Tomorrow’s Competent Professional SHRM Long Island Workforce Readiness Committee

Introduction [Insert your name here] [Optional: insert picture] [Insert your title and company/organization name] [Insert contact info – phone and/or email address] Why I am Here Today

The Human Resources Function What is it? Just as we have business partners for finance and sales and marketing, HR is the business partner for arguably each company’s greatest asset – its employees. As in any other profession, there’s a strategic aspect to people management, as well as numerous technical components. We’ll be talking about this during our time together today.

Human Resources Organizations SHRM’s mission is to be a globally recognized HR professional society that exists to develop and serve the HR professional, and advance and lead the HR profession. SHRM provides education, thought leadership, certification, community and advocacy to enhance the practice of human resource management and the effectiveness of HR professionals in the organizations and communities they serve.

TCP Learning Objectives Upon successful completion of this program, you will: Increase awareness of the Human Resources function within any business Understand how competency models are used in business and describe the inter-relation between technical and behavioral competencies Understand key behaviors and practical application of each of the competencies included in the SHRM Competency Model Understand the importance of teamwork and group problem solving in business Gain practice in working with groups to achieve a common goal

Technical: WHAT Behavioral: HOW What is a Competency? A cluster of highly interrelated attributes, including knowledge, skills, and abilities (KSAs) that give rise to the behaviors needed to perform a given job effectively. Competencies can be either technical or behavioral Technical: WHAT Behavioral: HOW

What is a Competency Model? A set of competencies that collectively defines the requirements for effective performance in a specific job, profession, or organization.

Why are Competencies Important in an Organization? Clear Expectations Evaluation Establish where you are now Coaching Career Planning Succession Planning Capability Development and Workforce Planning Resilience in the face of change Recruiting

SHRM Competencies Leadership & Navigation Relationship Management Global & Cultural Effectiveness Communication Consultation Ethical Practice Business Acumen Critical Evaluation HR Expertise (HR Knowledge)

Leadership & Navigation The ability to direct and contribute to initiatives and processes within the organization

Leadership & Navigation Results Objectives Communicate Modify Manage change

Stories of Leadership What Leadership & Navigation behaviors were exhibited? What was/were the biggest Human Resources-related challenge/s this leader faced? What did you find most compelling about this account?

Leadership is the art of getting someone else to do something you want done because he wants to do it. Dwight D. Eisenhower

Ethical Practice The ability to integrate core values, integrity, and accountability throughout all organizational and business practices

Ethical Practice

….sometimes the right action is not the easiest action…. Ethical Practice Working in teams, discuss the ethical course of action for the following situations: You overhear a fellow employee complaining about the way the supervisor speaks to her and looks at her in suggestive way Witness a co-worker stealing office supplies from the workplace Observe classmate cheating on exam ….sometimes the right action is not the easiest action….

Business Acumen The ability to understand and apply information with which to contribute to the organization’s strategic plan

Increase Contributions Asked to Join Discussions Comfort with Finance Ask Questions Increase Contributions Asked to Join Discussions Always in touch Business Acumen

Business Acumen Speak the language of leadership, data, results and alignment to goals

Relationship Management The ability to manage interactions to provide service and to support the organization

Relationship Management https://www.youtube.com/watch?v=lwuouSVtWAE

The ability to provide guidance to organizational stakeholders Consultation The ability to provide guidance to organizational stakeholders

Consultation Scenario: Company has limited funds to be shared across different teams. Options: Purchase newest high-tech IT solution Hire more staff Increase stock price by not spending

Critical Evaluation The ability to interpret information with which to make business decisions and recommendations

Downstate New York (Nassau, Suffolk and Westchester counties) Critical Evaluation New York State Minimum Wage: $10.00* per hour as of 12/31/2016 Downstate New York (Nassau, Suffolk and Westchester counties) December 31, 2015: Increased from $8.75 to $9.00 December 31, 2014: Increased from $8.00 to $8.75 December 31, 2013: Increased from $7.25 to $8.00 *Fast food employees: $10.75 outside of the City of New York

Global and Cultural Effectiveness The ability to value and consider the perspectives and backgrounds of all parties

Global & Cultural Effectiveness https://www.youtube.com/watch?v=45-Gbk2OoFM

Communication The ability to effectively exchange information with stakeholders

The Communication Process Sender Message Channel Receiver Noise Feedback

50 Shades of Vague From: Home Office Subject: Procedural Change We are probably going to change our procedure on this policy depending on what we might implement to improve this situation. If time permits, we will send out what the boss wants us to do to find a new procedure on the changes that will be made. There will be several alternatives that we possibly can take. We will try to send out some kind of a communication on the new procedures hopefully in the next week or so. This probably will be part of our new procedures that we could possibly give to many of our bigger customers. If someone doesn’t receive a copy they should contact us. Everyone needs to be aware that we need to first get approval from the main office before we can finalize any of these changes. We don’t know at this time how long this process will take because of the number of signatures that are required to make these changes official. We will let you know as soon as we get any indication of the direction that the top of the house wants to do or when these changes are approved.

50 Shades of Vague - Revealed From: Home Office Subject: Procedural Change We are probably going to change our procedure on this policy depending on what we might implement to improve this situation. If time permits, we will send out what the boss wants us to do to find a new procedure on the changes that will be made. There will be several alternatives that we possibly can take. We will try to send out some kind of a communication on the new procedures hopefully in the next week or so. This probably will be part of our new procedures that we could possibly give to many of our bigger customers. If someone doesn’t receive a copy they should contact us. Everyone needs to be aware that we need to first get approval from the main office before we can finalize any of these changes. We don’t know at this time how long this process will take because of the number of signatures that are required to make these changes official. We will let you know as soon as we get any indication of the direction that the top of the house wants to do or when these changes are approved.

Wrapping Up Visit SHRM.org and search for the SHRM Body of Competency & Knowledge (SHRM BoCK) Connect with and network with SHRM-LI members Refer to your Student SHRM Chapter (if available)

Thank You!