How HR Certifications are Evolving?

Often corporate behemoths and world-class conglomerates are expected to offer society some part of their profits as corporate social responsibility. Brands often cross the line and don’t understand the real value or purpose of such activities. They use it as tick-off-the-box exercise and to do away with it. But customers today are not fools. They totally figure out the differentiation between forced social responsibility activities and one which is done with the conscious mind.

Often talent managers are the ones implementing such activities at the office. If the top management or CHRO of a company fails to generate real feelings for such purposes, the cause will never be lifted-off the ground. Accumulation of wealth over a long period of time, paying employees just enough for subsistence, being on war with regulatory compliances, avoiding taxes as much as possible, polluting the environment- big corporations forget the cause of paying the society back.

Very few CEOs of companies actually remember to make a difference in the lives of their employees, suppliers, communities, and customers. That’s where leaders come into the picture. That’s where HR certifications of the like of Global Fellow Program in Talent Management of TMI (Talent Management Institute), HRCI, and ATD come into picture. They develop leaders who understand the basic differentiation between corporate social responsibilities and conscious capitalism and don’t use them as interchangeable terms.

But can HR certifications really make a difference in individual thinking capabilities? Nielson’s Global Survey on Corporate Social Responsibility states that 43% consumers are ready to invest in products and services which support a cause. Human resources professionals must be aware of such advantages which play their role while planning, management, and branding of their product line. A good leader is built owing to a solid and sound knowledge system induced by such certifications for human resources professionals.

For conscious capitalism, the first step is conscious leadership, that wouldn’t develop itself without ideas and prospects that change their lives. Where do ideas and prospects originate from? For example, the Global Fellow Program in Talent Management works towards an enrichment of human capital in organizations and puts a spotlight on the study of the strategic use-case of talent management in business. The pedagogical instruments available with Global Fellow Program in Talent Management by TMI or, for that matter, with certifications like Global Professional in Human Resources by HRCI or those offered by ATD are meant to arouse a cognitive difference.

Conscious leaders develop in themselves the importance of paying back to the society and the community, over a period of time. They bring all stakeholders on the bandwagon. Shareholders are not the only priority of leaders who are looking at the long-term business success of customers and employees. Profits are not the only success you define yourself by. Companies who survive time and its tests and trails are those which have proved to be genuine, caring towards community and country they are in, and always endeavoring to be strengthening their foundation in people.

Purpose-driven organizations often take the cake and the icing as well. If customers get a brand which supports a cause at the price of or at a little higher price to the next competitor who is not supporting a cause, they are more inclined to switch to the former brand. There was never ever more an opportune chance to be doing good with making a good business. It’s tempting and it’s lucrative, not often that they go hand in hand. Suddenly, the ‘right’ thing has become the ‘profitable’ thing to do. And no one’s complaining.