2. SHRM BoCK 2.0 – Evolution of the HR Profession
Cornelia Springer
Director, Certification Operations & Services
SHRM
James Kurtessis
Manager, Certification Research & Validation

3. 2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Agenda
Overview: Year-End Successes
Changes for 2017
Exam changes
Eligibility changes
Systems changes
Recertification chapter support
Listening to You
2016 SHRM VOLUNTEER LEADERS’ SUMMIT

4. Year-End Metrics Metric: 96,500-plus SHRM Certificants
Metric: ~40,000 ways to earn PDCs
Metric: 5,000 jobs postings every month
Metric: 20,000 applicants
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

5. Evolution is Part of Serving YOU Better
SHRM BoCK
2.0
More
Time
Updated SHRM BoCK for 2017
Providing More Seat Time for Examinees
Reworked Scoring to Provide Greater Feedback & Eliminated Partial Credit
Greater
Eligibility
Refined
Scoring
Enhanced Service
Launching Chapter Support for Recertification
Increasing the number of PDCs available
Added Case Management Capabilities & Android App
Recognizing HR Degree Programs with Experiential Component
Recertification Support
More
PDCs
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

6. SHRM BoCK 2.0: What You Need To Know
Added and defined three competency clusters
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

7. Concise, Clear and Clean: Updated Definitions of Each Competency and Functional Area
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

8. Example: Business Acumen
A Deeper Look Into Understanding Competencies: Addition of 3-5 Sub-competencies for Each Behavioral Competency
Example: Business Acumen
Business and competitive awareness – understands the organization’s operations, functions, products, and services as well as the competitive, economic, social, and political environment in which the organization operates
Business analysis – applies business metrics, principles, and technology to inform and address business needs
Strategic alignment – aligns HR strategy, communications, initiatives, and operations with the strategic direction of the organization
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

9. Example: Business Acumen
Making the Connection: Addition of Key Concepts to Each Behavioral Competency
Example: Business Acumen
Business terms and concepts (e.g., ROI)
Analyzing and interpreting business documents (e.g., balance sheets, budgets, cash-flow statements, profit-and-loss statements)
Elements of a business case
Business intelligence techniques and tools
Financial analysis and methods for assessing business health
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

10. Redefining Roles: Revised, Expanded, and Parallel Proficiency Indicators
All HR Professionals
Aligns decisions with the strategic direction and goals of HR and the organization
Advanced HR Professionals
Aligns the strategic direction and long-term goals of HR to the organization’s overall business strategy and objectives
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

11. Getting to the Point: Removed Redundancies Across Competencies and Functional Areas
Example: Business Acumen and Leadership & Navigation from current SHRM BoCK
Business Acumen
Ensuring alignment between the human capital vision, mission, and organizational business strategy.
Leadership & Navigation
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

12. Reorganization for Effectiveness: Moved Concepts Where Needed to Improve Clarity and Reduce Redundancy
Example: Talent Acquisition and Retention and Employee Engagement
Current
Talent Acquisition and Retention
Employee Engagement
2017 Functional Areas
Talent Acquisition
Employment Engagement and Retention
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

13. What’s in a Name: Renamed and Moved Business and HR Strategy
4 Domains of Functional Areas: People, Organization, Workplace and Strategy
Business and HR Strategy is the only Functional Area in the Strategy Domain
Current
3 Domains of Functional Areas: People, Organization, and Workplace.
Business and HR strategy has been renamed HR Strategic Planning and merged into People Domain
2017 Domains
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

14. 2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

15. Practicing What We Teach: 2017 Exam Changes
Area
Changes
Exam Design
Based on 2017 SHRM BoCK
New key concepts items for Behavioral Competencies
160 items on both CP and SCP exams (30 field test items)
Increased seat time to 4 hours
Domain distribution reflects practice analysis findings
Exam Scoring
No more partial-credit scoring for SJT items
Score reports reflect 6 performance domains (3 competencies & 3 knowledge) instead of 4
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

16. 1,900 page application submitted to the Buros Center for Testing
Accreditation: Meeting the Highest Standards
1,900 page application submitted to the Buros Center for Testing
Extensive Review of SHRM’s testing practices, methodology and policy. Site visit to SHRM’s office and testing vendors
The SHRM-CP and SHRM-SCP receive accreditation from the Buros Testing Center, the premier test review center
SHRM-certified professionals and their employers assured that SHRM’s credentials meet the highest testing standards

17. Behavioral Competenc y Clusters
2017 Exam Specifications
2017 SHRM-CP and SHRM-SCP
Behavioral Competenc y Clusters
% of Exam
Cluster
Item Types
50%
13%
Leadership
Situational Judgment (40%)
Foundational Knowledge (10%)
18.5%
Business
Interpersonal
HR Knowledge Domains
(HR Expertise)
Domain
17%
People
HR-Specific Knowledge (50%)
Organization
16%
Workplace
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

18. Enhancing Recertification
Strategies for encouraging recertification activity
Financial Incentive for Chapters & State Councils
$20 per chapter member who is a SHRM member in good standing and recertifies for SHRM Certification during (Chapter)
$10 per chapter member who is a SHRM member in good standing and recertifies for SHRM Certification during (State Council)
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

19. Enhancing Recertification
New Features
HR Career Portal
SHRM e-Learning Library
Mentorship Program for SHRM-CPs and SHRM-SCPs
Priority Access for SHRM Events
More to come…
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

20. 1800 Providers in the PDC Ecosystem
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

21. Enhancing Our Services
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

22. Eligibility & Formal Experiential Learning
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

23. Eligibility & Formal Experiential Learning
A “carve-out” for students in good standing in who are completing their final year of study in HR degree programs that are aligned to the SHRM Curriculum Guidelines
Students in qualifying BA/BS or MS/MBA programs in HR would have the opportunity to sit for the SHRM-CP during their final year of study as long as they have at least 500 hours of HR-related work experience
All students in HR programs that are not aligned would be required to meet the existing experience requirement
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

24. Questions and Discussion
2016 SHRM VOLUNTEER LEADERS’ SUMMIT
Confidential & Proprietary Information

25. Thank You!