PRESENTATION SKILLS
FOR HUMAN RESOURCE
MANAGER
Human resource management is the strategic
approach to the effective and efficient WHO IS HUMA
management of people in a company or
organization such that they help their business RESOUCE
gain a competitive advantage. It is designed to
maximize employee performance in service of an
MANAGER
employer's strategic objectives.
SKILLS FOR HUMAN
RESOURCE MANAGE
HR professionals need a multitude
of different skills to do their work
well. We’ve had a look at skills and
competencies HR generalists should
have to succeed in their roles, and
analyzed which are the most
important. This article will provide
you with an overview of the most
sought-after skills in HR. The skills
are listed in no particular order!
The most frequently Communication skills
mentioned skill in HR job
openings is
communication.
Communication skills are
essential in Human
Resource Management, as
the HR professional is the
link between the business
and the employee. On the
one hand, you are an
activist for employees, and
on the other hand, you
represent the employer.
Administrative expert
Administrative tasks remain a major part of the HR role. These duties involve
areas like employee leave, absence, absence files, the in- and outflow of
employees, payroll, and other topics. administrative duties haven’t disappeared
(yet). They are mentioned as an integral part of the job in many of the job
postings. This is why being an administrative expert can be a huge benefit for
any ambitious HR professional.
HRM knowledge and expertise
Unsurprisingly, HRM knowledge and
expertise are also mentioned as essential
HR skills. Previous work experience or
educational background in Human
Resource Management or Industrial and
Organizational Psychology are very
helpful.
HRM knowledge underpins many of the
other skills and competencies mentioned
in this article. It helps to understand
recruitment, selection, absence
procedures, data reporting, for instance.
HR strategy
creation &
execution
HR professionals need to adopt a
strategic mindset. Even if you are not
(yet) at a level where HR strategy
creation is among your
responsibilities, you still need to be
able to understand the strategic intent
and translate that into an
implementable execution plan.
Managing priorities
No matter how valuable or important a project is, there is a significant
chance that your stakeholders will have a wide variety of opinions, priorities,
and motives. Being able to manage conflicting ideas and priorities across
stakeholder groups and navigate this complexity will help you avoid
potential project pitfalls, and get the information and support you need to
make your project a success.
Proactivity
Proactivity is often considered more of a personality
trait than a skill. However, it is certainly something you
can develop over time. As an HR professional, you are
the connection between the employer and the employee.
As such, proactivity can help you in spotting potential
problems early and preventing them from escalating.
Advising
One of the key HR skills is being a credible and
trustworthy advisor to different stakeholders. You
need to be able to effectively advise employees,
line managers, and senior managers on personnel
issues.
These issues can be operational, for example
creating a reintegration plan for an employee or
helping a senior manager with the formulation of
an email to the department. More tactical issues are
the organization of and advising in restructuring
efforts. Strategic advice involves the alignment of
HR practices to align more with the business.
But it’s not just what you advise your stakeholders,
it’s how you advise them. To establish yourself as a
trustworthy advisor, you need to continuously
communicate and interact in a way that builds trust
and strengthens your reputation as a credible
practitioner. This is where the previously
Coaching skills are helpful when it comes to one-on-one
or group sessions to spread information or train people.
Coaching This can come in handy in training and development
situations, but also in onboarding, re-integration,
conflict resolution, and in assisting frontline managers
with people issues.
These coaching skills are most often developed on the
job or in external coaching training.
Recruitment and selection
Another often mentioned HR skill
involves recruitment and selection.
Finding qualified candidates, selecting
the best, and determining if there’s a
match between the candidate, the
company (culture), and the manager is
one of the most important HR tasks.
A substantial part of recruitment and
selection is interviewing candidates.
One of the competencies of an HR
manager is ensuring that the recruitment
and selection process is fair. In many
countries, there are legal requirements
for employers to treat all candidates
equally. For example, in Britain, the
Equality Act (2010) seeks to prevent
discrimination across a range of factors
including age, gender, and sexuality.
Many companies will also have internal
targets for diversity across the
workforce.
Employee experience expertise
In the face of the ongoing war for talent and the Great
Resignation, employee experience expertise is more
important than ever. In fact, 92% of HR leaders set
employee experience or EX as a top priority in 2021.
HR professionals with employee experience expertise
are able to use human-centric design thinking to
design humanistic workplaces and focus on the
employee as the center of the process. They
understand the full employee lifecycle: the entire
relationship between employees and the organization,
from recruitment to becoming alumni. Thanks to this,
they are able to create exceptional employee
experiences that help attract and retain the talent
organizations need to succeed in today’s ever-
changing world
CONCLUSION
HR generalists should not let these crucial
skills become stagnant. To stay at the top of
your performance, you should be continually
seeking to improve your skills. This will equip
you to lead your HR department, and
organization, to excellence.
