Eleven years ago, my boss told me to get my SPHR. I was twenty-six and had worked in HR for six years but I was having trouble being taken seriously as a HR leader.
Uhm, that’s because I was twenty-six.
But it also didn’t help that I was working with brilliant people who eventually orchestrated the insurance devices behind derivatives and credit default swaps. Those people were smart and knew how to make money. I knew a little something about PERFORMANCE IMPROVEMENT PLANS.
Hm.
Doesn’t quite impress people the way you think it should.
So my boss said, “Go get your SPHR.”
Right. Okay. I googled SPHR — yes, we had the Googles back then — and found a three-day course taught by Mike Losey. I took the class, took the scantron test at a local high school on a Saturday afternoon, and passed with flying colors.
The whole process took about nine weeks.
And nobody at work cared that I passed.
I’ll tell you what — HRCI does God’s work in trying to define and promote a standard for Human Resources professionals. And I’ll tell you something else. I’ve had failing HR Generalists turn their performance around because I made them study for and take the certification exam. These men and women learned more about their profession through the process of studying for the exam. They became smarter people. I’m proud of that.
But do I really think that the HR certification means anything special? Do I really think it’s required to do business in the field of Human Capital?
No way.
I know people who haven’t done a lick of HR work in their lives — professors, consultants, accountants — who studied for and passed the SPHR exam with very little effort. If you can memorize a bunch of information, you can pass the test. I should know because instead of figuring out how to re-certify for my SPHR via a complex system of credits, I just took the test again in 2010.
And I passed again.
- It’s not a murderboard.
- It’s not defending your PhD thesis.
- It’s not the bar exam.
It’s a test that proves you know a little something about Human Resources.
Let’s applaud people who pass the exam but let’s not flaunt the certification in front of serious and talented people who are trying to do real work.
60 comments ...wanna add one?
I’ve performed HR duties in some capacity or another for the last 4 years but don’t have any “experience” in an HR position. Someone told me that getting my PHR certification could help me break into the field. Any thoughts? Forgive me if this wasn’t intended to be an advice column.
I believe you need experience as a practitioner first.
According to HRCI, as long as you have experience as a full time employee performing standard HR functions you can take the test. I applied to take the test and if they let me I’ll pass and get my certification. Can’t hurt right? My question simply was, how can someone get into the field with out the having a PHR certification b/c it’s going to be several more months before the test date.
I’m not sure it will help you with your career.
I appreciate your candor. I’m thinking experience helps careers more than certifications. Kind of a conundrum if your not currently in the field. Great blog for young professionals like myself who are just starting out.
I got my SPHR in ’99, and then became a devoted instructor/facilitator for the study group my local SHRM chapter provided for FREE to its members every year. I credit it with validating what I thought I knew after almost 20 years in the profession, even though I sort of wound up in HR by accident. It also provided me with some of the longest running and most important friendships within the HR world. Is certification the be-all and end-all? No; it didn’t get me more money or greater prestige where I worked. But, as you rightly point out, it can really grow someone’s HR knowledge. And I think the credentials have increased in importance since when I acquired them, as I am noticing many morehelp wanted ads that specify certification as a requirement. Since I’m still involved with the study group after all these years, I hear a lot about how the exams have evolved and I’m not sure I could pass them now, so I’ll keep working on my recertification!
It got you friendships? Well that’s cool. Mine didn’t do that.
As a professor, I can tell you I spent very little time studying for it, spent two hours taking it, and passed.
Given that I could pass it, it indicates a problem with the items on the exam. If it is going to be experienced-based, the questions should be valid enough to distinguish between those doing the work and those who aren’t. Demand better questions.
Reminds me of my sister-in-law. She was a gifted student who bombed the ACT and SAT. Several times. I think she may have puked.
She’s now working on her EdD and is one of the most brilliant women I know.
Tests are only one piece of a complex puzzle that measures what we really know.
I think it is a pretty useless test. I have know way too many (S)PHR with little to no business and/or HR sense.
Like me!
Ba! you have more sense than most people I know…
The test is good to show you know a body of knowledge but the problem is that people think you then know how to apply that knowledge and a multiple choice test, worded to trip some, just up can’t measure that.
It is crazy how many people don’t follow the selection portion of the content and think it is the end-all-be-all to determine if you are good in the field. I just recently got my SPHR only after moving to Raleigh from Boston and kept hearing from hiring managers and recruiters (not the jaded unemployed!) you can’t get a job here w/o it. In Boston no one ever cared about it so it was a surprise to hear it.
I think if used in its simplest form, to expect a baseline level of knowledge in our profession, it is helpful. Anything more than that is a stretch.
And with that, I’ll go to my chapter meetings with my badge and my cool SPHR ribbon and puff my chest out because I am a Senior Professional in Human Resources.
Get the mug! Congrats!
It would be less common to pull that off these days, getting your SPHR at 26. Now, under rules that have recently become more stringent, to be eligible to simply sit for the SPHR, if you have a Bachelor’s degree, requires 5 years of exempt-level HR experience. According to the HRCI website, the pass rate for the SPHR exam hovers around 50%. It’s not in any doubt that YOU are a smart cookie, but certainly not everyone is….apparently.
Having those letters after your name CAN show that a) you performed better than at least half of the people who bothered to show up for – and presumably, prepared for – the test, and b) you cared enough about your own path to prepare for and show up for the test. The folks that I know who have done it (all serious talented people trying to do real work, BTW) really did immerse themselves in serious study, and probably appreciate people – *most particularly job applicants*, for having done the same. Probably why so many job postings indicate it as required or preferred.
I’ve rocked the SPHR on my cards since 2001 (so, yeah, okay, biased). Like you, I did it before the pre-reqs were so high. I went for it because my degree was NOT in HR, I had no formal HR training, and was one of the many who stumbled into this career and then started trying to make up for lost time to learn it all. The SPHR was one way to assure potential employers that I had a familiarity with a wider range of knowledge than I had actually had a chance to practice within my small company.
You are right, Laurie, it doesn’t mean you can do the job. And not having doesn’t mean you can’t. It’s not a be-all end-all, by any means. And I firmly agree that the test is not a perfect measure. But it does provide a helpful signal to other professionals – and (now I am thinking about two people I know who became certified last month) being proud of yourself for studying for and passing the exam does not mean you are flaunting it, or that you yourself are not a serious talented person already doing real work.
I started working HR when I was 20. Exempt-level experience came at 21. It’s a field that doesn’t require a college degree to be a generalist — and that’s how I got started. I worked FT in HR while finishing up my (second) senior year in college.
I think you’re right — the SPHR is a helpful signal to other professionals. Well said in that regard. But to your professional colleagues? I dunno. My husband has a PhD in chemical engineering and won’t even let anyone call him ‘doctor’ for fear that he’s mistaken as a medical doctor. Certifications and degrees are misleading. SPHR barely gives you a license to practice HR and it certainly doesn’t mean much beyond our four walls.
All I have is an SPHR and I make everyone call me “doctor.”
Imma do that, too.
I took the PHR exam 6 years ago and passed. I used the SHRM learning system and the test was very similar to the study materials. I took the exam with full review of all questions in a little over 2 hours. While it was stressful, I found it was kinda easy.
I took a 3 day course in November for the PHR/SPHR and received the SHRM learning system. Studied my keister off for 2.5 months and took the SPHR exam last week.
This SPHR exam was nothing like the SHRM learning system material, the course or the HRCI practice tests. The only way I was able to pass was tapping into my knowledge (ne wisdom) due to my 13+ years as an HR professional. It took me the full 4 hours. Based on this, I think it would be difficult for someone with no HR experience to study and pass this test.
Congrats on passing. That’s a great accomplishment. I know six people who hold their SPHRs — two of whom took the test in the past 18 months — and have no experience working as a Human Resources practitioner. They are smart peeps, though.
So I’m not sure what to say except that my examples are probably nothing more than anecdotal.
Very proud you passed the test!
Really?! Wow. I wish I had gotten the test that your 6 people got. My test was freakin hard and predominantly about HRD strategy. That is really surprising that they were able to pass with no HR practioner experience. Are any of these 6 people employment attorneys by chance? I was feelin pretty good about passing but now I just feel like a dumbass knowing that 6 folks with no HR experience also have their SPHR. Oh well.
Lisa, I took the SPHR on January 21st and I came away from the experience with the same views as you. I have 20 years of HR experience…used the SHRM Learning System and practice tests as my study tools….and holy moly was that test hard! I strongly encourage people to use other tools — don’t rely solely on the Learning System. I’m proud to be an SPHR…I did it because I wanted to (1) know I could do it and (2) have that recognition among my colleagues (some of which one day might be my boss). Evidently people around here place value on it, because it is always listed in preferred qualifications on job postings.
Laurie:
If as you say they “have no experience working as a Human Resources practitioner,” then how did they qualify to take the test? Or did they lie about their HR exempt experience necessary to qualify for the test? And if they lied about that did they lie to you about passing the SPHR test.
I sincerely hope and doubt that they did pass the test, although 29% of the SPHR test is “management practice.” This is one reason why HR professionals with prior general management experience do well on the SPHR test and those who have merely been “administrators” frequently fail.
So let us hope they are not lying to HRCI and you. That would be an ethical violation and if ever discovered could cost them their certification and SHRM membership, if they are a member.
Mike Losey
You should ask them. One of them is Dr. Matthew Stollak, SPHR.
And my good friend William Tincup is SPHR and he’s run businesses for years but I’m not sure he has ever done traditional generalist/hr/recruiting/benefits/compensation work. Maybe owning a business qualifies you, though.
I think the test is a great for folks with limited HR experience or those in the beginning of their career. But the test is not hard. I studied the three sections that made up 70% of the test and past easily. For HR to be taken more seriously our profession’s designated certification needs to be tougher and more strategic.
Which test did you take? PHR or SPHR?
You past easily?
Sorry, I couldn’t resist.
I passed the SPHR 10 years ago and learned nothing. I took it because I was an operations person who had to teach myself HR when I moved into that role. At the time I found it ironic that the SPHR, claiming to be strategic, predominately focused on tactical, regulatory modules. The exams are questionable. I think the value, as with any IRL class, is getting to know and exchange ideas with your colleagues.
Conversely, got my GPHR two years ago and learned a lot. That exam was questionable too. In both cases, my classmates and I finished the exams confused, with no idea where some of the questions came from or how we really did – we couldn’t measure our own knowledge and performance.
Such a contrast to other experiences – I knew where I stood on every CPCU exam (yup Laurie, another insurance insider), or World at Work comp exam, even before automatic scoring. The local market increasingly demands the SPHR, so I keep up the certification. I do the credentialing because I refuse to subject myself to those silly SPHR/GPHR exams again. They don’t identify HR expertise. Much more appealing to be active in the trenches sharing and learning from those there on real human capital issues.
CPCU! Yes!
I’ll tell you something — when I hear about HR people failing the exam, it breaks my heart. Doesn’t mean you aren’t a good HR person. Not at all. And it doesn’t mean that you don’t know your stuff.
My question is for Carolyn. I have been an internal recruiter reporting to HR for close to 20 years. I do not have any certs but am interested in the GPHR to further my interest and knowledge while pursuing positions within our global company abroad. In your opinion, what is the best way to prepare to take this exam? Thank you!
Good luck Laurie and interesting reading.
Everyone — just remember one thing. The HRCI exams are designed to test if the test taker knows the appropriate level of HR knowledge for whatever test they are taking, e.g. the SPHR, PHR or GPHR. Like other professions there is a body of knowledge for HR. To think and solve problems you need that knowledge plus education and experience and other skills Again, passing the test only suggests the candidate knows the body of knowledge but says nothing about their education or experience or for that matter the other contributors to performance on the job, such as interpersonal skills, effort and additional factors. That is why HRCI does not recommendation employers attempt to utilize the test as a predictor to success on the job. The HRCI tests are only what is called Content validated, the most straightforward type of validation. In other words you either know the body of knowledge (answer) or you don’t. You pass or you fail.
Mike Losey
Mike! Hello!
You’re so diplomatic. And I passed that exam because of you. You were great!
No you did not pass the exam because of me. You passed because you worked hard, and you knew the body of knowledge.
Unlike so many professions, a lot of people in HR, as others have already said on your blog, “find themselves in HR” when the boss says something like, “You are bright, people like you, and you know the company operations well plus the person who is doing our HR now is an idiot.”
Most professions, lawyer, physician, nurse, teacher, accounting require some type of certification or licensure and have existed for centuries. HR was a late profession. HR did not exist prior to 1900.
What other profession do you know that was created at about the same time?
ANSWER: Pilot.
Now, did you ever get on an airplane and see your pilots and wonder if they were qualified to fly the plane. Of course not! However, if the person sitting next to you claims to be a HR professional, how do you know that they meet the minimum knowledge and experience requirements for the HR profession?
I took the PHR exam in ’99 for my own benefit to increase my HR knowledge. It was certainly not a breeze for me back then, so I really had no desire to take the SPHR, especially since my boss didn’t care if I upgraded. So since then I’ve been re-certifying through credits. More recently, I have obtained my CEBS, which in my mind seemed to be the equivalent of 8 of those PHR exams, but the material seemed more relevant to me and what I was doing at the time. So I enjoyed the process more. And those CEBS exams counted as PHR education credits so I had no problem re-certifying. But for this last 3-year cycle, as an act of desperation at the end of last year, I bought some cheesy E-Learning videos (which were made in the late 90′s) and revisited faxing and email etiquette. Schwoo, I’m still a PHR for another three years, AND I know what to do if someone sends me a fax!
I remember the days when there was no Human Resources department. It was called the “Personnel Office.” That is all I have to contribute today; not even a rant about a non-related issue that I do from time to time. Just a little history for your non-hr, older reader.
That’s pretty good.
I contemplated taking the PHR exam and working to my SPHR years ago but I’m still on the fence with it. One side, I can see how it might help broaden your understanding. The other side, I don’t really see it helping me grow/advance my career, I could be wrong though.
@Glenda, my husband’s father tells people I work in Personnel, haha.
@ Jennie. That is funny!
It was 1980 something and the President of Pac Tel Infosystems (a division of one of the baby bell’s) was doing his quarterly dog and pony show. At this particular meeting, he rolled out a completely new department, company wide. “And this new department shalled be called Human Resources.” The pitch, back then was, this entire new department was on the side of the employee, period. There was nothing that Human Resources couldn’t solve. I even remember this new super hero’s name and what she looked like all these years later; she was given that much carte blanche respect from the very top. Back then, you all were treated as though you had God-like powers and you did…back then.
Oh man. That must have been insufferable.
My father-in-law called it personnel.
So… I work for a company that straight-up does NOT recognize the PHR/SPHR. I had to finagle my tuition reimbursement people to reimburse the class I took for the damned thing, and even then I qualified because I was receiving “a certificate”…not because its the PHR. Not sure if other companies are like this…anyway.
I feel like the PHR/SPHR is a hoop to jump through to make it to the potential next step in a career. Not necessarily because it proves your smarts, but because its a trend of some sort. As I said before, my company does not recognize it at all. My boss (non-HR) was polite when I told him about it (and I wanted to put it on my annual performance plan) but at the end of the day? No one cares. I certainly don’t feel like its a magnet that will pull me to a bigger and better position.
I took the PHR to help bolster my resume. My company is reputable and doesn’t care about it — but a lot of companies seem to. It seemed a lot cheaper and easier than getting my MBA (which, is a different conversation. Or is it? Please don’t shoot me. Why do some generalist positions have job descriptions that look like a trained monkey could execute, yet require 5-7 yrs exp, PHR/SPHR, and MBA or masters in Org Dev? Really? Is this an effect of the economy, again?)
I appreciate your honesty, Laurie.
I forgot that I had to recertify for my SPHR in 2005. Or thereabouts. Maybe it was 2006. Anyway, I worked for Pfizer and they almost laughed me off the block when I told them that I wanted to take a three-day course. They paid for it, of course, and I sat for the test.
So technically I have taken that test THREE times. And nobody gives a crap.
O-M-G! I am the 21st Century equivalent to your quest for certification! I started working in HR as an intern when I was 20, passed the PHR certification right after I graduated college (in the last group of students allowed) at 24 but wasn’t able to use it until I obtained my two years of HR exempt status last year.
Having my PHR did help with being considered for employment opportunities when I was switching jobs last year. I wish I could say that it made people take me more seriously, but it doesn’t. Besides, I work in Training and Development now, so I never have to worry about anyone taking me too seriously anyway…
Question No 1: People are never going to behave the way you expect (regardless of how many books you read and how many certificates you have) and, as a result, you are just going to have to use that major amount of commons sense that you came to table with to wade through all the muddy water that everybody is stirring up; True or False?
End of exam.
I’m not really sure about the usefulness of the PHR/SPHR. I never took the class, just borrowed some of the books and only studied the parts I didn’t know much about. I passed both. My SPHR just recently lapsed because I got busy and totally forgot to recertify – which is lame since I’d been certified for 12 years.
I’ve been trying to decide if it’s even worth it to take the test again – I just don’t know that it’ll add much value at this point. It just seems like it represents proof of the ability to memorize more than anything else.
I just took and passed my PHR exam… I signed up for the class, studied and took the test with no support from my employer. With only 2.5 years of exempt HR experience, I think the PHR designation shows that I want to continue learning and bettering myself… But it is just paper….
My boss doesn’t have a certification….. so maybe I’ll have her job soon!
PHR/SPHR just proves that someone is good at multiple choice tests. It’s no evidence of owning a body of knowledge since one can easily forget everything they memorized in order to pass the exam.
I have my certification because I needed it to get a job. That’s the only reason I took the exam, and the only reason I maintain it. I find the whole system a bit of a racket. I’m forced to spend my own money on expensive seminars at which I learn very little new information, but I have to attend for the credits. Meanwhile, I learn more about the practice of HR at work, but that experience only fulfills a minority of my required credits.
And I’m frustrated by the assumption by SHRM, HRCI, and others that our companies fund our educational pursuits. I don’t think that’s true of most HR people who have to choose between a vacation and attending a conference.
Hmmmm. I have to put my two cents in here.
I am a (inactive) member of a the Florida Bar. I thought that test was the hardest exam of my life. Studied three years in law school. Took another review class on top of it and studied like mad for six weeks before taking the exam. Had to WAIT two months before I got my “you’ve passed” letter. (That was back in 1996)
First job out of law school was in an HR department, recruiting and employee relations. I did practice employment law for about two years but found that I MISSED HR and Recruiting (yes, I must be crazy). Got back into HR and Recruiting…..
Fast forward to 2009. Everyone says “You’ve GOT to get your SPHR, it will add to your worthiness” So I forked over the money (my company wasn’t about to pay for it)
Took a review class. The SHRM model. Saturdays mornings for two months.
Studied. Studied. Studied. Studied.
Guess what. I did NOT PASS. By just a few points. (perhaps it was the stress of my father passing away the prior month. WHO KNOWS.) I was furious, annoyed, felt really stupid and burned the letter they sent me.
Will I retake it? Maybe. Maybe not.
Well I have to add my 2 cents. And it’s not good. Sorry Mike — I realize that you have a very close relationship with SHRM. You might want to sit down. Laurie I’ve been told I am a lot like you —- I pull no punches.
I have been in international HR for 20+ years. I mean TRUE international. At large multinationals with 40-60,000 employees overseas. My boss in one company ordered me to take the GPHR. I had to pay for the online material from ??? (HRCI or SHRM — God knows I cannot figure out who’s who). I took the exam and passed.
The stunning part was the material. I am VERY concerned who the SME group is that develops the material. 20% labor law, 20% cultural theory and 60% expatriates. I have had many international HR consultants agree with me that expatriates are 5% of what international is all about. SHRM says well international is new. Oh really? Then what have I been doing for the last 20+ years? I can say that the GPHR is NOT a body of knowledge for international.
Companies go ga-ga over the certs. So get one. I cannot comment on the PHR or SPHR — maybe they are better. Just don’t expect to learn anything from the GPHR. All I can say is that SHRM has done a very good job of marketing.
On the brighter side — I would encourage you all to join Human Capital Institute. Their material is up-to-date and very strategic. I have both their Strategic Workforce Planning and Human Capital Strategist certs and LEARNED a lot. The pity is that they are not well-known yet.
I have my HR Master’s, took the college’s PHR/SPHR prep course and regretted the decision, it was horrible, mostly the professor. Self study will be my friend. Have been in the field more as a leader handling HR matters than an official HR rep. Now I am a generalist for the same company and as I meet with client after client that utilize our HR services it is experience that has provided me success the most. When it comes to strategy and employee management practices the experience is invaluable. I rarely need to quote or state HR law on the spot. I’ll take my PHR as it is required for my role, but mama raised no fool. The cost will be covered by the company! Do I think it will hold for weight than my MS, no probably not.
Studying for and passing the SPHR exam forced me to learn the foundations of HR practices and the reasoning behind them. In some cases it validated what I had already learned on the job, in other cases, it illuminated areas where I was misinformed or where best practices had changed. But the doors the certification opened for me have allowed me to put my knowledge into practice.
But I wholeheartedly agree: Having certification is really just the key to open the door – it only shows that one has proven basic, broad knowledge and that one is dedicated to continuous education in the field. Now, show me how you have/can/will use that knowledge to contribute to the business.
I find the PHR, SPHR are just a money making scheme for SHRM. Really? Does taking a test make you an expert, no. All of this information can be readily found by doing some simple research and the laws change frequently. To require these letters as a prerequisite to getting a job is ridiculous, it is simply pumping money into SHRM.
Nancy: Before you post next time, I suggest you read the replies already posted. Again, SHRM gets zero monies from the HRCI tests (although they do sponsor learning materials and seminars to help people prepare for the test.) Nor does SHRM have anything to do with the test design or actual testing procedures. HRCI is legally, as a 501 (c3), and is ethically and financially separate from SHRM.
I agree, passing the test does not make a person an expert but it does prove that the person has met the minimum requirements to satisfy they know the profession’s body of knowledge. Nor does HRCI recommend that any employer use any HRCI test as a prerequisite for employment given that other qualifications of a candidate can also affect performance on the job. However, most success is drive by knowledge and experience. Satisfying the knowledge requirement will help a lot. I hope you reconsider your opinion. Since 1976 thousands of volunteers have spent untold hours trying to develop the best test possible for our shared profession. Please spend a few minutes trying to better understand the issues involved.
Proessional regards,
Mike Losey, SPHR, CAE
For those of you besides Mike Losey who already knows my opinion, I can swear to you that the GPHR does not give anyone a “body of knowledge”.
If thousands have spent untold hours developing the best material to study —- I would like to know who the SMEs are for the GPHR. They are hardly SMEs. I have worked in international HR for 20 years and I can assure you that having 70% of the test about expatriates is about 5% of international HR is all about. Experienced international consultants agree. I do sugeest that everyone get a certification — not because it means anything but because companies require it. Just don’t expect to learn anything from it. I am speaking for the GPHR only. I know nothing about the other 2 certs.
Jacque, as we have talked in person, I know and share some of your criticisms about the GPHR. I hear that HRCI is working on improving this test. Others may have concerns also since those taking the GPHR are but a small fraction of the total certified HR provessionals. HRCI reports the following:
Certification As of January 2011
PHR 69,079
SPHR 49,610
GPHR 1,433
PHR-CA 390
SPHR-CA 450
Multi Designations 1,238
Losey
Mike —- let’s look at how long the GPHR has been offered versus how long the PHR and SPHR have been in existence. Years apart. That tells the real story. It is sad to say that the GPHR as well as the whole arena of international HR has been ignored by SHRM until the last 5?? years. There was not even a category for Global HR on SHRM’s website until the past __ years (can’t remember exactly but recent).
It is very odd since I have been doing international HR for 20 years. Other big multinationals have too. And now it is not only large companies that have operations overseas — small and medium size companies do as well. And the comment I have received by SHRM is “international HR is a recent phenomena???? Mike this is my complaint. SHRMs doesn’t stay current. It is late in acknowledging the importance of international HR in the “new normal” as well as using expatriates as its sole contribution to international HR material.
If HR people are not asking for this information I hold SHRM partly responsible for not making it known that it is important knowledge for HR people to have. A professional organization makes people aware of changes coming and areas of importance. Look at law associations, tax and accounting professional organizations, etc. They push and push for people to be aware of new, important and strategic areas of learning/development. And SHRM does not do this.
Like I said, take the GPHR but don’t expect to learn anything from it. You and I may agree but I don’t see anything happening. This is not a slam on you. But you are closely associated with SHRM and I wish you would make the GPHR a priority.
I have been doing global HR for greater than 40 years. My first trip, for instance, was to Europe in 1972. Since then I have been to Europe 109 times. Figure out the flying time. Almost one year of my career just sitting in the airplane crossing the Atlantic.
Then add multiple trips to Japan, Australia, South Africa, China, and the Middle East, Brazil and other South American countries, Mexico and more.
You forget I was president of the largest HR organization in the world, also president of the North American Human Resource Management Association (Canada, USA and Mexico) as well as the World Federation of People Management representing greater than 70 countries.
I have told HRCI that their approach, started after I retired, needs revision, lots of it to really be “global.”
So let us agree to “take this discourse off line”. Few are interested in our continuing ping pong emails on this subject. Plus I don’t need to be lectured to about this subject plus I have no accountability for SHRM or HRCI anymore.
Losey
60 comments ...wanna add one?