CHRM

Certified Human Resource Management Professional (Level 1)
Certified Human Resource Manager (Level 2)
Certified Human Resource Management Executive (Level 3)

Introduction

This Certification Program is a core certification program of the American Certification Institute and the Global Negotiation Institute. This program offers the designation of CHRMP (Certified Human Resource Management Professional), CHRM (Certified Human Resource Manager), and CHRME (Certified Human Resource Management Executive) to candidates who demonstrate their understanding of the fundamentals of the profession through the successful completion of rigorous professional certification examinations based upon the HUMAN RESOURCE BODY OF KNOWLEDGE. (HRBOK). The HRBOK is supported by six modules of study material for the CHRMP and six modules of study material for the CHRM. CANDIDATES MUST BE CERTIFIED AT LEVEL 1 BEFORE THEY CAN BE CERTIFIED AT LEVEL 2. CANDIDATES MUST BE CERTIFIED AT LEVEL 2 BEFORE THEY CAN BE CERTIFIED AT LEVEL 3.

Modules for Certification

LEVELS 1 AND 3

Module 1Compensation, Incentive, and Benefit Programs

Module 2 Training and Development

Module 3General Employment Practices

Module 4 Employee and Labor Relations

Module 5 Health, Safety, and Security

Module 6 International Human Resource Management .

LEVELS 2 AND 3

Module 1 Contemporary Management

Module 2 Information Systems for Managers  

Module 3 Negotiation and Conflict Resolution

Module 4 Leadership and Motivation in Organizations

Module 5 Strategic Management

Module 6 Managing Innovation and Change

LEVEL 3 (CERTIFIED HUMAN RESOURCE MANAGEMENT EXECUTIVE) (CHRME)

The Creative Component
The Creative Component provides the candidate the opportunity to develop and display communications skills through either a formal research paper or an academic thesis. The candidate must write an original, documented paper of 3,000 to 5,000 words in length on a special aspect of marketing management. Grading will be on a pass-fail basis. The candidate must submit the title and outline to be reviewed and approved by the Examiner. The research paper may be written at any time while the candidate is enrolled in the certification program. Unlike the written examinations, a candidate may prepare and submit the paper at his/her own convenience.

The subject should be one with which the candidate is familiar by virtue of employment, or one in which he/she is particularly interested or specifically qualified to write. A work-related case study would be a good choice for many candidates. It is recommended that the research paper thoroughly cover a narrow subject, rather than superficially treat a broad one. The subject matter and its composition must be original with the candidate. All secondary sources must be properly referenced. The paper will be judged on the basis of the originality of its content and on its organization, logical development, grammar, and neatness of presentation.

Requirements for certification

•  A minimum of two (2) years experience in human resource management.

or a Bachelor's degree.

•  One letter of recommendation from a senior manager attesting to your qualifications for certification as well as your ethical character is required.

•  You must complete and submit the application.

Examinations

Completion of the certification program requires completion of multiple choice examinations for both the CHRMP and CHRM and completion of a written and oral examination for the CHRME. The examinations are prepared by a Board of Examiners consisting of a range of Certified, Sustaining, and Educator Members within the three above Institutes/Societies.

Professional Designations

Successful candidates are granted the designation of CHRMP for Level 1, the designation of CHRM for Level 2, and CHRME for Level 3. The designations may be used just as similar recognitions are employed in accounting, insurance, medicine, law, and other professions. Either the full expression or the initials may be used after the individual's name on business cards, stationery, etc. 

Reference books

LEVELS 1AND 3

Daniels, Joseph and David VanHoose, International Monetary and Financial Economics, New York : South-Western College Publishing/International Thomson Publishing, 1999.

Devlin, Robert. Debt and Crisis in Latin America: The Supply Side of the Story , Princeton: Princeton University Press, 1989.

Eng, Maximo V., Francis A. Lees, and Laurence J. Mauer, Global Finance , 2nd edition, New York: Addison-Wesley Longman, Inc., 1998.

Global Banking , ABA , 1999.

IMF, Global Financial Stability Report: Market Developments and Issues, December 2002. (A quarterly report of the International Monetary Fund).

Kenen, P. The International Economy , Prentice-Hall, Englewood Cliffs, 1989.

Koch, Timothy W. and S. Scott MacDonald. Bank Management , 5th edition. 2003. South-Western, a division of Thomson Learning.

Krugman, P. and M. Obstfeld, International Economics , Theory and Policy, fourth Edition.

Lernoux, Penny. In Banks We Trust , New York : Penguin Books, 1986 and 1984.

Moffit, Michael. The World's Money: International Banking from Bretton Woods to the Brink of Insolvency , New York : Simon and Schuster, 1983.

Roett, Riordan. The Mexican Peso Crisis: International Perspectives , Boulder : Lynne Rienner Publishers, 1996.

Sinkey, Joseph F. Jr., Commercial Bank Financial Management in the Financial Services Industry , Fifth Edition. Prentice-Hall.

INTERNET RESOURCES

http://www.fdic.gov/

http://www.gwdg.de/~ifbg/banking.html

http://www.frbchi.org/

http://woodrow.mpls.frb.fed.us/