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Thought leaders weigh in on the worldwide applicability and impact of SHRM credentials
Robert Garcia, MBA, SHRM-SCP, vice president of global operations for SHRM
Don't be misled by the absence of the word "global" in the names of SHRM's credentials for HR professionals—they are indeed global certifications. Developed with the goal of worldwide applicability and covering universal HR practices, the SHRM Certified Professional and SHRM Senior Certified Professional designations represent more than meets the American eye.
"The SHRM competency-based certification focuses on these core principles, which all HR practitioners, wherever they practice, should use as a baseline," Claus said. Moreover, "each one of the SHRM competencies has a global dimension."
"Creating a commonly accepted and understood standard of knowledge and experience enables an HR professional to perform in the international arena," said Cesar A. Aguirre, senior vice president of HR for the Latin America, Europe and Middle East division of Boston-based American Tower Corporation, a passive infrastructure service company for the telecommunications industry. "Having one's knowledge and authority certified by SHRM, a worldwide institution, will continue to contribute to raising the HR functions and its international practitioners," he added.
To further enhance the international character of HR certification, Aguirre recommended "incorporating into the BoCK more HR practices from all corners of the world, especially emerging markets that are not typically considered, such as HR requirements in individual African nations." Aguirre would also like to place more of a focus on cultural issues—"the culture of countries as well as organizational culture in different parts of the world, and the impact of culture on the practice of global HR."
HR professionals all over are already taking notice of the SHRM-CP and SHRM-SCP credentials. "SHRM certification is undoubtedly having worldwide influence," Claus said. "This can be attributed to the SHRM global brand, focused marketing in various regions and the lack of baseline HR certification in many other countries."
The emphasis of SHRM certification on HR policies and practices, rather than on laws and regulations, Claus says, is another factor in its global favor. The SHRM certification exams given outside the U.S. do not cover the statutes of any one country. Only those candidates who sit for the exams within the U.S. are tested on the U.S. Employment Law & Regulation functional area within the
HR Expertise (HR Knowledge) technical competency.
Aguirre believes that the global growth and acceptance of SHRM certification will increase as the HR profession worldwide is exposed to it, through public awareness via HR organizations as well as word of mouth via individual HR practitioners.
For SHRM certificants, the global reach of their credentials is one more point of pride. For HR professionals still considering whether to sit for the SHRM-CP or SHRM-SCP exams, they should know that worldwide recognition is one more benefit of SHRM certification.
Robert Garcia, MBA, SHRM-SCP, is vice president of global operations for SHRM. Rena Gorlin, J.D., is an independent writer and editor in Washington, D.C.
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