Debra J. Cohen - Developing Proficiency in HR: 7 Self-Directed Activities for HR Professionals

This publication is designed to provide accurate and authoritative information regarding the subject matter covered. It is sold with the understanding that neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. The federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations.

This book is published by the Society for Human Resource Management (SHRM). The interpretations, conclusions, and recommendations in this book are those of the author and do not necessarily represent those of the publisher.

Copyright 2016 Society for Human Resource Management. All rights reserved.

This publication may not be reproduced, stored in a retrieval system, or transmitted in whole or in part, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the Society for Human Resource Management, 1800 Duke Street, Alexandria, Virginia 22314.

The Society for Human Resource Management (SHRM) is the worlds largest HR professional society, representing 285,000 members in more than 165 countries. For nearly seven decades, the Society has been the leading provider of resources serving the needs of HR professionals and advancing the practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org.

Interior and cover design: Katerina Cochran

Library of Congress Cataloging-in-Publication Data: (on file)

17-0381

ISBN: 978-1-58644-416-7

I would like to thank Montrese Hamilton, the SHRM Librarian and a true content strategist, with respect to sourcing material (in ) included in this text.

For review and insight of the manuscript and throughout the process of writing the book, Id like to thank Joe Jones, Ph.D., director of HR Competencies at SHRM; Christopher Anzalone, former manager of book publishing at SHRM; and Tony Lee, vice president of Editorial at SHRM, for their numerous and insightful comments and overall help with completing this book. Thank you to Joyce Thompson Heames, Ph.D., dean of the Campbell School of Business at Berry College, for her review, comments, and insights. I would like to thank Erica Banner for her support and administrative assistance in completing this book. And, of course, thank you to my son, Jacob, who is an inspiration for me to be a role model to him for hard work and accomplishment.

This book has two broad purposes. First, it offers tools and discussion for early-or midcareer HR professionals to develop their HR competencies. Second, it offers tools and coaching tips for senior or executive HR professionals to help their HR staff learn and develop HR competencies. The dual purpose of this book makes it an excellent guide for the life of ones career in HR.

There are many paths to HR competency development. In addition, there are many reasons why a need for HR competency development exists. The HR function is critical to the success of any organization, and the more focus placed on developing others and ourselves in our profession, the stronger we become as individuals and as a profession as a whole. It has been said that career development is a lifelong process that takes into account work, learning, and leisure over the course of ones career. The same can be said for competency development. As HR professionals, we may have more control over our HR competency development than some might think.

Competence is a persons ability or skill to perform in a job. A competency in a particular area refers to a set of behaviors that define performance in that area. The concept of competency, competence, and competencies is somewhat diffuse, and the terms are often used interchangeably. However, HR competencies have now been defined for the profession. The SHRM (Society for Human Resource Management) Competency Model, a framework of competencies important to success in the HR field that SHRM developed based on research it conducted, .

Competency development for HR professionals means focusing on developing personal competencies to add value to what you bring to your career and to your organization. The goal of this book is to foster a belief, a habit, and an approach that embraces the notion of lifelong learning and development for ones HR competencies. Continuously learning and taking the responsibility for doing so into your own control is key to your career success. A second goal of the book is to emphasize that part of this learning will come from your own self-directed efforts that can be incorporated into your everyday lives. Attending conferences, taking seminars, and participating in workshops and all other formal activities associated with learning and development are entirely positive and beneficial steps to developing oneselfbut competency development must go beyond formal training and development.

Preparing yourself for the future, even if you cannot imagine today what that future may entail tomorrow, is a great way to focus and direct personal efforts. This book will provide insight as to how to embrace your competency development journey and the competency development of others through the following:

• Thinking about the future.
• Remaining curious.
• Encouraging new learning opportunities.
• Exploring the unknown.
• Capitalizing on all opportunities to interact with others who may be able to help you.
• Embracing failure, if or when it occurs.
• Demonstrating how everyday activities can actually be competency-building activities.
• Coaching others in competency development.
• Supporting your staff in competency development.
• Guiding entry- and mid-level HR professionals in their career journey.

• HR professionals: particularly those in the early- to midcareer level.
• HR leaders: particularly those at the senior- and executive-career level who manage or coach other HR professionals.

Broadly, the audience for this book is any HR professional at any career level. The implication is that all HR professionals, regardless of level, educational attainment, industry, or career aspiration, need to be cognizant of their HR competencies and mindful of the development and maintenance of those competencies over time. In reality, some of us do an excellent job of focusing on our own development, and some of us are quite proficient in our HR competencies. Therefore, while the audience for the book is broad and includes all HR professionals, the reality is that this book is best suited for those who have thought about their development in a more traditional way and have more recently begun to focus on HR competencies fundamental to their performance and success. Your HR level or years of experience are not the keyyour self-awareness and desire for continuous improvement focused on your HR competencies are the key. Additional audiences include students who are interested in learning more about the HR profession or who are considering a career in HR. Career coaches or other coaches who may be working with HR professionals may also benefit from the content of this book.