What’s On the SHRM Exam?

The SHRM certification exams, specifically the SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP), are essential for human resource professionals looking to advance their careers and demonstrate their knowledge of HR policies and strategies. Understanding what’s on the SHRM exam is crucial for effective preparation.

To obtain this certification, you must show relevant education and experience, and take an exam. The exam is administered by the Society for Human Resource Management (SHRM), an organization with 300,000 members worldwide that supports HR professionals through education, training, networking, and lobbying for HR and labor management policies.

The exams consist of 134 multiple-choice questions, divided into knowledge-based and situational judgment items, covering behavioral and technical competencies across various HR functional areas.

 SHRM Exam Structure and Content

The SHRM-CP and SHRM-SCP exams are comprehensive assessments designed to evaluate the knowledge and skills of HR professionals. 

• Total questions: 134 multiple-choice questions
• Scored items: 110
• Unscored field-test items: 24
• Total testing time: 3 hours and 40 minutes (220 minutes)

The exam is divided into two main categories, each accounting for 50% of the exam:

1. Behavioral Competencies (50%)
2. Technical Competencies (50%)

Behavioral Competencies (50%)

The Behavioral Competencies section is organized into three clusters:

•  Leadership
•  Interpersonal
•  Business. 

The Leadership cluster focuses on skills such as leadership and navigation, ethical practice, and diversity, equity, and inclusion. It Emphasizes maintaining high standards of ethical behavior in HR practices. Additionally, it addresses creating and maintaining a diverse and inclusive workplace.

The Interpersonal Cluster of the SHRM exams focuses on three key areas essential for HR professionals. 

• Relationship Management assesses a candidate’s ability to build and maintain professional networks and relationships, which is crucial for effective collaboration and influence within an organization. 
• The Communication component evaluates proficiency in verbal, non-verbal, and written communication skills, ensuring HR professionals can convey information clearly and effectively across various channels and to diverse audiences. 
• Lastly, the Global Mindset section tests the candidate’s understanding of cultural differences and global HR practices, reflecting the increasing importance of cross-cultural competence in today’s interconnected business world. 

Together, these elements ensure that certified HR professionals are well-equipped to navigate the complex interpersonal dynamics of modern workplaces.

The Business Cluster in the SHRM certification exams focuses on three essential competencies for HR professionals.

• Business Acumen tests understanding of business operations and financial metrics. This includes knowledge of key business functions, financial statements, economic indicators, and industry-specific challenges. HR professionals with strong business acumen can effectively communicate HR initiatives in terms of business impact and ROI, making them valuable strategic partners to leadership.
• Consultation assesses the ability to provide expert HR advice. This involves diagnosing organizational issues, proposing HR solutions, acting as internal consultants, managing change, building credibility with stakeholders, and facilitating decision-making processes. Strong consultation skills enable HR professionals to influence organizational strategy and drive positive change.
• Analytical Aptitude evaluates skills in data analysis and evidence-based decision-making. This includes collecting and interpreting HR data, using metrics to inform decisions, identifying trends, and translating insights into actionable recommendations. HR professionals with strong analytical aptitude can leverage data to demonstrate HR initiatives’ value and drive organizational performance.

Find Out: How long does it Take to get SHRM Certified?

Technical Competencies (50%)

In addition to assessing behavioral competencies, the SHRM certification exams evaluate Technical Competencies that encompass 14 HR functional areas organized into three domains: People, Organization, and Workplace.

People Domain

1. HR Strategic Planning: This area focuses on aligning HR strategies with organizational goals. It includes developing HR plans that support business objectives, forecasting HR needs, and ensuring that HR initiatives contribute to the overall strategic direction of the organization.
2. Talent Acquisition: This competency involves the processes of recruiting, selecting, and onboarding employees. It includes strategies for attracting top talent, conducting effective interviews, and ensuring a smooth transition for new hires into the organization.
3. Employee Engagement and Retention: This area addresses methods to keep employees motivated and committed to the organization. It includes developing engagement strategies, conducting employee surveys, and implementing retention programs to reduce turnover.
4. Learning and Development: This competency focuses on training and development programs that enhance employee skills and knowledge. It includes identifying training needs, designing and delivering training programs, and evaluating their effectiveness.
5. Total Rewards: This area covers compensation and benefits programs. It includes designing competitive salary structures, developing benefits packages, and implementing recognition programs to reward employee performance.

Organization Domain

1. Structure of the HR Function: This competency involves understanding how HR is organized within a company. It includes designing HR departments, defining roles and responsibilities, and ensuring that HR functions align with organizational needs.
2. Organizational Effectiveness and Development: This area focuses on improving overall organizational performance. It includes change management, organizational development initiatives, and strategies to enhance productivity and efficiency.
3. Workforce Management: This competency involves planning and managing human capital. It includes workforce planning, succession planning, and managing workforce diversity to meet organizational goals.
4. Employee and Labor Relations: This area covers managing relationships between employees and management. It includes understanding labor laws, handling grievances, and negotiating with unions.
5. Technology Management: This competency involves the use of HR information systems and other technologies. It includes selecting and implementing HR software, managing data security, and leveraging technology to improve HR processes.

Workplace Domain

1. HR in the Global Context: This area focuses on understanding international HR practices. It includes managing expatriates, understanding global labor markets, and ensuring compliance with international labor laws.
2. Diversity, Equity, and Inclusion: This competency addresses creating an inclusive workplace culture. It includes developing diversity initiatives, promoting equity, and ensuring that all employees feel valued and included.
3. Risk Management: This area involves identifying and mitigating HR-related risks. It includes developing risk management plans, ensuring compliance with regulations, and managing workplace safety.
4. Corporate Social Responsibility: This competency focuses on ethical and sustainable business practices. It includes developing CSR initiatives, promoting ethical behavior, and ensuring that the organization contributes positively to society.
5. U.S. Employment Law and Regulations: This area covers understanding and complying with labor laws. It includes knowledge of federal, state, and local employment laws, ensuring legal compliance, and managing legal risks.

These technical competencies ensure that HR professionals are well-equipped to handle the diverse and complex challenges of modern human resource management. 

By mastering these areas, HR professionals can effectively contribute to their organizations’ strategic goals and drive business success through effective people management and organizational development strategies.

SHRM Question Types

The SHRM certification exams feature two primary types of multiple-choice questions: knowledge-based items and situational judgment items. 

These question types are designed to comprehensively assess the candidate’s HR knowledge and decision-making abilities.

Knowledge-Based Items

Knowledge-based items are further divided into two categories:

1. HR-Specific Knowledge Items (KIs): These questions pertain to the 14 HR functional areas. They test the candidate’s understanding of specific HR practices, policies, and procedures. For example, questions may cover topics like talent acquisition, employee engagement, or total rewards.
2. Foundational Knowledge Items (FKIs): These questions relate to the nine behavioral competencies. They assess the candidate’s grasp of essential HR concepts such as leadership, ethical practice, and communication. These items ensure that the candidate has a solid foundation in the core behavioral aspects of HR.

Situational Judgment Items (SJIs)

Situational judgment items present realistic, work-related scenarios that require the candidate to demonstrate their decision-making skills and judgment. These questions are designed to evaluate how well candidates can apply their HR knowledge in practical situations. 

Candidates are asked to choose the best possible strategy from several options to resolve or address the issues described in each scenario. Although multiple strategies may be effective, credit is given only for selecting the one best answer as determined by a panel of experienced HR professionals.

SHRM Exam Eligibility

To be eligible for the SHRM certification exams, candidates must meet specific educational and professional experience criteria. For the SHRM Certified Professional (SHRM-CP) exam, candidates typically need at least one year of experience in an HR role if they hold a bachelor’s degree, or less experience if they have a higher degree.

 The SHRM Senior Certified Professional (SHRM-SCP) exam requires more extensive experience, generally at least three years in a strategic HR role with a bachelor’s degree, or less with advanced degrees. 

For additional details  on eligibility to the exam, you can refer to our guide on how to register for SHRM Exams

SHRM Exam Format and Delivery

The SHRM certification exams (SHRM-CP and SHRM-SCP) are offered in two formats to accommodate different candidate preferences and circumstances:

1. In-person at authorized testing centers: Candidates can take the exam at Prometric testing centers worldwide. These centers provide a controlled environment with standardized equipment and proctoring. This option is ideal for those who prefer a dedicated testing space and minimal distractions.
2. Live remote proctoring from home: This option allows candidates to take the exam from their own computer, monitored by a live proctor via webcam. This format offers convenience and flexibility but requires a quiet, private space and a computer that meets specific technical requirements.

The exam is administered via a computer-based platform in both formats, featuring an intuitive and user-friendly interface. This interface allows candidates to easily navigate through the questions, flag items for later review, and freely move between questions within each section.

 This flexibility enables candidates to manage their time effectively and revisit challenging questions as needed.

SHRM Exam Preparation

There are variety of resources to help candidates prepare for their certification exams. These resources are designed to provide comprehensive support and ensure that candidates are well-prepared for both the SHRM-CP and SHRM-SCP exams.

Practice Questions

SHRM practice questions are the most thorough and highly recommended resource for preparing for the SHRM-CP and SHRM-SCP certification exams. They provide candidates with a preview of the types of questions they will face, helping them become familiar with both the format and content of the actual exams.

Utilizing these sample questions can greatly improve your preparation. By enrolling in a SHRM-SCP test prep program, you’ll gain access to these practice questions and detailed study materials. Likewise, enrolling in a SHRM-CP test prep program offers targeted resources and support to aid in your preparation.

You can also access free SHRM practice questions:

• SHRM-SCP Practice Questions
• SHRM-CP Practice Questions

NOTE: Knowing the exam dates is crucial for planning your study schedule. The SHRM certification exams are offered during specific windows throughout the year. 

What Happens If I Fail My SHRM Exam?

If you fail the SHRM certification exam, you have the opportunity to retake the SHRM exam  it after a 120-day waiting period from your last test date. This interval allows time for additional study and preparation. To retake the exam, you must submit a new application and pay the full examination fee again. 

SHRM provides a detailed score report that includes feedback on your performance in various content areas. This report can help guide your study efforts for the retake by highlighting the areas where you need improvement. It is recommended to thoroughly review the sections where you scored lowest and utilize SHRM’s preparation resources to strengthen your knowledge.

SHRM  Exam Tips

To succeed on the SHRM exams, consider the following tips:

1. Familiarize yourself with the SHRM BASK framework
2. Use the SHRM test prep program and other SHRM-provided resources
3. Take multiple full-length practice exams
4. Focus on applying HR knowledge to real-life situations
5. Study various perspectives on HR best practices
6. Manage your time effectively during the exam
7. Pay equal attention to all questions, as you won’t know which are unscored field-test items

FAQS