This is a Master Human Resource Management Course, 6th edition APA style.

HRM Competencies

In this unit’s studies, you have read about the many challenges an HRM professional faces in the workplace, and the integral part the HRM professional plays in strategic planning.

For this assignment, Complete Option 2 if you are studying to become an HRM professional.

Complete the following:

•Describe the role of the HRM professional in human capital management..

•Describe the key human capital management competencies of the SHRM HR Competency Model..

•Identify and describe key business trends, issues, and opportunities, and their applicability to your organization..

•Assess your organization against these competency domains..

•Assess yourself as an HRM professional against the SHRM HR Competency Model..

•Review the HRM professional competencies and suggest changes that reflect current trends, issues, and opportunities you have identified..

Option 2: Career Changer

For this assignment, review and describe the nine competency domains listed in the “HR Competency Model Unveiled” article linked in the Resource. Library to research current business trends, issues, and opportunities in human capital management that are relevant for your organization and industry. If you are not currently employed at an organization, select a similar one about which you will be able to find sufficient information in order to complete this assignment. You might also use an organization where you were formerly employed.

Format your paper according to APA standards, including the following:

•An abstract..

•Appropriate headings and subheadings..

•Citations..

•A reference list..2 or more

Refer to the HRM Competencies Scoring Guide to ensure you meet all of the evaluation criteria before submitting your assignment.

A Model of Success

The model consists of nine primary competency domains:
◾HR Expertise and Practice, which Alonso calls the “cornerstone” of the competency model.
◾Relationship Management.
◾Consultation.
◾Organizational Leadership and Navigation.
◾Communication.
◾Global and Cultural Effectiveness.
◾Ethical Practice.
◾Business Acumen.
◾Critical Evaluation.

Each of the nine domains are defined with behavioral proficiency standards across four professional levels—entry, middle, senior and executive.

Each professional level also is identified by behaviors most typically demonstrated and acceptable at a particular stage in the HR career for a particular competency and its sub-competencies.

The Business Acumen competency, for example, is defined as “the ability to understand business functions and metrics within the organization and industry.”

There are nine behaviors associated with the competency, including leveraging technology to solve business problems and using organizational metrics to make decisions. There are 12 sub-competencies associated with this competency, including knowledge of government and regulatory guidelines and knowledge of labor markets.

At the entry level for this competency, there are 10 proficiency standards, such as “gathers, assembles and reports HR metrics and labor market trends.” At the mid-level for this competency, there are another 14 proficiency standards, such as “manages process improvement initiatives.”

At the senior level for this competency, there are 27 more proficiency standards, such as “develops organizationwide business practices or operations.” At the executive level for this competency, there are another 17 proficiency standards, such as “defines strategy for managing talent within the confines of the labor market.”

A self-assessment tool is expected to be available in January 2013 for a nominal fee. HR professionals can use this tool to determine their proficiency in each major competency, according to Alonso. A free “teaser” version of the tool is available to SHRM members at https://csa.shrm.org.

The competency model, which will be free and publicly available, will be updated every five years to reflect changes in society.

A report on the validity data used for the model is to be released to the public in late 2012. For more information about the competency model, contact Alonso and his staff at competencies@shrm.org.