Soft skills for HR professionals

Introduction

To work in any profession, there must have only "Subject Matter Expertise" but also personality, behavior, decorum, mannerism, attitude, professional approach, and thinking to work efficiently and to sustain in that given profession . Otherwise, regardless of your knowledge, education and background you will never be able to grow in this profession. This also applies to the HR Profession. There are some minimum expectations from HR professionals, in the way you move, behave and present themselves in a position to prevent or reverse its image and graphics professional. Some of these characteristics and attributes that I mentioned in this article. Although, to a large extent I have covered all the attributes, but still I 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".

Nine Quality all HR professionals should have

1) Clarity of Thoughts - In most situations and circumstances, we come across two options: either we do or do not want to make: either we agree on it or not we agree to it, or that is acceptable or is not acceptable, or do you want or not want. It is seen that many HR professionals are confused. They are not clear, where you want to take their company. They do not know what role the organization likes to play. They do not have clarity of role. They have clear expectations, or to themselves or their team or their internal customers (employees). With this confusion, unable to make decisions. They can not take place.

2) Efficient Time Management - HR professionals should be efficient in time management. They are expected to set the times and meet those expectations. Most of the time, I saw that place no time limit. You approach them for any work and respond by saying: "Ok, you did." But when? I agree that "good HR professionals" have many things to do. Recruitment, Employee Relations, Talent Management, Career Development, Benchmarking, etc. are the things, that takes a lot of time. But, all goals, all dreams, all activities, all commitments looks good and is achievable, if there is a closing date for this. For example, I want my company to be top-10 companies around the world. It is a vision. It 'a beautiful dream. But if you do not specify, by which year or how many years, I want to achieve this goal, it will only remain a dream and never become a reality. Uncertainty, ambiguity, Open-Ended Commitment, confusion, these are things that are not expected from every HR professional.

3) compare the performance / comparison situations and circumstances, but does not compare individuals or people - consciously or unconsciously, but often, instead of circumstances and situations, we tend to compare two different people. Instead of analyzing the behavior of a person who tends to analyze them as an individual and take this as our right. The basic principle of science and management, says that no two individuals are the same.

4) Knowledge of business and industry - Everyone should be aware of their strengths and weaknesses. They must be aware, as what they want in their lives and careers. It 'a fact well known and has been demonstrated in several investigations that HR professionals do not bother to understand the company's business and industry that are working in. According to the survey done by Virgin Management Consultancy 67 HR professionals % in the U.S. and 83% of HR professionals in India do not know the core of the business itself. Do not know where it comes from the income. They know the business model of their company. I think, because it is important to know the city and country you are traveling to, but it is equally important to know and understand the business of the company that is working.

5) Team Vision and Goals for the Department, and Organization - What do you want for your organization? Are you going to implement a competitive compensation plan? You do not want to take your company in the range of 25 "best employers in the country"? Are you thinking of acquiring the best talent from the market? Do you think you need to control Attrition rate of growth of your company? Have you ever thought of "Organization Development" and "Talent Management"? Usually, that is the confusion. Human resources professionals and heads of human resources do not have this vision. They want to do something in HR, but do not know what they can do or should do. They must have a vision for the organization in terms of HR and objectives for their department and team. And 'a must have. Until and unless you are sure of your target, you can not take the path.

6) Love / data / figures / calculations / analysis / projections - Talk to any person in any other profession and tell them you're in HR, two things automatically flashes in their minds - Theory and Policy. One reason that human resource professionals in India have failed to enter the Council Chamber and make their presence felt within the organization because if you have ideas, strategies and policies have, but are not able to support these strategies with the data. (E 'for the very fact that there is math and calculations involved in this issue that many people [] for most females love to join this profession).

Just to prove my point that most females are not good with math and statistics and is a key reason for them to join the profession of HR.

In a survey done by Virgin Management Consultancy in 67 cities around the world in which they covered the following geographical areas:
Asia,
North America,
United Kingdom,
Europe and
Australia.
They interviewed 11, 500 HR professionals. The research are the following:

56.7% of total recruitment professionals are female.

79.4% Total trainers and "development organization" professionals are female.

39.1% of total HR strategists are female. They deal with personnel policies, procedures, processes and forms

However, only 2.6% of women work in the department of Compensation and Benefits Division.

8.9% of females are working in the Legal & Compliance Team.

3.2 Women are on the manipulation, investment advisory desk and desk payroll tax advice of their organization.

11.5 females are working in the HR Operations, thereby managing Performance Management, Office time, career development and talent management.

18.7 on females working as HR analysts.

It has been demonstrated by the data mentioned above and the figures that the majority of females are working in those functions of HR, which do not involve complicated mathematical calculations and statistics.

For example, if I have a "conservation strategy" and I want to implement in the organization. I need to prove, since the implementation of this strategy will cost, by what percentage the company will be able to increase employee retention and reduce friction, which are the companies that use this particular strategy and its effectiveness is been in their cases. If I'm going with this, the calculation and analysis of data, I am sure that my strategy will be discussed and implemented.

Consequently, HR professionals must be more analytical, data oriented and good in the calculations. They should not be subjective and theory oriented.

7) Enthusiasm to share / develop / Coach and Mentor - We have heard and read in our schools and universities that "knowledge is an asset: more than distribute / share the more you earn." In this profession of human resource management, and D, we are privileged and are in a position where we can develop very special people. We are able to develop their careers. We are able to develop their lives. We can help them change their perception and behavior. We care, so they can be successful in their lives. Do not think that we have the very important and fundamental role to play? How many of us have actually thought along these lines? Do, you think, you have a life, give what you can. If 10 people will remember me once goodbye to this world to help them develop their life, I consider my life successful.

8) Conduct - Although this is a common quality that everyone should have, regardless of the profession they are in, but it is more valuable HR professionals and is a must-have quality. They need to set standards for others to follow, they need to compare their behavior and if they start to flow with the water, everything else will fall on a roll and things will get out of control. I've heard people say that I'm doing this or that because others are doing, but that is not expected by human resource professionals. Discipline in life is a must to grow, prosper and succeed. So, to set standards and not only the flow.

9) Trust Worthy - This quality is very important and must have for all HR professionals. Candidates, at the time of interview share important information with HR, a lot of employees to share information, ideas, personal, professional, suggestions, future related, dreams etc. Imagine if the HR professional continues to share that information with the team of Human Resources, will that employee ever comeback HR to share anything with him. NEVER. HR professionals need to win the trust and then maintain and keep the confidence. This is particularly true for human resources professionals, who work in "Employee Relations". Report of any kind, whether with employees, is based on trust and honesty. If anything, it breaks confidence, you will never be able to win again.

5 traits that any human resource professionals should not have ... traits that may hinder their growth

1) Ego or Attitude: Bigger role attitude - Well, when you work with people, interacting with people and the number of people interacting is large, can not afford to have ego. Need to get out and talk to your level. It is not easy, just almost impossible to match with the expectations of all. In this profession, people hate you, ignore your contribution, blame you, but despite that you can not afford to have ego. I have seen HR professionals who are over-flowing ego. When you start talking, it seems like they are doing a favor to interact with you, talking to you and update you with the new strategy or policy. This is another reason why HR professionals are not able to make such an impact in this profession to make them count.

2) It should not be emotional - "Touch the hearts of all and not let your touch." "Be empathetic with employees but do not cry." Every human being is emotional and it ironic, only to be effective and targeted, human resource professionals should not be emotional. Being emotional is a possibility and probability that these HR professionals will not be able to do justice with their work. They should be like the fish that swim in the water they need to survive, but not wet.

3) I know everything (I do not need to learn from you) - This is another negative feature of HR. They occur in a certain sense, as if they know all. This is not an end, the irony is that even have "jurisdiction subject," nor are good in "Human Relations" and neither want to learn something. This story reminds me of a goat and the lion. Capra, every time I see or come into a lion, he closes his eyes and think that once I close my eyes, the lion will not be able to see me. So, this is a situation of HR professionals.

Read this axiom.

If you do not know and do not know that he did not know, he's arrogant, AVOID him.

If he does not know and I do not know, is a student, teach him.

Rely not know if he knows that he knows, is asleep, wake him.

If he knows and knows that he knows, he is a leader, follow him.

I believe in this axiom, I gave the message that I transmit to my fellow HR professionals.

4) I am God, I am the kingmaker -

If you are hiring someone;

If you pay a salary to someone;

If you are giving the promotion and growth to someone;

If you are nice to someone

They are doing a favor to him. He deserves it, that's why it is getting. If you are giving, even if he does not deserve, then they are corrupt.

Many of the HR professionals to send this message through the workshop that "do not mess with me, I can ruin your career" or "I pardon you. Follow me."

5) It should not be biased (no favoritism, No Grapevine, no policy of Office) - HR professionals, most often keep engaging in "Office Politics". They started "Grapevine", the water and believe this variety in this variety. Whatever the reason, but it is a gray area and they need to improve on this. This is another reason that nobody takes seriously, HR professionals. I know, in one of my previous job, when we started "Employee Relations" and "employee communication", all employees use to consider the human resources representative "Company jasoos ka" (Detective from management). In political office, most often the HR department is considered as a "hub of all politics." HR professionals need to find, and increase their level of thinking. They need to be more mature.

Conclusion

As I mentioned in the introduction, this is the list of qualities that INCLUSIVE all HR professionals should have. In my previous article, I mentioned that for HR professionals to stand up and be counted, there are miles to go. Some HR professionals have started this journey, but many have yet to take that "first step". Believe me, we are in a very good job and if we can prove that we can change in many ways. We have the opportunity to provide jobs, provide career growth, professional, coach and mentor people. On the other hand, we can increase productivity, motivate employees, manage talent, build the brand for the company and also make the company "best company to work for."

So, kindly stand up, take the first step and be counted.

Waiting for your comments and feedback.