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Top 10 skills for Human Resources professionals
Hiring strategies
Use a reliable hiring strategy to place the right person in the right job. Also gain an understanding of the interview and selection process.
Behavioural interview
Get to know candidates inside out by using various types of interview questions and choosing the appropriate interview style (phone, situational, stress, etc.).
Employee onboarding
Use a systematic approach to make employees feel comfortable and aware of their precise responsibilities towards their work and co-workers.
Coaching and mentoring
Understand what coaching and mentoring involves, set SMART goals, learn how to provide feedback and overcome common obstacles.
Foundation skills for HR officers
Gain important skills in recruiting, managing, retaining and firing employees. Keep the workplace environment healthy and positive.
How to search for a job
Know how to create an impressive resume, where to look for a job, set personal and professional goals, and develop interview skills.
Manage performance
Use performance reviews, goal setting, job analysis and other such tools to measure and manage performance.
Motivate employees
Make use of various motivational practices to address specific people and problems.
Engage employees
Improve employee satisfaction and productivity by using motivation, SMART goals, introducing meditation and improving focus.
Give constructive feedback
Correct and guide employees by using a positive way to give negative feedback.
Top 5 rated PD Training courses to improve Human Resources skills
Make new employees feel welcome by conducting an onboarding session at their arrival.
Carry on the onboarding by having a session each on the first week and the first month.
Some of the topics in onboarding can include expectations, relationships, job profile and feedback.
Create an action plan for engaging employees and improving their performance.
Set leadership goals, take consistent feedback and use motivation to keep employees focused and satisfied.
An employee engaged successfully by a manager or supervisor produces consistent good results
while retaining their dedication for the company.
To hire the right person for the right job, companies use Needs Analysis.
Before hiring, find out the company’s needs and requirements for that position.
Some of the criteria are:
Hire single or multiple employees?
Key responsibilities of the position.
Contribution of the position to the organisation.
Effect of the position on other areas.
Finding an alternate that already exists within the organisation.
Manage performance of employees by setting goals and conducting performance review.
Goal setting brings clarity and focused attention to everyday tasks, allowing greater efficiency in operations.
Performance review involves evaluating employee's behaviour, attitude and work.
A behavioural approach to performance management focuses on managing the behaviour of the employee and not just productivity.
Give constructive feedback to employees, which is balanced, relevant, specific and positive.
It is best to criticise in private and praise in public.
To take away the sting from negative criticism,
start with an appreciative note ("You are an asset to the company and I appreciate your hard work.")
followed by the criticism ("There's just one little thing we can work out...")
and close with a positive reinstatement ("I greatly appreciate your service and dedication.").
Remember that feedback can only be effective if the employee learns from it.
When assigning roles and responsibilities for a project, keep in mind their impact on one another.
Create clear goals and objectives, establish a chain of command, and offer the team the required tools and support.
Place a monitoring system that frequently monitors outcomes to ensure that the planned goals are achieved.
Develop a change management plan that connects the changes with organisational goals.
To create the plan, identify how goals of the change achieve organisational goals,
involve employees in the planning, and
develop structures and schedules for implementing the change.
When developing a mentoring program, follow these six steps:
Set goals and objectives.
Obtain approval.
Develop support processes.
Design mentor training.
Develop evaluation methods
Evaluate the completed program.
Match mentors and mentees based on their shared interests, experience, personality and mutual cooperation.
Modify the behaviour of difficult employees by attaching undesirable outcomes with undesirable behaviour.
These four steps are applied for behaviour modification:
Define the behaviour to be modified.
Record its frequency.
Change the consequences of the behaviour.
Evaluate the outcome - alter consequences if behaviour does not change.
For handling a diverse workforce, create anti-discrimination guidelines,
make employees aware of their rights, alter communication style to adapt to non-native English speakers and
involve the leadership to set example for others.
Develop an efficient system of resolving discrimination issues and create a help centre where
non-natives can seek help regarding cultural difficulties.
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