Commoditization of PMP Certification

The consensus about PMP certification seems to be changing, or at least shifting. In a recent discussion with my peers, I shared my disenchantment about the PMP hypermarket. I was surprised at how many of my friends shared my feelings—even ones from the university. I guess this is because we share a common dilemma: we are deeply invested in the success of projects and worried about the commoditization of PM education.

This is how the problem breaks down:

a) The PMP exam has pretty large overheads—including 4500 hours of PM experience, 35 credit hours of PM education required for taking the test and costs not less than 5000 dollars. Not to mention the fact that all this must be supported by tedious forms verifying the authenticity and length of these hours

b) Not having the certification creates anxiety in uncertified managers who are otherwise star performers. To make matters worse organizations often make these mangers feel undervalued by demanding PMP certified professionals, which in turn makes experienced but uncertified project managers insecure about their position in the company

Current trends show that passing the exam is becoming a mandatory requirement; to make things worse services organizations are creating a salary differential (an incentive) for certification.

Learning and education in the Indian context is being replaced with passing an exam and getting a certificate. Many in the PM community are bewildered that even computer coaching classes are offering PMP Exam Prep coaching classes. Time and again we have encountered ‘certified’ PMs struggling to prepare a schedule plan which reflects the realities of a constrained and uncertain project. PMP certified managers, at least in my experience, fare no better than their uncertified counterparts when it comes to live project contexts. Managerial education in this country needs to be made more practical and relevant to the needs of projects and organizations. And the best way this can be implemented is through mentoring practices within organizations.

Senior managers are beginning to invest themselves in the lives of junior managers. I am not just talking about teaching them the ropes. I am talking about support them on live projects. There is no better learning than the learning that happens on the job. Simply pursuing a degree is not enough. Project managers deserve better because they are willing to take on more responsibilities and power. They need to be trusted. They need to be supported and nurtured.