SHRM Competency Model 2024

The SHRM Competency Model 2024 serves as a crucial framework for defining the essential skills, knowledge, and behaviors that characterize successful human resource professionals across various career stages.

This model emphasizes the importance of aligning competencies with organizational goals and adapting to the evolving business landscape, particularly in response to trends such as globalization and technological advancements.

By providing a structured approach to competency development, SHRM aims to equip HR professionals with the tools necessary to lead change, manage talent effectively, and enhance overall organizational performance.

This comprehensive model not only guides recruitment and performance management but also fosters a culture of continuous learning and adaptability within the HR field.

What Are Competencies?

Competencies are defined as the combination of knowledge, skills, abilities, and behaviors that are essential for effective performance in a specific role. In the field of Human Resources (HR), competencies serve as a framework for evaluating and developing the capabilities of HR professionals.

They provide clear expectations for performance and help in identifying areas for growth. Competencies can be categorized into two main types:

• Behavioral Competencies: These encompass interpersonal skills, emotional intelligence, and ethical decision-making that are crucial for effective interaction within an organization.
• Technical Competencies: These refer to specific knowledge and skills related to HR practices, policies, and procedures.

In essence, competencies guide HR professionals in aligning their practices with organizational goals and navigating the complexities of workplace dynamics. They are instrumental in fostering a culture of continuous improvement and professional development within the HR function.

SHRM Competency Model 2024

What is the SHRM Body of Applied Skills and Knowledge?

The SHRM Body of Applied Skills and Knowledge (SHRM BASK) is a comprehensive framework established by the Society for Human Resource Management (SHRM) that outlines essential competencies and knowledge areas necessary for HR professionals.

Initially developed through extensive research involving thousands of HR practitioners, the SHRM BASK defines both behavioral competencies and technical knowledge areas required for effective HR practice.

The SHRM BASK includes:

• Nine Behavioral Competencies: These competencies describe the behaviors and attributes required for successful performance in HR roles.
• One Technical Competency: This focuses on HR expertise, encompassing the principles, practices, and functions of effective HR management.

The BASK serves as a foundational tool for SHRM’s certification exams, including the SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP). These certifications validate an HR professional’s expertise and commitment to continuous learning in the field.

Read more: What Is the Difference Between SHRM-CP and SCP?

Development of the SHRM BASK

In 2011, SHRM began a program of research involving thousands of HR professionals to identify the critical competencies needed for success as an HR professional. This research led to the development of the initial SHRM Competency Model, which defined eight key behavioral competencies:

1. Leadership & Navigation
2. Ethical Practice
3. Relationship Management
4. Communication
5. Global & Cultural Effectiveness
6. Business Acumen
7. Consultation
8. Critical Evaluation

Additionally, one technical competency was established: HR Expertise. The SHRM Competency Model represented an important advance for the field of HR by focusing on behaviors integral to success in HR.

The evolution from earlier models into what we now recognize as “SHRM BASK” reflects changing needs seen across workplaces globally—especially given recent shifts towards remote working environments due to pandemic pressures.

The BASK was developed through a series of large-scale research studies that incorporated the viewpoints of thousands of HR professionals from around the world. It was most recently updated in 2021 and now includes nine behavioral competencies as well as one technical competency.

In addition to describing the HR field, the SHRM BASK is used to define the content areas of SHRM’s certification examinations: the SHRM Certified Professional (SHRM-CP) exam for HR professionals in operational roles and the SHRM Senior Certified Professional (SHRM-SCP) exam for senior-level HR professionals in strategic roles.

The two SHRM credentials provide reliable indicators to the global business community that credential-holders are recognized experts and leaders in the HR field with necessary capabilities in both aspects of HR practice—competencies and knowledge—that are required for effective job performance.

Furthermore, the SHRM BASK is also the common framework for item writers who develop SHRM-CP and SHRM-SCP exam questions, as well as individuals and organizations developing exam preparation materials. SHRM’s own operations for exam development are separate and independent from its operations for study material development.

SHRM observes a strict firewall between these activities to protect the integrity and credibility of the certification exams.

Related Post: SHRM Study Materials

Organization of the SHRM BASK

The organization of the SHRM Body of Applied Skills and Knowledge (BASK) is structured to facilitate understanding and application of both behavioral and technical competencies. The framework categorizes competencies into two main groups: Behavioral Competencies and Technical Competencies.

• Behavioral Competencies

1. 1. Leadership: This competency encompasses the ability to guide individuals or teams towards achieving organizational goals. Effective leadership involves not only directing but also inspiring team members, fostering an environment of trust, and encouraging collaboration.
   2. Interpersonal: Skills necessary for effective communication and relationship building fall under this category. Strong interpersonal skills enable HR professionals to navigate complex social dynamics, resolve conflicts, and cultivate a positive workplace culture.
   3. Business: Understanding business operations and aligning HR strategies accordingly is crucial in this competency. HR professionals must possess business acumen to contribute strategically to their organizations, ensuring that HR initiatives support broader business objectives.

• Technical Competency

The technical competency is defined through HR Expertise, which encompasses three knowledge domains:

1. 1. People: This domain focuses on talent management, employee relations, and workforce planning. It emphasizes the importance of understanding employee needs and aligning them with organizational goals to enhance engagement and retention.
   2. Organization: Encompassing organizational development, change management, and culture, this domain highlights the role of HR in shaping organizational structure and facilitating effective change initiatives.
   3. Workplace: This pertains to compliance, health and safety, and workplace policies. HR professionals must ensure that organizations adhere to legal standards while promoting a safe and inclusive work environment.

For each competency within these categories, detailed descriptions include a definition of the competency, key concepts that outline foundational knowledge, sub-competencies with definitions, and proficiency indicators applicable across various career levels.

This structured approach ensures that HR professionals can effectively assess their skills and identify areas for improvement throughout their careers.

The Nine Behavioral Competencies

The nine behavioral competencies outlined in the SHRM Body of Applied Skills and Knowledge (BASK) are critical for guiding HR professionals toward effective performance. These competencies are designed to ensure that HR practitioners possess the necessary skills to navigate the complexities of modern workplaces and contribute to organizational success.

1. HR Expertise: Mastery of HR principles and practices is fundamental for any HR professional. This includes understanding employment laws, regulations, and best practices that govern human resource management, ensuring compliance and effective employee management.
2. Relationship Management: Building strong interpersonal relationships within the organization is essential for fostering a collaborative work environment. Effective relationship management involves empathy, active listening, and conflict resolution skills, enabling HR professionals to connect with employees at all levels.
3. Consultation: Providing expert advice on HR-related matters is a key competency that allows HR professionals to guide leaders and employees alike. This involves assessing organizational needs, recommending appropriate solutions, and facilitating the implementation of HR initiatives.
4. Leadership and Navigation: Guiding teams through organizational change requires strong leadership skills. This competency emphasizes the ability to inspire others, manage resistance, and navigate the complexities of change management effectively.
5. Communication: Facilitating clear information exchange among stakeholders is vital for ensuring that everyone is aligned with organizational goals. Strong communication skills help HR professionals convey policies, procedures, and changes in a manner that is easily understood by all employees.
6. Diversity and Inclusion: Promoting an inclusive workplace culture is increasingly important in today’s diverse work environments. This competency focuses on recognizing and valuing differences among employees while implementing practices that foster equity and inclusion. Learn why did SHRM remove equity from its DEI framework.
7. Ethical Practice: Upholding integrity in all HR decisions is critical for maintaining trust within the organization. Ethical practice involves making decisions that reflect fairness and transparency while adhering to legal standards and organizational values.
8. Critical Evaluation: Analyzing data to inform decision-making processes allows HR professionals to make evidence-based decisions that enhance organizational effectiveness. This competency involves using metrics to assess employee performance, engagement, and overall organizational health.
9. Business Acumen: Understanding business operations to align HR strategies with organizational goals is essential for HR professionals. This competency empowers them to contribute strategically by ensuring that HR initiatives support broader business objectives.

Each competency plays a vital role in shaping effective HR practices that contribute positively to organizational success. By mastering these competencies, HR professionals can enhance their effectiveness, drive positive change, and ultimately support their organizations in achieving their strategic goals.

Technical Competency | HR Expertise

The technical competency defined by the SHRM Body of Applied Skills and Knowledge (BASK) focuses on HR expertise, which encompasses three primary knowledge domains: People, Organization, and Workplace.

Each domain includes functional areas that describe specific technical knowledge required for key HR activities, ensuring that HR professionals are well-equipped to handle the complexities of their roles.

• People

The People domain is foundational to HR practice, covering essential aspects such as:

• Talent Acquisition: Understanding recruitment strategies, sourcing candidates, and effectively onboarding new hires to ensure that organizations attract and retain top talent.
• Employee Relations: Managing relationships between employees and the organization, addressing grievances, and fostering a positive work environment.
• Performance Management: Implementing systems to evaluate employee performance, provide feedback, and facilitate professional development.
• Learning and Development: Creating training programs that enhance employee skills and knowledge, supporting career growth and organizational effectiveness.

• Organization

The Organization domain focuses on the broader structure and culture of the workplace, including:

• Organizational Development: Assessing and improving organizational effectiveness through strategic planning and development initiatives.
• Change Management: Leading and managing change processes within the organization to ensure smooth transitions during periods of transformation.
• Culture Assessment: Evaluating the organizational culture to align it with business objectives and promote a healthy work environment.

• Workplace

The Workplace domain emphasizes compliance and safety, which are critical for maintaining a functional work environment:

• Compliance with Labor Laws: Ensuring that all HR practices adhere to federal, state, and local labor laws to mitigate legal risks.
• Health and Safety Regulations: Implementing policies that promote workplace safety, reduce hazards, and comply with health regulations.
• Workplace Policies: Developing clear policies that govern employee behavior, performance expectations, and organizational procedures.

Each domain within the SHRM BASK is designed to equip HR professionals with the technical knowledge necessary for effective job performance. By mastering these areas, HR practitioners can implement best practices that enhance organizational performance while ensuring compliance with legal standards.

Behavioral Competencies | Interpersonal Cluster | Communication

Effective communication is a critical behavioral competency within the interpersonal cluster of the SHRM Competency Model 2024. This competency includes various aspects essential for successful interaction within organizations:

• Active Listening: Understanding others’ perspectives by fully concentrating on what is being said.
• Clarity in Communication: Conveying information clearly to avoid misunderstandings.
• Conflict Resolution: Addressing disputes constructively to maintain positive relationships.
• Influencing Others: Persuading colleagues or stakeholders to adopt new ideas or changes.

Mastery of communication skills enables HR professionals to foster strong relationships with employees at all levels, facilitating collaboration across departments. Moreover, effective communication is vital in creating an inclusive environment where diverse voices are heard and valued.

In today’s workplace, communication also involves recognizing cultural differences and adapting messaging accordingly. This adaptability helps build trust among employees from various backgrounds while promoting transparency within the organization.

Ensuring Equity Effectiveness

Ensuring equity effectiveness is a fundamental aspect of modern HR practices aligned with principles outlined in the SHRM Competency Model 2024. Equity focuses on creating fair opportunities for all employees regardless of their backgrounds or identities. Key elements include:

• Recognizing Systemic Barriers: Identifying obstacles that may hinder certain groups from thriving within an organization.
• Promoting Diversity Initiatives: Actively supporting programs that enhance representation across all levels of employment.
• Implementing Equitable Policies: Establishing guidelines that ensure fair treatment in hiring, promotions, pay equity, and access to professional development opportunities.

To effectively ensure equity within organizations, HR professionals must engage in regular assessments of organizational practices to identify disparities. This proactive approach enables organizations to make informed decisions about policy changes that promote equity.

Furthermore, fostering an inclusive culture requires ongoing training on topics such as unconscious bias, cultural competence, and allyship. By prioritizing equity initiatives within their organizations, HR professionals can cultivate an environment where every individual feels valued and empowered to contribute their unique perspectives.

Key Takeaways from SHRM Competency Model 2024

The SHRM Competency Model 2024 serves as a roadmap for human resource professionals seeking success in today’s dynamic work environment through defined competencies across behavioral aspects as well as technical expertise required by practitioners at various levels within organizations globally.

Through this comprehensive approach , individuals can develop essential skills needed not only meet current demands but also prepare themselves effectively future challenges ahead .

By focusing on both interpersonal relationships alongside technical knowledge , organizations will be able cultivate strong cultures centered around collaboration, inclusion ensuring every employee feels valued respected contributing positively towards achieving shared goals .

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