SHRMCERTIFICATIONCompetency Based HR Drives Organisational Excellence

Why competency based HR is important

We now live and work in a global economy, in which geographic borders are virtually non-existent, and innovation, agility and strategy are critical success factors. The HR profession operates at the core of this global economy, ensuring the alignment of organizational strategy with a high-performing workforce. Global economy is reshaping by becoming more service oriented, with a complete dependence on the knowledge and expertise of the workforce. All professions have a structured framework of com-petency development and validation (certification) through credi-ble global organizations. (CA, ACCA, CISA, CPA, CCNA, FRCS). Unfortunately, HR profession did not have a professional compe-tency framework in the past and thus being regarded as a gener-ic function. Not having a competency based qualification has disadvantaged the HR professionals in terms of their strategic contribution and earning potential in the organization.

SHRM has developed HR Body of

Competency & Knowledge

The Society for Human Resource Management (SHRM) is the world’s largest association. Based in United States, it is repre-senting more than 300,000 members in 180 countries. The Soci-ety is the leading provider of resources to serve the needs of HR professionals and advances the professional practice of human resource management. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and 275 partners around the globe. SHRM provides the resources that are essen-tial to staying in the forefront of the HR profession, as well as increasing the HR competencies of its members. For seven decades, the SHRM has served the human resource profession. Considering the significant importance of HR to drive organiza-tion performance, The Society for Human Resource Manage-ment has developed HR body of competency& knowledge. It is based on 3 years’ rigorous global research in collaboration with 32,000 professionals and employers, 640 CHROs, 111 focus groups with 32 nations in 33 countries around the world. SHRM HR Competency Standard comprises of 4 domains BUSINESS, LEADERSHIP, INTERPERSONAL and TECHNICAL HR.

SHRM Competency BasedHR Certi�cation

What are the functional and behavioral HR competencies?

Competencies can be either technical or behavioural. Technical competencies reflect the knowledge specific to a given profession that is required for a professional in HR field to perform a particular role. SHRM BoCK has 8 behavioural competencies.

Behavioral competencies describe the Knowledge, skills, abilities and other attributes that facilitate the application of technical knowledge to job-related behaviors. SHRM BoCK has 15 technical competencies however one competency “US Employment Laws & Regulations” is not applicable outside USA.

HR FUNCTIONAL COMPETENCIES

CLUSTER COMPETENCY DEFINITION

Peo

ple

HR STRATEGIC PLANNING

TALENTACQUISITION

EMPLOYEE ENGAGEMENT &RETENTION

LEARNING &DEVELOPMENT

TOTAL REWARDS

Involves the activities necessary for developing, implementing and managing the strategic direction required to achieve organizational success and to create value for stakeholders.

activities Encompasses the involved in building and maintaining a workforce that meets the needs of the organization.

Refers to the activities aimed at retaining high-performing talent, solidifying and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing strategies to address appropriate performance expectations from employeesat all levels.

The activities that enhance the knowledge, skills, abilities and other characteristics (KSAOs) and competencies of the workforce in order to meet the organization’s business needs.

Refers to the design and implementation of compensation systems and packages, which employers use to attract and retain employees.CLUSTER

STRUCTURE OF THEHR FUNCTION

ORGANIZATIONAL EFFECTIVENESS &

DEVELOPMENT

WORKFORCE MANAGEMENT

EMPLOYEE & LABOR RELATIONS

TECHNOLOGY MANAGEMENT

Org

aniz

atio

n

Encompasses the people, processes, theories and activities involved in the delivery of HR-related services that create and drive organizational

Concerns the overall structure and functionality of the organization, and involves measurement of long- and short-term and growth of people and processes, and implementation of necessary organizational change initiatives.

Refers to HR practices and initiatives that allow the organization to meet its talent needs (e.g., workforce planning, succession planning) and to close critical gaps in competencies.

Involves the use of existing, new and emerging technologies to support the HR function, and the development and implementation of policies and procedures governing the use of technologies in the workplace.

Refers to any dealings between the organization and its employees regarding the terms and conditions of employment.

STRUCTURE OF THEHR FUNCTION

ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT

WORKFORCE MANAGEMENT

EMPLOYEE & LABOR RELATIONS

TECHNOLOGY MANAGEMENT

HR IN THE GLOBAL CONTEXT

DIVERSITY & INCLUSION

RISK MANAGEMENT

CORPORATE SOCIAL RESPONSI-BILITY

U.S. EMPLOYMENT LAW & REGULATIONS

(NOT APPLICABLE OUTSIDE U.S.A)

Wor

kpla

ce

Focuses on the role of the HR professional in managing global workforces to achieve organizational objectives.

Encompasses activities that create opportunities for the organization to leverage the unique backgrounds and characteristics of all employees to contribute to its success.

The assessment and prioritization of risks, and the application of resources to minimize, monitor and control the probability and impact of those risks accordingly.

Refers to the knowledge and application of all relevant laws and regulations in the United States relating to employment — provisions that set the parameters and limitations for each HR functional area and for organizations overall.

Represents the organization’s commitment to operate in an ethical and sustainable manner by engaging in activities that promote and support philanthropy, transparency, sustainability and ethically sound governance practices.

BEHAVIORAL COMPETENCIES

CLUSTER COMPETENCY DEFINITION

Bus

ines

s

The KSAOs needed to understand the organization’s operations, functions and external

environment, and to apply business tools and analyses that inform HR initiatives and operations

consistent with the overall strategic direction of the organization.

The KSAOs needed to work with organizational stakeholders in evaluating business challenges

and identifying opportunities for the design, implementation and evaluation of change initiatives,

and to build ongoing support for HR solutions that meet the changing needs of customers and the

business.

CRITICAL

EVALUATION

BUSINESS

ACUMEN

CONSULTATION

The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and

promote findings that evaluate HR initiatives and inform business decisions and recommendations.

Inte

rper

sona

l

The KSAOs needed to create and maintain a network of professional contacts within and outside

of the organization, to build and maintain relationships, to work as an member of a team,

and to manage while supporting the organization.

The KSAOs needed to craft and deliver concise and informative communications, to

listen to and address the concerns of others, and to transfer and translate information from one

level or unit of the organization to another.

GLOBAL & CULTURAL

RELATIONSHIP

MANAGEMENT

COMMUNICATION

The KSAOs needed to value and consider the perspectives and backgrounds of all parties, to

interact with others in a global context, and to promote a diverse and inclusive workplace.

Lea

ders

hip

The knowledge, skills, abilities, and other characteristics (KSAOs) needed to navigate the

organization and accomplish HR goals, to create a compelling vision and mission for HR that

aligns with the strategic direction and culture of the organization, to lead and promote

organizational change, to manage the implementation and execution of HR initiatives, and to

promote the role of HR as a key business partner.

EFFECTIVENESS

effective

effectively

LEADERSHIP & NAVIGATION

ETHICAL PRACTICE

The KSAOs needed to maintain high levels of personal and professional integrity, and to act as ethical agent who promotes core values, integrity and accountability throughout the organization.

SHRM CERTIFIED PROFESSIONAL (SHRM-CP)

YOUR COMPLETE SOLUTION FOR SHRM CERTIFICATION EXAM SUCCESS

2021

What is SHRM Certi�cation?

What is di�erence between SHRM-CP and SHRM-SCP

What is eligibility criteria for SHRM-CP and SHRM-SCP?

SHRM Certification is examination based professional qualification Earning SHRM Certification credential makes you a recog-nized expert and leader in the HR field and a valuable asset to your organization, keeping you and your organization more competitive in today's economy. This professional distinction sets you apart from your colleagues, proving your high level of knowledge and skills.

HR professionals who implement policies and strategies, serve as point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions, should take the SHRM-CP exam.

HR professionals who develop strategies, lead the HR function, foster influence in the community, analyze performance metrics, and align HR strategies to organizational goals, should take the SHRM-SCP exam.

SHRM SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)

Regular registration : Valid till 20 Mar 2020 (USD 1600)

2021

HR TRAINING FOR ORANIZATIONAL SUCCESS

SHRM SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)

An entire organization benefits when individual HR professionals earn their SHRM Certified Professional (SHRM-CP®) or SHRM Senior Certified Professional (SHRM-SCP®) certification. These credentials are built on the SHRM BoCK™, which defines the standards for knowledge, strategies and competencies required for effective HR professionals around the world.

HR Metrics is pleased to offer cost-effective, convenient and customizable options for preparing some or all of your HR staff for SHRM Certification. Training can be held on-site at your location or in one of our classroom courses. As an official SHRM Education Partner, our certification prep course utilizes the 2021 SHRM Learning System, giving you access to the most effective and up-to-date exam preparation tools available. Long after the course is finished, SHRM Learning System materials will serve as a valuable resource to provide answers to a wide range of HR challenges.

SHRM certification proves your HR team has:

The ability to think strategically and perform effectively The most current and relevant HR knowledge A unique emphasis on HR competencies The skills necessary to apply best practices for immediate impact State-of-the-art credentials from the world’s largest HR membership organization

HR Leaders view their SHRM-certified employees as better prospects for leadership opportunities and as individuals who are invested in the success of the organization.

Training your staff with HR Metrics ’s course can save time, simplify implementation and increase the effectiveness of the training. Our certified instructors have HR experience to help students learn faster, retain more knowledge and prepare to pass the exam. Upon completion, students will be prepared to sit for the SHRM-CP/SHRM-SCP with confidence. All students will sharpen their knowledge and practical, real-life competencies to make an immediate impact in your organization.

Invest in your company and sta�’s future

Choose Expert Leadership and Guidance

Regular registration :

Valid till 20 Mar 2020 (USD 1600)

Want to learn more about what we offer?

SHRM Certification Cost USD 1800

Classes

10th April to 26th June 2021

www.thehrmetrics.comVisit

Total Classes: 12

Class mode: Virtual (zoom)Class Timings: 10 am – 1 pmIslamabad GMT + 5 Each Class Duration: 3 hours

info@thehrmetrics.comEmail

36 hours of learning

Last date of registration: 31st March 2021

Regular registration : Valid till 20 Mar 2020 (USD 1600)

2021

HOW WE PREPARE YOURPROFESSIONALS

Don’t delay! Contact us now to start planning for 2021 training initiatives!

http://thehrmetrics.com/hr-certifications/

By combining the 2021 SHRM Learning System with structured teaching, classroom discussions and online tools, we keep participants on track to pass the exam.

The 2021 SHRM Learning System offers a personalized SmartPath™ learning experience that is designed to dynamically adjust based on student progress and proficiency. Real-time results allow students to use time wisely and increase readiness for the SHRM-CP and SHRM-SCP exam.

» RESOURCES TO BOOST EXAM CONFIDENCE Class time is supplemented with flashcards, real-world

HR knowledge, competencies in action, practice test questions and additional resources to ensure students are ready for the SHRMCP or SHRM-SCP exam.

» PERSONALIZED LEARNING EXPERIENCE The 2021 SHRM Learning System allows instructors to

work with students to build a custom learning experience that tailors topics to students’ learning needs.

» FOCUSED, TOPIC-LEVEL LEARNING Students learn one small topic segment at a time to

ensure a clear understanding and ability to easily apply concepts on the exam and in day-to-day HR scenarios.

» REAL-TIME KNOWLEDGE GAP ANALYSIS Real-time results and detailed feedback on learning

progress help guide course-wide and individual study priorities.

Preparation Tools Designed for Success:

What are the benefits of SHRM certification to the EMPLOYER?

What are the benefits of SHRM certification to the EMPLOYEE?

The SHRM certification program was creaed to meet the needs of employers worldwide, driving business through the gloally recognized competencies for HR professionals around the world. This is achieved through critical thinking, practical application and real-world experience

It demonstrates that your HR professionals have mastered the application of HR technical and behavioral competen-cies

Certification prepares your HR staff to assume greater leadership roles and contribute to strategic direction of your organization

Exam preparations helps HR professionals bring new ideas to your organization that will help drive success

It helps create a common HR languages that optimizes consistency and effectiveness

Inculcates business acumen in HR

Makes HR professionals think more strategically

Demonstrates employees’ commitment to HR

Ensures employees’ HR knowledge is up to date

Increases employees’ confidence in their ability to do the job

Shows the organization takes HR seriously

Gives employees greater trust and confidence in the HR department

Helps in hiring, promotion and job security

Professional accredited HR Credentials valued by business communities

Strengthens resume

Facilitates networking with HR professionals worldwide

Allows you to put the letters after your name

Is good for the reputation of the organization

https://www.youtube.com/watch?v=wnAK6l5D3SY

SHRMCERTIFICATION PREPARATION

TOOLKIT

SHRM e-Books

Certificate of Participation

36 hours of expert-led virtual expert instruction

SHRM Learning Management System4 comprehensive learning modules available in print and e-reader formats. 18 months’ access to an Interactive Online Learning center with assessments, study plans, and practice questions based on the SHRM Body of Competency & Knowl-edgee™ (BoCK™) tested on SHRM-CP and SHRM-SCP exams

Designed for Adult Learners

Smart Study Tool

Tests (including knowledge and SJT questions)

E-reader modules

Flashcards and glossart

Learning Resource Center

Individual and group reporting of study analytics

SHRM EXAM FEE

Regular Registration is valid till 1st April 2021

SHRM Exam Early Bird fee is USD 400

SHRM Exam Regular fee is USD 475

Exam fee is payable directly to SHRM

Exam locations are 8,000 Prometric testing centres in 160 countries including Islamabad, Lahore and Karachi