SHRM scholarships: The SHRM Foundation has funds to be awarded to national SHRM members pursuing SHRM-SCP or SHRM-CP. For more info go to: www.shrm.org/foundation and click on “Scholarships & Awards”. Application Deadline is July 15th each year.
Checkout Minnesota DEED’s Dislocated Worker Program for possible financial assistance – click on this link: Dislocated Worker Program.
Applicants must meet specific educational and work experience criteria at the time they submit their application, in order to be eligible to sit for the SHRM-CP or SHRM-SCP exam. These requirements are outlined below:
The following general eligibility criteria, listed below, also apply:
Applicants must show that they have worked in an HR role for more than 1,000 hours within a calendar year, which equates to one year of experience.
HR experience can be in an exempt or non-exempt capacity.
HR experience may be classified directly, as working in an HR role, or indirectly, by consulting, educating, or educating or researching HR practices linked specifically to human resource management.
SHRM membership is not required.
What Degrees Qualify as HR-Related?
GRADUATE (or global equivalent^): HR-related degrees may include but are not limited to the following: MA in Human Resource Management, MS in Human Resources, MA or MS in Industrial and Organizational Psychology, MA in Management (MAM) with HR concentration, MBA with a concentration in Human Resource Management, Organizational Leadership or Leadership Development with HR concentration, Human Capital Development, Organizational Behavior, Labor Relations, or Industrial Relations.
BACHELOR’S (or global equivalent^): HR-related degrees may include but are not limited to the following: BA or BS in Human Resource Management, BA or BS in Management with a concentration in Human Resources, BA or BS in Business Administration with a concentration in HRM, Bachelor of Business Administration with emphasis in Human Resources,, Organizational Behavior, Industrial Relations, Organizational Development, Management and Leadership.
ASSOCIATE’S: Applicants with less than a bachelor’s degree may have HR-related associate’s degree that may include, but is not limited to the following: Associate—HR Specialist; Associate—Business: HR Management; Associate—HR Administration.
CERTIFICATE PROGRAM: Applicants with less than a bachelor’s degree may complete an HR Certificate Program from an accredited institution completing eight courses that cover the fundamentals in HR (i.e., Principles of HRM; Compensation & Benefits; Organizational Development; Recruitment & Selection; Employment Law; Training & Development; Employee Relations; Performance Management).
OUTSIDE THE U.S.: HR-related bachelor programs may include but are not limited to the following: BBA with emphasis in HRM; Bachelor of Commerce with concentration in Managing People and Organizations; Bachelor of Business in Pedagogy with a concentration in HR. HR-related masters programs may include the following: Master of Arts in International Human Resource Management; Professional Post-Graduate Diploma in HRM; Executive Master in HRM.
Which Exam To Take
Determining whether to pursue the SHRM-CP or SHRM-SCP credential is an important decision involving multiple factors worthy of consideration. While education and years of experience are the criteria that determine eligibility, it is equally important to consider the nature of your HR role and responsibilities.
SHRM-SCP certification is designed for HR professionals at a senior level who operate primarily in a strategic role—developing policies and strategies, overseeing the execution of HR operations, analyzing performance metrics, and/or contributing to the alignment of HR strategies to organizational goals.
SHRM-CP certification is designed for HR practitioners who are engaged primarily in an operational role—implementing policies, serving as the HR point of contact for staff and stakeholders, and/or performing day-to-day HR functions. If this is your focus, the SHRM-CP is likely your best option, even if you meet the eligibility criteria for the SHRM-SCP.
To ensure that you take the exam that best reflects your experience, assess your eligibility first (see Exam Eligibility Criteria). Then compare your core responsibilities with the key responsibilities highlighted in the SHRM BoCK. This exercise will help you, as the test taker, make the most appropriate choice for attaining success.
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Content Outline For The Exams
The SHRM-CP and SHRM-SCP exams are based on the SHRM BoCK and its two major aspects of modern HR practice, Competencies and Knowledge. Accordingly, the exams contain two types of questions:
Knowledge items, which cover the four Knowledge Domains (People, Organization, Workplace, and Strategy) associated with the SHRM BoCK’s Technical Knowledge competency; and
Situational judgment items, which cover the knowledge, skills and abilities (KSAs) associated with the SHRM BoCK’s Behavioral Competencies.
Answers to these questions will contribute to the final score for the exams. In addition, both exams contain “field test” items, the answers for which will not be scored.
Knowledge items assess candidates’ understanding of factual information. Examinees are asked questions on particular subject areas. Correct answers will receive full credit. Incorrect answers will receive no credit.
Situational judgment items assess candidates’ KSAs and decision-making skills, which are not easily measured using traditional knowledge-based questions. Examinees are presented with realistic work-related scenarios and asked to choose the best of several possible strategies to resolve or address them.
“Field Test” Questions
The field test items on the SHRM-CP or SHRM-SCP exams will be interspersed randomly in the exams so that candidates will not know which they are. Examinees’ answers to field test questions will not count toward any part of their final exam scores.
Field-testing gathers data on a question’s effectiveness before it can be included on future exams as a scored item. This process facilitates SHRM’s efforts to continuously assess and improve all aspects of its certification program.
Application Deadlines & Exam Windows
The testing windows are the dates during which the exams are administered. The regular application deadline dates are the dates during which candidates can register for the exam. For candidates who apply during the late application period a late fee will be incurred.
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The SHRM-CP and SHRM-SCP Certification exams will be administered by computer by SHRM’s test delivery vendor, Prometric, at more than 8,000 testing centers in 160 countries.
Once you have received your Authorization to Test (ATT) letter, schedule your exam appointment right away. To obtain your preferred test date, time and location, do not delay. Schedule your appointment online at prometric.com/shrm or by phone at +1.888-736-0134.
You are required to include the following information:
- Full name exactly as it appears on your ATT letter, which should match the unexpired, government issued ID you will use as proof of identity at the testing center.
- The Eligibility ID number as listed at the top of the ATT letter.
- A daytime phone number.
- Exam sponsor (SHRM).
- The exam for which registration is requested (SHRM-CP or SHRM-SCP).
Candidates will receive an e-mail confirming their exam appointment and confirmation number. The confirmation number is different from the Eligibility ID and will be required to confirm, reschedule or cancel an exam appointment.
It is best to register for your exam appointment as early as possible, so that your preferred time and location will be available. Candidates who schedule their appointments after the exam window opens might not be able to obtain their preferred times or locations.
Locate the nearest testing location, by viewing the Prometric website at prometric.com/shrm. Please note exam locations may be subject to change, please check directly with Prometric to ensure the most up to date location information.
Unable to find a test center in your location?
Please contact SHRM at: firstname.lastname@example.org directly for additional support.
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