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For a career in human resources or recruitment, check out these certifications. HR professionals have a wide range of responsibilities, and there are different ranks of HR employees. If you want to move up in the ranks of the HR department, an HR certification may be the key. HR certification is an ideal way for employers to gauge employee performance and dedication to keeping up with HR trends. Employers may also offer higher pay and higher employee ranking to those with an HR certification. When deciding to earn an HR certification, understand the different types of certification options as well as the advantages and disadvantages of each type of HR certification. There is a broad range of responsibilities that fall to HR professionals. The right certification can help you rise in the ranks. Many of us think of HR as the people in charge of filling open positions within an organization, but it's much more than that. Talent acquisition is just one aspect; many HR professionals are also tasked with employee onboarding and training, gauging performance, administration of employee compensation and benefits, and higher-level policy and strategy development. These responsibilities are integral to the success of an organization, and achieving a respected certification helps you prove you've got the chops to handle the job. Benefits of HR certification Earning an HR certification is an ideal way to show professional achievements, which may also help with career advancements. HR certification provides many benefits for both employees and employers: Employee benefits HR certification provides employee dedication to their HR career as well as their interest in staying updated with the latest trends. Certification provides a perception of competency, qualifications and that the person is capable of performing at a higher level. HR certification helps with group decision-making among peers because the certified employee's feedback may be given more consideration. Employees with HR certification are often considered for better opportunities, higher salary and company advancements. Employer benefits Certification allows for easier selection when finding qualified candidates for an HR position. HR certification can help organizations determine whether an employee can perform at an acceptable level within their position. Certifications encourage employees to perform in a better way with skills that are up to date. Top 5 certifications, by the numbers The following table lists top HR and talent acquisition certifications and the number of open positions on a single day that call for the certification specifically or experience with the subject matter. This isn't a scientific analysis in which every job description is examined, just an overall glance at search numbers. Job site search results CertificationSimply HiredLinkedIn JobsTotalCertified Professional in Learning and Performance (CPLP)128142270Professional in Human Resources (PHR)2,8652,1244,989Senior Professional in Human Resources (SPHR)2,0031,6493,652SHRM Certified Professional (SHRM-CP)1,0801,2402,320SHRM Senior Certified Professional (SHRM-SCP)7448251,569The following sections provide details of the top HR and talent acquisition certifications according to job site searches as well as other certifications that didn't make the top five but are still noteworthy. Certified Professional in Learning and Performance (CPLP) The Association for Talent Development (ATD), formerly the American Society for Training & Development, claims to be the world's largest association geared toward the training and development profession. ATD offers the CPLP and the newer Associate Professional in Talent Development (APTD) credentials. To qualify for the CPLP, you must have four to five years of work experience, depending on your level of education. CPLP certification requires you to pass a knowledge exam and a skills application exam. ATD members pay a $900 registration fee; the nonmember cost is $1,250. See the CPLP Candidate Handbook for complete details. Professional in Human Resources (PHR) The PHR, offered by the HR Certification Institute (HRCI), aims at those responsible for HR management and program implementation while ensuring adherence to applicable U.S. laws and regulations. The three-hour PHR exam, available through Prometric, covers workforce planning and employment, employee and labor relations, compensation and benefits, HR development, business management and strategy, and risk management. You must have at least one year of professional HR experience with a master's degree, two years of experience with a bachelor's degree, or four years with a high school diploma. The single exam costs $395 plus a $100 application fee, and the certification is valid for three years. Senior Professional in Human Resources (SPHR) Another HRCI certification, the SPHR, covers many of the same topics as the PHR, but with a focus on strategy and policymaking. The experience requirements are more stringent: Candidates must have at least four years of professional HR experience and a master's degree, or increasing levels of experience with a bachelor's degree or high school diploma. As with the PHR, candidates must pay a $100 application fee and $395 for the exam. SHRM Certified Professional (SHRM-CP) The Society for Human Resource Management, or SHRM, is a member-based organization that offers two competency-based certifications: the SHRM-CP and the SHRM-SCP, which is covered in the next section. In addition to usual HR tasks, a SHRM-CP must understand policy implementation and strategy and service delivery. The SHRM-CP has specific work/education requirements, starting with three or four years of experience for those with less than a bachelor's degree. (See the SHRM-CP page for details.) The four-hour exam has 160 questions, which include a mix of knowledge items and situational judgment items. The exam is available during two annual windows of time – spring and winter – and SHRM members pay $300 (the nonmember price is $400). Senior SHRM Certified Professional (SHRM-SCP) The SHRM-SCP recognizes HR professionals with advanced knowledge of HR strategy, particularly how those strategies meet organizational goals. An SHRM-SCP acts as an HR lead and is experienced in dealing with employee performance metrics and alignment with key performance indicators (KPIs). Work/education requirements for the SHRM-SCP start with six or seven years of experience for those with less than a bachelor's degree. The rest of the details, such as exam length, number of questions and cost, are the same as for the SHRM-CP. What else? AIRS offers the Certified Internet Recruiter (CIR), the organization's most widely recognized talent acquisition credential, and a number of other certifications, including the Advanced Certified Internet Recruiter (ACIR) and the Professional Recruiter Certification (PRC). Some other sources of HR and talent acquisition certifications are the Talent Management Institute, the National Association for Health Care Recruitment and the National Association of Personnel Services. Even LinkedIn has its own credential, the LinkedIn Certified Professional – Recruiter. It hasn't gained a lot of traction on job search sites yet (even LinkedIn Jobs), but that may be due in part to its lack of a unique abbreviation. If you use the LinkedIn Recruiter tool a lot, keep your eye on this one.

With the “Great Resignation”, the “Great Reshuffle”, and millions of workers moving to remote and hybrid environments, HR teams continue to manage the complexities of 2021. This disruption differed from previous labor market changes. According to a recent McKinsey article and research report, 36 percent of workers who quit in the past six months did not have a new job offer in hand. The report linked these departures to the massive supply of jobs, and a likely underestimation from employers about how difficult the pandemic continues to be for millions of workers. To attract and retain talent and build an adaptable culture, HR department leaders will look to expand learning and development to stay competitive in the year ahead. They’ll need to involve senior leadership to strategically offer upskilling, reskilling, and a focus on soft skills to prepare their companies for success in a changing world. Upskilling and the Great Resignation There’s a training gap within corporate America between the amount spent on training and employees’ usage and satisfaction with that training. In 2020, U.S. corporations spent an estimated $165 billion on learning and development. However, according to a Harvard Business Review report, 70 percent of employees said they are not taught skills they need to perform their job. This, of course, doesn’t mean training isn’t necessary, it means it needs to be more intelligent and targeted because the capital investment in it is not producing impactful results. Companies need training and upskilling to provide workers new opportunities, advance their careers internally, and combat the effects of the Great Resignation. Upskilling can also help employees perform their current jobs more efficiently and with greater satisfaction. To achieve these goals, companies need advanced learning platforms that leverage video instruction and are customized to the needs of different teams or business units. Online learning and the anytime access it offers can be the best way to transition away from management and employees focusing on training completion to individual empowerment and business improvements. Companies should also offer a wider range of courses, from a broad selection of business, communications, and soft skills to a more specific curriculum on everything from accounting, analytics, and coding. Continual Learning and Reskilling In 2022, we’ll see a growing emphasis on eLearning, upskilling, and reskilling. Companies should encourage their workers to engage in continual learning, even if that means they lose some top performers to other jobs. With continual learning in place, there’s a greater chance the employee will become more embedded and use the expanded education and training to access new opportunities and positions within the organization. And, as employees remain longer with their companies, their experience and performance levels will increase, which brings value to the brand, improves customer relationship management, and drives growth. As demand for reskilling and upskilling grows, HR departments will need to increase their related efforts in parallel. They need to manage various qualifications, skill sets, and processes throughout the organization to identify gaps and weaknesses, and push new training agendas and platforms forward. HR teams need to understand when and where situations call for upskilling (often in cases where automation or other factors won’t eliminate the job), or when reskilling is necessary to move a valuable employee into a new role. Doing this well requires HR leadership to share data transparently on employee skill sets, spot adjacent complementary skills that might otherwise remain hidden, and allow for broader, more flexible career pathways. This kind of fluid, proactive approach can better encourage employees’ adaptation to changing market and business needs and inspire them to seek out and embrace new skills development. Soft Skills Remain Vital The changing definition of “work”, including remote jobs and flexible career paths, reinforces the need to improve soft skills. Recruiters and hiring managers are well aware of the erosion of soft skills caused by consistently shifting workforce models, courtesy of the pandemic. In a post-pandemic world of digital transformation, collaboration, and virtual connections, it will be vital for workers to sharpen their interpersonal communication, collaboration, and empathy skill sets. Automation is also driving away many process-based and hard-skill tasks that can be performed with greater accuracy and scale when automated. Soft skills encourage workers to collaborate with others and better navigate changes in both the workplace (shifting to remote work) and within an industry. At the same time, HR teams will need to examine their company cultures to identify what they consider as the most desirable employee attributes and if certain skills are more relevant to specific areas or departments. Whether that’s agility, empathy, relationship building, communication, emotional intelligence, or a blending of various other skills, HR can then pair the desired soft skills with the appropriate learning and development program. Soft skills training offers a host of benefits. It builds adaptability and resiliency in challenging conditions, which is a characteristic strength of companies that survived and even thrived in the pandemic. Active listening is another soft skill that enables workers to improve communication with each other and with customers. By stressing active listening skills across a company, communication is more effective, and productivity improves across the board. HR teams should encourage active listening training for all employees, especially leadership who might be struggling with the Great Resignation. These leaders need to engage their active listening skills to understand employees’ unfilled needs, so they have the context to make sustainable changes that improve retention and growth. Improved communication skills help every facet of the organization, especially with the rapid expansion of remote work. Effective communication avoids productivity-killing confusion, gives workers purpose and direction, and creates a positive, healthier trust-based culture. The learning and development trends for 2022 and beyond correlate to broader workplace changes, including remote work, greater flexibility, reassessment of the meaning of work, and the need for a more collaborative employer/employee dynamic. Leadership needs to push forward with the kinds of strategic skills development and training that helps their workers embrace where they are, engage and succeed going forward, and drive long-term, bottom-line success.

As we continue to move through the Covid-19 global pandemic, the leadership skills practiced by senior executives have had to change and evolve. The ability to effectively navigate uncertainty has become paramount. Great leaders have been able to reimagine their work and have found new ways to motivate, engage, and inspire their employees. Despite all these adaptations, none have been more important than the ability to show empathy and compassion for employees. Compassion is about impacting people through communication, social awareness, and what I call “relational intelligence.” Relational intelligence is the ability to successfully connect with people and build strong, long-lasting relationships. When put into practice, it enables leaders to effectively engage and interact with people from different backgrounds, cultures, and experiences. It helps managers understand and appreciate the different interests, values, and beliefs of their people. It creates cultures where employees gain empathy for, and an understanding of, people who are different from one another. Relational intelligence is more than just possessing good social skills or EQ. EQ is about having the self-awareness to understand one’s emotions, the emotions of others, and knowing how to effectively manage emotions. EQ plays a role in understanding other people, but it is not the only factor when it comes to building successful relationships. Relational intelligence is also more than being charismatic, extroverted and outgoing, or being politically savvy. It is not a personality trait or disposition. It is not something that you are born with. Relational intelligence is a set of skills that anyone can learn, develop, and refine over time. There are five essential skills that make up relational intelligence. These skills build upon one another as you become more involved with other people and form lasting relationships. 1. Establishing Rapport: Establishing rapport allows people to create an initial connection. It sets the stage for two people to develop an affinity and appreciation for each other. It can be instantaneous or developed over a short period of time. It’s based on two critical factors – enjoyable interactions and personal connections. There are various factors at play when establishing rapport with people. Some of these include: the choice of words you use, perceptions of different types of people, non-verbal cues and body language, your own self-perceptions, the use of humor, and unconscious biases. Relationally intelligent people who are skilled at establishing rapport know how to make others feel important and understood. 2. Understanding Others: Building strong relationships is a process. It doesn’t happen overnight. You must invest time, energy, and commitment to make a relationship grow. Understanding others is critical to relational intelligence because it allows leaders to identify the things that are most important to others. The foundation of understanding others comes from a strong sense of self-awareness and EQ. Active listening also plays an enormous role in how you build relationships with people. It is an acquired skill. It is about being curious and inquisitive. You have to ask questions and draw information out from others. Relationally intelligent leaders know how to ask deep probing questions. They show empathy and relatability. They are intentional about putting in time and effort to learn about others. They know that understanding others is a continuous process that takes place over time. 3. Embracing Individual Differences: Our differences are what make each of us unique. Leaders who are experienced at accepting peoples’ differences possess higher levels of social skills and are more effective communicators. You cannot build sustainable, long-term relationships without this skill. Embracing individual differences ties directly into diversity, equity, and inclusion. It is about embracing diversity of thought. It means being mindful about individual differences including age, gender, race, ethnicity, sexual orientation, religious beliefs, education, and culture. Relationally, intelligent people are tolerant. They have a favorable attitude towards people who are different from them. They create environments of psychological safety where people can be vulnerable with one another. If you truly want your relationships to thrive, sharing your vulnerabilities is a critical driving factor for intimate connection. 4. Developing Trust: Trust is the most critical part of relational intelligence. It starts with acknowledging and accepting who you are as a person. Have you done the work to truly understand yourself? What motivates you? What makes you tick? What inspires you? Where do you get your energy and passion from? Once you get truthful with yourself, you can be truthful with others. Developing trust is about honesty, integrity and showing up consistently for people. It’s about honoring your commitments and possessing good character traits. It’s also about being open and transparent. Relationally, intelligent leaders understand the concept of reciprocity. They continually make deposits into “the bank account of trust.” This involves taking risks and exposing yourself to the actions and behavior of others. When trust is damaged or destroyed, relationships end. 5. Cultivating Influence: Trust opens the door for influence. Cultivating influence is about having a positive and meaningful impact on others. At the core, relationships are meant to enhance the quality of our lives. When you build relationships deeply enough, you help others develop and grow. Relationally, intelligent people understand that cultivating influence is directly tied to strong leadership. The heart and soul of effective leadership is about the influence and impact that you have on others. It is not about manipulating or using people to achieve your desired outcomes. It is not about being self-centered or narcissistic. Cultivating influence can only happen when relationships are built on a solid and stable foundation. When put into action, relationally intelligent leaders build strong cultures of engagement. Their people have higher levels of job satisfaction. Employees become committed to demonstrating behaviors that promote the growth of their organizations. So, why does relational intelligence matter now? It matters because we are coming out of a global pandemic, where people have been mostly isolated and alone. Leaders and their employees have become accustomed to working remotely and living through video conferences and calls. We have lost the art of human face-to-face connection that is so desperately needed for relationships to flourish. Relational intelligence is also important given the social justice challenges that took place in 2020. Diversity, equity, and inclusion is not just a fad. It is here to stay. Relationally intelligent leaders embrace people no matter where they come from; no matter what their backgrounds, customs, or beliefs are. Lastly, relational intelligence is important today because it is about authenticity. Authentic leaders are servant leaders. They show up for their employees. They believe that the growth and development of people is the highest calling of leadership.

Welcome to SBMC Home: Welcome Welcome to SBMC SBMC School of Human Resource is a unit of SHREE BALAJI MANAGEMENT CONSULTANTS (SBMC) Established in the year 2004, is engaged in providing services to various verticals in the industry by recruitment, corporate Training, Payroll and outsourcing of operations. Our services are governed by a strict code of ethics which ensures we provide timely, effective and economical solutions to our clients... More Job Placement SBMC is the pioneer of deputation services in India. We aid our clientele to supplement their organization with temporary and contract staff. HR Training & Internship The SBMC HR Training Program covers all the functions essayed by the HR department of an organization with practical and real time exposure Payroll Services Payroll outsourcing is a key service that SBMC provides for companies who are looking for a reliable HR partner that can work collaboratively with them. Digital Marketing Training The Certified Digital Marketing Programme is suitable for professionals of all levels and disciplines, and will prepare you to take up a more specialist role. HR Analytics Certification Analytical skills are becoming a crucial job requirement for HR as organizations strive to become more data-driven ​ Strategic HR Business Partner Certification A strategic business partner is a leader who is included in conversations about the future, mission, goals, and overall strategy of a company or organization. Total Rewards Certification Total rewards includes everything an employee perceives to be of value resulting from the employment relationship. AdvanceExcel Training The Certified Digital Marketing Programme is suitable for professionals of all levels and disciplines, and will prepare you to take up a more specialist role. LET US TOGETHER UNDERSTAND PEOPLE !! Clientele Trusted by the Biggest Names in the Market. To play, press and hold the enter key. To stop, release the enter key. WHAT PEOPLE SAY “ Dealing with SBMC Team has always been great. Well versed with the requirement of the financial services industry be it my dealing at the time of Insurance or today they have done a good job. ” — Mr Mukhrjee , Director, Sterling Lab

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SHRM CERTIFICATION PATHWAY ​ The Society for Human Resource Management (SHRM-USA) and the Chartered Professionals in Human Resources (CPHR-Canada) signed a Memorandum of Understanding (MOU) on June 18, 2018 in Chicago, Illinois-USA. Effective July 1, 2018, this agreement allows SHRM and CPHR to establish a Certification Pathway. For a period beginning July 1, 2018 and continuing through December 31, 2018 (inclusive), SHRM will offer a SHRM certification pathway (the "SHRM Pathway") to individuals holding a valid CPHR professional certification (CPHR) in good standing at the time of application; and CPHR Canada will offer a CPHR certification pathway (the "CPHR Pathway") to individuals holding a valid SHRM certification (SHRM­ CP®, SHRM-SCP®) at the time of application (collectively, the "Pathways"). The program details shall be as follows: ​ SHRM Pathway Process Pathway applicants will be required to create a SHRM account and complete the following steps: Certify their Canadian certification is in good standing, and submit a copy electronically; Sign the SHRM Code of Ethics and agree to the SHRM Privacy Policy and Terms of Use; and Complete SHRM's online HR competency tutorial. i. Pathway applicants will be subject to random audit by SHRM to confirm possession of the Canadian certification is in good standing. ii. Applicants who complete the above process, hold a CPHR certification, and have a minimum of 3 years of Professional HR experience, will receive the SHRM-CP® credential. iii. Applicants who complete the above process, hold a CPHR certification, and who have a minimum of 6 years Professional HR experience, will receive the SHRM-SCP® credential. Fees 1. The SHRM Pathway and CPHR Pathway will be free of charge to all individuals holding a valid, Canadian Human Resources professional certification in good standing, (CPHR), or a valid SHRM-CP or SHRM-SCP designation, respectively. 11. Standard SHRM or CPHR recertification fees, as applicable, will apply to individuals who wish to renew their SHRM or CPHR credential on or before their credential expiration date. SHRM credentials expire during the month of the credential holder's birthday, with the first expiration occurring during the birthday month which is between three (3) and four (4) years from the date of initial credential receipt. CPHR credentials do not expire but members must prove that they are meeting the Continuous Development requirements.