Technicaland Behavioural Skills for HR Professional
Inany organisation, the success of human resource department heavilyrelies on the technical and behavioural skills of its members. Theseskills add value to the organisation, as well as increase the qualityof leadership in the organisation. HR professional have enormousresponsibilities in their workplace. Behavioural skills are actionsand attributes that distinguish excellent performers in the workplace (Mathisand Jackson, 2010).Some of the important behavioural skills for HR professional includetrustworthy, judgement, communication, time management, professionaldevelopment, selection and placement, success planning, careerplanning and job rotation, and performance management.
Trustworthyis critical quality in any profession and especially in HRprofessional. Employees should give the right information from theinterview time and the time they serve in the organisation. Accordingto Armstrong(2007),HR department has direct influence with employees, which in returnhas a direct proportion to the whole organisation. This skill alsominimises favours during interview process where the HR may favourtheir family and friends.
Judgementskills are the ability to execute basic skills and come up withconclusions based on facts hence, give future proceedings. Judgementskill is a significant element for executive and managerialpositions. A person with good judgement skills gathers all relevantinformation before making a judgement. He or she considers culturaland geographical differences while dealing with a situation.Therefore, HR professional should have high level of integrity whilemaking a judgement. The judgement should be based on facts,objectives data, but not opinions. In addition, the judgement shouldbe unbiased (Mathiset. al., 2010).
HRprofessionals communicate to managers, current employees, andpotential employees in their organisation. Therefore, they shouldhave good communication skills, both in writing and speaking. Theyshould effectively communicate their ideas, thoughts, and feelings(Ogbanufe,2010).Nevertheless, effective communication does is not only relies on theability to talk, but also the ability listen to others, read theirbody language, and use the best way to respond to them. It does notonly consist of writing perfect memos, speeches, and reports, butalso presenting them orally. Furthermore, the HR professionals needto have communication skills that they can use to present to the topexecutives, and discuss with them about any upcoming change.Effective communication skills enable better understanding between HRdepartment and the rest employees.
Timemanagement skills help the HR professional to establish departmentgoals, as well as come with strategies to achieve these goals ontime. The HR department has the responsibilities of delegatingassignments, planning and staffing workforce, and setting prioritiesfor various activities within the organisation. Therefore, timemanagement is a significant component for conducting performanceappraisals. It is sad that some HR departments wait until the lastminute to evaluate their employees leading to haphazard ways ofappraising employees. In addition, HR department may fail torecognise employees’ contribution to the company and to evaluatetheir performance in time (Armstrong,2007).Therefore, to achieve the HR department goals, the HR professionalsopt to have the abilities to execute tasks in time, and motivateemployees to accomplish them on time. Consequently, time managementfor each employee helps the organisation to determine whom the taskshould be assigned, and ensures they are achieved efficiently andaccording to the business standards.
HRprofessional have the ability to groom, develop, and help otheremployees to become better professionals. Further, they have thecapability to change their perception and behaviours, help themdevelop their life, and groom them to make their career lifesuccessful. Therefore, professional development skill is a crucialbehaviour for all HR professional. Corresponding, the HRprofessionals need to have self-discipline for effective professionaldevelopment skill. Self-discipline is a universal truth that oneneeds to implement on his or herself before guiding others. Armstrong(2007), urges that self-disciplinemandatory requirement for every HR Professional. One of the dutiesfor HR department is to set standards and ethics for otherdepartments. However, they should set their own standards, ethics,and rules before setting for other departments hence, motivatingthem. In essence, discipline is a critical element for HR departmentto grow, prosper, and succeed.
Normally,it is the duty of the HR department to recruit and hire employees.Therefore, all the HR professionals should have strongdecision-making and interpersonal skills when hiring a new employee.They require effective strategies to identify the best talentedperson during interview process. Additionally to face-to-face skillsto persuade best talent, organisation seeks HR professionals with thebest practises processes to evaluate potential candidate. Moreover,HR managers should have the capability to train other junior hiringmanagers how to be consistent in hiring procedures (Mathiset. al., 2010).Upon hiring a new employee, HR professional also continues to monitorhis or her competencies periodically and place them on the role,which matches their competency profile. After all, the interviewprocess is a significant process that HR department develop and has along-term consequence on the organisation.
Technicalskills, on the other hand, are the talents that a person possesses inorder to perform a certain task (Armstrong,2007).They are also known as hard skills on the contrary to soft skillsthat are character traits and personality. A person acquires theseskills through learning and doing a lot of practise. They are oftenspecific to particular jobs that is, particular skills andproficiency are effective for a specific task. Examples of technicalskills for HR professional are knowledge of employment laws, generalbusiness knowledge, organisational development, businessadministration, scheduling, and administrative support.
Knowledgeof Employment Laws
Firstly,every HR professional opt to be aware of all the employment lawswhere he or she works. Knowledge of the policies and practises thatgoverns an organisation helps an individual to work toward thebusiness goals and objectives, as well as developing knowledge aboutemployees. The knowledge about employment laws affects the HRdepartment, as well as the entire organisation. Mathiset. al. (2010), states that this knowledge is useful duringrecruiting and hiring new employees. It also governs on theprocedures followed while conducting an interview.
Currently,it is important for every employee to be technologically advanced asmost of the duties are now conducted on the computer. Unlike in theearlier days when HR used to store information on hard copies, theynow record and store it in soft copies. Technology plays a vitalprogress for the future HR department (Mathiset. al., 2010).A HR professional with a strong technology knowledge managesorganisation data more efficiently. Nevertheless, a HR professionalneeds to be competent to adopt these technological changes.
TheHR department is responsible for attracting, training, developing,and training top employees. Therefore, they should have other skillsto achieve this goal. They should have effective communicationskills, perform different function in a unique way hence, and addvalue to the organisation. For instance, they should have the basicaccounting skills. Commonly, HR professional are involved inbudgeting, creating proposals, and in performance measurementprocedures. To succeed in these duties, they have to acquire otherbasic knowledge like accounting (Armstrong,2007).
Itis important for human resource professionals to have the ability todeal with data. They should be able to create worksheets, enterorganisation and employees data, and have the competency to work withbasic formulas in the Microsoft Excel and Word. Spreadsheets in Exceland Word documents are important to keep track on data such asemployment application, contact information, job testimonials, andperformance reviews. Therefore, a HR professional should have theknowledge of analysing, storing, coding, and retrieving data. Theyneed to have sufficient understanding of data analyses so that aneffectively coordinate such processes. They should be data literateand be in a position to answer any report and figure asked (Mathiset. al., 2010).They should have the ability to interpret and understanding ofunderlying factors.
Lifein the workplace is not always sweet. Once in awhile, things getresentful between the HR professional and other employees, or amongemployees due to diverse reason. In case a conflict occurs, the HumanResource professional should be able to come up with strategies todeal with the situation, as well as prevent such incidences in thefuture. Otherwise, everything will go into a mess. A trained HR hasmanagerial skills to act as a mediator and negotiator in time ofcrises. The process involves gathering of correct information andfrom the correct sources the cause of the incident. Secondly, the HRprofessional should attentively listen to the parties involved.Finally, he or she should come up with a solution that is notsubjective on one side.
Typesof Skills that are More Important for HR Professional
Amongthe technical skills and behavioural skills, technical skills are themost important for HR professional. Firstly, technical skills savetime and money. Every time a HR professional solves a technicalproblem, he or she saves some money that would have otherwise beenused to hire a person to solve the issue (Ogbanufe,2010).As a result, it adds substantial saving over time. Additional, itsaves money by using low cost and high-tech solutions. Furthermore,technical skills save time by solving technical problems quicklyrather than spending a lot of time searching for a solution. Some ofthe technical problem just requires basic knowledge from someone withadequate technical skills. For instance, a HR professional with thebasic knowledge on computer maintenance will not spend a lot of timesearching for a specialist to come and repair the machine. Instead,he or she will take the shortest time possible to repair it.
Secondly,technical skills empower oneself and give access to informationefficiently (Ogbanufe,2010).A HR professional with advanced knowledge on technology has a goodchance to empower him or herself. For instance, it is now simple touse computer than typewriter that were previously used. Similarly,editing information, coding, saving, and retrieving information ismuch easier using a computer than a typewriter. A HR department thatuses computer in their daily activities has no worries that theirinformation will be lost or be tampered with anything whatsoever. Inaddition, use of computers enables access of information efficiently.Indeed, search engine such as Wikipedia, Google, and Wiki How hasplaced information at your fingertips away. In one way or the other,they also help in solving some technical problem.
Armstrong,M. (2007). Ahandbook of human resource management practice.London [u.a.: Kogan Page.
Mathis,R. L., & Jackson, J. H. (2010). Humanresource management.Mason, OH: Thomson/South-western.
Ogbanufe,O. (2010). Technologymade simple for the technical recruiter: A technical skills primer.S.l.: Iuniverse Inc.