At their recent Annual Conference in Atlanta, SHRM introduced a new competency model for human resources professionals. It has 1 technical competency and 8 behavioral competencies. The technical competency is HR Technical Expertise and Practice, which is basically knowing your stuff about legislation, policy, procedure, etc.
The behavioral competencies are:
- Relationship Management – the ability to manage interactions with and between others
- Consultation – the art of providing guidance
- Organizational Leadership and Navigation – the ability to direct initiatives and processes
- Communication for Impact – the ability to effectively exchange information
- Global and Cultural Effectiveness – the art of managing human resources across borders
- Ethical Practice – the integration of core values, integrity and accountability
- Business Acumen – the ability to understand business functions and metrics
- Critical Evaluation – the skill of interpreting information (e.g. data, metrics, etc.) in order to make decisions
This isn’t the first time a competency model has been introduced for the human resource profession. The RBL Group (with Dave Ulrich) and the University of Michigan also released one. You can check it out here. While they aren’t exactly the same, I think both sets of competencies are similar. Just packaged a little differently.
I’m curious…where am I supposed to focus my energy? Some people would say “all of them”. But that just doesn’t seem realistic. Instead of focusing on 8 things, I believe it’s best to focus on one or two, become skilled at those then move on to others. But what competencies should I focus on first? Which one will have the greatest impact?
So tell me what you think.
I’m looking forward to seeing the results of this survey. Thanks for taking a moment to share your thoughts. I’ll be sure to send out the results in a couple weeks.0