shrm’s hr professional competency model: a road map for...

© 2019 SHRM. All Rights Reserved

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SHRM’s HR Professional Competency Model:A Road Map for Success

• (Month X, 2018)

• (Location)

Presented by

Gloria Sinclair Miller, SHRM-SCP

Illinois HR Conference & Exposition

September 23, 2019


2Think About Someone in the HR Profession

▪ 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”


Agenda

Today we will focus on:

• The HR Professional Competency

• The SHRM Certification development

• Competency self-development tools can accelerate your

professional growth

• Increasing your ability to contribute to the success of your

organization.


4

Competency: A collection of knowledge, skills, abilities, and other characteristics (KSAOs) that

are needed for effective performance in the jobs in question (Campion et al., 2011).

WHAT ARE HR COMPETENCIES?


5DEVELOPMENT AND VALIDATION OF THE SHRM CERTIFICATION

2011-2012

• ModelDevelopment

• Content Validation

2013

• CriterionValidation &ToolkitRefinement

2014

• SHRM HR Competency Diagnostic Tools

2015

• Competency-Based Certification Kick off

2019

• Over 113K Certified Professionals!


6Meeting the Needs of Today’s HR Profession


7

1. Current and Relevant Knowledge

2. Focused on Advancement

3. Developed with Employers in Mind

4. Globally Applicable and Universally Recognized

5. Backed by the Leading Advocate for HR Professionals

Top 5 Ways Your Organization Will Benefit from SHRM Certification


What Kind of Questions Will I Encounter?

Knowledge Items (KIs)

●Test your Knowledge of:

●Key concepts and terms in the HR field

●Key topics considered foundational to

Competencies

●Receive credit for correct answers

●Not penalized for incorrect answers or

guessing

Situational Judgement Items (SJIs)

● How we test behavior

● Given a realistic, work-related scenario

● Asked to select the best of several possible

strategies

● NO PARTIAL CREDIT – Only receive credit for

selecting the most effective response

● Not penalized for incorrect answers or guessing

Field Test Items (FTIs)

● 30 FTIs mixed randomly throughout exam

● Variety of both SJIs & KIs

● There to assess quality for potential use in future exams

● Not counted towards your score

160

Total

Questions


BEHAVIORAL (NON-TECHNICAL) COMPETENCIES

When you think of HR you should also think of behavioral and leadershipcompetencies:

Interpersonal:

– Relationship Management– Communication– Global and Cultural Effectiveness

Leadership:

– Leadership & Navigation– Ethical Practice

Business:

– Business Acumen – Consultation– Critical Evaluation


10COMPETENCY DOMAIN #1: LEADERSHIP & NAVIGATION

▪ Definition: Ability to direct and contribute

to initiatives and processes within the

organization

▪ HR professionals at each career level can

demonstrate Leadership and Navigation.

– Foster collaboration with coworkers

– Develop strategies to implement HR

initiatives

– Establish a vision for HR initiatives

Employ a results-oriented approach based upon SMART goals to manage

resources, projects and products

Navigating potential obstacles with extreme political savvy


11COMPETENCY 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


12COMPETENCY DOMAIN #3 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


13COMPETENCY DOMAIN #4: 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

e.g. HRM viewed to be more effective. There is positive impact on EE

satisfaction and business unit performance


14COMPETENCY DOMAIN #5: GLOBAL & CULTURAL EFFECTIVENESS

▪ Definition: The ability to value and

consider the perspectives and

backgrounds of all parties

▪ Ability to effectively and respectfully

interact with colleagues, customers,

and clients of varying backgrounds

and cultures

▪ Compliance with inclusive hiring

practices

67% of U.S. organizations and 74% of Fortune 500 companies

utilize diversity training programs


15

COMPETENCY DOMAIN # 6: BUSINESS ACUMEN

▪ Definition: Ability to understand and apply

information with which to contribute to the

organization’s strategic plan

▪ Think in terms of the business and

operations first and then apply the HR lens

to their work

▪ Systems thinking and economic awareness

based upon four areas of knowledge:

business administration, finance,

marketing, and operations expertise

Most proficient HR Practitioner are able to draw a link between HR

metrics and business outcomes like key performance indicators


16COMPETENCY DOMAIN #7: CONSULTATION

▪ Definition: Providing direct

guidance to organizational

stakeholders

▪ Unique set of attributes to translate

complicated information about HRM

practices into actionable

recommendations

1. Technical Skills: HR Expertise

2. Consulting Skills: Entry and contracting, discovery and dialogue,

feedback and decision to act, engagement and implementation,

and extension, recycle, or termination

3. Interpersonal Skills: Building Relationships, listening, effectively

communicating


17COMPETENCY DOMAIN #8: CRITICAL EVALUATION

▪ Definition: Interpret information with

which to make business decisions and

recommendations

▪ HR is all about numbers, metrics, stats,

and research!

▪ Mastery of measurement and

assessment, critical thinking, and

research design with the expressed aim

of answering workforce and business

questions

Evaluate the data, analyze it from different perspectives until

you have a good grasp of the details


18HR EXPERTISE: PEOPLE, ORGANIZATION & WORKPLACE

▪ 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


PEOPLE

HR Strategic Planning

Talent Acquisition

Employee Engagement &

Retention

Learning & Development

Total Rewards

HR Expertise

ORGANIZATION

Structure

Org Effectiveness &

Development

Workforce Management

Employee and Labor

Relations

Technology Management

WORKPLACE

HR/Global

Diversity & Inclusion

Risk Management

Corporate Social

Responsibility

Employment Law and

Regulations

19


What can these initials do for you?

68%

of survey respondents stated that

their SHRM Certification was a

factor in their promotion

58%

of managers look to SHRM Certified

staff for their enhanced efficiency

and tendency toward leadership

21%

of survey respondents attribute their

raise in pay to their SHRM

Certification


Confidence

●Know you truly are a highly

competent HR professional

●Ready to handle today’s complex,

real-world HR/organizational

issues

●SHRM can help you be more

effective and valuable at any

stage of your HR career


Commitment

●Demonstrate your commitment to

HR and your future in it.

●Show that SHRM is your partner

on your HR career path—guiding,

teaching, inspiring continuous

improvement.

●Become more competent, more

valuable, more connected and

supported, more prepared for

whatever happens next.

●Evolve to meet business needs.


23

To be eligible to sit for the SHRM-CP or SHRM-SCP exam, you must

meet specific educational and work experience criteria at the time you

submit your application.

These requirements are:

Learn more about eligibility requirements and selecting the right exam:

shrmcertification.org/eligibility

Eligibility & Inclusivity

https://www.shrm.org/certification/apply/eligibilitycriteria/pages/default.aspx


24

Learn more about the exam application process:

shrmcertification.org/apply

Exam Windows & Fees

https://www.shrm.org/certification/apply/ExamFees/Pages/default.aspx


25SHRM Foundation Certification Scholarships

Awarded each year through the SHRM Foundation!

Learn more at:

shrmfoundation.org/scholarships

https://www.shrm.org/foundation/ourwork/scholarships/pages/all-deadlines.aspx


26

Download the

SHRM Body of Competency &

Knowledge (SHRM BoCK):

shrmcertification.org/SHRM-

BoCK

Meeting the Needs of Today’s HR Profession

https://www.shrm.org/certification/recertification/Documents/18-1534 2019 BoCK_WEB.pdf


27“Your Journey Through SHRM Certification”

Prepare, apply or recertify using this helpful brochure.

Provide to your chapter or state council to help others navigate the SHRM

certification process.

Brochure: “Your Journey Through SHRM Certification”

https://higherlogicdownload.s3.amazonaws.com/SHRM/5daba5d4-58eb-4d01-93e8-648c8ae262c4/UploadedImages/181609_CertJourneyBrochure_x1a.pdf


28

The 2019 SHRM Learning System

Is now delivered in a fully online

format – providing comprehensive,

flexible and effective SHRM-CP and

SHRM-SCP exam preparation. Real-

life situations that require decision

making skills are incorporated into

the online learning modules and

study tools to help you better

understand, apply, and engage with

behavioral competencies and HR

knowledge.

One Comprehensive System to Prepare You for Success

Learn more about the SHRM Learning System:

shrmcertification.org/learning/demo

SHRM Learning System

http://learnhrm.shrm.org/ls/


29

MODULE // HR

COMPETENCIES

• Leadership & Navigation

• Ethical Practice

• Business Acumen

• Consultation

• Critical Evaluation

• Relationship Management

• Global & Cultural Effectiveness

• Communication

MODULE // PEOPLE

• HR Strategic Planning

• Talent Acquisition

• Employee Engagement &

Retention

• Learning & Development

• Total Rewards

MODULE // ORGANIZATION

• Structure of the HR Function

• Organizational Effectiveness &

Development

• Workforce Management

• Employee & Labor Relations

• Technology Management

MODULE // WORKPLACE

• HR in the Global Context

• Diversity & Inclusion

• Risk Management

• Corporate Social Responsibility

• Employment Law &

Regulations

(U.S. Only)

SHRM Learning System


30

Congratulations!

You have earned your certification!

Congratulations!


31

Learn more about recertification requirements:

shrmcertification.org/recertification

• Recertification will be required every three years.

• Professionals will need to earn 60 professional

development credits (PDCs) in order to recertify.

Recertification Application Fee:

SHRM Members = $100 USD

Nonmembers = $150 USD

Recertification Requirements

3 years to recertify!

https://www.shrm.org/certification/recertification/RecertificationRequirements/Pages/default.aspx


32

3 years to recertify!

Example: Passed the test: May 2019

Add three years: May 2022

Birth month: July

Recertification date:July 31, 2022

Another example:

Passed the test: December 2019

Add three years: December 2022

Birth month: November

Recertification date: November 30, 2023

Recertification


60 PDCs

over 3-years(36 months)

(156 weeks)

(1,095 days)

60

3.25

Continuing Education

Course

1 Work Project

Submission

10

9

3 Years of SHRM

Membership

SHRM Annual

Conference

27.25

9

3 SHRM Approved

Books

2 Webcasts

2


Three Steps To Success

Identify Challenges and/or Opportunities

Select Resources

Create a Schedule

1

2

3


1. Identify Challenges and/or OpportunitiesUse Your

Exam Score

Report Take the SHRM

Competency Self

Assessment

Review Your

Organization’s

Strategy and

Business Plan

Ask Your

Supervisor


Authorship

Professional

MembershipVolunteerism

Learning

Activities/

Events

Work

Projects

Speaking

Resources


The Perfect

Companion

Piece!


Recertification Schedule – Example 1

Year 1

• 1 year of SHRM

Membership (3

PDCs)

• SHRM Annual

Conference &

Exposition

attendance (27.25

PDCs)

• 30.25 PDCs Total

Year 2

• 1 year of SHRM

Membership (3 PDCs)

• SHRM Annual

Conference &

Exposition attendance

(27.25 PDCs)


Year 3

• 1 year of SHRM Membership (3 PDCs)

• SHRM Annual Conference & Exposition attendance (27.25 PDCs)



Recertification Schedule – Example 2

Year 1

• 1 year of SHRM

Membership (3 PDCs)

• Attend 10 week online

course (10 PDCs)

• Read 2 SHRM

approved books (6

PDCs)

• Attend 4 one-hour HR

related webcasts (4

PDCs)

23.00 PDCs Total

Year 2

• 1 year of SHRM

Membership (3 PDCs)

• 1 work project involving

100+ hours of work

over 6+ months (20

PDCs)

23.00 PDCs Total

Year 3

• 1 year of SHRM Membership (3 PDCs)

• Serve as a Chapter board, chair or committee member (5PDCs)

• Do a one-hour HR related presentation (2 PDCs)

• Participate as a SME in a SHRM Certification exam/item development event (10 PDC).

20.00 PDCs


5 Simple Steps To Recertify

Plan

Track

SubmitPay

Repeat

Be intentional about

your professional

development

Enter PDCs in

your portal as

soon as you

earn them

Submit as soon

as you have 60

or more.

Remit the application

fee: $100 for SHRM

member

$150 for nonmembers

It’s never to

early to get

started


41Qualifying Credit-Earning Activities:


42Qualifying Credit-Earning Activities:


43

Qualifying Credit-Earning Activities:


44

Download the 2019 SHRM Recertification Handbook:

www.shrmcertification.org/recertificationhandbook

How to Maintain SHRM Certification

http://www.shrmcertification.org/recertificationhandbook


45

https://www.youtube.com/watch?v=i-q0WH0WEVo

SHRM Certification App

https://www.youtube.com/watch?v=i-q0WH0WEVo

© 2019 SHRM. All Rights Reserved46

EFFECTIVE AUGUST 1ST!

NEW - Earn PDCs

during grace period.

NEW – Carry over

credits

NEW – Begin earning

PDCs for new cycle

right away.

Recertification Updates for 2019


47

✓ SHRM Conferences

✓ SHRM Seminars

✓ SHRM eLearning sessions

✓ SHRM membership is also now

being auto uploaded

PDCs earned by SHRM members will be automatically uploaded

to their recertification portal

If you don’t recall your login information,

please contact SHRM. Do not create a new account.

Questions? (703) 535-6080 or [email protected]

SHRM Recertification Auto-Fill Feature

mailto:[email protected]


48

What’s Next?

How do I get certified?

How do I upgrade my certification?

Congratulations!


SHRM Specialty Credentials

49

SHRM Certification not required, however you receive 20+ PDCs toward your SHRM-CP

or SHRM-SCP recertification upon completion of either program.

Complete the Specialty-specific SHRM

seminar (In-Person or Virtually)

Complete the Specialty-specific SHRM

eLearning modules

Pass a Multi-question Online

Knowledge Assessment


What are SHRM Specialty Credentials?

Recognition of competency-based

professional development in a

focused field of practice

NOT A CERTIFICATION

Earned by participating in a series of

learning events:

○ In-person Seminars

OR

○On-line instructor-led learning

○Must pass an assessment

●Lasts for 3 years

●CANNOT RECERTIFY like a SHRM

Certification

●After 3 years must attend learning

events and pass assessment again

© 2019 SHRM. All Rights Reserved© 2019 SHRM. All Rights Reserved

Thank You!


SHRM Field Services Director

EMAIL: [email protected]

PHONE: 1-800-283-7476 x6480 or 703-535-6480

TWITTER: @SHRMGloria

LINKEDIN: Linkedin.com/GloriaSinclairMiller


t


SHRM’s HR Professional Competency Model:A Road Map for Success

• (Month X, 2018)

• (Location)

Presented by


Illinois HR Conference & Exposition

September 23, 2019