SHRMs HR Professional Competency Model: A Road Map for Success

Martha Ramirez, SPHR SHRM Regional Director CISHRP 10th Annual Conference May 9, 2013
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Agenda
SHRMs Efforts in Professional Development The HR Competencies Model Research as a foundation The Core 9 Underscoring the Importance of Competencies The Future of the Initiative

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Knowledge Development
SHRMs Commitment to YOU
AdvancetheProfession ServetheProfession

Knowledge Development KEY

KnowledgeCenter ResearchDepartment AcademicInitiatives HRStandards Competencies

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Knowledge Center

Goal: access to reliable and valid information When met with a work challenge

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Research

Goal: be on cutting edge of workplace trends and get critical data needed to make effective Business decisions

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Academic Initiatives

Goal: tools for Professional Development: Curriculum Guides, Case Studies, Assessment Tools, Tracking State of HR Education yearly

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HR Organization Standards

Goal: Ensure professionalism by meeting acceptable minimum threshold for organizational execution

Coming: Workplace Violence Performance Management

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Competencies

Goal: Identify and Focus on what knowledge and behaviors it takes to be successful in HR at all stages in career

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What is a Competency?
More than 100 existing models examined Competency: A collection of knowledge, skills, abilities, and other characteristics (KSAOs) that are needed for effective performance in the jobs in question (Campion et al., 2011).

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Our Process
2011: Qualitative Research Focus Groups Surveys Interviews

2013 2012
FUTURE

2011
START
Model Development Content Validation Survey Criterion Validation 8-10 validation studies & Toolkit Refinement

Establish link between proficiency and performance indicators

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Research

Model Development - 2011 Literature Review of different competency models Development 111 Focus Groups 60 in US 51 international 29 cities globally; Survey of 640 CHROs 1200 HR Professional sample Resulted in 9 competencies at 4 stages of career Content Validation - 2012 Competency Validation Survey 32,000 HR Professionals globally at all career levels 33 Nations

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How Much of HR is HR?

When you think of HR you think of technical competencies Compensation Talent Management Recruitment and Selection Training and Development Employee relations Employee engagement Compliance

Nuts and Bolts HR!

Larger companies have specialists Smaller companies have generalists

And
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How Much of HR is HR?

Technical knowledge only gets you so far You 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
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ELEMENTSFORHRSUCCESS

What you know

How you apply it

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The Core
Competency 1: HR Technical Expertise & Practice The ability to apply the principles and practices of human resource management to contribute to the success of the business. 6 Core Bodies of Knowledge taught in SHRMs Learning System Currently conceptualized as Business Management & Strategy Workforce Planning & Employment Human Resource Development Compensation & Benefits Risk Management Employee & Labor Relations
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Behavioral Competencies
Competency 2: Ethical Practice Definition The pervasive integration of integrity and accountability throughout all organizational and business practices

Sub competencies Rapport building Trust building Personal, professional, and behavioral integrity Professionalism Accountability seeking
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Behavioral Competencies
Competency 3: Relationship Management Definition The art of developing and managing interactions with and between others with the specified aims of service and organizational success. Sub competencies Social, face-to-face, and business networking People management Integrity-based practice Advocacy Negotiation and conflict management
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Behavioral Competencies
Competency 4: Communication Definition The ability to communicate with purpose for all possible audiences Sub competencies Persuasiveness Verbal communication skills Written communication skills Honesty Perceptual objectivity Active listening Effective feedback

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Behavioral Competencies
Competency 5: Consultation Definition The art of providing direct guidance to organizational stakeholders seeking expert advice on a variety of situations or circumstances Sub competencies Creativity Coaching Consulting (design, implementation, and evaluation) Analytic reasoning Problem-solving Multi-tasking
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Behavioral Competencies
Competency 6: Diversity & Inclusion Definition The art of managing human resources regardless of cultural differences both within and across borders. Sub competencies Perspective taking/ empathy Openness to experience Tolerance for ambiguity Embracing diversity & inclusion

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Behavioral Competencies
Competency 7: Leadership & Navigation Definition The ability to lead or maneuver initiatives and processes within the organization with great agility Sub competencies Results orientation/goalsetting Resource management Product and project management Mission fostering Political savvy

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Behavioral Competencies
Competency 8: Critical Evaluation Definition Skill in digesting large amounts of data and assessing the value to your work and organization Sub competencies Measurement and Assessment Skills Objectivity Critical Thinking Curiosity & Inquisitiveness Study Design

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Behavioral Competencies
Competency Domain 9: Business Acumen Definition The ability to understand all business functions within the organization and industry Sub competencies
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Strategic focus Business knowledge Systems thinking Economic awareness Effective administration Finance knowledge Marketing knowledge Operations knowledge
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Closer Look: Levels of Experience

Career Level/Years
Executive 15 or more
Typically is the most experienced person in HR Holds the top HR job in the organization or VP role.

Senior 8-14

Very experienced generalist or specialist Holds a formal title such as but not limited to, director or principal.

Mid 3-7

Generalist or experienced specialist

Manages projects or programs Titles include, but not limited to, HR manager, generalist, or specialist

Entry 0-2
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Specialist in a specific support function

Titles include, but not limited, to HR assistant, junior recruiter, or benefits clerk
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Closer Look at a competency at different career stages

Competency: Business Acumen The ability to understand business functions and metrics Career within the organization and Level/Years industry Executive 15 or more

Proficiencies
Defines strategy for managing talent within the confines of the labor market and the business model

Senior 8-14

Creates an action plan for managing talent within the confines of the labor market

Mid 3-7

Implements strategy for managing talent across business lines as well as competitive market

Entry 0-2
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Gathers, assembles, and reports HR metrics and labor market trends

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Closer Look: Business Acumen

Proficiencies at different career stages

Competency: Business Acumen

The ability to understand business functions and metrics within the organization and industry. Senior 8-14

Career Level/Years
Executive 15 or more

Proficiencies
Develops HR business strategies to drive key business results

Ensures all HR initiatives have ROI that adds to organizational value

Mid 3-7

Defines critical activities in terms of value added, impact, utility derived from cost-benefit analysis Develops basic knowledge of HR Metrics
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Entry 0-2
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Competency Importance by Organization Size

Looking at 5 breakdowns by size we see virtually no difference in Importance as a function of organizational size.
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Competency Importance by Sector

Looking at breakdowns by sector again we see virtually no difference in Importance as a function of organizational sector.
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Entry Level
Prioritization of competencies

2.46 2.11 2.09 1.75 1.59 1.53 1.50 1.48 Entry

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Ethical Practice Communication Relationship Management HR Technical Expertise & Practice Business Acumen Critical Evaluation Consultation Diversity & Inclusion Leadership and Navigation

1.29
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Mid Level
Prioritization of competencies

2.64 2.34 2.33 2.24 2.07 Mid 1.88 1.84 1.73 1.69
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Ethical Practice Relationship Management Communication HR Technical Expertise & Practice Consultation Business Acumen Critical Evaluation Leadership & Navigation Diversity & Inclusion

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Senior Level
Prioritization of competencies

2.77 2.65 2.55 Senior

Ethical Practice HR Technical Expertise & Practice Relationship Management

2.51
Communication

2.44 2.34 2.24 2.21 1.97

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Consultation Leadership & Navigation Business Acumen Critical Evaluation Diversity & Inclusion

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Executive
Prioritization of competencies

Executive

2.87 2.79 2.7 2.64 2.63 2.57 2.5 2.42 2.13

Ethical Practice HR Technical Expertise & Practice Relationship Management Communication Consultation Leadership & Navigation Business Acumen Critical Evaluation Diversity & Inclusion
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The Future
Proficiency vs. performance Industry, size, role

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ELEMENTSFORHRSUCCESS
In Summary.. Its about
3. Continue to develop these skills in your HR career

1. What you know

2. How you apply it

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For More Detailed Information or Questions

E-mail: Competencies@shrm.org or Alexander.Alonso@shrm.org Phone: (703) 535-6403 Web: www.shrm.org/competencies

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