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SHRM Regional Council

Business Meeting

SHRM Seminars Jeanne Morris, Director Educational Programs

Bhavna DaveDirector of Talent

SHRM member since 2005

February 6 – 7, 2015Hyatt Regency Miami

Miami, Florida

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SHRM Seminars – Spring 2015 ScheduleChapter Partnerships

SHRM HeadquartersAlexandria, VA

Ft. Lauderdale, FL March 30- April 1•HR Palm Beach•HRA Broward Co.

Boston, MA April 8-10NEHRA

New York, NYMay 11-13

Chicago, ILMay 4-6Chicago SHRM

Seattle, WAMay 18-20•Seattle SHRM•Lake Washington HRA•South King HRA•SMA Seattle

Denver, COApril 20-22Mile High SHRM

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SHRM Seminars – New Programming Aligned to the Competency Model

SHRM Seminars utilize experiential learning to shift from the “what” to the “how” to apply knowledge for successful job performance.

New Programs include:

• Communication and Credibility for HR Professionals

Talent Management Series

• Expanding Your Influence: A Coaching Experience for Emerging Leaders

• Workforce Planning Strategies to Support Organizational Needs

• Conflict and Relationship Management • Creating a Talent Acquisition Strategy• HR’s Role in Employee Learning &

Development

• Succession Planning

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Aligning SHRM Seminars to Competencies

Steps taken to identify the appropriate top 2 (primary/secondary) competencies for each of the SHRM® Seminars:

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Critical Course Tasks

HR Expertise Functional Area Responsibility

Statements

HR Expertise Functional Area

Behavioral Competency – Key Behaviors

Behavioral Competency

Design a compensation philosophy and structure that aligns with an organization’s mission and vision

Designing and implementing appropriate pay, benefit, incentive, and separation/ severance systems and programs

Total Rewards Developing HR business strategies to drive key business results

Business Acumen

Making sound decisions based on evaluation of available information

Critical Evaluation

• Conduct a workforce analysis

• Analyze current jobs in the organization

Perform accurate job analyses and evaluations

Total Rewards Gathering critical information.

Critical Evaluation

Compare jobs to market data to determine pay bands

Complying with compensation and benefits practices, laws, and regulations

Total Rewards Analyzing large quantities of information from research and practice

Critical Evaluation

SAMPLE: Mapping Critical Tasks to CompetenciesCompensation Essentials

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Critical Course Tasks

HR Expertise Functional Area Responsibility

Statements

HR Expertise Functional

Area

Behavioral Competency – Key Behaviors

Behavioral Competency

Demonstrate effective internal consulting skills to:

Consulting on important workplace issues with key stakeholders

Employee Engagement

Listening to business leaders’ challenges

Consultation

• Support the strategic drivers of the organization

Consulting on, planning, and designing organizational structures that align with the effective delivery of activities in support of the achievement of organizational strategy

Organizational Effectiveness & Development

Applying creative problem-solving to address business needs and issues

Consultation

Aligning HR strategy, goals, and objectives to overall business strategy and objectives

Business Acumen

• Support the financial drivers of company performance

Aligning HR strategy, goals, and objectives with overall business strategy and objectives, to drive business results

Business & HR Strategy

Identify opportunities to provide HR and business solutions that maximize ROI for the organization

Consultation

Demonstrating fluency in the language of business administration as used by senior leaders

Business Acumen

SAMPLE: Mapping Critical Tasks to CompetenciesHR Business Partners

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Critical Course Tasks

HR Expertise Functional Area Responsibility

Statements

HR Expertise Functional

Area

Behavioral Competency – Key Behaviors

Behavioral Competency

Influence and collaborate with people at all levels of an organization

Evaluating and influencing workplace cultures and norms that allow for collaboration and effectiveness

Employee Engagement

Developing strategic relationships with internal and external stakeholders

Relationship Management

Build cross-cultural relationships and partnerships

Global & Cultural Effectiveness

Manage conflict strategically

Recognizing and eliminating barriers to organizational development and effectiveness

Organizational Effectiveness & Development

Creating conflict resolution strategies and processes throughout the organization

Relationship Management

Leverage employee strengths

Ensuring that equability for all internal and external stakeholders is considered when designing

Diversity & Inclusion

Working effectively with diverse cultures and populations

Global & Cultural Effectiveness

SAMPLE: Mapping Critical Tasks to CompetenciesExpanding Your Influence: A Coaching Experience for Emerging Leaders

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Thank You!