SHRM-CP STUDY GUIDE WITH
COMPLETE SOLUTIONS
Leadership & Navigation - ANS-The knowledge, skills, abilities, and other
characteristics (KSAOs) needed to navigate the organization and accomplish HR goals,
to create a compelling vision and mission for HR that aligns with the strategic direction
and culture of the organization, to lead and promote organizational change, to manage
the implementation and execution of HR initiatives, and to promote the role of HR as a
key business partner
Ethical Practice - ANS-The KSAOs needed to maintain high levels of personal and
professional integrity, and to act as an ethical agent who promotes core values, integrity
and accountability throughout the organization
Relationship Management - ANS-The KSAOs needed to create and maintain a network
of professional contacts within and outside of the organization, to build and maintain
relationships, to work as an effective member of a team, and to manage conflict while
supporting the organization.
Communication - ANS-The KSAOs needed to effectively craft and deliver concise and
informative communications, to listen to and address the concerns of others, and to
transfer and translate information from one level or unit of the organization to another.
Global & Cultural
Effectiveness - ANS-The KSAOs needed to value and consider the perspectives and
backgrounds of all parties, to interact with others in a global context, and to promote a
diverse and inclusive workplace.
Business Acumen - ANS-The KSAOs needed to understand the organization's
operations, functions and external
environment, and to apply business tools and analyses that inform HR initiatives and
operations consistent with the overall strategic direction of the organization
Consultation - ANS-The KSAOs needed to work with organizational stakeholders in
evaluating business challenges and identifying opportunities for the design,
implementation and evaluation of change initiatives, and to build ongoing support for HR
solutions that meet the changing needs of customers and the business.
Critical Evaluation - ANS-The KSAOs needed to collect and analyze qualitative and
quantitative data, and to interpret and promote findings that evaluate HR initiatives and
inform business decisions and recommendations.
, Leadership theories - ANS-situational leadership, transformational leadership,
participative leadership, inclusive leadership
People management techniques - ANS-directing,
coaching, supporting, delegating
Motivation theories - ANS-goal-setting theory,
expectancy theory, attribution theory, selfdetermination
theory
Influence and persuasion techniques - ANS-personal appeal, forming coalitions, leading
by
example, rational persuasion
Relationship Management - ANS-• Networking
• Relationship building
• Teamwork
• Conflict management
• Negotiation
Conflict resolution styles - ANS-avoidance,
competition, cooperation, conciliation
Conflict resolution techniques - ANS-accommodate, avoid, collaborate
Elements of communication - ANS-source, sender,
receiver, message feedback
Organizational change management theories - ANS-Lewin's change management
model, McKinsey 7-S model, Kotter's 8-step change model
Organizational change management processes - ANS-leadership buy-in,
building a case for change, engaging employees,
communicating change, removing barriers
Key components of successful client interactions - ANS-listening, empathy,
communication, followup
HR Expertise - ANS-the principles, practices and functions of effective HR management
HR Strategic Planning - ANS-Involves the activities necessary for developing,
implementing and managing the strategic direction required to achieve organizational
success and to create value for stakeholders.
COMPLETE SOLUTIONS
Leadership & Navigation - ANS-The knowledge, skills, abilities, and other
characteristics (KSAOs) needed to navigate the organization and accomplish HR goals,
to create a compelling vision and mission for HR that aligns with the strategic direction
and culture of the organization, to lead and promote organizational change, to manage
the implementation and execution of HR initiatives, and to promote the role of HR as a
key business partner
Ethical Practice - ANS-The KSAOs needed to maintain high levels of personal and
professional integrity, and to act as an ethical agent who promotes core values, integrity
and accountability throughout the organization
Relationship Management - ANS-The KSAOs needed to create and maintain a network
of professional contacts within and outside of the organization, to build and maintain
relationships, to work as an effective member of a team, and to manage conflict while
supporting the organization.
Communication - ANS-The KSAOs needed to effectively craft and deliver concise and
informative communications, to listen to and address the concerns of others, and to
transfer and translate information from one level or unit of the organization to another.
Global & Cultural
Effectiveness - ANS-The KSAOs needed to value and consider the perspectives and
backgrounds of all parties, to interact with others in a global context, and to promote a
diverse and inclusive workplace.
Business Acumen - ANS-The KSAOs needed to understand the organization's
operations, functions and external
environment, and to apply business tools and analyses that inform HR initiatives and
operations consistent with the overall strategic direction of the organization
Consultation - ANS-The KSAOs needed to work with organizational stakeholders in
evaluating business challenges and identifying opportunities for the design,
implementation and evaluation of change initiatives, and to build ongoing support for HR
solutions that meet the changing needs of customers and the business.
Critical Evaluation - ANS-The KSAOs needed to collect and analyze qualitative and
quantitative data, and to interpret and promote findings that evaluate HR initiatives and
inform business decisions and recommendations.
, Leadership theories - ANS-situational leadership, transformational leadership,
participative leadership, inclusive leadership
People management techniques - ANS-directing,
coaching, supporting, delegating
Motivation theories - ANS-goal-setting theory,
expectancy theory, attribution theory, selfdetermination
theory
Influence and persuasion techniques - ANS-personal appeal, forming coalitions, leading
by
example, rational persuasion
Relationship Management - ANS-• Networking
• Relationship building
• Teamwork
• Conflict management
• Negotiation
Conflict resolution styles - ANS-avoidance,
competition, cooperation, conciliation
Conflict resolution techniques - ANS-accommodate, avoid, collaborate
Elements of communication - ANS-source, sender,
receiver, message feedback
Organizational change management theories - ANS-Lewin's change management
model, McKinsey 7-S model, Kotter's 8-step change model
Organizational change management processes - ANS-leadership buy-in,
building a case for change, engaging employees,
communicating change, removing barriers
Key components of successful client interactions - ANS-listening, empathy,
communication, followup
HR Expertise - ANS-the principles, practices and functions of effective HR management
HR Strategic Planning - ANS-Involves the activities necessary for developing,
implementing and managing the strategic direction required to achieve organizational
success and to create value for stakeholders.
