9 competencies required in hr
Insights | May 12, 2015
In order to source, hire, onboard, train, and retain talent in today’s ever-changing business environment, HR professionals are constantly faced with new opportunities and challenges. What’s required to successfully meet those challenges?
The Society for Human Resource Management (SHRM) identifies nine competencies that are critical for the HR professional’s success:
• HR Expertise
• Business Acumen
• Critical Evaluation
• Global & Cultural Effectiveness
• Leadership & Navigation
• Relationship Management
• Ethical Practice
Together, these nine competencies represent how an HR professional performs (e.g., communicates, consults, etc.) and the skills (e.g., evaluation, business acumen) required in the HR profession. Your role in HR, as well as your tenure and previous work experiences, impact which competencies you’re regularly applying and which are most important in your day-to-day work.
If you feel overwhelmed by the thought of nine competencies, I believe three of these competencies are of the utmost importance if you’re looking to build or maintain a strong foundation as an HR professional:
HR Expertise: It’s pretty obvious. If you have knowledge of the principles, practices and functions of effective human resource management, you’re going to be more successful as an HR practitioner. You’ll feel confident about how to handle your job and you’ll be able to provide information and expertise that your business clients can use.
Critical Evaluation: HR is an area of the business that doesn’t come with an answer book; therefore, it’s important that you’re able to interpret information to help make business decisions and recommendations. Critical evaluation skills allow you to assess situations, identify issues, interpret data, and make recommendations based on your assessment. This is also a skill that demonstrates the value you bring to the business.
Communication: Whether it’s with your HR colleagues, the employees you support, or business leaders in your organization, you must be able to effectively communicate with all stakeholders. HR is responsible for communicating about some very personal topics at work. Your confidence as a communicator sets the tone for those difficult conversations.
All nine HR competencies should serve as a roadmap for your professional development. Use them to discover where you might be able to learn and grow as an HR professional. Seek out workshops, books, mentors, or conferences to help you develop a specific competency.
When we continue to learn, practice, and demonstrate the competencies required in HR, it’s a win-win-win: for the organization, for the HR profession, and for each of us as practitioners.