1. Session Title Presenter name & date Scott D. Ferrin, SHRM-SCP, PMP SHRM Field Services Director

2.  HR Competencies: Moving Beyond Average – Model steeped in research – Importance of Knowledge and Behavior  Integrating Competencies into your Personal Career Development Pathway – What competencies are important for early career professionals – How your degree is linked to the HR Competency Model SHRM’s Curriculum Guidelines Assurance of Learning Assessment – What competencies are important for mid-career professionals? – Starting to think now about earning the SHRM-Certified Professional competency-based certification Today’s session

3. New Expectations for HR: Average is Over

4.  Think about someone in the HR profession whom you know  What makes them really good at what they do? – How they do their job – Who they interact with – How they conduct themselves  Take note of what comes to mind  Let’s talk about these “factors” Envisioning Competencies as a Pathway for Development

5. Forces for Change

6. Competencies defined Competency: a collection of knowledge, skills, abilities and behaviors (KSABs) that are 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 or technical competencies including: – 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 the size organization you are in – you need all of these skills, developed over time, to be successful in HR How much of HR is HR: Behavioral Competencies

10. Knowledge + Behavior = Success To be successful in HR and grow your career you need more than just technical competencies Technical Competencies (Power) What’s Being Performed Behavioral Competencies (Direction) How You Perform Your Job

11. SHRM Competency Model

12. 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

13. Career level differences: 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

14. Competency Domain #1 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., Talent Acquisition, Employee Engagement, Learning & Development, Total Rewards, Risk Management, & Labor Relations

15. Competency Domain #2: 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 E.g., Developing policies and procedures for employees to report unethical behavior

16. Competency Domain #6: 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

17. Competency Domain #7: 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

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

19.  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

20.  Multiple test windows per year  Eligibility requirements  Content tested  Costs  Test Centers  Study Materials  Results Reports – for the individual examinee – for the examinee’s university  Stepping stone to SHRM Competency-based certification Assurance of Learning Basics www.shrm.org/assessment

21. 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

22. 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

24. Scott D. Ferrin SHRM-SCP, PMP Field Services Director scott.ferrin@shrm.org scott.ferrin@shrm.org (800) 283-7476 x6453 @SHRMScott www.shrm.org Scott D. Ferrin SHRM-SCP, PMP Field Services Director scott.ferrin@shrm.org scott.ferrin@shrm.org (800) 283-7476 x6453 @SHRMScott www.shrm.org