Sounds familiar with CPLP? If not, CPLP is Certified Professional in Learning and Performance™ credential to provide a way for workplace learning and performance professionals to prove their value to employers and to be confident about their knowledge of the field. CPLP build by The American Society for Training & Development Certification Institute.
The CPLP™ competency testing process requires candidates to pass both a knowledge exam and a work product assessment. The knowledge exam has 150 multiple choice questions covering nine areas. The work product assessment requires a sample of recent project work and essay responses. The work product must pertain to one of the following areas: Designing Learning, Delivering Training, Improving Human Performance, Measuring and Evaluating, Facilitating Organizational Change and Managing the Learning Function.
Eligibility Requirements:
Professionals in the learning and performance field who have a minimum of three years related work experience may apply, though five or more is preferable.
Become a CPLP? Check it out here...
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Showing posts with label Certification Program. Show all posts
Showing posts with label Certification Program. Show all posts
March 5, 2009
October 23, 2008
5 Strategies To Getting Your Money's Worth At Seminars & Workshops
You open your email to find a notice about an upcoming seminar or workshop on a topic you desperately want to learn more about.
Later that day, you get the mail and there's a postcard inviting you to the same workshop.
"Should I go?" you think.
"It's expensive, I'll have to pay for airfare and hotel, but I'll learn *so much* and will really be able to propel my business forward," you say to yourself.
After much wrangling between those two guys that sit on each of your shoulders, you decide to go for it. You tell your clients you'll be gone, you buy the plane tickets, book the hotel, pay the workshop fee and you're excited!
The day finally arrives. You can hardly wait. You get a seat and wait for things to start.
By the second hour, your head is brimming with ideas while your stomach is full of coffee. You desperately want a break and can't focus on anything else.
The break comes and goes and now you are starved. "WHEN is lunch anyway?" you hear yourself asking your neighbor.
After wolfing down something which the hotel is convinced passes for food, it's back to the workshop. Now the carb crash comes and you need a nap -- the speaker is very interesting, but hey, you're getting the seminar CDs and will catch up on anything you miss then.
Does this sound familiar? I've been to three workshops/seminars in the past two months and have watched this scenario unfold for HUNDREDS of people -- again and again.
It's critical you have a system in place to insure you get the most out of each and every seminar and workshop you attend -- after all, you're spending your money AND time attending.
1. Bring a notepad.
Insure you have either a notepad or notebook dedicated ONLY to "Action List" items.
This is not a "To Do" list -- "to do" lists sound like work and generally lower your energy. This is an "Action" list -- completing these items will propel your business forward.
Personally, I put a small box next to each item that I can check off as it's completed. I don't number them as these are not in priority order. The order is based on when the item pops into my head.
2. Bring a notebook.
You should have ONE notebook for ALL your seminars and workshops. This is for your "Notes" -- if the presenter provides you with a handout of his presentation, GREAT, you can take notes directly on it.
If not, however, you'll want to keep all your notes in this notebook -- start the section with the seminar name, location and date and note each speaker's name and presentation title and any notes from it.
Notes, NOT action list items. . .action items go on your Action List. It's important to keep them separate so you don't need to search through pages of notes for your action items.
Always remember: It's not what you know that matters; it's what you IMPLEMENT!
3. Bring plenty of business cards.
You'll be amazed at how many people forget to bring business cards with them when attending workshops.
Always insure you have plenty of cards with your current information and, preferably, a picture of you on it. We meet so many people at seminars; you want to insure people remember you when going through their new stack of cards at home.
4. Take a day.
If possible, take a day or 1/2 day when you get home to unpack, get back in the swing of things and take a good look at your Action List.
Are there items which can be done in 10 minutes or less? If so, identify those items and schedule an hour for each group of 5 activities over the next week (this allows a little extra time). This will insure you make steady progress soon after the seminar.
Do you have bigger projects? No sweat, break them down into smaller chunks -- 30 minutes at most -- and schedule them on your calendar.
By scheduling these activities *on your calendar*, you'll have a start and end time for getting them done and insuring you got the most out of your time at the workshop.
5. Follow-up.
Chances are you've met new friends and potential clients.
Now's the time to drop them a brief note and let them know you're happy to have met them and follow-up with any information you may have promised.
And, remember, if appropriate for you, thank the speaker for the seminar and all you learned.
Your Coaching Challenge
Your coaching challenge for this week is to prepare a "Seminar Toolbag" which includes a notepad, notebook, business cards, two pens and anything else you may need.
Here's what's in my Toolbag (a bag I take to all seminars) in addition to the above: granola bars, lip balm, post-its, tissues, peppermint patties, a digital camera and since I'm not a coffee drinker, my favorite tea bags.
Later that day, you get the mail and there's a postcard inviting you to the same workshop.
"Should I go?" you think.
"It's expensive, I'll have to pay for airfare and hotel, but I'll learn *so much* and will really be able to propel my business forward," you say to yourself.
After much wrangling between those two guys that sit on each of your shoulders, you decide to go for it. You tell your clients you'll be gone, you buy the plane tickets, book the hotel, pay the workshop fee and you're excited!
The day finally arrives. You can hardly wait. You get a seat and wait for things to start.
By the second hour, your head is brimming with ideas while your stomach is full of coffee. You desperately want a break and can't focus on anything else.
The break comes and goes and now you are starved. "WHEN is lunch anyway?" you hear yourself asking your neighbor.
After wolfing down something which the hotel is convinced passes for food, it's back to the workshop. Now the carb crash comes and you need a nap -- the speaker is very interesting, but hey, you're getting the seminar CDs and will catch up on anything you miss then.
Does this sound familiar? I've been to three workshops/seminars in the past two months and have watched this scenario unfold for HUNDREDS of people -- again and again.
It's critical you have a system in place to insure you get the most out of each and every seminar and workshop you attend -- after all, you're spending your money AND time attending.
1. Bring a notepad.
Insure you have either a notepad or notebook dedicated ONLY to "Action List" items.
This is not a "To Do" list -- "to do" lists sound like work and generally lower your energy. This is an "Action" list -- completing these items will propel your business forward.
Personally, I put a small box next to each item that I can check off as it's completed. I don't number them as these are not in priority order. The order is based on when the item pops into my head.
2. Bring a notebook.
You should have ONE notebook for ALL your seminars and workshops. This is for your "Notes" -- if the presenter provides you with a handout of his presentation, GREAT, you can take notes directly on it.
If not, however, you'll want to keep all your notes in this notebook -- start the section with the seminar name, location and date and note each speaker's name and presentation title and any notes from it.
Notes, NOT action list items. . .action items go on your Action List. It's important to keep them separate so you don't need to search through pages of notes for your action items.
Always remember: It's not what you know that matters; it's what you IMPLEMENT!
3. Bring plenty of business cards.
You'll be amazed at how many people forget to bring business cards with them when attending workshops.
Always insure you have plenty of cards with your current information and, preferably, a picture of you on it. We meet so many people at seminars; you want to insure people remember you when going through their new stack of cards at home.
4. Take a day.
If possible, take a day or 1/2 day when you get home to unpack, get back in the swing of things and take a good look at your Action List.
Are there items which can be done in 10 minutes or less? If so, identify those items and schedule an hour for each group of 5 activities over the next week (this allows a little extra time). This will insure you make steady progress soon after the seminar.
Do you have bigger projects? No sweat, break them down into smaller chunks -- 30 minutes at most -- and schedule them on your calendar.
By scheduling these activities *on your calendar*, you'll have a start and end time for getting them done and insuring you got the most out of your time at the workshop.
5. Follow-up.
Chances are you've met new friends and potential clients.
Now's the time to drop them a brief note and let them know you're happy to have met them and follow-up with any information you may have promised.
And, remember, if appropriate for you, thank the speaker for the seminar and all you learned.
Your Coaching Challenge
Your coaching challenge for this week is to prepare a "Seminar Toolbag" which includes a notepad, notebook, business cards, two pens and anything else you may need.
Here's what's in my Toolbag (a bag I take to all seminars) in addition to the above: granola bars, lip balm, post-its, tissues, peppermint patties, a digital camera and since I'm not a coffee drinker, my favorite tea bags.
Copyright © 2008 Sandra Martini
May 7, 2008
Certified Service Professional (CSP)
CSP course is an initiative by the Singapore Workforce Skills Development Agency (WDA). It is based on the Service Excellence Workforce Skills Qualifications (WSQ) framework and aims to prepare 36,000 non-tourism workers to take up service jobs in the tourism sector by providing training in essential customer service skills.Whether you are looking for job opportunities in the tourism-related service industry or looking for courses to train your new staff*, this is the right course for you!
Who Should Attend
This course is suitable for those who wish to work in the tourism-related service industry:
- Workers currently employed in non-tourism-related service industry who seek to acquire new skills and switch career;
- The unemployed who seek to enter the tourism-related service industry; and
- New entrants* employed in the tourism-related service industry who seek to upgrade their skills
Course Synopsis
Key Objectives
- Develop the mindset & passion of an excellent service professional
- Know your products, customers and organisations
- Make every encounter a GEMS moment
- Work with your colleagues to delight customers
- Invite your customers to come back
- Keep improving your service
Methodology
- Focus on developing mindset: adopt positive attitude, explore new ways to see things
- Intensive experiential learning: learn by doing
- Real-life service applications
- Highly-engaging learning via discussions, role-plays, team games, exhibitions, case studies etc
Assessment
- Behaviours in class throughout the course
- Participation in activities
- Formal assessments that are aligned to the requirements of Service Excellence WSQ
Duration
- 5 Days or 40 training hours
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January 28, 2008
Assessment and Certification for HR Professional
In the development and training of personnel practitioners, the assessment and certification of learning plays an important role in the recognition of the professional experience, skills and knowledge of individuals. Certification can form the criteria of association membership, and can demonstrate an individual’s adherence to standards and a commitment to staying abreast of new developments in the HR field. It is also a visual statement of professional status and as such is a useful tool in career advancement
In devising a scheme of certification it is important that the scheme allows individuals to demonstrate that their knowledge, skills and experience in a generalist or specialist role in HRM and/or HRD are sufficient to meet the criteria for professional competence. This can entail the demonstration of professional experience and/or the passing of a written comprehensive examination to meet pre-set requirements.
Mechanisms
As with training and development events, the majority of Associations runs its own certified courses of study or recognizes courses run by other institutions. Such courses are different to the training programs offered, as they often involve a number of modules, and have an assessment process that can result in the award of a certificate.
The various assessment mechanisms range from the practical to the more theoretical. For example, skills can be measured through a competency portfolio assessment, whereby an assessor is appointed to judge a person’s work. An alternative mechanism and one which is more widely used, is a written examination of knowledge which can take the form of multiple-choice or essay questions. These courses are assessed against standards at national or association level (Wiley 1999).
Case Example
In this section three examples of well-established systems of certification are presented, each one having been designed according to a different mechanism.
Human Resource Certification Institute (HRCI) - USA
In the USA, the HR credentialing body (HRCI) is separate from the HR association (the
Society for Human Resource Management - SHRM). This means that the HRCI runs a
voluntary programs, and is not accredited by anyone, nor does it accredit any programs that use its body of knowledge content outline. Equally there is no membership scheme and it does not run any courses: it purely assesses and certifies the knowledge of HR practitioners. This certification scheme has been in place since 1976.
Complementary to the work of the HRCI, SHRM provides certification preparation courses of study, and these have been running since 1988. These courses are available in different modes of study, primarily on a part-time or in-company basis.
The certification scheme is intended for those currently working in the HR field. There are two possible designations: Professional in HR and Senior Professional in HR. The assessment structure is based on having achieved the prerequisite HR experience (a minimum of two years in a position involving HR at least 51% of the time) and passing a written examination. This examination is based on the technical and operational aspects of HR at the Professional level, and on strategic and policy issues in HR at Senior Professional level. There is no prior requirement to have a university degree. The examinations themselves are based on 250 multiple-choice questions tested over a period of four hours. For the certificate to be awarded, candidates must agree to abide by the SHRM Code of Ethics and the HRCI Model of Professional Excellence. Re-certification is possible but not mandatory after one year, either through evidence of continuing education and experience or through retesting. Each year, around 7,500 individuals follow the certification preparation courses, with an average examination success rate of approximately 50%. Currently, some 33,000 individuals hold the HRCI certification, of which 17,000 are members of SHRM.
Chartered Institute of Personnel and Development (CIPD) – UK
In the UK, the CIPD is the professional association as well as the certifying and awarding
body. It is accredited by the National Council for Vocational Qualifications and the Open
University. The CIPD has its own professional standards that have been developed through multiple stakeholders, and which have been mapped against the UK national standards. The certified courses of study run by the CIPD have been in place for 30 years.
Certification is awarded based on either experience and/or examination. The following list shows the different routes to CIPD certification:
Professional education
Approved centers offer a variety of courses including flexible learning courses and assessment via essay style examination, assignments and a management report.
Competence assessment against national standards
Individuals can gain both a National Vocational Qualification as well as the CIPD certification. This route is measured by the development of a professional portfolio that is assessed by a qualified assessor.
Professional assessment against CIPD standards
Again, this route is based on experience via portfolio development and assessment through an approved centre.
Assessment of prior certified learning
Relevant academic or professional qualifications previously gained are assessed against CIPD standards for certification to be awarded. These courses and assessment centers are either accredited centers which run internally assessed programs, or approved centers that prepare students for assessment by CIPD national examinations. Courses are run using a range of modes of study, with the part-time option being the most popular. Each year, around 12,000 individuals are successful in passing the certified courses of study, with approximately 76,000 individuals currently holding certification, but over 95,000 either certified or working towards certification. The average pass rate for the examinations is 55%. There is a requirement to be a member of the CIPD in order to sit the CIPD examinations. Agreement to comply with the standards of professional conduct is also required of CIPD members.
Each of the certification routes described above has a different certification level, which in turn results in a different grade of membership:
Certificate in Personnel Practice – Associate member
Certificate in Training Practice – Associate member
Professional Qualification Scheme – Licentiate member (after partial completion),
Graduate member (upon completion of the whole programs).
There is no re-certification requirement but Continuing Professional Development records are required for upgrading membership.
In devising a scheme of certification it is important that the scheme allows individuals to demonstrate that their knowledge, skills and experience in a generalist or specialist role in HRM and/or HRD are sufficient to meet the criteria for professional competence. This can entail the demonstration of professional experience and/or the passing of a written comprehensive examination to meet pre-set requirements.
Mechanisms
As with training and development events, the majority of Associations runs its own certified courses of study or recognizes courses run by other institutions. Such courses are different to the training programs offered, as they often involve a number of modules, and have an assessment process that can result in the award of a certificate.
The various assessment mechanisms range from the practical to the more theoretical. For example, skills can be measured through a competency portfolio assessment, whereby an assessor is appointed to judge a person’s work. An alternative mechanism and one which is more widely used, is a written examination of knowledge which can take the form of multiple-choice or essay questions. These courses are assessed against standards at national or association level (Wiley 1999).
Case Example
In this section three examples of well-established systems of certification are presented, each one having been designed according to a different mechanism.
Human Resource Certification Institute (HRCI) - USA
In the USA, the HR credentialing body (HRCI) is separate from the HR association (the
Society for Human Resource Management - SHRM). This means that the HRCI runs a
voluntary programs, and is not accredited by anyone, nor does it accredit any programs that use its body of knowledge content outline. Equally there is no membership scheme and it does not run any courses: it purely assesses and certifies the knowledge of HR practitioners. This certification scheme has been in place since 1976.
Complementary to the work of the HRCI, SHRM provides certification preparation courses of study, and these have been running since 1988. These courses are available in different modes of study, primarily on a part-time or in-company basis.
The certification scheme is intended for those currently working in the HR field. There are two possible designations: Professional in HR and Senior Professional in HR. The assessment structure is based on having achieved the prerequisite HR experience (a minimum of two years in a position involving HR at least 51% of the time) and passing a written examination. This examination is based on the technical and operational aspects of HR at the Professional level, and on strategic and policy issues in HR at Senior Professional level. There is no prior requirement to have a university degree. The examinations themselves are based on 250 multiple-choice questions tested over a period of four hours. For the certificate to be awarded, candidates must agree to abide by the SHRM Code of Ethics and the HRCI Model of Professional Excellence. Re-certification is possible but not mandatory after one year, either through evidence of continuing education and experience or through retesting. Each year, around 7,500 individuals follow the certification preparation courses, with an average examination success rate of approximately 50%. Currently, some 33,000 individuals hold the HRCI certification, of which 17,000 are members of SHRM.
Chartered Institute of Personnel and Development (CIPD) – UK
In the UK, the CIPD is the professional association as well as the certifying and awarding
body. It is accredited by the National Council for Vocational Qualifications and the Open
University. The CIPD has its own professional standards that have been developed through multiple stakeholders, and which have been mapped against the UK national standards. The certified courses of study run by the CIPD have been in place for 30 years.
Certification is awarded based on either experience and/or examination. The following list shows the different routes to CIPD certification:
Professional education
Approved centers offer a variety of courses including flexible learning courses and assessment via essay style examination, assignments and a management report.
Competence assessment against national standards
Individuals can gain both a National Vocational Qualification as well as the CIPD certification. This route is measured by the development of a professional portfolio that is assessed by a qualified assessor.
Professional assessment against CIPD standards
Again, this route is based on experience via portfolio development and assessment through an approved centre.
Assessment of prior certified learning
Relevant academic or professional qualifications previously gained are assessed against CIPD standards for certification to be awarded. These courses and assessment centers are either accredited centers which run internally assessed programs, or approved centers that prepare students for assessment by CIPD national examinations. Courses are run using a range of modes of study, with the part-time option being the most popular. Each year, around 12,000 individuals are successful in passing the certified courses of study, with approximately 76,000 individuals currently holding certification, but over 95,000 either certified or working towards certification. The average pass rate for the examinations is 55%. There is a requirement to be a member of the CIPD in order to sit the CIPD examinations. Agreement to comply with the standards of professional conduct is also required of CIPD members.
Each of the certification routes described above has a different certification level, which in turn results in a different grade of membership:
Certificate in Personnel Practice – Associate member
Certificate in Training Practice – Associate member
Professional Qualification Scheme – Licentiate member (after partial completion),
Graduate member (upon completion of the whole programs).
There is no re-certification requirement but Continuing Professional Development records are required for upgrading membership.
June 13, 2007
International Certification Program On Compensation & Benefits Manager
Middle Earth Consultants a 1eading corporate training organization in India brings to you "Certified Compensation & Benefits Manager Workshop." An internationally acclaimed CCBM program focuses in the areas of intricacies of Comp & Ben plans, Basic reward system, and Global trends in Comp & Ben and to Link pay with performance for better Comp & Ben planning. The workshop is a two-day program containing five modules designed in such a way that the candidate being trained is equipped with all the knowledge and practical competencies required to fully understand Compensation & Benefit and carry out such a planning successfully.
TARGET AUDIENCE
Senior HR executives and professionals who develop and administer the compensation and benefits plans in an organization.
METHODOLOGY
2 days of Workshop + 30 days of Casework / Assignments + Evaluation = Certification
The program will equip professionals with the relevance of the performance & competence program such that he/she is able to…
* Understand what benefits the employees are entitled to
* Understand the various kinds of tax laws and its perquisites
* Learn the impact of culture and collective bargaining on Comp & Ben
* Learn to appreciate the influence of technology & current trend in Comp & Ben
* Understand the elements of Compensation
* Create a total Compensation plan
* Develop & Administer benefit plans
* Be able to link pay to performance
* Set up incentive pay plan for the organization
International Certification
Certification from the Carlton Advanced Management Institute, USA.
URL: www.carltonglobal.com
For more information please contact:
Middle Earth Consultants,
Indiranagar, Bangalore – 38
Mob: 98454 49037. Off: 080 4123 3173
URL: www.mecindia.in
Email ID: pooja@mecindia.in
________________
Other certification programs: Certified Manager, Professional of Human Resources
TARGET AUDIENCE
Senior HR executives and professionals who develop and administer the compensation and benefits plans in an organization.
METHODOLOGY
2 days of Workshop + 30 days of Casework / Assignments + Evaluation = Certification
The program will equip professionals with the relevance of the performance & competence program such that he/she is able to…
* Understand what benefits the employees are entitled to
* Understand the various kinds of tax laws and its perquisites
* Learn the impact of culture and collective bargaining on Comp & Ben
* Learn to appreciate the influence of technology & current trend in Comp & Ben
* Understand the elements of Compensation
* Create a total Compensation plan
* Develop & Administer benefit plans
* Be able to link pay to performance
* Set up incentive pay plan for the organization
International Certification
Certification from the Carlton Advanced Management Institute, USA.
URL: www.carltonglobal.com
For more information please contact:
Middle Earth Consultants,
Indiranagar, Bangalore – 38
Mob: 98454 49037. Off: 080 4123 3173
URL: www.mecindia.in
Email ID: pooja@mecindia.in
________________
Other certification programs: Certified Manager, Professional of Human Resources
June 11, 2007
The Certified Manager Program from ICPM
The Institute of Certified Professional Manager (ICPM) is a certifying organization for management profession. Founded by the National Management Association (NMA), the International Management Council (IMC), and management educators. ICPM has been certifying managers for over 30 years. With over 10,000 managers certified worldwide.
The Certified Manager (CM) Program is a professional training program. The CM program develops and enhances general management skills and prepares individuals to take the CM management certification exams. Those who successfully complete the CM exams achieve the CM certification, a prestigious credential that recognizes competency and professionalism of managers worldwide in all fields.
Certification has long been a mark of competency and credibility. Certified Liability Underwriters (CLUs), Chartered Financial Analysts (CFAs), and Microsoft Certified Professionals (MCPs) have all successfully used certification in their respective fields to distinguish them from their colleagues. Now managers can obtain professional recognition with the CM Certification.
Other certification programs, click here...
The Certified Manager (CM) Program is a professional training program. The CM program develops and enhances general management skills and prepares individuals to take the CM management certification exams. Those who successfully complete the CM exams achieve the CM certification, a prestigious credential that recognizes competency and professionalism of managers worldwide in all fields.
Certification has long been a mark of competency and credibility. Certified Liability Underwriters (CLUs), Chartered Financial Analysts (CFAs), and Microsoft Certified Professionals (MCPs) have all successfully used certification in their respective fields to distinguish them from their colleagues. Now managers can obtain professional recognition with the CM Certification.
Other certification programs, click here...
May 16, 2007
Human Resources Studies Certificate from Cornell University
This Certificate is designed for generalists needing to acquire targeted skills as well as specialists needing to broaden their knowledge in the topics of:
* Employee Benefits
* Employee Relations
* Compensation
* Selection and Staffing
* Performance Management and Appraisal
Human Resources is an evolving and dynamic field that challenges the ability of even the most seasoned professionals to keep abreast of policies, procedures, compliance requirements, and best practices.
In response to these demands, eCornell has partnered with Cornell University's School of Industrial and Labor Relations (ILR) to adapt its renowned Human Resources Studies Certificate Series for convenient online delivery.
Why eCornell?
If you are an HR Generalist, HR Manager or looking to make a career change into the HR field, and seeking an opportunity to obtain a richer, deeper understanding of HR policies and practices from a leading Ivy League institution, we invite you to learn more about our Certificate program. For more detail please click here.
* Employee Benefits
* Employee Relations
* Compensation
* Selection and Staffing
* Performance Management and Appraisal
Human Resources is an evolving and dynamic field that challenges the ability of even the most seasoned professionals to keep abreast of policies, procedures, compliance requirements, and best practices.
In response to these demands, eCornell has partnered with Cornell University's School of Industrial and Labor Relations (ILR) to adapt its renowned Human Resources Studies Certificate Series for convenient online delivery.
Why eCornell?
If you are an HR Generalist, HR Manager or looking to make a career change into the HR field, and seeking an opportunity to obtain a richer, deeper understanding of HR policies and practices from a leading Ivy League institution, we invite you to learn more about our Certificate program. For more detail please click here.
The SHRM Learning System
The SHRM Learning System is the only Professional of Human Resources (PHR®) or Senior Professional of Human Resources (SPHR®) certification preparation program that consistently beats the national pass rate.
Earn the Certification that Sets You Apart
A PHR® or SPHR® certification distinguishes you among your peers and highlights your commitment to your career as a human resources professional. These valuable, industry-recognized credentials can open doors to unlimited career opportunities and professional growth by providing you with a comprehensive overview of the most up-to-date HR practices and focusing on your drive and initiative to constantly renew your knowledge and skills.
Features of the 2007 SHRM Learning System
* Updated content based on HRCI’s new Body of Knowledge
* More than 1,600 questions allow you to test your knowledge and better prepare for the certification exam
* New case study that is interactive and focused on real-life situations faced by HR professionals. You will apply learned concepts in eight different scenarios and work through questions for each
* 100-question bonus test that mimics the HRCI certification exam so you can hone your test taking skills
Learning Options
The SHRM Learning System offers different learning options to suit all different adult learning styles. Choose the format that fits your learning preference best. The program is available as either a Self-Directed option or an Instructor Led option.
Self-Directed Learning
Individual Self-Study Program
Designed for individuals who like to work independently, this format offers convenience and flexibility.
Corporate Self-Study Program
Purchase multiple kits for individuals in the same organization and receive a discounted rate. This program allows employees to study on their own time, away from work.
Instructor-Led Learning
Corporate Program
Train multiple candidates within your organization at a discounted price. Choose your own Training Staff or an SHRM-Affiliated Trainer.
* On-Site Led by Your Training Staff; Choose your own instructor and train at your facility
* On-Site Led by an SHRM-Affiliated Trainer; Train multiple staff members led by an SHRM-Affiliated trainer
SHRM Three-Day Seminar Program
Intensive three day program held around the country throughout the year. The course is led by an HR-expert instructor.
College/University Program
SHRM has partnered with leading Colleges and Universities around the country to offer instruction in a dynamic classroom based setting.
Order your SHRM Learning System® today, click here
Earn the Certification that Sets You Apart
A PHR® or SPHR® certification distinguishes you among your peers and highlights your commitment to your career as a human resources professional. These valuable, industry-recognized credentials can open doors to unlimited career opportunities and professional growth by providing you with a comprehensive overview of the most up-to-date HR practices and focusing on your drive and initiative to constantly renew your knowledge and skills.
Features of the 2007 SHRM Learning System
* Updated content based on HRCI’s new Body of Knowledge
* More than 1,600 questions allow you to test your knowledge and better prepare for the certification exam
* New case study that is interactive and focused on real-life situations faced by HR professionals. You will apply learned concepts in eight different scenarios and work through questions for each
* 100-question bonus test that mimics the HRCI certification exam so you can hone your test taking skills
Learning Options
The SHRM Learning System offers different learning options to suit all different adult learning styles. Choose the format that fits your learning preference best. The program is available as either a Self-Directed option or an Instructor Led option.
Self-Directed Learning
Individual Self-Study Program
Designed for individuals who like to work independently, this format offers convenience and flexibility.
Corporate Self-Study Program
Purchase multiple kits for individuals in the same organization and receive a discounted rate. This program allows employees to study on their own time, away from work.
Instructor-Led Learning
Corporate Program
Train multiple candidates within your organization at a discounted price. Choose your own Training Staff or an SHRM-Affiliated Trainer.
* On-Site Led by Your Training Staff; Choose your own instructor and train at your facility
* On-Site Led by an SHRM-Affiliated Trainer; Train multiple staff members led by an SHRM-Affiliated trainer
SHRM Three-Day Seminar Program
Intensive three day program held around the country throughout the year. The course is led by an HR-expert instructor.
College/University Program
SHRM has partnered with leading Colleges and Universities around the country to offer instruction in a dynamic classroom based setting.
Order your SHRM Learning System® today, click here
May 10, 2007
The Myths of Certification
If you look up the word myth in a dictionary, you’ll find one definition that describes it as “a fiction or half-truth, especially one that forms part of an ideology.” In the case of professional certification programs, many myths or beliefs have come to be accepted as truths. Those so-called truths affect the way certification programs currently are designed, developed, managed, and used. Not that any of those myths are bad, but they can be misleading.
Then, what are the greatest myths about certification? Use the following list to help you decide if professional certification is right for your organization.
1. Certification is an "easy sell" to the organization.
2. A certification test doesn't really need to be validataed.
3. Certification is for high-tech environments.
4. An organization should always build its own certification programs.
5. Individuals in the organization who fail to become certified are out of a job.
6. If I certify my workforce, they'll leave to go to another job.
7. You don't need to keep your certification program secure.
8. Certification programs mean big money.
9. Certification is not a business.
10. It's too hard to justify ROI for certification.
__________
Source: Jamie Mulkey and Jennifer Naughton in T+D Magazines
Then, what are the greatest myths about certification? Use the following list to help you decide if professional certification is right for your organization.
1. Certification is an "easy sell" to the organization.
2. A certification test doesn't really need to be validataed.
3. Certification is for high-tech environments.
4. An organization should always build its own certification programs.
5. Individuals in the organization who fail to become certified are out of a job.
6. If I certify my workforce, they'll leave to go to another job.
7. You don't need to keep your certification program secure.
8. Certification programs mean big money.
9. Certification is not a business.
10. It's too hard to justify ROI for certification.
__________
Source: Jamie Mulkey and Jennifer Naughton in T+D Magazines
Certification
Why people certify?
Before answering the question, let’s define the term certification. Certification is the practice of qualifying an individual to perform in a job or occupation, based on a minimum set of standards. That means a professional body or organization has come together to set standards concerning what an individual should be able to know, do, and be in a given field. That organization has also created a measurement tool to sample that performance.
According to Jim Olsen, vice president and chief measurement scientist for Alpine Media, “Certification programs are a standard way of distinguishing between qualified and unqualified individuals, companies, and institutions.”
Certification is typically created for two reasons:
It protects the public from incompetent practitioners and promotes the professional competencies of an association’s membership.
When visiting the doctor, you want to make sure she is diagnosing your medical problem correctly and prescribing the right course of actions to treat the problem. No one wants a doctor who provides medical treatment unless it has been verified and documented that this individual has the skills and knowledge of a true medical professional. At the same time, to be recognized as part of the physician community is somewhat prestigious. It distinguishes an individual as someone who has been through a number of years of education, training, and rigor in order to serve the community.
In a way, a balancing act exists for those seeking certification. It’s the delicate balance between protecting the public and providing prestige for the profession.
What certification is not
Certificate and certification are two terms that are often used interchangeably, though they are separate and distinct. Certification programs typically have predetermined standardized
criteria on which participants are measured, usually through testing or assessment. The designation that results indicates the individual has met those standards or criteria.
Alternatively, certificate programs tend to focus on a narrower range of topics, typically resulting in a document signifying completion of a learning experience, such as a workshop or a course. To determine which is which, ask yourself, Is the focus on job competency or the completion of learning experience?
Certification: a delicate balance
Certification provides the right balance of prestige and protection. Individuals become certified because it adds to their credibility as a professional. It provides greater opportunities for employment, promotion, and increased earning potential. In addition, certification may be required for them to perform in a given job.
Organizations request certification from employees for a number of reasons. Primarily, organizations want to validate that their workforce is qualified. A rigorous testing process, such as professional certification, helps to accomplish that. Let’s look at an example:
A customer calls the ABC Intelligent Network Company with a system network problem. A trained individual, with two to three years of experience, is sent to the customer site to solve the problem. Eight hours later, the problem still isn’t fixed. Network cards, controllers, and disk drives have all been replaced at considerable expense; still, no solution. The customer is irate. He’s loosing tens of thousands of dollars for each hour the network is down. How could the organization have been assured it was sending a competent individual to solve this problem?
Certification has become the mantra for many organizations that want to ensure that the individuals in their organization are competent to perform in a given job role.
__________
Source: Jamie Mulkey and Jennifer Naughton in T+D Magazine
Before answering the question, let’s define the term certification. Certification is the practice of qualifying an individual to perform in a job or occupation, based on a minimum set of standards. That means a professional body or organization has come together to set standards concerning what an individual should be able to know, do, and be in a given field. That organization has also created a measurement tool to sample that performance.
According to Jim Olsen, vice president and chief measurement scientist for Alpine Media, “Certification programs are a standard way of distinguishing between qualified and unqualified individuals, companies, and institutions.”
Certification is typically created for two reasons:
It protects the public from incompetent practitioners and promotes the professional competencies of an association’s membership.
When visiting the doctor, you want to make sure she is diagnosing your medical problem correctly and prescribing the right course of actions to treat the problem. No one wants a doctor who provides medical treatment unless it has been verified and documented that this individual has the skills and knowledge of a true medical professional. At the same time, to be recognized as part of the physician community is somewhat prestigious. It distinguishes an individual as someone who has been through a number of years of education, training, and rigor in order to serve the community.
In a way, a balancing act exists for those seeking certification. It’s the delicate balance between protecting the public and providing prestige for the profession.
What certification is not
Certificate and certification are two terms that are often used interchangeably, though they are separate and distinct. Certification programs typically have predetermined standardized
criteria on which participants are measured, usually through testing or assessment. The designation that results indicates the individual has met those standards or criteria.
Alternatively, certificate programs tend to focus on a narrower range of topics, typically resulting in a document signifying completion of a learning experience, such as a workshop or a course. To determine which is which, ask yourself, Is the focus on job competency or the completion of learning experience?
Certification: a delicate balance
Certification provides the right balance of prestige and protection. Individuals become certified because it adds to their credibility as a professional. It provides greater opportunities for employment, promotion, and increased earning potential. In addition, certification may be required for them to perform in a given job.
Organizations request certification from employees for a number of reasons. Primarily, organizations want to validate that their workforce is qualified. A rigorous testing process, such as professional certification, helps to accomplish that. Let’s look at an example:
A customer calls the ABC Intelligent Network Company with a system network problem. A trained individual, with two to three years of experience, is sent to the customer site to solve the problem. Eight hours later, the problem still isn’t fixed. Network cards, controllers, and disk drives have all been replaced at considerable expense; still, no solution. The customer is irate. He’s loosing tens of thousands of dollars for each hour the network is down. How could the organization have been assured it was sending a competent individual to solve this problem?
Certification has become the mantra for many organizations that want to ensure that the individuals in their organization are competent to perform in a given job role.
__________
Source: Jamie Mulkey and Jennifer Naughton in T+D Magazine
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