Eligibility (SHRM-CP): SHRM uses a flexible eligibility model based on HR-related work experience and/or education. 

You are eligible if you:

• Work in HR or HR-related roles (even if your title isn’t “HR”)
• Perform HR duties (at least 1,000 hours/year)

Typical pathways:

• No degree → ~3 years of HR experience
• Bachelor’s degree → ~1 year of HR experience
• HR-related degree → fresh graduates may qualify

Key point: SHRM focuses more on actual HR responsibilities than strict job titles.

Exam Procedures

• Step 1: Apply online

• Submit application via SHRM portal
• Pay exam fee
• You may be randomly audited (you’ll need proof of experience/education)

• Step 2: Receive ATT (Authorization to Test)
• After approval, you’ll get instructions to schedule your exam
• Step 3: Schedule exam
• Book through Prometric test centers (in-person exam)
• Step 4: Take the exam

• Computer-based exam at test center
• Must follow Prometric rules

• Step 5: Get results

• Immediate preliminary result
• Official confirmation later

Exam Windows (2026):

SHRM offers 2 testing windows per year:

• May 1 – July 15, 2026
• Dec 1, 2026 – Feb 15, 2027

By the end of this training course, participants should be able to:

• Apply the updated SHRM competency framework, including the new Inclusive Mindset, to real-world HR scenarios.
• Integrate ethical considerations into the use of Artificial Intelligence (AI) and people analytics across HR functions.
• Differentiate between operational (SHRM-CP) and strategic (SHRM-SCP) application of HR expertise, from talent acquisition to organizational development.
• Analyze complex workplace situations using SHRM's ethical decision-making and strategic prioritization frameworks.
• Evaluate HR metrics and data to drive business-aligned decisions and foster psychological safety.

• HR Professionalsseeking the SHRM-CP certification to validate operational HR knowledge.
• Experienced HR Leaderspreparing for the SHRM-SCP certification to demonstrate strategic impact.
• HR Business Partnersand Specialists looking to update their skills regarding AI in HR, pay equity, and global workforce management.
• Global HR Teamsrequiring a standardized framework for fostering an inclusive mindset across diverse cultures.

• Instructor-Led Sessions: Expert facilitation to unpack the 2026 BASK structure and its implications.
• Scenario-Based Learning: Group analysis of situational judgment questions (SJIs) that reflect the increased length and complexity of modern HR challenges.
• Competency Integration: Interactive exercises that blend the three clusters (Leadership, Interpersonal, Business) with technical knowledge domains.
• Strategic Application: Targeted discussions distinguishing between CP-level execution and SCP-level strategy, utilizing the latest "Exam Strategy Slide Deck" resources.

Module One: Foundations of the 2026 SHRM BASK

• Overview of the updated framework: 8 Behavioral Competencies vs. the previous 9.
•  Deep dive into the new Inclusive Mindset (merging Inclusion & Diversity with Global Mindset).
• Understanding the weighting of functional areas and the revised exam timing.
•  Key Concepts: Psychological safety, accessibility, and global HR practices.

Module Two: Leadership & Interpersonal Clusters

• Leadership: Navigating change (Leadership & Navigation), maintaining Ethical Practice, and applying the new Inclusive Mindset to connect fairness to business outcomes
• Interpersonal: Advanced Relationship Management and Communication strategies for cross-cultural collaboration
• Application: Managing hidden bias in performance reviews and cross-cultural team conflicts.

Module Three: Business Cluster & Technology Integration

• Analytical Aptitude: Moving from data collection to strategic evidence (turnover trends, training ROI)
• Consultation & Business Acumen: Partnering with leadership to align HR strategy with organizational goals.
• AI in HR: Ethical use of AI in recruiting (AI-supported recruiting), adaptive learning, and digital self-service systems. Mitigating algorithmic bias.

Module Four: People & Organization Domain

• People: HR Strategy, Talent Acquisition, Total Rewards, and Learning & Development in a digital age.
• Organization: Organizational Effectiveness, Workforce Management, and Employee Relations.
• Focus on pay equity, adaptive learning technologies, and fostering employee engagement through inclusive design.

Module Five: Workplace Domain & Exam Strategy

• Workplace: Managing a Global Workforce, Risk Management, Corporate Social Responsibility, and U.S. Employment Law/Regulations.
• Strategic Integration: Synthesizing the three domains (People, Organization, Workplace) to solve complex case studies.
• Exam Strategy: Practical test-taking tips, time management, and targeted practice using sample questions that mirror the 2026 BASK difficulty

• CDGA attendance certificate will be issued to all attendees completing minimum of 80% of the total course duration.
• SHRM-CP certification for participants may be applied for upon successfully passing the exam and fulfilling the eligibility requirements (optional, subject to an additional fee).