Empower Your Choice with Knowledge
Hiring someone to manage the human resources of your office is a tall order for any organization. After all, this person will be an adviser, administrator, and advocate for the company and its people.
You will know the time is right to hire a dedicated HR professional when the resources of staff managed staff is more costly than the salary of hiring that person. The human resources department usually does a lot of the hiring in the workplace, and maybe you haven’t got a clue as to what you’re looking for in an HR Manager.
You understand MBA, CPA, and MD … but what is SHRM-SCP? Are those credentials worth paying a higher salary? Do you need that much HR?
The best decisions are informed decisions, so in this article, we are going to give a quick, easy to understand overview of each set of HR credentials, so you can decide what you’re looking for in a candidate.
No, it is not a requirement that an HR Assistant or even HR Manager has a degree. You could very well find a qualified candidate based on experience and skill set. However, a degree is something to seriously consider as staying up to date on the laws and best practices in HR is vital for a successful department.
Plenty of HR professionals have entered the workforce without secondary education and have risen to the ranks of Vice President over time.
If you are looking for an educated applicant, a Bachelor’s Degree in Human Resources or Business Administration should be more than sufficient, especially for smaller offices or lower level roles such as HR Assistant in a more substantial firm.
Other degrees to consider that provide additional value include Master’s Degrees, Ph.D., and J.D. law degrees. With a Master’s in HR, don’t dwell too much on the subject of the candidate’s Bachelor’s Degree. Higher education credentials, such as doctorate and law degrees, have significant value on the legal side of HR which is flush with labor laws, potential lawsuits, and general business savvy.
Outside of degrees, there are certifications that a person can obtain which deems them worthy of a position running your HR department.
PHR & PHRi: Professional in Human Resources
Typical among benefits administrators, payroll managers, and HR coordinators, this certification concentrates on implementation as well as the tactical and logical side of U.S. laws in human resources. A person with this credential is more likely to handle the day-to-day HR needs under direction of a higher credentialed HR director in a large firm.
PHRi affords the same capabilities but on an international level.
SPHR & SPHRi: Senior Professional in Human Resources
Once promoted to a senior level, an SPHR is looking at a Director of Human Resources position or the like. This promotion graduates the employee to a level of higher thinking as focus shifts away from the present and into the future. At this point, your human resources director is knowledgeable in the best practices of both the HR industry and your company so is capable of making more significant decisions and implementing big ideas for a stronger workforce. A much larger deal of accountability falls on and SPHR than a PHR.
SPHRi affords the same capabilities but on an international level.
SHRM-CP: SHRM Certified Professional
The Society for Human Resource Mangement’s Certified Professional credential likens itself to that of a PHR but has a bit more inflation in the respect category, as it sees fewer HR Assistants, and more HR Managers, Consultants, and Directors.
SHRM-SCP: SHRM Senior Certified Professional
This certification is a top prize amongst HR Professionals due to its natural ability to demand an opportunity at a Vice President position in it’s highest accord. Professionals with this certification are qualified to develop leadership strategies in HR, run, read and understand metrics for analysis, and create goals for the organization.
GPHR: Global Professional in Human Resources
For organizations with a multi-country reach, a Global PHR will understand the cross-border laws, practices, etc. to keep your business in compliance around the world. Many people with this certification hold the title of Global HR Advisor or Director of Global HR.
Knowledge is Power
Now that you have an understanding of the credentials and how to evaluate education, experience, and certifications, it is time to conduct your search. Be aware of how much HR you need from an educational standpoint, how much time you will have to train someone from an experience standpoint, and your potential growth over time to determine adequate certifications.