The Nine Competencies of the SHRM Competency Model

A human resources management professional and consultant, Steven Darien serves as the chairman and CEO of The Cabot Advisory Group, LLC, in Bridgewater, New Jersey. Steven Darien also belongs to the Society for Human Resource Management (SHRM), which works to advance the HR profession using the Competency Model. The SHRM Competency Model supports professional development through a series of nine competencies:

1. Communication. From verbal and written communication to active listening and persuasion, HR leaders require strong communication skills to exchange information in an effective manner. Strong communication skills also aid with delivering feedback and engaging in diplomatic efforts.

2. Relationship Management. The ability to manage interactions among individuals provides support to the organization as a whole. Relationship management skills establish positive community relations, contribute to successful networking, and foster teamwork. It also helps build credibility among customers.

3. Ethical Practice. Compliance to ethical practices and core values fosters accountability and establishes a sense of integrity that encourages professionalism among workers.

4. HR Knowledge. A successful HR leader possesses a full understanding of the principles, practices, and functions that contribute to effective HR management. Critical areas of knowledge include risk and strategic business management, workforce planning, and HR technologies.

5. Business Acumen. Business acumen refers to the ability to understand and apply information in a manner that supports an organization’s strategic plan. HR professionals with business acumen demonstrate economic awareness, strategic agility, and other operating principles.

6. Critical Evaluation. Interpreting information to make business decisions and recommendations is a key part of HR management. It requires critical thinking and adherence to research methodologies to make reasonable assessments and informed decisions.

7. Global and Cultural Effectiveness. HR professionals interact with people from varying backgrounds on a daily basis, which means they need to consider the perspectives of all parties involved.

8. Leadership and Navigation. Effective HR professionals use leadership to direct initiatives and support the organization through times of adversity.

9. Consultation. Relying on analytical reasoning, people and project management, and problem solving skills, HR professionals provide guidance to organizational stakeholders.