Preparing for HR Certification: How an MHRM Supports SHRM and HRCI Exam Success

Okay, so you just received your Master of Arts in Human Resource Management (MHRM) degree (congrats!). Now let’s talk about preparing for HR certification so you can further demonstrate your mastery. In this article, we’ll walk through the path toward getting credentialed, including exam requirements and how the MHRM program at National University (NU) aligns with certification domains.

Leveraging MHRM for SHRM/HRCI Exams

After all the work you did to obtain your MHRM, you might be wondering why you need to take yet another exam. Think of this way: getting certified by either the Society for Human Resource Management (SHRM) or the HR Certification Institute (HRCI) is a strategic move that serves three main purposes:

1. Validates Expertise: A certification from SHRM or HRCI proves that you can translate the complex theoretical frameworks learned in graduate school into the real-world application of HR laws and policies.
2. Boosts Career Advancement and Earning Potential: Numerous mid-to-senior level jobs in the field now privilege SHRM or HRCI certification. Securing yours early in your career is a sound investment in your immediate earning potential, and it improves the likelihood you’ll be considered for leadership positions down the line.
3. Displays a Commitment to Lifelong Learning: As anyone with an MHRM knows, the HR world moves pretty fast. By gaining industry-recognized credentials, you show current and future employers that you’re up-to-date on evolving compliance issues and workplace trends.

Key Takeaways

• National University’s MHRM program is designed to prepare graduates for professional HR certification.
• Our MHRM program blends conceptual mastery with practical readiness, with the tools and resources to achieve success in the real world. 
• At NU, we understand that juggling exam prep and professional obligations is no simple task. Our Whole Human Education™ model provides a variety of support services to help you succeed at work, at home, and beyond. 

Why HR Certification Matters Today

The two main players in the HR certification game are SHRM and HRCI (more on them in a bit). Both have been granting certifications for decades and remain the industry’s gold standard. While exam requirements vary, HR certification benefits cannot be overstated; their rigor is directly proportional to their value in the marketplace. By pursuing one of the many certifications available, HR professionals enjoy greater credibility among their peers and the peace of mind that comes with long-term career mobility. Without them, they risk foreclosing on financial and professional rewards both now and in the future.

Overview of Major HR Certifications

We’ve already established how professional credentials help HR professionals display mastery, earn higher incomes, and position themselves for future leadership roles. Now, it’s worth taking a step back and examining just what SHRM and HRCI exams entail, how they differ, and what HR professionals can expect when preparing for certification.

SHRM

SHRM offers two types of certification, both of which emphasize the competent application of real-world HR skills. As opposed to simply assessing technical expertise, these exams test a candidate’s ability to utilize core principles in high-stakes situations. The practical approach of SHRM certifications makes them incredibly valuable for HR professionals looking to enhance their problem-solving skills and bolster their marketability. 

• SHRM Certified Professional (SHRM-CP): The SHRM-CP is intended for HR professionals who are still fairly new to the field (as well as MHRM students in their final year of study!) whose primary focus is operational. Those prepping for the exam must also demonstrate the ability to apply HR concepts to practical situations, as well as a deep understanding of what’s required to cultivate successful workplace environments.
• SHRM Senior Certified Professional (SHRM-SCP): Meant for seasoned HR professionals, the SHRM-SCP certification assesses advanced strategic competencies, including organizational leadership and policy development. Just as importantly, it prioritizes effective decision-making under complicated and high-stress conditions.

HRCI

Whereas SHRM certifications primarily demonstrate behavioral competencies and the real-world application of theories, HRCI prioritizes a meticulous understanding of the core principles that govern HR laws and regulations. HRCI offers eight different knowledge-, professional-, and strategic-based certifications, all of which help practitioners further refine their knowledge of the more technical aspects of HR. 

Let’s take a brief look at the Professional in Human Resources (PHR) and Senior Professional Human Resources (SPHR) certifications.

• PHR: PHR certification is tailored toward professionals who are still in the early stages of their HR careers. It stresses competency in the more overtly technical and organizational aspects of HR management, including employee relations and talent retention efforts.
• SPHR: Geared toward HR practitioners with more professional experience, SPHR certification is principally concerned with strategy and policy implementation. Certificate-seekers must also demonstrate proficiency in business management and employee development, among other core competencies.

Eligibility Requirements

SHRM is unique in that MHRM students can sit for the SHRM-CP even if they lack professional experience. The same is true for students who have a bachelor’s degree and who are currently enrolled in an MHRM program. For those who are not already enrolled in an MHRM program and who have not yet obtained a bachelor’s degree, one to three years of professional HR experience is required before they can sit for the SHRM-CP. Keep in mind that since SHRM recognizes NU’s MHRM program, students are often able to take the SHRM-CP during their final year of study.

The SHRM-SCP is a bit different. Those without a bachelor’s degree are looking at six to seven years of professional experience before they can sit for the exam, while those with a bachelor’s must have only four. Graduates of an MHRM program like the one offered at NU are able to sit after just three years of professional experience.

Though HRCI’s eligibility requirements are more stringent, NU students are no less well-positioned when it comes to sitting for the PHR or SPHR. That’s because those with their MHRM must have only one year of professional HR experience before they can take the PHR exam (as opposed to two with a bachelor’s and four with a high school diploma). Conversely, MHRM graduates must have four years of professional experience before they can sit for the SPHR, as opposed to five for those with a bachelor’s degree and seven for those with a high school diploma.

What These Exams Test: Key Competency Domains

Okay, but what can you expect to see on these exams? Well, as we touched on earlier, the two certifications offered by SHRM focus on the real-world application of behavioral concepts, whereas HRCI exams assess one’s grasp of the more technical, policy-centric aspects of HR management. That said, there are certain HR competency domains, regardless of which particular certification they pursue, that candidates must know in order to be successful.

HR certification topics that feature prominently in both SHRM- and HRCI-proctored exams include HR strategy and planning, talent acquisition and retention efforts, employee relations and performance management, and the ever-evolving legal and regulatory landscape. Most importantly, candidates pursuing a SHRM or HRCI certification must demonstrate their ability to apply theoretical principles under high-pressure, often ambiguous circumstances.

How an MHRM Aligns with Certification Competencies

Our MHRM courses are specifically tailored to mirror the core competencies of the industry’s most respected certifications. At NU, students receive a thorough examination of industry-focused topics, such as: Advanced Studies in Organizational Behavior; Compensation and Benefits; Legal, Ethical, and Safety Issues;  Compensation & Benefits; Performance Management, and more  — courses dedicated to leading HR best practices and certification requirements. Students also enjoy the option of specializing in Organizational Leadership, providing additional opportunities to familiarize themselves with HR exam preparation topics. 

Study Strategies for SHRM-CP, SHRM-SCP, PHR, and SPHR

When preparing for SHRM and HRCI certification, it’s crucial that students develop HR exam study strategies that best fit their schedules and learning styles. SHRM and HRCI both offer test prep services and other online resources, including practice questions, topic cards, and customized study plans. Whenever possible, NU students should consider joining small study groups, as they’re uniquely effective at fostering the problem-solving skills they’ll need to be successful in their careers. Lastly, by consistently cross-referencing course syllabi with exam outlines and applying practice questions to academic case studies, MHRM students naturally refine their ability to analyze the very same types of thorny HR questions they’ll encounter on test day.

Real Benefits of Combining an MHRM with Certification

In addition to time saved, the biggest perk of combining your MHRM with a professional HR certification is the competitive edge it gives you in the marketplace. Getting your MHRM plus certification shows recruiters that you’re prepared to apply the strategic analysis skills developed in graduate school to the practical issues you’ll face as a professional. Pursuing both in tandem boosts your credibility and enhances your earning potential, providing an undeniable return on investment.

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