session title presenter name & date scott d. ferrin, shrm-scp, pmp shrm field services director
TRANSCRIPT
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Session TitlePresenter name & date
Scott D. Ferrin, SHRM-SCP, PMP SHRM Field Services Director
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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
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New Expectations for HR: Average is Over
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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
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New ways of doing business
require new ways of
managing talent
• Globalization
• Speed and Flexibility
• Government Regulation
• Demographic Shifts
New ways
of managing
talent require new competenci
es and
behaviors
from HR
• Highlighting behavioral attributes along with technical skills
A new focus
on competencies
and behaviors is a great
way to advance the
HR profess
ion
• Identifying successful performance across career levels
• Focus on observable measurable behaviors and proficiency standards
Forces for Change
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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)
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Model Development and Validation
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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
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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
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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
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SHRM Competency Model
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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
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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
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Competency Domain #1HR 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
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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 issuesE.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
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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
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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
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Integrating the HR Competency Model into
your Education and Career Development roadmap
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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
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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
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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
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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
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Scott D. Ferrin SHRM-SCP, PMP
Field Services Director
[email protected] (800) 283-7476 x6453
@SHRMScott
www.shrm.org