What Is the SHRM BoCK?
The SHRM Body of Applied Skills and Knowledge (BoCK) is the foundation upon which the SHRM-CP and SHRM-SCP exams are built. It defines the complete scope of HR knowledge and competencies that HR professionals need to be effective in their roles. Understanding the BoCK is essential because it serves as your roadmap for exam preparation, telling you exactly what topics and skills you need to master.
The BoCK is organized into two major categories: behavioral competencies (the skills and behaviors HR professionals need) and HR knowledge domains (the technical knowledge areas). Together, these categories form a comprehensive framework that covers every aspect of modern HR practice.
The Eight Behavioral Competencies
SHRM has identified eight behavioral competencies that effective HR professionals demonstrate. These competencies are tested through situational judgment items on both the SHRM-CP and SHRM-SCP exams.
Leadership
The ability to direct and contribute to initiatives and processes within the organization. This includes navigating the organization, setting a vision, managing the HR function, and promoting a diverse and inclusive workplace. For the SHRM-SCP, leadership competency is tested at a more strategic level.
Ethical Practice
The ability to integrate core values, integrity, and accountability throughout all organizational and business practices. This includes maintaining confidentiality, acting with personal and professional integrity, and managing ethical conflicts in the workplace.
Business Acumen
The ability to understand and apply information with which to contribute to the organization's strategic plan. This includes understanding business operations, finance, technology, and how HR decisions impact the bottom line.
Relationship Management
The ability to manage interactions to provide service and support the organization. This includes networking, negotiation, conflict management, and building trust with stakeholders at all levels.
Consultation
The ability to provide guidance to organizational stakeholders. This includes coaching, project management, analytical thinking, and designing and implementing HR solutions to organizational challenges.
Critical Evaluation
The ability to interpret information with which to make business decisions and recommendations. This includes data analysis, evidence based decision making, and the use of HR metrics and analytics.
Global and Cultural Effectiveness
The ability to value and consider the perspectives and backgrounds of all parties. This includes cultural awareness, working effectively across borders, and managing diversity in the global workplace.
Communication
The ability to effectively exchange and create a free flow of information with and among various stakeholders. This includes verbal and written communication, active listening, presentation skills, and the use of communication technology.
The HR Knowledge Domains
The BoCK organizes technical HR knowledge into three major areas, each containing several functional domains.
People
This area covers the HR functions most directly related to managing and developing employees:
- HR Strategic Planning: Workforce planning, succession planning, and aligning HR strategy with organizational strategy
- Talent Acquisition: Recruitment, selection, onboarding, and employer branding
- Employee Engagement and Retention: Employee experience, engagement surveys, retention strategies, and organizational culture
- Learning and Development: Training design, career development, coaching, and knowledge management
- Total Rewards: Compensation, benefits, pay equity, and total rewards strategy
Organization
This area focuses on the broader organizational context in which HR operates:
- Structure of the HR Function: HR service delivery models, shared services, outsourcing, and HR technology
- Organizational Effectiveness and Development: Change management, organizational design, culture, and mergers and acquisitions
- Workforce Management: Labor relations, employee discipline, complaint resolution, and employment policies
- Employee and Labor Relations: Union relations, collective bargaining, and labor law compliance
- Technology Management: HR information systems, data management, and technology strategy
Workplace
This area addresses the environment and context in which work occurs:
- HR in the Global Context: International HR management, expatriate management, and global employment law
- Diversity and Inclusion: Building inclusive workplaces, bias mitigation, and diversity strategy
- Risk Management: Workplace safety, security, business continuity, and compliance
- Corporate Social Responsibility: Ethics, sustainability, and community engagement
- U.S. Employment Law and Regulations: Major federal and state employment laws, regulatory agencies, and compliance requirements
How the BoCK Connects to the Exam
The SHRM-CP exam emphasizes operational and tactical application of both competencies and knowledge. Questions focus on how an HR professional would implement policies, handle day to day situations, and apply standard HR practices.
The SHRM-SCP exam emphasizes strategic application. Questions focus on how a senior HR professional would develop strategy, advise leadership, and drive organizational change. Both exams test across all competencies and knowledge domains, but the depth and perspective differ.
Using the BoCK to Guide Your Study Plan
Map your study plan directly to the BoCK structure. Ensure you allocate study time to every competency and knowledge domain. Use the BoCK as a self assessment tool: rate your confidence in each area on a scale of 1 to 5, and prioritize your study time accordingly. Revisit this assessment periodically to track your progress and adjust your focus.
The BoCK is updated periodically to reflect changes in the HR profession. Make sure you are studying from the most current version, which SHRM provides through the SHRM Learning System and on their website.