session title presenter name & date shelly trent, shrm-scp, cae shrm field services director
TRANSCRIPT
Session TitlePresenter name & date
Shelly Trent, SHRM-SCP, CAE SHRM Field Services Director
HR Competencies – Knowledge + Behavior Competencies for your Personal Career Path
What competencies are important for early career professionals Resources to help you at every stage of your career
Integrating the HR Competency Model into your Education and Career Development
– Assurance of Learning Assessment– SHRM Certification
Today’s session
New Expectations for HR: Average is Over
Think about someone really great in HR What makes them really good at what they do?
– How they do their job– Whom they interact with– How they conduct themselves
What does this tell you about how you will get there?
Envisioning Competencies as a Pathway for Development
New ways of doing business
require new ways of
managing talent
• Globalization
• Speed and Flexibility
• Government Regulation
• Demographic Shifts
New ways
of managing
talent require new competenci
es and
behaviors
from HR
• Highlighting behavioral attributes along with technical skills
A new focus
on competencies
and behaviors is a great
way to advance the
HR profess
ion
• Identifying successful performance across career levels
• Focus on observable measurable behaviors and proficiency standards
Forces for Change
Competencies defined
Competency: a collection of knowledge, skills, abilities and behaviors (KSABs) needed for effective performance in the jobs in question (Campion, 2011)
Model Development and Validation
When you think of HR you think of technical areas of expertise
– Talent Acquisition– Employee Engagement– Learning and Development– Total Rewards– Labor Relations– Employment Law
Foundational HR = Technical Expertise
Larger companies have specialists who handle these areas and smaller companies have generalists who handle a variety of HR activities
How much of HR is HR: Technical Expertise
When you think of HR you should also think of behavioral and leadership competencies:
– Ethical Practice– Communication– Consultation– Critical Evaluation– Diversity & Inclusion– Relationship Management– Leadership & Navigation– Business Acumen
To be successful in HR and grow your career you need more than HR Technical Knowledge
Regardless of organization size – you need all of these skills, developed over time
How much of HR is HR: Behavioral Competencies
SHRM Competency Model
Knowledge+
Behavior=
Success
Implements plan and contributes to the refinement of the plan
Operationalizes HR strategy; Translates strategy into a plan
Develops HR strategy; Peer group are the other executives in the organization
Entry
Mid
Senior
Executive
Which competencies are most important for early career HR professionals?
2.46
2.11
2.09
1.29
1.48
1.50
1.75
1.59
1.53
Ethical Practice
Communication
Relationship Management
HR Expertise
Business Acumen
Critical Evaluation
Consultation
Global & Cultural Effectiveness
Leadership and Navigation
Entry
Competency Domain:HR Expertise
Definition: Knowledge of principles, practices, and functions of effective human resource management
HR Expertise describes the technical expertise needed by HR professionals to design, enact, evaluate, and maintain sound HRM practices
Includes the policies, practices, laws/regulations, and principles that underlie effective HRM
E.g., Strategic management, workforce planning and employment, HR development, total rewards, employee and labor relations, risk management (focus of Assurance of Learning
Assessment)
Competency Domain: Ethical Practice
Definition: Integration of integrity and accountability throughout all organizational and business practices
Adherence to organizations core values and ethical guidelines
Help to drive your organization’s ethical climate by responding to ethical issuesE.g., Conducting thorough and confidential investigations
into reports of unethical behavior and recommending further action; developing policies and procedures for employees to report unethical behavior
Competency Domain: Relationship Management
Definition: Developing and managing interactions to provide service and to support the organization
Job success for an HR professional is largely a function of his or her ability to maintain productive interpersonal relationships
Increased performance, team cohesion, and engagement
Negotiating both information/task conflict and relationship conflict
Competency Domain:Communication
Definition: Ability to Effectively exchange information with stakeholders
Effective communication is one of the building blocks of personal and career success
When HR information is communicated well, employees better understand the purpose and value of policies and practicesHRM viewed to be more effective
Positive impact on EE satisfaction and business unit performance
Integrating the HR Competency Model into your
Education and Career Development
Earn your degree – focus on completing coursework, internships and graduating
Cap off your degree with the SHRM Assurance of Learning® Assessment
Convert your student membership to professional membership Join the Young Professionals Network Join a local professional SHRM-affiliated chapter Build your career – continue on the path toward lifelong learning
and certification. Stay current with your knowledge Develop competencies needed to advance to higher-level, more
responsible positions in HR
Becoming a better-prepared entry-level HR Professional through Education & Assessment
Three test windows per year: spring, summer, fall Must be earning an HR or HR-related degree Can take exam starting one year before and up to one year after graduation Content: Six overarching content areas - strategic management, workforce
planning and employment, HR development, total rewards, employee and labor relations, risk management
“New” assessment web page in mid-April $150 for SHRM student members Prometric Test Centers Study Materials: available through SHRMStore at discounted prices for
members.
Assurance of Learning Assessment
www.shrm.org/assessment 1-800-283-7476 x3926
Career level differences: Mid-Career
Start preparing now for your first career advancement. Investigate proficiency level definitions and related behavior examples for Mid-career HR professionals.
www.shrm.org/competencies
2.34
2.33
1.69
1.73
1.84
2.24
2.07
1.88
2.64 Ethical Practice
Relationship Management
Communication
HR Expertise
Consultation
Business Acumen
Critical Evaluation
Leadership & Navigation
Global & Cultural Effectiveness
Mid-Career
Start thinking now about professional competency-based
certification
Include certification in your career development plans: Earning the SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification is a critical step in your development.
www.shrmcertification.org
SHRM Learning System – certificationpreparation at www.shrm.org/certification
Shelly TrentSHRM-SCP, CAE
SHRM Field Services Director
(800) 283-7476, x 6335
www.shrm.org