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That the people of an organization are its most valuable resource is not in dispute. Given how closely companies are often matched on product or service offerings and prices, their people become the key differentiator and contributor toward their success in the market.
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STMP or GTML – the better choice? That the people of an organization are its most valuable resource is not in dispute. Given how closely companies are often matched on product or service offerings and prices, their people become the key differentiator and contributor toward their success in the market. This is where the role of HR professionals comes in. They need to deal with recruitment, interviews, leave approvals, appraisals and promotions, payroll, and a whole lot more. Along with this, they must be highly knowledgeable when it comes to laws and practices for employees. What qualifications are required to join the HR field? Typically, an HR professional must hold either a bachelor’s or a master’s degree or diploma in HR management, business, management, or related disciplines. Along with this, some degree of work experience is preferred (depending upon the position), either full time or by way of an internship. Is certification useful? For someone working in the HR domain, it is extremely useful to get one of the best talent management certifications. A certification shows a prospective employer that the candidate possesses the most current skills and knowhow in the field. It also shows that the candidate is serious about an HR career and is looking to take on higher-order responsibilities. Along with this, the candidate is someone who is willing to invest in continual learning, given that most good certifications must be renewed periodically. Increasingly, certifications are mandatory or at least preferred in many job openings for HR and talent management professionals. Advertisements ask
for not only HR degrees but also certifications from reputed and recognized industry bodies. What are some good certification choices for mid-level professionals in HR? For a candidate who is beyond the entry level in HR, the Talent Management Institute (TMI) offers some of the best talent management certifications. Two of the top offerings from TMI are the following: •Senior Talent Management Practitioner (STMPTM): This is for mid- career HR professionals looking to move upward and take on high-demand talent management roles. Targeted at those with 5-8 years of work experience, the STMPTM certification prequalifies the holder for the prestigious TMI-Wharton Associate Fellow Program in Talent Management, which offers unique insights and tutelage – including an onsite masterclass – from globally respected faculty at the Wharton School, University of Pennsylvania.
•Global Talent Management Leader (GTMLTM): This is designed to allow senior HR and talent management professionals to rise rapidly and take on challenging, high-profile global roles. Targeted at those with 7-12 years of work experience, the GTMLTM certification prequalifies the candidate for the prestigious TMI-Wharton Associate Fellow Program and Global Fellow Program in Talent Management. Here are the key differences between both certifications: STMPTM Target audience Mid-career professionals Educational requirements recognized institutions or HR certifications Minimum work experience Program fee 850 Gap between payment and examination Exam details Mode Computer-based Duration 120 minutes No. of questions 60 Sections 3 Qualifying grade ~65% Available in 183 countries Digital badging Yes Receipt of physical certificate the exam Renewal Every 3 years Renewal fee (standard) USD 200 GTMLTM Senior HR professionals HR Bachelor’s/Master’s/TMI- Bachelor’s/Master’s/TMI- recognized institutions or HR certifications At least 7-12 years At least 5-8 years 1,750 180 days 180 days Computer-based 120 minutes 60 3 ~65% 183 countries Yes 3-4 weeks after passing the exam Every 5 years USD 300 3-4 weeks after passing
How are the exams structured? Below are the exam details: •STMPTM: The exam covers five sections: oDefining concepts and perspectives in talent management oElements of strategy and leadership in talent management oCritical focus areas of talent management practice oInternational talent management experiences and insights oTalent leadership capabilities •GTMLTM: The exam covers nine sections: oDefining concepts and perspectives in talent management oElements of strategy and leadership in talent management oCritical focus areas of talent management practice oInternational talent management experiences and insights oTalent leadership capabilities oFuture readiness oGlobal trends for business and society oManaging social and human capital oPeople analytics For both certifications, the exam has three sections: •Type A – General understanding of concepts: Questions are fact-based and have four answers each, of which only one is correct. •Type B – Ability to apply understanding & knowledge: Questions have four answer choices each, of which only one is incorrect, with the remaining three representing varying levels of suitability for the given situation. •Type C – Understanding of issues and elements of practice in global contexts: Questions have four answer choices each, of which only one is incorrect, with the remaining three representing varying levels of suitability for the given situation.
In summary… Both certifications offer different but great value for candidates. A candidate can also hold both certifications simultaneously, for added weightage to candidature when applying for a suitable job.
