SHRM Certification April 1, 2015 Dr. Alexander Alonso

Prepare. Change. Succeed. What are the Biggest Myths about HR? 3 Myth #1We are not number-crunching ninjas driving organizational success. (aka The Warm and Fuzzy Party Planner Fallacy) Myth #2We dont speak business speak. (aka Theres No Business There Theory) Myth #4We are a cost center for the organization adding little demonstrable value. (aka HR Doesnt Measure Things Lie) Myth #3We are the department of No! (aka Compliance Cop Syndrome)

Prepare. Change. Succeed. Theyre all wrong! Heres why 3 Leadership & Navigation Business Acumen Critical Evaluation Communication Relationship Management Global & Cultural Effectiveness BEHAVIORAL TECHNICAL Ethical Practice Consultation HR Expertise

Prepare. Change. Succeed. LEAD(HR) DNA 3 Technical Competencies HR Expertise in People, Organizations, The Workplace, & Strategy Leadership Competencies Leadership & Navigation Ethical Practice Business Competencies Business Acumen Critical Evaluation Consultation Interpersonal Competencies Communication Relationship Management Global & Cultural Effectiveness L B I T

Prepare. Change. Succeed. SHRM Body of Competency and Knowledge The SHRM-CP and SHRM- SCP is based on the SHRM Body of Competency and Knowledge, which includes four key Knowledge Domains and the eight Behavioral Competencies that HR professionals need for career success. 3

Prepare. Change. Succeed. Exam Development SHRM has followed an extensive, rigorous process to create the new certification exams, which include Situational Judgment questions, which are used to assess competencies. 11

130 Scored Items 90 Knowledge 40 SJ Up to 30 Field Test Items 150 Scored Items 90 Knowledge 60 SJ Up to 30 Field Test Items SHRM 7 Prepare. Change. Succeed.

8 The Power of Perception

9 Prepare. Change. Succeed. Interesting Characters

10 Facts about SJTs Prepare. Change. Succeed.

11 Prepare. Change. Succeed. A global organization, headquartered in the US, had grown organically over time and the configuration of the South American Business was established country by country. Each country was viewed as a discrete business entity. A strategic decision was made to grow the South American Business entity through acquisition with a goal of increasing the size of the organizational footprint across the region. In preparation for the acquisition process, a review of all the country HR policies and practices, compensation and benefit programs and approach to training and development was undertaken. In the course of the review HR identified a significant disparity in the compensation structure for the CEO of the Brazilian business, who was the only female. The portfolio and bottom line business responsibilities were similar country to country. Education and background of the 5 CEO from the region were also very similar. There had been compensation adjustments along the way in acknowledgement of the growth of the business and to align with the markets in Brazil as well as in recognition of her performance. However, now looking across the South American countries involved, HR clearly saw a disparity. Right now this CEO is part of the team looking at possible organizations to acquire and has high visibility across the region. HR recognizes that Brazil is one of the global economic focus areas and that this CEO is perceived by the Global Heads of the business as not only key to the acquisition strategy but to the ongoing success of the entire business. Sample SJT

12 Prepare. Change. Succeed. What should HR do if the South American Business heads choose to defer any action on this situation and the pay disparity? ( ) A. Using a consultative approach, support and influence the decision making to retain the top team and ensure success of the acquisition. ( ) B. Follow the business heads lead to ensure strategic focus and discipline and wait for them to take action. ( ) C. Ask the business heads to keep the idea in mind as they move through the acquisition process and plan to make corrections as called for during the annual review cycles. ( ) D. Report the business to the CEO and ask for help to make the business heads implement the necessary changes. SME Group Rationale: Now that the disparity has been uncovered, helping the business focus on ethical and appropriate remedies to retain the top talent and support equity is needed to support the business initiatives. Immediately correcting the situation is preferable to waiting. Walking away from the scenario without a formal plan to resolve the issue would not serve the brand or the organizations ethics. Going around the heads to the CEO may ultimately get the changes made. However, in the process HR would have lost respect of the business heads. Sample SJT

13 Facts about Knowledge Items Prepare. Change. Succeed.

14 Under what circumstance is it most important to conduct an HR readiness assessment? A.To assess the effectiveness of new employee orientation B.To prepare for organizational transformation and strategic change C.Prior to conducting open enrollment on an annual basis D.To identify strengths and areas for improvement throughout the organization Sample Knowledge Item Prepare. Change. Succeed.

15 Sample Knowledge Item Rationale: Option B is correct; the HR readiness assessment is used to help HR change leaders prepare for strategic change. It helps to identify where to focus the organizations efforts to increase the probability of success in change efforts. Option A is incorrect; an onboarding survey, not an HR readiness assessment, would be used to assess the effectiveness of new employee orientation. Option C is incorrect; open enrollment generally refers to a period of one to two months annually when employees are permitted to make changes in their benefits. Preparing for it does not entail conducting an HR readiness assessment. Option D is incorrect; an employee opinion or culture survey, not an HR readiness assessment, identifies strengths and areas for improvement throughout the organization. Prepare. Change. Succeed.

In order to be eligible to sit for the SHRM-CP or SHRM-SCP exam, an applicant must meet the specific educational and work experience criteria, outlined below: j Prepare. Change. Succeed. Eligibility Criteria Our eligibility criteria eliminates barriers, emphasizes the value of formal HR education, and provides an accelerated path from the SHRM-CP to the SHRM-SCP. 4 Notes: 1000+ hours of HR related activity = 1 year of experience; HR experience may be in an exempt or non-exempt capacity; for more information, see SHRMCertification.org. *Less than a bachelors degree includes: associates degree; some college; high school or GED

Prepare. Change. Succeed. To maintain SHRM-CP and SHRM-SCP certification, certified professionals will have three years to acquire 60 PDCs in three categories: Advance Your Education, Advance Your Organization, and Advance Your Profession. Recertification All programs that enhance your competencies will qualify for PDCs, giving you great flexibility in designing your professional development plan! 5

The 2015 SHRM Learning System addresses all elements of the SHRM BoCK, and provides comprehensive online learning and instructional aids, accessible by any device. Prepare. Change. Succeed. 2015 SHRM Learning Systems for SHRM-CP / SHRM-SCP 6

Prepare. Change. Succeed. Education Partners for Exam Preparation SHRM is partnering with over 200 colleges, universities, and other organizations in the US and around the world to deliver SHRM-CP / SHRM-SCP cert prep programs and we are adding more partners every week. In addition, SHRM certification exam prep courses will be delivered in the following countries: China, India, Mexico, UAE, Egypt, Lebanon, Bahrain, Kuwait, Saudi Arabia, Jordan, Qatar, Denmark, Malaysia, Indonesia, Nigeria, Ghana, South Africa, Colombia, Pakistan, Bulgaria, Romania, Vietnam, South Korea, Hong Kong, Trinidad & Tobago, and Turkey, among others. 7

Pathway Process Prepare. Change. Succeed. All holders of valid HR generalist certifications may obtain their SHRM-CP or SHRM-SCP via the pathway process Candidates can obtain their SHRM certification by going to SHRMcertification.org, agree to the SHRM Code of Ethics, and complete an online tutorial on the SHRM Competency Model Pathway participants are not asked to give up existing certifications! 8

Prepare. Change. Succeed. Key Dates 9 Exam Summer Window May 1st Registration Period May 1st Exam Fall Window Dec 1st Pathway Option Ends Dec 31st

Last year, we launched a new SHRM certification website -- SHRMCertification.org -- that provides comprehensive information on the SHRM-CP and SHRM-SCP program, and serves as an entry point for candidates, certificants, and Preferred Providers. Prepare. Change. Succeed. SHRM Certification Web Site 21

We produced attractive, informative handbooks and other collateral on the SHRM Certification program Prepare. Change. Succeed. Program Materials SHRM has published a variety of pamphlets, guides, and handbooks on all aspects of the SHRM certification program which can be accessed via SHRMCertification.org. 22

Prepare. Change. Succeed. SHRM Certification is Building Momentum! 50 State Councils and 500+ Chapter signed up as Preferred Providers! 200+ Exam Prep Partners in the US and around the world! SHRM Certification Commission chaired by Dr. Wayne Cascio! Exams featuring SJ questions, a better approach to assessing competencies! 25 33,000+ CPs & SCPs worldwide so farThousands signed up to test 15% of Job Descriptions on HR Jobs already have CP and SCP Preferences

Get certified! Currently certified take the pathway Not certified register for the exam Visit your local SHRM Chapter serving as a SHRM Preferred Provider Identify your education opportunities to the SHRM BoCK Prepare. Change. Succeed. Next Steps Thank you for your support!

26 Thank You! Prepare. Change. Succeed.

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SHRM Certification April 1, 2015 Dr. Alexander Alonso