HR leaders, as Change Champions, must practice what we preach and embrace the significant change that is happening before us in the HR certification space. As HR leaders, we are expected to be the Change Champions in our organizations.
In fact, the top HR thought leaders, Dave Ulrich and Wayne Brockbank spend a significant amount of time discussing the importance of change and HR as Change Champions in their two most recent books, HR From the Outside-In, Six Competencies for the Future of Human Resources and Global HR Competencies, Mastering Competitive Value from the Outside In.
HR as a Change Champion is one of the six competencies they discuss. Their context is that of HR being a Change Champion in their organization but it can just as easily be applied to the HR certification space.
In their book, HR From the Outside In, Six Competencies for the Future of Human Resources, they discuss how organizations go through dramatic change. To emphasize their point, they cite the startling statistic that only 70 organizations from the 1955 Fortune 500 list are still in existence independently today. In other words, 430 big and powerful organizations no longer independently exist.
In the book, they emphasize HR’s role in the change process and state the following:
HR professionals should help their companies face, accept, and be open to the pressures of change rather than hide from them.
They also state this:
If an organization cannot change as fast as the pace of change in its environment, the organization will fall behind, decline, and disappear. Change in an organization should at least match the pace of change in the environment.
HR professionals conceptualize and design organizational agility, flexibility, and responsiveness to external changes.
Our profession is rapidly changing and evolving. If our certifications don’t keep up with this change, they will become obsolete. I commend SHRM for recognizing this and introducing a significant change to the HR certification space in response. They are shaking up the status quo and taking a huge leap forward.
Prior to SHRM’s announced entry into the HR certification space, I never saw HRCI doing anything significant in response to the changes happening in our profession. I expect they will now.
As I stated here in a previous blog post, our profession will end up better when one certification ends up winning the battle. The competition will ultimately be good for the profession.
Again, I am not taking sides. I am very proud of my SPHR and will also go through the steps to earn my SHRM-SCP as soon as it’s available in 2015. I simply want the best for the HR profession and if this battle that takes us to the next level makes us uncomfortable, so be it.