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ABOUT SHRM CERTIFICATION SHRM has always focused on making sure HR practitioners are seeking and attaining certification. We are committed to ensuring that the certification our members achieve is recognized as best in class and distinguishes them in the marketplace. This certification is the culmination of over three years of research, and based on the SHRM Competency Model, which was validated by more than 35,000 HR professionals around the world. These HR professionals identified the skills needed to grow and succeed in HR careers. The SHRM Certification preparation program will include: the new global Body of Competency and Knowledge (SHRM BoCK); a comprehensive exam; and the world-class instructional materials and certification preparation tools you have come to expect from SHRM. SHRM understands the time and energy you've invested in obtaining your existent credentials and our goal is to make earning the new SHRM Certification as simple as is reasonably possible to ensure your continued success. If you are currently certified, you will not lose or have to give up any of your current credentials in order to obtain the new SHRM Certification. However, we do believe the new SHRM Certification will become the new standard for HR professionals around the globe, as it is among the first HR certifications that is focused on teaching and testing the practical, real-life information HR professionals need to excel in their careers today, including knowledge, skills and competencies.

Preparation aPHR Preparation Overview Preparing for exams can be overwhelming, especially when you don't know where to start. Fortunately, there are several options available that can assist you in the preparation of your aPHR exam. There is no single preparation method that can meet every candidate's needs and we urge you to use a variety of tools and resources to enhance your understanding of general HR principles and HR exam content. For upcoming preparation courses and programs, view our Exam Preparation Provider Directory Build Your Own Bundle HRCI has packaged together an assortment of self-study exam preparation options – bundles to help you save time and money! Keep in mind that you may only build your own bundle at the time of your exam application. Learn more about how to apply for an HRCI examination. Application Fee: $100 (application fee is non-refundable) Exam Fee: $300 aPHR Second Chance Test Insurance by HRCI (optional): $250 ​ SPHR Preparation Overview ​ Preparing for exams can be overwhelming, especially when you don't know where to start. Fortunately, there are several options available that can assist you in the preparation of your SPHR exam. There is no single preparation method that can meet every candidate's needs and we urge you to use a variety of tools and resources to enhance your understanding of general HR principles and HR exam content. For upcoming preparation courses and programs, view our Exam Preparation Provider Directory Build Your Own Bundle HRCI has packaged together an assortment of self-study exam preparation options – bundles to help you save time and money! Keep in mind that you may only build your own bundle at the time of your exam application. Learn more about how to apply for an HRCI examination. Application Fee: $100 (application fee is non-refundable) Exam Fee: $495 SPHR Second Chance Test Insurance by HRCI (optional): $250 ​ ​ SPHRi Preparation Overview ​ Preparing for exams can be overwhelming, especially when you don't know where to start. Fortunately, there are several options available that can assist you in the preparation of your SPHRi exam. There is no single preparation method that can meet every candidate's needs and we urge you to use a variety of tools and resources to enhance your understanding of general HR principles and HR exam content. For upcoming preparation courses and programs, view our Exam Preparation Provider Directory Build Your Own Bundle HRCI has packaged together an assortment of self-study exam preparation options – bundles to help you save time and money! Keep in mind that you may only build your own bundle at the time of your exam application. Learn more about how to apply for an HRCI examination. Application Fee: $100 (application fee is non-refundable) Exam Fee: $495 SPHRi Second Chance Test Insurance by HRCI (optional): $250 ​ GPHR Preparation Overview ​ Preparing for exams can be overwhelming, especially when you don't know where to start. Fortunately, there are several options available that can assist you in the preparation of your GPHR exam. There is no single preparation method that can meet every candidate's needs and we urge you to use a variety of tools and resources to enhance your understanding of general HR principles and HR exam content. For upcoming preparation courses and programs, view our Exam Preparation Provider Directory ​ Build Your Own Bundle HRCI has packaged together an assortment of self-study exam preparation options – bundles to help you save time and money! Keep in mind that you may only build your own bundle at the time of your exam application. Learn more about how to apply for an HRCI examination. Application Fee: $100 (application fee is non-refundable) Exam Fee: $495 GPHR Second Chance Test Insurance by HRCI (optional): $250

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What is HRCI Certification? ​ HRCI is proud to offer a suite of eight certifications for every stage of your HR career. Certification is a career-long commitment that demonstrates dedication, credibility and a mastery of the principles of human resources to your employers, clients, staff members and professional peers around the globe. Certification attests to the investment you have made in your HR career and holds a recognized place in the profession. To become certified, you must meet strict professional experience and educational requirements before taking the exam. To remain certified, you must stay current in the HR profession and recertify every three years. You display your certification by putting the credential after your name. Earning HRCI Certification Sets You Apart provides you with a fully accredited credential – Seven of our eight core products are accredited and meet the National Commission for Certifying Agencies (NCCA) rigorous standards. validates your expertise – HRCI certification provides you with competency based, professionally relevant credentials that are highly valued in HR and business communities. connects you to an exclusive network of motivated HR professionals around the globe – Nearly 145,000 certified HR thought leaders work in more than 100 countries and territories. delivers nearly 45 years of history – Established in 1976, HRCI is the largest HR certification organization in the world. earns recognition from your organization and peers – Business leaders find HR certified professionals to be more self-motivated. How Certification Differs from a Certificate Program Compared with certificate programs, certification has three main advantages: requires specific work experience, competency and education requires recertification, which makes sure that you stay current in the HR profession through continuing education allows you to put the letters after your name In other words, certification typically consists of the three "E"s: education, experience and examination. All HRCI Certifications have earned program wide accreditation from the National Commission for Certifying Agencies (NCCA). ​ Who Holds an HRCI Certification HR professionals with certifications from HRCI® are leaders of a broad range of enterprises, including large multinational corporations, small businesses, for-profit and nonprofit organizations, publicly traded companies, government entities, universities, military branches and more.The community of HRCI credential holders are dedicated HR practitioners, willing mentors and trusted strategic partners, serving both their organizations and the HR profession. More than 500,000 HR professionals in over 100 countries have earned HRCI credentials as a mark of high distinction and honor in the human resource management field. The HRCI community of credentialed professionals also represents all levels of HR job experience and seniority: Level of HR Expertise: • Vice President and above: 8 percent • Director-level: 21 percent • Manager-level: 33 percent • Specialist: 38 percent

SHRM-CP ​ ​SHRM CERTIFIED PROFESSIONAL (SHRM-CP) HR professionals who implement policies and strategies, serve as point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions, should take the SHRM-CP exam. ​ *Less than a bachelor’s degree includes: working toward a bachelor’s degree, associate’s degree, some college, qualifying HR certificate program, high school diploma, or GED. Learn about student eligibility . Exam Format and Length Computer-based experience. 4 hours in length. 160 questions (95 knowledge items/65 situational judgment items). Exam Fee SHRM Member: $300* USD Nonmember: $400* USD *Includes $50 nonrefundable application fee. ​ ​ ​ ​ ​ SHRM-SCP ​SHRM SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP) HR professionals who develop strategies, lead the HR function, foster influence in the community, analyze performance metrics, and align HR strategies to organizational goals, should take the SHRM-SCP exam. *Less than a bachelor’s degree includes: working toward a bachelor’s degree, associate’s degree, some college, qualifying HR certificate program, high school diploma, or GED. Learn about student eligibility . Exam Format and Length Computer-based experience. 4 hours in length. 160 questions (95 knowledge items/65 situational judgment items). ​ Exam Fee SHRM Member: $300* USD Nonmember: $400* USD *Includes $50 nonrefundable application fee. ​ ​ DESCRIPTIONS OF EXAMS The SHRM-CP and SHRM-SCP exams contain two types of multiple choice questions: stand-alone knowledge-based items that assess a candidate’s knowledge and understanding of factual information, and scenario-based situational judgment items that assess a candidate’s judgment, application and decision-making skills. Knowledge Items There are two categories of stand-alone knowledge-based items on the SHRM-CP and SHRM-SCP exams. Items in the first category, referred to as HR-specific knowledge Items (KIs), cover key concept topics associated with the 15 HR functional areas, while items in the second category, referred to as foundational knowledge items (FKIs), cover key concept topics considered foundational to the eight behavioral competencies. Examinees receive credit for selecting the correct answer to a given question; otherwise, no credit is awarded. Situational Judgment Items Situational judgment items (SJIs) assess candidates’ judgment 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. Although more than one strategy may be effective for addressing actual work-related scenarios, examinees only receive credit for choosing the best possible answer, as determined by a panel of experienced HR professionals. All other answers, which reflect either less effective or ineffective strategies, receive no credit. Field-Test Questions Each exam contains 30 field-test items which are not counted as part of a candidate’s score. Field testing allows us to gather data on a question’s effectiveness before it is included on future exams as a scored item. Examinees’ answers to field-test items do not count toward any part of their exam scores, and are only used for item development purposes. The field test items on the SHRM-CP and SHRM-SCP exams are randomly mixed with scored exam items so that candidates will not be able to distinguish them from scored items. ACRONYM LIST Download a list of common HR-related acronyms which may appear on the exam. EXAM DURATION & FORMAT Both exams will contain Knowledge- and Competency-based questions: The exams are delivered by computer, and candidates for both exams have 4 hours to answer a total of 160 multiple choice questions, of which approximately 60 percent are stand-alone knowledge-based questions and approximately 40 percent are scenario-based situational judgment items. Breakdown of Testing-Time: Candidate Confirmation Details: 2 minutes Introduction and Tutorial: 8 minutes Exam: 4 hours (240 minutes) Survey: 5 minutes Each section shows a countdown timer on the screen, and each section is separate and time-independent. Minutes do not roll-over. For instance, if a candidate spends less time in the introduction, extra minutes are not rolled-over to the exam portion. ​ DISTRIBUTION OF ITEMS BY CONTENT AND ITEM TYPE The distribution of items with respect to content and item type is essentially the same for both the SHRM-CP and SHRM-SCP exams. As shown below, approximately half of the items on each exam are allocated across the three behavioral competency clusters, and the other half are allocated across the three HR knowledge domains. The table below indicates that approximately 40 percent of the items on each exam are situational judgment items, with the remainder being stand-alone items measuring either knowledge that is foundational to the behavioral competencies (10%) or HR-specific knowledge (50%).

Digital Marketing Training We are in a time where digital media has clearly replaced many traditional forms of marketing that worked in the past. eMarketer reports that digital overtook TV ad spending at the end of 2016. Companies can no longer ignore the need for a digital and social media marketing strategy. Digital marketing has the advantage of being faster, cheaper and more effective than traditional marketing. An email or social media campaign can connect a marketing message to a targeted subset of consumers for the fraction of the cost of a TV ad or print campaign. One of the main benefits of digital marketing is the ease with which results can be tracked. Response rates for digital campaigns can be monitored in real-time. With the right analytics, companies can measure their customers’ responses in fine-grained detail. These advances in digital marketing have highlighted the need for the appropriate technical skills. ​ Why it’s important to have digital marketing skills ​ In order for businesses to successfully execute digital marketing strategies they need to recruit, hire and train people with the right skills. In a world where life has gone digital, marketing has to follow. Digital Marketing is one of the hottest fields in the world today, with tons of high-paying jobs available for skilled candidates. The ideal candidate is often a hybrid who is strong in a number of areas, no matter what their specialty is. While specific strengths might be in analytics, social media, content creation or demand generation, it helps if everyone on a team has a grasp of the work being done across the company and is able to collaborate. No matter what their specialized skills are, digital marketers should understand how the different areas work together. This means that the strongest members of any marketing team are those with the skills and training across a wide range of digital marketing. Hiring managers must evaluate the blend soft and hard skills they need in order to build a successful team. Managers need marketing departments where individual contributors think outside the box, with a combination of skills and qualities that allow them to be agile team players. The pace of change is accelerating. Both individuals and managers need to continually review and assess their digital marketing expertise and quickly address any shortfall to avoid falling behind due to a digital marketing skills gap. The marketing skills gap ​ Research conducted by Fractl and Moz (in which they reviewed over 75,000 job listings on Indeed.com) found that marketing skills are in fact in high demand but hiring managers are struggling to find talent. “Many believe this rapid rate of change has caused a marketing skills gap, making it difficult to find candidates with the technical, creative, and business proficiencies needed to succeed in digital marketing,” Kelsey Libert wrote in a blog post on the report. In a study conducted by Bullhorn, 64% of recruiters reported a shortage of skilled candidates for available marketing roles. For job seekers with a desire to land a digital marketing job, a clear understanding of where they might have a shortfall, and what skills they need to backfill, is an essential first step. Candidates should decide if they want to acquire ‘softer’ creative content creation skills, demand generation skills, or ‘hard’ analytics skills. Companies require skilled professionals in every area of digital marketing. Digital video requires people with skills in scripting, shooting, and editing videos. Websites and social media platforms need people with SEO, SQL, HTML, CSS and CMS expertise (if you are not familiar with these acronyms check out the course listings!). Data Analysis is considered by many companies to be among the most important skill in digital marketing. eMarketer report that measuring content performance is a top priority for nearly two-thirds of marketers. Competent professionals need to understand the options for the measurement and the analysis of data, even if they are not the specialist running the numbers. There are a growing number of training opportunities available for employees to acquire the appropriate skills. While no single training delivery model works best for every learner, a learner centric model must be utilized. We’ve found that a “blended learning delivery model” coupled with 24x7 access to teaching assistants in combination with project based learning opportunities and quizzes/assessments increases competencies and proficiency. Designed by SBMC experts, our Digital Marketing courses combine high-quality training in SEO, Social Media Marketing, and PPC with practical advice to ensure professional success. 4-16 weeks Module A Digital Marketing Overview ​ About Digital Marketing (DM) Benefits of Digital Marketing Inbound Marketing OutBound Marketing Scope of DM Key Components of DM ​ Module B Website Creation & Planning Understanding Website Types of Websites Introduction to HTML Types of web server Planning & Conceptualization a website ​ Module C Search Engine Optimization (SEO) On Page Optimizing title page & Meta tags Optimizing Site Directory & structure Anchor Tags Optimization Content Optimization Regular Website updates ​ OFF Page Link building -directory, book marking etc Article submission Press Release Classified Ads Answering sites Guest blogging​ ​ Module C Search Engine Advertising Google / Yahoo/ Bing Ads - Text / Display/ Video PPC / CPM ​ Module E Keyword Research & Planning How to Choose keywords Keyword filtration Keyword bidding Grouping ​ ​ Module F Content Writing - Copy Write ​ Module G Social Media Optimization Facebook linkedin Instagram ​ ​ Module H Social Media Marketing Pay Per Click (PPC) , Cost Per Mile (CPM)​ ​ Module I Google Analytics & Webmaster tools Ads Campaign performance Analysis & testing Audience Audience Charactertics Data Collections - Sales & conversation Mobile tracking- traffic monitoring Site Performance & Site map submission Robotic file , indexing ​ Module J Business Local Google Local , yahoo local , Facebook check-in creation ​ Module K Online Reputation Management Improve reputation Review management ​ Module L Affiliate Marketing ​ Module M Freelance Bidder ​ Module N Email & Sms Marketing ​ Module O Working on Live Projects

BODY OF COMPETENCY & KNOWLEDGE The SHRM Body of Competency and Knowledge (SHRM BoCK™) is the basis for the SHRM credentials. The SHRM BoCK describes the behavioral competencies and HR knowledge which HR professionals need for effective job performance. The SHRM BoCK organizes eight behavioral competencies into three clusters: Leadership (Leadership & Navigation, Ethical Practice), Interpersonal (Relationship Management, Communication, Global & Cultural Effectiveness), and Business (Business Acumen, Consultation, Critical Evaluation). Additionally, the SHRM BoCK organizes 15 areas of HR knowledge which comprise the technical competency HR Expertise into three domains: People (HR Strategic Planning, Talent Acquisition, Employee Engagement & Retention, Learning & Development, Total Rewards), Organization (Structure of the HR Function, Organizational Effectiveness & Development, Workforce Management, Employee & Labor Relations, Technology Management), and Workplace (HR in the Global Context, Diversity & Inclusion, Risk Management, Corporate Social Responsibility, U.S. Employment Law & Regulations*). RECERTIFICATION REQUIREMENTS AS A SHRM CERTIFICATION-HOLDER YOU HAVE TWO OPTIONS FOR RECERTIFICATION: Earn 60 professional development credits (PDCs) within your 3-year recertification period. Re-take the certification exam within the last year of your recertification period. RECERTIFY SHRM Recertification Process You worked hard to earn it, now make sure to keep it! Earning your SHRM-CP or SHRM -SCP credential proves your competence in the field and your dedication to the profession; maintaining it shows you are commitment to self-improvement and HR excellence. Enhance competence, maintain relevance and maximize the value of your original investment by recertifying your SHRM Certification credential today! Two ways to recertify: Earn 60 professional development credits (PDCs) within your three-year recertification cycle; OR Re-take the certification exam within the last year of your recertification cycle. Use the SHRM BoCK™ as your guide! HR professionals attain recertification by engaging in professional development activities that relate to the behavioral competencies and HR knowledge identified in the SHRM BoCK. The incorporation of competencies into the SHRM BoCK greatly expands the range of activities that will qualify for PDCs. START RECERTIFICATION PROCESS There are two ways to recertify your SHRM-CP or SHRM-SCP: earn 60 professional development credits (PDCs) within a 3-year recertification cycle or retake the certification exam. Begin the recertification process by logging into your Certification Portal . Here you’ll be able to submit recertification credits, apply to retake the exam, review the recertification handbook, and access the recertification application. Certification Portal » ​SUBMITTING YOUR RECERTIFICATION CREDITS As a certified SHRM-CP or SHRM-SCP, you will have an online profile and be able to track your PDCs throughout your 3-year recertification cycle ending on the last day of your birth month. Once your recertification application is complete and has been approved, your next 3-year recertification cycle will begin from your existing end date. You may submit your completed recertification application one year into your 3-year recertification cycle. If you complete your recertification cycle early, your end date will not change, and you may carry over up to 20 PDCs towards your new cycle. Example: Initial certification cycle: May 2016 (took exam)–July 2019 (birth month) Recertified: December 2018 Next 3-year recertification cycle: July 2019–July 2022 ​RECERTIFICATION BY EXAMINATION You have the option to maintain your SHRM-CP and SHRM-SCP by retaking the certification exam. If you choose to do so, you must: Take the exam no earlier than within the last 12 months prior to the end of your 3-year recertification cycle. Recertify only at the certification level you currently hold. Complete the exam application process. Pay the full examination fee. If you plan on retaking the exam to renew your certification please contact certification@shrm.org for additional assistance. If you do not pass the exam for recertification, your credential will be removed, and you will have to reapply and take the exam during a future exam window to become certified again. Additionally, you will not be able to pursue recertification through PDCs should you be unsuccessful in passing the exam for recertification. Program Guidelines SHRM Recertification Providers must adhere to the following program guidelines: Award PDCs for its individual program offerings. Use SHRM methodology to award the appropriate number of PDCs for individual offerings. Credit is awarded based on the actual educational time spent in the program. A minimum of 1 educational hour is required for a continuing education activity to qualify for PDC credit. PDCs are calculated in 15-minute increments. Each 15-minute increment = .25, or a quarter, of one hour. Examples: 1-hour educational program = 1 PDC 1-hour and 15 minute concurrent conference session = 1.25 PDCs 3-hour e-learning course = 3 PDCs Enter into the online SHRM program database all required information for each individual program offering. Programs must be entered before they occur. Retroactive programs cannot be entered. Include a process for determining attendee participation for passive-format programs (e.g., webinars, videoconferences, self-directed e-learning). Ensure that qualifying programs are at least one hour (e.g., 45-minute presentation with 15-minute Q&A period). Individual conference sessions or sessions at a one- or multi-day seminar must follow this same format to qualify. Adhere to SHRM Recertification Provider seal usage guidelines when using the SHRM Recertification Provider seal on any publications (refer to the SHRM Recertification Provider Seal Guide for seal usage details), and add one of the following statements: FULL STATEMENT: “[Organization Name] is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program is valid for [XX] PDCs. For more information about certification or recertification, please visit shrmcertification.org.” ABBREVIATED STATEMENT: “This program is valid for [XX] PDCs toward SHRM-CP and SHRM-SCP recertification.” Provide program participants with verification of attendance (e.g., certificate of completion, e-mail notification, materials distributed onsite) that also shows the number of PDCs assigned to the educational activity and the date(s) attended. Comply with any verification requests conducted by SHRM and retain program documentation for a minimum of three years. (see Compliance & Verification below) Contact SHRM if person responsible for entering program information into the SHRM database changes. Retain attendance verification information for a 3-year period. Fees $500 for two years. (Includes $100 nonrefundable application processing fee.) Renewal A reminder e-mail notification will be sent to a SHRM Recertification Provider approximately 90 days prior to the end of the 2-year SHRM Recertification Provider status period. The provider must submit its renewal application and appropriate fees before the end of the period. Compliance & Verification SHRM has a responsibility to maintain and protect the integrity of the SHRM Recertification Provider Program and the quality of educational offerings of SHRM Recertification Providers. Therefore, SHRM reserves the right to: Award SHRM Recertification Provider status only if all qualifications are met. Monitor program submissions as part of the SHRM verification process. Regularly select a random percentage of SHRM Recertification Providers for verification. Monitor proper use of the SHRM Recertification Provider seal. Request supporting documentation for specific programs from a SHRM Recertification Provider chosen for verification. Examples include: Course Details SHRM BoCK Alignment Presenter’s Biography Educational Hours = PDCs awarded Course Evaluation Terminate SHRM Recertification Provider status if there is evidence of the provider's failure to uphold SHRM education criteria or comply with program guidelines (see Denial & Termination below). Denial & Termination SHRM aims to work with each SHRM Recertification Provider applicant to ensure a smooth application process. In the event a provider applicant is denied SHRM Recertification Provider status, an appeal of the decision may be made within 30 days. If the denial is upheld at the end of the appeals process, the applicant must wait one year from the original date of submission to reapply. SHRM’s goal is to help rectify any application issues. In the event a SHRM Recertification Provider applicant is not in compliance with program standards or procedures and is denied SHRM Recertification Provider status, it will be notified by SHRM staff. The provider will have 30 days within which to comply with any conditions identified and to provide verification of corrective action taken. Failure to comply by the end of the 30-day probationary period may result in suspension or revocation of SHRM Recertification Provider status. Ineligible Programming The following is a list of examples of offerings/course titles that do not relate to the SHRM BoCK: Marketing skills techniques Specific software tools Basic office skills Time management In addition, the following activities do not qualify for PDCs, regardless of topic: Programs that are less than 1 hour long. Time spent in exhibit hall at a conference. Presentations on the certification or recertification process.

PAYROLL Outsourcing has become the trend in companies that strive to streamline complicated business processes and choosing to focus on key business objectives instead. In recent years, more companies have jumped on the outsourcing bandwagon to reduce costs and in turn, enhance their profitability in the competitive business world. SBMC's payroll solutions ensure that your payroll needs are met on time, every time, helping you to streamline your payroll process, improve productivity and simplify administration. This is why SBMC provides flexible corporate payroll services that improve payroll management for employers. We manage the time-consuming tasks of payroll processing and employee payroll tax filing so you can focus on your business. We Answer Your Payroll Outsourcing Needs: 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 to manage their internal payroll operations. By providing experienced warm bodies to run their HR processes, companies are relieved of the mundane tasks and can now keep their focus on other strategic operation

Validation of Experience Requirement ​ The Validation of Experience (VOE) Assessment is the final formal step in earning the CPHR designation. The following are the requirements for the Validation of Experience Assessment. Experience has always been an integral component in achieving the CPHR designation. The requirements to pass the VOE are: Three (3) or eight (8) years of work experience with the majority, 51% or more, being work in HR at the Applied HR and Foundational HR levels. Experience must be obtained within the past 10 years from the VOE submission deadline. The number of years required is based on the level of education as listed below: Applicants must demonstrate that their experience is at the Applied HR level in a minimum of 12 of the 44 functional competencies in the Knowledge Areas and a minimum of 3 of the 5 Enabling Competencies Membership in good standing with CPHR BC & Yukon Agree to abide by the CPHR BC & Yukon Code of Ethics & Standards of Professional Conduct

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