2026 SHRM Body of Applied Skills and Knowledge (SHRM BASK)

Comprehensive practice flashcards covering the structure, development, behavioral competency clusters, technical knowledge domains, functional areas, and core glossary definitions from the 2026 SHRM Body of Applied Skills and Knowledge (SHRM BASK).

What was the former name of the SHRM Body of Applied Skills and Knowledge (SHRM BASK)?

The SHRM Body of Competency and Knowledge (SHRM BoCK).

Which two certification credentials are based on the SHRM BASK?

The SHRM Certified Professional (SHRM-CP) exam for operational HR roles and the SHRM Senior Certified Professional (SHRM-SCP) exam for strategic HR roles.

What major combination of competencies was introduced in the 2026 SHRM BASK?

It combined two behavioral competencies, Inclusion & Diversity and Global Mindset, into a single behavioral competency titled Inclusive Mindset.

What technological area was integrated across sub-competencies, proficiency indicators, and key concepts in the 2026 SHRM BASK?

Artificial Intelligence (AI).

How does the SHRM BASK define a competency?

A group of highly interrelated knowledge, skills, abilities and other characteristics (KSAOs) that give rise to the behaviors needed to perform a given job effectively.

What is the distinction between technical competencies and behavioral competencies in the SHRM BASK?

Technical competencies reflect what knowledge HR professionals apply on the job, while behavioral competencies reflect how they apply this knowledge.

What are the three clusters into which the eight behavioral competencies are grouped?

Leadership, Interpersonal, and Business.

How is the technical competency HR Expertise structured in the SHRM BASK?

It is grouped into three knowledge domains (People, Organization, and Workplace) and further divided into 14 HR functional areas.

What framework is illustrated in this diagram?

The 2026 SHRM Body of Applied Skills and Knowledge (SHRM BASK) Graphic, showing the three behavioral clusters and three knowledge domains.

How is the behavioral competency Leadership & Navigation defined?

The knowledge, skills, abilities and other characteristics (KSAOs) needed to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, accomplish HR and organizational goals, lead and promote organizational change, navigate the organization, and manage the implementation and execution of HR initiatives.

What are the four sub-competencies of Leadership & Navigation?

Navigating the Organization, Vision, Managing HR Initiatives, and Influence.

How is the sub-competency Navigating the Organization defined?

Works within the parameters of the organization's hierarchy, processes, systems and policies.

How is the sub-competency Vision defined under Leadership & Navigation?

Defines and supports a coherent vision and long-term goals for HR that support the strategic direction of the organization.

How is the sub-competency Managing HR Initiatives defined?

Implements and supports HR projects that align with HR and organizational objectives.

How is the sub-competency Influence defined under Leadership & Navigation?

Inspires colleagues to understand and pursue the strategic vision and goals of HR and the organization.

How is the behavioral competency Ethical Practice defined?

The KSAOs needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization.

What are the three sub-competencies of Ethical Practice?

Personal Integrity, Professional Integrity, and Ethical Agent.

How is the sub-competency Ethical Agent defined?

Cultivates the organization's ethical environment, and ensures that policies and practices reflect ethical values.

How is the behavioral competency Inclusive Mindset defined?

The KSAOs needed to create a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources and feel a sense of belonging and which promotes collaboration, understanding and a shared sense of purpose across diverse boundaries worldwide to ensure organizational success.

What are the five sub-competencies of Inclusive Mindset?

Connecting I&D to Organizational Performance, Building the Infrastructure for an Inclusive and Diverse Culture, Ensuring Impartiality & Fairness, Cultivating an Inclusive and Diverse Culture, and Operating in a Global Environment.

How is the sub-competency Connecting I&D to Organizational Performance defined?

Champions the importance of I&D efforts in achieving key objectives and organizational goals.

How is the sub-competency Ensuring Impartiality & Fairness defined?

Ensures and safeguards fair treatment in access, opportunity, and advancement for all individuals in the workplace.

How is the sub-competency Operating in a Global Environment defined?

Operates effectively in a workplace with a global focus to achieve organizational goals.

How is the behavioral competency Relationship Management defined?

The KSAOs needed to create and maintain a network of professional contacts within and outside of the organization, to build and maintain relationships, to work as an effective member of a team, and to manage conflict while supporting the organization.

What are the five sub-competencies of Relationship Management?

Networking, Relationship Building, Teamwork, Negotiation, and Conflict Management.

How is the behavioral competency Communication defined?

The KSAOs needed to effectively craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or unit of the organization to another.

What are the three sub-competencies of Communication?

Delivering Messages, Exchanging Organizational Information, and Listening.

How is the behavioral competency Business Acumen defined?

The KSAOs needed to understand the organization's operations, functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization.

What are the three sub-competencies of Business Acumen?

Business and Competitive Awareness, Business Analysis, and Strategic Alignment.

How is the behavioral competency Consultation defined?

The KSAOs needed to work with organizational stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of customers and the business.

What are the five sub-competencies of Consultation?

Evaluating Business Challenges, Designing HR Solutions, Advising on HR Solutions, Change Management, and Service Excellence.

How is the behavioral competency Analytical Aptitude defined?

The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations.

What are the four sub-competencies of Analytical Aptitude?

Data Advocate, Data Gathering, Data Analysis, and Evidence-Based Decision-Making.

Which functional areas comprise the People Knowledge Domain?

HR Strategy, Talent Acquisition, Employee Engagement & Retention, Learning & Development, and Total Rewards.

How is HR Strategy defined in the SHRM BASK?

The activities necessary for developing, implementing, managing and evaluating the strategic direction required to achieve organizational success and to create value for stakeholders.

How is Talent Acquisition defined in the SHRM BASK?

The activities involved in identifying, attracting and building a workforce that meets the needs of the organization.

How is Employee Engagement & Retention defined in the SHRM BASK?

Activities aimed at retaining talent, solidifying and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing effective strategies to address appropriate performance expectations from employees at all levels.

How is Learning & Development defined in the SHRM BASK?

Activities that enhance the KSAOs and competencies of the workforce to meet the organization's current and future business needs.

How is Total Rewards defined in the SHRM BASK?

The design and implementation of compensation systems and benefits packages, which are used to attract and retain employees.

Which functional areas comprise the Organization Knowledge Domain?

Structure of the HR Function, Organizational Effectiveness & Development, Workforce Management, Employee & Labor Relations, and Technology Management.

How is Structure of the HR Function defined in the SHRM BASK?

The people, processes and activities involved in the delivery of HR-related services that create and drive organizational effectiveness.

How is Organizational Effectiveness & Development defined in the SHRM BASK?

Concerns the overall structure and functionality of the organization, and involves measurement of long- and short-term effectiveness and growth of people and processes and implementation of necessary organizational change initiatives.

How is Workforce Management defined in the SHRM BASK?

HR practices and initiatives that allow the organization to meet its talent needs and close critical gaps in competencies.

How is Employee & Labor Relations defined in the SHRM BASK?

Any interactions between the organization and its employees regarding the terms and conditions of employment.

How is Technology Management defined in the SHRM BASK?

The use of existing, new and emerging technologies to support the HR function, and the development and implementation of policies and procedures governing the use of technologies in the workplace.

Which functional areas comprise the Workplace Knowledge Domain?

Managing a Global Workforce, Risk Management, Corporate Social Responsibility, and U.S. Employment Law & Regulations.

How is Corporate Social Responsibility (CSR) defined in the SHRM BASK?

The organization's commitment to operate ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local and global community.

How is Risk Management defined in the SHRM BASK?

The identification, assessment and prioritization of risks, and the application of resources to minimize, monitor and control the probability and impact of those risks accordingly.

How does the SHRM BASK glossary define Employee Value Proposition (EVP)?

Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement.

What is the ADDIE model according to the SHRM BASK glossary?

Analysis, design, development, implementation, evaluation model; a five-step instructional design framework that guides the design and development of learning programs.

How is a Balanced Scorecard defined in the SHRM BASK glossary?

A performance management tool that depicts an organization's overall performance as measured against goals, lagging indicators and leading indicators.

What are totalization agreements according to the SHRM BASK glossary?

Bilateral agreements between countries that are created for the purpose of eliminating double taxation of employees on international assignments.