Global businesses have been expanding and evolving over the last few years, with international trade occurring more fluidly than ever before with many nations and enterprises seeking to align themselves with the potential of global operations. Globalization has played a huge part in this process of development by organizations across the globe with international borders becoming less of a factor and the desire to engage in collaboration is at an all-time high. This has given rise to a number of workplaces which are multi-cultural and diverse in nature, and the need of the hour rests upon Human Resources and their capabilities as professionals to maintain harmony at the workplace to an effective degree. To be able to rise to the challenge, many HR professionals rely upon certifications to bridge the gap between their capabilities and their own training needs to be able to rise up and face new challenges. This is not a decision made easily, however, as the market has expanded greatly and many HR certifications have come into existence across the globe, with varying degrees of difficulty standards and quality. Professionals must make some crucial decisions about which of these programs to invest in, as time and resources are both invested greatly into these programs. To make educated decisions, some core understanding must occur. Here are some major questions to answer before undertaking a HR certification program-
- Accreditation Status– The value of certifications rest largely upon this factor. It is integral to find out if chosen programs are accredited as bona fide educational courses designed to give professionals credibility and train them in various aspects of the industry. IT ensures that the quality of education for entry into the industry remains high, thereby building an accomplished, well-trained workforce to man the industry and take it into the future.
- Costs– Many of these programs vary in costs depending on subject material and medium of education, not to mention extra costs like textbooks, subscriptions and stationery. This is an important aspect of figuring out if a program is viable for you- are the logistical costs and course fee worth the expertise in the long run? The candidate must determine what is best for them in terms of cost and applicability at the workplace. The best HR certifications are easily accessible but also vary greatly in terms of cost, which largely depends on reputation.
- Required Experience– Certifications are often separated from each other by required experience levels which are applicable to different courses according to the candidate’s work experience. These act as directional cues for candidates taking these exams, indicating their current level of experience as well as restricting barrier of entry to higher certifications meant for experienced professionals.
- Options– Within the possible course module, candidates must assess if the educational body providing the certification is able to sustain the training needs of the employee over a longer period of time, and if the resources invested in taking these experience based modules will translate to real world success, and progress.
- Post Program– It is not enough to simply acquire a certification, but what comes after it is just as important to a professional’s career. Most programs require a renewal to ensure that the professional still retains their credentials. This is a test of current competency, as well as a method of updating the curriculum of courses and keeping candidates up-to speed with the latest developments and systems growing to prominence in the industry.
With the recent breakthroughs in online tutoring and growing credentialising bodies, candidates are better able to assess where they stand in context of the industry and their job role, and take decisions according to them with precision and effectiveness. The capabilities of HR employees are bettered when developed with the help of education and a support community.