Although the role of HR professionals is changing, it’s important to have core competencies and skills. Otherwise, your business could be severely affected by HR managers.
Today’s HR professionals need to know a few key competencies and skills. It is essential that HR managers are able to master the core competencies required to perform their job effectively in order to make a business successful. According to Evren, survey manager at SHRM, “We actually see the profession evolving.” While some core areas are unchanged, others are changing based on the way raters perceive and assess HR. Human Resources professionals need to have the following skills and competencies
Let’s look at the key competencies and skills that HR managers need to have to perform their jobs effectively and ensure the success and growth of your company.
Effective HR professionals must have excellent communication skills, so it should not surprise. Because their job is to facilitate discussion between employees, employers and other professionals, it is essential that HR professionals have excellent communication skills. The business would suffer if HR professionals lack communication skills. Effective communication skills are so important for human resources professionals that Dave Ulrich, professor of business administration at The University of Michigan, says, “You have to be good at all of these, but there is no doubt, it is key.”
Critical thinking skills are another important skill that HR managers must have. Human resource managers spend a lot time managing complex situations. Without the ability to think critically, they will not be able create an environment that encourages employees to feel at ease and motivated to improve their businesses. According to Bloomberg, critical thinking is one of the rare skills companies are looking for but are not as common as they seem.
Although there are many core competencies that HR professionals need to know, it is essential to have excellent organizational
skills. Being an HR manager can be a complicated job. It’s essential to be well organized in order to avoid any potential HR problems. To help HR professionals become more organised, it is a great idea to have them do the same tasks each day. This will help them to develop a routine. Your company will run more smoothly if all your HR materials are organized.
Leadership is one of the most important core competencies HR professionals must have. The role of the HR manager is to ensure that all employees are taken care of, and resolve any issues that may arise. The entire organization will be affected if the HR manager is not able to lead effectively. Flexibility is a key part of being a good HR leader. Your HR professionals must be flexible and open to change in order to make your business successful. Your business and your employees will be more flexible if your HR managers are flexible in what they do.
Ulrich recommends Ulrich’s suggestion to HR professionals: “Review these competencies with your business leaders, and ask them if they’re being met.” Next, ask your HR team the same questions. Next, consider whether you truly know the business or are just a superficial observer.” He suggests setting priorities and working on these core competencies. It is essential to have the key competencies required by HR professionals. According to Human Resources Management Practices and Practices in United States, “70% of responding organizations stated that HR has a seat on the board of directors and 66 percent said they have a written HR management plan.” In order for HR professionals to achieve their full potential, it is crucial to master all aspects of HR.
We now know the key competencies that HR professionals must possess. Let’s look at some ways to ensure you hire the best talent possible for your company with the right skills and competencies. For HR managers to be able hire employees that not only will help the business succeed but also reduce turnover rates, it is crucial to have a competency model. Competencies are a set of skills, knowledge and attributes that allow people to succeed in their job. A competency model will help you achieve a higher ROI on employees hired and lower turnover. To ensure your company hires competent employees, your HR managers need to create a competency model.
The foundation of your competency model development should be a desire to support associates through their entire employee lifecycle, including selection, performance management, training, succession planning, and management. Pre-hire selection criteria, performance management criteria and succession planning programs are all essential for ensuring that your employees succeed throughout their entire employee lifecycle.
SHRM Competency model
Competency model design starts with aligning business outcomes, HR skills and competencies with your competency models. These steps will ensure your competency model is business-focused. You’ll feel confident that you are hiring the best people to support your company’s success.
Step 1 – Collect Data
Interviews with potential employees are not sufficient to establish your competency model. This approach is not only limiting, but it doesn’t give you the information necessary to determine the key competencies required for a job. You can gather data from potential employees, leaders and customers, in multiple formats, to improve the relevancy of your HR competency model, as well as the key competencies, of HR professionals.
Step 2 – Integrate Data
It is important to gather data from different perspectives. However, this is not enough. To create a coherent story about the key knowledge, skills, and characteristics that will lead to the success of your competency model, data must be separated and analyzed.
Step 3 – Focus on Goals
Focusing on specific goals will help you align your competency model development with the needs of your company. This creates a sense of urgency, and strengthens the HR core competencies that your employees should have.
Step 4 – Make It Practical
If everyone can understand the model, it is useless. When describing the competencies required for specific roles within an organization, avoid using technical jargon or fancy acronyms. You can make your competency model more interesting than a boring HRM process and get it to the point where you can take action.
Step 5: Establish a Strategy
Your competency model can help you determine whether to recruit new talent or train your staff to meet the essential competencies of HR professionals.
Step 6: Set Minimum Requirements
Your HR competency model must address the minimum acceptable performance levels for each competency. Leaders and managers in the organization must understand the minimum acceptable levels of performance for each competency.
Step 7 – Business Outcomes
You can validate your HR competency model by linking it to your desired outcomes. This will allow you to show your direct business impact. It is an important step in the development of your competency model. This will help you to validate your HR competency model and show its direct business impact.
Step 8 – Include Performance Standards
You must make your values and performance standards a core part of your competency model. These standards are a crucial piece of how you should perform the job. Once you have created the perfect SHRM competency model, it is not complete. You must continue to improve your HR competency model as well as the strategy used to create it. To reflect changes in your organization’s roles and ensure that it is relevant to your business goals, you should revise your competency model every year and a quarter. Your business will be affected if your competency model is not updated.