For many HR managers, the two terms HRci and SHRm (Human Resource Information Management) may have a meaning that is quite different from the popular usage of these terms today. The popular usage usually refers to a certification that one gets from an institution or program like the Human Resources Institute, reflecting their knowledge of managing work force competencies. The popular courses offered these days are more likely to be focused on the management aspect of work force skills and managing work processes. On the other hand, HRci implies a more advanced level of working with human resources, reflecting the broader understanding of the theory and practice of human resources management. These are the basic differences between the two terms, and this brief look at some of the instances where the differences might be found gives us an idea of the scope of the knowledge that is involved.

One of the major ways in which HRci and SHRm differ is in the scope of the courses they offer. In case of traditional HRci training programs, a more general overview of the theory and practices related to HR management is taught, followed by the application of that knowledge in real work settings. On the other hand, SHRm training tends to be more focused on the actual implementation of the theories taught in the curriculum. While it may not be necessary for every manager to get specialized training, it certainly helps in many cases.

Another area where the two terms may differ is in the focus of the curriculum. In some companies, the focus is on providing HR management training to employees. In others, it is all about incorporating the training into the existing work environment. In fact, this is the core focus of the majority of the training sessions geared towards HR management. This means that HRci training is meant to be an addition to the existing work environment, while SHRm is focused more on being implemented as a system in a specific company. Companies with a more specific requirement often look towards SHRm training since it fits well with the existing business model.

So how exactly does SHRm differ from HRci? In some ways, both are similar. Both provide management training to employees. However, in a few ways, HRci training programs are superior to SHRm training. For example, in a smaller company, there might not be as much room for hands-on training, so the system basically comes down to memorizing some rules and doing a few basic calculations.

Smaller companies also have less staff and therefore have fewer employees to train. For this reason, the SHRm type of management training is better suited for such a company. On the other hand, there may still be room for some form of HRci or HRQ training. In such cases, it is worth considering the additional information gained by learning about complicated statistics and formulas when applying the knowledge in real work settings.

Perhaps the biggest difference between the two types of training is the level of personal attention provided. When taking a management course, the trainer will spend more time talking to one employee at a time in an attempt to bond with him or her. If that employee has questions, the trainer can answer them, as long as they do not interfere with the process of what is being taught. As a result, few employees are given training when it should only take a few minutes to learn and remember.

With SHRm training, each lesson relies on real work scenarios. Because of this, there is a higher propensity for employees to remember the information taught. This means that the amount of time spent on management training generally ranges from five to eight hours, depending on the size of the company and the number of employees being trained.

There is still some debate over whether to use both types of training, or use only one. Some companies believe that by providing management training only, they are lessening their liability. In addition, they feel that they do not have the time to spend on training employees on everything that could be learned from the company handbook. They would rather focus their attention on running the business and ensuring that things work smoothly. However, other companies make the argument that they are necessary to ensure that all aspects of the company work well together, and that certain processes do not conflict with each other. If a company cannot or does not want to provide its employees with both SHRm and HRci phr, then it might consider outsourcing for this training or hiring additional consultants to help out with this part of its work settings.