HR Expertise

Definition of HR Expertise/Knowledge

The knowledge of principles, practices, and functions of effective human resource management.

Subcompetencies:

• Strategic Business Management
• Workforce Planning and Employment
• Human Resource Development
• Compensation and Benefits
• Employee and Labor Relations
• HR Technology
• Global Human Resource Capabilities
• Talent Management
• Change Management

Behaviors:

· Remains current on relevant laws, legal rulings, and regulations

· Maintains up-to-date knowledge of general HR practices, strategy, and technology

· Demonstrates a working knowledge of critical human resource functions (see subcompetencies)

· Develops and utilizes best practices

· Delivers customized human resource solutions for organizational challenges

· Seeks professional HR development

· Seeks process improvement through numerous resources

· Utilizes core business and HR-specific technologies to solve business challenges

Assistant: Applies policies and procedures within area of responsibility, usually limited to the department level. Uses relevant HR technology systems for administrative and service needs. Often requires guidance in non-routine situations.

Associate: Executes HR transactions with minimal errors. Applies policies and procedures within area of responsibility, usually limited to the department or division level. Often requires guidance in moderately difficult situations.

Senior Associate: Works under general direction of a more experienced HR professional (typically manager). Uses relevant HR technology systems for administrative and service needs. Supports implementing HR solutions within designated area of responsibility. Occasionally requires guidance.

Professional/Supervisor: Generates and, when appropriate, implements solutions within designated area of responsibility. Employs standard operating procedures and policies when performing HR transactions. Applies relevant laws and regulations. Applies policies and procedures within area of responsibility, sometimes extending outside the division. Applies compliance knowledge to protect organization. Implements HR solutions within designated area of responsibility. Applies experience to research solutions. Reports trends to senior leadership. Recommends policy changes to support business needs. Generally requires little or no guidance.

Senior Professional/Manager: Serves as the HR subject matter expert to managers. Manages day-to-day HR functions. Implements change based on proven change-management techniques. Applies policies and procedures within area of responsibility, typically reaching most or all of campus. Seeks ways to proactively improve organizational processes and outcomes. Applies experience and expertise to research solutions. Provides expertise to support staff development. Ensures the delivery of high-quality HR processes. Evaluates potential issues or service needs and operationalizes a strategic response. Generally requires no guidance. Able to consult and advise others in developing the HR Expertise and Knowledge.

Principal/Director: Applies policies and procedures within area of responsibility, typically reaching all of campus. Applies broad-based HR knowledge to business needs in a proactive manner. Ensures alignment of HR policies and procedures with organizational values and goals. Partners with executive-level staff throughout the organization to get input on HR decisions. Evaluates strategic position in relation to internal and external forces. Designs strategy for organizational culture. Recognized as an organizational authority in exercising the competency. Serves as a key resource, advisor, and leader to others in the area of the competency.

How to Develop HR Expertise/Knowledge

University Courses:

Course offerings and schedules are subject to change. Refer to class-search.byu.edu for updated offerings and schedules.

• Bachelor’s/Master’s degree in Human Resource Management, Organizational Behavior, or related field

• HRM 300 Organizational Behavior

o Theories and concepts for creating effective organizations, e.g., individual, group, and organizational processes and human resource functions, including selection, compensation, and performance management.

o also available through Independent Study

• HRM 402 Human Resource Management

o Functions of human resource management: employee selection, wage and salary administration, training and development, employee relations, and human resource planning.

o also available through Independent Study

• MBA 546 Human Resource Management Skills

o Acquiring skills and competencies including selection, compensation, performance evaluation, training evaluation, organizational assessment, and research methodology.

• MBA 548 Strategic Human Resource Management

o HRM from manager's perspective. Employment relationship, recruiting/selection, employment law, performance management, and HRM in emerging companies. Managing human assets within firm's strategy, industry, and stakeholder environment.

• MPA 640 Human Resource Management

o Current theory and practice of human resource management in the public and not-for-profit sectors.

Training / Other Courses:

• Offered through Professional Associations

o CUPA-HR

• Boot Camp

o SHRM educational programs (wide variety)

o WorldatWork trainings and courses (wide variety)

• Offered through LinkedIn Learning (free premium subscription for all BYU employees)

o Suggested searches: “Human Resources Management,” “Employee Relations,” “Employment Law,” “Compensation,” “Employee Benefits,” etc.

o Learning Path examples:

• Become an HR Business Partner (11 courses, 12 hours of content)
• Become a Corporate Recruiter (9 courses, 12 hours of content)
• Finding and Retaining Talent (9 courses, 10 hours of content)

o Course examples:

• Human Resources Foundations (57m)
• Human Resources: Compensation and Benefits (1h 20m)
• Human Resources: Pay Strategy (59m)
• Strategic Human Resources (56m)
• Human Resources: Managing Employee Problems (1h 27m)
• Human Resources: Strategic Workforce Planning (57m)
• Human Resources: Using Metrics to Drive HR Strategy (51m)

Professional Associations / Certifications:

A list of common and suggested associations and certifications. This is not intended to be an all-inclusive list.

Books/Publications:

· Work Rules!, by Laszlo Bock

· HR From The Outside In, by Dave Ulrich, John Younger, Wayne Brockbank, and Mike Ulrich

· HR Magazine, SHRM quarterly magazine (included with SHRM membership)

· Workspan, WorldatWork monthly magazine (included with WorldatWork membership)

· WorldatWork Journal, WorldatWork quarterly research publication (included with WorldatWork membership)

Experiences:

· Attend an HR conference focused on one of the HR areas (i.e. Compensation, Benefits, Employee Relations, etc.)

· Prepare for and obtain an HR certification (see table below

• Join a local and/or national HR association and attend events to increase HR knowledge and network with other HR professionals. (see table below for ideas)

How to Demonstrate HR Expertise/Knowledge

In reporting back to the CDC, it is strongly encouraged that specific examples be provided by sharing final work product, presentations, test results, etc. giving a clear, tangible illustration of what was accomplished and learned during the development journey / experiences.

The following is an outline of what can be shared to demonstrate the development efforts made and learning results achieved.

DO: Describe what you did in completing / achieving your development plan

· Describe your plan for enhancing your HR knowledge, what activities were selected and why.

ASSESS: Share, if applicable, any assessments that were taken / provided related to your activities

· Share your experience in your efforts to obtain an HR related certification

LEARN: Explain what you felt that you were able to learn during your journey / experiences

· Share what you learned from a conference in a staff meeting

APPLY: Give specifics examples where you have made / plan to make direct application to your work

· Share how you were able to use knowledge acquired by attending a conference in enhancing your current job.

· Share how your experience obtaining an HR certification has prepared you for further opportunities in Human Resources

REFLECT: Review / consider things you would have done differently had you had this experience earlier

· Share how obtaining an HR certification has expanded your understanding of the HR profession