1. The SHRM Competency Model: A Road Map for Success
Phyllis Shurn-Hannah, SHRM-SCP
Presented to: Pittsburgh Annual Conference

2. How can I be more successful in HR?

3. Three things to walk away with today
The SHRM Competency Model is YOUR model
The model is a roadmap to HR success
Success requires a plan

4. YOUR

5. Why are competencies important?
KSAOs
Competencies
Strategy
HR Success

6. What else is special about the SHRM Competency Model?
HR Knowledge
HR Behavior

7. Technical Business Leadership Interpersonal HR Expertise
Business Acumen
Critical Evaluation
Consultation
Leadership
Leadership and Navigation
Ethical Practice
Interpersonal
Communication
Relationship Management
Global & Cultural Effectiveness

8. How do you know if you are on the path to success?
Proficiency Indicators
Specific behavioral statements that illustrate effective HR practice

9. Proficiency Indicators for Relationship Management
Develops and maintains a network of external partners (e.g., vendors).
Demonstrates concern for the well-being of colleagues.
Fosters collaboration and open communication among stakeholders and team members.
Identifies and resolves conflict that is counterproductive or harmful.

10. Shifting Competency Importance
Entry
Mid
Senior
Executive
Ethical Practice 1
Communication 2 3 4 5
Relationship Management
HR Expertise
Business Acumen 6 7
Critical Evaluation 8
Consultation
Global & Cultural Effectiveness 9
Leadership & Navigation

11. Ethical Practice The KSAOs needed to:
Maintain high levels of personal and professional integrity
Act as an ethical agent who promotes core values, integrity and accountability throughout the organization

12. Communication The KSAOs needed to:
Effectively craft and deliver concise and informative communications
Listen to and address the concerns of others
Transfer and translate information from one level or unit of the organization to another

13. Relationship Management
The KSAOs needed to:
Create and maintain a network of professional contacts within and outside of the organization
Build and maintain relationships
Work as an effective member of a team
Manage conflict while supporting the organization

14. HR Expertise (HR Knowledge)
The foundation for HR
The principles, practices and functions of effective HR management.
Organization
Workplace
People

15. Business Acumen The KSAOs needed to:
Understand the organization’s operations, functions and external environment
Apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization

16. Critical Evaluation The KSAOs needed to:
Collect and analyze qualitative and quantitative data
Interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations

17. Consultation The KSAOs needed to:
Work with organizational stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives
Build ongoing support for HR solutions that meet the changing needs of customers and the business

18. Global & Cultural Effectiveness
The KSAOs needed to:
Value and consider the perspectives and backgrounds of all parties
Interact with others in a global context
Promote a diverse and inclusive workplace

19. Leadership & Navigation
The KSAOs needed to:
Navigate the organization and accomplish HR goals
Create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization
Lead and promote organizational change
Manage the implementation and execution of HR initiatives
Promote the role of HR as a key business partner

20. Aligning to the SHRM Competency Model
SHRM HR Competencies
Your Organization’s Competencies
HR Expertise
???
Business Acumen
Critical Evaluation
Consultation
Leadership and Navigation
Ethical Practice
Communication
Relationship Management
Global & Cultural Effectiveness

21. What is your plan for success?
What are your goals?
How do the HR Competencies align to those goals?
What is your plan for assessing your competency strengths and areas for development?
How do you plan to leverage your strengths?
How do you plan to develop?
What resources and tools can help you with both?
How will you know whether you have succeeded?
How will you sustain this process to continually improve?

22. Does SHRM have resources to help me plan?
For copies, contact

23. What can I do to assess and develop my proficiency?

27. SHRM18 will be held at McCormick Place in downtown Chicago
SHRM18 will be held at McCormick Place in downtown Chicago. Which is a great venue to have this event for approximately 15,000 HR professionals.
This is a World Renowned HR Event
There is no better place for HR professional development than SHRM’s Annual Conference & Exposition. By attending, you’ll gain the tools and resources you need to implement successful HR practices – which help your company succeed. 

30. Where do I go for more information?
SHRM Resource
SHRM.org
Competency Model
/hrcompetencies
Conferences
/events
Behavioral Competencies Articles
/resourcesandtools/hr-topics/behavioral-competencies
Diagnostic Tools
/learningandcareer/competency-model/pages/competency-diagnostic-tools.aspx
Certification
/certification

31. Image courtesy of Stuart Miles/FreeDigitalPhotos.net

32. Phyllis Shurn-Hannah
Field Services Director (FSD)
Phone ( )
shrm.org