5 Great Corporate Training and Development Certifications

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Written By Obaid Ur Rehman

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Corporate trainers or training specialists have one of the most financially rewarding careers in the human resources sector. Corporate Training and Development Certifications professionals make a median salary of $59,000, according to the U.S. Bureau of Labor Statistics, while training and development managers may anticipate median earnings of more than $100,000, with the top tier earning almost $185,000 Corporate training-related occupations, depending on the job description, are anticipated to expand between 10 and 11 percent between 2016 and 2026, which is faster than the national average.

Corporate trainers identify the organizational needs for learning and training, develop training materials and solutions to meet those goals, and then deliver the training. Corporate trainers may also manage student enrolment, schedule classes, and monitor training expenditures in addition to assessing the efficacy of the training they provide. Corporate trainers at the management level choose the delivery method, analyses training and associated materials, and lead train-the-trainer sessions to make sure training programmes are in line with business objectives. Managerial trainers usually supervise a team of corporate trainers and may be responsible for more complex administrative tasks.

Professionals working in corporate learning and development contexts need a number of abilities, including organizational leadership, change management, and instructional design. Along with relevant soft skills and understanding of HR contexts, excellent communication and presentation abilities are a bonus.

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Top 5 certifications, by the numbers

The majority of companies prefer a mix of human resource (HR) and training-based credentials, according to our study on training and development certifications. The top five certifications that companies most often need for training and development job responsibilities are shown in the following table. The figures represent a moment in time and the number of openings discovered on the particular day the job search was carried out.

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ATD: Certified Professional in Learning and Performance (CPLP)

The Association for Talent Development’s credentialing branch is called the ATD Certification Institute (ATD CI) (ATD). The Certified Professional in Learning and Performance is their top certification for talent development and training (CPLP). The CPLP certifies a candidate’s proficiency in ten additional areas of expertise, or AOEs, in addition to six basic competencies (personal, interpersonal, and business skills, digital literacy, global attitudes, and industry knowledge). AOEs include performance improvement, change management, coaching, managing learning programmes, learning effect assessment, learning technology, training delivery, instructional design, and integrated talent management.

HRCI: Professional in Human Resources (PHR)

The HR Credential Institute’s Professional in Human Resources (PHR) certification was the one that was most often sought on job boards (HRCI). Implementers are PHR experts. The PHR team member is the one who knows the logistics needed to develop organisational solutions and put ideas into action. PHR duties could be delegated to a department rather than the full company structure.

Candidates must pass a single test and satisfy one of the following criteria for education and experience in addition to passing the exam.

  • A high school graduation and four years of work experience in HR.
  • A Bachelor’s degree plus two years of experience in the field of human resources.
  • A Master’s degree plus one year of experience.

With an extra $100 application fee, the test costs $395. The certificate must be maintained for three years by earning 60 recertification credits.

Candidates must pass both a knowledge-based and skills test in order to get the CPLP. Exam costs for members are $900 and for non-members are $1,250. (Fee includes both exams). Candidates also need to have either five years of full-time experience in talent development, four years of experience in talent development plus one more year of education in a discipline relevant to talent development, or four years of experience with completion of an ATD Master Series programme.

HRCI: Senior Professional in Human Resources (SPHR)

The Senior Professional in Human Resources for HRCI is ranked second (SPHR). The SPHR is aimed for senior practitioners who are knowledgeable about every aspect of HR. Holders of the SPHR certificate often plan, create, and develop organizational-level policies, objectives, and programmes.

Candidates must pass a single test in addition to fulfilling the qualifying academic and experience criteria to become SPHRs. There is a $100 application fee in addition to the $495 test price. The following qualifications are necessary for applicants to meet the prerequisites:

  • Master’s degree plus four years of experience in human resources.
  • Bachelor’s degree plus five years of experience in human resources.
  • High school diploma plus seven years of experience in human resources

Similar to the PHR, certification maintenance requires 60 recertification credits over a three-year period.

SHRM: Certified Professional (SHRM-CP)

In terms of HR competences, The Society for Human Resource Management (SHRM) is a world authority. The SHRM Certified Professional (SHRM-CP), aimed at entry-level professionals, and the SHRM Senior Certified Professional (SHRM-SCP), aimed at senior practitioners, are the two qualifications it now provides. Both certifications reached the top five list and are highly regarded by companies. In three focus areas, eight competencies are used by SHRM to validate skills:

  • Leadership, which includes moral behaviour, ethical leadership, and navigation
  • Interpersonal: emphasizing relationship management, efficient cross-cultural communication, and interpersonal skills
  • Targeting critical thinking, commercial savvy, and consultative abilities

Candidates must pass a single test and have the necessary work experience in order to get the SHRM-CP certification. SHSRM members pay $300 toward the exam price, while nonmembers pay $400. A $50 non-refundable application fee is also included. The quantity of schooling a candidate holds, the amount of direct HR-related experience had, and whether the degree was in an HR-related discipline are all connected to three different aspects of experience requirements.

No degree:

Candidates who have completed an HR-related programme but do not have a bachelor’s or master’s degree are required to have worked in HR for three years. Candidates who did not complete an HR school are required to have four years of HR experience.

Bachelor’s degree:

Candidates with a bachelor’s degree in an area connected to human resources (HR) must have one year of HR experience, while those with a degree in a field unrelated to HR must have at least two years of HR experience.

Master’s degree or higher:

Candidates who have a graduate degree in a discipline relevant to human resources (HR) need simply be working in an HR position at the time of application, but those who have a graduate degree in an area unrelated to HR need to have at least one year of HR experience.

To retain the certificate, 60 professional development units (PDUs) must be completed during a three-year cycle.

SHRM: Senior Certified Professional (SHRM-SCP)

Senior Certified Professional from SHRM is another title that appears on the top five list (SHRM-SCP). This certification is intended for senior-level HR professionals who are strong leaders and have the ability to shape and carry out organisational goals.

Similar to the SHRM-CP certificate, candidates for the SHRM-SCP must pass a single test and meet the necessary requirements for education and experience. Members pay $300 for exams, while nonmembers pay $400. The experience requirements for this certificate are more severe than those for the SHRM-SCP because it is a senior-level credential.

No degree:

If the applicant has taken part in an HR-related programme, just six years of experience are necessary; for those who have not, seven years of experience are needed.

Bachelor’s degree:

Candidates with a bachelor’s degree in a discipline relevant to human resources require four years of experience, while those with a degree unrelated to human resources require five years.

Master’s degree:

Candidates with a graduate degree in a discipline connected to human resources must have at least three years of experience in that field, whereas candidates with a graduate degree in another subject area must have at least four years of experience.

Similar to the SHRM-CP, maintaining the currency of a credential requires 60 PDUs every three years.

What Else?

Although they weren’t in the top five, we discovered some other fascinating related qualifications. For professionals who are primarily engaged in performance improvement, the International Society for Performance Improvement (ISPI) provides the Certified Performance Technologist (CPT) designation. ATD provides the Associate Professional Talent Development (APTD) certification and the Master Trainer Program credential to professionals who don’t match the requirements for the CPLP, allowing them to concentrate on a specific area of interest.

Numerous colleges provide professional development programmes in business training and executive coaching. The Harvard University Extension School of Professional Development offers leadership coaching courses, while the Georgetown University School of Continuing Studies offers an executive certificate in leadership coaching. A Corporate Training Certificate programme is also available through Dale Carnegie Training.

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