SHRM-CP®
0-2 years of experience (including students in their final year).
Candidates are not required to work in the HR field and do not need an HR degree or experience. Candidates with basic HR knowledge are encouraged to apply.
SHRM-SCP®
At least 3 years working in an HR position in a strategic role, or someone who has held the SHRM-CP® certification for at least 3 years and is currently working, or is in the process of transitioning into a strategic role.
Extended regulations
More than 1,000 hours worked in a calendar year will not be equivalent to 1 year of work experience.
Part-time work will satisfy the requirement if it meets the criterion of 1,000 hours worked in a calendar year. Experience may be salaried on a monthly or hourly basis.
In addition to the 8 behavioral competencies, the HR domain knowledge you will gain from the Training and Exam-Prep Program includes:
People
HR Strategy
Talent Acquisition
Employee Engagement & Retention
Learning & Development
Total Rewards
Organization
Structure of the HR Function
Organizational Effectiveness & Development
Workforce Management
Employee & Labor Relations
Technology Management
Workplace
Managing a Global Workforce
Risk Management
Corporate Social Responsibility
U.S. Employment Law & Regulations *Applicable only to candidates living and working in the U.S.; candidates outside the U.S. are not tested on this content
In 2011, SHRM began conducting a comprehensive study involving thousands of HR professionals around the world to build the SHRM Competency Model, which identified 8 behavioral competencies and 1 technical competency that serve as the foundation for success for HR practitioners. The definitions of these 10 competencies are as follows:
Leadership & Navigation
The ability to direct, initiate activities, and build processes within the organization.
Analytical Aptitude
The ability to gather and analyze both qualitative and quantitative data.
Business Acumen
The ability to understand and apply information to contribute to the organization’s strategic planning process.
Ethical Practice
The ability to integrate core values, integrity, and trustworthiness into all of the organization’s operations and business activities.
Global Mindset
The ability to value and consider the perspectives and backgrounds of all parties, in order to interact effectively with others in a global context.
Relationship Management
The ability to manage relationships in the process of delivering services and support to the organization.
Consultation
The ability to provide guidance to stakeholders within the organization.
Communication
The ability to exchange information effectively with stakeholders.
Diversity, Equity & Inclusion
The ability to create a work environment where individuals are treated fairly and with respect, and can use their abilities and qualities to contribute to the organization’s success.
There are two types of SHRM certification:
“SHRM Certified Professional” Certification (abbreviated “SHRM-CP®”)
“SHRM Senior Certified Professional” Certification (abbreviated “SHRM-SCP®”)
For the SHRM-CP® certification exam, the exam duration is 3 hours and 40 minutes, with 134 questions on the exam (80 knowledge items / 54 situational judgment items).
For the SHRM-SCP® certification exam, the exam duration is 3 hours and 40 minutes, with 134 questions on the exam (80 knowledge items / 54 situational judgment items).
In Vietnam, the exam locations are:
Ho Chi Minh City: IIG, 1st Floor, Tower 1, The Sun Avenue, 28 Mai Chi Tho, Binh Trung Ward, Ho Chi Minh City
Hanoi: IIG, 75 Giang Van Minh, Ngoc Ha Ward, Hanoi City
Under SHRM’s global regulations, the exam venue (where the computer-based testing system is located) must not be the same place where training and exam preparation for SHRM certifications take place. The only place in Vietnam authorized by SHRM to provide training and exam preparation for the SHRM-CP® and SHRM-SCP® certifications is PACE Management Academy. In addition to these two certifications, PACE Management Academy is also the exclusive partner of SHRM to deliver SHRM’s world-class training programs in Vietnam.
A “Situational Judgment” question presents a realistic workplace scenario with several possible response options for the candidate to choose from. Among those options, there will be more effective and less effective choices. If a candidate selects the most effective option, they will receive the highest score for that question; if they select a less effective option, they will receive only partial credit; and if they select an ineffective option, they will receive no points for that question.
A sample “Situational Judgment” question is as follows:
Situation
Rebecca, the team lead on the accounting department, is having performance issues. You have been asked to meet with Rebecca to disscuss performance issues raised by her team. During review of the 360-degree feedback reports, it's clear that many accountants on Rebecca's team continue to be dissatified with the way she treats them. They see Rebecca as rude, abrupt, and unwilling to listen to them. They are afraid to disagree with her because she berates them for voicing their opinions. These aren't the first complaints that have been received about Rebecca's disrespectfull treatment of employees. She consistently gets low performance ratings on her people management skills. Although she is a top performer in every other respect, she needs to change the way she interacts with her team.
Question
What is the best way to address Rebecca's performance issues?
1. Tell Rebecca about the feedback that has been received.
2. Praise Rebecca for the strengths revealed in her performance review and explain her main area for development as people management
3.Tell Rebecca about the feedback HR has received and state that if she continues treating her employees this way, she will be disciplined accordingly and may have to be let go.
4. Hold informal meetings with employees to solicit ideas for how communication between supervisors and employees can be improved
Rational
The situation calls for proficiency in relationshop management and communication. The best possible answer addresses relationhip management whild providing effective feedback.
B. is the best answer because is uses positive reinforcement to modify Rebecca's behaviour but provides specific and actionable ares for performance inprovement.
A is the next best option because it provides guidance and feedback to Rebecca but does not provide specific feedback regarding how her behaviour can be modified
C and D are unacceptable answers because they do not call up the priciples of effective feedback and performance management.
The SHRM certification exam is highly challenging, and the first-time pass rate is relatively low (the pass rate in the U.S. is only around 50-65%).
Therefore, to best prepare for the exam, you should first enroll in the SHRM Certification Training and Exam-Prep Program (this program is delivered by SHRM-authorized partners in each country; for example, in Vietnam, the sole SHRM-authorized partner is PACE Management Academy) to equip yourself with the knowledge, skills, and competencies needed not only for this exam, but also for your professional development.
When you enroll in the Training and Exam-Prep Program in each country, SHRM’s partner will also provide you with the SHRM Certification Prep System®, which is rated as the world’s No. 1 learning system for the HR profession. This system not only helps you become familiar with the SHRM Body of Applied Skills and Knowledge (SHRM BASK®) but also helps you hone the practical application of that knowledge and those competencies in your actual work.
This system includes:
Advanced learning tools to help you plan your study schedule
Materials in printed book form for easy reference
A wealth of resources to help you develop professionally and feel confident going into the exam
If you cancel your exam registration before the late application deadline: You will be refunded the exam fee, but the application processing fee of VND 1,175,000 (equivalent to USD 50)* will not be refunded.
If you cancel your exam registration after the late application deadline but at least 5 days before the exam date: the refund amount will be 50% of the exam fee, minus the VND 1,175,000 (equivalent to USD 50)* application processing fee (which is non-refundable) and the VND 1,762,500 (equivalent to USD 75)* late application fee.
Candidates will not be entitled to a refund in the following cases:
Cancelling the exam registration 4 days or fewer before the exam date
Failing to show up for the exam on the scheduled date
Being unable to schedule an exam date within the designated time window
Emergency cases due to personal or health reasons will be considered on a case-by-case basis.
*The fees do not include VAT