Learning Topic
SHRM Body of Competency andKnowledge
SHRM Body of Competency and Knowledge
The SHRM Body of Competency and Knowledge (SHRM BoCK) is based
on the SHRM Competency Model. This competency model identifies the
knowledge areas, skills, and abilities that are essential for HR
professionals to succeed in the field. Beginning in 2011, this list of skills
and competencies was developed through research and consultation with
a broad range of HR professionals (Society for Human Resource
Management, n.d.). In addition to listing key behavioral competencies and
knowledge areas, the SHRM BoCK provides information about the
structure and content of SHRM's certification examinations, including the
SHRM Certified Professional (SHRM‐CP) exam.
SHRM Body of Competency and Knowledge https://leocontent.umgc.edu/content/umuc/tus/hrmn/hrmn495/2225/lear…
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The SHRM BoCK has two main sections: business competencies and HR
functional areas of expertise. This combination of active behaviors and
conceptual knowledge is key to this competency model because
successful HR practitioners go beyond theory to skilled application.
Through SHRM BoCK's core areas, HR professionals can facilitate a
strategic mindset, influence individual performance, and help achieve
successful business outcomes (Society for Human Resource Management,
n.d.).
As you prepare for the SHRM‐CP exam, you may find it valuable to use
this SHRM‐CP Exam Study Guide (/content/dam/course‐content
/tus/hrmn/hrmn‐495/document/SHRM‐
CP%20Exam%20Study%20Guide.docx) to make note of what you
already know and what you need to revisit in each of the competency
areas. As you review the study material and conduct your own research,
you can use the final column to capture notes of what you learn along the
way. (/content/dam/course‐content/tus/hrmn/hrmn‐495/document
/SHRM‐CP%20Exam%20Study%20Guide.docx)
The following information and resources provide additional details about
the SHRM BoCK, including how to use the framework as a study resource
for the SHRM‐CP exam:
SHRM BoCK Behavioral Competencies
SHRM Body of Competency and Knowledge https://leocontent.umgc.edu/content/umuc/tus/hrmn/hrmn495/2225/lear…
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Leadership
The first cluster, or grouping of behavioral
competencies, includes two sub‐
competencies: (1) leadership and navigation
and (2) ethical practice. This cluster
emphasizes the HR professional's ability to
act as a leader within an organization and
influence the strategic direction and culture
of the organization. A successful HR
professional balances a keen strategic
mindset with a commitment to promoting
high ethical standards.
Interpersonal
The second cluster includes three
competencies specific to interpersonal
dynamics: relationship management,
communication, and global and cultural
effectiveness. This grouping of
competencies focuses on the HR
professional's ability to build strong
relationships among members of the
organization, navigate conflict,
communicate with clarity and empathy, and
promote diversity and inclusion in the
workplace.
SHRM Body of Competency and Knowledge https://leocontent.umgc.edu/content/umuc/tus/hrmn/hrmn495/2225/lear…
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Business
The final cluster of behavioral competencies
includes three sub‐competencies: business
acumen, consultation, and critical
evaluation. These competencies require HR
professionals to understand business and
operational best practices, work
collaboratively within the organization, use
data to identify opportunities for growth,
facilitate change management, and garner
support from key stakeholders.
SHRM BoCK Knowledge Competencies
People
The first area of HR knowledge, People,
includes five functional areas: HR strategic
planning, talent acquisition, employee
engagement and retention, learning and
development, and total rewards. These
areas are united in their emphasis on
identifying, retaining, and engaging high‐
quality employees. HR professionals play a
central role in defining the strategy that
helps businesses achieve these goals. As the
champion for the employees, it is essential
that an HR professional has deep
knowledge of the activities and best
practices associated with each of these
functional areas.
SHRM Body of Competency and Knowledge https://leocontent.umgc.edu/content/umuc/tus/hrmn/hrmn495/2225/lear…
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References
Organization
The second domain within the HR
knowledge competencies is Organization.
The five functional areas in this domain
focus on the structure and procedures
deployed by HR professionals to help
support the functioning of the business.
They are the structure of the HR function,
organizational effectiveness and
development, workforce management,
employee and labor relations, and
technology management.
Workplace
The final area within the knowledge
competencies is Workplace. There are five
functional areas in this domain: HR in the
global context, diversity and inclusion, risk
management, corporate social responsibility
(CSR), and US employment law and
regulations. Successful HR professionals
must have a strong knowledge of the laws,
regulations, ethical principles, and cultural
dynamics that play a role in business and
employee relations. This knowledge,
combined with the behavioral
competencies, equips HR professionals to
be champions for justice, equality, and
inclusivity within the workforce.
SHRM Body of Competency and Knowledge https://leocontent.umgc.edu/content/umuc/tus/hrmn/hrmn495/2225/lear…
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Society for Human Resource Management. (n.d.). The SHRM Body of
Competency and Knowledge. https://www.shrm.org/certification
/Documents/SHRM‐BoCK‐FINAL.pdf
• SHRM BoCK Model (https://www.shrm.org
/certification/Documents/SHRM‐BoCK‐FINAL.pdf)
• SHRM HR Competency Model
(https://www.youtube.com/watch?v=985lM_Nzjgg&
feature=emb_logo)
• 2021 SHRM Certification Handbook
(https://pages.shrm.org
/certhandbook?utm_source=marketo&
utm_medium=email&
utm_campaign=cert_certification~Academic%20Alig
nment~Alignment%20Program%20News%20‐%20J
une&linktext=LEARN‐MORE&
mkt_tok=ODIzLVRXUy05ODQAAAF9kOeJBTrxdtu
MjM_u5xLwZbvXasenVMGP8vul4HUe_nsAcRhLY3Z
‐Nw6hsIL‐
AYCJYAjB7hwNOXmEkforGMmZ2CTt_qOcGLIU9p
MS9NNTwo98)
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Resources
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