Behavioral competencies the shrm body of competency

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Behavioral Competencies The SHRM Body of Competency and Knowledge defines the competencies and knowledge that HR professionals need for effective practice. The technical competency of HR expertise, grouped into People, Organization and Workplace knowledge domains, describe the technical knowledge needed to perform HR activities. The behavioral competencies, grouped into Business, Leadership, Interpersonal domains, describe the knowledge, skills, abilities and other characteristics needed to apply the technical HR expertise to job related behaviors. In other words, the technical HR knowledge is what you know and the behavioral competencies are how to apply what you know to be an effective HR strategic partner (SHRM. 2018) Business Domain The people technical competency is HR knowledge relating to people in the functional areas of talent acquisition, employee engagement and retention, learning and development and total rewards. An HR initiative that supports the people technical competency is the acquisition
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Strategic HR Plan P a g e | 17 of talent. A key responsibility of the HR function is attracting and talent to achieve the organization’s goals. HR can source candidates through a variety of methods such as online recruiting, job fairs and employee referrals. The behavioral competencies within the business domain describe the behaviors necessary to identify, design, implement and evaluate HR solutions to meet business objectives (SHRM, 2018). The most appropriate behavioral competency for talent acquisition initiatives is business acumen. Business acumen refers to “the knowledge, skills, abilities and other characteristics needed to understand the organizations operations, functions and external environment” (SHRM, 2018). Talent acquisition strategies should be congruent with the organization’s strategy and objectives. Having a strong understanding of the organization’s operations and business goals is necessary to effectively attract, recruit and select talent. Leadership Domain The organization technical competency is HR knowledge relating to the organization in the functional areas of organizational effectiveness and development, workforce management and employee and labor relations. HR initiatives that support the organization technical competency are those that fully align the HR function to the organizational strategy and improve organizational effectiveness. A performance management system involves establishing performance expectations with respect to the organization’s strategy, policy and practice. HR oversees the performance management process by training managers on the system and assisting when issues arise (SHRM, 2018). Performance management systems allow for the organization to prevent or remedy performance issues resulting in more motivated employees aimed at achieving the organizations goals. The most important behavioral competency needed for
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Strategic HR Plan P a g e | 18 performance management initiatives would be leadership and navigation. HR needs to display leadership and influence in the implementation of a performance management system.
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