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Certification programs participation as professional development anchors: A case-study of enabling factors.
João Vasco Coelho (Coelho, J. V.);
International Conference of Education Research and Innovation (ICERI 2009).
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Human resource managers have typically used certifications as an indicator of an individual skill set suitability for a specific position. Certifications act as a signal to hiring managers that a job candidate has achieved a level of knowledge and skill necessary to perform in a particular job role. In the IT sector, a recent study sought to determine if human resource managers (HR) and IT professionals perceived certifications differently in the context of the hiring process [7]. The purpose of this exploratory case study was to determine how IT professionals perceive certification programs as a professional training alternative, when compared with more traditional education settings, and the kind of effect the effective participation in one of the programs has in that judgment. The data for this exploratory study was gathered from a 58 employee sample of a Portuguese-based multinational software engineering company. An experimental Competence Certification Effects Scale (CCES) was used, and after a consistency analysis, the original 22 items were reduced to 17, grouped in a 4-factor structure: “Intrinsic Value”; “Certification as Training”; “Career Management”; and “Effort Trade-off”. Cronbach`s alphas were .81, .81, .83, and .81, respectively.