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Analyze and explain how that behavior is an example

Analyze and explain how that behavior is an example of the identified competency.
Recommend how the behavior might be improved to better meet the identified competency.

Analyze and explain how that behavior is an example

Throughout the next few weeks, identify 7 to 9 examples of the 9 SHRM HR competencies in action by HR professionals or by others in your everyday life.

Download the HR Competency Journal and journal about each example.

For each entry, complete the following:
Identify which of the 9 competencies you observed in action.

Also, describe who was doing what.

Lastly, analyze and explain how that behavior is an example of the identified competency.
Recommend how the behavior might be in improvement to better meet the identifie d competency.

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In addition, although HR critics abound, leaders in the field will be the first to acknowledge that their teams do not deliver innovative human capital programs that drive business results,

1 and that a new mental model of what it means to be an HR professional must be in development to not only be relevant in today’s business environment but to lead an organization to success.

More so, as purveyors of an organization’s most valuable asset—its talent—HR is uniquely pois ed,

through its application of a broad range of technical skills and its understanding of the business,

to be an impactful leader and a formidable business strategist no company can do without.

The need to “reskill” HR has been discussed for years with little mention as to what this looks like, how it is accomplished and what can be expected with respect to delivered outcomes.

In conclusion, to address this lack of actionable information, through research with thousands of HR professionals (111 focus groups and more than 32,000 survey respondents covering 33 nations),

including experts and incumbents alike, SHRM identified those critical competencies for HR to lead people and organizations—on a global scale.

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