SHRM Competency Model

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22 Oct

Competency Model Practice

Competency Model Practice

Sunday, October 22, 2023 (12:00 AM) to Tuesday, October 24, 2023 (11:59 PM)
10 PDCs
Provider: Human Capital Department EMEA
Course Name: SHRM Competency Model

Speaker: Rama Al Sharif
Program Type: Instructor E-Learning
Registration URL: https://www.humancapitaldept.me/
Competency Model Practice, Amman
Email Details

SHRM’s Competency Model for HR professionals consists of nine competencies: • Human Resource Expertise (HR Knowledge) • Ethical Practice • Leadership and Navigation • Business Acumen • Consultation • Critical Evaluation • Communication • Global and Cultural Effectiveness • Relationship Management Developing a robust, tiered competency model for the HR profession has allowed SHRM to identify how best to serve members at each stage of their careers. Where possible, SHRM aligns its products, conference sessions, publications and other resources to the SHRM Competency Model. In this report, we describe the SHRM Competency Model and its competencies in detail.

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HR Professional Competency Clusters HR professionals are business leaders who, whether formally or informally, must frequently take on leadership roles regardless of their level within the organization. SHRM research indicates that effectiveness as an HR leader is a function of technical (T) knowledge of HR plus three behavioral clusters – leadership (L), business (B) and interpersonal (I). SHRM refers to this model as the LBIT Model. The initial component of the model is HR technical expertise. Together, the technical areas represent the collective HR Expertise (HR Knowledge) needed to succeed as an HR professional. Examples of these technical areas include employee and labor relations, compensation and benefits, talent acquisition, and learning and development. The second cluster of competencies is interpersonal proficiency. A key factor for achieving success is the proficiency demonstrated in managing relationships, communicating information, and demonstrating deft global and cultural sensitivities. In addition, a significant part of an HR professional’s job is characterized by interdependence with stakeholders. Accordingly, this cluster consists of the Communication, Relationship Management and Global and Cultural Effectiveness competencies. The third cluster of competencies is business-oriented proficiency. A key factor for achieving success is proficiency in analyzing and interpreting data, offering coaching and consultative services, and making savvy business decisions for the organization. Further, today’s HR professionals are considered business partners across the organization. Thus, they must be able to (a) understand and apply information to contribute to the organization’s strategic plan, (b) interpret information to make business decisions and recommendations, and (c) provide guidance to organizational stakeholders. In other words, these successful practitioners are proficient in the competencies that make up this cluster: Business Acumen, Critical Evaluation and Consultation.

Competency Model Practice
Competency Model Practice
Swefiyeh Amman
Amman, 11182

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