Like many of my fellow HR professionals this week, I have been busy reading all the fantastic blog posts related to the Human Resources (un)conference November 6-8th, 2009 in Louisville, KY. I have been blown away with the take-a-ways and conversation that HR Evolution has so far generated. I was particularly intrigued by our opening and closing sessions with regard to social media.
And then I had a thought. . . .
Should HRCI (and SHRM) add a social media component to the Senior Professional in Human Resources certification exam?
And then another thought. . .
Is social media really strategic?
By all means, please weight in, and I will post another blog that encapsulates all the discussion. I’m looking forward to your comments. (Really!)
Photo courtesy of PR Central
{ 7 comments… read them below or add one }
Not enough people in HR use Social Media to make it part of the SPHR content yet. SHRM should be leading different types of involvement methodologies for executives.
Interstingly the CAE, Certified Association Executive, exam does incorporate some very basic knowledge about social media. I think it’s reasonable to expect someone that’s certified as a SPHR to have a basic understanding of social media. I don’t think social media is “strategic”, but it’s certainly a tool to carry out a strategy.
Interesting question, and perfect timing. I recently posted a poll on LI about training in social media for HR pro’s, and someone specifically asked whether the material would be on the PHR/SPHR exam. I also just drafted a proposal for a certificate program in Social Media for HR/OD Professionals for DePaul University and have been talking to folks about providing more intensive training on the subject (beyond the usual 60-90 minute webinar).
I think social media knowledge will eventually be incoporated into the PHR exams, but I am curious to see how long it will take. I’d guess at least a couple of years from now.
From what I’ve seen, SHRM is not taking a strong leadership role with respect to helping HR/OD professionals address the intra-organizational implications of social media.
I disagree that social media is not strategic, but I think that disagreement may be rooted in semantic differences so I won’t pursue that argument.
Thanks for posing the question, Jessica. And though I didn’t get a chance to say so at the end of the (un)conference last week, I enjoyed meeting you.
If the national organization for HR is not pro-actively driving change around Social Media through it’s education and certification programs it will allow HR to get behind yet another significant trend in HR. All of HR will be forced to recognize the influences of social media as well deal with the impact. Thanks!
I agree with Mike, it’s not used enough yet to make it a component. But it is a trend that has no prospect of waning. In order to remain relevant, which is one of big reasons for having the certification, HR folks will need to be aware of the impact Social Media has on the modern business world. It may not be time for a full component. But it is time to start adding some questions to the test.
Social Media has the potential to be strategic, I dont see it being added as part of any HR Certification exam, at least not in the near future…However, as we all know technology changes every 6 months (roughly) & how we examine issues also changes. I think in order for Social Media to gain wide acceptance within SHRM…the leadership has to be pro-active in driving the change ( as mentioned by several other comments above)
HRconnection is an employee self-serve HR center for insurance benefits, policies and forms, time-off tracking and more.
{ 1 trackback }