SHRM-CP
Offered by SHRM
The SHRM Certified Professional (SHRM-CP) is an operational-level HR credential from the Society for Human Resource Management. It emphasizes behavioral...
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SHRM-CP exam at a glance
Format
134 questions (110 scored + 24 unscored field-test): 80 knowledge items + 54 situational-judgment items
Duration
4 hours total (3 hours 40 minutes of testing time)
Delivery
Prometric test center or online proctored
Passing score
200 on a 120–200 scaled scale
Exam cost
$350 (member) / $450 (non-member) early-bird; $399 / $499 standard, USD
Validity
3 years; renew with 60 professional development credits or by retaking the exam
Prerequisites
None required; basic working knowledge of HR is recommended
About the SHRM-CP certification
The SHRM Certified Professional (SHRM-CP) is an operational-level HR credential from the Society for Human Resource Management. It emphasizes behavioral competencies and workplace judgment through situational-judgment items, alongside HR knowledge — and, notably, requires no degree or prior HR experience to sit for it.
The exam is built on the SHRM Body of Applied Skills and Knowledge (SHRM BASK).
Who it’s for: HR professionals in operational roles, and students or career changers entering HR.
Official exam page· Details verified 2026-08
What the SHRM-CP exam covers
- HR Knowledge Domains (People, Organization, Workplace)
- Behavioral Competency Clusters (Leadership, Interpersonal, Business)
How to study for the SHRM-CP
- 1Download the current SHRM BASK — it defines everything tested.
- 2Study both the HR knowledge domains and the behavioral competencies.
- 3Practice situational-judgment items (choosing the best action) — about 40% of the exam.
- 4Use a SHRM Learning System or equivalent structured prep.
- 5Apply during the correct testing-window application period.
SHRM-CP — frequently asked questions
Do I need HR experience to take the SHRM-CP?
No. SHRM removed the degree and experience requirements — the SHRM-CP is open to anyone performing or pursuing HR work.
How is SHRM-CP different from the PHR?
SHRM-CP emphasizes behavioral competencies and situational judgment; HRCI's PHR is more focused on technical/operational HR knowledge and U.S. employment law.