Pursuing a first human resources certification is a significant step toward professional growth and career credibility. For individuals entering the field or seeking a formal credential, the landscape of options can appear complex. Formal credentials validate a standardized knowledge base, signaling to employers a commitment to professional development and a foundational understanding of HR practices. Navigating the available certifications and understanding their intended audience is the starting point for establishing oneself in human resources.
Why HR Certification Matters
A professional certification offers a tangible return on investment across an HR professional’s entire career. Certified individuals often experience an increase in earning potential, with studies indicating they can earn salaries 14% to 15% higher than their non-certified peers. The certification acts as a powerful differentiator in a competitive job market, moving a candidate’s status from qualified to preferred by many hiring managers.
Beyond financial benefits, certification provides a structured path for mastering a standardized body of knowledge. This process ensures the professional is well-versed in the latest regulatory changes and best practices. This is particularly important in a field where laws and workforce dynamics are constantly evolving. Achieving a recognized credential demonstrates a commitment to competence and continuous learning, which builds credibility within an organization and across the broader industry.
Understanding the Major Certifying Bodies
The HR certification space is governed by two dominant organizations, each representing a distinct philosophical approach. The HR Certification Institute (HRCI) focuses on a proven body of knowledge, emphasizing the technical and operational aspects of HR, particularly compliance and risk management. Their exams traditionally test a professional’s understanding of HR laws and regulations, embodying a knowledge-based approach.
The Society for Human Resource Management (SHRM) offers certifications based on the SHRM Body of Applied Skills and Knowledge (SHRM BASK). This framework integrates HR knowledge with a strong focus on behavioral competencies. SHRM’s approach is competency-based, seeking to validate a professional’s ability to apply knowledge and lead strategically in real-world scenarios. HRCI’s certifications, like the Professional in Human Resources (PHR), focus on what a professional knows, while SHRM’s certifications emphasize how a professional applies that knowledge.
The True Entry Point: The aPHR
The Associate Professional in Human Resources (aPHR) certification, offered by HRCI, is the only major credential that requires no prior HR work experience. This makes it the definitive starting point for students, recent graduates, or professionals transitioning into human resources. The aPHR is a knowledge-based credential confirming proficiency in foundational HR concepts.
This certification validates a basic understanding of HR terminology and core compliance principles. The exam content focuses on areas like HR operations, employee relations, recruitment, and basic compliance and risk management. The test consists of 65 scored multiple-choice questions plus 25 pretest questions, completed in one hour and forty-five minutes. The aPHR provides an accredited foundation leveraged for entry-level HR roles such as HR assistant or coordinator.
The Most Common First Certification: The SHRM-CP
The SHRM Certified Professional (SHRM-CP) is the most frequently pursued first certification for those working in or seeking an operational HR role. While often positioned as entry-level, the SHRM-CP has eligibility requirements concerning professional experience and education that place it above the aPHR. Candidates performing general HR duties, such as implementing policies and supporting day-to-day functions, are the target audience.
The exam assesses a candidate’s competency at the operational level, focusing on the ability to apply HR knowledge to practical situations. The exam consists of 134 questions, including stand-alone knowledge-based items and scenario-based situational judgment items that test decision-making skills. The primary focus is on the behavioral competencies outlined in the SHRM BASK, such as Ethical Practice, Relationship Management, and Business Acumen. The SHRM-CP is a four-hour exam that validates a professional’s readiness to operate as a generalist and apply knowledge effectively.
The eligibility requirements for the SHRM-CP are based on a combination of education level and HR experience. No prior HR experience is strictly required for those currently enrolled in an HR program or pursuing a career in HR. However, a basic working knowledge of HR principles is recommended for success. This credential signifies a professional’s capability to execute HR policies and serve as a day-to-day point of contact for staff and stakeholders.
Deciding Which Certification Is Right For You
The choice between the aPHR and the SHRM-CP hinges on your current professional status and whether you meet the prerequisites for the more advanced option. If you are a student, a career changer with no HR experience, or a non-HR manager who supervises employees, the aPHR is the logical first step. It validates foundational knowledge and provides an accredited credential without requiring professional HR work history.
If you have a bachelor’s degree and at least one year of professional HR experience, or a master’s degree and less experience, you may be eligible for the SHRM-CP. The SHRM-CP is a more rigorous, competency-focused exam that is highly marketable for those already working in an operational HR capacity. Always consult the official eligibility criteria for the SHRM-CP, as meeting the prerequisites is a firm requirement. The selection should be based on a realistic assessment of your work history and education, ensuring you choose the highest-level credential for which you qualify.
Preparing For and Passing the Exam
Once a certification choice is made, successful preparation requires a structured and significant time commitment. Most successful candidates dedicate a minimum of 80 to 100 hours of study time over six to twelve weeks to master the content. Preparation strategies typically involve using a combination of self-study materials, such as official learning systems, flashcards, and practice exams. Candidates may also enroll in a structured preparatory course offered by an accredited provider.
The costs associated with certification include the exam registration fee. For the SHRM-CP, this is typically between $495 and $595, and for the aPHR, it is $400 ($300 exam fee plus a $100 application fee). Study materials can add several hundred to over a thousand dollars, depending on whether you opt for self-study or a comprehensive course. Exams for both SHRM and HRCI are administered via computer-based testing within specific testing windows throughout the year.
Recertification and Career Progression
Maintaining an HR certification requires a commitment to ongoing professional development and typically operates on a three-year renewal cycle. To recertify, professionals must earn a specific number of continuing education credits during this period. These are known as Professional Development Credits (PDCs) for SHRM or Continuing Education Units (CEUs) for HRCI. The SHRM-CP requires 60 PDCs every three years, while the aPHR requires 45 recertification credits.
These credits can be earned through various professional activities, including attending approved courses, webinars, conferences, or through professional achievements like publishing articles or leading new HR initiatives. Recertification ensures that a professional’s knowledge remains current with the rapidly changing legal and strategic landscape of human resources. Once the first certification is secured, the next step in career progression is to pursue mid-level and senior-level credentials. Examples include the Professional in Human Resources (PHR) or the Senior Professional in Human Resources (SPHR) from HRCI, or the SHRM Senior Certified Professional (SHRM-SCP).