Mission Driven
Verbal &
Written Communication
Promotes consensus among organizational stakeholders (e.g., employees, business unit leaders, informal leaders) when proposing new initiatives
credibility
The knowledge of principles, practices and functions
of effective human resource management.
Results-
and Goal-
Oriented
Responds immediately to all reports
of unethical behavior or conflicts
of interest
Diversity Perspective
Leadership and Navigation
People Management
Leads effective and efficient meetings
Systems Thinking
Measurement
& Assessment
Openness to Various Perspectives
Delivers customized human resource solutions for organizational challenges
Analyzes data with a keen sense for
what is useful
Influence
Cultural Awareness & Respect
Systems
Thinking
Empowers all employees to report unethical behavior or conflicts of
interest without fear of reprisal
Provides constructive feedback effectively
The ability to interpret information to make
business decisions and recommendations.
Consensus Builder
trust
building
*See all subcompetencies included in Critical Evaluation in the full SHRM Competency Model
Risk Management
Project Management
Business Operations & Logistics
workforce planning
Openness to Various Perspectives
Problem Solving
rapport building
Research Methodology
Understands organizational metrics and their correlation to business success
Global Perspective
HR technology
Coaching
Results- and Goal-Oriented
Helps others consider new perspectives
Demonstrates a capacity for understanding the business operations and functions within the organization
human resources development
Analytic Reasoning
Global Perspective
Knowledge Management
HR EXPERTISE (HR KNOWLEDGE)
Strategic
Agility
credibility
HR Technology
Diversity Perspective
BUSINESS NETWORKING
Project Management
Problem Solving
professioNalism
Analytic Reasoning
Coaching
Adaptability
Treats all stakeholders with respect
and dignity
Communication
rapport
building
Sales & Marketing
Welcomes the opportunity to discuss competing points of view
Acts with personal, professional and behavioral integrity
Seeks professional
HR development
Research Methodology
CREDIBILITY
Fosters effective teambuilding
among stakeholders
Manages internal and external relationships in ways that promote the best interests of all parties
The ability to manage interactions to provide service
and to support the organization.
CUSTOMER SERVICE
Change Management
Adapts perspective and behavior to meet the cultural context
credibility
TAKE THE NEXT STEP
Makes sound decisions based on evaluation of available information
Explore SHRM’s Competency Model for HR professionals by clicking the wheel segments below
Consultation
Global and Cultural
Effectiveness
Develop your Proficiency
Listens actively and empathetically to the views of others
Influence
Critical
Thinking
courage
*See all subcompetencies included in Global & Cultural Effectiveness in the full SHRM Competency Model
Understands the industry and business/competitive environment within which the organization operates
Consensus Builder
Adaptability
Change Management
Inquisitiveness
*See all subcompetencies included in Leadership & Navigation in the full SHRM Competency Model
Ethical Practice
BUSINESS ACUMEN
Provides clear, concise information to others
in verbal, written, electronic and other communication formats for public and organizational consumption
integrity
Cultural Awareness & Respect
*See all subcompetencies included in Consultation
in the full SHRM Competency Model
Mission Driven
Strategic Agility
professionalism
Knowledge Management
Workforce Planning
Organizational Metrics
People Management
Identifies leading indicators of outcomes
*See all subcompetencies included in Ethical Practice
in the full SHRM Competency Model
Organizational Metrics
Business Operations & Logistics
Persuasion
**See all subcompetencies included in HR Expertise in the full SHRM Competency Model
Serves as an in-house workforce and people management expert
Feedback
The ability to provide guidance to
organizational stakeholders.
Maintains openness to others’ ideas and makes decisions based upon experience, data, facts and reasoned judgment
*See all subcompetencies included in Business Acumen in the full SHRM Competency Model
Operates with a global, open mindset while being sensitive to local cultural issues and needs
Diplomacy
courage
Facilitation
Demonstrates an understanding of
the strategic relationship between effective human resource management and core business functions
Sales & Marketing
Persuasion
Understands the most effective and efficient
way to accomplish tasks within the parameters
of organizational hierarchy, processes,
systems and policies
Markets HR both internally (e.g., ROI
of HR initiatives) and externally
(e.g., employment branding)
Delineates a clear set of best practices based on experience, evidence from industry literature, published peer-reviewed research, publicly available web-based sources of information
and other sources
The ability to effectively exchange
information with stakeholders.
Feedback
Exhibits behaviors consistent with
and conforming to organizational culture
trust
building
Analyzes specific business challenges involving the workforce and offers solutions based upon best practices or research
Critical Evaluation
Facilitation
Recognizes personal bias and others’ tendency toward bias, and takes measures to mitigate the influence
of bias in business decisions
Strategic Business Management
Manages political and social pressures when making decisions
Measurement & Assessment
MUTUAL
RESPECT
The ability to understand and apply information to
contribute to the organization’s strategic plan.
The ability to value and consider the perspectives
and backgrounds of all parties.
Assesses the impact of changes to law on organizational human resource management functions
Leads the organization through adversity with resilience and tenacity
risk management
The ability to direct and contribute to initiatives
and processes within the organization.
Makes the business case for HR management (e.g., return on investment/ROI) as it relates to efficient and effective organizational functioning
Seeks process improvement through numerous resources
Conducts business with an understanding
and respect for the differences in rules, customs, laws, regulations and business operations between own culture
and all cultures
strategic business management
Economic Awareness
Decision-Making
Critical Thinking
Applies critical thinking to information received from organizational stakeholders and evaluates what can
be used for organizational success
Generates specific organizational interventions
(e.g., culture change, change management, restructuring, training, etc.) to support organizational objectives
Inquisitiveness
Remains current on relevant laws,
legal rulings and regulations
Verbal & Written Communication
Provides customer service to organizational stakeholders
The ability to integrate core values, integrity and accountability throughout all organizational and business practices.
Sets the vision for
HR initiatives and builds buy-in from internal and external stakeholders
Establishes credibility in all interactions
CUSTOMER
SERVICE
RELATIONSHIP MANAGEMENT
COMMUNITY
RELATIONS
Active Listening
BUSINESS
NETWORKING
*See all subcompetencies included in Communication
in the full SHRM Competency Model
Diplomacy
integrity
Human Resource Development
TEAMWORK
Appreciates the commonalities,
values and individual uniqueness of all
human beings
*See all subcompetencies included in Relationship Management in the full SHRM Competency Model
TEAMWORK
Applies creative problem-solving to address business needs and issues
MUTUAL
RESPECT
Demonstrates ability to effectively build a network of contacts at all levels within the HR function and in the community, both internally and externally
Active Listening
CREDIBILITY
COMMUNITY
RELATIONS
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Competency
Develops consultative and coaching skills
Utilizes core business and
HR-specific technologies to
solve business challenges
SHRM
COMPETENCY
MODEL
Decision-Making
Economic Awareness