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Section 1
Leadership and Navigation
Preview
Preview: Leadership Behavioral Competency Cluster
Preview includes- 4 of 4 lesson topics
- 1 overview segment
- 3 core concepts
- 2 exam tips
Lesson Topics
- Leadership and Navigation: Setting Direction & Adapting to Change
- Strategic Initiative Alignment
- Dynamic Constraint Management
- Stakeholder Influence & Engagement
Overview
This objective covers the core leadership skills required to successfully guide HR initiatives. It centers on proactively setting direction, translating goals into actionable plans, adapting to changing circumstances, and effectively engaging stakeholders for buy-in and support. Successful navigation demands a strategic approach – understanding both formal and informal relationships within the organization to drive initiative success.
Core Concepts
- Setting Direction: Translating strategic goals into concrete HR initiatives and maintaining focus on desired outcomes.
- Resource Adjustment: Recognizing and responding to changing constraints by proactively identifying obstacles and adjusting resources to maintain momentum.
- Stakeholder Influence: Building credibility and securing buy-in through transparent communication and collaborative engagement with diverse stakeholders.
Exam Tips
- Focus on the 'how' – the exam assesses your ability to *do* the right thing, not just identify the correct concept.
- Prioritize scenarios involving dynamic environments (changing constraints, stakeholder resistance) as these are most directly tested.
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Section 2
Ethical Practice
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Section 3
Align HR programs with people-focused BASK functional areas
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Section 4
Select an HR service model response
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Section 5
Use organization navigation to implement HR initiatives
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Section 6
Apply FMLA eligibility requirements
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Section 7
Apply FLSA overtime requirements
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Section 8
Identify reasonable accommodation obligations under the ADA
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Section 9
Apply Form I-9 purpose to new-hire compliance
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Section 10
Recognize protected concerted activity under the NLRA
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Section 11
Apply COBRA qualifying-event concepts
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Section 12
Choose communication behavior that supports information exchange
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Section 13
Use evidence-based HR decision-making
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Section 14
Connect job evaluation to total rewards
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Section 15
Use HR technology management appropriately
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Section 16
Apply ADA pre-offer medical inquiry rules
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Section 17
Distinguish FMLA service months from hours worked
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Section 18
Apply employee and labor relations concepts to coworker activity
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Section 19
Use learning and development to close capability gaps
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Section 20
Select a consultative HR response to a business challenge
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Section 21
Identify qualified-beneficiary status under COBRA
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Section 22
Apply ethical practice to HR decision-making
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Section 23
Identify essential functions under the ADA
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Section 24
Inclusive Mindset
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Section 25
Map employment-law topics to the SHRM BASK workplace domain
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Section 26
Employee Engagement and Retention
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Section 27
U.S. Employment Law and Regulations — FMLA notice
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Section 28
U.S. Employment Law and Regulations — FLSA workweek
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Section 29
Relationship Management
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Section 30
Communication
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Section 31
Learning and Development
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Section 32
U.S. Employment Law and Regulations — FLSA regular rate
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Section 33
U.S. Employment Law and Regulations — ADA interactive process
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Section 34
Technology Management
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Section 35
Total Rewards
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Section 36
U.S. Employment Law and Regulations — COBRA election notice
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Section 37
U.S. Employment Law and Regulations — COBRA election period
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Section 38
Structure of the HR Function
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Section 39
Business Acumen
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Section 40
Consultation
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Section 41
U.S. Employment Law and Regulations — ADA undue hardship
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Section 42
U.S. Employment Law and Regulations — Form I-9 responsibilities
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Section 43
Employee and Labor Relations
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Section 44
Analytical Aptitude
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Section 45
U.S. Employment Law and Regulations — ADA medical information confidentiality
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Section 46
U.S. Employment Law and Regulations — Form I-9 document choice
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Section 47
U.S. Employment Law and Regulations — COBRA premium
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Section 48
Talent Acquisition
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Section 49
FLSA overtime
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Section 50
U.S. Employment Law and Regulations — ADA preoffer inquiries
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Section 51
U.S. Employment Law and Regulations — ADA postoffer medical examination
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Section 52
Employee and Labor Relations
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Section 53
U.S. Employment Law and Regulations — FMLA certification
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Section 54
U.S. Employment Law and Regulations — COBRA qualifying events
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Section 55
SHRM-CP operational level
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Section 56
Organizational Effectiveness and Development
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Section 57
Risk Management
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Section 58
U.S. Employment Law and Regulations — COBRA qualifying-event analysis
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Section 59
Workforce Management
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Section 60
Managing a Global Workforce
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Section 61
HR Expertise
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Section 62
U.S. Employment Law and Regulations — COBRA dependent events
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Section 63
Corporate Social Responsibility
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Section 64
U.S. Employment Law and Regulations — Form I-9 retention
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Section 65
U.S. Employment Law and Regulations — FMLA designation
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Section 66
U.S. Employment Law and Regulations — FMLA restoration
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Section 67
U.S. Employment Law and Regulations — ADA qualified individual
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Section 68
U.S. Employment Law and Regulations — FMLA maintenance of benefits
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Section 69
U.S. Employment Law and Regulations — FLSA nonwaivability
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Section 70
U.S. Employment Law and Regulations — FMLA eligibility
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Section 71
U.S. Employment Law and Regulations — FLSA hours worked
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Section 72
U.S. Employment Law and Regulations — ADA reasonable accommodation
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Section 73
SHRM-CP operational level
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Section 74
U.S. Employment Law and Regulations — COBRA early termination
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Section 75
U.S. Employment Law and Regulations — COBRA premium payment timing
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Section 76
U.S. Employment Law and Regulations — Form I-9 reverification
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Section 77
U.S. Employment Law and Regulations — Form I-9 timing
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Section 78
U.S. Employment Law and Regulations — COBRA duration
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Section 79
U.S. Employment Law and Regulations — FMLA intermittent leave
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Section 80
HR Strategy
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Section 81
Behavioral competencies
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Section 82
U.S. Employment Law and Regulations — FLSA unauthorized overtime
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Section 83
ADA accommodation process
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Section 84
FMLA eligibility
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