Certification is a great choice for HR professionals who want to increase their knowledge, advance their skills, and earn recognition from the global HR community. Whether you are looking into the new SHRM certification or you’ve already started preparing for the existing credentials, we want to support you in your efforts. We are 100% behind you as you prepare for your team.



Less than a Bachelor's Degree*

Bachelor's Degree

Graduate Degree

HR-Related Degree

Non-HR Degree

HR-Related Degree

Non-HR Degree

HR-Related Degree

Non-HR Degree


3 years in

HR role

4 years in

HR role

1 year in

HR role

2 years in

HR role

Currently in

HR role

1 year in

HR role


6 years in

HR role

7 years in

HR role

4 years in

HR role

5 years in

HR role

3 years in

HR role

4 years in

HR role

A SHRM-CP credential holder is eligible to sit for the SHRM-SCP exam after successful completion of one three-year SHRM-CP recertification cycle.

*Less than a bachelor’s degree includes: working toward a bachelor's degree; associate's degree; some college; qualifying HR certificate program; high school or GED.

  • Appicants must show that they are looking in an HR role for more than 1000 hours within a calendar year, which equates to 1 year of experience.
  • HR experience can be in an exempt or non-exempt capacity.
  • SHRM membership is not required to attain the new SHRM Certification.

Following extensive research, HR knowledge has been grouped by common themes into four knowledge domains. Each of the domains and referenced topic areas are list below.





  • HR Strategic Planning
  • Talent Acquisition
  • Employee Engagement
  • Learning & Development
  • Total Rewards



  • Structure of the HR Function
  • Organizational Effectiveness & Development
  • Workforce Management
  • Employee & Labor Relations
  • Technology Management



  • HR in the Global Context
  • Diversity & Inclusion
  • Risk Management
  • Corporate Social Responsibility
  • U.S. Employment Law & Regulations


The addition of HR competencies will focus on teaching and testing pratical, real-life information that HR professionals need excel in their carrers. The new HR certification identifies and evaluates competencies required of today’s HR professionals


The ability to apply the principles and practices of human resource mangement to contribute to the success of the bussiness


The ability to direct and contribute to initiatives and processes within the organization.


The ability to interpret information to make bussiness decisions


The ability to understand and apply information to contribute to the organization’s strategic plan


The ability to support an unhold the values of the organization while mitigating risk.


The ability to value and consider the perspectives and backgrounds of all parties


The ability to manage interactions to provide service and support to the organization


The ability to provide guidance to organization stakehoders


The ability to effectively exchange with stakeholders.

The SHRM competency-based certification answers a critical need in our global marketplace. Employers expect more today, and we need to meet their expectations. This certification will demonstrate for HR professionals who we are, what we do, and why it matters. Simply put -- it's our value proposition. How we do our jobs, the skill sets required, and the way we measure success will continue to change -- it has to if we are to successfully meet the needs of a rapidly changing marketplace. And that's why HR certifications need to reflect those changes as well. This is an exciting opportunity because SHRM Certification will provide a full representation of who we are as a profession, and what we have to offer our employers.


There are two levels to the new certification: SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP).


Candidates for the SHRM-CP exam will have up to 4 hours to answer a total of 160 questions (95 knowledge items/65 situational judgement items).

Candidates for the SHRM-SCP exam will have up to 4 hours to answer a total of 160 questions (95 knowledge items/65 situational judgement items).


The new certification will be a cost-effective program for both our individuals and chapters, with reasonable fees for certification and recertification. 

We understand that seeking certification requires an investment. But we believe that the value of certification for an HR professional’s career cannot be overstated, which is why we’ve always encouraged HR professionals to seek certification. In fact, SHRM has invested significant funds in research and development of our new competency-based certification – an investment that is leading to the development of a more valuable certification for our profession.

  • Computer-based testing (CBT)
  • 150-200 questions (knowledge-based and situational-judgement test items)
  • SHRM-CP: 4 hours in length
  • SHRM-SCP: 4 hours in length


All certification are valid for three years. Recertification is required every three years through demonstrated professional development(preferred method) or retaking the exam.

What is a Situational Judgment Test (SJT)?
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 the issues described in each scenario. Because more than one strategy may be effective for addressing actual work-related scenarios, examinees will receive full credit for choosing the best possible answer, or partial credit for choosing the second-best possible answer. Incorrect answers, which reflect ineffective strategies, will receive no credit. 

SHRM is partnering with a premier test development organization with deep expertise in the design of situational judgment-based exams. 

This is a sample situational-judgment question. It does not mimic the exam format.


Rebecca, the team lead on the accounting department, is having performance issues. You have been asked to meet with Rebecca to disscuss performance issues raised by her team. During review of the 360-degree feedback reports, it’s clear that many accountants on Rebecca’s team continue to be dissatified with the way she treats them. They see Rebecca as rude, abrupt, and unwilling to listen to them. They are afraid to disagree with her because she berates them for voicing their opinions. These aren’t the first complaints that have been received about Rebecca’s disrespectfull treatment of employees. She consistently gets low performance ratings on her people management skills. Although she is a top performer in every other respect, she needs to change the way she interacts with her team.


What is the best way to address Rebecca’s performance issues?

  1. Tell Rebecca about the feedback that has been received.
  2. Praise Rebecca for the strengths revealed in her performance review and explain her main area for development as people management
  3. Tell Rebecca abou the feedback HR has received and state that if she continues treating her employees this way, she will be disciplined accordingly and may have to be let go.
  4. Hold informal meetings with employees to solicit ideas for how communication between supervisors and employees can be improved

The situation calls for proficiency in relationshop management and communication. The best possible answer addresses relationhip management whild providing effective feedback.

B. is the best answer because is uses positive reinforcement to modify Rebecca’s behaviour but provides specific and actionable ares for performance inprovement.

A is the next best option because it provides guidance and feedback to Rebecca but does not provide specific feedback regarding how her behaviour can be modified

C and D are unacceptable answers because they do not call up the priciples of effective feedback and performance management.

HR is one of the fastest-growing fields, which presents HR professionals with an opportunity for glogal advancement.

Becoming a SHRM Certified Professional (SHRM-CP™) or SHRM Senior Certified Professional (SHRM-CP™) demonstrates your mastery of the new Body of Competency and Knowledge (BoCK) and tells the international business community that you have accepted the challenge to stay informed of new developments in the glogal HR field.

The 2017 SHRM Learning System was released in December 2016 in preparation for the first exam. Not only will it teach the new exam’s global Body of Competency and Knowledge (BoCK), it will help you hone your application skills to meet the competency requirements as defined by employers, academics, and HR professionals.

The system will include:

  • Innovation SmartBody tools that help streamline your study time.
  • Learing modules in print and e-reader formats.
  • Extensive multimedia onlne resources to build exam confidence.
The SHRM Learning System has been and will continue to be the #1 HR certification preparation program, trusted by HR professionals around the global.

Withdrawing on or before the late application deadline: Full refund minus $50 non-refundable application processing fee. Withdrawing from exam after late application window but no later than 5 business days before the scheduled exam date: 50% refund minus $50 non-refundable application processing fee and $75 late application fee.

No refunds allowed in the following situations:

  • Withdrawing from exam less than 5 days before the scheduled exam date.
  • Not showing up to take the exam on the scheduled exam date.
  • Failure to schedule an exam date within the exam window.
Please note: Personal or medical emergencies are considered on a case by case basis