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Learning Topic
SHRM Body of Competency and Knowledge
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.
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.).
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As you prepare for the SHRM-CP exam, you may find it valuable to use this SHRM-CP
Exam Study Guide (https://leocontent.umgc.edu/content/dam/course-
content/tus/hrmn/hrmn-495/document/SHRM-CP%20Exam%20Study%20Guide.docx?
ou=631694) 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.
(https://leocontent.umgc.edu/content/dam/course-content/tus/hrmn/hrmn-
495/document/SHRM-CP%20Exam%20Study%20Guide.docx?ou=631694)
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
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.
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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.
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.
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References
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_ce
rtification~Academic%20Alignment~Alignment%20Program%20Ne
ws%20-%20June&linktext=LEARN-
MORE&mkt_tok=ODIzLVRXUy05ODQAAAF9kOeJBTrxdtuMjM_u5
xLwZbvXasenVMGP8vul4HUe_nsAcRhLY3Z-Nw6hsIL-
AYCJYAjB7hwNOXmEkforGMmZ2CTt_qOcGLIU9pMS9NNTwo
98)
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.
Resources
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