medium chapter presidents july 24, 2012. ©shrm 2012 today’s agenda shrm’s hr competency model:...
TRANSCRIPT
Medium Chapter Presidents July 24, 2012
©SHRM 2012
Today’s Agenda
SHRM’s HR Competency Model: The framework for developing proficiency
Alexander Alonso, PhD, SPHR will provide an overview of the critical competencies needed for success in HR and how SHRM offers tools to support the development of your proficiency in the competency domains. Information about SHRM’s Competency Model, including its development and validation, will be reviewed. Finally, Dr. Alonso will provide insight into self-development tools for proficiency growth.
©SHRM 2012
Today’s Agenda
SHRM’s Advocacy Team Initiative:
SHRM has launched an initiative to create a nationwide member advocacy network known collectively as the Advocacy Team, or A-Team, to fully engage our members in the public policy process. To develop the A-Team, SHRM’s Government Affairs Team created a strategic curriculum designed to inform and train those supporting the Society’s public policy efforts though this program. The A-Team consists of key contact leaders in each targeted congressional district, known as Advocacy Captains, as well as general activists, known as HR Advocates, who support the Captains’ efforts. Chapters within the A-Team target states are eligible to host these curriculum sessions which are worth up to 1.5 hours of strategic recertification credits. David Lusk, SHRM’s Senior Associate for Member Advocacy, will provide insight into the A-Team program, an update on its status and how your chapter can support this initiative.
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SHRM’s HR Competency Model
• SHRM’s Commitment to YOU:> Advance the Profession> Serve the Profession
• Knowledge Development is one way we accomplish this.
• Examples:> Knowledge Center> Research> Academic Initiatives> Standards> Thought Leadership
Knowledge Development
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Thought Leadership
Organizational Development
Career Development
Competency
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What is a Competency?
Competency Model: 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).
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Our Process
2012
2013
2011
FUTURE
START
Model Development
Content Validation
Criterion Validation & Toolkit Refinement
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Research
MODEL DEVELOPMENT• Literature Review
35 different competency models • Development
111 Focus Groups29 cities globally1200 HR Professionals globally
• Survey of 640 CHROs
CONTENT VALIDATION• 2012 Competency Validation Survey
32,000 HR Professionals globally at all career levels (entry, mid, senior, executive)
• 33 Nations represented in total
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How much of HR is HR?
• When you think of HR you think of technical competencies, including activities like:> Compensation> Talent Management – Recruitment and Selection> Training and Development> Employee relations> Employee engagement> Compliance
> Larger companies have specialists who handle these areas and smaller companies have generalists who handle a variety of HR activities.
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Nuts and Bolts HR!
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How much of HR is HR?
• When you think of HR you should also think of behavioral and leadership competencies:
> Ethical Practice> Communication> Consultation> Critical Evaluation> Global & Cultural Effectiveness> Relationship Management> Organizational Leadership & Navigation> Business Acumen
> Regardless of the size organization you are in – you need all of these skills, developed over time, to be successful in HR
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To be successful in HR and grow your career you need more than HR Technical Knowledge
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ELEMENTS FOR HR SUCCESS
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ELEMENTS FOR HR SUCCESS
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Closer Look: Business Acumen
Gathers, assembles, and reports HR metrics and labor market trends
Implements strategy for managing talent across business lines as well as competitive market
Creates an action plan for managing talent within the confines of the labor market
Defines strategy for managing talent within the confines of the labor market and the business model
Executive 15 or more
Senior 8-14
Entry0-2
Mid 3-7
ProficienciesCareer Level/YearsCompetency:
Business Acumen
The ability to understand business functions and metrics within the
organization and industry.
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Competency Self-Assessment
Free Abridged Competency Self Assessment https://csa.shrm.org
Hello, I’m Susan, your virtual coach.
SHRM HR COMPETENCY Self-Assessment:
Situational Judgment Test
Virtual Role Play
Self-Report Assessment
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The Future
• 5 years from now
• Personal• Organizational
• Moderators• Outcomes
Criterion Validation
Future Context
Re-validationToolkit
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SHRM’s HR Competencies Model
Free Abridged Competency Self Assessment Web: https://csa.shrm.org
Questions:E-mail: [email protected] or [email protected]: (703) 535-6403 Web: www.shrm.org/competencies
Contact Information
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SHRM Advocacy Team Initiative
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Developed to ensure when public policy decision-makers are developing workplace policy, the voice of the HR profession is heard through a “local network”
SHRM members best understand and are best suited to communicate how public policy affects employees, employers and the HR profession as a whole
Informs legislators of policy impacts upon employers in her / his district
SHRM’s Regional-Chapter structure does not align with congressional districts
Currently in year three of five-year implementation
SHRM Advocacy Team Initiative
Purpose of the A-Team Initiative
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SHRM Advocacy Team Initiative
Intended to build upon successful but ad-hoc efforts in place (DITB, DITD, conference Hill Advocacy Days)
Two participation levels
HR Advocate
Advocacy Captain
Four “soloist” lobbyists vs. “choir” of 260,000 SHRM activists
Members represent diverse opinions (260,000 voices of information)
Members comprise the entire spectrum of employer settings
Purpose of the A-Team Initiative
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SHRM Advocacy Team Initiative
WI
NE
KS
NY
WA
ALAR
CA
ME
Comprise 146 Congressional Districts
FL
RI
2010 A-Team Target States
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SHRM Advocacy Team Initiative
IL
NM
PA
NV
OR
CA
DE
OH
TX
WV VA
Comprise 114 Congressional Districts
2011 A-Team Target States
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SHRM Advocacy Team Initiative
Comprise 61 Congressional Districts
2012 A-Team Target States
WY
ID
CO
OK
GA
CACT
MDTN
IN IA
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SHRM Advocacy Team Initiative
Be the voice on key HR issues in the community
Offer strategic educational programming for HR professionals
Support SHRM strategic priority while increasing visibility on “hot” HR issues
Contribute to SHAPE objectives / CLA areas of Government Affairs
SHRM State Council / Chapter Benefits
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SHRM Advocacy Team Initiative
SHRM Support for A-Team Effort
SHRM will provide speakers on advocacy and public policy issues for state council and chapter programs
Monthly HR Advocate conference calls to share successes/challenges and to hear from policy insiders
Advocacy Captain Toolkit to help build HR Advocacy teams will be available in 2012
Sample press releases, marketing brochures, media strategies to support local A-team program
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SHRM Advocacy Team Initiative
House Concurrent Resolution 101 (Neal / Gerlach)
Sought 100 co-sponsors; 52 co-sponsors as of early February
Launched coalition activities, letter-writing & phone campaigns
Co-sponsorship jumped to 106 in two weeks (by mid-February introduction)
Between 150 – 350 A-Team members regularly view live monthly webinars
Rise in State Council / Chapter programming
Existing annual legislative conferences providing more programming with strategic credit
Legislative conferences initiated in California, Florida, Maryland & New Hampshire, among others
Measurable Results
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SHRM Advocacy Team Initiative
Members of Congress DO Remember Activists
Measurable Results
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SHRM Advocacy Team Initiative
David M. LuskSenior Associate, Member Advocacy
W: 703-535-6158C: 703-597-36021800 Duke StreetAlexandria, VA 22314
Contact Information
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Questions
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Thank You!