The IHRM program is based on the SHRM BoCKTM, the one single, comprehensive testing framework giving qualified professionals the recognition and flexibility to use their knowledge, skills and competencies anywhere their career takes them.

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To develop the capacity of HR professionals, SHRM has conducted a program of research involving thousands of HR professionals to identify the critical competencies needed for success as an HR professional. This research led to the development of the SHRM Competency Model, which defines three clusters of key behavioral competencies and three domains of technical competency. The SHRM Competency Model provides HR professionals with a comprehensive roadmap for developing the capabilities they need to advance their careers and improve their effectiveness in the workplace.

BEHAVIORAL COMPETENCIES

# Inclucing 8 Behavioral Competencies
1 Leadership Leadership and Navigation The ability to direct and contribute to initiatives and processes within the organization
Ethical Practice The ability to integrate core values, integrity, and accountability throughout all organizational and business practices
2 Business Business Acumen The ability to understand and apply information with which to contribute to the organization’s strategic plan
Consultation The ability to provide guidance to organizational stakeholders
Critical Evaluation The ability to interpret information with which to make business decisions and recommendations
3 Interpersonal Relationship Management The ability to manage interactions to provide service and to support the organization
Global and Cultural Effectiveness The ability to value and consider the perspectives and backgrounds of all parties
Communication The ability to effectively exchange information with stakeholders
 
TECHNICAL COMPETENCIES

# Technical Competencies (including 15 functional areas of HR)
1 People
  1. HR Strategic Planning
  2. Talent Acquisition
  3. Employee Engagement
  4. Learning and Development
  5. Total Rewards
2 Organization
  1. Structure of the HR function
  2. Organizational Effectiveness and Development
  3. Workforce Management
  4. Employee and Labor Relations
  5. Technology Management
3 Workplace
  1. HR in the Global Context
  2. Diversity and Inclusion
  3. Risk Management
  4. Corporate Social Responsibility
  5. US Employment Law and Regulations

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