Core Competencies for HR Professionals. Competencies of HR Professionals in a SHRM Scenario.
Competencies for HR Professionals
Most HRM professionals are generalists who have expertise in benefits, compensation, and labor relations and focus on important issues such as employee engagement and managing company culture. They lack business acumen and expertise in relating HR to real-world business. Additionally, they do not know how key decisions are made and are unable to determine why employees fail to achieve company goals.
Competencies of HR Professionals in a SHRM Scenario
Core Competencies for HR Professionals
The Nine Core Competencies of the SHRM Model are as follows:
1. HR Technical Expertise and Practice
Apply principles of HRM to contribute to the success of the business.
Example Behavior: Remains current on relevant laws, legal rulings, and regulations; develops and utilizes best practices.
2. Relationship Management
Manage interactions with and between others with the specific goal of providing service and organizational success.
Example Behavior: Providing customer service to organizational stakeholders ensures alignment within HR when delivering service and information to the organization.
3. Business Acumen
Understand business functions and metrics within the organization and industry.
Example Behavior: demonstrates a capacity for understanding the business operations and functions within the organization, understanding organizational metrics and their relations to business success.
4. Critical Evaluation
Interpret information to determine return on investment and organizational impact in making recommendations and business decisions.
Example Behavior: gather ethical information to make sound decisions based on evaluation of available information.
Effectively exchange and create a free flow of information with and among various stakeholders at all levels of the organization to produce meaningful outcomes.
Example Behavior: Providing constructive feedback effectively helps managers communicate not just on HR issues.
Guide stakeholders such as employees and leaders seeking expert advice on a variety of circumstances and situations.
Example Behavior: serves as a workforce and people management expert, and develops consultative and coaching skills.
7. Ethical Practice
Integrate core values, integrity, and accountability throughout all organizational and business practices.
Example Behavior: maintain confidentiality acts with personal, professional, and behavioral integrity.
8. Global and Cultural Effectiveness
Manage Human Resources both within and across.
Example Behavior: embraces inclusion, and works effectively with diverse cultures and populations.
9. Organizational Leadership and Navigation
Direct initiatives and processes within the organization and gain buy-in from stakeholders.
Example Behavior: fosters collaboration, and exhibits behaviors consistent with and conforming to the organization’s culture.