There comes a time in every human resources professional’s life when we ask ourselves: Should I get my certification? Once we have decided the answer is yes, the next question becomes: Do I go through SHRM (Society for Human Resource Management) or HRCI (Human Resource Certification Institute)?

Our members ask us this question from time to time, so let’s get the disclaimer out of the way.  Most employer associations, including NAE, have a partnership with HRCI.  In fact, HRCI considers employer associations so beneficial that members with HRCI certifications receive continuing education credits just by being a member of an association.

Now that the disclaimer is out of the way, I’ll tell you what you really want to know.

Do You Need a Human Resources Certification?

If you have a Bachelor’s degree in Human Resource Management, Business, Hospitality, or Psychology, along with 5 or more years of experience, it’s probably not necessary. Of course, if you want that certification, you should go for it!

If you don’t have a great deal of practical HR experience, it’s a good idea to get certified.  The prep classes and exams all provide solid, practical knowledge about HR.

SHRM or HRCI: Which Professional Certification Is Right for You?

Once you’ve decided to get the certification, which one should it be? Public opinion about the latest SHRM debacles aside, we can break it down into the appropriate format to help you decide – cost, institutional qualifications, and requirements.

But – before we do that, it might be helpful to understand the history between SHRM and HRCI.  Short version: The two organizations were partners until 2014. At that time, SHRM stated that HRCI was not providing competency-based certifications; rather, they were focused on compliance.  SHRM also had some concerns about test metrics in general, stating that HRCI made it too difficult to have credits (and classes) approved, too hard to pass the exam, and the information disseminated was too rooted in theory and compliance. They decided to do their own thing.

Here’s the breakdown of the HRCI and SHRM certifications.

HRCI Certifications

Human resources professionals who want to obtain a certification through HRCI are required to pay a $100 (non-refundable) application fee and exam fees. Exam fees range from $300 – $495 depending on certification, but discounts for students, military, and employer association members are available.

While we are just covering the basics here, it should be noted that HRCI also has certifications for global/international practitioners at all levels, as well as certifications for California practitioners, at both entry and senior level designations.

SHRM Certifications

Unlike HRCI, which allows you to take the exam at any time, SHRM has testing windows when individuals can apply and sit for the exam.

Human resources professionals who want to obtain a certification through SHRM are required to pay a $50 – $125 (non-refundable) application fee. Exam fees range from $420 – $695 depending on certification, but discounts for SHRM members, students, and military are available.

Choosing the Right Credential for You

When we see the requirements to sit for the exam broken down this way, we can see why SHRM thought HRCI makes things too hard. HRCI requires more of just about everything to sit for the exam. This might be a good thing!

Both organizations offer prep classes and materials to help candidates prepare for the test. Don’t let the lack of requirements from SHRM fool you – both entities have about a 50% pass rate. Those exams are tough.

After all these considerations, it might come down to your own personal philosophy, workday, and future plans for yourself as an HR practitioner. If your role requires you to be well-versed in compliance, along with being a strategic thinker, able to write and explain policy, have executive-level conversations, and know employment law, HRCI is likely better for you. If you are more involved in employee relations, payroll processing, and generalist work, SHRM might be the way.  Some people get both, just to be safe.

Ultimately, certification is a tool, not a requirement. It can open doors, build confidence, and sharpen your expertise, but it doesn’t replace real-world experience or professional judgment. The best choice is the one that supports your growth, fits your current role, and helps you move forward with clarity and purpose in your HR career.

By: Amy Matthews, SPHR

Do you have a certification through HRCI? Are you employed with an organization that is a member of NAE? Visit the Member Portal to learn how your NAE membership can earn you up to 12 recertification credits per cycle.

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