Today is an exciting day. Today, is #SHRMADVICEDAY and I dare to give advice to SHRM. Be prepared for a long post….
Actually, I chose to focus on just two things SHRM can do to improve the services it provides for HR pros:
1. The SHRM website is a wealth of tactical and compliance information. When I needed to bring myself up to speed on FMLA this past year SHRM was the first place I went. It is a great resource but the focus is tactical and compliance driven. In addition to providing the tactical information why doesn’t SHRM make a bigger effort to talk about strategic issues?
One example: Why isn’t the We Know Next website easily linked to from the SHRM website? With its focus on trends in the workforce, public policy and social media the We Know Next site is a great example of pushing the HR field forward beyond the compliance driven model. Why this isn’t heavily promoted on SHRM’s website is baffling. Honestly, if I wasn’t in social media I’m not sure I would have found this great site.
2. Why does it cost so much money to get certified? I think taking the step to become certified is very important in the HR profession. It shows you have made the effort to understand a body of knowledge and you care about your profession. I encourage everyone to get certified. But as someone who is contemplating getting my SPHR and paying for it out of pocket, the cost is intimidating.
Looking at the latest fee schedule it would cost someone pursuing a SPHR $475-$525 (the lower price applies to SHRM members) just to apply and take the test. That doesn’t include taking a course to learn the material. Those courses (provided by SHRM) cost anywhere from $1400 (in-person) to $1700 (virtual!) to $700 for self-study. Why does it cost $300 more to take a course virtually? SHRM isn’t paying for a room or buying lunch for attendees.
Please realize that not everyone can afford these high prices. I understand SHRM is working to build credibility so you can’t make it a cakewalk to become certified but the high cost is a big barrier for HR pros that work at companies with little to no training budget. Please don’t make the mistake of thinking that high cost = credibility.
These are just two examples of how SHRM can work to improve service for its members. With a membership that spans #trenchhr pros, senior leaders, consultants and students it can be difficult to please everyone and I get that. But in order to push the profession forward we need to make it less expensive to become certified and/or to get training and make sure members have exposure to the broader, strategic aspects of HR.