Introduction
The Society for Human Resource Management (SHRM) could be focused as the human resources (HR) profession, and this profession is serving worldwide and beneficial for HR professionals. However, in the field of SHRM, there is comprehensive information to the professional, and they get an effective understanding so that their performance can be accurate. Moreover, SHRM is serving the employees as well as other stakeholders in the organizations; and there are benefits to the careers of the employees. However, the organizations can make the partner strategically through HR evolving and to meet business needs. The companies can be catered for through SHRM, and they can be business leaders. However, SHRM can help the companies or organizations so that there could be better people management.
Through the development of the SHRM Competency companies or organizations can resolve the issues related to the management practices. However, in this way, eight key behavioral competencies are involved in the SHRM Competency and these competencies are Leadership and Navigation, Communication, Consultation, Ethical Practice, Business Acumen, Critical Evaluation, Relationship Management, and Global and Cultural. Management in such aspects or facts can provide the effectiveness in operation, and there can be effectively related to the technical competency (Shrm.org, 2017).
Development of the SHRM BoCK
The development of the SHRM is known as the SHRM BoCK™; however, with the involvement of the SHRM Certified Professional (SHRM-CP®), there can be better technical knowledge in the modern world of the SHRM. It is analyzed that the individual is focused so that they can develop exam questions for the benefits of the HR professional. The team works together for material development, and there is also focusing on the job analysis methods. BoCK is clarified as the learning of HR ideas because there is the emphasis on the conduct abilities in the cutting-edge working environment and the real center is to manage the hierarchical objectives (Reed, 2017).
It is concerned that SHRM in the modern age is engaged in a rigorous, systematic program so that there could be better developed in the field of the SHRM BoCK. The Competency Model of the SHRM BoCK was focused first in the year 2011; the SHRM is focused as a program; which combines the thousands of HR professionals so that there could be resolved related to the critical competencies in the HR professional. The SHRM competency and knowledge include the management, HR Expertise there is the effective roadmap as well as the guidance for developing the capabilities. HR professionals through learning and testing systems can improve their level as there could be effectiveness in the careers and the company can improve it activeness (Mendy, 2017).
However, it continues through 2016, and there is a focus on conducting an effective practice so that companies could effectively refine the BoCk under the global HR community. It is concerned that in the year 2011; 1,200 HR practitioners were from 33 countries and these focus groups, or the people represented or given new thinking so that there could be a better implementation of the programs. In the years 2012 to 2014; the SHRM conducted more information from the HR professionals to confirm the professional success that how the better relevance of the model can be made.
The Methodology Used to Develop the Model
Regarding the methodology, the multi-organizational focused on the SHRM-defined competencies so that there could be a better focus on successful job performance. In the year 2014, it is concerned that specification exercise work for the HR knowledge and make the SHRM-SCP exams so that there could be a better development of the people of the business leaders. Discussing the methodology; it could be noticed that in the year 2017 BoCK was focused as the product of extensive and there is the focus of the review and expansion. In the year 2015 and 2016 there is the development of the BoCK; however, in 2017 BoCK focused on behavioral and technical knowledge (Shrm.org, 2017).
In the methods, there was the focus on them in the collection of the HR professionals according to the needs of employers and in the sections; there is clarity and guidance that there could be a better implementation and knowledge of the plan. For the expanded definitions of behavioral competencies, the BoCK was concerned for the addition of sub-competencies by the advanced HR Professionals. In the latest BoCK, there is additional guidance as well as career advancement under the three clusters: which is business, leadership and interpersonal (Cook, 2016).
Exam for Situational Judgment Questions and Knowledge Questions
There is an exam to pass the SHRM BoCK; SHRM Certified Professional (SHRM-CP®) there can be better technical knowledge in the modern world of SHRM. There are situational judgment questions and knowledge questions for the HR knowledge and make the SHRM-SCP exams so that there could be a better development of the people of the business leaders; it is analyzed that the individual is focused so that they can develop exam questions for the benefits of the HR professional.
The exam for the situational judgment questions and knowledge questions is taken so that there could be better understanding regarding the professional through using the organization’s labor requirements and to facilitate the achievement of strategic goals did continuous improvement in the BoCK and maintained the talent acquisition. The professional used the effective methods and did selection, assessment for the talent acquisition metrics; with the use of the variety of talent sources professional uses technology and maintain BoCK for the management of the candidate’s technical skills, competency needs, forecast workforce needs, pre-employment screening, etc.
The exam for situational judgment questions is for the SHRM-CP and SHRM-SCP exam; there is the focus on the measurement of an HR professional’s; however, the most critical as well as the valuable skills for the person are concerned. In the case of knowledge questions, there is a focus on the concepts related to HRM that how much one knows regarding the SHRM BoCK, there is the test of general knowledge (Hrbartender.com, 2017).
In the situational judgment questions, there is the focus to check one ability that how one applies HR principles in his/her real-life workplace. The test is taken to allow employers to recognize the real situations and there are strategic and innovative leaders thinking as there could be questions regarding the selection of a person or team.
Review the Body of Knowledge and Competency (BoCK)
Summary of the BoCK by Discussing Each of the Following Domains
The SHRM body of competency and knowledge is also explained as the knowledge of HR concepts because there is the focus on the behavioral competencies in the modern workplace and the major focus is to deal with the organizational goals (Mathis, Jackson, Valentine, & Meglich, 2016). It could be seen that in the year 2017 BoCK was engaged as the result of broad and there is the emphasis on the survey and extension; the improvement of the BoCK was made, and it engaged as the social and specialized learning. In those HR concepts businesses, leadership, interpersonal, people, organization and workplace are also involved. However, the following is the discussion of these HR concepts concerning the SHRM body of competency and knowledge:
Business
In the business domain, I have strength as I can be able to understand the organization’s operations effectively and also I can effectively apply business tools. To maintain the HR initiatives, I am concerned about the strategic direction and can effectively evaluate business challenges as well as the opportunities. However, I can face issues in the qualitative and quantitative data; which can also be my weakness as there could be issues in the interpretation of the evaluation of HR initiatives.
Leadership
In the case of leadership domain, it is analyzed that there is need to have the effective knowledge, skills, abilities in order to accomplish HR goal; however, it is my weakness that there could issues in compelling vision and mission because the strategic direction and culture need to be met and need to lead and promote regarding the organizational change. It is my strength that I am great at managing the execution of HR initiatives as an ethical agent, and I can promote core values.
Interpersonal
In the case of the interpersonal domain, it is analyzed that there is need to maintain the network of professional contacts and there is the need to build and maintain relationships; however, I am good in managing the conflict because I can provide the informative communications. It is analyzed that it is my weakness to effectively respond towards the cultural effectiveness, perspectives, and backgrounds in the case of global context.
People
In the domain of the people, it is my strength to manage the HR Strategic Planning; because I am good in managing, developing, implementing the HR plans so that there could be the better achievement of organizational success. Regarding the Talent Acquisition Encompasses I am weak because I cannot effectively focus on the building and maintaining the workforce. But I can focus on retention through awarding the high-performing talent and through developing effective strategies; I am also willing to enhance my skills.
Organization
Regarding organizational effectiveness, I know my domain has strength because I can effectively manage the company I am working in and there could be an effective focus to manage the structure and functionality. However, I can better evaluate the long- and short-term effectiveness regarding the growth of people and processes. I can make better strategies, necessary organizational change. Moreover, in the case of workforce management, there could be some critical gaps in competencies in HR practices, which can be weaknesses.
Workplace
To focus on the workplace domain and to analyze the strengths and weaknesses; it could be concerned that in the workplace I can effectively meet the organizational objectives through managing global workforces. There can be learned from the HR professional, and I can create opportunities so that there could be a success in the workplace. Through assessment and prioritization, I can effectively meet the organization’s commitments; however, there could be a weakness if all regulations under the U.S. Employment Laws are not met.
Conclusion
It could be concluded that through the management of the SHRM; there could be the management of the HR professionals, and they can come to know where they are standing or lacking. However, for effective SHRM, there is a need to maintain a workforce; BoCK used effective methods to support organizational goals through the most efficient sources; the BoCK in recent years uses the variety of methods in order to attract that talent and in order to maintain the professionals use high-quality as well as the cost-effective methods. The expert, through utilizing the association’s work necessities and with the end goal to encourage the accomplishment of key objectives, did nonstop change in the BoCK and kept up the ability obtaining. However, concepts and management of the SHRM BoCK need to be effectively concerned with organizations.
References
Cook, M. (2016). Personnel Selection: Adding Value Through People – A Changing Picture. John Wiley & Sons.
Hrbartender.com. (2017, October 5). How to Decide Which HR Certification Exam to Take – Ask #HR Bartender. Retrieved from https://www.hrbartender.com/2017/career-development/decide-hr-certification-exam/
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016). Human Resource Management. Cengage Learning.
Mendy, J. (2017). Teaching Human Resources and Organizational Behavior at the College Level. IGI Global.
Reed, S. M. (2017). A Guide to the Human Resource Body of Knowledge (HRBoK). John Wiley & Sons.
Shrm.org. (2017). SHRM Body of Competency and Knowledge. Retrieved from https://www.shrm.org/certification/Documents/SHRM-BoCK-FINAL.pdf
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