Are HR qualifications essential for getting ahead in HR in 2012?

Required for success in 2012, no.

But over the course of a career, there are two factors that make certification valuable. First, as Jennifer points out, certification is a platform for professional development and continuous learning. It is not a guarantee, but it is an encouragement to stay current in a dynamic field. Certifications also contribute to the perception that one is participating in something larger than just one's job. I don't have data on whether or not seeing oneself as a professional has a direct impact on results. But anecdotally, I've seen it stoke motivation for achievement which has a positive influence on job performance.

The second factor is less favorable but real none the less. It is about the organizations and individuals who are heavily invested in these certifications, designations, and programs. Identity and territory issues arise where individuals or teams or units buy-in. An aspiring HR newbie who wishes to conserve energy for more important battles, might just check the box to avoid the bias that can ensue. I have been surprised at how important people make being part of the club--or intently outside it-- a defining boundary.

While most business leaders seem uninterested in HR designations and more interested in results, there are those who use the designation in their search profiles in the hopes that it means something or that it will inoculate them from the effects of a poor selection. But as Ron rightly says, it is what one can do that makes the final analysis--with our without certs.

No I personally do not! It cannot hurt of course but in my book I will take the hands on experience and documented results/acomplishments over a bunch of letters on a piece of paper anyday.

Learning by doing and in a hands on fashion puts one ahead of those with just the education! Again it cannot hurt to get these certs once you have experience but many still dbate whether these certifications are valid and even cover topics applicable to the real world.

i don't think they are necessary...nothing is. look at the number of highly successful ceo's in the world who don't have a high-school degree. having said that, i don't really think it's about necessity or requirement. i think it's about community. if you are a serious HR professional you should promote and belong to the preeminent professional organization/society...whatever that is. and "belonging" means more than paying dues. it means showing up at its conferences and networking events. if a "certification" is an important part of that society's mission/brand then a serious HR professional should in fact acquire that certification - it demonstrates a commitment, it demonstrates support, and it helps promote the profession at large. does it make them more successful? not necessarily in the short-term. but most likely in the long-term. it also makes the profession more successful - maybe that's just as important.

I have a number of different certifications from a number of different groups that I belong to. Such as CSP Certified Speaking Professional. This Certification is help by less than 700 people in the world. Is it a nice to have and does it help in marketing my speaking. The answer is yes. Did it make me a better speaker NO. All it did was prove that I could pass the test, had so many speaking engagements, and could or would do the paperwork necessary to get the Certification.

Concering HR certification I would rather have someone who has spend the time to understands operations and knows HR rather than someone who just know HR.

Required for success in HR for 2012: No, although many hiring executives are asking for PHR/SPHR/GPHR certs.

My personal opinion is that American business is much too focused on "certifications" in many disciplines. I'd much rather have someone with experience in the subject matter. The more experience the better. In my 25 yrs of experience I have found that hiring people with certifications is no better than hiring someone with some background in the subject matter, and in many situations someone with the experience was better.

My criticism of "certifications" is that in many of them the answers to the questions have not been tweaked based on recent rulings, law changes or legal precedents. So your "correct" answer is in theory correct (book learning), but in direct application currently wrong, hence my reticence to believe in their effectiveness. Give me practical experience.

Like others I see a huge gap between certification and qualification. Passing the exams required to be "certified" does not make you competent.
I have worked in and around HR for over 30 years. I have never bothered to become "certified", but I have managed to have a successful career as a human resources executive, operational executive, and consultant. I have been a speaker and authored books and articles on the topic.
I don't mean to demean certification, but applied knowledge is much more important to me than academic knowlege. I personally am a big fan of apprenticeships.
After a physician "graduates" they go through a residency and Boards before they can practice. In the U,K. there are solicitors and barristers in the legal system- they recognize attending an educational institution does not make you a litigator.
When I hire HR people (and I have hired hundreds) I tell them "show me", give me examples, let me see your work product not are you certified...
Many of the Universities have faculties teaching graduate business courses including HR wj=ho have never actually practiced the profession...
Certification doesn't make you a qualified HR professional any more than an MBA makes you a leader...