ve known HRCI ever since I got certified in my SPHR in 2001. I trust them, they were my first professional designation. They made me feel special.

On the other side, I have SHRM. I’ve known SHRM a bit longer. I trust them, they are ‘the’ professional organization of my profession. They are recognized the world over. To be recognized by SHRM for anything is an accomplishment in the field of HR.

We’ve all been in this scenario before, right?

Two of your friends, who don’t really get along anymore, but you want to stay friends with both. The problem is, both of these friends only want you to be friends with them and not the other. If you have your HRCI – PHR, SPHR and/or GPHR, or you have your SHRM-CP or SCP, or maybe, like me, you have both, you’re kind of being put in the middle of these two friends and being asked to choose.

It’s uncomfortable. It’s confusing. It’s frustrating.

I’ve gone on record to say I won’t have both my HRCI-SPHR and my SHRM-SCP. I said that. I said it was stupid and this past week I got an email from HRCI that my SPHR was up for recertification. Ugh. My initial reaction was, “oh, I need to get online and log my credits and get my certification up to date.”

Then I remembered, why am I doing this? I don’t want two certifications I only want one. But, which one do I want? Which one is going to be the best for my career? Which one is the right now?

That’s the question that neither HRCI nor SHRM has answered for us. I’ve told both of them this, specifically. They actually both feel they’ve answered this question for us (HR Pros and Leaders), but they haven’t. It’s the one question I get most asked by my readers via email, LinkedIn messaging, on Twitter, etc. “What HR certification should I get, Tim, HRCI or SHRM?”

Unfortunately, I also have that same question. My frustration level has gotten so high with this I’m currently thinking I’ll probably just keep both because no one has answered which one I really need, but having both is really redundant. You don’t need both. You only need one. Which one? That is literally the multi-million dollar question for both organizations!

If you’re waiting around for either organization to answer this question, you’ll be waiting a long time. Both have their marketing statements on why you should choose them, but it still doesn’t answer that one question. WHICH ONE IS RIGHT FOR ME!?

I think it’s going to take time for the market to flush out which one it finds to be the most valuable. I believe you’ll see organizations in the near future accept either because they don’t see a differentiation between them. Eventually, both organizations, SHRM and HRCI, will make changes to more clearly differentiate what their certifications will offer those going after each, respectively.

Don’t you just love it when your friends stick you in the middle and make you choose!? Great marketing strategy for organizations, don’t you think…

@SHRM Certifications Gain Accreditation!

If you haven’t seen it SHRM announced last week that they gained accreditation for their SHRM-CP and SHRM-SCP exams by the Buros Center for Testing. This was a big deal because it was one of the major things HRCI was holding over the heads of those HR pros trying to decide which HR certification they should get. This is no longer a factor as both are accreditated.

From SHRM’s press release:

To achieve accreditation, SHRM submitted a 1,900-page application documenting its testing practices, methodology, and policy. The thorough review process took six months to complete and included site visits of SHRM and its testing vendors.

Since the launch of the SHRM-CP and SHRM-SCP two years ago, SHRM has worked to gain recognition as the global standard in HR certification. Achieving accreditation further demonstrates to HR professionals and their employers that SHRM-certified professionals meet the high standards expected and needed in HR today.

We celebrate this milestone with more than 96,000 SHRM–certified professionals, the fastest-growing HR certification community. The SHRM-CP and SHRM-SCP are the most widely-taken HR exams in the world.

 

Who can also listen to a portion of media call where SHRM made this announcement by clicking on this link.

So, why is this a big deal?

I could argue that for most HR pros and most organizations hiring HR pros, it’s probably not. Many won’t understand the difference in being accreditated or not accreditated. All they want is the letters behind your name. But, if you believe that hiring someone who actually knows how to work in the business of HR, then it becomes a very big deal!

It’s like hiring someone from a great university, say Michigan State University and their fantastic HR program, versus hiring someone who graduated with an HR degree from the back of an airline magazine. You want to make sure you’re actually hiring someone who came from an accreditated program!

Another piece that’s important here is the continued battle between SHRM and HRCI to gain the trust of the growing profession of human resources. There are roughly 1700 university-based HR programs available in the United States. The profession of HR continues to grow at a staggering pace.

I’ve argued all along that SHRM has many advantages in continuing to have the upper hand in this war for HR pros, being accreditated just took away a major advantage HRCI had over SHRM. I’ve always thought the competency based measurement that SHRM has is better than a knowledge based assessment. I don’t much care if my HR pros can give me facts, I need them to be able to use that knowledge to move my business forward and demonstrate to me they have that ability.

SHRM still has a ton of work to do to stay on top, like updating their university program and allowing HR college students and new graduates to gain some sort of certification that isn’t pending. A global certification is another item that is a must. Plus, SHRM has to figure out how to act smaller and move faster. They’re a very traditional, large association type organization, and quite frankly that isn’t a strength in a world that is moving extremely fast.

As a SHRM member, I’m happy that the SHRM-CP and SHRM-SCP are now accreditated. I look forward to seeing continued updates and changes from SHRM, and I’m excited to see that they’re actually being a bit more open with the HR blogger community and giving us access to information before it goes public.