Post on 02-Jun-2018
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HR is all about Human. The most important thing in HR is to "Value Human". A HR personnel is there to
manage, develop, train, retain, etc. the manpower of the company. Some of the basic skills or traits
which are required to become a good HR are:
-Communication
-Interpersonal relations with every level of management
-Listening skills
-Leadership skills
-Liaison
-Ready to accept challenge
-Diplomatic skills (this is very important)
- HR should be empathetic
- HR professional must possess emotional intelligence which will help him/her tackle different situations
in a work environment.
- Having an open mind helps a HR Manager or an Executive to enhance the relationship between
him/her and the employees.
- Communication Skills
(i) Verbal Communication Skills : Language proficiency(ii) Non-verbal Skills : Body Language, gestures, postures, eye contact.
- Interpersonal Skills : Social awareness
- Persuasive Skills
- Empathy
- Patience
- Read out human beings
- Analytical Skills
- Leadership qualities
- Good Grasping Skills
- Emotional Intelligence
- Team Spirit- Problem solving skills
- Decision making skills(most important)
Every decision is good or right at the time when it is taken. So as a HR person instead of making good
decision it is necessary to predict the outcome of the decision.
HR should be an ETHICAL Person who is balancing Employer & Employee.
If he wants to achieve success in his career, he should play Positive Politics - which will satisfy both the
ends.
Inborn talents & interpersonal skills will also help to attain success
1. Should be more disciplined.
2. Integrity to be his passion.
3. Always try to have a long term vision. No to resolve any issue for short term gain.
4. Honesty, Loyalty, belongingness.
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The following would be the Basic Deliverables, Characteristics, Knowledge & Skills expected
out of a HR Person:
BASIC DELIVERABLES FOR HRD DEPARTMENT
1. Define what is Right Person for each of the position.
2. Develop a process which will get the Right Persons into the organization.
3. Recruit & Select the employees in accordance to the process.
4. Constantly mentor these employees and see to that their job related skills are developed continuously
as required by the organization.
5. Keep them motivated towards Organizational Goal.
CHARACTERISTICS
1. Judgment of peoples attitudes & behaviors.
2. Empathetic (share someone else's feelings or experiences by imagining what it would be like to be in
their situation)
3. Earnest (sincere & serious) & committed in your work.
4. Diplomatic (Able to manage a difficult situation without upsetting anyone)
5. Change yourself according to the demand of time.
6. Strategist.( Able to forecast future, develop plans and achieve the results)
SKILLS:
1. Highly People Interactive personality.
2. Good communication & Convincing ability.
3. Strong grasping power.
4. Ability to analyze a situation & can able to resolve grievances.
5. Good Coordinating skills.
6. Good in Forecasting the future and preparing plans for it.
7. Learning & Leadership skills.
8. Motivating Skills.
KNOWLEDGE :
1. Excellent knowledge of Human Behavior.
2. Knowledge of related Laws & their procedures.
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Introduction:
To work in any profession, one should not only have Subject Matter Expertise but also personality,
behavior, decorum, mannerism, attitude, professional approach, and thinking to work efficiently and to
sustain in that given profession. Failing which, irrespective of your knowledge, education andbackground you will never be able to grow in that profession. This is also true for HR Profession. There
are some minimum expectations from HR Professionals, in the way they carry themselves, behave and
present themselves that can hamper or lift their image and professional graph. Some of those traits and
attributes are mentioned in this article. Though, to a large extent it covered all the attributes but still It
consider this list as INCLUSIVE and not EXCLUSIVE. The need is to benchmark your Personality and
Behavior. Respect can only be earned and not asked for.
Nine Qualities all HR Professionals Should Have
1) Clarity of ThoughtsIn most of the situations and circumstances, we come across two options; either
we want to do or we dont want to do; either we agree to it or we dont agree to it; either it is
acceptable or it is not acceptable; either you want or you dont want. It has been seen that many HR
Professionals are confused. They are not clear, where they want to take their company. They dont know
what role they like to play in the organization. They dont have clarity of role. They dont have clear
expectations, neither from themselves, or from their team or from their internal customers
(employees). With this confusion, they fail to take decisions. They fail to take stand.
2) Efficiency in Time ManagementHR professionals is expected to be efficient in time management.
They are expected to set time-frame and meet those expectations. Most of the time, I have seen that
they dont give any time limit. You approach them for any work and they respond by saying, Ok, it will
be done. But when? I agree that Good HR Professionals have many things to do. Recruitments,
Employee Relations, Talent Management, Career Development, Benchmarking, etc are the things, which
takes lots of time. But, all goals, all dreams, all activities, all commitments looks good and areachievable, if there is a closing date for that. For Example, I want my company to be in top-10 companies
in the world. Its a Vision. Its a good dream. But, if I dont specify, by which year or in how many years, I
want to achieve that goal, it will only remain as a dream and will never become a reality. Uncertainty,
Ambiguity, Open-Ended commitment, Confusion, these are things, that are not expected from any HR
Professional.
3) Compare Performances / Compare Situations & Circumstances but do not compare individuals /
PeopleKnowingly or unknowingly but quite often, instead of Circumstances and Situations, we tend to
compare two different people. Instead of analyzing the behavior of a person we tend to analyze them as
an individual and take this as our right. The very basic principle of science and management says that no
two individuals are same.
4) Knowledge about the Business and Industry Everybody should be aware of their strengths and
weaknesses. They should be aware as what they want in their life and career. It is a well known fact and
has been proved in various surveys that HR professionals dont care to understand the business of the
company and the industry that they are working in. According to the survey done by Virgin Management
Consultancy 67% HR Professionals in USA and 83% HR professionals in India do not know the nitty-gritty
of their companys business. They dont know from where the revenue is coming. They dont know the
business model of their company. I think, as it is important to know about the city and country that you
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are traveling to; it is equally important to know and understand the business of the company that you
are working with.
5) Vision and Goal for the Department, Team and Organization What you want to do for the
organization? Are you planning to implement a competitive compensation plan? Do you want to take
your company in the bracket of 25 Best Employers in the Country? Are you planning to acquire best of
the talent from market? Do you think that you need to control the growing Attrition Rate of your
company? Have you thought about Organization Development and Talent Management? Usually,
that is the confusion. HR professionals and HR heads dont have that vision. They want to do something
in HR but dont know what they can do or should do. They should have vision for the organization for HR
perspective and goals for their department and team. Its a must have. Until and unless you are sure
about your destination, you cannot take the path.
6) Love for Number / Data / Figures / Calculations / Analysis / ProjectionsYou talk to any person in
any other profession and tell them that you are in HR; two things will automatically flash in their mind
Theory and Politics. One reason why HR professionals in India have not been able to enter into the
Board Room and make their presence felt in the organization is because though they have ideas, they
have strategies and policies but they are not able to support those strategies with data. (It is becausethere is no mathematics and calculations involved in this subject that many people [mostly females] love
to join this profession).
For example, if I have a Retention Strategy and I want to implement in the organization. I need to
show, how much the implementation of that strategy will cost; by what percentage the company will be
able to increase the employee retention and decrease the attrition; which are the companies that are
using this particular strategy and how effective it has been in their cases. If, I am going with this data,
calculation and analysis, I am sure that my strategy will be implemented.
Hence, HR professionals need to be more analytical, data oriented and good in calculations. They should
not be subjective and theory oriented.
7) Enthusiasm to Share / Develop / Coach and MentorWe have heard and read in our schools and
colleges that Knowledge is a wealth; the more you distribute/share the more you gain. In this
profession of HRM & D; we are privileged and are in a very unique position where we can develop
people. We can develop their career. We can develop their life. We can help them in changing their
perception and behavior. We can groom them, so that they can be successful in their life. Dont you
think that we have very important and crucial role to play?? How many of us have actually thought of
those lines? Do, think about it, you have one life, give what you can. If 10 people will remember me
once I bid adieu to this world for helping them in developing their life, I will consider my life as
successful.
8) Self Discipline This again is a common quality that everyone should have, irrespective of their
respective professions, but it is more appreciable in HR Professionals and is like a must have. They need
to set standards for others to follow; they need to benchmark their own behavior and if they start
flowing with water, everything else will go for a toss and things will go out of control. I have heard,
people saying that I am doing this or that because others are also doing it but that is not expected from
HR Professionals. Discipline in life is a must to grow, prosper and being successful. So, set standards and
dont just flow.
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9) Trust WorthyThis is very important quality and must have for all HR Professionals. Candidates, at
the time of interview share important information with HR; Employees share lots information, personal,
professional, ideas, suggestions, future related, dreams etc. Imagine, if the HR professional keep sharing
that information with everyone in the team of HR; will that employee ever comeback to HR to share
anything with him. NEVER. HR professionals need to win that trust and then maintain and keep that
trust. This is very true for HR Professionals, who are working in Employee Relations. Relation of any
kind, be it with employees, is based on trust and honesty. If ever, you break that trust, you will never be
able to win it again.
You can read the complete article at:http://ezinearticles.com/?To-Work-in...so-Personality
http://ezinearticles.com/?To-Work-in-Any-Profession,-One-Should-Not-Only-have-Subject-Matter-Expertise-but-also-Personalityhttp://ezinearticles.com/?To-Work-in-Any-Profession,-One-Should-Not-Only-have-Subject-Matter-Expertise-but-also-Personalityhttp://ezinearticles.com/?To-Work-in-Any-Profession,-One-Should-Not-Only-have-Subject-Matter-Expertise-but-also-Personalityhttp://ezinearticles.com/?To-Work-in-Any-Profession,-One-Should-Not-Only-have-Subject-Matter-Expertise-but-also-Personality8/11/2019 A Great HR Should Be...
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SOME USEFUL INFORMATION ON HR COMPETENCES AND HR KNOWLEDGE MANAGEMENT
AS YOU BUILD / DEVELOP YOUR KNOWLEDGE BASE, YOU NEED TO KNOW:
-YOUR APTITUDE
-YOUR PASSION FOR SELECTED SUBJECTS
-YOUR KEEN INTEREST AREAS
-YOUR ASPIRATION [up the ladder in the organization or expert consultant in selected areas].
HR MANAGER'S ACTIVITIES, ROLES, COMPETENCES:
1. HR MANAGER'S ACTIVTIES
The activities carried out by HR MANAGER will vary widely according to the needs of the organization,
the context within which they work and their own capabilities.
SERVICE
As a broad guideline, the HR provide services to the organization
-human resource planning
-recruitment / selection
-employee development
-reward systems
-employee relations
-health/safety management
-staff amenities-salary administration
-personnel administration
etc.
GUIDANCE
To varying degrees, HR MANAGERS provide guidance to the management, like
-recommendations on HR STRATEGIES
-culture change
-approaches to the improvements of process capability
-performance management
-reward management
-HR policies/ procedures
etc.
ADVICE
HR managers provide advice to line managers, and management in general
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-recruitment advertising
-selection short lists
-training needs
-health / safety
-handling people / problems associated
-industrial relations
etc.
2. HR MANAGER'S ROLES
As we digest the activities, it leads us to the ROLE OF HR MANAGER.
HR MANAGER plays different roles:
BUSINESS PARTNER ROLE
-share responsibility with their line management for the success of the business and the running of the
business.
STRATEGIST ROLE
-contribute to the long term / strategic organizational issues like
*people selection
*people requirement
*people development
*organization development
*quality of worklifeetc.
INTERVENTIONIST ROLE
-proactively contributes to the change management, people management, team development, new
technology introduction etc.
INTERNAL CONSULTANCY ROLE
-acts as a management consultant on HR ISSUES working alongside the line managers.
MONITORING ROLE
-monitors the implementation of HR policies / procedures.
3. HR MANAGER'S COMPETENCIES
The analysis of the activities and the roles leads us to the question.
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WHAT ARE THE COMPETENCIES REQUIRED FOR A SUCCESSFUL HR MANAGER?
The suggested competencies are:
-imitative
-personal effectiveness
-human relations handling skills
-leadership skills
-professional knowledge of HR
-adding value through people development
-continuing learning
-strategic thinking capability
-influencing
-negotiating skills
-interpersonal skills
-business / culture awareness
-service delivery-communication [ oral/ written ]
-presentation
etc.
ROLE / COMPETENCE MATRIX
STRATEGIC PARTNER
Organizational Awareness
Problem Solving
Customer ServiceStress Tolerance
Oral Communication
---------------------------------
LEADER
Decision Making
Planning & Evaluation
Conflict Management
Self-Management
Self-Esteem
Oral Communication-------------------------------
EMPLOYEE CHAMPION
Flexibility
Teaching Others
Learning
Interpersonal Skills
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Oral Communication
-------------------------------------
TECHNICAL EXPERT
Technical Competence
Legal, Government, & JurisprudencePersonnel & Human Resources
Information Management
Mathematical Reasoning*
--------------------------------------
Customer Service
Writing
Reading
Memory
Attention to Detail
Oral Communication-----------------------------------
CHANGE CONSULTANT
Teamwork
Reasoning
Influencing/Negotiating
Integrity/Honesty
Creative Thinking
HR KNOWLEDGE MANAGEMENT
As HR management becomes more and more complex, greater demands are placed on individuals who
make the HR field their career specialty. It is useful to know about the competencies required for
effective HR management.
A wide variety of jobs can be performed in HR departments. As a firm grows large enough to need
someone to focus primarily on HR activities, the role of the HR generalist emerges that is, a person who
has responsibility for performing a variety of HR activities. Further growth leads to adding HR specialists
who have in depth knowledge and expertise in a limited area. Intensive knowledge of an activity such as.
benefits, testing, training, or affirmative action compliance typifies the work of HR specialists.
Changes in the HR field are leading to changes in the competencies and capabilities of individualsconcentrating on HR management. The development of broader competencies by HR professionals will
ensure that HR management plays a strategic role in organizations. The following sets of capabilities are
important for HR professionals:
1. Knowledge of business and organization
2. Influence and change management
3. Specific HR knowledge and expertise
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1.
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. As illustration, in some
organizations the top HR executive jobs are being filled by individuals who have been successful
operations managers, but have never worked in HR. The thinking behind such a move is that good
strategic business managers can rely on the HR specialists reporting to them, while bringing a
performance oriented, strategic view of HR management to the top of the organization. In other
organizations, top HR managers have come up through HR specialties, and have demonstrated that they
understand broader business and strategic realities, not just HR management functional issues.
Knowledge Base
-Strategic planning/ HRM role.
-Political changes impact-Economic changes impact
-Social changes impact
-Technology changes impact
-Workforce availability/ Quality
-Growth in contingent workforce
-Demographic issues
-Work / family balancing
-Organizational Restructuring
-Occupational shifts
-Global competition
-Business Process reengineering-Financial responsibility for HR results.
-Intellectual capital
etc.
2. Influence and Change Management
Another key capability that HR professionals need is to be able to influence others and to guide changes
in organizations. Given the many HR related changes affecting today's organizations, HR professionals
must be able to influence others.
Knowledge Base
-sales ability
-persuasion skills
-presentation skills
-negotiation skills
-interpersonal relations skills
-change, change, change.
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3. HR Specific Knowledge
The idea that "liking to work with people" is the major qualification necessary for success in HR is one of
the greatest myths about the field. It ignores the technical knowledge and education needed. Depending
on the job, HR professionals may need considerable knowledge about employment law, tax laws,
finance, statistics, or information systems. In all cases, they need extensive knowledge about equal
employment opportunity regulations and wage/hour regulations.
This outline reveals the breadth and depth of knowledge necessary for HR professionals. Additionally,
those who want to succeed in the field must update their knowledge continually. Reading HR /
MANAGEMENT publications / websites is one way to stay informed.
Strategic Management: Knowledge of;
1. law making and administrative regulatory processes.
2. internal and external environmental scanning techniques.
3. strategic planning process and implementation.
4. organizational social responsibility (for example, welfare to work, philanthropy, alliances with
community based organizations).
5. management processes and functions , including marketing/sales/distribution etc.
6. techniques to sustain creativity and innovation.
Workforce Planning and Employment: Knowledge of;
7. Central /state/local. employment related laws and regulations.
8. immigration law (for example, visas for overseas employees].
9. quantitative analyses required to assess past and future staffing (for example, cost benefit analysis,
costs per hire, selection ratios, adverse impact).
10. recruitment methods and sources.
11. staffing alternatives (for example, telecommuting, outsourcing).
12. planning techniques (for example, succession planning, HR forecasting).
13. reliability and validity of selection tests/tools/methods.
14. use and interpretation of selection tests (for example, psychological/personality, cognitive, and
motor/physical assessments).
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15. interviewing techniques.
16. relocation practices.
17. impact of compensation and benefits plans on recruitment and retention.
18. international HR and implications of international workforce for workforce planning and
employment.
19. downsizing and outplacement.
20. internal workforce planning and employment policies, practices, and procedures.
Human Resource Development: Knowledge of;
21. applicable international, central, state, and local laws and regulations regarding copyrights andpatents.
22. human resource development theories and applications (including career development and
leadership development).
23. organizational development theories and applications.
24. training methods, program, and techniques (design, objectives, methods, etc.).
25. employee involvement strategies.
26. task/process analysis.
27. performance appraisal and performance management methods.
28. applicable international issues (for example, culture, local management approaches/ practices,
societal norms).
30. techniques to assess HRD program effectiveness (for Example, satisfaction, learning and job
performance of program participants, and organizational outcomes such as turnover and productivity).
Compensation and Benefits: Knowledge of;
31. Central, state, and local compensation and benefits laws.
32. accounting practices related to compensation and benefits (for example excess group term life,
compensatory time).
33. job evaluation methods.
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34. job pricing and Pay structures.
35. incentive and variable Pay methods.
36. executive compensation.
37. non-cash compensation methods (for example, stock option plans).
38. benefits needs analysis i.e, life insurance, pension, etc.
39. benefit plans (for example, health insurance, education, health club).
40. international compensation laws and practices (for example, expatriate compensation, socialized
medicine, mandated retirement).
Employee and Labour Relations:. Knowledge of;
41. applicable federal, state, and local laws affecting employment in union and non-union environments,
such as anti-discrimination laws, sexual harassment, labor relations, and privacy.
42. techniques for facilitating positive employee relations (for example, small group facilitation, dispute
resolution, and labor/management cooperative strategies and programs).
43. employee involvement strategies(for example, alternate work schedules, work teams).
44. individual employment rights issues and practices (for example, employment at will, negligent hiring,
defamation, employees' rights to bargain collectively).
45. workplace behavior issues/practices (for example, absenteeism, discipline).
46. methods for assessment of employee attitudes, opinions, and satisfaction (for example, opinion
surveys, attitude surveys, focus panels).
47. unfair labor practices.
48. the collective bargaining process, strategies, and concepts (up to and after contract).
49. public sector labor relations issues and practices.
50. expatriation and repatriation issues and practices.
51. employee and labor relations for local nationals [ i.e. labour relations in other countries).
Occupational health, safety and security: Knowledge of:
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52. Central, state, and local workplace health and safety laws and regulations (for example, OSHA, Drug
Free Workplace).
53. workplace injury and occupational illness compensation laws and programs (for example, worker's
compensation).
54. investigation procedures of workplace safety, health, and security enforcement agencies (for
example, OSHA).
55. workplace safety risks.
56. workplace security risks (for example, theft, corporate espionage, information systems/technology,
and vandalism).
57. potential violent behavior and workplace violence conditions.
58. general health and safety practices (for example, fire evacuation, HAZMAT[hazardous materials],
ergonomic evaluations).
59. incident and emergency response plans.
60. internal investigation and surveillance techniques.
61. Employee Assistance Programs.
62. employee wellness programs.
63. issues related to chemical use and dependency (for example, identification of symptoms, drug
testing, discipline).
CORE Knowledge Required by HR Professionals:
64. needs assessment and analysis.
65. third party contract management, including development of requests for proposals.
66. communication strategies.
67. documentation requirements.
68. adult learning processes.
69. motivation concepts and applications.
70. training methods.
71. leadership concepts and applications.
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72. project management concepts and applications.
73. diversity concepts and applications.
74. human relations concepts and applications (for example, interpersonal and organizational behavior).
75. HR ethics and professional standards.
76. technology and human resource information systems (HRIS) to support HR activities.
77. qualitative and quantitative methods and tools for analysis, interpretation, and decision making
purposes.
78. change management.
79. liability and risk management.
80. job analysis and job description methods.
81. employee records management (for example, retention, disposal).
82. the interrelationships among HR activities and programs across functional areas.
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Distinguishing between an AVERAGE HR Professional with that of GREAT HR PRO
What separates an average HR professional from that of a GREAT HR Professional? How do these
management institutes prepare HR Professionals for future challenges?
From my experience, I think there are three traits that create a divide between average and great HR
Professional. These three traits are:
1) Analytical SkillsCost/Benefit Analysis: If you cannot show the management the benefit or the
optimal utilization of every dollar that it spends, you wont be able to sell your idea or initiative.
2) Cultural AssimilationThe basic fact is that every human being is unique and special in its own way
and you cannot accept it, cannot be emphatic and cannot help them assimilate to company culture, you
cannot succeed in your role.
3) Know your BusinessIf you do not know what is the business of the your company or who are the
competitors of the company and how does your company makes the money, you will never be able to fitinto company and therefore you cannot retain people.
As per your experience what you think distinguishes an average HR Professional from a great HR
Professional.
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Good HR Managers see themselves as Allies, not Policeman
QUALITIES:
1) Show empathy
2) Are approachable to employees
3) Communicate effectively
4) Flexible in administering policies and in their own work schedules. Policies are guidelines
5) HR managers have two distinct, and often conflicting, roles according for a consumer products
company.
They support the company to ensure they are optimising the value of the assignment and they support
the employee by ensuring they are able to maximize their value to the organization.
6) They actively listen to the employees.
7) Leadership -- taking people to a place that they would not normally go to on their own. That also by
good strategic planning.
8) Able to cope with change and operating difficulties.
9) Heart of organizational leadership.
10) By providing the right C (challenge, confidence, or coaching) to the employees.
11) Define a vision, articulate values, and infuse both into every aspect of employee management.
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Analytical approach is essential quality of HR bcoz HR has to analyze tangible factors as well as non-
tangible factors.
For analyzing non-tangible factors in team you should have rapport with your team.
First is an analytical skill.
In second is how to make rapport with team.
Human touch should be there.
SOME IMPORTANT SKILLS REQUIRED TO BE A GOOD HR MANAGER ARE
LISTENING ABILITY
KNOWLEDGE AUTHORITY
ABILITY TO GIVE CORRECT DIRECTIONS
BUILDING TRUST AMONGST YOUR FOLLOWERS
FEEDBACK
A good HR Person should have the following qualities in my opinion:
Should be a good Communicator
Should be very Diplomatic
Should be Empathetic to all
Should not show Favoritism towards any
Should be smart enough to assess any sticky situation
Should be polite and soft-spoken
And coming to references point. Organizations depend on Internal Job Postings for two reasons:
1.
Better Reliability
2.
Also to make the existing employees feel privileged for being given the chance to refer peopleand also to show them how much faith the Organization has reposed on them.
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Human Resources(HR) or Personnel Managerscontribute to the success of organisations by selecting
and recruiting the best staff and then managing and developing them effectively. Recruiting the right
staff requires a good understanding of the organisation's needs in terms of workforce skills and
experience, which means that HR managers may be involved in communicating with individual
departments of the organisation about overall recruitment policy and liaising with external recruiting
agencies. They would work with line managers to analyse and evaluate staff training needs and would
manage the training programme, perhaps delivering some training themselves or buying in training from
outside providers. Additionally, they may be involved with policies for equal opportunities, health and
safety, pay and conditions of employment. They may also design procedures to keep employee records,
maintain discipline, measure performance and handle complaints.
Personal qualities
HR managers need good 'people' skills and require the confidence and communication skills to deal in a
calm and tactful manner with a variety of situations, balancing the needs of the individual employee
against the business interests of the organisation. You may be required to operate in stressful situations
when handling issues such as discipline, redundancy or the personal problems of individual employees,
so you would need a measure of resilience and an understanding of the importance of confidentiality.Accuracy, attention to detail, co-operation and teamwork are as important as a fair and objective
attitude.
Good spoken and written communication skills are essential to avoid errors and misunderstandings
when dealing with employees' personal details.
HR Manager should not be :
1. Sarcastic and put other's down but he must be empathic[/b].
2. Exquisites (one who make excuses) rather cure himself from it bcoz successful person never make
excuses.
3. Bad listener but a good listener as listening shows a caring attitude towards another person, that
person feels important and can be easily motivated.
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Combining all the qualities that an HR should have, I can say that the HR should have versatile
qualities like;
-Strong Communication skill [ oral / written ]
-Good Knowledge about the existing policies
- Leadership Qualities
- Behavioral Skills
- Presentation skills
- Interpersonal skills
- People Handling Skills
- Interview Skills
- Negotiation Skills
- Team Work Skills
- Computer Proficiency
- Professional knowledge of HR Initiative
- Problem solving skills
- Decision making skills
- Assertiveness Work / family balancing- Strategic planning / HRM role
- Dedication to Continuous Improvement
- Employee Trust
- Business Ethics Business / culture awareness
- Personal effectiveness
- Human relations handling skills
- Stress Management
- Listening skills
- Ready to accept challenge
- Emotional intelligence
- Diplomatic skills- Convincing ability
- Grasping power
- Analytical Skills
- Motivating Skills
- Optimism
- Patience
- Creativity
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A man who keeps on increasing his inventory of simple, catchy and refreshing words and thought.
A man who strives for improvement and not for perfection
A creative personality stimulates the sub-ordinates or trainees to do something as desired.
A counselor who understands psychology and behavioral science.
A Philosopher who practices high thinking and lead good life practices
A consultant who suggests the ways to improve efficiency and quality.
A futurist to set organizational goals to keep pace with changing techno-social culture.
An innovator to develop latest teaching, training and development techniques.
An analytical examiner to evaluate personnel, training programmes, methodology and effectiveness.
A psychologist counsel the employees.
A Manager to encourage brain storming environment to enable participative learning atmosphere.
An economist to critically plan, budget and control the activities.
A Manager who institute discipline Task and Time.
An architect to shape employees to suit to present and future jobs.
A role model in set standards
Having an un-biased approach.
Always have a positive and constructive Attitude A good Communicator and also a Model in Communication Methods
A good Motivator by his Personality and action.
Who aims for zero Paper word and easy and simple procedures
His each action and word is a value-addition to the Organisation
Aim for Continuous Improvement on Quality thro cost Saving
Practices flexible and approachable Attitude.
Create an Enjoy Working Environment
Accepts the Change andimplements it for the advantage of improvements.
Multi-knowledgeable personality
Practices good Listening Skills
A Model for learning new things Accepts weaknesses and seeks the methods to nullify it.
Taking concern in sub-ordinates developments
Practices sweet words and avoids dominating kind of words
A good outward personality appearance. No compromise on it.
A good model for up-keep of housekeeping.
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