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Part 2: Practices for successfully implementing the SHRM Competency Model
Guidelines and tips for using the SHRM Competency Model as a strategically aligned framework for HR success were offered last month in Part 1 of this series. Five elements of a comprehensive plan for your HR department to use in implementing a competency-based approach were presented, and we discussed the first two:
This month in Part 2 we will focus on the change management practices required to put into effect the remaining three elements:
For a competency-based approach to HR to succeed, it's important to present it as a change management initiative. Apply your Leadership & Navigation competency to get organizational leaders to buy in to the effort and to manage and implement the change.
As you get started, keep in mind these best practices in change management:
And consider the best practices above when designing and implementing the remaining three elements to fully align your HR function, below.
Define and Measure Performance
Aligning performance management with competencies allows for the development of individual goals that are clearer and that more directly link to those of the organization. First, set performance goals and standards, then use those standards to assess proficiency and performance.
To implement competency-based performance management, consider these steps:
Develop Current and Future Talent
Integrating competencies into learning and development processes allows leaders to fill critical competency gaps where and when they arise. It also helps leaders recognize high-potential employees who would be good fits for key positions and provide them with competency-based coaching and mentoring accordingly.
To develop current and future talent using a competency-based approach to HR, consider these steps:
Analyze HR Data to Measure Effectiveness
HR analytics allow you to better understand the performance of your HR function and its impact on the rest of the organization. To conduct effective analytics requires proficiency in the Business Acumen and Critical Evaluation competencies.
To analyze your HR data to measure success, consider these steps:
The Future of HR
Now that you understand how the SHRM Competency Model helps the HR function leverage its strategic role by aligning HR processes to the organization's strategic objectives and have used a change management initiative to implement the competency-based approach to HR in your organization, congratulations! You have joined the Competency Club. Welcome to the future of HR.
SHRM continuously develops new resources to help organizations seeking to join the Competency Club. Questions? Need additional information to get started? Reach out to the HR Competencies team at firstname.lastname@example.org.
Ashley Miller, M.A., is senior specialist for HR competencies at SHRM.
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