SHRM Bock Final

THE SHRM BODY
OF COMPETENCY
AND KNOWLEDGE™
shrmcertification.org/SHRMBOCK
TABLE OF CONTENTS
Introduction to the SHRM Body of Competency and Knowledge.................................................... 1

What Are Competencies?............................................................................................................................................ 3
Development of the SHRM BoCK...............................................................................................................4
New Material in the 2017 BoCK................................................................................................................................ 6
Organization of the SHRM BoCK Document........................................................................................................7
Section 1: Behavioral Competencies.........................................................................................................7
Section 2: HR Expertise.................................................................................................................................7
Section 1: Behavioral Competencies.................................................................................................... 8

How to Read This Section........................................................................................................................................... 8
Leadership Cluster......................................................................................................................................................... 11
Leadership & Navigation.............................................................................................................................. 12
Ethical Practice................................................................................................................................................ 14
Interpersonal Cluster................................................................................................................................................... 17
Relationship Management...........................................................................................................................18
Communication............................................................................................................................................. 20
Global & Cultural Effectiveness.................................................................................................................22
Business Cluster...........................................................................................................................................................25
Business Acumen..........................................................................................................................................26
Consultation....................................................................................................................................................28
Critical Evaluation..........................................................................................................................................30
Section 2: HR Expertise........................................................................................................................ 32
How to Read This Section......................................................................................................................................... 32
People Knowledge Domain......................................................................................................................................35
Functional Area #1: HR Strategic Planning............................................................................................36
Functional Area #2: Talent Acquisition...................................................................................................38
Functional Area #3: Employee Engagement & Retention................................................................39
Functional Area #4: Learning & Development...................................................................................... 41
Functional Area #5: Total Rewards.......................................................................................................... 42
Organization Knowledge Domain..........................................................................................................................43
Functional Area #6: Structure of the HR Function.............................................................................. 44
Functional Area #7: Organizational Effectiveness & Development .............................................45
Functional Area #8: Workforce Management......................................................................................46
Functional Area #9: Employee & Labor Relations.............................................................................. 47
Functional Area #10: Technology Management..................................................................................49
Workplace Knowledge Domain...............................................................................................................................51
Functional Area #11: HR in the Global Context.....................................................................................52
Functional Area #12: Diversity & Inclusion.............................................................................................53
Functional Area #13: Risk Management.................................................................................................54
Functional Area #14: Corporate Social Responsibility.......................................................................56
Functional Area #15: U.S. Employment Law & Regulations............................................................. 57
Appendix A: Glossary........................................................................................................................... 59
Appendix B: Resources......................................................................................................................... 69
THE SHRM BODY OF COMPETENCY
SECTION AND COMPETENCIES
1: BEHAVIORAL KNOWLEDGE
Introduction to the SHRM Body

of Competency and Knowledge™
For more than sixty-five years, the Society for The SHRM Body of Competency and Knowledge™
Human Resource Management (SHRM) has (SHRM BoCK™), which is based on the SHRM
served the human resources (HR) profession. Competency Model and illustrated in Figure 1,
HR professionals worldwide look to SHRM for outlines the content of SHRM’s certification
comprehensive information and tools to help examinations, the SHRM Certified Professional
them perform effectively at their jobs, to develop (SHRM-CP®) exam for early-career and mid-level
their careers, and to partner strategically with practitioners, and the SHRM Senior Certified
employers. SHRM also works to advance the HR Professional (SHRM-SCP®) exam for senior-level
profession as a whole, ensuring that as business and executive practitioners. SHRM credentials
changes, HR evolves to meet business needs. provide reliable indicators to the global business
Increasingly, business leaders understand that community that the credential holder has the
effective people management is a strategic necessary capabilities in both aspects of HR
imperative. As a result, employers expect HR practice—competencies and knowledge—that
professionals to demonstrate, in addition to are required for effective job performance.
a thorough knowledge of HR concepts and
requirements, the behavioral competencies In addition to describing the behavioral
required to effectively apply that knowledge competencies and technical knowledge tested
in the modern workplace in support of on the SHRM-CP and SHRM-SCP certification
organizational goals. exams, the SHRM BoCK is also the common
framework for individuals developing exam
In 2011, SHRM began a program of research questions (item writers), as well as individuals
involving thousands of HR professionals to and organizations developing exam preparation
identify the critical competencies needed for materials. SHRM’s own operations for exam
success as an HR professional. This research led development are separate and independent from
to the development of the SHRM Competency its operations for study material development.
Model, which defines eight key behavioral SHRM observes a strict firewall between these
competencies (Ethical Practice, Leadership & activities to protect the integrity and credibility of
Navigation, Business Acumen, Relationship the certification exams.
Management, Communication, Consultation,
Critical Evaluation and Global & Cultural
Effectiveness) and one technical competency
(HR Expertise). 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.
THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 1

THE SHRM BODY
BODY OF
OF COMPETENCY
COMPETENCYAND
ANDKNOWLEDGE
KNOWLEDGE
FIGURE 1: SHRM Body of Competency and Knowledge (SHRM BoCK)
2 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

INTRODUCTION
What Are Competencies?

A competency is a group of highly interrelated knowledge, skills, abilities and other characteristics (KSAOs) that
give rise to the behaviors needed to perform a given job effectively. For example, Critical Evaluation, one of the
behavioral competencies in the SHRM Competency Model, describes a group of KSAOs that include knowledge of
research design, critical thinking skills and deductive reasoning abilities. These highly interrelated KSAOs enable
HR professionals to collect, compile, analyze and interpret job-relevant data and information for the purpose of
supporting the HR function in their organizations.
A set of competencies that collectively defines the requirements for effective performance in a specific job,
profession or organization may be called a competency model.
Competencies can be either technical or behavioral. Technical competencies reflect the knowledge specific to
a given profession that is required for a professional in that field to perform a particular role. The HR Expertise
competency in the SHRM Competency Model describes the technical knowledge specific to the HR field (such as
that associated with talent management, recruiting, or compensation and benefits).
Behavioral competencies, on the other hand, describe the KSAOs that facilitate the application of technical
knowledge to job-related behaviors. They are more general in their applicability than the profession-specific
technical competency of HR Expertise. For example, the behavioral competency Communication describes the
KSAOs needed to effectively communicate across a range of media (e.g., e-mail and oral presentations) and with a
variety of audiences (e.g., internal and external stakeholders).
In sum, technical competencies reflect what knowledge HR professionals apply to their jobs, and behavioral
competencies reflect how they apply this knowledge.
Knowledge + Behavior = Success

SHRM’s incorporation of behavioral and technical employers and universities, described below, found
competencies into its competency model and that both HR knowledge and behavior are related to
certification exams implicitly recognizes that a strategic HR professionals’ job performance. Moreover, it found
mindset leading to HR success is a function of the that both knowledge and behavior are uniquely related
successful application of both knowledge and behavior. to job performance—that is, knowledge and behavior
In other words, success stems not only from what you are related to job performance in non-redundant
know (knowledge) but also what you do (behavior). ways. These findings support the key contributions of
Neither is sufficient, however, in isolation. knowledge and behavior to HR success, the relevance
and applicability of the SHRM Competency Model to
SHRM’s dual approach to understanding HR success is the HR profession, and the relevance of certification
supported by empirical research. A study conducted by exams that test both behavioral and technical
SHRM in partnership with several leading multinational competencies.

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE
Development of the SHRM BoCK

SHRM has been engaged in a systematic and Competency Model. The results of this study
rigorous program of research to develop the provided support for the relevance of the model
SHRM BoCK, as outlined in Figure 2. SHRM in describing the personal and professional
began this program with the development of attributes needed for HR success, as well as its
the SHRM Competency Model in 2011, and it wide applicability. SHRM next conducted (also in
continued through 2016 by conducting a Practice 2012) a multi-organizational criterion validation study,
Analysis to further develop and refine the BoCK. involving a highly diverse sample of more than 800
Comprehensive job analysis methods and the HR professionals and their supervisors, to measure
active engagement of the global HR community the link between the competency model and job
have been used consistently to identify, create and performance. The results of this study established
refine competencies that describe the attributes that proficiency in the SHRM-defined competencies
necessary for success as an HR professional. is closely linked to successful job performance.
Development of the SHRM Competency Model was In 2014, SHRM conducted a knowledge
initiated in 2011, when SHRM conducted 111 focus specification exercise to further develop the HR
groups with nearly 1,200 HR practitioners, including Expertise technical competency in particular. First,
professionals from 33 countries. Participants in SHRM performed an extensive review of the
these focus groups represented a diversity of existing literature on HR knowledge, including
characteristics, both personal (e.g., career level, textbooks, curricula, syllabi and other educator
tenure) and organizational (e.g., sector, industry, resources, to determine the universe of potential
size). SHRM also conducted a survey of more than areas of knowledge that HR professionals need to
600 Chief Human Resources Officers (CHROs) to perform their jobs. SHRM also consulted its own
identify the competencies that HR leaders believe academic and employer surveys regarding the
are required for success in the HR profession. functional knowledge that HR professionals need
Following this extensive data collection, SHRM to achieve success in the HR field. SHRM drew on
created a working competency model of eight this research to create a preliminary knowledge
behavioral competencies and one technical framework for the SHRM-CP and SHRM-SCP exams.
(knowledge-based) competency, which together
describe the personal and professional attributes Second, SHRM established in 2014 a BoCK Advisory
that HR professionals need for success and career Panel of 19 HR and business leaders from various
advancement. industries, including retail, research, consulting,
health care and manufacturing. This panel reviewed
From 2012 to 2014, SHRM conducted a series of the proposed content and framework of the HR
studies with HR professionals to confirm the content Expertise competency to ensure its accuracy and
of the model and its relevance to HR professional comprehensiveness. The panel also defined, for
success. each functional area, associated key concepts and
proficiency indicators. Upon completion of these
In 2012, SHRM conducted a survey of more than studies, SHRM adopted the framework as the basis
32,000 HR professionals worldwide to confirm for the HR Expertise technical competency.
the importance and generalizability of the SHRM

INTRODUCTION
More recently, SHRM undertook an extensive HR professionals, representing the global HR

refinement of the SHRM BoCK, to clarify the community with participants from North America,
competencies and functional areas. This effort Europe, Africa and Asia, engaged in a series of
was designed primarily to meet the needs of focus groups. In 2015, following an extensive review
HR professionals studying for the SHRM-CP and and revision of each component of the BoCK,
SHRM-SCP exams. Because the certification exams SHRM launched a validation survey to confirm and
are based on the BoCK, the resulting clarifications further refine its contents, collecting responses from
also assist HR subject matter experts (SMEs) who more than 9,000 HR professionals around the world.
write and refine exam items.
SHRM conducted a practice analysis from 2015

through 2016 to use as a basis for refining
this edition of the BoCK. The practice analysis
mirrored the process used to develop and refine
the SHRM Competency Model. More than 100
FIGURE 2: Development of the SHRM Competency Model and SHRM BoCK
Development and validation of Development of SHRM BoCK Practice analysis to update

SHRM Competency Model (2014) and refine SHRM BoCK
(2011-2014) (2015-2016)
Review of existing Review of Review and refinement

competency models existing literature by HR technical experts
and best practices (e.g., textbooks,
curricula, syllabi)
Focus groups with

Refinement of Focus groups with
nearly 1,200
knowledge areas with 100+ HR professionals
HR professionals;
survey of 600+ CHROs BoCK Advisory Panel
Content validation Validation study

study with 32,000+ Technical review by with 9,000+ HR
HR professionals BoCK Advisory Panel professionals
Validation study with SHRM BoCK

800+ HR professionals
and their supervisors

New Material in the 2017 BoCK

The present document is the product of extensive Two major content modifications enhance the clarity
review and expansion, based on the research and utility of the BoCK:
conducted between 2015 and 2016 described • To better demonstrate the interrelationships
above. The 2017 BoCK more clearly defines and among the behavioral competencies, they have
describes the behavioral and technical knowledge been grouped into three clusters: Leadership,
requirements for HR professionals that will meet Interpersonal and Business.
the current and future needs of employers. The
• Within the technical competency of HR Expertise,
revisions provide additional clarity and guidance to
there are now three (not four) knowledge
facilitate HR professionals’ career development and
domains: People, Organization and Workplace.
advancement.
The original fourth domain, Strategy, has been
absorbed into the first domain, People, and its
Enhancements to the 2017 BoCK include:
original functional area, Business & HR Strategy,
• Revised and expanded definitions of behavioral has been renamed HR Strategic Planning.
competencies and functional areas;
• Addition of subcompetencies to the behavioral
competencies, clarifying the links between
proficiency indicators and competency
definitions;
• Increased parallelism between the two sets of
proficiency indicators (“For All HR Professionals”
and “For Advanced HR Professionals”);
• Addition of key concepts to the behavioral
competencies, describing the foundational
knowledge for each competency;
• Addition of a glossary defining selected HR terms
used in the BoCK (see Appendix A); and
• A refined and expanded list of resources on
the HR profession generally and on behavioral
competencies and technical knowledge
functional areas specifically (see Appendix B),
designed to provide additional guidance to
readers seeking career advancement, which
includes SHRM certification.

INTRODUCTION
Organization of the SHRM BoCK Document

The HR competencies and knowledge that are assessed on the SHRM-CP and SHRM-SCP exams are
detailed in the SHRM BoCK, which consists of the following two sections:
Section 1 – Behavioral Competencies:
The eight behavioral competencies, which Regarding the two sets of proficiency indicators
describe the behaviors and attributes necessary listed for each competency, it is important to
for HR professionals to perform effectively in the recognize that the indicators relevant to all
workplace and operate with a strategic mindset, HR professionals also apply to advanced HR
are grouped into three clusters: Leadership, professionals. While HR executives, for instance,
Business and Interpersonal. may not be specifically proficient in certain
transactional tasks required of early-career HR
This section of the BoCK is arranged by cluster, professionals, they should nonetheless understand
each of which is defined at the beginning of its the concepts behind those tasks, recognize
subsection. For each competency within each their strategic importance, and be able to mentor
cluster, the following information is provided: junior employees in developing the behaviors to
• A Definition of the competency; implement them. Such indicators of proficiency thus
apply to all HR professionals, from early-career to
• Key Concepts describing the foundational
senior levels.
knowledge for the competency;
• Subcompetencies applicable to the competency,
with their definitions; and
• Proficiency Indicators, listed by applicability
based on career level (i.e., applicable to all HR
professionals or to advanced HR professionals).
Section 2 – HR Expertise (HR Knowledge):
The single technical competency of HR Expertise Regarding the two sets of proficiency indicators
is grouped into three knowledge domains: People, listed for each functional area, it is important
Organization and Workplace, and further divided to recognize that the indicators relevant to all
into 15 HR functional areas that describe the HR professionals also apply to advanced HR
technical knowledge required to perform key HR professionals. While HR executives, for instance,
activities. may not be specifically proficient in certain functions
required of early-career HR professionals, they
This section of the BoCK is arranged by knowledge should nonetheless understand the concepts
domain, each of which is defined at the beginning behind those functions, recognize their strategic
of its subsection. For each functional area within importance, and be able to mentor junior
each domain, the following information is provided: employees in developing the behaviors to perform
• A Definition of the functional area; them. Such indicators of proficiency thus apply to all
HR professionals, from early-career to senior levels.
• Key Concepts describing the knowledge specific
to the functional area; and
• Proficiency Indicators, listed by applicability
based on career level (i.e., applicable to all HR

SECTION 1:
Behavioral Competencies
This section describes the important behavioral competencies that comprise one part of SHRM’s dual
approach to competencies. This approach, which is supported by SHRM research (see Introduction),
emphasizes the critical roles played by technical HR knowledge (what you know) and by behavioral
competencies (how you apply what you know) in contributing to effective HR practice.
Behavioral competencies describe the behaviors and attributes necessary for HR professionals to operate
with a strategic mindset and perform effectively in the workplace. They facilitate the application of technical
knowledge (i.e., HR Expertise), which may be defined as the principles, practices and functions of effective
HR management (see Section 2). Successful HR professionals must understand the behavioral components
of HR practice in addition to being in command of technical HR knowledge.
How to Read This Section

The eight SHRM-defined behavioral competencies are grouped into three clusters: Leadership,
Interpersonal and Business. Each competency is further divided into several subcompetencies that more
specifically describe its components. Each subcompetency is comprised of several Proficiency Indicators—
specific behavioral statements that illustrate effective HR practice. Figure 3 provides an overview of this
organizing framework.
An in-depth description is provided for each cluster. The following information is provided for each
competency:
• A Definition of the competency;
• Key Concepts describing the foundational knowledge for the competency;
• Subcompetencies applicable to the competency, with their definitions; and
• Proficiency Indicators, listed by their applicability based on career level (i.e., applicable to all HR
professionals or to advanced HR professionals.)

SECTION 1: BEHAVIORAL COMPETENCIES
FIGURE 3: Organizing Framework of Behavioral Competency Clusters
CLUSTER COMPETENCY DEFINITION
The knowledge, skills, abilities, and other characteristics (KSAOs) needed to navigate the
organization and accomplish HR goals, to create a compelling vision and mission for HR
Leadership & Navigation that aligns with the strategic direction and culture of the organization, to lead and promote
organizational change, to manage the implementation and execution of HR initiatives, and
Leadership
to promote the role of HR as a key business partner.
The KSAOs needed to maintain high levels of personal and professional integrity, and to act
Ethical Practice as an ethical agent who promotes core values, integrity and accountability throughout the
organization.
The KSAOs needed to create and maintain a network of professional contacts within and
Relationship Management outside of the organization, to build and maintain relationships, to work as an effective
member of a team, and to manage conflict while supporting the organization.
Interpersonal
The KSAOs needed to effectively craft and deliver concise and informative communications,
Communication to listen to and address the concerns of others, and to transfer and translate information
from one level or unit of the organization to another.
The KSAOs needed to value and consider the perspectives and backgrounds of all
Global & Cultural
parties, to interact with others in a global context, and to promote a diverse and inclusive
Effectiveness
workplace.
The KSAOs needed to understand the organization’s operations, functions and external
Business Acumen environment, and to apply business tools and analyses that inform HR initiatives and
operations consistent with the overall strategic direction of the organization.
Business
The KSAOs needed to work with organizational stakeholders in evaluating business

challenges and identifying opportunities for the design, implementation and evaluation of
Consultation
change initiatives, and to build ongoing support for HR solutions that meet the changing
needs of customers and the business.
The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret
Critical Evaluation and promote findings that evaluate HR initiatives and inform business decisions and
recommendations.

Leadership
CLUSTER
All effective HR professionals must display strong leadership skills with a strategic
mindset, regardless of their career or experience level or job functions.
There are two behavioral competencies in the Leadership cluster: Leadership &
Navigation and Ethical Practice. These competencies describe the behaviors, attributes
and underlying knowledge necessary for HR professionals to develop, implement and
evaluate strategic directives for HR teams in principled ways.
Key components of Leadership-cluster behavioral competencies include: setting

and implementing a vision and direction for the HR function; managing or leading
organizational initiatives; influencing and supporting other organizational members
and leaders; driving an ethical organizational environment; and behaving in an ethical
manner that promotes high standards of integrity and the organization’s values.

Leadership & Navigation

Definition: Leadership & Navigation is defined as the knowledge, skills, abilities and other characteristics
(KSAOs) needed to navigate the organization and accomplish HR goals, to create a compelling vision and
mission for HR that aligns with the strategic direction and culture of the organization, to lead and promote
organizational change, to manage the implementation and execution of HR initiatives, and to promote the
role of HR as a key business partner.
Leadership & Navigation is comprised of four subcompetencies:

• Navigating the organization
• Vision
• Managing HR initiatives
• Influence
Leadership behaviors are critical to HR practice. Navigation, an essential and sometimes

Effective leadership is associated with such forgotten component of this competency,
positive outcomes as improved employee attitudes concerns the people and processes leveraged
(e.g., job satisfaction, commitment, engagement), by an HR professional to get things done. The
decreased turnover and increased performance. As subcompetency “Navigating the organization”
business leaders, effective HR professionals set a associated with Leadership & Navigation describes
direction and vision for the HR function, influence the behaviors necessary for HR professionals to
stakeholders, and motivate and guide followers to work within the organization’s structure, processes
achieve organizational objectives. and bureaucracy and achieve their objectives.
HR professionals at every level are required to Key Concepts (foundational knowledge):

demonstrate proficiency in leadership. Early-career • Leadership theories (e.g., situational leadership,
professionals can behave in ways consistent with transformational leadership, participative
organizational culture and foster collaboration with leadership, inclusive leadership).
coworkers. Mid- and senior-level HR professionals • People management techniques (e.g., directing,
can develop strategies to implement HR initiatives coaching, supporting, delegating).
and support organizational initiatives. Executives
• Motivation theories (e.g., goal-setting theory,
can demonstrate positive leadership behaviors by
expectancy theory, attribution theory, self-
establishing a vision for HR initiatives, working to
determination theory).
obtain buy-in from relevant stakeholders, serving as
transformational leaders to implement change, and • Influence and persuasion techniques (e.g.,
leading the organization in the face of adversity. personal appeal, forming coalitions, leading by
example, rational persuasion).
• Trust- and relationship-building techniques (e.g.,
emotional and social intelligence).

PROFICIENCY INDICATORS
SUBCOMPETENCIES
For All HR Professionals For Advanced HR Professionals
Navigating the »» Demonstrates an understanding of formal and informal »» Demonstrates an understanding of formal and informal work
organization – work roles, leader goals and interests, and relationships roles, leader goals and interests, and relationships among
Works within the among employees. executives.
parameters of »» Facilitates communication and decision-making »» Uses an understanding of the complex relationships among
the organization’s necessary to implement initiatives. the organization’s formal and informal processes, systems
hierarchy, »» Uses an understanding of the organization’s processes, and policies to facilitate the development and implementation
processes, systems and policies to facilitate the successful of HR’s strategic direction.
systems and implementation of HR initiatives. »» Uses an understanding of the organization’s political
policies.
»» Uses awareness and understanding of the environment to develop and implement HR’s strategic
organization’s political environment and culture to direction, implement needed changes, and resolve talent
implement HR initiatives. needs and issues.
»» Uses an understanding of complex relationships among
organizational leaders to facilitate the design, implementation
and maintenance of initiatives proposed by other executives.
Vision – Defines »» Embraces and supports the business unit’s and/or »» Envisions the current and ideal future states of the HR
and supports a organization’s culture, values, mission and goals. function, organization and culture, to identify gaps and areas
coherent vision »» Defines actionable goals for the development and for improvement.
and long-term implementation of HR programs, practices and »» Develops the long-term strategic direction, vision and goals
goals for HR policies that support the strategic vision of HR and the of HR and the organization, to close the gap between
that support organization. the current and ideal states of the HR function and the
the strategic »» Identifies opportunities to improve HR operations that organization.
direction of the better align with and support the strategic vision of HR »» Develops a broad plan to achieve the strategic direction,
organization. and the organization. vision and goals of HR and the organization.
»» Supports the implementation of HR programs, practices »» Solicits feedback from executive-level stakeholders on
and policies that uphold the strategic vision of HR and strategic direction, vision and goals.
the organization.
Managing HR »» Defines and elaborates project requirements set forth »» Translates HR’s vision, strategic direction and long-term goals
initiatives – by senior leadership. into specific projects and initiatives with clear timelines and
Executes the »» Sets and monitors project goals and progress goals.
implementation milestones. »» Monitors the progress of HR initiatives toward achievement of
and management »» Manages project budgets and resources. HR’s vision, strategic direction and long-term goals.
of HR projects »» Collaborates with senior leadership to remove obstacles to
or initiatives that »» Identifies and develops solutions for overcoming
obstacles to the successful completion of projects. the successful implementation of HR initiatives.
support HR and
organizational »» Identifies and monitors the resources necessary to »» Obtains and deploys organizational resources and monitors
objectives. implement and maintain HR projects. their effectiveness.
»» Identifies when resource allocation is inconsistent with »» Ensures accountability for the implementation of project plans
project needs and makes adjustments as necessary. and initiatives.
»» Demonstrates agility and adaptability when project
requirements, goals or constraints change.
Influence »» Builds credibility as an HR expert within and outside of »» Promotes the role of the HR function in achieving the
– Inspires the organization. organization’s mission, vision and goals.
colleagues to »» Promotes buy-in among organizational stakeholders for »» Builds credibility for the organization regionally, nationally or
understand HR initiatives. internationally as an HR expert.
and pursue the »» Motivates HR staff and other stakeholders to support »» Serves as an influential voice for HR strategies, philosophies
strategic vision HR’s vision and goals. and initiatives within the organization.
and goals of
HR and the »» Serves as an advocate for the organization or »» Advocates for the implementation of evidence-based HR
organization. employees, when appropriate, to ensure advancement solutions.
of the organization’s strategic direction and goals. »» Inspires HR staff, non-HR customers and executive-level
organizational stakeholders to support and pursue the
organization’s strategic direction, vision and long-term goals.
»» Builds consensus among senior leaders about the
organization’s strategic direction and long-term goals.

Ethical Practice
Definition: Ethical Practice is defined as the knowledge, skills, abilities and other characteristics (KSAOs)
needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who
promotes core values, integrity and accountability throughout the organization.
Ethical Practice is comprised of three subcompetencies:

• Personal integrity
• Professional integrity
• Ethical agent
Organizations of all types and sizes place an The “Personal integrity” subcompetency associated
emphasis on ethics in the workplace. Ethical with Ethical Practice describes adherence to one’s
Practice affects everything from recruiting a own ethical principles, and recognizes the potential
diverse workforce, to ensuring the confidentiality for bias. The “Professional integrity” subcompetency
of sensitive employee data. HR professionals are describes the ethical pressures of professional
often asked to make significant ethical decisions, relationships, and encourages HR professionals to
and are tasked with navigating the ethical mazes act ethically and perform their jobs in light of the
that surround them. HR leaders are responsible core values of their organization. The “Ethical agent”
for setting and contributing to a strong ethical subcompetency considers an HR professional a
climate. Such an environment can help protect an driver of the organization’s ethical environment—
organization from adverse employee behaviors, and someone who ensures that organizational policies
is associated with higher levels of organizational and practices reflect ethical and organizational
performance. values.
In recognition of cross-cultural differences in Key Concepts (foundational knowledge):

ethical standards, the Ethical Practice competency • Ethical business principles and practices (e.g.,
does not provide a single, universal list of ethical transparency, confidentiality, conflicts of interest).
principles applicable to all HR professionals,
• Anonymity, confidentiality, and privacy principles
and should not be interpreted as embodying
and policies.
one. Instead, this competency leaves room
for individuals to define and apply appropriate • Codes of conduct.
ethical standards suitable to their cultures and
organizations.

SUBCOMPETENCIES
Personal »» Shows consistency between espoused and »» Brings potential conflicts of interest or unethical behaviors to the
integrity – enacted values. attention of senior leaders and other executives.
Demonstrates »» Acknowledges mistakes and demonstrates »» Helps others to identify and understand their biases.
high levels accountability for actions.
of integrity »» Recognizes personal biases and the biases of
in personal others, and takes steps to increase self-awareness.
relationships and
behaviors. »» Serves as a role model of personal integrity and
high ethical standards.
Professional »» Does not take adverse actions based on personal »» Withstands politically motivated pressure when developing or
integrity – biases. implementing strategy, initiatives or long-term goals.
Demonstrates »» Maintains privacy, in compliance with laws and »» Balances ethics, integrity, organizational success, employee
high levels regulations mandating a duty to report unethical advocacy and organizational mission and values when creating
of integrity in behavior. strategy, initiatives or long-term goals.
professional »» Uses discretion appropriately when communicating »» Establishes the HR team as a credible and trustworthy resource.
relationships and
behaviors.
sensitive information, and informs stakeholders of »» Promotes the alignment of HR and business practices with ethics
the limits of confidentiality and privacy. laws and standards.
»» Maintains current knowledge of ethics laws, »» Makes difficult decisions that align with organizational values and
standards, legislation and emerging trends that may ethics.
affect organizational HR practice.
»» Applies power or authority appropriately.
»» Leads HR investigations of employees in a
thorough, timely and impartial manner.
»» Establishes oneself as credible and trustworthy.
»» Applies, and challenges when necessary, the
organization’s ethics and integrity policies.
»» Manages political and social pressures when
making decisions and when implementing and
enforcing HR programs, practices and policies.
»» Provides open, honest and constructive feedback
to colleagues when situations involving questions
of ethics arise.
Ethical agent »» Empowers all employees to report unethical »» Advises senior management »» Communicates a vision for
of organizational risks and an organizational culture in
– Cultivates the behaviors and conflicts of interest without fear of
conflicts of interest. which there is consistency
organization’s reprisal.
ethical »» Takes steps to mitigate the influence of bias in HR »» Collaborates with senior between the organization’s
leaders to support internal and employees’ espoused and
environment, and business decisions.
ethics controls. enacted values.
and ensures »» Maintains appropriate levels of transparency for HR
that policies and programs, practices and policies. »» Develops and provides »» Develops HR programs,
practices reflect expertise for HR policies, practices and policies that meet
ethical values. »» Identifies, evaluates and communicates to standards, and other internal high standards of ethics and
leadership potential ethical risks and conflicts of integrity.
ethics controls (e.g., protection
interest.
of employee confidentiality, »» Designs and oversees
»» Ensures that staff members have access to and standards for employee systems to ensure that all HR
understand the organization’s ethical standards and investigations) to minimize investigations are conducted in
policies. organizational risks from a thorough, timely and impartial
unethical practices. manner.
»» Creates and oversees HR »» Audits and monitors adherence
programs, practices and to HR programs, practices and
policies that drive an ethical policies pertaining to ethics.
culture, encourage employees »» Designs and oversees learning
to report unethical practices and development programs
and behaviors, and protect the covering ethics.
confidentiality of employees
and data.
»» Implements and maintains
a culture and organizational
system that encourages all
employees to report unethical
practices and behaviors.
Interpersonal
CLUSTER
Successful HR professionals effectively build and manage a network of relationships

with other employees, with organizational leaders, and with professional colleagues
outside their organization.
There are three behavioral competencies in the Interpersonal cluster: Relationship

Management, Communication and Global & Cultural Effectiveness. These competencies
describe the behaviors, attributes and underlying knowledge necessary for HR
professionals to perform the collaborative and interpersonal aspects of their jobs.
Key components of Interpersonal behavioral competencies include: networking;

building and maintaining professional relationships; successfully managing conflict and
negotiations; clearly and effectively communicating with stakeholders; and operating
within a diverse and global workforce.

Relationship Management
Definition: Relationship Management is defined as the knowledge, skills, abilities and other characteristics
(KSAOs) needed to create and maintain a network of professional contacts within and outside of the
organization, to build and maintain relationships, to work as an effective member of a team, and to manage
conflict while supporting the organization.
Relationship Management is comprised of five subcompetencies:

• Networking
• Relationship building
• Teamwork
• Conflict management
• Negotiation
Effective HR professionals leverage a network In negotiations within and outside the organization,
of relationships with their HR colleagues, HR professionals serve as their organization’s
organizational stakeholders, and business contacts representative, working to understand the position
to advance the organization’s practice of HR of all negotiating parties to achieve a mutually
management. Relationship building can lead to acceptable resolution.
both individual and organizational success. Positive
employee-supervisor relationships, for example, Key Concepts (foundational knowledge):
are associated with higher salaries, increased • Types of conflict (e.g., relationship, task, inter- and
promotions, greater career mobility and other intra-organizational).
rewards, and improved feelings of belonging • Conflict resolution styles (e.g., avoidance,
and inclusion in the workplace. Similarly, positive competition, cooperation, conciliation).
relationships with coworkers are associated with
• Conflict resolution techniques (e.g.,
greater job satisfaction, involvement, performance,
accommodate, avoid, collaborate).
team cohesion, organizational commitment, and
decreased turnover intentions. • Negotiation, tactics, strategies and styles (e.g.,
perspective taking, principled bargainer, auction,
In team settings, HR professionals who are adept interest-based bargaining).
at using their relationship management skills foster
collaboration and open communication among
colleagues. They help to establish an organizational
environment that values and promotes teamwork.
Effective HR professionals are also able to identify
potential sources of conflict, and encourage parties
in conflict to stay positive, respectful and task-
related. In the case of counterproductive conflict,
competent HR professionals work to identify root
causes and mediate disputes in an impartial and
respectful manner.

SUBCOMPETENCIES
Networking »» Develops and maintains a network of professional contacts within »» Creates opportunities for HR employees to network
– Effectively the organization, including peers in both HR and non-HR roles, HR and build relationships with higher-level leaders in the
customers and stakeholders. organization and in the HR community at large.
builds a network
of professional »» Develops and maintains a network of external partners (e.g., vendors). »» Develops and maintains a network of contacts within the
contacts both »» Develops and maintains a network of professional colleagues in the HR organization (e.g., senior leaders from other business units)
community at large, for professional development and to fill business and outside of the organization (e.g., members of legislative
within and outside bodies, community leaders, union heads, external HR
needs (e.g., identification of new talent).
of the organization leaders).
Relationship »» Develops and maintains mutual trust and respect with colleagues. »» Develops HR’s objectives and goals for relationship
building – »» Develops and maintains a pattern of reciprocal exchanges of support, management.
Effectively builds information and other valued resources with colleagues. »» Develops and maintains relationships in the HR community
and maintains »» Demonstrates concern for the well-being of colleagues. at large through leadership positions in other organizations.
relationships »» Establishes a strong and positive reputation, within and outside the »» Leverages relationships to learn about best practices for
and new approaches to building competitive advantage.
both within and organization, as an open and approachable HR professional.
outside of the »» Ensures that all stakeholder voices are heard and acknowledged.
organization. »» Identifies and leverages areas of common interest among stakeholders,
to foster the success of HR initiatives.
»» Develops working relationships with supervisors and HR leaders
by promptly and effectively responding to work assignments,
communicating goal progress and project needs, and managing work
activities.
Teamwork – »» Builds engaged relationships with team members through trust, »» Fosters an organizational culture that supports intra-
Participates as task-related support and direct communication. organizational teamwork and collaboration (e.g., silo-
an effective team »» Fosters collaboration and open communication among stakeholders busting).
member, and and team members. »» Creates and leads teams with senior leaders from across
builds, promotes »» Supports a team-oriented organizational culture. the organization.
and leads effective »» Creates and/or participates in project teams comprised of HR and »» Designs and oversees HR initiatives that promote effective
non-HR employees. team processes and environments.
teams.
»» Embraces opportunities to lead a team.
»» Identifies and fills missing or unfulfilled team roles.
Conflict »» Resolves and/or mediates conflicts in a respectful, appropriate and »» Designs and oversees conflict resolution strategies and
management impartial manner, and refers them to a higher level when warranted. processes throughout the organization.
– Manages and »» Identifies and addresses the underlying causes of conflict. »» Facilitates difficult interactions among senior leaders to
resolves conflicts »» Facilitates difficult interactions among employees to achieve optimal achieve optimal outcomes.
by identifying outcomes. »» Identifies and reduces potential sources of conflict when

areas of common »» Encourages productive and respectful task-related conflict, using it to proposing new HR strategies or initiatives.
interest among the facilitate change. »» Mediates or resolves escalated conflicts.

parties in conflict. »» Serves as a positive role model for productive conflict.
»» Identifies and resolves conflict that is counterproductive or harmful.
Negotiation – »» Maintains a professional demeanor during negotiation discussions. »» Negotiates with stakeholders within and outside of the
Reaches mutually »» Applies an understanding of the needs, interests, issues and bargaining organization in complex and high-stakes negotiations.
acceptable position of all parties to negotiation discussions. »» Defines the parameters of negotiating boundaries on behalf
agreements »» Offers appropriate concessions to promote progress toward of the HR unit.
with negotiating an agreement. »» Achieves a mutually acceptable agreement in difficult and

parties within and »» Adheres to applicable negotiation- and bargaining-related complex negotiations.
outside of the laws and regulations.

organization. »» Evaluates progress toward an agreement.
»» Identifies an ideal solution or end state for negotiations, monitors
progress toward that end state, and ends negotiations when
appropriate.

Communication
Definition: Communication is defined as the knowledge, skills, abilities and other characteristics (KSAOs)
needed to effectively craft and deliver concise and informative communications, to listen to and address the
concerns of others, and to transfer and translate information from one level or unit of the organization
to another.
Communication is comprised of three subcompetencies:

• Delivering messages
• Exchanging organizational information
• Listening
This competency describes the behavior and The behaviors required of senior- and executive-
knowledge needed for effective two-way level HR leaders also include facilitating effective
communication. organizational communication across departments,
gathering input from key organizational
HR professionals often serve as the “voice of stakeholders, and creating and maintaining
HR,” communicating related information (e.g., an organizational culture that encourages and
interpretation of HR policies) to employees and rewards constructive communication upward, from
other stakeholders. In this capacity, they must employees to leadership.
know how to deliver clear and accurate messages
across a variety of mediums (e.g., through oral Key Concepts (foundational knowledge):
presentations, in e-mails) to audiences of all sizes • Elements of communication (e.g., source, sender,
and backgrounds. Senior-level HR professionals receiver, message feedback).
may need to describe to employees or other • General communication techniques (e.g.,
organizational leaders the organization’s overall planning communications, active listening).
HR strategy, including how it supports the broader
• Communication techniques for specialized
organization’s initiatives, goals and strategic
situations (e.g., giving feedback, facilitating focus
direction.
groups, facilitating staff meetings).
The Communication competency also reflects the • Communications media (e.g., phone, e-mail, face-
need for HR professionals to listen. Successful to-face, report, presentation, social media).
practitioners engage in active listening techniques,
striving to understand the perspective and
viewpoint of the communicator and clarifying
information as necessary to better understand the
message being conveyed.

SUBCOMPETENCIES
Delivering messages »» Presents needed information to stakeholders and »» Demonstrates fluency in the business language of
– Develops and refrains from presenting unneeded information. senior leaders.
delivers, to a variety »» Uses an understanding of the audience to craft »» Communicates difficult or negative messages in an
of audiences, the content of communications (e.g., translates honest, accurate, and respectful manner.
communications that technical jargon), and chooses the best medium for »» Comfortably presents to audiences of all sizes and
are clear, persuasive communication. backgrounds.
and appropriate to the »» Uses appropriate business terms and vocabulary.
topic and situation.
»» Ensures that the delivered message is clear and
understood by the listener.
»» Crafts clear, organized, effective and error-free
messages.
»» Creates persuasive and compelling arguments.
Exchanging »» Effectively communicates HR programs, practices »» Communicates HR’s vision, strategy, goals and culture
organizational and policies to both HR and non-HR employees. to senior leaders and HR staff.
information – »» Helps non-HR managers communicate HR issues. »» Articulates to senior leaders the alignment of HR’s
Effectively translates »» Voices support for HR and organizational initiatives in strategies and goals with the organization’s.
and communicates communications with stakeholders. »» Implements policies and initiatives that create
messages among
organizational levels or »» Effectively communicates with senior HR leaders. channels for open communication throughout the
organization, across and within levels of responsibility.
units.
»» Prepares and delivers to senior- and board-level
audiences messages on important, high-visibility HR
and organizational issues.
Listening – »» Listens actively and empathetically to others’ views »» Develops an organizational culture in which upward
Understands and concerns. communication is encouraged and senior leaders are
information provided »» Welcomes the opportunity to hear competing points receptive to staff views and opinions.
by others. of view and does not take criticism personally. »» Establishes processes to gather feedback from the
»» Seeks further information to clarify ambiguity. entire organization about the HR function.
»» Promptly responds to and addresses stakeholder
communications.
»» Interprets and understands the context of, motives for
and reasoning in received communications.
»» Solicits feedback from senior leaders in other
business units about the HR function.

Global & Cultural Effectiveness

Definition: Global & Cultural Effectiveness is defined as the knowledge, skills, abilities and other
characteristics (KSAOs) needed to value and consider the perspectives and backgrounds of all parties,
to interact with others in a global context, and to promote a diverse and inclusive workplace.
Global & Cultural Effectiveness is comprised of three subcompetencies:

• Operating in a diverse workplace
• Operating in a global environment
• Advocating for a diverse and inclusive workplace
Many HR professionals work in a global business Most importantly, perhaps, is the responsibility
environment, which today encompasses of HR professionals to promote the value of
multinationals with offices abroad as well as cultural diversity by creating an open, inviting
domestic organizations with foreign suppliers. HR work environment and organizational culture that
professionals are more frequently coming into respects all employees’ unique contributions.
contact with individuals from other cultures and The most effective HR practitioner recognizes
with workers from other countries. According the cultural diversity that exists among the
to the United States Census Bureau, as of 2010 organization’s employees—even one with domestic-
approximately 40 million people living in the U.S. only operations—and leverages that diversity for
were foreign-born; according to a United Nations lasting competitive advantage.
report in 2015, there were 244 million migrants
worldwide. Both sources indicated that migration Key Concepts (foundational knowledge):
has increased dramatically and will continue to do • Cultural intelligence.
so in the coming years. • Cultural norms, values and dimensions (e.g., Hall,
Hofstede, Schein, Trompenaars models).
In this light, the importance of the Global & Cultural
• Techniques for bridging individual differences and
Effectiveness behavioral competency is evident.
perceptions (e.g., barrier removal, assimilation).
Successful HR professionals understand how their
organizations operate in a global context and how • Best practices for managing globally diverse
global events affect their organizations. They show workforces.
openness and acceptance to people from other • Interactions and conflicts of professional and
cultures. They help employees navigate differences cultural values.
in global laws, policies, values, traditions and
customs. They create HR initiatives and policies
that balance the cultural differences of diverse
employees with the need for fair and consistent
application—a particularly difficult task.

SUBCOMPETENCIES
Operating in a »» Demonstrates a general awareness and »» Drives a culture that values diversity and inclusion.
diverse workplace understanding of and respect for cultural differences »» Advocates for the strategic connection of diversity and
– Demonstrates and issues. inclusion practices to organizational success.
openness and tolerance »» Adapts behavior to navigate different cultural
when working with conditions, situations and people.
people from different »» Demonstrates acceptance of colleagues from
cultural traditions. different cultures.
»» Promotes the benefits of a diverse and inclusive
workforce.
»» Promotes inclusion in daily interactions with others.
»» Conducts business with an understanding of and
respect for cross-cultural differences in customs and
acceptable behaviors.
Operating in a »» Demonstrates an understanding, from a global »» Creates an HR strategy that incorporates the
global environment perspective, of the organization’s line of business. organization’s global competencies and perspectives
– Effectively »» Tailors HR initiatives to local needs by applying an on organizational success.
manages globally understanding of cultural differences. »» Uses expert knowledge about global HR trends,
influenced workplace »» Conducts business with an understanding of and economic conditions, labor markets and legal
requirements to achieve respect for differences in rules, laws, regulations and environments to set HR’s strategic direction and
organizational goals. accepted business operations and practices. to inform development and implementation of HR
initiatives.
»» Applies knowledge of global trends when
implementing or maintaining HR programs, practices »» Uses expert knowledge about global HR trends,
and policies. economic conditions, labor markets and legal
environments to evaluate the impact of diversity and
»» Operates with a global mindset while remaining inclusion on the organization’s HR strategy.
sensitive to local issues and needs.
»» Manages contradictory or paradoxical practices,
policies and cultural norms, to ensure harmony.
Advocating for a »» Supports an organizational culture that values »» Develops HR initiatives, programs and policies that
diverse and inclusive diversity and promotes inclusion. support the organization’s policies and philosophy
workplace – Designs, »» Uses the organization’s policies and philosophy toward diversity and inclusion.
implements and toward diversity and inclusion to inform business »» Ensures that learning and development programs (or
promotes organizational decisions and implementation of HR programs, other appropriate interventions) about diversity and
policies and practices practices and policies. cultural sensitivity are provided to employees at all
to ensure diversity »» Designs, recommends, implements, and/or audits HR levels of the organization.
and inclusion in the programs, practices and policies intended to ensure »» Develops HR initiatives that will be applied
workplace. diversity and inclusion. consistently and fairly to all staff.
»» Ensures that HR programs, practices and policies are »» Drives an HR strategy that leverages diversity,
applied consistently and respectfully to all staff. inclusion and cultural differences for organizational
success.

Business
CLUSTER
There are three behavioral competencies in the Business cluster: Business Acumen,
Consultation and Critical Evaluation. These competencies describe the behaviors,
attributes and underlying knowledge necessary for HR professionals to identify, design,
implement and evaluate HR solutions that meet business objectives.
Key components of Business behavioral competencies include: ensuring that HR

contributes to the strategic direction of the organization; understanding the business and
the environment in which it operates; designing and implementing business solutions to
meet human capital needs; contributing to and leading change management initiatives;
and gathering and analyzing data to inform business decisions.

THE
THE SHRM
SHRM BODY
BODY OF
OF COMPETENCY
COMPETENCY AND
AND KNOWLEDGE
KNOWLEDGE
Business Acumen
Definition: Business Acumen is defined as the knowledge, skills, abilities and other characteristics (KSAOs)
needed to understand the organization’s operations, functions and external environment, and to apply
business tools and analyses that inform HR initiatives and operations consistent with the overall strategic
direction of the organization.
Business Acumen is comprised of three subcompetencies:

• Business and competitive awareness
• Business analysis
• Strategic alignment
HR can provide a critical and unique contribution Key Concepts (foundational knowledge):
to the organization’s competitive advantage • Business terms and concepts (e.g., return on
through effective management of human capital. investment [ROI]).
This advantage is most pronounced when HR • Analyzing and interpreting business documents
professionals develop human capital programs, (e.g., balance sheets, budgets, cash flow
policies and systems that align with and contribute statements, profit and loss statements).
to the organization’s goals and strategic direction.
• Elements of a business case.
As they work with non-HR colleagues in other • Business intelligence techniques and tools (e.g.,
departments, HR professionals should be able to online analytical processing, advanced analytics,
understand the organization’s business as a whole business intelligence portals).
and recognize what unique roles HR can play in • Financial analysis and methods for assessing
organizational success. business health.
Effective HR professionals have a well-developed

proficiency in Business Acumen. They understand
the core functions of the business, including how it
operates and how HR practices contribute to those
operations. They understand the organization’s
external environment, including the effects of
external factors on competitive advantage. They
master business analysis techniques, which
enable them to design or modify initiatives that
enhance HR’s contributions to the overall business.
Successful senior-level HR professionals create
HR programs that they can ensure are in strategic
alignment with the organization’s goals, strategy
and objectives.

SUBCOMPETENCIES
Business and »» Uses organizational and external resources to »» Gathers and applies business intelligence about
competitive awareness learn about the organization’s business operations, PESTLE trends to define HR’s strategic direction and
– Understands functions, products and services. long-term goals.
the organization’s »» Uses organizational and external resources to learn »» Applies expert knowledge of the organization’s
operations, functions, about the political, economic, social, technological, business operations, functions, products and services
products and services, legal and environmental (PESTLE) trends that when setting HR’s strategic direction and long-term
and the competitive, influence the organization. goals.
economic, social and »» Applies knowledge of the organization’s business »» Applies an understanding of the labor market when
political environments in operations, functions, products and services, in order developing a strategy to manage and compete
which the organization to implement HR solutions and inform business for talent.
operates. decisions. »» Participates in advocacy activities involving
»» Applies knowledge of the organization’s industry and government policy and proposed regulations related
PESTLE trends, in order to implement HR solutions to the organization’s HR strategies and long-term
and inform HR decisions. goals.
Business analysis »» Uses cost-benefit analysis, organizational metrics »» Designs, implements and evaluates HR initiatives with
– Applies business and key performance indicators to inform business consideration of value-added, ROI, utility, revenue,
metrics, principles and decisions. profit and loss statements and other business
technologies to inform »» Applies principles of finance, marketing, economics, indicators.
and address business sales, technology, law and business systems to »» Uses risk assessment to inform HR’s and the
needs. internal HR programs, practices and policies. organization’s strategic direction and long-term goals.
»» Uses HR information systems (HRIS) and business »» Determines the budget and resource requirements of
technology to solve problems and address needs. HR initiatives.
»» Develops HRIS and business technology to solve
business problems and address needs.
»» Examines organizational problems and opportunities
in terms of integrating HR solutions that maximize ROI
and strategic effectiveness.
Strategic alignment »» Demonstrates an understanding of the relationship »» Defines and communicates HR’s and the
– Aligns HR strategy, between effective HR and effective core business organization’s strategy, goals and challenges in terms
communications, functions. of business results.
initiatives and »» Aligns decisions with HR’s and the organization’s »» Aligns HR’s strategic direction and long-term goals
operations with the strategic direction and goals. with the organization’s overall business strategy and
organization’s strategic »» Makes the business case, or provides the data to objectives.
direction. build the case, for HR initiatives and their influence »» Applies the perspective of systems thinking to make
on efficient and effective organizational functioning HR and business decisions.
(e.g., ROI for HR initiatives). »» Drives key business results by developing strategies
and long-term goals that account for senior leaders’
input.
»» Serves as a strategic contributor to organizational
decision-making on fiscal issues, product/service
lines, operations, human capital and technology.
»» Evaluates all proposed business cases for HR
initiatives.

THE
THE SHRM
SHRM BODY
BODY OF
OF COMPETENCY
COMPETENCY AND
AND KNOWLEDGE
KNOWLEDGE
Consultation
Definition: Consultation is defined as the knowledge, skills, abilities and other characteristics (KSAOs)
needed to work with organizational stakeholders in evaluating business challenges and identifying
opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing
support for HR solutions that meet the changing needs of customers and the business.
Consultation is comprised of five subcompetencies:

• Evaluating business challenges
• Designing HR solutions
• Implementing and supporting HR solutions
• Change management
• Customer interaction
Because HR professionals are expected to be key ongoing support for customers, HR professionals
contributors to the achievement of organizational identify, define and resolve customer needs and
goals in alignment with the organization’s contribute to a customer-centric organizational
strategic direction, a well-developed Consultation culture.
competency is important for effective HR practice.
Key Concepts (foundational knowledge):
HR professionals collaborate with other business • Organizational change management theories,
professionals to create and implement HR solutions models (e.g., Lewin’s change management model,
that meet the needs of their organizations. They McKinsey 7-S model, Kotter’s 8-step change
apply their expertise in human capital issues to model), and processes (e.g., leadership buy-in,
confront and deal with related challenges (in building a case for change, engaging employees,
staffing, training and development, performance, communicating change, removing barriers).
employee relations, etc.). • Consulting processes and models (e.g., discovery,
analysis and solution, recommendation,
HR professionals collaborate and partner with implementation), including the contributions
stakeholders by actively engaging them as of consulting to organizational systems and
participants in the job at hand, translating technical processes.
HR concepts and information into actionable
• Effective consulting techniques (e.g.,
recommendations. As business partners, HR
understanding organizational culture,
professionals use their human capital expertise to
understanding areas and limits of one’s own
generate creative, evidence-based solutions, and
expertise, setting reasonable expectations,
to provide accurate, timely guidance. Best practices
avoiding overpromising).
form the basis for such guidance, as well as
research that takes into account the organization’s • Key components of successful client interactions
unique internal and external environments. (e.g., listening, empathy, communication, follow-
up).
To support the implementation of HR solutions and • Methods for design and delivery of HR service
changes, HR professionals integrate them into functions and processes (e.g., issue tracking,
existing systems, recognize and resolve business client service).
constraints, and obtain buy-in by partnering with
organizational leaders and colleagues. To provide

SUBCOMPETENCIES
Evaluating business »» Develops an understanding of the organization’s »» Works with senior leadership to identify how HR
challenges – Works current and future HR challenges, and helps can improve business outcomes and support the
with business partners to identify HR needs and opportunities for organization’s strategic direction and long-term goals.
and leaders to identify improvement.
business challenges »» Identifies current and future HR-related threats and
and opportunities for liabilities.
HR solutions. »» Identifies existing HR programs, practices and
policies that impede or support business success.
Designing HR »» Offers, in partnership with stakeholders, HR solutions »» Works with key internal customers to identify initiatives
solutions – Works with for business needs that are creative, innovative, that minimize threats and liabilities.
business partners and effective and based on best practices and/or »» Determines the strategic approach to remediation of
leaders to design HR research. HR-related threats and liabilities.
solutions and initiatives »» Provides guidance to non-HR managers regarding »» Works with business leaders to create innovative,
that meet business HR practices, compliance, laws, regulations and evidence-based talent management strategies that
needs. ethics. align with and drive the organization’s strategy.
»» Defines clear goals and outcomes for HR solutions, »» Designs and oversees evidence-based long-term
using them to drive solution design. strategic HR and business solutions.
Implementing and »» Provides guidance to non-HR managers and »» Provides ongoing support and HR solutions to
supporting HR business unit teams on implementation of HR-related business unit leaders on the organization’s strategic
solutions – Works with solutions. direction.
business partners and »» Works with business partners to overcome obstacles »» Encourages staff and other leaders to provide input on
leaders to implement to implementation of HR solutions. strategic HR and business decisions.
and support HR »» Provides follow-up to and ongoing support for »» Works with senior leaders to overcome strategic
solutions and initiatives. implementation of HR solutions, to ensure their obstacles to implementation of HR initiatives.
continued effectiveness. »» Integrates HR solutions with related organizational
»» Ensures that implementation of HR solutions adheres processes, systems and other business or
to defined goals and outcomes. management initiatives.
Change management »» Recommends ways to improve HR programs, »» Works with other senior executives to identify when
– Leads and supports practices and policies. and where change is or is not needed.
maintenance of or »» Promotes buy-in among organizational stakeholders »» Builds buy-in among senior leadership and staff at all
changes in strategy, when implementing change initiatives. levels for organizational change.
organization and/or »» Builds buy-in among staff for organizational change. »» Defines change objectives and goals.
operations.
»» Aligns and deploys HR programs to support change »» Oversees implementation of change initiatives across
initiatives. business units and throughout the organization.
»» Partners with other business leaders to achieve
change objectives and goals.
»» Provides support to HR staff at all levels during change
initiatives.
Customer interaction »» Identifies, defines and clarifies customer needs »» Designs and oversees HR programs, practices and
– Provides high-quality and requirements, and reports on the status of HR policies that ensure a strong, high-quality customer
customer service and services provided and results achieved. service culture in the HR function.
contributes to a strong »» Responds promptly, courteously and openly to »» Oversees HR’s customer service objectives and
customer service customer requests, and takes ownership of customer outcomes.
culture. needs. »» Identifies larger system needs and issues influencing
»» Identifies and resolves risks and early-stage market requirements, and engages outside
problems in meeting customer needs. stakeholders to help meet requirements that go
»» Manages interactions with vendors and suppliers to beyond HR’s functional assignment.
maintain service quality. »» Develops and promotes an organizational culture that
excels at meeting customer needs.

Critical Evaluation
Definition: Critical Evaluation is defined as the knowledge, skills, abilities and other characteristics (KSAOs)
needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that
evaluate HR initiatives and inform business decisions and recommendations.
Critical Evaluation is comprised of four subcompetencies:

• Data advocate
• Data gathering
• Data analysis
• Evidence-based decision-making
In today’s data-driven workplace, HR professionals Key Concepts (foundational knowledge):

rely on metrics and analytics to evaluate and • Survey and assessment tools (e.g., development,
enhance the effectiveness of human capital administration, validation of surveys and
programs. (Examples of such data inquiries assessments).
include: comparing the cost-per-hire of college • Sources of data (e.g., surveys, interviews, focus
recruiting fairs against online job ads; measuring groups).
the production-related efficiency gains associated
• Basic concepts in statistics (e.g., descriptive
with an employee training program; and identifying
statistics, correlation) and measurement (e.g.,
future workforce needs based on voluntary
reliability, validity).
turnover rates.) By collecting and properly utilizing
metrics, HR professionals add value to their role in • Interpretation of data and charts.
the organization, and are seen by organizational • Using data to support a business case
leaders as reliable strategic partners. (e.g., interpretation, visualization, graphical
representation).
An evidence-based approach to HR characterizes
the Critical Evaluation behavioral competency.
Effective HR professionals know how to identify
key sources of data that are useful and relevant
for informing HR actions and decisions. They
can assess that data to evaluate its quality and
limitations. They are skilled at analyzing and
interpreting data. HR professionals should be
familiar with various methods of data collection and
basic statistical tests.
In the role of advocates for evidence-based

practice, HR professionals embrace novel
approaches for collecting and using data,
encourage its systematic use in organizational
decision-making, and contribute to a culture of
evidence-driven HR practice.

SUBCOMPETENCIES
Data advocate »» Demonstrates an understanding of the importance »» Promotes the role of evidence in setting and validating
– Understands of using data to inform business decisions and HR’s strategic direction and long-term goals.
and promotes the recommendations. »» Supports an organizational culture that promotes
importance and utility »» Promotes the importance of evidence-based the collection and incorporation of data (e.g., risks,
of data. decision-making. economic and environmental factors) into decision-
»» Promotes the importance of validating HR programs, making, and supports the organizational processes,
practices and policies to ensure that they achieve policies and procedures to do so.
desired outcomes. »» Promotes the utility of HR metrics for understanding
»» Identifies decision points that can be informed by organizational performance.
data and evidence. »» Ensures that the HR function uses data to inform
decision-making and the development and evaluation
of HR initiatives.
Data gathering – »» Maintains working knowledge of data collection, »» Ensures that resources and processes are in place to
Understands how research methods, benchmarks and HR metrics. facilitate systematic collection of data, to inform HR’s
to determine data »» Identifies sources of the most relevant data for strategic direction and long-term goals.
utility, and identifies solving organizational problems and answering »» Identifies new sources of data or new methods of data
and gathers data to questions. collection to inform and evaluate HR initiatives.
inform organizational »» Gathers data using appropriate methods (e.g., »» Interacts with senior leaders outside the organization
decisions. surveys, focus groups) to inform and monitor to collect data relevant to HR.
organizational solutions.
»» Scans external sources for data relevant to the
organization (e.g., risks, economic and environmental
factors).
»» Benchmarks HR initiatives and outcomes against
the organization’s competition and other relevant
comparison groups.
Data analysis – »» Maintains working knowledge of statistics and »» Maintains advanced knowledge of statistics and
Analyzes data to measurement concepts. measurement concepts.
evaluate HR initiatives »» Identifies potentially misleading or flawed data. »» Oversees comprehensive and systematic evaluations
and business »» Conducts analyses to identify evidence-based best of the organization’s HR programs, practices and
challenges. practices, evaluate HR initiatives and determine policies.
critical findings. »» Critically reviews and interprets the results of analyses
»» Maintains objectivity when interpreting data. to identify evidence-based best practices, evaluate HR
initiatives and determine critical findings.
Evidence-based »» Reports key findings to senior business and HR »» Communicates to other senior leaders in the
decision-making – leaders. organization critical data analysis findings and their
Uses the results of data »» Uses research findings to evaluate different courses implications for HR’s strategic direction and goals.
analysis to inform the of action and their impacts on the organization. »» Uses research findings to inform HR’s strategic
best course of action. »» Applies data-driven knowledge and best practices direction and long-term goals.
from one situation to the next, as appropriate. »» Develops best practices based on evidence from
»» Ensures that HR programs, practices and policies industry literature, peer-reviewed research and other
reflect research findings and best practices. sources, including experience.
»» Objectively examines HR programs, practices and »» Sponsors evidence-based initiatives for process
policies in light of data. improvement.

SECTION 2:
HR Expertise (HR Knowledge)
Technical HR knowledge (i.e., HR Expertise) is defined as the principles, practices and functions of effective
HR management. Its application is facilitated by behavioral competencies (see Section 1). Successful HR
professionals must be in command of both technical HR knowledge and the behavioral components of HR
practice. This approach, which is supported by SHRM research (see Introduction), emphasizes the critical
and integrated roles played by technical HR knowledge (what you know) and by behavioral competencies
(how you apply what you know) in contributing to effective HR practice.
How to Read This Section

The technical competency of HR Expertise encompasses the core HR knowledge that an HR professional
needs to effectively perform key HR activities HR Expertise is grouped into three knowledge domains:
People, Organization and Workplace. Each domain is further divided into functional areas, which more
specifically describe the knowledge required to perform those functions. All together, HR Expertise covers 15
functional areas. Figure 4 provides an overview of this organizing framework.
An in-depth description is provided for each knowledge domain. The following information is provided for
each functional area:
• A Definition of the functional area;
• Key Concepts describing the knowledge specific to the functional area; and
• Proficiency Indicators, listed by their applicability based on career level (i.e., applicable to all HR

SECTION
SECTION
2: HR
1: BEHAVIORAL
EXPERTISE (HR
COMPETENCIES
KNOWLEDGE)
FIGURE 4: Organizing Framework of the Technical Competency (HR Expertise) Knowledge Domains
DOMAIN FUNCTIONAL AREA DEFINITION
Involves the activities necessary for developing, implementing and managing the strategic
HR Strategic Planning
direction required to achieve organizational success and to create value for stakeholders.
Encompasses the activities involved in building and maintaining a workforce that meets the
Talent Acquisition
needs of the organization.
Refers to the activities aimed at retaining high-performing talent, solidifying and improving
Employee Engagement & the relationship between employees and the organization, creating a thriving and energized
People
Retention workforce, and developing effective strategies to address appropriate performance

expectations from employees at all levels.
The activities that enhance the knowledge, skills, abilities and other characteristics (KSAOs)
Learning & Development
and competencies of the workforce in order to meet the organization’s business needs.
Refers to the design and implementation of compensation systems and benefit packages,
Total Rewards
which employers use to attract and retain employees.
Encompasses the people, processes, theories and activities involved in the delivery of
Structure of the HR Function
HR-related services that create and drive organizational effectiveness.
Concerns the overall structure and functionality of the organization, and involves
Organizational Effectiveness
measurement of long- and short-term effectiveness and growth of people and processes, and
& Development
implementation of necessary organizational change initiatives.
Organization
Refers to HR practices and initiatives that allow the organization to meet its talent needs (e.g.,
Workforce Management
workforce planning, succession planning) and to close critical gaps in competencies.
Refers to any dealings between the organization and its employees regarding the terms and
Employee & Labor Relations
conditions of employment.
Involves the use of existing, new and emerging technologies to support the HR function,
Technology Management and the development and implementation of policies and procedures governing the use of
technologies in the workplace.
Focuses on the role of the HR professional in managing global workforces to achieve

HR in the Global Context
organizational objectives.
Encompasses activities that create opportunities for the organization to leverage the unique
Diversity & Inclusion
backgrounds and characteristics of all employees to contribute to its success.
Workplace
The identification, assessment and prioritization of risks, and the application of resources to
Risk Management
minimize, monitor and control the probability and impact of those risks accordingly.
Represents the organization’s commitment to operate in an ethical and sustainable manner by

Corporate Social
engaging in activities that promote and support philanthropy, transparency, sustainability and
Responsibility
ethically sound governance practices.
Refers to the knowledge and application of all relevant laws and regulations in the United
U.S. Employment Law &
States relating to employment—provisions that set the parameters and limitations for each HR
Regulations
functional area and for organizations overall.

People
KNOWLEDGE DOMAIN
This domain covers essential HR knowledge relating to people. Its functional areas
include: HR Strategic Planning, Talent Acquisition, Employee Engagement & Retention,
Learning & Development, and Total Rewards.
To perform their job functions effectively, HR professionals need to know how to:
create and set the strategic direction of the HR function; acquire or develop the talent
necessary for pursuing organizational goals; maintain a satisfied and engaged workforce
while minimizing unwanted employee turnover; and develop a total rewards program that
maximizes the effectiveness of the organization’s compensation and benefits.

FUNCTIONAL AREA #1: HR Strategic Planning

Definition: HR Strategic Planning involves the activities necessary for developing, implementing and
managing the strategic direction required to achieve organizational success and to create value for
stakeholders.
HR professionals at all career levels are expected Key Concepts:

to support and contribute to the strategic • Approaches to project management (e.g.,
role of HR and the strategic direction of the traditional, Lean Six Sigma, agile, critical chain)
organization. To do so effectively, they need a and processes (e.g., initiating, planning and
solid grasp of systems thinking and theory, which design, launching/executing, monitoring and
explains how organizational systems—including controlling, closing).
HR—work together. Practitioners must be able to • Concepts of systems thinking (e.g., related parts,
understand and identify the contributions of the input-process-output) and components of an
organization’s strategic direction to organizational organizational system (e.g., interdependence,
decision-making, and the contributions of each necessity of feedback, differentiation of units).
organizational system to the organization’s overall
• Organizational mission, vision and values, and
strategy.
their relation to strategic management and
planning.
When HR professionals work with other business
leaders to engage in strategic planning and analysis, • Project planning, monitoring and reporting
they do so with an understanding of the external methods and tools (e.g., critical path analysis,
environment. They incorporate the organization’s Gantt charts, variance analysis, outcome
mission and vision into goal setting, and they monitoring).
determine how HR can help the organization create • Project leadership, governance and structures
and sustain competitive advantage. (e.g., team roles, team management, work
breakdown structures).
HR professionals at all career levels can use • Role of strategic management and planning in
project management skills (e.g., project planning, creating and sustaining competitive advantage.
monitoring, reporting, leadership) to carry out
• Strategic planning analysis frameworks (e.g.,
key initiatives that contribute to the goals of the
PESTLE analysis, SWOT analysis, industry
HR function, and that are based on the strategic
analysis, scenario planning, growth-share matrix).
direction of the organization. Such programs should
be continually evaluated by HR professionals as • Strategic planning process (e.g., formulation,
to their impact on the organization, in order to goal-setting, implementation, evaluation).
maximize their positive contributions. • Systems theory and input-process-output models.

SECTION 2: HR EXPERTISE (HR KNOWLEDGE)
»» Uses the perspective of systems thinking to understand how the »» Identifies the ways in which the HR function can support the
organization operates. organization’s strategy and goals.
»» Informs business decisions with knowledge of the strategy and goals »» Engages other business leaders in strategic analysis and planning.
of HR and the organization. »» Evaluates HR’s critical activities in terms of value added, impact and
»» Develops and implements an individual action plan for executing HR’s utility, using cost-benefit analysis, revenue, profit-and-loss estimates
strategy and goals. and other leading or lagging indicators.
»» Uses benchmarks, industry metrics and workforce trends to »» Provides HR-focused expertise to other business leaders when
understand the organization’s market position and competitive formulating the organization’s strategy and goals.
advantage. »» Develops and implements HR strategy, vision and goals that align with
»» Informs HR leadership of new or overlooked opportunities to align and support the organization’s strategy and goals.
HR’s strategy with the organization’s. »» Ensures that HR strategy creates and sustains the organization’s
»» Provides HR leadership with timely and accurate information required competitive advantage.
for strategic decision-making.

FUNCTIONAL AREA #2: Talent Acquisition
Definition: Talent Acquisition encompasses the activities involved in building and maintaining a workforce that
meets the needs of the organization.
Attracting, recruiting and selecting talent to meet Key Concepts:

organizational staffing needs is a key responsibility • Approaches to employee onboarding.
of the HR function. HR professionals carry out • Approaches to sourcing (e.g., external talent
these functions effectively by analyzing and pipelines).
understanding the organization’s workforce
• Employment categories (e.g., salaried/
requirements and staffing levels, which enables
hourly, contract, temporary, interns).
them to accurately assess its current and future
talent needs. • Job analysis and identification of job
requirements
To create and maintain a workforce that meets • Job offer contingencies (e.g., background
organizational goals, HR professionals identify the investigations, credit checks).
best and most efficient sources of talent. Then they • Job offer negotiations (e.g., salary).
use a variety of methods, from employer branding
• Methods for creating and maintaining a
to social media, to recruit or attract that talent to
positive employer value proposition (EVP) and
the organization. HR professionals use high-quality,
employment brand.
valid, cost-effective methods to evaluate each
candidate, identifying those who will best meet • Methods for external and internal employee
the organization’s labor requirements and facilitate recruitment (e.g., job ads, career fairs).
achievement of strategic goals. • Methods for selection assessment (e.g., ability,
job knowledge, non-cognitive tests, assessment
To ensure the continuous improvement of the centers, interviews).
organization’s approach to talent acquisition, HR • Talent acquisition metrics (e.g., cost per hire, time
professionals regularly evaluate it to identify areas to fill).
that can be improved.
»» Understands the talent needs of the organization or business unit. »» Analyzes staffing levels and projections, to forecast workforce needs.
»» Uses a wide variety of talent sources and recruiting methods to attract »» Develops strategies for sourcing and acquiring a workforce that meets
qualIfied applicants. the organization’s needs.
»» Uses technology (e.g., social media, applicant tracking software »» Establishes an EVP and employment brand that supports recruitment
[ATS]) to support effective and efficient approaches to sourcing and of high-quality job applicants.
recruiting employees. »» Designs and oversees effective strategies for sourcing, recruiting and
»» Promotes and uses the EVP and employment brand for sourcing and evaluating qualified job candidates.
recruiting applicants. »» Designs and oversees employee onboarding and assimilation
»» Uses the most appropriate hiring methods to best evaluate a processes.
candidate’s technical skills, organizational fit and alignment with the »» Designs and oversees valid and systematic programs for assessing the
organization’s competencies needs. effectiveness of talent acquisition activities that meet the organization’s
»» Conducts appropriate pre-employment screening. needs.
»» Implements effective onboarding and orientation programs for new
employees.
»» Designs job descriptions to meet the organization’s resource needs.

FUNCTIONAL AREA #3: Employee Engagement & Retention

Definition: Employee Engagement & Retention refers to activities aimed at retaining high-performing talent,
solidifying and improving the relationship between employees and the organization, creating a thriving and
energized workforce, and developing effective strategies to address appropriate performance expectations
from employees at all levels.
Employee turnover and poor performance can be • Influence of culture on organizational outcomes
extremely costly and disruptive to organizations. (e.g., organizational performance, organizational
HR practices that create and maintain an engaged, learning, innovation).
satisfied workforce and a positive organizational • Interventions for improving job attitudes.
culture, however, can mitigate these problems, by
• Job attitude theories and basic principles (e.g.,
improving organizational performance and the
engagement, satisfaction, commitment).
retention of high-performing talent.
• Job enrichment/enlargement principles and
This can be accomplished by HR professionals who techniques.
comprehend the theories and concepts behind job • Key components of, and best practices associated
attitudes (e.g., satisfaction, engagement), the causes with, performance management systems.
of turnover, and the most effective ways of measuring • Methods for assessing employee attitudes (e.g.,
both. HR professionals should understand best focus groups, stay interviews, surveys).
practices relating to such data, including analysis,
• Principles of effective performance appraisal (e.g.,
identification of key findings and their communication
goal setting, giving feedback).
to senior leadership.
• Retention and turnover metrics (e.g., voluntary
HR professionals should know how to design and turnover rate).
create HR systems and interventions that apply • Types of organizational cultures (e.g., authoritarian,
these data to improve job attitudes and build a mechanistic, participative, learning, high
positive organizational culture, and how to use the performance).
appropriate metrics to evaluate such improvement. • Workplace flexibility programs (e.g., telecommuting,
alternative work schedules).
Key Concepts:
• Approaches to developing and maintaining a
positive organizational culture (e.g., learning
strategies, communication strategies, building
values).
• Approaches to recognition (e.g., performance or
service awards).
• Creation, administration, analysis and
interpretation of employee attitude surveys.
• Creation, planning and management of employee
engagement activities.
• Employee lifecycle phases (e.g., recruitment,
integration, development, departure).
• Employee retention concepts (e.g., causes of
turnover) and best practices (e.g., realistic job
(CONTINUED ON NEXT PAGE)
previews [RJP]).

FUNCTIONAL AREA #3: Employee Engagement & Retention (CONTINUED FROM PREVIOUS PAGE)
»» Designs, administers, analyzes and interprets surveys of employee »» In collaboration with other leaders, defines an organizational strategy
attitudes (e.g., engagement, job satisfaction) and culture. to create an engaged workforce.
»» Administers and supports HR and organizational programs designed »» Implements best practices for employee retention in HR programs,
to improve employee attitudes and culture (e.g., social events, practices and policies (e.g., RJP, career development programs,
telecommuting policies, recognition, job enlargement/enrichment, employee socialization).
workplace flexibility). »» Communicates to other senior leaders the results of surveys of
»» Identifies program opportunities to create more engaging or employee attitudes and culture.
motivating jobs (e.g., job enrichment/enlargement). »» Designs and oversees an action plan to address the findings of
»» Monitors changes in turnover and retention metrics, and ensures that employee attitude surveys.
leadership is aware of such changes. »» Designs and oversees HR and organizational programs designed
»» Coaches supervisors on creating positive working relationships with to improve employee attitudes (e.g., social events, telecommuting
their employees. policies, recognition, job enlargement/enrichment, workplace
»» Trains stakeholders on use of organization’s performance flexibility).
management systems (e.g., how to enter performance goals, make »» Holistically monitors the organization’s metrics on employee attitudes,
ratings). turnover and retention, and other information about employee
»» Helps stakeholders understand the elements of satisfactory employee engagement and retention.
performance and performance management. »» Designs and oversees best practices-based employee performance
»» Implements and monitors processes that measure effectiveness of management systems that meet the organization’s talent management
performance management systems. needs.
»» Designs and oversees processes to measure the effectiveness of
performance management systems.

FUNCTIONAL AREA #4: Learning & Development

Definition: Learning & Development activities enhance the knowledge, skills, abilities and other
characteristics (KSAOs) and competencies of the workforce in order to meet the organization’s
business needs.
Learning and development is a key function Key Concepts:

of HR, and HR professionals play a vital role in • Approaches to coaching and mentoring (e.g.,
enhancing the capabilities of employees to advance formal, informal mentorship programs).
organizational goals. Using their understanding of • Career development.
learning theories and approaches, HR professionals
• Developmental assessments (e.g., 360s).
design and implement a variety of learning and
development activities (e.g., training programs, • Knowledge-sharing techniques and facilitation.
coaching and mentoring programs, developmental • Learning and development approaches and
assignments). techniques (e.g., e-learning, leader development).
• Learning and development program design and
HR professionals should develop and implement implementation (e.g., ADDIE model).
structures for sharing and ensuring the retention
• Learning evaluation (e.g., Kirkpatrick 4-level
of key knowledge and skills throughout the
model).
organization. Learning and development programs
should be evaluated for their effectiveness and • Learning theories (e.g., adult learning theory).
impact on employees’ day-to-day work behaviors. • Needs analysis types (e.g., person, organizational,
training, cost-benefit) and techniques (e.g.,
surveys, observations, interviews).
• Organizational analysis (e.g., performance
analysis).
• Techniques for career development (e.g., career
pathing, career mapping).
»» Uses best practices to evaluate data on gaps in competencies. »» Designs and oversees efforts to collect data on critical gaps in
»» Creates individual development plans (IDPs) in collaboration with competencies.
supervisors and employees. »» Provides guidance to identify and develop critical competencies that
»» Uses best practices to develop and deliver learning and development meet the organization’s talent needs.
activities that close gaps in employees’ competencies and skills. »» Monitors the effectiveness of programs for emerging leaders and
»» Uses all available resources (e.g., vendors) to develop and deliver leadership development.
effective learning and development programs. »» Creates long-term organizational strategies to develop talent.
»» Creates internal social networks to facilitate knowledge-sharing »» Creates strategies to ensure the retention of organizational
among employees. knowledge.
»» Administers and supports programs to promote knowledge transfer.

FUNCTIONAL AREA #5: Total Rewards
Definition: Total Rewards refers to the design and implementation of compensation systems and benefit
packages, which employers use to attract and retain employees.
By creating compensation and benefits plans that attract • Basic accounting and financial knowledge for managing
and retain talent, HR professionals play a key role in payroll (e.g., total compensation statements).
maintaining the organization’s most valuable resource—its • Compensation philosophies.
employees.
• Compensation plans for common and special workforce
groups (e.g., domestic, global/expatriate, executive,
HR professionals are responsible for developing,
sales).
understanding and consistently applying the organization’s
compensation and benefits philosophy. The process by • Job evaluation for determining compensation and
which they do so includes such actions as: determining benefits.
appropriate total rewards levels to meet organizational • Leave plans and approaches (e.g., vacation, holiday, sick,
needs through job evaluation; benchmarking against other paid/unpaid leave).
organizations; conducting remuneration surveys; and • Other benefits (e.g., disability, unemployment insurance,
analyzing labor market data. employee assistance programs, family, flex, wellness
programs).
Total rewards plans, including those for special groups
• Other compensation (e.g., deferred compensation, direct/
(e.g., executives), should fully integrate and maximize
indirect compensation, stock options).
the effectiveness of monetary compensation (i.e., salary,
bonuses), employee benefits (e.g., health care, paid • Pay practices and issues (e.g., pay increases, base pay,
leave), and other forms of compensation (e.g., deferred pay levels, banding, variable pay).
compensation). HR professionals should continually • Remuneration and labor market data collection and
evaluate and revise the organization’s compensation interpretation.
philosophy and approach to ensure that organizational • Remuneration data analysis (e.g., comparable worth,
needs are met. determining compensation, internal alignment, external
competitiveness).
Key Concepts:
• Retirement planning and benefits (e.g., pension plans).
• Approaches to gathering compensation- and benefits-
related market and competitive intelligence (e.g., • Total rewards metrics and benchmarks.
remuneration surveys).
»» Collects, compiles and interprets compensation and benefits data from »» Designs and oversees organizational compensation and benefits
various sources (e.g., remuneration surveys, labor market trends). philosophies, strategies and plans that align with the organization’s
»» Implements appropriate pay, benefit, incentive, separation and strategic direction and talent needs.
severance systems and programs. »» Designs and oversees executive compensation approaches that
»» Complies with best practices for and laws and regulations governing directly connect individual performance to organizational success.
compensation and benefits. »» Ensures the internal equity of compensation systems.
»» Differentiates between government-mandated, government-provided
and voluntary benefit approaches.
»» Performs accurate job evaluations to determine appropriate
compensation.

Organization
KNOWLEDGE DOMAIN
This domain covers critical HR knowledge relating to the organization. Its functional
areas include: Structure of the HR Function, Organizational Effectiveness & Development,
Workforce Management, Employee & Labor Relations, and Technology Management.
To carry out their job responsibilities effectively, HR professionals need to know how
to: create an effective HR function fully aligned to organizational strategy; enhance the
effectiveness of the organization at large; ensure that the organization’s talent pool has
the skills and capabilities to achieve organizational goals; promote positive relationships
with employees; and leverage technology to improve HR functioning.

FUNCTIONAL AREA #6: Structure of the HR Function

Definition: Structure of the HR Function encompasses the people, processes, theories and activities involved
in the delivery of HR-related services that create and drive organizational effectiveness.
Effective HR functions, whether executed by a When necessary, HR professionals should be

department with hundreds of employees or by able to recognize opportunities to improve HR
a single person, must be structured to meet the operations or structure in response to such factors
needs of organizational stakeholders. How these as changes in the workforce, globalization and
functions are structured is highly dependent on their organizational restructuring.
complexity, the organization’s characteristics (e.g.,
size, sector, unionization), and HR’s role. Key Concepts:
• Approaches to HR operational integration (i.e.,
To ensure that the HR function is optimally how HR structures work together).
structured and integrated with the rest of the • Approaches to HR function/service models (e.g.,
organization, HR professionals should know about centralized vs. decentralized).
the different types of HR service models, and • Approaches to HR structural models (e.g., Center
should understand how various HR services are of Excellence [COE], shared services).
integrated, aligned and/or appropriately outsourced. • Elements of the HR function (e.g. recruiting, talent
management, compensation, benefits).
Ongoing data collection enables HR professionals • HR-function metrics (e.g., HR staff per full-
to evaluate HR’s effectiveness and identify time employee, customer satisfaction, key
performance indicators, balanced scorecard).
areas for improvement. To accomplish this, they
gather feedback from stakeholders and calculate • HR staff roles, responsibilities and functions (e.g.,
generalists, specialists, HR business partners).
appropriate metrics for determining HR-related
performance and satisfaction. • Outsourcing of HR functions.
»» Adapts work style to fit the organization’s HR service model (e.g., »» Designs and implements the appropriate HR service model for the
centralized vs. decentralized), to ensure timely and consistent delivery organization (e.g., centralized vs. decentralized), to ensure efficient
of services to stakeholders. and effective delivery of services to stakeholders.
»» Seeks feedback from stakeholders to identify opportunities for HR »» Creates long-term goals that address feedback from stakeholders
function improvements. identifying opportunities for HR function improvements.
»» Acts as HR point-of-service contact for key stakeholders within a »» Ensures that all elements of the HR function (e.g., recruiting, talent
division or group. management, compensation and benefits, learning and development)
»» Provides consultation on HR issues to all levels of leadership and are aligned and integrated, and provide timely and consistent delivery
management. of services to stakeholders.
»» Coordinates with other HR functions to ensure timely and consistent »» Identifies opportunities to improve HR operations by outsourcing work
delivery of services to stakeholders. or implementing technologies that automate HR functions (e.g., time,
payroll).
»» Ensures that outsourced and/or automated HR functions are
integrated with other HR activities. »» Designs and oversees programs to collect, analyze and interpret key
performance indicators (e.g., balanced scorecard) to evaluate the
»» Analyzes and interprets key performance indicators to understand the effectiveness of HR activities in supporting organizational success.
effectiveness of the HR function.

FUNCTIONAL AREA #7: Organizational Effectiveness & Development
Definition: Organizational Effectiveness & Development concerns the overall structure and functionality of
the organization, and involves measurement of long- and short-term effectiveness and growth of people and
processes, and implementation of necessary organizational change initiatives.
Organizational effectiveness describes the extent to Key Concepts:

which an organization is able to achieve its desired • Application of behavioral assessments (e.g.,
goals. Organizational development describes the personality assessments).
ongoing maintenance of a workforce capable • Intergroup dynamics (e.g., intergroup conflict).
of accomplishing these goals. HR functions for
• Intragroup dynamics (e.g., group formation,
human capital management play a key role in
identity, cohesion, structure, influence on
organizational effectiveness and development.
behavior).
HR ensures that key documents are accurate • Organizational design structures and approaches
and reflective of critical workforce activities, (e.g., customer, functional, geographic, matrix,
so that all stakeholders have a common and program).
accurate understanding of employees’ roles and • Organizational performance theories, structures,
responsibilities. HR professionals use their in-depth and approaches.
knowledge and understanding of organizational
design principles, organizational performance
theories, and inter- and intra-group dynamics to
recommend ways to remove barriers that impede
organizational functioning.
HR professionals collect and evaluate data on

the performance of HR and the contributions of
HR initiatives to the organization. They establish
measurable goals for continuous improvement and
instill a culture of accountability.
»» Ensures that key documents and systems (e.g., job postings and »» Aligns HR’s strategy and activities with the organization’s mission,
descriptions, performance management systems) accurately reflect vision, values and strategy.
workforce activities. »» Regularly monitors results against performance standards and goals in
»» Supports change initiatives to increase the effectiveness of HR support of the organization’s strategy.
systems and processes. »» Establishes measurable goals and objectives to create a culture of
»» Identifies areas in the organization’s structures, processes and accountability.
procedures that need change. »» Consults on, plans and designs organizational structures that align
»» Provides recommendations for eliminating barriers to organizational with the effective delivery of activities in support of the organization’s
effectiveness and development. strategy.
»» Collects and analyzes data on the value of HR initiatives to the »» Assesses organizational needs to identify critical competencies for
organization. operational effectiveness.
»» Designs and oversees change initiatives to increase the effectiveness
of HR systems and processes.
»» Ensures that HR initiatives demonstrate measurable value to the
organization.

FUNCTIONAL AREA #8: Workforce Management

Definition: Workforce Management refers to HR practices and initiatives that allow the organization to meet
its talent needs (e.g., workforce planning, succession planning) and close critical gaps in competencies.
Workforce management describes an integrated Key Concepts:

set of practices designed to optimize staffing and • Analysis of labor supply and demand.
productivity of employees, and effectiveness of • Approaches to restructuring (e.g., mergers and
the organization as a whole. HR professionals acquisitions, downsizing).
continually evaluate the ability of the organization’s
• Best practices and techniques for knowledge
workforce to meet the organization’s strategic
management, retention and transfer.
goals. Where competency gaps are identified, HR
professionals develop comprehensive plans to • Leadership development and planning (e.g.,
meet the organization’s competency and talent high-potential development programs).
needs. • Succession planning programs and techniques.
• Techniques for organizational need-gap analysis
To ensure continuity of leadership, HR professionals (e.g., examination of HR records, interviews, focus
work with other organizational leaders to develop groups).
and implement leadership development initiatives
• Workforce planning approaches, techniques
(e.g., succession planning, development of high-
and analyses (e.g., attrition, gap and solution,
potential employees).
implementation and evaluation, reduction in force,
supply and demand, workforce profile).
»» Identifies gaps in workforce competencies and misalignment of »» Evaluates how the organization’s strategy and goals align with future
staffing levels. and current staffing levels and workforce competencies.
»» Implements approaches (e.g., buy or build) to ensure that appropriate »» Develops strategies to maintain a robust workforce that has the talent
workforce staffing levels and competencies exist to meet the to carry out the organization’s current and future strategy and goals.
organization’s goals and objectives. »» Coordinates with business leaders to create strategies (e.g.,
»» Plans short-term strategies to develop workforce competencies that succession planning, leadership development, training) that address
support the organization’s goals and objectives. the organization’s leadership needs.
»» Administers and supports approaches (e.g., succession plans, high- »» Develops strategies for restructuring the organization’s workforce
potential development programs) to ensure that the organization’s (e.g., mergers and acquisitions, downsizing).
leadership needs are met.
»» Supports strategies for restructuring the organization’s workforce (e.g.,
mergers and acquisitions, downsizing).

FUNCTIONAL AREA #9: Employee & Labor Relations
Definition: Employee & Labor Relations refers to any dealings between the organization and its employees
regarding the terms and conditions of employment.
When interacting with employees or their Key Concepts:

representatives (e.g., union representatives), HR • Approaches to retaliation prevention.
professionals serve as the voice of the organization. • Approaches to union-organization relations
In this role, they may lead negotiations with labor (e.g., collective bargaining, contract negotiation,
unions (e.g., supporting or leading the organization’s contract administration process).
efforts during the collective bargaining process) or
• Causes of and methods for preventing and
with other parties. Because they are responsible
addressing strikes, boycotts and work stoppages.
for ensuring that employees are treated fairly, HR
professionals must maintain expert-level knowledge • Disciplinary procedures and approaches.
of employment rights, standards and unfair labor • Employment rights, standards and concepts (e.g.,
practices. They may lead employee investigations, labor rights, living wage and fair wage concepts,
establish disciplinary procedures and address standard workday), according to the International
employee grievances and complaints. Labor Organization (ILO).
• Techniques for disciplinary investigations.
By developing and implementing workplace
• Techniques for grievance and complaint
policies, handbooks and codes of conduct, HR
resolution.
professionals serve as a resource for employees.
To ensure positive employee-organization • Types and development of compliance and
relationships, HR professionals educate non-HR ethics programs (e.g., design, implementation,
employees about operating within the bounds performance measures).
of labor agreements or policies, help non-HR • Types and structures of organized labor (e.g.,
managers deal with difficult employees, and work to unions, works councils, trade union federations,
prevent retaliation. other employee collectives).
• Types of alternative dispute resolution (ADR) (e.g.,
mediation, arbitration) and their advantages and
disadvantages.
• Unfair labor practices, according to the ILO.
• Unionization approaches, methods and
management (e.g., acceptance, avoidance
strategies).

FUNCTIONAL AREA #9: Employee & Labor Relations (CONTINUED FROM PREVIOUS PAGE)
»» Supports interactions with union and other employee representatives. »» Manages interactions and negotiations with union and other employee
»» Supports the organization’s interests in union-management activities. representatives (e.g., governmental, legal).
»» Assists and supports the organization in the collective bargaining »» Serves as the primary representative of the organization’s interests in
process. union-management activities (e.g., negotiations, dispute resolution).
»» Participates in or facilitates ADR processes (e.g., arbitration, mediation). »» Manages the collective bargaining process.
»» Makes recommendations for addressing other types of employee »» Consults on and develops an effective organized labor strategy (e.g.,
representation (e.g., governmental, legal). avoidance, acceptance, adaptation) to achieve the organization’s
desired impact on itself and its workforce.
»» Develops and implements workplace policies, handbooks and codes
of conduct. »» Educates employees, managers and leaders at all levels about the
organization’s labor strategy (e.g., avoidance, acceptance, adaptation)
»» Provides guidance to employees on the terms and implications of and its impact on the achievement of goals and objectives.
their employment agreement and the organization’s policies and
procedures (e.g., employee handbook). »» Educates employees at all levels about changes in the organization’s
policies.
»» Consults managers on how to supervise difficult employees, handle
disruptive behaviors and respond with the appropriate level of »» Coaches and counsels managers on how to operate within
corrective action. the parameters of organizational policy, labor agreements and
employment agreements.
»» Conducts investigations into employee misconduct and suggests
disciplinary action when necessary. »» Oversees employee investigations and discipline.
»» Manages employee grievance and discipline processes.
»» Resolves workplace labor disputes internally.

FUNCTIONAL AREA #10: Technology Management

Definition: Technology Management involves the use of existing, new and emerging technologies to support
the HR function, and the development and implementation of policies and procedures governing the use of
technologies in the workplace.
HR uses technology (e.g., HR information systems Key Concepts:

[HRIS]) to enhance the effectiveness of the HR • Approaches to electronic self-service for basic
function. HR has traditionally used technology to HR and people management functions (e.g.,
automate routine and administrative tasks (e.g., scheduling, timekeeping, benefit enrollment).
benefits enrollment, applicant tracking), which freed • Data and information management (e.g., data
up HR professionals to focus on more strategic integrity, confidentiality, security, disclosure).
tasks. More recently, HR has embraced technology
• HRIS capabilities and use.
to enhance the performance of core HR functions
(e.g., use of social media for recruiting, software that • Policies and procedures for procurement.
facilitates Big Data analytics). • Policies and practices for technology and social
media use (e.g., bring-your-own-device, websites,
HR professionals should understand common computers for personal activity).
HR-related technology applications (e.g., electronic • Software for recruiting and applicant tracking.
self-service for basic HR functions). They should
be able to assess the potential value and ability
of new HR-related technology to support the
organization’s strategic direction, vision and goals.
HR professionals may also be responsible for
developing and implementing technology-related
policies (e.g., social media usage, employee use of
company-provided phones for personal use).
»» Implements and uses technology solutions that support or facilitate »» Evaluates and implements technology solutions that support the
delivery of effective HR services and storage of critical employee achievement of HR’s strategic direction, vision and goals.
data. »» Evaluates and selects vendors to provide HR technology solutions.
»» Implements HRIS that integrate with and complement other enterprise »» Designs and implements technology systems that optimize and
information systems. integrate HR functional areas.
»» Develops and implements organizational standards and policies for »» Develops and implements technology-driven self-service approaches
maintaining confidentiality of employee data. that enable managers and employees to perform basic people-
»» Uses technologies in a manner that protects workforce data. related transactions (e.g., scheduling, timekeeping, compensation
»» Provides guidance to stakeholders on effective standards and policies administration, benefit enrollment, information changes).
for use of technologies in the workplace (e.g., social media, corporate
and personal e-mail, internet messaging).
»» Coordinates and manages vendors implementing HR technology
solutions.
»» Uses technologies that collect, access and analyze data and
information, in order to understand business challenges and
recommend evidence-based solutions.

Workplace
KNOWLEDGE DOMAIN
This domain covers crucial HR knowledge related to the workplace. Its functional areas
include: HR in the Global Context, Diversity & Inclusion, Risk Management, Corporate &
Social Responsibility, and U.S. Employment Law & Regulations.
To be successful at their jobs, HR professionals need to know how to: foster a diverse
and inclusive workforce; manage organizational risks and threats to the safety and security
of employees; contribute to the well-being and betterment of the community; and comply
with applicable laws and regulations.

FUNCTIONAL AREA #11: HR in the Global Context

Definition: HR in the Global Context focuses on the role of the HR professional in managing global
workforces to achieve organizational objectives.
Many HR professionals work in multinational Key Concepts:

organizations or in organizations that are moving • Best practices for international assignments (e.g.,
toward a globally dispersed workforce. HR approaches and trends, effective performance,
professionals in these organizations are responsible health and safety, compensation adjustments,
for understanding the global environment and employee repatriation, socialization).
global HR trends and issues, which may have an • Requirements for moving work (e.g., co-sourcing,
impact on the organization and its employees. near-shoring, offshoring, on-shoring).
Within that context, HR professionals must know

how to manage global workforces, administer
overseas assignments, and foster a workplace
culture that reinforces organizational values while
demonstrating respect for local norms.
»» Addresses global issues that influence day-to-day HR activities and »» Recognizes and responds to global issues that influence the
makes recommendations for business solutions. organization’s human capital strategy.
»» Maintains up-to-date knowledge of global political, economic, social, »» Consults with business leaders on global PESTLE factors and their
technological, legal and environmental (PESTLE) factors and their influence on the organization’s workforce.
influence on the organization’s workforce. »» Develops a comprehensive organizational strategy that addresses
»» Administers and supports HR activities associated with a global global workforce issues.
workforce. »» Consults with business leaders to define global competencies and
»» Implements and conducts audits of global HR practices. embed them throughout the organization.
»» Maintains knowledge of global HR trends and best practices. »» Identifies opportunities to achieve efficiencies and cost savings by
»» Balances with local needs the organization’s desire for standardization moving work (e.g., offshoring, on-shoring, near-shoring).
of HR programs, practices and policies. »» Designs and oversees programs for international (i.e., expatriate)
»» Builds relationships with global stakeholders. assignments that support the organization’s human capital strategy.
»» Manages the day-to-day activities associated with international (i.e.,
expatriate) assignments.

FUNCTIONAL AREA #12: Diversity & Inclusion
Definition: Diversity & Inclusion encompasses activities that create opportunities for the organization to
leverage the unique backgrounds and characteristics of all employees to contribute to its success.
Diversity can facilitate organizational success by Key Concepts:

fostering creativity through expression of divergent • Approaches to developing an inclusive
opinions and perspectives, promoting healthy workplace (e.g., best practices for diversity
working relationships, and giving the organization training).
an opportunity to connect with a wider audience. • Approaches to managing a multi-generational/
aging workforce.
HR professionals play a key role in an organization’s
• Demographic barriers to success (e.g., glass
diversity and inclusion (D&I) efforts in several
ceiling).
ways: they consult with non-HR managers on
diversity issues and policies; create and maintain • Issues related to acceptance of diversity,
an organizational culture of D&I; and identify and including international differences (i.e., its
implement workplace accommodations. acceptance in foreign nations or by employees
from foreign nations).
Senior- and executive-level HR professionals • Workplace accommodations (e.g., disability,
may, in addition to developing and implementing religious, transgender, veteran, active-duty
HR plans and strategies to create and maintain military).
a diverse and inclusive workforce, incorporate
D&I into the organization’s goals and strategic
plan. At all career levels, HR professionals should
recognize that diversity goes beyond readily
observable differences (e.g., race), be proficient in
D&I best practices, and leverage this knowledge
to identify ways in which to improve the fairness of
organizational policies and procedures.
»» Provides mentoring, training, guidance and coaching on cultural »» Incorporates D&I goals into all HR programs, practices and policies.
differences and practices to employees at all levels of the »» Advocates for incorporation of diversity goals into the organization’s
organization. strategic plan.
»» Consults with managers about distinctions between performance »» Develops, implements and oversees, in conjunction with other
issues and cultural differences. business leaders, enterprise-wide programs, practices and policies
»» Develops and maintains knowledge of current trends and HR that lead to a diverse workforce.
management best practices relating to D&I. »» Designs and oversees HR programs, practices and policies supporting
»» Contributes to development and maintenance of an organizational the development and maintenance of an organizational culture that
culture that values a diverse and inclusive workforce (e.g., conducts values and promotes a diverse and inclusive workforce.
diversity training). »» Designs and oversees HR programs, practices and policies that
»» Identifies opportunities to enhance the fairness of organizational encourage employees to take advantage of opportunities for
policies and procedures to all employees (e.g., removes demographic working with those who possess a diverse set of experiences and
barriers to success). backgrounds.
»» Identifies and implements workplace accommodations. »» Ensures that HR staff members have up-to-date knowledge of current
»» Demonstrates support to internal and external stakeholders for the trends and HR management best practices relating to D&I.
organization’s D&I efforts.

FUNCTIONAL AREA #13: Risk Management

Definition: Risk Management is the identification, assessment and prioritization of risks, and the application of
resources to minimize, monitor and control the probability and impact of those risks accordingly.
Organizations constantly face a variety of internal Key Concepts:

and external risks. In response, HR develops and • Approaches to a drug-free workplace (e.g.,
implements strategies to prevent and reduce the testing, treatment of substance abuse).
occurrence of risks and adverse events, and to • Approaches to qualitative and quantitative
minimize associated harm to the organization and risk assessment (e.g., single loss expectancy,
its employees. annualized loss expectancy).
• Business recovery and continuity-of-operations
As part of this process, HR engages in inward- and
planning.
outward-facing risk analysis, which enables HR
professionals to understand potential sources • Emergency and disaster (e.g., communicable
of risk (and prioritize them by importance), their disease, natural disaster, severe weather,
likelihood of occurrence, and their impact on terrorism) preparation and response planning.
employees and the organization. Once risks have • Enterprise risk management processes and best
been identified and evaluated, HR professionals practices (e.g., understand context, identify risks,
may lead efforts to develop preventive policies and analyze risks, prioritize risks) and risk treatments
procedures (e.g., drug and alcohol abuse policies, (e.g., avoidance, reduction, sharing, retention).
sexual harassment prevention, security procedures, • Legal and regulatory compliance auditing and
employee injury or illness prevention protocols). investigation techniques.
• Quality assurance techniques and methods.
Regarding adverse events that actually occur,
HR professionals play a key role in developing • Risk sources (e.g., project failures) and types (e.g.,
organization-wide procedures to address them (e.g., hazard, financial, operational, strategic).
business recovery and continuity plans, emergency • Security concerns (e.g., workplace violence,
and disaster response). HR professionals also lead theft, fraud, corporate espionage, sabotage,
risk and safety audits and investigations to ensure kidnapping and ransom) and prevention.
compliance with related organizational policies, • Workplace/occupational injury and illness
laws and regulations. prevention (e.g., identification of hazards),
investigations and accommodations.

»» Monitors political, economic, social, technological, legal and »» Develops, implements and oversees formal and routinized processes
environmental (PESTLE) factors and their influence on the for monitoring the organization’s internal and external environments, to
organization. identify potential risks.
»» Administers and supports HR programs, practices and policies that »» Monitors and evaluates macro-level labor market, industry and global
identify and/or mitigate workplace risk. trends for their impact on the organization.
»» Implements crisis management, contingency and business continuity »» Examines potential threats to the organization and guides senior
plans for the HR function and the organization. leadership accordingly.
»» Communicates critical information about risks (e.g., safety and security) »» Develops, implements and oversees a comprehensive enterprise risk
and risk mitigation to employees at all levels. management strategy.
»» Conducts due diligence investigations to evaluate risks and ensure »» Develops crisis management, contingency, and business continuity
legal and regulatory compliance. plans for the HR function and the organization.
»» Conducts workplace safety- and health-related investigations (e.g., »» Communicates critical information about risks (e.g., safety and
investigates workplace injuries). security) and risk mitigation to senior-level employees and external
»» Audits risk management activities and plans. stakeholders.
»» Maintains and ensures accurate reporting of internationally accepted »» Ensures that risk management activities and plans are audited and that
workplace health and safety standards. the results inform risk mitigation strategies.
»» Incorporates into business cases the anticipated level of risk. »» Oversees workplace safety- and health-related investigations and
reporting.
»» Establishes strategies to address workplace retaliation and violence.
»» Leads after-action debriefs following significant workplace incidents
(e.g., those involving employee safety and security).
»» Evaluates the anticipated level of risk associated with strategic
opportunities.

FUNCTIONAL AREA #14: Corporate Social Responsibility
Definition: Corporate Social Responsibility represents the organization’s commitment to operate in an ethical
and sustainable manner by engaging in activities that promote and support philanthropy, transparency,
sustainability and ethically sound governance practices.
Corporate social responsibility (CSR) reflects the Key Concepts:

organization’s role in assisting the community in • Approaches to community inclusion and
achieving or sustaining economic prosperity, social engagement (e.g., representation on community
equity and environmental protection. boards, joint community projects, employee
volunteerism).
HR professionals help the organization integrate • Creating shared value (e.g., definition, best
into its business operations CSR activities that practices).
align with business goals. HR professionals may
• Developing CSR-related volunteer programs (e.g.,
collaborate with organizational leaders to identify
recruiting and organizing participants).
CSR opportunities that deliver value to both the
organization and the community. HR professionals • Organizational philosophies and policies (e.g.,
also play a key role in helping employees development, integration into the organization).
understand the value of CSR programs. • Principles of corporate citizenship and
governance.
• Steps for corporate philanthropy and charitable
giving (e.g., selecting recipients, types, donation
amounts).
»» Acts as a professional role model and representative of the »» Serves as a leader in community-based volunteer and philanthropic
organization when interacting with the community. organizations.
»» Engages in community-based volunteer and philanthropic activities. »» Develops CSR strategies that reflect the organization’s mission and
»» Identifies and promotes opportunities for HR and the organization to values.
engage in CSR activities. »» Ensures that the organization’s CSR programs enhance the employee
»» Helps staff at all levels understand the societal impact of business value proposition and have a beneficial impact on HR programs (e.g.,
decisions and the role of the organization’s CSR activities in improving recruitment and retention) and/or contribute to the organization’s
the community. competitive advantage.
»» Maintains transparency of HR programs, practices and policies, where »» Creates CSR program activities that engage the organization’s
appropriate. workforce and the community at large.
»» Coaches managers to achieve an appropriate level of transparency in »» Coordinates with other business leaders to integrate CSR objectives
organizational practices and decisions. throughout the organization.
»» Identifies opportunities for incorporation of environmentally »» Coordinates with other business leaders to develop and implement
responsible business practices, and shares them with leadership. appropriate levels of corporate self-governance and transparency.
»» Develops, with other business leaders, strategies that encourage and
support environmentally responsible business decisions.

FUNCTIONAL AREA #15: U.S. Employment Law & Regulations

Important note: Only examinees residing within the United States will be tested on these topics; examinees residing outside the U.S.
will not be tested on it. All laws and regulations referenced are subject to change.
Definition: U.S. Employment Law & Regulations refers to the knowledge and application of all relevant
laws and regulations in the United States relating to employment—provisions that set the parameters and
limitations for each HR functional area and for organizations overall.
HR professionals are responsible for maintaining the compliance and alignment of human capital programs and policies
with relevant employment laws and regulations. Related activities that HR professionals may engage in include: educating
other employees, including senior executives, on the legality of HR-related programs; establishing metrics or other criteria to
measure and track compliance; and ensuring that organizational systems and processes facilitate the collection, analysis and
reporting of relevant data.
Key Concepts:
Below are six broad categories of U.S. laws, regulations and Supreme Court cases relating to employment, with selected
examples. (Please note that this is not an exhaustive list of categories or examples.) State, municipal and other local-level
laws, regulations and cases are not included.
• COMPENSATION • EQUAL EMPLOYMENT OPPORTUNITY

EXAMPLES: Employee Retirement Income Security Act of 1974 EXAMPLES: Age Discrimination in Employment Act of 1967 (ADEA)
(ERISA); Fair Labor Standards Act of 1938 (FLSA; Wage-Hour Bill; and amendments; Americans with Disabilities Act of 1990
Wagner-Connery Wages and Hours Act) and amendments; Equal (ADA) and amendments; Civil Rights Acts; Equal Employment
Pay Act of 1963 (amending FLSA); Lilly Ledbetter Fair Pay Act of Opportunity Act of 1972; Uniform Guidelines on Employee
2009; Ledbetter v. Goodyear Tire & Rubber Co. (2007). Selection Procedures (1978) (29 CFR Part 1607); Griggs v. Duke
Power Co. (1971); Phillips v. Martin Marietta Corp. (1971).
• EMPLOYEE RELATIONS
EXAMPLES: Labor Management Relations Act of 1947 (LMRA; Taft- • LEAVE AND BENEFITS
Hartley Act); National Labor Relations Act of 1935 (NLRA; Wagner EXAMPLES: Family and Medical Leave Act of 1993 (FMLA;
Act; Wagner-Connery Labor Relations Act); NLRB v. Weingarten expanded 2008, 2010); Patient Protection and Affordable Care
(1975); Lechmere, Inc. v. NLRB (1992). Act (ACA; “Obamacare”); National Federation of Independent
Business v. Sebelius (2012).
• JOB SAFETY AND HEALTH

EXAMPLES: Drug-Free Workplace Act of 1988; Guidelines on • MISCELLANEOUS PROTECTION LAWS
Sexual Harassment; Occupational Safety and Health Act of 1970. EXAMPLES: Employee Polygraph Protection Act of 1988; Genetic
Information Nondiscrimination Act of 2008 (GINA).

FUNCTIONAL AREA #15: U.S. Employment Law & Regulations (CONTINUED FROM PREVIOUS PAGE)
»» Maintains a current working knowledge of relevant domestic and »» Maintains current, expert knowledge of relevant domestic and global
global employment laws. employment laws.
»» Ensures that HR programs, practices and policies align and comply »» Establishes and monitors criteria for organizational compliance with
with laws and regulations. laws and regulations.
»» Coaches employees at all levels in understanding and avoiding illegal »» Educates and advises senior leadership on HR-related legal and
and noncompliant HR-related behaviors (e.g., illegal terminations or regulatory compliance issues.
discipline, unfair labor practices). »» Oversees fulfillment of compliance requirements for HR programs,
»» Brokers internal or external legal services for interpretation of practices and policies.
employment laws. »» Ensures that HR technologies facilitate compliance and reporting
requirements (e.g., tracking employee accidents, safety reports).

Appendix A: Glossary
Below is a list of key terms from this document and their definitions.
TERM DEFINITION
ADDIE (analysis, design,

Instructional systems design (ISD) framework consisting of five steps that guide the design
development, implementation,
and development of learning programs.
and evaluation) model
Alternative dispute resolution Umbrella term for the various approaches and techniques, other than litigation, that can be
(ADR) used to resolve a dispute (e.g., arbitration, conciliation, mediation).
Tools that add context or sub-classifying comparison groups to data so that the data can be
Analytics
used for decision support.
Applicant Person who has applied for or formally expressed interest in a position.
Software application that automates organizations’ management of the recruiting process

Applicant tracking system (ATS)
(e.g., accepting application materials, screening applicants).
Method of alternative dispute resolution (ADR) by which disputing parties agree to be bound
Arbitration by the decision of one or more impartial persons to whom they submit their dispute for final
determination.
Process by which job candidates or employees are evaluated to determine their suitability
Assessment center
and/or readiness for employment, training, promotion or an assignment.
Statement of an organization’s financial position at a specific point in time, showing assets,

Balance sheet
liabilities and shareholder equity.
Performance management tool that depicts an organization’s overall performance, as

Balanced scorecard
measured against goals, lagging indicators and leading indicators.
Process by which an organization identifies performance gaps and sets goals for
Benchmarking performance improvement, by comparing its data, performance levels and/or processes
against those of other organizations.
Mandatory or voluntary payments or services provided to employees, typically covering

Benefits
retirement, health care, sick pay/disability, life insurance and paid time off (PTO).

TERM DEFINITION
Conscious or unconscious beliefs that influence a person’s perceptions or actions, which

Bias
may cause that person to become partial or prejudiced.
Bona fide occupational Factor (e.g., gender, religion, national origin) that is reasonably necessary, in the normal
qualification (BFOQ) operations of an organization, to carry out a particular job function.
Tool or document that defines a specific problem, proposes a solution, and provides
Business case
justifications for the proposal in terms of time, cost efficiency and probability of success.
Raw data, internal and external to an organization, that is translated into meaningful
Business intelligence
information for decision makers to use in taking strategic action.
Element or segment of an organization that represents a specific business function (e.g.,

Business unit accounting, marketing, production); also may be called department, division, group, cost
center or functional area.
Process by which a person or group provides a sustained commitment in support of a

Buy-in
decision, approach, solution or course of action.
Progression through a series of employment stages characterized by relatively unique

Career development
issues, themes and tasks.
Process by which organizations use visual tools or guides to depict prototypical or

Career mapping
exemplary career possibilities and paths, in terms of sequential positions, roles and stages.
Process by which employers provide employees with a clear outline for moving from a
Career pathing
current to a desired position.
Statement of an organization’s ability to meet its current and short-term obligations, showing
Cash flow statement
incoming and outgoing cash and cash reserves in operations, investments and financing.
Team or structure that provides expertise, best practices, support and/or knowledge transfer
Center of excellence (COE)
in a focused area.
Transition in an organization’s technology, culture or behavior of its employees and

Change initiative
managers.
Principles and practices for managing a change initiative so that it is more likely to be
Change management accepted and provided with the resources (financial, human, physical, etc.) necessary to
reshape the organization and its people.
Focused, interactive communication and guidance intended to develop and enhance

Coaching
on-the-job performance, knowledge or behavior.

APPENDIX A: GLOSSARY
TERM DEFINITION
Process by which management and union representatives negotiate the employment

Collective bargaining
conditions for a particular bargaining unit for a designated period of time.
Concept that jobs primarily filled by women, which require skills, effort, responsibility and
Comparable worth working conditions comparable to similar jobs primarily filled by men, should have the same
classifications and salaries.
Clusters of highly interrelated attributes, including knowledge, skills, abilities and other
Competencies characteristics (KSAOs), that give rise to the behaviors needed to perform a given job
effectively.
State of being in accordance with all national, federal, regional and/or local laws, regulations
Compliance and/or other government authorities and requirements applicable to the places in which an
organization operates.
Method of nonbinding alternative dispute resolution (ADR) by which a neutral third party
Conciliation
tries to help disputing parties reach a mutually agreeable decision (i.e., mediation).
Situation in which a person or organization may potentially benefit, directly or indirectly, from
Conflict of interest undue influence, due to involvement in outside activities, relationships or investments that
conflict with or have an impact on the employment relationship or its outcomes.
Concept that a corporation has an impact on the lives of its stakeholders and the
Corporate social responsibility environment, encompassing such areas as corporate governance, philanthropy,
(CSR) sustainability, employee rights, social change, volunteerism, corporate-sponsored
community programs and workplace safety.
Approach to determining the financial impact of an organization’s activities and programs on

Cost-benefit analysis (CBA) profitability, through a process of data or calculation comparing value created against the
cost of creating that value.
Amount of time needed to complete all required elements or components of a task,

Critical path
determined by taking into account all project-task relationships.
Basic beliefs, attitudes, values, behaviors and customs shared and followed by members of
Culture
a group, which give rise to the group’s sense of identity.
Disability Physical or mental impairment that substantially limits one’s major life activities.
Differences in people’s characteristics (e.g., age, beliefs, education, ethnicity, gender, job
Diversity
function, personality, race, religion, socioeconomic status, thought processes, work style).

TERM DEFINITION
Requirement to thoroughly investigate an action before it is taken, through diligent research

Due diligence
and evaluation.
E-learning Electronic media delivery of educational and training materials, processes and programs.
Emotional intelligence (EI) Ability to be sensitive to and understand one’s own and others’ emotions and impulses.
Employees’ emotional commitment to an organization, demonstrated by their willingness to

Employee engagement
put in discretionary effort to promote the organization’s effective functioning.
Instruments that collect and assess information on employees’ attitudes and perceptions
Employee surveys
(e.g., engagement, job satisfaction) of the work environment or employment conditions.
Employees’ perceived value of the total rewards and tangible and intangible benefits they
Employee value proposition (EVP) receive from the organization as part of employment, which drives unique and compelling
organizational strategies for talent acquisition, retention and engagement.
Employees Persons who exchange their work for wages or salary.
Set of behavioral guidelines that an organization expects all of its directors, managers and
Ethics
employees to follow, in order to ensure appropriate moral and ethical business standards.
Approach to evaluation and decision-making that utilizes data and research findings to drive
Evidence-based
business outcomes.
Small group of invited persons (typically six to twelve) who actively participate in a structured
Focus group discussion, led by a facilitator, for the purpose of eliciting their input on a specific product,
process, policy or program.
Method of assessing a current state in order to determine what is needed to move to a

Gap analysis
desired future state.
Global mindset Ability to have an international perspective, inclusive of other cultures’ views.
Status of growing interconnectedness and interdependency among countries, people,

Globalization
markets and organizations worldwide.
System of rules and processes set up by an organization to ensure its compliance with local
Governance and international laws, accounting rules, ethical norms, internal codes of conduct and other
standards.

TERM DEFINITION
Potential harm, often associated with a condition or activity that, if left uncontrolled, can
Hazard
result in injury or damage to persons or property.
HR professional who advises an organization’s leaders in developing and implementing

HR business partner a human capital strategy that closely aligns with overall organizational mission, vision and
goals.
Approach to structuring and delivering an organization’s HR services to support

HR service model
organizational success.
Human resource information Information technology (IT) framework and tools for gathering, storing, maintaining,
system (HRIS) retrieving, revising and reporting relevant HR data.
Extent to which each person in an organization feels welcomed, respected, supported and
Inclusion
valued as a team member.
Document that guides employees toward their goals for professional development and
Individual development plan (IDP)
growth.
Use of technology to collect, process and condense information, for the purpose of
Information management (IM)
managing the information efficiently as an organizational resource.
Adherence to a set of ethical standards, reflecting strong moral principles, honesty and
Integrity
consistency in behavior.
Extent to which employees perceive that monetary and other rewards are distributed
Internal equity
equitably, based on effort, skill and/or relevant outcomes.
Process of systematically studying a job in order to identify the activities/tasks and

Job analysis responsibilities it includes, the personal qualifications necessary to perform it, and the
conditions under which it is performed.
Document that describes a job and its essential functions and requirements (e.g.,
Job description
knowledge, skills, abilities, tasks, reporting structure, responsibilities).
Job enlargement Process of broadening a job’s scope by adding different tasks to the job.
Job enrichment Process of increasing a job’s depth by adding responsibilities to the job.
Process of determining a job’s value and price in order to attract and retain employees,
Job evaluation by comparing the job against other jobs within the organization or against similar jobs in
competing organizations.

TERM DEFINITION
Quantifiable measures of performance that gauge an organization’s progress toward

Key performance indicators (KPIs)
strategic objectives or other agreed-upon performance standards.
KSAOs Knowledge, skills, abilities and other characteristics.
Group of workers who formally organize and coordinate their activities to achieve common
Labor union
goals in their relationship with an employer or group of employers (i.e., trade union).
Lagging indicator Type of metric describing an activity or change in performance that has already occurred.
Professional program that helps management- and executive-level employees develop

Leader development
knowledge, skills, abilities and other characteristics (KSAOs) related to leadership.
Leadership Ability to influence, guide, inspire or motivate a group or person to achieve their goals.
Type of metric describing an activity that can change future performance and predict
Leading indicator
success in the achievement of strategic goals.
Liabilities Organization’s debts and other financial obligations.
Measurement Process of collecting, quantifying and evaluating data.
Method of nonbinding alternative dispute resolution (ADR) by which a neutral third party
Mediation
tries to help disputing parties reach a mutually agreeable decision (i.e., conciliation).
Mentoring Relationship in which one person helps guide another’s development.
Process by which two separate organizations combine, either by joining together as relative
Merger & acquisition (M&A)
equals (merger) or by one procuring the other (acquisition).
Concise outline of an organization’s strategy, specifying the activities it intends to pursue

Mission statement
and the course its management has charted for the future.
Motivation Factors that initiate, direct and sustain human behavior over time.
Negotiation Process by which two or more parties work together to reach agreement on a matter.
Method by which an organization relocates its processes or production to an international

Offshoring
location through subsidiaries or third-party affiliates.

TERM DEFINITION
Process of assimilating new employees into an organization through orientation programs to

Onboarding
help them. New employees’ experiences in their first months of employment.
Degree to which an organization is successful in executing its strategic objectives and

Organizational effectiveness
mission.
Acquisition and/or transfer of knowledge within an organization through activities or

Organizational learning processes that may occur at several organizational levels. Ability of an organization to learn
from its mistakes and adjust its strategy accordingly.
Beliefs and principles defined by an organization to direct and govern its employees’
Organizational values
behavior.
Process by which new employees become familiar with the organization and with their
Orientation
specific department, coworkers and job.
Process by which an organization contracts with third-party vendors to provide selected

Outsourcing
services/activities, instead of hiring new employees.
Process of measuring and evaluating an employee’s adherence to performance standards

Performance appraisal
and providing feedback to the employee.
Tools, activities and processes that an organization uses to manage, maintain and/or
Performance management
improve the job performance of employees.
Data or calculations comparing current performance against key performance indicators

Performance measures
(KPIs).
Behaviors and results defined by an organization to communicate the expectations of

Performance standards
management.
Type of labor environment in which multiple forces are at work in an organization, each with
Pluralism
its own agenda, and in which conflict is overcome through negotiation.
Position Scope of work roles and responsibilities associated with one or more persons.
Concept that management-labor conflict is an inherent characteristic of capitalism and can

Radicalism
be resolved only with a change in the economic system.
Tool used in the staffing/selection process to provide an applicant with honest, complete
Realistic job preview (RJP)
information about the job and work environment.

TERM DEFINITION
Process by which an organization seeks out candidates and encourages them to apply for
Recruitment
job openings.
Rule or order issued by an administrative agency of government, which usually has the
Regulation
force of law.
Reliability Extent to which a measurement instrument provides consistent results.
Remediation Process by which an unacceptable action or behavior is corrected.
Total pay in the form of salary and wages received in exchange for employment (e.g.,
Remuneration
allowances, benefits, bonuses, cash incentives, monetary value of non-cash incentives).
Instruments that collect information on prevailing market compensation and benefits

Remuneration surveys practices (e.g., base pay, pay ranges, starting wage rates, statutory and market cash
payments, paid time off [PTO], variable compensation).
Process by which employees returning from international assignments reintegrate into their
Repatriation
home country’s culture, conditions and employment.
Restructuring Act of reorganizing the legal, ownership, operational or other structures of an organization.
Retention Ability of an organization to keep its employees.
Data or calculation comparing an investment’s monetary or intrinsic value against expended

Return on investment (ROI)
resources.
Uncertainty that has an effect on an objective, where effect outcomes may include
Risk
opportunities, losses and threats.
System for identifying, evaluating and controlling actual and potential risks to an
Risk management organization, and which typically incorporate mitigation and/or response strategies,
including the use of insurance.
Selection Process of evaluating the most suitable candidates for a position.
A set of techniques and tools for process improvement, aimed at increasing quality
Six Sigma/Lean Six Sigma by decreasing defects in processes. Lean Six Sigma also aims at increasing speed by
eliminating waste.
Internet technology platforms and communities that people and organizations use to
Social media
communicate and share information, opinions and resources.

TERM DEFINITION
Process by which persons learn the knowledge, language, social skills, culture and values
Socialization
required for assimilating into a group or organization.
Sourcing Process by which an organization generates a pool of qualified job applicants.
Those affected by an organization’s social, environmental and economic impact (e.g.,

Stakeholders
customers, employees, local communities, regulators, shareholders, suppliers).
Structured conversations with employees for the purpose of determining which aspects of
Stay interviews a job (e.g., culture, engagement, leadership, organization, satisfaction) encourage employee
retention, or may be improved to do so.
Strategic management System of actions that leaders take to drive an organization toward its goals and objectives.
Strategic planning Process of setting goals and designing a path toward organizational success.
Strategy Plan of action for accomplishing an organization’s overall and long-range goals.
Process of implementing a talent management strategy to identify and foster the

Succession planning development of high-potential employees or other job candidates who, over time, may
move into leadership positions of increased responsibility.
Practice of purchasing and using resources wisely by balancing economic, social and
Sustainability environmental concerns, toward the goal of securing present and future generations’
interests.
Method for assessing an organization’s strategic capabilities through the environmental

SWOT (strength, weakness,
scanning process, which identifies and considers the internal and external factors that affect
opportunity and threat) analysis
the achievement of organizational goals and objectives.
Process for understanding how seemingly independent units within a larger entity interact
Systems thinking
with and influence one another.
System of integrated HR processes for attracting, developing, engaging and retaining

Talent management employees who have the knowledge, skills, abilities and other characteristics (KSAOs) to
meet current and future business needs.
Bilateral agreements between countries, entered into for the purpose of eliminating double
Totalization agreements
taxation of employees on international assignments.
Group of workers who formally organize and coordinate their activities to achieve common
Trade union
goals in their relationship with an employer or group of employers (i.e., labor union).

TERM DEFINITION
Process by which employees are provided with the knowledge, skills, abilities and other
Training
characteristics (KSOAs) specific to a task or job.
Leadership style that focuses on challenging and developing members of an organization to

Transformational leadership attain long-range results through continuous evolution, improvement or change, based on
the leader’s vision and strategy.
Extent to which an organization’s agreements, dealings, information, practices and

Transparency
transactions are open to disclosure and review by relevant persons.
Turnover Act of replacing employees who are leaving an organization. Attrition or loss of employees.
Unfair labor practice (ULP) Violation of employee rights. Action prohibited under labor-relations statutes.
Unitarism Concept that employers and employees can act together for their common good.
Validity Extent to which a measurement instrument measures what it is intended to measure.
Value Measure of usefulness, worth or importance.
Statistical method for identifying the degree of difference between planned and actual
Variance analysis
performance or outcomes.
Description of what an organization hopes to attain and accomplish in the future, which
Vision
guides it toward that defined direction.
Strategic process by which an organization analyzes its current workforce and determines
Workforce planning
the steps required for it to prepare for future needs.
Modification of a job, job site, or way of doing a job, so that persons with disabilities can
Workplace accommodation have equal access to opportunity in all aspects of work and can perform the essential
functions of their positions.
Groups that represent employees, generally on a local or organizational level, for the
Works councils primary purpose of receiving from employers and conveying to employees information
about the workforce and the health of the enterprise.

Appendix B: Resources
The following resources provide additional guidance to readers seeking career advancement, which includes SHRM
certification. They were selected for their usefulness to individuals studying for the SHRM-CP and SHRM-SCP exams.
There are three sections:
• Section 1: General Resources – broad coverage of the HR profession.

• Section 2: Competency Resources – focus on behavioral competencies; eight subsections, arranged in order of
SHRM-defined behavioral competency.
• Section 3: HR Expertise Resources – focus on technical knowledge; 15 subsections, arranged in order of SHRM-
defined functional area.
Download Appendix B: Resources at shrmcertification.org/SHRMBOCK/Resources.

Questions
Contact the SHRM-CP and SHRM-SCP Exam Team
E-mail: shrmcertification@shrm.org
Phone (U.S. only): 800.283.7476, option 3
Phone (International): +1.703.548.3440, option 3
For more information

shrmcertification.org/SHRMBOCK
WHAT IS SHRM?
The Society for Human Resource Management (SHRM) is the world’s largest HR
membership organization, representing 285,000 members in more than 165
countries. For nearly seven decades, the Society has been the leading provider
of resources to serve the needs of HR professionals and advance the practice of
human resource management. SHRM has more than 575 affiliated chapters within
the United States and subsidiary offices in China, India and United Arab Emirates.
Visit us at shrm.org.
©2018 Society for Human Resource Management. This material in its entirety or any portion thereof may not be copied, sold, licensed, or otherwise redistributed,
except for the following: SHRM grants all users permission to download and use one copy of the SHRM Body of Competency and Knowledge™ for the sole and
limited purpose of individual non-commercial use, with no further copying or distribution without SHRM’s prior explicit permission in writing. To request permission
to copy or distribute, please e-mail certification@shrm.org.
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What are competencies and how were they developed for this document?

What are competencies and how were they developed for this document?

What are the main sections covered in the document?

What are the main sections covered in the document?

THE SHRM BODY

Introduction to the SHRM Body of Competency and Knowledge.................................................... 1

Section 1: Behavioral Competencies.................................................................................................... 8

Introduction to the SHRM Body

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 1

FIGURE 1: SHRM Body of Competency and Knowledge (SHRM BoCK)

2 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

What Are Competencies?

Knowledge + Behavior = Success

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 3

Development of the SHRM BoCK

4 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

More recently, SHRM undertook an extensive HR professionals, representing the global HR

SHRM conducted a practice analysis from 2015

FIGURE 2: Development of the SHRM Competency Model and SHRM BoCK

Development and validation of Development of SHRM BoCK Practice analysis to update

Review of existing Review of Review and refinement

Focus groups with

Content validation Validation study

Validation study with SHRM BoCK

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 5

New Material in the 2017 BoCK

6 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

Organization of the SHRM BoCK Document

Section 1 – Behavioral Competencies:

Section 2 – HR Expertise (HR Knowledge):

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 7

How to Read This Section

8 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

FIGURE 3: Organizing Framework of Behavioral Competency Clusters

CLUSTER COMPETENCY DEFINITION

to promote the role of HR as a key business partner.

The KSAOs needed to work with organizational stakeholders in evaluating business

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 9

Key components of Leadership-cluster behavioral competencies include: setting

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 11

Leadership & Navigation

Leadership & Navigation is comprised of four subcompetencies:

Leadership behaviors are critical to HR practice. Navigation, an essential and sometimes

HR professionals at every level are required to Key Concepts (foundational knowledge):

12 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 13

Ethical Practice is comprised of three subcompetencies:

In recognition of cross-cultural differences in Key Concepts (foundational knowledge):

14 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

Successful HR professionals eﬀectively build and manage a network of relationships

There are three behavioral competencies in the Interpersonal cluster: Relationship

Key components of Interpersonal behavioral competencies include: networking;

THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 17

Relationship Management is comprised of five subcompetencies:

18 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE

by identifying outcomes. »» Identifies and reduces potential sources of conflict when

interest among the facilitate change. »» Mediates or resolves escalated conflicts.

with negotiating an agreement. »» Achieves a mutually acceptable agreement in difficult and

outside of the laws and regulations.