SHRM-CP Behavioral Competency 4: Relationship Management

What are the five subcompetencies of Relationship Management?

• Networking

• Relationship Building

• Teamwork

• Negotiation

• Conflict Management

What is SHRM’s definition of Relationship Management?

• “Relationship Management is defined as the knowledge, skills, abilities, and other characteristics (KSAOs) needed to create and maintain a netowkr of professional contracts within and outside of the orgnaization, 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 proficiency indicators of relationship management?

• Establishing Credibility

• Treating Stakeholders with Respect and Dignity

• Building Engaging Relationships

• Demonstrating Approachability

• Ensuring Alignment with HR Strategy

• Providing Customer Service

• Promoting Successful Relationships

• Managing Internal and External Relationships

• Championing Organizational Effectiveness

• Serving as an Advocate

• Fostering Team building

• Building a Network of Contacts

Why is it important to establish credibility?

• Without it, managers will avoid them

• You need to be the “go-to” expert on all matters involving HR

What is the key to building engaging relationships?

• Listening!

What are some tips to begining to build engaging relationships?

• Hold regular meetings with employees

• Dedicate a specific times for discussions and make them a priority

• Be prepared

• Ask purposeful questions

• Keep to your allotted time to establish structure and consistency

• Reconfirm the next scheduled meeting as your last agenda item

• Ask staff to save any follow-up commonts or notes for the next meeting unless urgent

• Realize you are building a new process and it will take time

What are HR’s primary customers?

• Organizational employees and managers

What are some basic methods for promoting successful relationships?

• Help employees understand organizational goals and strategies for achieving them

• Give each employee an understanding about how they personally can contribute to achieving those goals

• Acknowledge positive accomplishments when they are extraordinary

• Highlight employee achievements within the organization

• Say “thank you” when people do the right thing

• Compliment the boss for the achievements of people in the group

How can HR support team building every day?

• Recognize team accomplishments

What is an important HR role in fostering team building?

• Guilding supervisors on effective behaviors for high-performign teams, helping them create internal team cultures that include high trust, common vision, team unity, and accountability