2019 SHRM LEARNING SYSTEM

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1 HR COMPETENCIES A 2018 PayScale survey found that certification increased the odds of being MBTC Recruitment promoted within five years by more than 21 percent for HR assistants and by nearly 25 percent for HR directors. And the higher the title, the more likely an individual is to have HR certification, the study found. Salaries, too, tend to be fatter for those with formal certification. In 2018, HR credential-holders made nearly 32 percent more than those without credentials, visit at: SHRM LEARNING SYSTEM Floor # 2, Plaza # 73 Iqbal Boulevard, Sector D DHA Phase II Islamabad, Pakistan

2 SHRM COMPETENCY BASED HR CERTIFICATION About SHRM Why HR COMPETENCY The Society for Human Resource (SHRM) is the world's largest association. Based in United States, it is representing more than 285,000 members in 160 countries. The Society is the leading provider of resources to serve the needs of HR professionals and advances the professional practice of human resource management. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and 275 partners around the globe. SHRM provides the resources that are essential to staying in the forefront of the HR profession, as well as increasing the HR competencies of its members. For seven decades, the SHRM has served the human resource profession. This is an exciting and pivotal time in the HR profession. Now, more than ever, HR is required to assume a greater leadership role, contributing to the strategic direction of their organization. The HR profession operates at the core of this global economy, ensuring the alignment between organizational strategy and high-performing workforce. This is the reality of today s HR professional. SHRM, (the world largest HR Association having 280,000 members in 180 countries) works to advance the HR profession ensuring that as business evolves, HR evolves to meet business needs. For 7 decades, the SHRM has supported more than 100,000 employers representing 140 million employees worldwide Increasingly, business leaders understand that effective people management is a strategic imperative. Thus, employers expect that HR professionals will demonstrate, in addition to a thorough knowledge of HR concepts and requirements, the BEHAVIORAL COMPETENCIES required to effectively apply that knowledge in support of organizational goals.

3 HR FUNCTIONAL Competencies BEHAVIORAL Competencies CLUSTER COMPETENCY DEFINITION CLUSTER COMPETENCY DEFINITION HR Strategic Planning Involves the activities necessary for developing, implementing and managing the strategic direction required to achieve organizational success and to create value for stakeholders. The knowledge, skills, abilities, and other characteristics (KSAOs) needed to navigate the organization and accomplish HR goals, to create a compelling vision and mission for HR that People Talent Acquisition Employee Engagement & Retention Total Rewards Encompasses the activities involved in building and maintaining a workforce that meets the needs of the organization. Refers to the activities aimed at retaining high-performing talent, solidifying and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing effective strategies to address appropriate performance expectations from employees at all levels. Refers to the design and implementation of compensation systems and benefit packages, which employers use to attract and retain employees. Leadership Leadership & Navigation Ethical Practice aligns with the strategic direction and culture of the organization, to lead and promote organizational change, to manage the implementation and execution of HR initiatives, and to promote the role of HR as a key business partner. The KSAOs needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization. Organization Structure of the HR Function Organizational Efectiveness & Development Workforce Encompasses the people, processes, theories and activities involved in the delivery of HR-related services that create and drive organizational effectiveness. Concerns the overall structure and functionality of the organization, and involves measurement of long- and short-term effectiveness and growth of people and processes, and implementation of necessary organizational change initiatives. Refers to HR practices and initiatives that allow the organization to meet its talent needs (e.g., workforce planning, succession planning) and to close critical gaps in competencies. Business Business Acumen Consultation The KSAOs needed to understand the organization s operations, functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization. The KSAOs needed to work with organizational stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of customers and the business. Employee & Labor Relations Technology Refers to any dealings between the organization and its employees regarding the terms and conditions of employment. Involves the use of existing, new and emerging technologies to support the HR function, and the development and implementation of policies and procedures governing the use of technologies in the workplace. Critical Evaluation The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations. Workplace HR in the Global Context Diversity & Inclusion Risk Corporate Social Responsibility U.S. Employment Law & Regulations (Not applicable outside U.S.A) Focuses on the role of the HR professional in managing global workforces to achieve organizational objectives. Encompasses activities that create opportunities for the organization to leverage the unique backgrounds and characteristics of all employees to contribute to its success. The identification, assessment and prioritization of risks, and the application of resources to minimize, monitor and control the probability and impact of those risks accordingly. Represents the organization s commitment to operate in an ethical and sustainable manner by engaging in activities that promote and support philanthropy, transparency, sustainability and ethically sound governance practices. Refers to the knowledge and application of all relevant laws and regulations in the United States relating to employment provisions that set the parameters and limitations for each HR functional area and for organizations overall. Interpersonal Relationship Communication Global & Cultural Effectiveness The KSAOs needed to create and maintain a network of professional contacts within and outside of the organization, to build and maintain relationships, to work as an effective member of a team, and to manage conflict while supporting the organization. The KSAOs needed to effectively craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or unit of the organization to another. The KSAOs needed to value and consider the perspectives and backgrounds of all parties, to interact with others in a global context, and to promote a diverse and inclusive workplace.

4 Preparation Tools Designed for Success Move Ahead in Your Career Establish yourself as a globally-recognized HR expert in 2019 by earning your SHRM Certified Professional (SHRM-CP ) or SHRM Senior Certified Professional (SHRM-SCP ) certification. Prove your value to colleagues and employers with the credentials built on the SHRM BoCK, which defines the standards for knowledge, strategies and competencies required for effective HR professionals around the world. YOUR COMPLETE SOLUTION FOR SHRM CERTIFICATION EXAM SUCCESS Find Success with Expert Guidance Our course combines the knowledge and expertise of our certified instructors with the 2019 SHRM Learning System. The 2019 SHRM Learning System delivers the most comprehensive, flexible and effective SHRM-CP and SHRM-SCP exam preparation. Designed using a proven approach for teaching adult learners, this system offers a personalized SmartPath learning experience that is designed to dynamically adjust based on your progress and proficiency. Real-time results allow you to use your time wisely and increase readiness for the SHRM-CP and SHRM-SCP exams. There s no better way to successfully prepare for SHRM certification. The Complete Solution for SHRM Certification Exam Success PROVE Attending our course is the most effective way to prepare to pass the SHRM-CP or SHRM-SCP exam. A Personalized Learning Experience A custom learning experience that identifies HR topics you ve already mastered and those you haven t, to help guide you with suggested next steps throughout your studies. DEMONSTRATE EXPAND Learn from a certified instructor who provides expertise, insights and one-on-one guidance. Network, share experiences, and discuss topics with a diverse group of HR professionals. Stay on track to earn your certification with a structured learning experience. Take advantage of funding options, such as corporate tuition reimbursement. Enhanced, Topic-level Learning HR knowledge and competencies are broken down into 375+ unique topic areas and related resources to help you better understand and master the concepts in the SHRM BoCK that are tested on the SHRM- CP/SHRM-SCP exams. Real-time Knowledge Gap Analysis Real-time results and detailed feedback from your learning progress and quiz scores guide your individual study priorities and help you reach your goal more efficiently SHRM CP AND SHRM SCP EXAM SCHEDULE SPRING WINDOW: st th May 1, 2019 July 15, 2019 nd January 2, 2019 rd th Date: 23 March June Fee: SHRM Member: US$ 1600 Non-Member: US$ 1700 Don t delay! Class registration deadline is 22 March A Study Plan on Your Schedule Organize your studies on your unique schedule by prioritizing the topics based on your knowledge gaps. Small, connected HR topics allow for shorter blocks of study time. The countdown clock reinforces your exam date goal, which provides a visual reminder to stay motivated and on track with your studies. Resources to Boost Exam Confidence Take advantage of flashcards, real-world HR knowledge and competency connections, practice test questions and more to make sure you re ready for your SHRM-CP or SHRM-SCP exam. nd March 22, 2019 th April 12, 2019

5 Benefits to Your Employer Top 5 REASONS That You Can Give To Your, Employer To Invest In Your HR CERTIFICATION The SHRM certification program was created to m e e t t h e n e e d s o f employers worldwide, driving business through the globally recognized competencies for HR professionals around the world. This is achieved through critical thinking, practical application and real-world experience. 4 Exam preparation helps HR professionals bring new ideas to your organization that will help drive success. 2 It demonstrates that your HR professionals have mastered the application of HR technical and behavioral competencies. 5 I t h e l p s c r e a t e a common HR language t h a t o p t i m i z e s c o n s i s t e n c y a n d effectiveness. 3 Certification prepares your HR staff to assume greater leadership roles and contribute to the strategic direction of your organization. 1 MY KNOWLEDGE WILL BE CURRENT AND RELEVANT 2 I WILL LEARN PRACTICAL SKILLS WITH AN IMPACT ON MY JOB IMMEDIATELY 3 THESE CERTIFICATIONS WERE DEVELOPED WITH EMPLOYERS IN MIND MY KNOWLEDGE AND SKILLS WILL BE GLOBALLY APPLICABLE 4 AND UNIVERSALLYRECOGNIZED 5 MY CERTIFICATION TRAINING IS PROVIDED BY THE LEADING ADVOCATE FOR HR PROFESSIONALS Now, more than ever, HR teams are required to assume a greater leadership role, contributing to and advancing their organization strategic direction. The new SHRM CP & SHRM SCP credentials recognized this trend and take a fresh and current look at what hr professionals need to know and to put that knowledge to work. The certification program covers behavior al competencies and functional knowledge areas within the themes of HR competencies, people, organization, workplace and strategy. Achieving and maintaining my credential means I ll be ready to take on new roles and responsibilities. SHRM Certification will become the new standard for HR professionals around the globe, as it is among the first to focus on practical, real life HR information, teaching and testing competencies and knowledge. When I prepare for the certification exam with the SHRM learning system, I won t be simply memorizing a textbook, I will be applying concepts, using behavioral judgment, and understanding bet practices for handling day to day business as well as unexpected scenarios. I will be learning from the experiences of other HR professionals, sharpening my skills and boosting my productivity and effective to drive our organizations success. SHRM conducted global research including outreach to major corporations, universities and over members of the profession worldwide. Based on their research findings, SHRM determined that in addition to technical knowledge, a successful HR career will also be determined by behavioral competencies and the resulting certifications include both of these essential elements. This credential will therefore reflect what I need to know and how to apply it to be a leader in our organization. Drawing the influence of HR leaders to certification is a worthwhile investment that also improves our reputation as an organization that takes HR seriously. We live and work in a global economy and my skills need to be globally applicable and accepted. Based on one singular SHRM body of competency and knowledge, the SHRM-CP & SHRM-SCP credentials are relevant and applicable worldwide. Earning this credential will give me the recognition and flexibility to use my knowledge, skills and competencies anywhere our organization operates, now and in the future. SHRM has represented the HR community for more than 66 years, and has more than 280,000 members in 170 countries. It is a well respected organization at the forefront of HR trends and emerging professional knowledge. The SHRM BoCK, the credential and my recertification will be supported by SHRM and kept current and relevant, representing lifelong learning as our profession continuous to revolve with the world around us. Training of this high quality and reliability cannot be replicated, and provides an opportunity for our entire HR team from which our whole organization can benefit ultimately saving our organizations time and money on training and professional development.

6 SHRM Learning System SHRM Learning Package Fee Individual option for level selection (SHRM-CP and SHRM-SCP) 4 comprehensive learning modules available in print and e-reader formats. 18 months' access to an interactive Online Learning center with assessments, study plans, and practice questions based on the SHRM Body of Competency & Knowledge (BoCK ) tested on SHRM- CP and SHRM-SCP exams. Designed for Adult Learners. Smart Study Tool Tests (including knowledge and SJT questions) E-reader modules Flashcards and glossary Learning Resource Center Individual and group reporting of study analytics Expert instruction SHRM Printed & e-books Instructor Led Classes Online Learning System Certificate of Participation SHRM Members: US $1600 Non-Members: US $1700 Fee is exclusive of GST Non-members will be provided complimentary 1 year SHRM membership worth 95 US $. Course Duration: 36 contact hours Public program timings: 11:00 am 2:00 pm Public program 3 hours' Sat class for 12 weeks. For in-house program, schedule will be worked out with consultation of client. SHRM Exam Fee SHRM Members: US $ 300 Non-Members: US $ 400 Exam fee is payable directly to SHRM Last date of exam registration with late fee 75 $ Exam locations are 8,000 Prometric testing centres in 160 countries including Islamabad, Lahore and Karachi. Eligibility Criteria: SHRM-CP and SHRM-SCP SHRM has two certifications for HR professionals according to their scope of responsibilities. SHRM-Certified Professional is meant for HR professionals who deal with day to day HR operations SHRM Senior Certified Professional for strategic HR professionals. It includes learning system to groom and examination system to test their ability to apply these competencies to solve business challenges through situation judgment questions.

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8 Mr. Kaifee Siddiqui SHRM-SCP Group Head HR IGI Financial Services Then Group Head HR, Packages Group Though I had a great privilege to serve in many global brands, however the kind of learning that I found in SHRM-Senior Certi ed Professional contents, particularly the HR Strategy alignment with business strategy; I realized that I have lled a great vacuum by qualifying this exam. Attempting the real life situational judgement questions during exam, gives an immense added advantage to add better value to the business. Moeez Ather SHRM-CP Head HR Fauji Cement Company Limited Doing as Head HR Fauji Cement Co Ltd Pakistan. On taking the instructor lead classes and achieving the dynamic SHRM Certi cation has given me a professional edge to assume a larger role in my organization as a strategic partner and helping the CEO with steering it for attainment of even greater leading role in the future market. Dr. Sitwat Hussain SHRM-SCP, GPHR Group Head HR Habib Bank AG Zurich This course is de nitely recommended and especially for those HR Professionals who are willing to learn newer ideas and concepts. It provided a focused & precised approach for handling strategic & operational HR. It helps in bringing in conceptual clarity especially when ambiguity and grey areas prevail. Saqlain Sher SHRM-SCP Senior Manager HR PTCL SHRM-SCP credentials focuses what HR professionals need to know and how to put that knowledge to work. Attaining and maintaining my credential means, I am ready to take on new roles and responsibilities. To be a leader in our organization you need to apply what you know. It also helps to improve our reputation as an organization that takes HR seriously. As we live and work in a global economy, my skills need to be globally applicable and accepted, SHRM-SCP credentials are relevant and applicable worldwide. SHRM-SCP credential gave me the recognition and exibility to use my knowledge, skills and competencies anywhere our organization operates, now and in the future. Romana Azaz SHRM-SCP HR Business Partner Bayer Pakistan (Pvt.) Ltd. Being fairly new in HR and having a business and medical background the HR Metrics in collaboration with SHRM provided a great platform to prepare myself for the SCP exam. It gave me networking opportunity, learn from practical examples and has given me a lot of credibility as an HR professional. I feel a strong sense of accomplishment. Thank you SHRM and HR Metrics. About HR METRICS HR Metrics is SHRM Partner for global HR certifications SHRM-SCP and SHRM-CP preparatory courses in Pakistan. HR Metrics is also approved by SHRM for recertification credit hours for SHRM-CP and SHRM-SCP. For more information, please visit: Contact: info@thehrmetrics.com