Recertification Providers

Become a SHRM Recertification Provider and be recognized as a provider of choice by SHRM-certified professionals. Being identified as a SHRM Recertification Provider eliminates the guesswork for credential-holders, who will know by your status that your program qualifies for recertification credits. Qualified activities may include conferences, college/university courses, seminars, workshops, videoconferences, webcasts, e-learning and other programs.

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Become a SHRM Recertification Provider

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Eligibility & Terms of Service

Already a provider? Add a new activity to your offerings.

WHY BECOME A SHRM RECERTIFICATION PROVIDER

Award PDCs for individual HR programs, without pre-approval from SHRM.

List your programs in SHRM’s Recertification Provider Directory, searchable to over 120,000 SHRM-certified professionals.

Use the SHRM Recertification Provider Badge to promote your SHRM-approved status.

APPLICATION FEES


PROVIDER TYPE AND FEES
General Provider
Third-party organizations that have been in operation offering HR or HR-related programming for at least one year. General Providers must pay a fee to participate and must renew every two years.

​Volume Pricing Options (2-year cycle)
​(Bronze)  1 to 10 programs per cycle
​$400
(Silver)  ​11 to 20 programs per cycle
​$500
(Gold) ​ 21+ (unlimited) programs per cycle
​$600
​2 conferences* per cycle
​$350
​1 conference* per cycle
​$175

Note: Pricing options include a non-refundable processing fee (multiple programs $100 / 1 conference $50, two  conferences $100). Renewal fee for multiple programs $100 less. Refer to the Recertification Provider Guide for additional details.

* Conference tier - award PDCs by calculate numbers of hours in a given day you're providing HR opportunities for SHRM certificants to learn at your event. Cannot submit individual sessions or concurrent sessions or LIVE/on-demand sessions or variations of one or the other to award a large PDC count. Bronze, Silver or Gold level offers more variations to award PDCs, including multiple conferences, events, webinars, seminars/workshops, and other program formats.
​SHRM Chapter or State Council
SHRM-affiliated chapter/state council organizations in good standing that offer HR or HR-related programming. SHRM chapters and state councils are provided with the opportunity to participate free of charge, with an option to auto-renew annually.
Education Partner
SHRM-approved organizations, domestic and international, that offer HR or HR-related programming. Education Partners are provided with the opportunity to participate free of charge, with an option to auto-renew, as part of their education partner contracting process.

Interested in becoming an Education Partner? Click here.
​SHRM Academically Aligned Institutions
Colleges and universities with approved HR programs that are aligned with SHRM’s HR curriculum that wish to award PDCs for professional development activities/events provided to SHRM Certification credential-holders. Aligned institutions are provided the opportunity to participate free of charge with an option to auto-renew as part of their alignment renewal process. Interested in becoming a SHRM aligned program? Click here.

ACTIVITY ALIGNMENT

For your activity to qualify for PDCs, it must align with one or more of the SHRM competencies. Use the categories below to determine which competencies, if any, align with the content of your activity.

Operating as a key business partner to help the organization achieve its goals through strong HR guidance and intervention. Examples:

  • Working within the parameters of the organization’s hierarchy, processes, systems and policies.
  • Defining and supporting a coherent HR vision and long-term goals that support the strategic direction of the organization.
  • Implementing and supporting HR projects that align with HR and organizational objectives.
  • Inspiring others to understand and pursue the strategic vision and goals of HR and the organization.

Maintaining personal and professional integrity and acting as an ethical agent throughout the organization.

  • Demonstrating high levels of integrity in personal relationships and behaviors.
  • Demonstrating high levels of integrity in professional relationships and behaviors.
  • Cultivating the organization’s ethical environment and ensuring that policies and practices reflect ethical values.

Creating a work environment that ensures all individuals are treated fairly and respectively and are given equal access to opportunities and resources.

  • Cultivating a work environment in which every person feels welcome, respected, supported and a sense of belonging.
  • Ensuring fair treatment in access, opportunity and advancement for all.
  • Demonstrating the importance of DE&I efforts to achieving organizational goals and key objectives.

Building and maintaining effective working relationships within and outside the organization.

  • Effectively building a network of professional contacts both within and outside the organization.
  • Effectively building and maintaining relationships both within and outside the organization.
  • Participating as an effective team member and building, promoting and leading effective teams.
  • Reaching mutually acceptable agreements with negotiating parties within and outside the organization.
  • Managing and resolving conflicts by identifying areas of common interest among the parties in conflict.

Effectively crafting and delivering concise and informative communications up, down and across the organization.

  • Developing and delivering communications that are clear, persuasive and appropriate to a variety of audiences.
  • Effectively translating and communicating messages among organizational levels or units.
  • Understanding information provided by others and seeking feedback.

Operating as a key business partner and helping the organization to achieve its goals through strong HR guidance and intervention. Examples:

  • Understanding the organization’s operations, functions, products and services, and the competitive, economic, social and political environments in which it operates.
  • Applying business metrics, principles and technologies to inform and address business needs.
  • Aligning HR strategy, communications, initiatives and operations with the organization’s strategic direction.

Working with organizational stakeholders to identify, evaluate and address business challenges and opportunities.

  • Working with business partners and leaders to identify business challenges and opportunities for HR solutions.
  • Working with business partners and leaders to design HR solutions and initiatives that meet business needs.
  • Working with business partners and leaders to implement and support HR solutions and initiatives.
  • Leading and supporting maintenance of or changes in strategy, organization and/or operations.
  • Providing high-quality customer service and contributing to a strong customer service culture.

Collecting, analyzing and interpreting qualitative and quantitative data to inform business decisions.

  • Understanding and promoting the importance and utility of data.
  • Understanding how to determine data utility and identifying and gathering data to inform organizational decisions.
  • Analyzing data to evaluate HR initiatives and business challenges.
  • Using the results of data analysis to inform the best course of action.

Interacting in a global context and promoting a diverse and inclusive workplace.

  • Demonstrating openness and tolerance when working with people from different cultural traditions.
  • Effectively managing globally influence workplace requirements to achieve organizational goals.
  • Designing, implementing and promoting organizational policies and practices to ensure diversity and inclusion in the workplace.

  • Corporate Social Responsibility
    Represents the organization’s commitment to operate in an ethical and sustainable manner by engaging in activities that promote and support philanthropy, transparency, sustainability and ethically sound governance practices.
  • Employee & Labor Relations
    Refers to any interactions between the organization and its employees regarding the terms and conditions of employment.
  • Employee Engagement & Retention
    Refers to activities aimed at retaining talent, solidifying and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing effective strategies to address appropriate performance expectations from employees at all levels.
  • HR Strategy
    Activities necessary for developing, implementing and managing the strategic direction required to achieve organizational success and create value for stakeholders.
  • Learning & Development
    Activities aimed at enhancing the knowledge, skills, abilities and other characteristics (KSAOs)and competencies of the workforce in order to meet the organization’s business needs.
  • Managing a Global Workforce
    Focuses on the role of the HR professional in managing global and mobile workforces to achieve organizational objectives.
  • Organizational Effectiveness & Development
    Concerns the overall structure and functionality of the organization and involves measurement of long- and short-term effectiveness and growth of people and processes, and implementation of necessary organizational change initiatives.
  • Risk Management
    Involves the identification, assessment and prioritization of risks, and the application of resources to minimize, monitor and control the probability and impact of those risks accordingly.
  • Structure of the HR Function
    Encompasses the people, processes and activities involved in the delivery of HR-related services that create and drive organizational effectiveness.
  • Talent Acquisition
    Encompasses activities involved in building and maintaining a workforce that meets the needs of the organization.
  • Technology Management
    Involves the use of existing, new and emerging technologies to support the HR function and the development and implementation of policies and procedures governing the use of technologies in the workplace.
  • Total Rewards
    Designing and implementing compensation systems and benefit packages which employers use to attract and retain employees.
  • U.S. Employment Law & Regulations
    Refers to the knowledge and application of all relevant laws and regulation in the United States relating to employment-provisions that set the parameters and limitations for each HR functional area and for organizations overall.
  • Workforce Management
    Refers to HR practices and initiatives that allow the organization to meet its talent needs (e.g. workforce planning, succession planning) and to close critical gaps in competencies.

PROVIDER RESOURCES

STILL HAVE QUESTIONS?

Contact us at RecertificationProvider@shrm.org