Extreme HR Makeover

SHRM CEO, Hank Jackson

According to the latest annual report on human capital trends by consulting firm Deloitte, there is a “gap between what business leaders want and the capabilities of HR to deliver.” In the report, HR leaders rated their teams a C-minus, showing almost no improvement over the past few years. Business leaders rated HR even lower—a D-plus.

Whether you accept all of the report’s findings or not, there appear to be significant opportunities to enhance our profession. The report is a less than optimal reflection of the value and potential HR brings to business. Unfortunately, it is only the latest voice within the business community calling for an “extreme HR makeover.”

Here is how SHRM has been answering that call, reimagining and retooling HR:

  • We launched Project Future of Human Resources in partnership with the National Academy of Human Resources and the Center for Effective Organizations. According to preliminary results of the project, the new charter of the HR profession should be to “Enhance the practices of HR that directly affect the probability that organizations will win”—underscoring the need for modern HR to drive business results. The transactional, back-office days of HR are long gone.
  • We conducted extensive research to identify the most critical HR competencies. We surveyed business leaders, educators and over 30,000 HR professionals worldwide to determine the nine behavioral and technical competencies every HR professional needs to succeed and grow—at every career level, in every industry, across the world. This research is the foundation of the SHRM Competency Model. One important sign of the times is that successful HR professionals must know and display a set of behaviors that we call competencies. No longer is HR expertise or knowledge adequate to thrive in our profession.
  • We developed a suite of HR competency diagnostic tools. These online tools help HR professionals and teams identify their strengths and opportunities in critical competencies such as business acumen, relationship management and critical evaluation. Data from the diagnostic tools provide a clear, actionable picture on the development needs of any HR professional or workforce.  
  • We launched the SHRM-CP and SHRM-SCP competency-based certifications in January. These credentials are changing the conversation about HR’s requirements, as they focus on teaching and testing the real-life information HR professionals need to excel in their careers and drive outcomes for their businesses. So far, nearly 40,000 HR professionals hold the new certifications and are on the path to further develop themselves as HR business leaders. Thousands more are preparing to sit for the certification exams in May.

Business is changing rapidly; so must HR.  SHRM, as the largest association of HR practitioners around the world, is building the foundation for the “extreme HR makeover.” 



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