Win or Lose: New sHRm Experience and Competency Modeling

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How much experience counts?  To what extent does experience count?

© 2014 AR_HRCom-CertModel

"No, not enough experience". Or again, "Too much experience for this position"
Some job candidates have heard it all. What is then for them to  think or do? Maybe put into practice the famous advice of Amy Cuddy...

 

 

Fake It Until You Know It!

 TED It is interesting to apprehend the definition of "experience"as defined by some HR recruiters or managers, and actually see its translation in levels of competency. Experience level could so often erroneously be evaluated by the numbers of years in the field of HR. Easy to do, right? It also sounds logical. How else would you measure experience? It's like cheese, better aged! How about going for the crazy ones?
SHRM to Create New Certification Based on HR Competencies - See more at: http://www.shrm.org/Publications/HRNews/Pages/SHRM-Certification.aspx#sthash.KBD3aDyD.dpuf
SHRM to Create New Certification Based on HR Competencies - See more at: http://www.shrm.org/Publications/HRNews/Pages/SHRM-Certification.aspx#sthash.KBD3aDyD.dpuf
SHRM to Create New Certification Based on HR Competencies - See more at: http://www.shrm.org/Publications/HRNews/Pages/SHRM-Certification.aspx#sthash.KBD3aDyD.dpuf
SHRM to Create New Certification Based on HR Competencies - See more at: http://www.shrm.org/Publications/HRNews/Pages/SHRM-Certification.aspx#sthash.KBD3aDyD.dpuf
That is to say, does a twenty-year veteran in HR administration who has held the same position during her career, or  a specialist in a large organization who routinely applies corporate guidelines demonstrate the same level of competency as a  five-year-long tenure practitioner who aligns HR policy with business goals, or again a similar practitioner who translates policies into program implementation? Is a HR partner who has been executing mid-level corporate guidelines of a very large company without personal input for four years the equivalent of the two-year VP of HR in an organization of 500? How much experience is enough experience? One can argue that perception is reality. We all would agree that one has to compare apples to apples. Compare the types and sizes of organizations, their market positioning, and the like. 
There goes the new....

 

...Tailored, HR Competency Model

Interesting enough, whether you choose to "Fake it until you Know it" or not, the upcomig new HR competency model lies on nine core competencies, one being technical and eight behavioral. So, yes, experience and knowledge are relevant. However as relevant if not more crucially pertinent is the adequate behavior. Different levels of HR practice call for different behavioral competencies and different levels of proficiency.

Some things are certain to come with the new face of certification. The basic competency remains technical. It is your expertise level. Without that basic knowledge you would not be able to translate HR into business applications. This later ability is the key to being a successful HR professional.
In other words, the behavioral competencies are the reflection of each HR professional. All HR might be created equal but they also grow at different paces. Is that personality or competency, or both?

So, experience? Too little? Too much? Hiring managers, step back! Job candidates, take a deep breath! Regardless of where you practiced in the world: India, China, Mexico, The United Arab Emirats, Nigeria, the US, Brazil Bahrain, or the UK, going forward, the following competencies would be more relevant per a 2012 SHRM research results.

http://www.freeworldmaps.net/world/america-centric/america-centered-world-map.jpg
Google
  • HR Expertise        

  •  Leadership and Navigation                







  • Relationship Management                 
  • Diversity and Inclusion
  • Consultation                      
  • Business Acumen                                                                                   

    •                Critical Evaluation         
    • Communication       


    Intriguingly enough however, Europe and Northern countries, including Canada have been omitted from the pool of 33,500 surveyed professionals.  Those countries might have an equivalent to SHRM, but they are still part of the global world, for which the SHRM certification is being designed. Concurrently, HRCI has issued a statement reassuring certified HR professionals that it still stands to reason that HRCI-provided certifications will hold their relevancy in the global, professional world of HR.

    Like in all races, not everyone gets to the finish line at the same time. It should never be a race against others. It is your own criteria that should matter to you...in relativity to professionally, globally recognized standards. 

     

    En Synthèse...

    En Synthèse...

    Divorce entre SHRM et HRCI? 

    Les résultats d'une enquête menée par SHRM auprès de 33.500 professionnels en RH originaires de 33 pays et 29 villes a été validée par 111 focus groups de 1.200 professionnels. Ces groupes représentent le Bahreïn, le Brésil, la Chine, l'Inde, le Mexico, le Nigeria, Les Emirats Arabes, Le UK, et les USA. Grands omis? L'Europe et les pays Nordiques y compris le Canada.

     Toujours est-il que le résultat est un nouveau modèle d’évaluation des compétences des professionnels RH. Tout n'est pas de savoir la matière, encore faut-il savoir interpréter l'application sur le terrain. Franchement, c'est la que le bât blesse beaucoup de professionnels RH ou pas. 

     Ceci est un effort immense pour unifier les mesures de compétences RH de façon équitable et globale. Il n’empêche que les professionnels RH d'Europe sont souvent taxés de sous-qualification, compte tenu de la différence de contexte législatif, politique, culturel, et du business. Ce n'est certainement pas à juste titre, malheureusement. Doit-on alors s’étonner que certains étrangers venant implanter leurs businesses en Europe veuillent inculquer leur business cultures (ok, peut-être justifiable mais pas justifié) et importer leur législation du travail! J'avais scoopé deux articles respectifs sur les horaires de Sephora et le contrôle de l'utilisation des mobiles hors du temps de travail régulier.


    Quoi qu'íl en soit, ce nouveau modèle de compétences devrait - à priori -  résoudre le problème de l'évaluation gratuite du poids de l' expérience, réduire les préjugés, adapter les compétences au profil de l'entreprise. En fait, une évaluation relativement plus adaptée. Mais, cela est une grande supposition. Pour les professionnels cela pourrait virer à un jeu de pile ou face...Si vous manquez les compétences requises, quid de prétendre jusqu’à ce que vous les maitrisiez comme le dit Amy Cuddy plus haut? A vos risques et périls...ou Qui ne risque rien n'a rien?
    En attendant, c'est la guéguerre entre SHRM et HRCI, et qui sait si le plus grand perdant n'est pas vous, le professionnel attitré?




































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