THE SHRM BODY
OF COMPETENCY
AND KNOWLEDGE™
shrmcertification.org/SHRMBOCK
, TABLE OF CONTENTS
Introduction to the SHRM Body of Competency and Knowledge.................................................... 1
What Are Competencies?............................................................................................................................................ 3
Development of the SHRM BoCK...............................................................................................................4
New Material in the 2017 BoCK................................................................................................................................ 6
Organization of the SHRM BoCK Document........................................................................................................7
Section 1: Behavioral Competencies.........................................................................................................7
Section 2: HR Expertise.................................................................................................................................7
Section 1: Behavioral Competencies.................................................................................................... 8
How to Read This Section........................................................................................................................................... 8
Leadership Cluster......................................................................................................................................................... 11
Leadership & Navigation.............................................................................................................................. 12
Ethical Practice................................................................................................................................................ 14
Interpersonal Cluster................................................................................................................................................... 17
Relationship Management...........................................................................................................................18
Communication............................................................................................................................................. 20
Global & Cultural Effectiveness.................................................................................................................22
Business Cluster...........................................................................................................................................................25
Business Acumen..........................................................................................................................................26
Consultation....................................................................................................................................................28
Critical Evaluation..........................................................................................................................................30
Section 2: HR Expertise........................................................................................................................ 32
How to Read This Section......................................................................................................................................... 32
People Knowledge Domain......................................................................................................................................35
Functional Area #1: HR Strategic Planning............................................................................................36
Functional Area #2: Talent Acquisition...................................................................................................38
Functional Area #3: Employee Engagement & Retention................................................................39
Functional Area #4: Learning & Development...................................................................................... 41
Functional Area #5: Total Rewards.......................................................................................................... 42
Organization Knowledge Domain..........................................................................................................................43
Functional Area #6: Structure of the HR Function.............................................................................. 44
Functional Area #7: Organizational Effectiveness & Development .............................................45
Functional Area #8: Workforce Management......................................................................................46
Functional Area #9: Employee & Labor Relations.............................................................................. 47
Functional Area #10: Technology Management..................................................................................49
Workplace Knowledge Domain...............................................................................................................................51
Functional Area #11: HR in the Global Context.....................................................................................52
Functional Area #12: Diversity & Inclusion.............................................................................................53
Functional Area #13: Risk Management.................................................................................................54
Functional Area #14: Corporate Social Responsibility.......................................................................56
Functional Area #15: U.S. Employment Law & Regulations............................................................. 57
Appendix A: Glossary........................................................................................................................... 59
Appendix B: Resources......................................................................................................................... 69
, THE SHRM BODY OF COMPETENCY
SECTION AND COMPETENCIES
1: BEHAVIORAL KNOWLEDGE
Introduction to the SHRM Body
of Competency and Knowledge™
For more than sixty-five years, the Society for The SHRM Body of Competency and Knowledge™
Human Resource Management (SHRM) has (SHRM BoCK™), which is based on the SHRM
served the human resources (HR) profession. Competency Model and illustrated in Figure 1,
HR professionals worldwide look to SHRM for outlines the content of SHRM’s certification
comprehensive information and tools to help examinations, the SHRM Certified Professional
them perform effectively at their jobs, to develop (SHRM-CP®) exam for early-career and mid-level
their careers, and to partner strategically with practitioners, and the SHRM Senior Certified
employers. SHRM also works to advance the HR Professional (SHRM-SCP®) exam for senior-level
profession as a whole, ensuring that as business and executive practitioners. SHRM credentials
changes, HR evolves to meet business needs. provide reliable indicators to the global business
Increasingly, business leaders understand that community that the credential holder has the
effective people management is a strategic necessary capabilities in both aspects of HR
imperative. As a result, employers expect HR practice—competencies and knowledge—that
professionals to demonstrate, in addition to are required for effective job performance.
a thorough knowledge of HR concepts and
requirements, the behavioral competencies In addition to describing the behavioral
required to effectively apply that knowledge competencies and technical knowledge tested
in the modern workplace in support of on the SHRM-CP and SHRM-SCP certification
organizational goals. exams, the SHRM BoCK is also the common
framework for individuals developing exam
In 2011, SHRM began a program of research questions (item writers), as well as individuals
involving thousands of HR professionals to and organizations developing exam preparation
identify the critical competencies needed for materials. SHRM’s own operations for exam
success as an HR professional. This research led development are separate and independent from
to the development of the SHRM Competency its operations for study material development.
Model, which defines eight key behavioral SHRM observes a strict firewall between these
competencies (Ethical Practice, Leadership & activities to protect the integrity and credibility of
Navigation, Business Acumen, Relationship the certification exams.
Management, Communication, Consultation,
Critical Evaluation and Global & Cultural
Effectiveness) and one technical competency
(HR Expertise). 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.
THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 1
, THE SHRM BODY
BODY OF
OF COMPETENCY
COMPETENCYAND
ANDKNOWLEDGE
KNOWLEDGE
FIGURE 1: SHRM Body of Competency and Knowledge (SHRM BoCK)
2 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE
OF COMPETENCY
AND KNOWLEDGE™
shrmcertification.org/SHRMBOCK
, TABLE OF CONTENTS
Introduction to the SHRM Body of Competency and Knowledge.................................................... 1
What Are Competencies?............................................................................................................................................ 3
Development of the SHRM BoCK...............................................................................................................4
New Material in the 2017 BoCK................................................................................................................................ 6
Organization of the SHRM BoCK Document........................................................................................................7
Section 1: Behavioral Competencies.........................................................................................................7
Section 2: HR Expertise.................................................................................................................................7
Section 1: Behavioral Competencies.................................................................................................... 8
How to Read This Section........................................................................................................................................... 8
Leadership Cluster......................................................................................................................................................... 11
Leadership & Navigation.............................................................................................................................. 12
Ethical Practice................................................................................................................................................ 14
Interpersonal Cluster................................................................................................................................................... 17
Relationship Management...........................................................................................................................18
Communication............................................................................................................................................. 20
Global & Cultural Effectiveness.................................................................................................................22
Business Cluster...........................................................................................................................................................25
Business Acumen..........................................................................................................................................26
Consultation....................................................................................................................................................28
Critical Evaluation..........................................................................................................................................30
Section 2: HR Expertise........................................................................................................................ 32
How to Read This Section......................................................................................................................................... 32
People Knowledge Domain......................................................................................................................................35
Functional Area #1: HR Strategic Planning............................................................................................36
Functional Area #2: Talent Acquisition...................................................................................................38
Functional Area #3: Employee Engagement & Retention................................................................39
Functional Area #4: Learning & Development...................................................................................... 41
Functional Area #5: Total Rewards.......................................................................................................... 42
Organization Knowledge Domain..........................................................................................................................43
Functional Area #6: Structure of the HR Function.............................................................................. 44
Functional Area #7: Organizational Effectiveness & Development .............................................45
Functional Area #8: Workforce Management......................................................................................46
Functional Area #9: Employee & Labor Relations.............................................................................. 47
Functional Area #10: Technology Management..................................................................................49
Workplace Knowledge Domain...............................................................................................................................51
Functional Area #11: HR in the Global Context.....................................................................................52
Functional Area #12: Diversity & Inclusion.............................................................................................53
Functional Area #13: Risk Management.................................................................................................54
Functional Area #14: Corporate Social Responsibility.......................................................................56
Functional Area #15: U.S. Employment Law & Regulations............................................................. 57
Appendix A: Glossary........................................................................................................................... 59
Appendix B: Resources......................................................................................................................... 69
, THE SHRM BODY OF COMPETENCY
SECTION AND COMPETENCIES
1: BEHAVIORAL KNOWLEDGE
Introduction to the SHRM Body
of Competency and Knowledge™
For more than sixty-five years, the Society for The SHRM Body of Competency and Knowledge™
Human Resource Management (SHRM) has (SHRM BoCK™), which is based on the SHRM
served the human resources (HR) profession. Competency Model and illustrated in Figure 1,
HR professionals worldwide look to SHRM for outlines the content of SHRM’s certification
comprehensive information and tools to help examinations, the SHRM Certified Professional
them perform effectively at their jobs, to develop (SHRM-CP®) exam for early-career and mid-level
their careers, and to partner strategically with practitioners, and the SHRM Senior Certified
employers. SHRM also works to advance the HR Professional (SHRM-SCP®) exam for senior-level
profession as a whole, ensuring that as business and executive practitioners. SHRM credentials
changes, HR evolves to meet business needs. provide reliable indicators to the global business
Increasingly, business leaders understand that community that the credential holder has the
effective people management is a strategic necessary capabilities in both aspects of HR
imperative. As a result, employers expect HR practice—competencies and knowledge—that
professionals to demonstrate, in addition to are required for effective job performance.
a thorough knowledge of HR concepts and
requirements, the behavioral competencies In addition to describing the behavioral
required to effectively apply that knowledge competencies and technical knowledge tested
in the modern workplace in support of on the SHRM-CP and SHRM-SCP certification
organizational goals. exams, the SHRM BoCK is also the common
framework for individuals developing exam
In 2011, SHRM began a program of research questions (item writers), as well as individuals
involving thousands of HR professionals to and organizations developing exam preparation
identify the critical competencies needed for materials. SHRM’s own operations for exam
success as an HR professional. This research led development are separate and independent from
to the development of the SHRM Competency its operations for study material development.
Model, which defines eight key behavioral SHRM observes a strict firewall between these
competencies (Ethical Practice, Leadership & activities to protect the integrity and credibility of
Navigation, Business Acumen, Relationship the certification exams.
Management, Communication, Consultation,
Critical Evaluation and Global & Cultural
Effectiveness) and one technical competency
(HR Expertise). 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.
THE SHRM BODY OF COMPETENCY AND KNOWLEDGE 1
, THE SHRM BODY
BODY OF
OF COMPETENCY
COMPETENCYAND
ANDKNOWLEDGE
KNOWLEDGE
FIGURE 1: SHRM Body of Competency and Knowledge (SHRM BoCK)
2 THE SHRM BODY OF COMPETENCY AND KNOWLEDGE
