For far too long, even in the eyes of HR Leaders, along with other have held the view that HR certifications have only been centered around the fact on what does a professional know and not on what he/she could do. Taken the case of accountants, people need to clear an examination as a pre-requisite to becoming employable. When compared to talent management specializations, focus now needs to be driven towards what really the employees are capable of.
In view of respected , HR Leaders this has led to three negative factors:
- Human resource strategies being segmented into strategic and tactical ingredients.
- Top management not looking upon certifications as a source of new talent.
- Fall in the number of people seeking HR certifications due to a mismatch between the skill-sets & job-responsibilities.
Talking of HR certifications, a gap could easily be figured in the manner in which people gain experience in their respective fields.
For example, it is not until after a few years, that professionals who had been employed in talent management role, get familiarized with leadership responsibilities. However, observing other fields, it could be said that since the entry level stages, different aspects of strategies come into play.
HR Leaders unanimously state that HR certifications should include a two-way approach which on one hand enhances the real-world skill sets of the candidate and on the other, provides theoretical knowledge.
Learning and development should be designed in a manner that effectively incorporates technical factors and behavioral elements. They help in laying down the fundamental foundation of talent management. With such dual aspects in training, candidates with outstanding ability could channelize their true potential and metamorphose themselves into HR Leaders. Moreover, a multiplicative strategy gives rise to reduced costs in association with faulty selection & sub-par training.
HR certifications now need a face lift in terms of their design. They need to have ingredients that make an organization a better place to work in. the notion that works the other way round needs to get ride of. HR certifications, need to start demonstrating the ability to link competencies real-world competencies.
The larger the talent pool of the organization, the more effective will be the impact of culture and resources. This would, in turn, further the goals of the organizations to be more productive.
It is time, in the opinion of many HR Leaders, to make progress in measurement, testing & capabilities on more than simply traditional knowledge. Dual-emphasis based HR Certifications relying on instruments, performance management tools etc. could initiate in upending the current state of HR profession.