The Human Resources Manager is the professional who manages the whole process of human resources of an organization, formulating HR policies, aligning the sector's activities to organizational goals, among others.
Below are some of the basic skills that a professional HR professional should have:
Prospective vision - should always be aware of organizational goals and what can be done within the Human Resources Management in order to facilitate the achievement of these goals.
Systemic view - consists of the ability to see the company as a whole, understanding of your business, your field of expertise, market conjecture. All too strategically position the HR policy of the company in the best possible way.
Management skills - leadership, initiative, decision making, planning, strategy, entrepreneurship, and creative skills are required.
Organization - Since the duties of the human resources sector are many, which generate a large volume of documents, the manager should be organized.
Multitasking - Because of the many duties of the Human Resources department, the manager must be able to think of several activities at the same time.
Dual focus - HR is who makes the "midfield" between employer and employees, so it must have political skills and conflict management.
Be trusted - it shall be the HR employee who will look if you are experiencing any problems.
Equity - Everyone should be treated the same way, but having always respected its limitations.
Provide continuous improvement - Whether through benefits, develop people, train people, among others.
While the above skills are technically correct, these do not identify the knowledge and skills that should be taken to fulfill their duties. A clearer description of their role and their responsibilities is the identification of the four skills of a human resources manager:
The four skills of a human resource manager are personal attributes, core, leadership and management, in addition to the specific role skills. Each is a source of both information as a tool to measure performance. As a source of information, each of which defines a set of criteria or expectations, including skills, knowledge, skills and behaviors that define excellent performances for a specific role within the HR management. A comparison of their group skills against standards expectations provides a way to measure performance. The more your skill group fits these expectations, the higher the level of your performance.
Personal attribute skills
Personal attributes include expectations that apply to everyone working in the HR department. Expectations with respect to personal attribute skills include honesty, integrity, commitment, action-oriented results and continuous learning behavior. These reflect in their ability and willingness to auto-motivate, self-evaluation, and work as a team and adapt well to changes.
Inherent skills include knowledge, skills and focus you need to perform daily tasks. These are related to its role as manager of human resources with expectations include, for example, a complete understanding of HR laws and policies, and the ability to monitor and support legal and ethical business practices. Talent management expectations include the process and procedures that you develop to select, hire, train and retrain employees. Skills assessment and measurement are essential to identify, address and monitor HR programs and activities.
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