Key SHRM-SCP terms in plain English. The exam tests HR knowledge alongside behavioural competencies at a strategic level, so it helps to know both the technical HR vocabulary and the language SHRM uses for competencies, strategy and judgement.
| term | definition |
|---|---|
| SHRM | The Society for Human Resource Management, the largest HR professional body in the US, which administers the SHRM-CP and SHRM-SCP. |
| SHRM-SCP | The SHRM Senior Certified Professional credential, the senior, strategy-focused HR certification for those doing strategic-level HR work. |
| SHRM-CP | The SHRM Certified Professional credential, the operational, early-to-mid-career counterpart to the SHRM-SCP. |
| SHRM BASK | The SHRM Body of Applied Skills and Knowledge - the blueprint of competencies and HR knowledge that both SHRM exams are built from. |
| HR Knowledge Domain | One of three technical content areas tested by knowledge items: People, Organization and Workplace. |
| Behavioral competency | A skill in how HR professionals act and apply judgement, grouped into the Leadership, Interpersonal and Business clusters. |
| Situational-judgement item | A question that presents a workplace scenario and asks you to choose the most effective HR response; on the SCP these are pitched at a strategic level. |
| Strategic-level HR work | Work such as developing HR policy, overseeing integrated HR operations, directing an HR function, or aligning HR strategy to organisational goals - the basis for SHRM-SCP eligibility. |
| People domain | The HR knowledge area covering talent acquisition, engagement, learning and development, and total rewards. |
| Organization domain | The HR knowledge area covering structure, organisational effectiveness, workforce management, employee relations, technology and the global context. |
| Workplace domain | The HR knowledge area covering diversity and inclusion, risk, corporate social responsibility and employment law. |
| Workforce planning | Forecasting an organisation’s future people needs and building a plan to meet them - a strategic People-domain activity. |
| Succession planning | Identifying and developing internal people to fill key roles in future, reducing leadership and capability risk. |
| Organisational effectiveness | How well an organisation is structured and run to achieve its goals; an Organization-domain focus for senior HR. |
| Total rewards | The full mix of pay, benefits and non-monetary rewards an organisation offers employees. |
| Employee relations | The management of the relationship between an employer and its employees, including conflict and grievances. |
| Diversity, equity and inclusion (DEI) | Practices that build a fair, varied workforce where all employees can participate and progress. |
| Business acumen | The ability to understand an organisation’s operations, finances and strategy and apply that to HR decisions. |
| Ethical practice | Acting with integrity and upholding professional and legal standards in HR. |
| Leadership and navigation | The competency of directing initiatives and guiding an organisation through change. |
| Relationship management | The competency of building and maintaining effective working relationships across an organisation. |
| Consultation | The competency of advising and guiding stakeholders on HR matters so they can decide well. |
| Analytical and critical evaluation | The competency of interpreting information and data to reach sound HR decisions. |
| Professional Development Credit (PDC) | The unit of continuing education used to recertify the SHRM-SCP; 60 are needed per three-year cycle. |
| Recertification | Maintaining the credential by earning the required PDCs (or retaking the exam) within each cycle. |
| Scaled score | A standardised score (120-200 on the SHRM-SCP) that allows results to be compared across exam versions. |
| Field-test item | An unscored question (24 on the exam) used to trial future questions; it does not affect your result. |
| Stakeholder | Anyone with an interest in an HR decision or outcome, such as employees, managers, leadership or the board. |