Communication as a Core SHRM Competency
Communication is one of the nine behavioral competencies in the SHRM Body of Applied Skills and Knowledge (BASK), and it touches every aspect of HR practice. The SHRM-CP and SHRM-SCP exams test communication skills through both knowledge-based questions and situational judgment items. The competency encompasses selecting the right communication channel, adapting your style to different audiences, listening actively, managing sensitive conversations, using persuasion ethically, and leveraging technology effectively.
Verbal Communication Skills
Active Listening
Active listening is consistently emphasized in the SHRM BASK and tested frequently. It involves giving full attention, avoiding interrupting, asking clarifying questions, paraphrasing what you have heard, and observing non-verbal cues. On the exam, active listening often appears as the first step in scenarios involving employee complaints or conflict situations.
Difficult Conversations
Termination meetings, performance feedback sessions, disciplinary discussions, and harassment investigations all require specific communication skills. For more on this topic, see our guide on handling difficult conversations as an HR professional.
Presentations
Effective presentation skills include structuring content logically, tailoring detail and language to the audience, using data and visuals to support key points, and managing questions effectively.
Written Communication Skills
Policy Writing
HR policies must be clear, unambiguous, and legally sound. Effective policy writing uses plain language, avoids vague terms, includes specific examples, follows a consistent format, and is reviewed by legal counsel.
Investigation Documentation
Workplace investigation reports must be thorough, objective, and well-organized. Every finding should be supported by specific evidence, and the tone should be neutral and professional.
Business Writing
Effective business writing gets to the point quickly, uses clear language, supports assertions with evidence, and anticipates questions or objections.
Choosing the Right Communication Channel
Face-to-face communication is best for sensitive topics, complex discussions, situations where non-verbal cues are important, and relationship building.
Email is appropriate for routine information sharing, documentation, and multi-recipient communication.
Formal written documents are appropriate for official communications that need to be precise, lasting, and consistently interpreted.
Group meetings and town halls are effective for communicating organizational changes, sharing updates, and creating opportunities for questions.
Communicating Across Audiences
Executive communication should be concise, strategic, and data-driven. Lead with recommendations and key findings.
Manager communication should be practical and action-oriented. Provide clear guidance and specific examples.
Employee communication should be clear, accessible, and transparent. Explain how changes affect employees personally.
Explore how communication connects to other SHRM competencies in our leadership competency guide.
Communication on the SHRM Exam
- Channel selection: Given a scenario, select the most appropriate way to communicate
- Audience adaptation: Given an audience, select the most effective presentation approach
- Difficult conversation management: Given a sensitive situation, select the most effective approach
- Active listening: Given a complaint or concern, select the appropriate initial response
- Documentation: Given a workplace event, determine what should be documented and how
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Communication is tested throughout the SHRM exams, not just in questions specifically labeled as communication items.
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