| Certification News
Presentations at September, October, and November HRM-RI Breakfast Meetings Have Been Approved for Recertification Credit
Each program below has been approved for 1.25 recertification credit hours toward PHR, SPHR, or GPHR recertification by the Human Resource Certification Institute (HRCI).
9/18/07 |
Leaves of Absence |
10/16/07 |
What the HR Professional Needs to Know About Immigration Law |
11/14/07* |
Are You Leading or Managing?* |
| *Approved for STRATEGIC credit -- can be used to meet new SPHR recertification requirements (15 of the required 60 credits must be earned in the strategic management functional area)
|
You do not need to obtain any document from HRM-RI to receive recertification credit hours for your attendance at approved meetings and programs. Simply make a note of your attendance for your own files, including the program ID number, date, topic, speaker, and number of credit hours. This is the information you will need when completing your recertification application form.
HRM-RI makes a Certificate of Completion available to all attendees of programs which have been approved for recertification credit.
Although you do not need to sumbit this document with your recertification application, having Certificates of Completion on file can help you to remember all of the necessary information about the recertification credit hours which you have earned.
After each program which has been approved for credit by HRCI, an e-mail is sent to attendees with a link to the Certificate of Completion. If you wish to receive a Certificate for a program which you attended, but you did not get the e-mail with link, please contact us.
New Recertification Opportunities for HR Professionals
by Bill Foster, SPHR
(Thank you to Marty Grimes of Impact
Marketing for permission to republish
this article from the April 2006 edition of Employer's
Advantage newsletter)
The Society for Human Resource Management
(SHRM) has initiated new recertification requirements for HR
professionals who have been awarded the Senior Professional in Human Resources
(SPHR) credential. Under the new requirements, SPHR certificants must
earn 15 of their required 60 recertification credit hours specifically
in the strategic management functional area.
The HR Certification Institute (HRCI) test specifications define
strategic management as "the processes and activities used to formulate
HR objectives, practices and policies to meet the short- and long-range
organizational needs and opportunities, to guide and lead the change
process and to evaluate HR's contribution to organizational effectiveness." This
definition is the basis of the new strategic management recertification
requirements.
Under the new rules, the types of continuing education experiences
that count toward the specified credit hours in strategic management
actually give certificants opportunities to explore beyond conventional "HR-related" seminars
and workshops.
Some examples that could fulfill the strategic management requirement
are:
- Interpret information from internal sources, including marketing,
financial/accounting, operations and IT, to participate in strategic
planning and policy-making.
To be effective strategic partners, HR professionals must know
the "business of business" and how it relates to the HR function
and the organization's strategic goals. Continuing education experiences
that may count toward the strategic management requirement might
include upper-level business writing courses, marketing workshops,
finance for nonfinancial managers and seminars discussing trends
in the workplace.
- Interpret information related to the general business environment,
industry practices and developments, and technological developments
from external sources to participate in strategic planning and
policy-making.
HR professionals should be able to take work-related information
from various resources, synthesize it and apply it to their own
work settings. An example of a "recertification" experience that
could count under the strategic management area would be research
and development of an environmental scan for presentation during
an organization's strategic planning meeting.
- Participate as a partner in the organization's strategic planning
process.
Certificants would receive credit for first-time participation
in a strategic planning process within their organizations.
- Establish strategic relationships with individuals in the organization,
to influence organizational decision-making. An example might include
learning about organizational culture and its effect on HR policies
and practices.
- Establish relationships/alliances with key individuals in the
community and in professional capacities to help meet the organization's
strategic needs.
Certificants could receive strategic management credits for HR-related
work, including organizational social responsibility components
such as welfare-to-work or school-to-work programs, philanthropic
activities or alliances with community organizations.
Recertification credit would not be awarded for merely participating
in company-sponsored activities. Certificants must be prepared
to demonstrate their involvement in the program and how their HR
expertise helped them succeed.
- Evaluate HR's contribution to organizational effectiveness,
including assessment, design, implementation and evaluation of
activities with respect to strategic and organizational measurement
in HR objectives (refers to participation in change management).
It is not enough to introduce new programs and initiatives within
an organization, but HR must also constantly evaluate its return
on investment. Recertification credit could result from designing
and implementing such programs or for participating in training
on measuring HR's contribution to organizational effectiveness.
- Provide direction and guidance during change in organizational
processes, operations, planning, intervention, leadership training
and culture. Demonstrated on-the-job leadership in change management
could qualify for strategic management recertification credits.
- Develop and shape organizational policy related to the organization's
management of its human resources.
Demonstrate first-time on-the-job experience, developing policy
based on your organization's specific needs, such as instituting
a telecommuting policy.
- Cultivate leadership and ethical values in self and others
through modeling and teaching.
Possible credits awarded include participation in leadership training
and development of an organization's code of ethics.
- Provide information for the budgeting process, including budget
development and review.
To be leaders, HR professionals must have knowledge of budget
development and review. HR professionals who need additional training
in this area could earn credits for continuing education in finance
for nonfinancial managers, budget development, forecasting and
project management.
- Monitor legislative environment for proposed changes in law
and take action to support, modify or stop the proposed change
(write a member of Congress, give expert testimony at a public
hearing, lobby legislators). Credits could be awarded for work
to influence the outcome of workplace legislation or legislation
affecting your industry. This could include providing testimony
and writing or meeting with legislators. HRCI awards one credit
hour for testifying to Congress or a state legislative body.
Much of the training and administration involved in a Profiles
Checkpoint 360°/Skillbuilder™ series could qualify for
recertification credits under these new guidelines.
|
