Prajakta,
When we interview a likely new hire, HR professionals judge the candidate against a list of key skills and personal characteristics necessary for the job. Let’s turn the tables and see what that list of essential attributes would look like for a human resources management professional.
1. Organization
HR management lack an orderly approach. Organized files and data, strong time management skills, and personal ability are key to HR effectiveness. You’re dealing with Employee’s lives and careers here, and when a manager requests help with a termination or a compensation recommendation or recognition program, it don’t say like say, “I’ll try to get to that if I have time.”
2. Multitasking
On a typical HR day, an HR competent will need to deal with an employee’s personal issue one minute, an periodic leave question the next, and a recruiting strategy for a close the position. And that’s to say nothing of social media, wage/hour, engagement, retention, of other things, every one critical to someone.
In HR, if it’s not one thing, it’s another. Priorities and business required move fast and change fast, and manager A who required someone hired doesn’t much care if you’re already helping manager B who needs someone fired.
3. Dealing with Grey
A surprisingly large percentage of the issues HR managers face are in “the grey area.” Is it inequity? Is it harassment? What’s a “reasonable” compromise? How far over backward do you have to lean to approve intermittent leave? HR managers have to be able to act with partial and “best available” information, and they have to know when to seek the professional help of colleagues, counsellor, and other experts.
4. Negotiation
Along with grey comes the need to negotiate—there are often two or more conflict views, and the successful HR pro can find an common middle ground.
5. Communication
HR professionals have to communicate up to management, over to managers, out to future employees, and down to all levels of present employees. And they have to do it in writing email or circulating notice, while speaking to large and small groups and, increasingly, through social media.
6. Discrete and Ethical
HR professionals are the duty of the company, as well as the attendant of confidential information. As you serve the needs of top management, you also observe their actions toward employees to be sure that policies and regulations are followed. You need to be able to dissolve when they aren’t in order to keep the firm on the straight and narrow. Not an easy responsibility!
7. Dual Focus
Employees hope human resources professionals to advocate for their concerns, yet you must also Appleton management’s policies. The HR professional who can pull off this delicate balancing act wins trust from all concerned.
There are times you must make decisions to protect the individual and other times when you defend the organization, its culture, and values. These decisions may be misunderstood by some, and you may catch abuse because of it, but you know that explaining your choices certain compromise confidential information. You would never do.
8. Conflict Management and Problem Solving
News flash! Everyone doesn’t always get along with everyone else. High capacity demands that people work together at least civilly. HR has to find ways to allow that to happen. And that’s to say nothing of the endless other problems that hit HR’s in-box—you can’t be effective without problem-solving ability.
9. Change Management
Most companies today are in a constant state of change. Task forces, matrices, and teams spring into being, do their jobs, and destroy as others form. Ranking have been squashed, and companies have four or five generations working side by side. HR has to help everyone cope with the constant changes.
“Never think of HR in isolation,” . “Because if HR professionals’ think of yourself as ‘just HR,’ that’s what the rest of the organization will think, too.”
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