Session TitlePresenter name & date

Scott D. Ferrin, SHRM-SCP, PMP SHRM Field Services Director

HR Competencies: Moving Beyond Average– Model steeped in research– Importance of Knowledge and Behavior

Integrating Competencies into your Personal Career Development Pathway– What competencies are important for early career professionals– How your degree is linked to the HR Competency Model

• SHRM’s Curriculum Guidelines• Assurance of Learning Assessment

– What competencies are important for mid-career professionals?– Starting to think now about earning the SHRM-Certified Professional competency-based

certification

Today’s session

New Expectations for HR: Average is Over

Think about someone in the HR profession whom you know

What makes them really good at what they do?– How they do their job– Who they interact with– How they conduct themselves

Take note of what comes to mind Let’s talk about these “factors”

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) that are 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 or technical competencies including:

– 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 the size organization you are in – you need all of these skills, developed over time, to be successful in HR

How much of HR is HR: Behavioral Competencies

Knowledge + Behavior = Success

To be successful in HR and grow your career you need more than just technical competencies

Technical Competencies

(Power)What’s Being

Performed

Behavioral Competencies

(Direction)How You Perform

Your Job

SHRM Competency Model

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

Career level differences: 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 #1HR 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., Talent Acquisition, Employee Engagement,

Learning & Development, Total Rewards, Risk Management, & Labor Relations

Competency Domain #2: 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 E.g., Developing policies and procedures for employees to report unethical behavior

Competency Domain #6: 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 #7: 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 practices

HRM 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 roadmap

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

Multiple test windows per year Eligibility requirements Content tested Costs Test Centers Study Materials Results Reports

– for the individual examinee– for the examinee’s university

Stepping stone to SHRM Competency-based certification

Assurance of Learning Basics

www.shrm.org/assessment

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

Scott D. Ferrin SHRM-SCP, PMP

Field Services Director

scott.ferrin@shrm.org (800) 283-7476 x6453

@SHRMScott

www.shrm.org