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Motivations and benefits for attaining HR certifications

Motivations and benefits for attaining HR certifications Purpose – The aim of this paper is to examine the motivations and benefits for pursuing or not pursuing the PHR and SPHR. Design/methodology/approach – Using a sample of 1,862 participants, the study used multinomial logistic and hierarchical linear regression to test six hypotheses. Findings – Participants pursuing SPHR were more likely to report intrinsic motivations pursuing certification, while PHR respondents were more likely to report extrinsic reasons. Other‐driven reasons were not significant predictors. Respondents not pursuing certification saw a lack of perceived benefits. Non‐pursuers of SPHR were concerned about time constraints. The pursuing and non‐pursuing groups did exhibit differences in their demographic and commitment profiles. Research limitations/implications – The sample is limited to only those professionals active in their local SHRM chapters. The data were cross‐sectional. Future research needs to address the validity of Human Resource Certification Institute (HRCI) certification and the lack of empirical research on the connection between certification and objective measures of job performance. Practical implications – Results regarding perceived certification benefits suggest that organizations could run into retention problems if HR professionals continue to view marketability as the top benefit and view pay and promotion as unaffected by certification. The profiles of pursuers and non‐pursuers suggest that HRCI should target younger, less educated professionals when promoting the PHR and highlight increased marketability as the key benefit. Furthermore, HRCI should target those with high levels of affective commitment when promoting the SPHR. Originality/value – The paper provides some of the first empirical evidence for why professionals pursue or do not pursue PHR and SPHR certification. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Career Development International Emerald Publishing

Motivations and benefits for attaining HR certifications

Scott W. Lester; Dale J. Dwyer
Career Development International , Volume 17 (7): 22 – Nov 23, 2012
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References (53)

Publisher
Emerald Publishing
Copyright
Copyright © 2012 Emerald Group Publishing Limited. All rights reserved.
ISSN
1362-0436
DOI
10.1108/13620431211283760
Publisher site
See Article on Publisher Site

Abstract

Purpose – The aim of this paper is to examine the motivations and benefits for pursuing or not pursuing the PHR and SPHR. Design/methodology/approach – Using a sample of 1,862 participants, the study used multinomial logistic and hierarchical linear regression to test six hypotheses. Findings – Participants pursuing SPHR were more likely to report intrinsic motivations pursuing certification, while PHR respondents were more likely to report extrinsic reasons. Other‐driven reasons were not significant predictors. Respondents not pursuing certification saw a lack of perceived benefits. Non‐pursuers of SPHR were concerned about time constraints. The pursuing and non‐pursuing groups did exhibit differences in their demographic and commitment profiles. Research limitations/implications – The sample is limited to only those professionals active in their local SHRM chapters. The data were cross‐sectional. Future research needs to address the validity of Human Resource Certification Institute (HRCI) certification and the lack of empirical research on the connection between certification and objective measures of job performance. Practical implications – Results regarding perceived certification benefits suggest that organizations could run into retention problems if HR professionals continue to view marketability as the top benefit and view pay and promotion as unaffected by certification. The profiles of pursuers and non‐pursuers suggest that HRCI should target younger, less educated professionals when promoting the PHR and highlight increased marketability as the key benefit. Furthermore, HRCI should target those with high levels of affective commitment when promoting the SPHR. Originality/value – The paper provides some of the first empirical evidence for why professionals pursue or do not pursue PHR and SPHR certification.

Journal

Career Development International – Emerald Publishing

Published: Nov 23, 2012

Keywords: Human resource management; Training; Professional qualifications; Employee development; United States of America

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