SHRM BASK Explained: 2026 Exam Topics and Competencies

The SHRM Body of Applied Skills and Knowledge, or SHRM BASK, is the official framework that defines the content of the SHRM-CP and SHRM-SCP exams. The 2026 BASK contains one technical competency, HR Expertise, organized into three knowledge domains and 14 functional areas. It also contains eight behavioral competencies grouped into Leadership, Interpersonal, and Business clusters.

For exam preparation, the simplest way to read the framework is this: the HR knowledge domains describe what an HR professional needs to know, while the behavioral competencies describe how an HR professional applies that knowledge. Both matter because SHRM uses knowledge questions as well as scenario-based situational judgment questions.

A compact map for your study checklist

Start with the free practice test, then record missed-question topics against this map. The CP PDF guide provides a structured review; it is not a replacement for SHRM's official framework.

What is the SHRM BASK?

The SHRM BASK is both a description of effective HR practice and the content framework for SHRM certification exams. SHRM says the BASK guides the subject-matter experts who write SHRM-CP and SHRM-SCP questions. It is therefore the best starting point for deciding which SHRM exam topics belong in a study plan.

The current 2026 SHRM BASK separates the framework into two connected parts:

• HR Expertise: one technical competency covering the principles, practices, and functions of HR management. Its 14 functional areas sit within the People, Organization, and Workplace knowledge domains.
• Behavioral competencies: eight sets of behaviors and attributes that help an HR professional apply technical knowledge, solve problems, communicate, lead, and make decisions.

The BASK is not a short list of facts to memorize and it is not a practice test. Each competency and functional area includes definitions, key concepts, sub-competencies where applicable, and proficiency indicators. Those proficiency indicators are especially useful when separating SHRM-CP preparation from SHRM-SCP preparation.

Is SHRM BoCK the same as SHRM BASK?

SHRM BoCK is the former name of the framework now called the SHRM BASK. BoCK meant Body of Competency and Knowledge; BASK means Body of Applied Skills and Knowledge. Candidates still search for “SHRM BoCK,” and older books, course pages, and forum posts may use that term, but the current official name is SHRM BASK.

The terminology is not the only change. An older BoCK-style outline that lists four domains—People, Organization, Workplace, and Strategy—with percentages such as 39%, 25%, 26%, and 10% is not the current 2026 structure. Strategy is not a fourth HR knowledge domain in the current BASK. Strategic work appears throughout HR Strategy, Leadership & Navigation, Business Acumen, and the advanced proficiency indicators.

Older competency names can also signal stale materials. The current framework uses Analytical Aptitude, not Critical Evaluation, and Inclusive Mindset, not Global & Cultural Effectiveness. For 2026, SHRM combined the former Inclusion & Diversity and Global Mindset competencies into Inclusive Mindset and updated BASK content to reflect the use of artificial intelligence in HR practice.

What topics are on the SHRM exam?

The current SHRM BASK organizes exam topics into the People, Organization, and Workplace knowledge domains plus the Leadership, Interpersonal, and Business competency clusters. The three knowledge domains contain 14 functional areas under HR Expertise, while the three clusters contain eight behavioral competencies.

People knowledge domain

The People domain covers HR knowledge directly connected to attracting, developing, engaging, and rewarding people. Its five functional areas are:

• HR Strategy: establishing the direction of the HR function and aligning people priorities with organizational needs.
• Talent Acquisition: workforce needs, sourcing, selection, hiring, and onboarding.
• Employee Engagement & Retention: engagement, employee experience, performance, and unwanted turnover.
• Learning & Development: developing employee capabilities and supporting organizational learning.
• Total Rewards: compensation, benefits, and rewards programs that support organizational effectiveness.

Use the SHRM People domain guide to review these functions in more depth. When practicing, do not treat People as a list of isolated employee programs; connect each program to HR strategy and organizational outcomes.

Organization knowledge domain

The Organization domain covers how the HR function and the wider organization are designed, developed, staffed, supported, and improved. Its five functional areas are:

• Structure of the HR Function: HR roles, delivery models, governance, and alignment with organizational strategy.
• Organizational Effectiveness & Development: culture, change, organizational design, and interventions that improve performance.
• Workforce Management: planning and maintaining the talent capabilities required to meet organizational goals.
• Employee & Labor Relations: employee relationships, workplace issues, labor relations, and constructive resolution.
• Technology Management: selecting and using technology to support HR work and decisions.

The SHRM Organization domain guide is the companion review for these five areas. This domain often requires systems thinking: a technology, structure, labor, or workforce decision can affect several parts of the organization at once.

Workplace knowledge domain

The Workplace domain covers the legal, risk, global, and social context in which HR operates. Its four functional areas are:

• Managing a Global Workforce: supporting people and organizational goals across countries and cultures.
• Risk Management: identifying and responding to organizational, safety, security, and people-related risks.
• Corporate Social Responsibility: the organization’s responsibilities to employees, communities, and other stakeholders.
• U.S. Employment Law & Regulations: the federal legal and regulatory concepts identified in the BASK.

Review the SHRM Workplace domain guide alongside current legal sources. The BASK is the exam blueprint, but laws and regulations can change, so a study resource should not be your only authority for a current legal rule.

What behavioral competencies are in the 2026 SHRM BASK?

The 2026 SHRM BASK contains eight behavioral competencies in three clusters. These competencies are not a separate “soft skills” appendix. They define how SHRM expects an HR professional to lead, work with people, analyze information, advise stakeholders, and make business-aligned decisions.

Leadership cluster

• Leadership & Navigation: setting direction, leading HR initiatives, influencing stakeholders, and navigating the organization.
• Ethical Practice: maintaining personal and professional integrity and promoting ethical, accountable organizational practices.
• Inclusive Mindset: creating a fair, respectful environment with access, opportunity, belonging, and effective collaboration across differences.

Interpersonal cluster

• Relationship Management: building networks and relationships, working in teams, negotiating, and managing conflict.
• Communication: delivering messages, exchanging organizational information, and listening effectively.

Business cluster

• Business Acumen: understanding the business and aligning HR work with organizational strategy and performance.
• Consultation: evaluating business challenges, designing and advising on HR solutions, managing change, and providing service.
• Analytical Aptitude: gathering and analyzing evidence, advocating for useful data, and making evidence-based decisions.

Our SHRM behavioral competencies guide, Business Acumen guide, and Ethical Practice guide provide focused practice. Candidates reviewing older Global & Cultural Effectiveness material should also use the current Inclusive Mindset transition guide to see how the terminology changed.

How does the SHRM BASK map to exam questions?

The 2026 exam blueprint allocates half of exam content to the three HR knowledge domains and half to the three behavioral competency clusters. The 2026 SHRM Certification Handbook gives the current blueprint allocation:

• HR-specific knowledge items: 50%. These questions cover key concepts in the People, Organization, and Workplace knowledge domains.
• Foundational knowledge items: 10%. These questions cover key concepts within the behavioral competency clusters.
• Situational judgment items: 40%. These scenarios assess judgment, problem-solving, and decision-making through the behavioral competencies.

The content allocations are People 19%, Organization 18%, Workplace 13%, Leadership 19%, Business 17.5%, and Interpersonal 13.5%. SHRM publishes the same content and item-type distribution for SHRM-CP and SHRM-SCP. These current percentages replace the old four-domain 39/25/26/10 model; they should not be mixed with it.

A knowledge item has one correct answer grounded in factual or foundational content. A situational judgment item presents a realistic workplace situation and asks for the best or most effective action. Several actions may sound workable, but credit is awarded only for the best choice. See the current SHRM exam format for question counts and timing and the SHRM situational judgment guide for scenario-specific preparation.

How does the BASK differ for SHRM-CP and SHRM-SCP?

SHRM-CP and SHRM-SCP use the same BASK framework, but they assess different levels of proficiency. SHRM-CP candidates should focus on the proficiency indicators SHRM labels for all HR professionals, which emphasize operational HR responsibilities. SHRM-SCP candidates must also study the advanced indicators, which emphasize strategic, senior, and executive-level work.

This difference changes how a candidate should read a topic. A SHRM-CP candidate studying talent acquisition might focus on applying an effective selection process and supporting hiring managers. A SHRM-SCP candidate should also be prepared to connect enterprise talent strategy, workforce capability, risk, and long-term business priorities. The subject remains talent acquisition; the scope of judgment changes.

SHRM notes that advanced professionals are still expected to understand the indicators for all HR professionals. SHRM-SCP preparation therefore should not skip operational concepts. It should add the advanced perspective. Candidates comparing the levels can use the SHRM-CP versus SHRM-SCP guide.

How should you use the SHRM BASK to study?

Use the BASK as a coverage checklist and diagnostic map, not as a script to memorize. The framework tells you what is eligible for testing and which proficiency level applies, while practice questions show whether you can recognize and apply the material.

• 1. Download the dated 2026 BASK. Confirm that your outline shows three knowledge domains, 14 functional areas, and eight behavioral competencies.
• 2. Mark your exam level. Use the indicators for all HR professionals for SHRM-CP. Add the advanced indicators for SHRM-SCP.
• 3. Audit all 14 functional areas. Label each area strong, developing, or weak based on evidence from practice—not only job familiarity.
• 4. Audit all eight behavioral competencies. Write one sentence explaining what each competency changes about an HR decision.
• 5. Separate knowledge errors from judgment errors. A missed definition needs content review; a plausible but second-best SJI answer needs decision-process review.
• 6. Practice across the full framework. Use the SHRM-CP practice questions or SHRM-SCP practice questions, then record the related domain, cluster, and reason for every miss.
• 7. Build a plan from gaps, not obsolete weights. The current 90-day SHRM-CP study plan combines BASK coverage with knowledge and SJI practice.
• 8. Recheck coverage before the exam. Use the SHRM practice-test readiness guide to decide whether weak areas are isolated or still spread across the framework.

A useful final check is whether you can name the three knowledge domains, place all 14 functional areas under the right domain, name the eight current competencies under the right cluster, and explain why knowledge and situational judgment questions require different review methods. If any part is missing, the BASK has identified the next study task.