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.
In 2011, SHRM started a comprehensive study involving thousands of HR professionals from around the world to develop the SHRM Competency Model, which identified nine operational competencies. vi and 1 professional capacity play a fundamental role for the success of HR professionals. The definition of those 10 competencies is as follows:
1. HR Expertise
The ability to apply the principles and practices of human resource mangement to contribute to the success of the bussiness
2. Leadership & Navigation
The ability to direct and contribute to initiatives and processes within the organization.
3. Analytical Aptitude
The ability to interpret information to make bussiness decisions
4. Business Acumen
The ability to understand and apply information to contribute to the organization's strategic plan
5. Ethical Practice
The ability to support an unhold the values of the organization while mitigating risk.
6. Global Mindset
The ability to value and consider the perspectives and backgrounds of all parties
7. Relationship Management
The ability to manage interactions to provide service and support to the organization
8. Consultation
The ability to provide guidance to organization stakehoders
9. Communication
The ability to effectively exchange with stakeholders.
10. Diversity, Equity & Inclusion
The ability to create a work environment where individuals are treated fairly and with respect, and can use their abilities and qualities to contribute to the success of the organization.
There are two levels to the new certification:
In Vietnam, the test locations are:
As per SHRM regulations globally, the test site (where the computer system is located) will not be a place for training and exam preparation for the SHRM Certification. The only place in Vietnam authorized by SHRM to train and prepare for the SHRM-CP and SHRM-SCP Certifications is the PACE Institute of Management. In addition to these 2 Certificates, PACE Institute of Management is also SHRM's exclusive partner to implement SHRM's world-class training programs in Vietnam.
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?
The situation calls for proficiency in relationshop management and communication. The best possible answer addresses relationhip management whild providing effective feedback.
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:
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 (1.175.000 VND) 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 (1.175.000 VND) non-refundable application processing fee and $75 (1.762.500 VND) late application fee.
No refunds allowed in the following situations:
Please note: Personal or medical emergencies are considered on a case by case basis