Practice Mastery: Four Key Competencies and Eleven Crucial Skills for Every Rewards Professional
Yousef Alturkey
Acting Head of Rewards @ SIDF | MCIPD, SHRM-CP, CCP l Total Rewards, Organization Development, and HR Strategy
Article Summary: This article presents the findings of a content analysis conducted on WorldatWork's updated Body of Knowledge (BOK) survey items for the CCP certification. The aim was to identify core competencies and essential skills for rewards professionals. The analysis revealed four competencies: Strategic Compensation Design, Analytical Proficiency, Business Know-how and Regulatory Compliance, and Communication & Stakeholder Engagement. These encompass skills such as Compensation Programs Design and Management, Data Management and Interpretation, Business Strategy Alignment, and Emotional Intelligence. The identified competencies and skills provide a comprehensive framework for rewards professionals to excel in their field and make a meaningful impact on employee motivation and engagement. While the analysis represents a sample of the BOK, the identified competencies capture the essence of rewards practice. Specialized skills may be required in areas like benefits, executive compensation, and sales compensation. This article serves as a useful resource for rewards professionals and anyone interested in understanding the importance of rewards management. Embracing these competencies and developing the associated skills will empower professionals to contribute to organizational success.
Here is a mind map that depicts the competencies and their associated skills:
Introduction
In April 2023, WorldatWork undertook a substantial review and revision of its flagship Body of Knowledge (BOK) for the Certified Compensation Professional (CCP) certification. I, alongside a cohort of other seasoned professionals, was invited to participate in a robust validation survey—a considerable endeavor spanning several hours.
I had dual objectives for my participation: to affirm the updated BOK and to gain deep insights into its structure and content. To aid in this task, I meticulously saved all 133 survey items for a subsequent content analysis.
The primary aim of this endeavor was to distill and consolidate the multitude of survey items into a compact set of core competencies and crucial skills indispensable for every rewards professional. By sharing my findings, I aim to contribute and assist fellow rewards professionals discover the key competencies and skills they may need to optimize and fully develop to take their professional standing and practice further.
Additionally, this analysis serves as a conceptual mind cap for individuals outside the rewards sphere, offering them a clear view of this discipline's structure, should they aspire to delve into it. It's vital to recognize that proficiency in rewards management forms a cornerstone of the HR profession and leadership. Therefore, understanding the structure and nuances of this practice is of paramount importance not just for rewards professionals, but for anyone in HR.
But before I dive into the findings from my content analysis, it's crucial to understand the entities at play here. So, what exactly is WorldatWork, what does the CCP certification entail, and what importance does the BOK hold in the field of compensation and rewards?
What is WorldatWork, the CCP, and the Body of Knowledge
WorldatWork is a globally recognized, non-profit professional association dedicated to promoting and fostering the understanding and practice of compensation, benefits, and total rewards. It serves a wide community of HR professionals, offering a variety of resources including research, education, certification, networking opportunities, and advocacy (especially for pay equity and transparency).
The Certified Compensation Professional (CCP) is a highly esteemed certification offered by WorldatWork. It is widely regarded as a benchmark of expertise in the field of compensation and rewards management. Earning a CCP certification indicates that the professional has mastered their Body of Knowledge (BOK), including the design, implementation, evaluation, and management of compensation programs that attract, motivate, and retain talent.
The Body of Knowledge (BOK) represents a comprehensive guide to the key concepts, theories, and practices in a particular field of study or profession. In the context of compensation and rewards, the BOK provides a structured framework of the most relevant, up-to-date knowledge a professional in the field should possess. It includes information on various topics, ranging from compensation strategy and design, job analysis, and pay structures, to regulatory compliance, performance management, and total rewards integration. The BOK holds immense importance. It is not only a foundation for the CCP certification but also serves as a reference for professionals seeking to enhance their knowledge and skills. The BOK's frequent updating ensures that it reflects evolving practices and trends in the industry, enabling professionals to stay on top of critical developments in the field.
The content analysis
Now, let's explore the results of my content analysis, which I conducted with the help of some text analysis tools that help with these purposes. As I said, the survey items, which formed the bulk of text on which the content analysis was conducted, are the 133 survey items from the WorldatWork validation survey. The entire text is roughly 1,402 words, grouped into 133 items, and organized in verb sentences for which the survey participant describes how closely they match what they do on a regular or irregular basis. Here are 5 random examples of the 133 survey items:
E1) "Apply regression techniques to identify and analyze patterns
and relationships and make informed decisions
E2) "Design merit increase tools to carry out merit policy"
E3) "Determine if compensation strategies are consistent with legal and
regulatory requirements"
E4) "Present data-driven insights (through storytelling) to convey
complex concepts"
E5) "Design salary structures/architecture and job worth hierarchy"
Certain survey items were indeed more extensive than others, capturing a broad spectrum of responsibilities and skill sets that rewards professionals may engage in, depending on the specific circumstances and requirements of their roles. As such, the survey serves as a diverse representation of the competencies covered within the Body of Knowledge.
WorldatWork's highly experienced professionals, who were responsible for formulating the survey, no doubt applied methodical principles and stringent measures to ensure the coherence and effectiveness of the survey. They devised the questions with precision and considerate foresight, methodically presenting the items in a random order to promote unbiased responses. The meticulous construction of the survey items and their thoughtful delivery demonstrate an impressive level of robustness and calculability. This, in turn, fosters confidence that the survey accurately captures the multitude of skills and competencies that define the diverse and dynamic role of a rewards professional. Undoubtedly, the survey is a good opportunity, providing a sample that encapsulates the essence of the comprehensive Body of Knowledge.
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WorldatWork may have a broader objective than the one I'm addressing here, which is to distill the survey items into the core competencies and skills vital for a successful rewards professional. The official competencies and skills identified by WorldatWork for their certificants might differ, as their selection process likely takes into account a variety of additional considerations. My goal, however, is simply to identify a robust, meaningful set of core competencies and skills based on a well-established source like the Body of Knowledge.
Although I strive for accuracy, it's important to acknowledge that the potential for bias or error exists in any analytical process. After all, it may be controversial to reuse the survey items in such a fashion. Thus, the competencies and skills listed below may not be completely exhaustive or exclusive to what a rewards professional may require. In some sense, they are really the basic competencies and skills there are and not the niche or peripheral ones.
In addition, rewards practice varies greatly depending on contextual factors and is significantly shaped by the social norms and institutional frameworks surrounding the professional and their organization. Professionals may function in diverse capacities, face unique challenges, or inherit specific legacies necessitating distinct skills not mentioned here. Additionally, within the rewards practice itself, there are specialized areas like benefits, executive compensation, and sales compensation. Each of these sub-specialties demands its own unique, focused skill set for effective mastery and execution.
In any case, the competencies and skills below really capture the heart of it. Should anyone master these in the context of rewards and compensation practice, they will be a master rewards professional with the ability to contribute significant value to their organizations.
Results: the four competencies and 11 crucial skills
As discussed and following the thorough content analysis of the survey items from WorldatWork's updated Body of Knowledge (BOK), I identified four overarching competencies and eleven associated skills that serve as a foundation for every proficient rewards professional. Let's delve into each of these competencies and skills to better understand their significance in rewards practice.
1. Strategic Compensation Design:
2. Analytical Proficiency:
3. Business Know-how and Regulatory Compliance:
4. Communication & Stakeholder Engagement:
These competencies and associated skills provide a comprehensive framework for successful rewards professionals, encompassing strategic compensation design, analytical proficiency, business know-how, and regulatory compliance, as well as effective communication and stakeholder engagement.
Some are fairly simple to become proficient in, while others require long-term practice and engagement. Some are also inherently complex and social (e.g., stakeholder engagement), while others can be done with the help of software or external consultants (e.g., statistical analysis).
After a brief reflection, I feel confident that this really does cover the major essential skills you need to prevail in this practice. Perhaps, the first two competencies and their associated skills are less widely developed compared with the latter two. In fact, these are really what makes rewards distinctive, niche, mainly analytical, and primarily about lengthy spreadsheets.
To sum up...
In conclusion, the content analysis of WorldatWork's updated Body of Knowledge (BOK) survey items has revealed the core competencies and essential skills that define the practice of rewards professionals. Through a rigorous examination of the survey items, I have distilled the multitude of responsibilities and tasks into four overarching competencies and their associated skills presented in this article.
Excellent findings!