SHRMBodyofCompetencyandKnowledge-HRMN4957382ContemporaryIssuesinHumanResourceManagementPractice2222.pdf

3/19/22, 9:30 PM SHRM Body of Competency and Knowledge

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Learning Topic

SHRM Body of Competency and Knowledge

The SHRM Body of Competency and Knowledge (SHRM BoCK) is based on the SHRM

Competency Model. This competency model identifies the knowledge areas, skills, and

abilities that are essential for HR professionals to succeed in the field. Beginning in 2011,

this list of skills and competencies was developed through research and consultation with

a broad range of HR professionals (Society for Human Resource Management, n.d.). In

addition to listing key behavioral competencies and knowledge areas, the SHRM BoCK

provides information about the structure and content of SHRM's certification

examinations, including the SHRM Certified Professional (SHRM-CP) exam.

The SHRM BoCK has two main sections: business competencies and HR functional areas

of expertise. This combination of active behaviors and conceptual knowledge is key to this

competency model because successful HR practitioners go beyond theory to skilled

application. Through SHRM BoCK's core areas, HR professionals can facilitate a strategic

mindset, influence individual performance, and help achieve successful business outcomes

(Society for Human Resource Management, n.d.).

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As you prepare for the SHRM-CP exam, you may find it valuable to use this SHRM-CP

Exam Study Guide (https://leocontent.umgc.edu/content/dam/course-

content/tus/hrmn/hrmn-495/document/SHRM-CP%20Exam%20Study%20Guide.docx?

ou=631694) to make note of what you already know and what you need to revisit in

each of the competency areas. As you review the study material and conduct your own

research, you can use the final column to capture notes of what you learn along the way.

(https://leocontent.umgc.edu/content/dam/course-content/tus/hrmn/hrmn-

495/document/SHRM-CP%20Exam%20Study%20Guide.docx?ou=631694)

The following information and resources provide additional details about the SHRM

BoCK, including how to use the framework as a study resource for the SHRM-CP exam:

SHRM BoCK Behavioral Competencies

Leadership

The first cluster, or grouping of behavioral

competencies, includes two sub-competencies: (1)

leadership and navigation and (2) ethical practice. This

cluster emphasizes the HR professional's ability to act

as a leader within an organization and influence the

strategic direction and culture of the organization. A

successful HR professional balances a keen strategic

mindset with a commitment to promoting high ethical

standards.

Interpersonal

The second cluster includes three competencies

specific to interpersonal dynamics: relationship

management, communication, and global and cultural

effectiveness. This grouping of competencies focuses

on the HR professional's ability to build strong

relationships among members of the organization,

navigate conflict, communicate with clarity and

empathy, and promote diversity and inclusion in the

workplace.

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Business

The final cluster of behavioral competencies includes

three sub-competencies: business acumen,

consultation, and critical evaluation. These

competencies require HR professionals to understand

business and operational best practices, work

collaboratively within the organization, use data to

identify opportunities for growth, facilitate change

management, and garner support from key

stakeholders.

SHRM BoCK Knowledge Competencies

People

The first area of HR knowledge, People, includes five

functional areas: HR strategic planning, talent

acquisition, employee engagement and retention,

learning and development, and total rewards. These

areas are united in their emphasis on identifying,

retaining, and engaging high-quality employees. HR

professionals play a central role in defining the

strategy that helps businesses achieve these goals. As

the champion for the employees, it is essential that an

HR professional has deep knowledge of the activities

and best practices associated with each of these

functional areas.

Organization

The second domain within the HR knowledge

competencies is Organization. The five functional

areas in this domain focus on the structure and

procedures deployed by HR professionals to help

support the functioning of the business. They are the

structure of the HR function, organizational

effectiveness and development, workforce

management, employee and labor relations, and

technology management.

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References

Society for Human Resource Management. (n.d.). The SHRM Body of Competency and

Knowledge. https://www.shrm.org/certification/Documents/SHRM-BoCK-

FINAL.pdf

SHRM BoCK Model

(https://www.shrm.org/certification/Documents/SHRM-BoCK-

FINAL.pdf)

SHRM HR Competency Model (https://www.youtube.com/watch?

v=985lM_Nzjgg&feature=emb_logo)

2021 SHRM Certification Handbook

(https://pages.shrm.org/certhandbook?

utm_source=marketo&utm_medium=email&utm_campaign=cert_ce

rtification~Academic%20Alignment~Alignment%20Program%20Ne

ws%20-%20June&linktext=LEARN-

MORE&mkt_tok=ODIzLVRXUy05ODQAAAF9kOeJBTrxdtuMjM_u5

xLwZbvXasenVMGP8vul4HUe_nsAcRhLY3Z-Nw6hsIL-

AYCJYAjB7hwNOXmEkforGMmZ2CTt_qOcGLIU9pMS9NNTwo

98)

Workplace

The final area within the knowledge competencies is

Workplace. There are five functional areas in this

domain: HR in the global context, diversity and

inclusion, risk management, corporate social

responsibility (CSR), and US employment law and

regulations. Successful HR professionals must have a

strong knowledge of the laws, regulations, ethical

principles, and cultural dynamics that play a role in

business and employee relations. This knowledge,

combined with the behavioral competencies, equips

HR professionals to be champions for justice, equality,

and inclusivity within the workforce.

Resources

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