In the fast-paced environment of human resources, it is important to seek leadership training that builds the skills most desired by hiring executives. Securing leadership knowledge, as well as developing the practical and soft skills needed for success in Human Resource Management practice.
Human Resource Management forms a key part of the role of the Leadership to ensure that the right mix of people with the necessary knowledge, understanding, experience and skills are employed to maximize the use of workers individually and as a team to achieve the vision of the State, private companies, generate income for development, ensure ROI, and the mutual benefit of all.
This also includes responding to the rapidly changing technological environment, market and customer demands, for growth and progress.
The essential human resource manager’s skillset should cover the following main competency areas.
- Compensation and Benefits
Being able to keep compensation and benefits packages attractive over time is vital to retaining top talent. Human resource managers need to be able to remain up to date on industry trends to adjust the benefits and compensation offerings in a way that supports the acquisition and retention of ideal employees.
Managerial skills needed to achieve this important HR function include being able to take the initiative to address weaknesses in a program and identify alternative solutions. Also, the HR manager needs a mature set of communication skills to present the entire picture to top executives and persuade them to support the change. Top organisations also expect that professionals applying for HR management positions have the potential to efficiently assemble the best compensation and benefits package available within budgetary guidelines.
- Recruitment and Hiring
A complementary set of decision-making skills and strong interpersonal skills are necessary to be a competent hiring manager. Identifying the best talent takes time and requires an effective strategy. Once the talent is in the interview process, it is essential for human resource leaders to be organised, able to communicate effectively and represent the company efficiently. The HR professional that a candidate first meets sets the tone for the entire interview process.
In addition to the face-to-face skills needed to persuade top talent, companies seek HR managers who can identify “best-practice” processes to evaluate competing candidates. Also, top HR managers need to be able to train other hiring managers to be consistent in the hiring processes across divisions. From the top down and bottom up, the interview process is one of the strongest tools an HR manager can develop that will directly support long-term corporate success.
- Performance Management
Developing a successful and meaningful performance evaluation process takes time and innovation. Human resource managers who actively develop programs that engage the employee in an on-going professional development process help build a dynamic workforce. To frame performance evaluations positively, human resource managers need to develop versatile communication skills. It is important for the evaluation processes to be productive, consistent across all levels and well documented in the hope of retaining the best talent for long-term organisational growth.
Throughout the process and across a wide range of outcomes, a competent human resource manager keeps the goals of the company in mind when framing conversations with employees at all levels, and they tailor the review process to support a productive workforce. Integrating and applying this complex set of tasks and executing them to their fullest potential may require significant experience. A strong educational foundation can help set the stage for building a successful skill set in this critical competency area.
- Training and Staff Development
In the role of a training and staff development leader, human resource managers have an opportunity to develop a wide range of essential skills. Being a competent trainer is also part of the essential HR manager skill set that requires knowledge, versatility, and peer-engagement skills. From orchestrating the communication needed to identify areas of interest, to managing the details of establishing a training program, human resource managers support the growth of the organisation with the training and staff development they offer. When considering employee retention, it is important that team members feel they are growing to meet new challenges. A significant training and staff development program can support those goals.
- Conflict Management
Today’s Human Resource Managers must be well prepared to respond to rapidly changing workforce dynamics. With three generations in the modern workplace, human resource top managers need to be equipped with sound knowledge as well as a wide repertoire of skills to address the four top competency areas in human resources environments across all industries. Building useful communication skills, organising complex corporate policies, preparing employee programs, and demonstrating creative-problem solving and conflict resolution abilities are among the top skills needed to be successful in a Human Resource Management position.
This inconsonant with the facts that conflict is inevitable in every human interaction where there are high levels of interdependency especially in the workplace. The Human Resource Manager being the bedrock of the organisation must be apt with appropriate dispute resolution skills for the prevention and management of workplace conflict and at the same time train every worker on basic skills needed for Self-mediation(mediation without a third party), Managerial mediation(mediation by a manager or supervisor who is not a professional mediator), Preventive mediation”(strategic mediation without an event), Executive mediation(a deliberate management of organisational conflict) and the use of Professional ADR(a way to facilitate conflict resolution between and among parties to bring the dispute to closure).
All these are core competencies that must be woven into the fabric of every organisation to foster quality Human Resource Management and minimise the escalation of conflict.