1. Session Title Presenter name & date Shelly Trent, SHRM-SCP, CAE SHRM Field Services Director

2.  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

3. New Expectations for HR: Average is Over

4.  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

5. Forces for Change

6. Competencies defined Competency: a collection of knowledge, skills, abilities and behaviors (KSABs) needed for effective performance in the jobs in question (Campion, 2011)

7. Model Development and Validation

8.  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

9.  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

10. SHRM Competency Model Knowledge + Behavior = Success

11. 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

12. 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

13. 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)

14. 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 issues E.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

15. 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

16. 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 practices HRM viewed to be more effective Positive impact on EE satisfaction and business unit performance

17. Integrating the HR Competency Model into your Education and Career Development

18.  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

19.  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

20. 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

21. 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 – certification preparation at www.shrm.org/certificationwww.shrm.org/certification

23. Shelly Trent SHRM-SCP, CAE SHRM Field Services Director Shelly.Trent@shrm.org (800) 283-7476, x 6335 www.shrm.org Shelly Trent SHRM-SCP, CAE SHRM Field Services Director Shelly.Trent@shrm.org (800) 283-7476, x 6335 www.shrm.org