Response to "Reexamining Professional Certification in Human Resource Management," by Carolyn Wiley

Article Abstract:

Certification should never be a professional requirement for human resource managers. Rather, it should only be a personal developmental choice. There are four reasons why professional certification is not justified. First, no study has yet shown an empirical relationship between certification and professional or business performance. Second, most certification processes are structured as if they were examinations sampling the knowledge domain that needs to be mastered, leaving a test of practice and experience out of the picture. Third, professionalism is a personal responsibility for serving others. Certification certainly does not reflect this responsibility factor. Lastly, certification only calcifies the present paradigm, resulting in knowledge being approved and departmentalized. This has the unfortunate consequence of making change and flexibility more difficult. After reviewing these facts, it is clear that certification should not be mandated at all.

---

Reexamining professional certification in human resource management

Article Abstract:

Certification in human resource management is explored. It is similar to accreditation because it is also voluntary and regulated and supervised by professional associations, unlike licensure which is not voluntary and is administered by a government or political body. Certification and licensure share the same focus, which is to measure competencies and to monitor a professional. The four professional associations that offer certification programs are the International Foundation of Employee Benefit Plans, Human Resource Certification Institute, American Compensation Assn., and the Board of Certified Safety Professionals. For the individual, certification helps in gaining mastery of the field, gaining national and peer recognition, keeping updated, improving career, getting a higher salary, and boosting self-confidence. Companies also benefit from certification because it improves performance and offers qualified professionals.

---

A comparative analysis of certification in human resource management

Article Abstract:

A comparison of three human resources (HR) certification programmes in the UK, Canada and the US indicates that a variety of certification models exist. However, it is possible to identify a strategic certification framework, embracing the essential elements of the certification programmes collectively. It is clear that there is a need for further research on the basic approaches used by agencies to certify HR practitioners and on the issue of licensure as opposed to certification.

Business Personnel Management

Similar abstracts:

• Abstracts: Response to "Reexamining Professional Certification in Human Resource Management," by Carolyn Wiley. Revitalizing the human resource management function in a mature, large corporation
• Abstracts: The contextualization of human resource and quality management: a sensemaking perspective on everybodyEs involvement. part 2
• Abstracts: Organizational culture and human resources in the environmental issue: a review of the literature. Management and employee involvement in achieving an environmental action-based competitive advantage: an empirical study
• Abstracts: Knowledge creation and learning in international HRM. Human resource aspects of quality management: evidence from MNEs operating in Greece
• Abstracts: Remuneration. Remuneration trends in Latin America

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.