Can you be a little more elaborative?
There are many skills that an HR person might require, can be
* HR skill set
* Behavioral Skills
* Presentation skills
* Interpersonal skills
* and may be some more.
Hope it answers your query, I'll try and elaborate this in my next mail.
HERE ARE SOME GUIDELINES.
WHAT ARE THE COMPETENCIES REQUIRED FOR A
SUCCESSFUL HR MANAGER?
[ SKILLS/KNOWLEDGE/ABILITIES/ATTITUDE etc ]
The suggested competencies are
-human relations handling skills
-professional knowledge of HR
-adding value through people development
-CHANGE MANAGEMENT PRACTICES
-strategic thinking capability
-sales ability [to sell ideas/concepts]
-problem solving skills
-decision making skills
-business / culture awareness
-communication [ oral/ written ]
-customer service orientation
Knowledge of Business and Organization
HR professionals must have knowledge of the organization and its strategies if they are to contribute strategically. This knowledge also means that they must have understanding of the financial, technological, and other facets of the industry and the organization.
-Strategic planning/ HRM role.
-Political changes impact
-Economic changes impact
-Social changes impact
-Technology changes impact
-Workforce availability/ Quality
-Growth in contingent workforce
-Work / family balancing
-Business Process reengineering
-Financial responsibility for HR results.
Skill #1: Multitasking
On any day, an HR professional will deal with an employee’s personal issue one minute, a benefit claim the next and a recruiting strategy for a hard-to-fill job the minute after. Priorities and business needs move fast and change fast, and colleague A who needs something doesn’t much care if you’re already helping colleague B. You need to be able to handle it all, all at once.
Key Skill #2: Discretion and Business Ethics
Human Resources professionals are the conscience of the company, as well as the keepers of confidential information. As you serve the needs of top management, you also monitor officers’ approaches to employees to ensure proper ethics are observed. You need to be able to push back when they aren’t, to keep the firm on the straight and narrow. Not an easy responsibility! Of course, you always handle appropriately, and never divulge to any unauthorized person, confidential information about anyone in the organization.
Key Skill #3: Dual Focus
HR professionals need to consider the needs of both employees and management. There are times you must make decisions to protect the individual, and other times when you protect the organization, its culture, and values. These decisions may be misunderstood by some, and you may catch flak because of it, but you know that explaining your choices might compromise confidential information. That’s something you would never do.
Key Skill #4: Employee Trust
Employees expect Human Resources professionals to advocate for their concerns, yet you must also enforce top management’s policies. The HR professional who can pull off this delicate balancing act wins trust from all concerned.
Key Skill #5: Fairness
Successful HR professionals demonstrate fairness. This means that communication is clear, that peoples’ voices are heard, that laws and policies are followed, and that privacy and respect is maintained.
Skill #6: Dedication to Continuous Improvement
HR professionals need to help managers coach and develop their employees. The goal is continued improvement and innovation as well as remediation. And looking to their own houses, the HR professional also uses technology and other means to continuously improve the HR function itself.
Key Skill #7: Strategic Orientation
Forward-thinking HR professionals take a leadership role and influence management’s strategic path. In gauging and filling the labor needs of the company, devising compensation schemes, and bringing on board new skill sets leading to business growth, they provide the proof for the often-heard management comment, “People are our most important asset.”
Key Skill #8: Team Orientation
Once, companies were organized into hierarchies of workers headed by supervisors. Today, the team is king. HR managers must consequently understand team dynamics and find ways to bring disparate personalities together and make the team work
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