It focuses on the integration of behavioral competencies with technical HR expertise, preparing you not just to pass the certification exam, but to drive strategic impact and foster a culture of inclusion and ethical innovation within your organization .

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 Professionals seeking the SHRM-CP certification to validate operational HR knowledge .

·         Experienced HR Leaders preparing for the SHRM-SCP certification to demonstrate strategic impact .

·         HR Business Partners and Specialists looking to update their skills regarding AI in HR, pay equity, and global workforce management .

·         Global HR Teams requiring a standardized framework for fostering an inclusive mindset across diverse cultures .

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.

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

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

ü  BTS attendance certificate will be issued to all attendees completing minimum of 80% of the total course duration.

ü  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).

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