Presentation Transcript

1. Medium Chapter Presidents July 24, 2012
2. Today’s Agenda SHRM’s HR Competency Model: The framework for developing proficiency Alexander Alonso, PhD, SPHR will provide an overview of the critical competencies needed for success in HR and how SHRM offers tools to support the development of your proficiency in the competency domains.  Information about SHRM’s Competency Model, including its development and validation, will be reviewed.  Finally, Dr. Alonso will provide insight into self-development tools for proficiency growth.
3. Today’s Agenda SHRM’s Advocacy Team Initiative: SHRM has launched an initiative to create a nationwide member advocacy network known collectively as the Advocacy Team, or A-Team, to fully engage our members in the public policy process. To develop the A-Team, SHRM’s Government Affairs Team created a strategic curriculum designed to inform and train those supporting the Society’s public policy efforts though this program.  The A-Team consists of key contact leaders in each targeted congressional district, known as Advocacy Captains, as well as general activists, known as HR Advocates, who support the Captains’ efforts.  Chapters within the A-Team target states are eligible to host these curriculum sessions which are worth up to 1.5 hours of strategic recertification credits.  David Lusk, SHRM’s Senior Associate for Member Advocacy, will provide insight into the A-Team program, an update on its status and how your chapter can support this initiative.
4. SHRM’s HR Competency Model Knowledge Development SHRM’s Commitment to YOU: Advance the Profession Serve the Profession Knowledge Development is one way we accomplish this. Examples: Knowledge Center Research Academic Initiatives Standards Thought Leadership
5. Thought Leadership
6. What is a Competency? Competency Model: A collection of knowledge, skills, abilities, and other characteristics (KSAOs) that are needed for effective performance in the jobs in question (Campion et al., 2011).
7. Our Process 2013 2012 FUTURE 2011 Criterion Validation & Toolkit Refinement Content Validation Model Development START
8. Research MODEL DEVELOPMENT Literature Review 35 different competency models Development 111 Focus Groups 29 cities globally 1200 HR Professionals globally Survey of 640 CHROs CONTENTVALIDATION 2012 Competency Validation Survey 32,000 HR Professionals globally at all career levels (entry, mid, senior, executive) 33 Nations represented in total
9. How much of HR is HR? When you think of HR you think of technical competencies, including activities like: Compensation Talent Management – Recruitment and Selection Training and Development Employee relations Employee engagement Compliance Larger companies have specialists who handle these areas and smaller companies have generalists who handle a variety of HR activities. Nuts and Bolts HR!
10. How much of HR is HR? When you think of HR you should also think of behavioral and leadership competencies: Ethical Practice Communication Consultation Critical Evaluation Global & Cultural Effectiveness Relationship Management Organizational Leadership & Navigation Business Acumen Regardless of the size organization you are in – you need all of these skills, developed over time, to be successful in HR To be successful in HR and grow your career you need more than HR Technical Knowledge
11. ELEMENTS FOR HR SUCCESS
12. ELEMENTS FOR HR SUCCESS
13. Closer Look: Business Acumen Competency: Business Acumen The ability to understand business functions and metrics within the organization and industry. Career Level/Years Proficiencies Defines strategy for managing talent within the confines of the labor market and the business model Executive 15 or more Creates an action plan for managing talent within the confines of the labor market Senior 8-14 Implements strategy for managing talent across business lines as well as competitive market Mid 3-7 Gathers, assembles, and reports HR metrics and labor market trends Entry 0-2
14. Competency Self-Assessment SHRM HR COMPETENCY Self-Assessment: Situational Judgment Test Virtual Role Play Self-Report Assessment Hello, I’m Susan, your virtual coach. Free Abridged Competency Self Assessment https://csa.shrm.org
15. The Future
16. SHRM’s HR Competencies Model Contact Information Free Abridged Competency Self Assessment Web: https://csa.shrm.org Questions: E-mail: Competencies@shrm.org or Alexander.Alonso@shrm.org Phone: (703) 535-6403 Web: www.shrm.org/competencies
17. SHRM Advocacy Team Initiative
18. SHRM Advocacy Team Initiative Purpose of the A-Team Initiative Developed to ensure when public policy decision-makers are developing workplace policy, the voice of the HR profession is heard through a “local network” SHRM members best understand and are best suited to communicate how public policy affects employees, employers and the HR profession as a whole Informs legislators of policy impacts upon employers in her / his district SHRM’s Regional-Chapter structure does not align with congressional districts Currently in year three of five-year implementation
19. SHRM Advocacy Team Initiative Purpose of the A-Team Initiative Intended to build upon successful but ad-hoc efforts in place (DITB, DITD, conference Hill Advocacy Days) Two participation levels HR Advocate Advocacy Captain Four “soloist” lobbyists vs. “choir” of 260,000 SHRM activists Members represent diverse opinions (260,000 voices of information) Members comprise the entire spectrum of employer settings
20. SHRM Advocacy Team Initiative 2010 A-Team Target States WA ME WI NY CA NE RI KS AR AL FL Comprise 146 Congressional Districts
21. SHRM Advocacy Team Initiative 2011 A-Team Target States OR CA NV PA IL OH WV VA NM DE TX Comprise 114 Congressional Districts
22. SHRM Advocacy Team Initiative 2012 A-Team Target States ID WY CA IA CT CO IN MD OK TN GA Comprise 61 Congressional Districts
23. SHRM Advocacy Team Initiative SHRM State Council / Chapter Benefits Be the voice on key HR issues in the community Offer strategic educational programming for HR professionals Support SHRM strategic priority while increasing visibility on “hot” HR issues Contribute to SHAPE objectives / CLA areas of Government Affairs
24. SHRM Advocacy Team Initiative SHRM Support for A-Team Effort SHRM will provide speakers on advocacy and public policy issues for state council and chapter programs Monthly HR Advocate conference calls to share successes/challenges and to hear from policy insiders Advocacy Captain Toolkit to help build HR Advocacy teams will be available in 2012 Sample press releases, marketing brochures, media strategies to support local A-team program
25. SHRM Advocacy Team Initiative Measurable Results House Concurrent Resolution 101 (Neal / Gerlach) Sought 100 co-sponsors; 52 co-sponsors as of early February Launched coalition activities, letter-writing & phone campaigns Co-sponsorship jumped to 106 in two weeks (by mid-February introduction) Between 150 – 350 A-Team members regularly view live monthly webinars Rise in State Council / Chapter programming Existing annual legislative conferences providing more programming with strategic credit Legislative conferences initiated in California, Florida, Maryland & New Hampshire, among others
26. SHRM Advocacy Team Initiative Measurable Results Members of Congress DO Remember Activists
27. SHRM Advocacy Team Initiative Contact Information David M. Lusk Senior Associate, Member Advocacy david.lusk@shrm.org W: 703-535-6158 C: 703-597-3602 1800 Duke Street Alexandria, VA 22314
28. Questions
29. Thank You!