SHRM BODY OF

COMPETENCY
By LANA ALAMRI – 2212006
Lecture: Humans Resources management
Lecturer: Maha bradee
 The purpose of choosing this topic

Competency models is very essential in the field of HR, competency models play an important role in the

different levels like selection, training and appraisal of HR and other professionals. Organisations can

use competency models to help structure themselves and their teams to align what is needed for

successful performance with organisational strategy. I want to talk about each model and some of its key

behaviors indicative of proficiency for all HR professionals

Content Layout
■ About SHRM Body of Competency
■ Competency definition
■ Behavioural Competency #1: Leadership & Navigation
■ Behavioural Competency #2: Ethical Practice
■ Behavioural Competency #3: Business Acumen
■ Behavioural Competency #4: Relationship Management
■ Behavioural Competency #5: Consultation
■ Behavioural Competency #6: Critical Evaluation
■ Behavioural Competency #7: Global & Cultural Effectiveness
■ Behavioural Competency #8: Communication
IN 2011, SHRM BEGAN YEARS OF EXTENSIVE RESEARCH INVOLVING THOUSANDS OF HR
PROFESSIONALS TO DEVELOP THE SHRM COMPETENCY MODEL, WHICH IDENTIFIES
EIGHT KEY BEHAVIOURAL COMPETENCIES:
ETHICAL PRACTICE, LEADERSHIP AND NAVIGATION, BUSINESS ACUMEN, RELATIONSHIP
MANAGEMENT, COMMUNICATION, CONSULTATION, CRITICAL EVALUATION, AND GLOBAL
AND CULTURAL EFFECTIVENESS AND COMMUNICATION
THE SHRM COMPETENCY MODEL PROVIDES HR PROFESSIONALS WITH A
COMPREHENSIVE ROADMAP FOR DEVELOPING THE CAPABILITIES THEY NEED TO
ADVANCE THEIR CAREERS AND IMPROVE THEIR EFFECTIVENESS IN THE WORKPLACE.
Competency definition
 Key behaviors indicative of proficiency in Leadership &
Navigation for all HR professionals include:.
• Fostering collaboration among stakeholders and team
members.
• Developing solutions to overcome potential obstacles
Behavioural Competency #1: to successful implementation of initiatives.
Leadership & Navigation • Demonstrating agility and expertise in leading
organizational initiatives or supporting the initiatives
of others.
• Setting the vision for HR initiatives and building buy-
in from internal and external stakeholders.

Behavioural
Competency #2: Key behaviours indicative of proficiency in Ethical Practice for all
HR professionals include:
• Maintaining confidentiality.

Ethical Practices • Acknowledging mistakes.

• Applying power or authority appropriately.
• Managing political and social pressures when making decisions.
 Behavioural Key behaviors indicative of proficiency in Business
Acumen for all HR professionals include:

Competency #3: • Understanding the strategic relationship between

effective HRM and core business functions.

Business Acumen
• Being capable of understanding the business
operations and functions within the organization.
• Understanding the industry and the business/
competitive environment within which the
organization operates.
• Understanding organizational metrics and their
correlation to business success.

Behavioural
Competency #4: Key behaviors indicative of proficiency in Relationship Management

Relationship
for all HR professionals include:
• Establishing credibility in all interactions.
• Building engaging relationships with all organizational stakeholders

Management
through trust, teamwork, and direct communication.
• Demonstrating approachability and openness.
• Promoting successful relationships with stakeholders.
• Demonstrating the ability to effectively build a network of contacts
at all levels within HR and the community, internally and externally.
 Key behaviors indicative of proficiency in
Behavioural Consultation for all HR professionals include:
• Applying creative problem-solving to address
Competency #5: business needs and issues.
• Generating specific organizational interventions
Consultation to support organizational objectives.
• Developing consultative and coaching skills.
• Guiding employees as to specific career
situations.

Behavioural Key behaviors indicative of proficiency in Critical

Evaluation for all HR professionals include:
Competency #6: • Gathering critical information.
• Analyzing information to identify evidence-based best

Critical Evaluation practices.

• Identifying leading indicators of outcomes.
• Analyzing large quantities of information from research
and practice.
 Key behaviors indicative of proficiency in Global & Cultural Effectiveness
for all HR professionals include:
Behavioural Competency • Having a strong set of core values while adapting to particular conditions,
situations, and people.
#7:Global and Cultural •
•
Working effectively with diverse cultures and populations.
Appreciating the commonalities, values, and individual uniqueness of all
Effectiveness •
human beings.
Possessing self-awareness and humility, to learn from others.
• Adapting one's perspectives and behaviors to meet the cultural context.

Behavioural Key behaviors indicative of proficiency in Communication for all HR

professionals include:

Competency #8:
• Providing clear, concise information to others in verbal, written,
electronic, and other communication formats for public and
organizational consumption.
• Listening actively and empathetically to the views of others.

Communication •
•
•
Delivering critical information to all stakeholders.
Communicating proactively.
Providing proactive communications.
• Helping others consider new perspectives.
• Helping managers communicate on issues other than HR.
 Conclusion
In this presentation, I discussed the.
Importance role of SHRM BODY
OF COMPETENCY and discussed
different key behaviours for each
competency. The SHRM
Competency Model offers HR
specialists a thorough acquiring the
skills required to grow their careers
and increase their effectiveness at
work.