HR Certification Guide: SHRM vs. HRCI, Which Credential to Choose and How to Prepare

What an HR certification is

An HR certification is a professional credential awarded by a certifying body after you pass an exam, and sometimes after you show relevant work experience. It signals that you know a standard body of HR knowledge, such as employment law, talent acquisition, compensation and employee relations. It is different from a university degree and from a course completion certificate: it is issued by an independent body and normally has to be kept current.

Certification is optional. The U.S. Bureau of Labor Statistics describes a bachelor’s degree as the typical entry education for human resources specialists, so credentials work best as an additional signal of knowledge, not as a replacement for experience.

The two families: SHRM and HRCI

SHRM offers the SHRM-CP and SHRM-SCP. SHRM describes the SHRM-CP as ideal for HR professionals engaged in day-to-day operations, with a focus on HR operations, policy execution and employee support. The SHRM-SCP is for senior professionals who lead strategic work and align HR strategy with organizational goals. SHRM’s exams include situational judgment questions that test how you would handle realistic workplace scenarios.

HRCI offers a longer menu on its certifications page, grouped by level. Its entry-level aPHR is for people starting their HR journey or exploring a path into the field. The PHR is for professionals focused on implementing programs and supporting day-to-day operations, including U.S. laws and regulations. The SPHR is for leaders who shape HR strategy and policy. International and California versions also exist, along with the GPHR for HR leaders with multinational responsibilities.

Credentials compared

HRCI also offers international (aPHRi, PHRi, SPHRi) and California (PHRca) versions of some credentials. Always check the issuer’s own page for the current eligibility rules, exam format and fees before you commit, because they change.

SHRM requirements, fees and pass rates

Based on SHRM’s certification page at the time of writing:

• SHRM-CP: SHRM states no degree or experience is required, and describes it as ideal for early-career professionals.
• SHRM-SCP: requires either 3+ years of strategic HR experience or holding the SHRM-CP for 3 years.
• Audits: eligibility must be met when you apply, and SHRM may request a job description and audit applications, asking for documentation of your HR experience and any degree.
• Format: a computer-based exam delivered by Prometric at a test center, offered in two testing windows per year. Results are reported as scaled scores from 120 to 200, and everyone who passes receives a score of 200.
• Pass rates: SHRM reports global pass rates of 69% for the SHRM-CP and 52% for the SHRM-SCP.

Other SHRM fees include $150 to transfer an exam and $100 for a reset. Retesting costs the full exam fee, and Prometric may charge an extra cancellation fee. These figures may change; confirm on SHRM’s site.

Published guides from earlier years describe different SHRM eligibility rules based on combinations of education and HR experience. If you read an older article, compare it with the issuer’s current page, because requirements for both SHRM and HRCI credentials have been updated over time.

How to choose

Three practical tie-breakers:

1. Check job postings. Search for HR roles you want and note which credentials are named. Local norms and industry habits differ.
2. Compare exam styles. SHRM’s mix of knowledge and situational judgment questions suits people who prefer scenario-based testing; HRCI’s exams emphasize knowledge and, for the professional levels, U.S. laws and regulations.
3. Ask your employer. Many employers reimburse exam fees or study materials.

Candidates are sometimes advised to pick one credential and finish it before considering a second.

A 12-week study plan

This plan is a general framework, not an official one. Adjust it to the exam you choose and its published content outline.

1. Weeks 1–2: Set up. Confirm eligibility, choose your exam window, register, and download the official content outline.
2. Weeks 3–4: Foundations. Cover people, organization and workplace basics, such as talent acquisition and employee relations.
3. Weeks 5–6: Law and compliance. Review the main employment laws that apply to your credential and jurisdiction.
4. Weeks 7–8: Total rewards and development. Compensation, benefits, performance management and learning.
5. Weeks 9–10: Strategy and metrics. HR analytics, workforce planning, and business alignment.
6. Weeks 11–12: Practice. Take timed practice exams, review every wrong answer, and revisit your weakest areas.

Prep resources

Official materials from the certifying body should be your first stop, since they match the exam content. For extra practice and self-paced learning, online marketplaces carry HR courses and exam-prep content from many independent publishers, and quality varies, so check reviews, the publisher’s background and how recently the course was updated.

• Browse HR certification prep courses on Udemy
• Browse human resources courses and certificates on Coursera

Disclosure: some links on this page are affiliate links. If you buy through them, we may earn a commission at no extra cost to you. VillanovaU is an independent guide and is not affiliated with SHRM, HRCI or any university. Our guidance follows the issuers’ own materials, not commission rates.

Is certification worth it?

It depends on your goals. Certification is most useful when:

• You are early in your career and want a credible signal of knowledge.
• You are changing into HR from another field.
• Your employer or industry values or requires it.
• You are preparing to move into a senior role.

It is less valuable if you already have strong, relevant experience and your target employers never mention credentials. Consider cost, study time and renewal obligations. For context on where HR careers can lead, the BLS reports a median annual wage of $75,940 for human resources specialists (May 2025), and $149,280 for human resources managers; see our guides to the HR leader role and the HR director job description.

If you prefer a structured academic route, compare HR management certificate programs and HR master’s degree programs. For a broader view of the field, start at the HR guides hub, and see the essential skills for HR professionals.

Frequently asked questions

Which HR certification is best, SHRM or HRCI?

Neither is universally better. Both are widely recognized. Choose based on your experience level, what employers in your target roles ask for, and which exam style suits you.

Do you need experience to get an HR certification?

It depends on the credential. SHRM’s current page says the SHRM-CP requires no degree or experience, while the SHRM-SCP requires strategic HR experience or three years holding the SHRM-CP. HRCI’s aPHR is designed for people starting in HR, and its other credentials have experience requirements. Check the issuer’s current rules.

How much does the SHRM exam cost?

At the time of writing, early-bird pricing is $350 for SHRM members and $450 for nonmembers, and standard pricing is $399 and $499, with discounts for students and military. Fees can change.

What is the SHRM pass rate?

SHRM reports global pass rates of 69% for the SHRM-CP and 52% for the SHRM-SCP.

How long should you study for an HR certification?

Many candidates plan roughly three months of consistent study, but it varies with your experience and the exam. The 12-week plan above is a starting framework.

Is an HR certification required to work in HR?

Generally no. A bachelor’s degree is the typical entry education listed by the Bureau of Labor Statistics for HR specialists, and credentials are an optional addition. Some employers prefer or require them for certain roles.