Value of HR certifications discussed

“Dear Workforce” e-newsletter (subscribe here) has this Q & A:

“Q. What are human resources certifications, and what benefits do they provide if you receive them?

A. For the most part, human resources certifications are not in the same league as other professional accreditations, such as in law or accounting. There are a lot of things you can do to prepare for a high-level, strategic role, but getting this certification isn’t necessarily one of them. There are many skills you need to serve your customers, but again, a certification isn’t necessarily one of them.

Other skills and accomplishments are more important, such as:

Communicating effectively

Treating people with integrity

Getting the most out of people, inspiring people and earning others’ trust

Understanding business in general, and your organization and industry specifically

Knowing why companies like the Container Store and SAS are successful

Having an understanding of topics such as workforce technology, employment branding, retention and workforce planning

Also, you’ll want to know as much as you can about workforce-management metrics, including which workforce-management practices have been proved to greatly increase shareholder value (such as providing training and creating an atmosphere in which employees trust management) and which practices have been shown to have a weaker link to shareholder value (such as cost-cutting).

An HR certification is like a stamp of approval. It is accreditation, awarded by professional associations, that tells prospective employers you possess a demonstrated body of knowledge. However, an informal survey of consultants suggests that certifications are viewed as “nice to have,” but not a required credential for human resources professionals. In fact, only about 5 percent of the human resources jobs posted online with Monster list certification as a preferred credential.

Despite the fact that most human resources directors don’t require certification, it offers specific benefits in certain circumstances. If you work in a very focused area or specialty, such as benefits, the certification could serve as a hallmark of your specialization. Also, consultants who have moved to the United States from other countries often find it to be a great mechanism for quickly understanding country-specific nuances. U.S.-based human resources managers, especially those with increasing global responsibilities, will be similarly interested in international certification. For this reason, it’s not surprising that the Society for Human Resource Management is developing a certification program for global professionals.”

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