Overview: The Importance of Having Highly-Developed HR Business Partners
HRBPs are key to implementing HR and business strategy. They ensure that HR and the business work towards the same goals. By having skilled HRBPs, organizations can better leverage employee knowledge, skills, and abilities.
This increases productivity, cuts costs, and boosts organizational effectiveness. SHRM’s Body of Applied Skills and Knowledge (BASK) certifies HR professionals and ensures they have the skills and competencies to perform well over time. HRBPs are essential for organizational success and stability.
Introduction
The SHRM BASK Model
SHRM’s BASK is a comprehensive certification model for HR professionals. SHRM BASK is a certification program to help HR professionals develop and demonstrate the necessary skills and competencies. The model includes HR strategy, workforce planning, employee and labor relations, HR compliance, and compensation and benefits. HR professionals can demonstrate their knowledge and expertise by completing the certification program. Through certification, HR professionals can learn how to use HR to support their organization’s success. HR departments can ensure operational success by using the SHRM BASK model.
It provides a framework for assessing and developing HR professionals’ skills and competencies to support organizational goals (Gunawan et al., 2019). The model also includes a Knowledge and Skills Builder, which provides learning activities and assessments to help HR professionals develop the model’s skills and competencies. Organizations can use the SHRM BASK model to ensure that their HR departments have qualified staff to support their goals.
Components of the SHRM BASK Model
The SHRM BASK model consists of four components:
Knowledge
The model’s knowledge component evaluates an individual’s HR knowledge and application (Hague, 2020). The SHRM BASK knowledge component assesses an individual’s ability to understand and apply HR concepts. This includes understanding HR law, such as labor law compliance, and recognizing and addressing diversity and inclusion issues. Effective HR professionals must understand these concepts.
Skills
The skills component assesses a person’s ability to apply knowledge by developing needed competencies. This includes recruiting, performance management, and employee development. It also involves developing and implementing HR strategies aligned with company goals. HR professionals need the right skills to succeed.
Behaviors
The behaviors component evaluates an individual’s ability to apply proper HR behaviors. This includes effective communication, collaboration, and a positive work environment. HR professionals must interact effectively with employees, managers, and other stakeholders to create a thriving environment.
Values
The SHRM BASK model’s values component evaluates an individual’s ability to align behavior with the organization’s values. This includes ethical decision-making and promoting respect and inclusion. HR professionals must model the organization’s values to ensure they are followed. Image analysis (Shrm, 2022).
Benefits of the SHRM BASK Model
The SHRM BASK model provides numerous benefits for organizations, including Increased efficiency and effectiveness of HR departments, improved employee engagement, and Improved compliance with relevant laws and regulations. It also reduces costs through the proper use of resources.
Improved organizational performance due to clearly outlined roles and goals and a mutual understanding. The SHRM BASK model is invaluable for developing and certifying HR professionals (Dineen et al., 2019). It provides a comprehensive framework for assessing and developing the skills and competencies of HR professionals, ensuring they are able to support organizational goals effectively. By leveraging this model, organizations can ensure their HR departments are highly developed and capable of providing the best possible service.
9 Behavioral Competencies
Self-Awareness
HR professionals must understand their own emotions, strengths, and weaknesses. This will help them align decisions with the organization’s goals, values, and objectives. It will help them understand employee needs and how to support them.
Enhancing Leadership
Identifying and developing influential leaders is key to organizational success. HR professionals should recognize potential leaders, train and support them, and equip them with the skills and knowledge to lead teams effectively and guide the organization to success.
Transformation
Any organization needs change management. HR professionals should be able to identify and manage organizational change initiatives, including developing and implementing strategies for new processes, systems, and technologies. By using SHRM BASK, HR professionals can gain the knowledge and skills to manage change and keep the organization agile and competitive effectively.
Business Acumen
Understanding how the organization works helps HR professionals identify business needs and create strategies that support the mission and vision. This ensures that HR is an integral part of the business and that their efforts align with the business strategy.
Performance Management
Having the skills to effectively evaluate and manage employee performance will help to ensure that the organization is getting the highest level of performance from its employees. Knowing how to create incentives and provide feedback will help to keep employees motivated, productive, and engaged with their work.
Interpersonal Skills
Establishing and maintaining relationships with internal and external stakeholders requires effective communication and collaboration. Effectively interacting with different people will help the HR department serve the organization well. This will help employees feel confident in their roles and retain top talent.
Learning and Development
The ability to develop and implement effective learning and development programs will provide the organization with a structure to continually improve the knowledge and skills of its employees. This will lead to increased productivity and improved organizational outcomes as employees are equipped to handle more complex tasks.
Strategic Thinking
Strategic thinking skills are essential for any organization as they allow the HRBP to identify and analyze complex problems and make informed decisions. This will help ensure that the organization can meet its goals and objectives efficiently and effectively.
Consulting
Consulting skills are necessary for the HRBP to identify and evaluate existing business challenges and recommend appropriate solutions. This will help the organization stay ahead of the competition and maximize its resources. By having an HRBP with the ability to identify and recommend solutions to various business challenges, the organization will remain competitive and successful.
People Knowledge Domain
Organization Design
The ability to design and implement effective organizational structures will benefit the organization by allowing the HR department to optimize resource use, reduce inefficiencies, and maximize output. This will make the company more competitive, increasing profits and boosting business performance. Understanding and following employment and labor laws is key to business success.
Employment/Labor Law
Knowing the relevant laws will protect the organization from legal liabilities and unnecessary costs. Knowing employment and labor laws will help ensure a safe and healthy work environment for employees. Understanding compensation and benefits and how to develop and implement effective policies is crucial for any business.
Compensation and Benefits
An effective compensation and benefits package will attract, retain, and motivate talented employees, making the organization more competitive and successful. The HR team can offer employees fair and equitable wages and benefits if they understand compensation and benefit principles.
Talent Acquisition
Any organization that wants to remain competitive and ensure its employees have the necessary skills and competencies needs a strong talent acquisition strategy. HR professionals can identify and recruit top talent with SHRM BASK’s People Knowledge Domain. This helps organizations attract and retain the best employees. This will help the company build a strong, capable workforce.
Performance Management
Performance management helps companies stay competitive. SHRM BASK’s People Knowledge Domain helps HR professionals develop and manage performance metrics to track and measure employee performance. This will help the company understand how their employees are performing and what areas need improvement, allowing them to make adjustments and ensure high performance.
Organizational Development
Organizational development is key for any company that wants to remain competitive and equip its employees with the right skills. HR professionals can assess, diagnose, and intervene in organizational issues using the SHRM BASK’s People Knowledge Domain. This will allow the organization to identify areas for improvement and make necessary adjustments. The organization can address issues and remain competitive by using SHRM BASK’s People Knowledge Domain.
Employee Relations
Any organization’s success depends on its employee relations strategy. It encourages collaboration, creativity, and productivity. This will promote employee belonging and a healthy work environment. It helps retain employees and reduce turnover, which is cost-effective.
Organizational Culture
A strong organizational culture is important for overall success and employee productivity. It creates a productive, engaged workplace. It creates purpose and alignment between the company’s mission and employee activities. It can also help develop an innovative and creative culture that drives the organization forward.
Organizational Change
Every organization must adapt. Knowing how to manage organizational change is crucial. This includes leading and managing change initiatives and recognizing and leveraging cultural components. It also fosters employee trust and respect, which helps implement changes effectively and efficiently.
Organizational Knowledge Domain
Organizational Structure
Effective organizational structures are crucial. A well-organized structure facilitates communication, collaboration, and decision-making. It helps everyone stay on the same page and use resources wisely. The structure is especially important for an HR department because it clarifies roles and responsibilities and ensures the HR team works together and aligns with organizational goals.
Strategy and Planning
Organizational success depends on the ability to develop and implement strategies and plans. This includes recruiting, training, developing, managing employee relations, and managing HR performance. A strategic and planned HR approach will help the HR team be more effective and efficient and stay ahead of the competition.
Business Processes
Any organization must optimize business processes for efficiency and effectiveness. This is especially true for HR departments, which must ensure that all HR processes are efficient, effective, and legal. Optimizing business processes will help HR manage employee relations, recruit and develop talent, and run smoothly and efficiently.
Financial and Budget Management
To function effectively, HR must understand and manage financial and budgetary issues. HR professionals can advise management on cost-cutting and resource allocation by understanding the organization’s finances. This saves money and boosts profits.
Organizational Performance
HR must measure and assess organizational performance to understand how their strategies and policies impact the organization. HR professionals can develop better strategies and policies by tracking and analyzing organizational performance.
Technology and Systems
An efficient HR department uses technology and systems to achieve organizational goals. HR professionals can quickly adapt to organizational environment changes by mastering the latest technology and systems. This helps the company stay competitive.
Data Analysis
Data analysis is a key organizational skill. HRBPs analyze data to identify issues, trends, and performance opportunities. This saves money and boosts efficiency. Data analysis can be used to develop employee engagement and retention strategies, helping the company attract and retain top talent.
Risk Management
Organizational knowledge includes risk management. HRBPs can mitigate risks by identifying them. This can prevent costly mistakes and financial losses from poor risk management.
Organizational Change Management
Any organization needs change management. HRBPs can use the organization’s knowledge domain to manage change. This helps the organization implement changes effectively and efficiently. This improves performance and success.
Organizations need organizational knowledge. HRBPs can use this domain to manage data, risks, and organizational changes. This increases performance, efficiency, and cost savings. This helps the company attract and retain top talent.
Workplace Knowledge Domain
Workplace Diversity and Inclusion
A company that values diversity and inclusion will attract and retain a diverse workforce. An inclusive workplace will be more successful because employees will be motivated to contribute and feel a sense of belonging (Harrison-Bernard, 2020). Productivity, collaboration, and innovation will increase.
Leadership Development
Developing influential leaders will improve the organization’s performance. Strong leaders can make decisions, solve problems, and create a vision for the organization. This improves team and organizational performance.
Communication
Organizational success depends on effective communication. The company can foster a positive and productive workplace culture by having effective HR professionals. The organization’s communication with its stakeholders will improve, boosting customer and employee satisfaction.
Team Building
A successful organization needs a strong team. A team with diverse skills and experiences helps the organization solve problems and make decisions. Strong teams increase efficiency and productivity, giving companies a competitive edge. Effective teams can boost employee satisfaction and retention.
Conflict Resolution
Every organization must manage conflict. A conflict-savvy HRBP can help maintain a healthy and productive workplace. A conflict resolution process can help employees feel heard and respected, increasing employee satisfaction.
Employee Engagement
Employees must feel connected to the organization’s mission. An HRBP who knows how to engage and motivate employees can create a productive culture. Engaged employees stay longer, resulting in increased loyalty and cost savings. Engaged employees are more likely to go above and beyond, leading to job satisfaction and better results.
Workplace Ethics
Promoting ethical behavior in the workplace can improve morale and productivity. It protects the company from legal and ethical issues. By understanding ethical principles, HR professionals can comply with local, state, and federal laws and industry standards.
Workplace Safety
Creating a safe and healthy workplace protects employees’ physical and mental health and reduces workplace accidents and liability. Understanding safety regulations, implementing safety protocols, and providing ongoing training and education can help ensure legal compliance.
Workplace Technology
Using technology to improve workplace performance helps businesses stay competitive. HR professionals must use the technology they have. This includes using HRIS systems, time-tracking software, and data analytics to improve efficiency.
SHRM BASK’s Workplace Knowledge Domain can help the organization achieve operational success by promoting ethical behavior, creating a safe and healthy work environment, and leveraging technology to improve workplace performance. HR professionals can ensure compliance with laws and best practices, reduce workplace accidents, and streamline processes by understanding the workplace.
Certifying HRBPs
HRBPS certification ensures they have the skills and knowledge to perform well over time. SHRM’s BASK model certifies HR professionals. HRBPs should be trained in the SHRM BASK model and its components. Obtaining the right certifications shows model proficiency.
HRBPs should be evaluated regularly to ensure they can support organizational goals. SHRM BASK provides a framework for organizations to assess and certify HRBPs and provide them with training and support.
HRBPs determine the HR team’s effectiveness. By using the SHRM BASK model, organizations can ensure they have a well-trained HR team that can fulfill their responsibilities and help the organization achieve its goals. Effective and motivated HRBPs are key to implementing HR and business strategy and ensuring HR department success.
SHRM’s Body of Applied Skills and Knowledge (BASK) helps develop and certify HR professionals. The framework assesses HR professionals’ skills and competencies. Using this model, companies can develop HR departments that provide the best service. Certifying HRBPs will ensure that HR departments can support organizational goals.
The SHRM BASK model helps organizations ensure that their HR professionals have the skills and competencies to perform well over time. This model is important for businesses looking to improve their HR department. Organizations can ensure that their HR department is prepared for modern business challenges by understanding the model’s components and leveraging it for operational success.
References
Harrison-Bernard, L. M., Augustus-Wallace, A. C., Souza-Smith, F. M., Tsien, F., Casey, G. P., & Gunaldo, T. P. (2020). Knowledge gains in a professional development workshop on diversity, equity, inclusion, and implicit bias in academia. Advances in Physiology Education, 44(3), 286-294.
Haque, A. (2020). Strategic HRM and organisational performance: does turnover intention matter?. International Journal of Organizational Analysis.
Dineen, B. R., Van Hoye, G., Lievens, F., & Rosokha, L. M. (2019). Third party employment branding: What are its signaling dimensions, mechanisms, and sources?. In Research in personnel and human resources management. Emerald Publishing Limited.
Gunawan, J., Aungsuroch, Y., & Fisher, M. L. (2019). Competenceābased human resource management in nursing: A literature review. In Nursing forum (Vol. 54, No. 1, pp. 91-101).
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Shrm. (2022). Body of applied skills and knowledge. SHRM. Web.