A dedicated human resource manager is essential for a business to succeed. Human resource managers ensure a safe and efficient workplace , by balancing the needs of employees with business requirements. They are often responsible for staff training, conflict mediation, employee interviews, and benefits management. Human resources managers are often responsible for evaluating evidence following allegations of harassment and discrimination.

Human resources managers are the heart of a company’s ability to succeed. It is essential that HR managers have the ability to manage their busy workdays. Are you unsure what this means? Our list of essential skills can help you take your HR department to new heights, whether you are a business owner looking for the best human resources manager or an existing HR manager who is interested in personal development.

Skill #1 Communication

Human resources managers must have a strong communication skill. To be able to manage daily tasks, a qualified HR manager must have strong communication skills. These are just a few examples of HR tasks that require exceptional communication skills.

Updates to the employee handbook

It is also important to have nonverbal communication skills. An HR manager can use nonverbal communication to determine if people are being dishonest, uncomfortable or confused in conversations or presentations. This information is useful when an employee files discrimination claims or a candidate undergoes a job interview.

Skill #2 – Organization

If you lack organizational skills, it can be difficult to manage employees and business owners’ needs. The manager might not be able to answer a concern or question that an employee brings to the HR office. The manager should be able to point out where the information is located.

Many HR managers manage information both online and offline. This means that there could be a lot of files with company information, as well as digital programs with confidential data. Resource management software is often used by human resources managers to manage payroll, employee schedules, and benefit management. Software that is business-oriented streamlines HR management by presenting important information in one place.

Skill #3 – Tech Savvy

No more are the days when HR managers used to type on typewriters and write performance reviews manually. To complete their jobs, many human resource professionals rely on digital spreadsheets, visual planning software and online databases. Tech-savvy HR managers may be able to create PowerPoint presentations, update company blogs, and track workplace analytics.

Digital technology may reduce overtime. Visual Planning software is used by 94% of business professionals to help them save time. As approximately one third of HR managers work more than forty hours per week, time management is a critical skill in the HR industry.

Skill 4: Flexibility

While structure is important for a business to run smoothly, HR management requires a lot of flexibility. Unexpected issues can arise, as job duties change daily. It is impossible to predict when an injury in the workplace will occur, or whether benefits providers may suddenly change their policies.

Skill #5 – Patience

You’re likely to be familiar with tattling if you are a parent, or if you can remember elementary school. Sometimes, tattling is a minor problem like someone making a funny noise or sticking their tongue out. Sometimes, there are serious allegations about bullying or injuries. An HR manager’s day is similar. An HR manager might deal with complaints from “I don’t want to sit beside Judy because she smells” up to “Ross won’t stop touching me, and saying that I’m beautiful.” This requires patience and calm. Employees rely on their HR managers to solve their problems, no matter how serious or trivial.

Skill #6 – Negotiation

An employee who brings a problem to HR management often believes they are right and that the other parties are wrong. This holds true regardless of whether the employee is complaining about pay, hours, or any other problem. An HR manager can help to diffuse conflict when such issues arise by negotiating with employees. These situations might be grounds for negotiation:

  • An experienced employee or someone with a college degree will be paid a higher starting salary than the average.
  • If they don’t get a raise, a current employee will threaten to quit.
  • A company employee is interested in staying with the company, but cannot handle the current work schedule.
  • A manager refuses to hire an employee
  • These situations require that a human resource manager negotiate compromises that both benefit the company and the employee.

Skill #7 – Ethical Actions

Ethical actions must be taken to protect the integrity of everyone involved in human resource management. This is difficult because HR issues are often gray areas with no clear solutions. An HR manager who is skilled must be able make quick decisions, even when the right or wrong answer isn’t immediately obvious. These decisions must be made to protect both the company and its workers. This means that solutions cannot include discrimination, favoritism, racism or sexism.

Skill #8 – Compassion

Employees are afraid to ask for personal time even if they receive generous benefits. Managers might see employees as uncommitted, lazy or irresponsible. It is important for HR managers to recognize that employees live outside of the workplace. An HR manager should not judge or question employees who confide in them that they are taking time off work. If employees complain about serious issues such as racism or sexual harassment in the workplace, an HR manager should treat them with respect and fairness.

Skill #9 – Commitment

A human resource specialist must care deeply about the company’s success in order to succeed. Apathy in HR management makes it difficult to offer guidance and resources to employees. For HR managers, dedication and loyalty are key traits. A HR specialist must be able to complete all projects, solve problems and meet employee needs. Employees may feel undervalued or inept if they are not given the full attention they need. This could result in high turnover rates. Employees may leave if they feel undervalued or unappreciated.