What competencies are needed for HR?

1. Career development
2. 5 Essential HR Career Competencies

By Indeed Editorial Team

Updated September 14, 2021 | Published February 25, 2020

Updated September 14, 2021

Published February 25, 2020

Competencies are the specific skills and traits people need to succeed in a particular area. Those working toward a career in human resources should focus their energy on developing certain competencies to drive personal success and show ambition at their job. In this article, we discuss the main competencies needed to excel as a human resources professional, why they're important and how to effectively use these human resources competencies at work.

What are human resources competencies?

Human resources (HR) competencies are the key attributes that an employee should have to excel at their job in HR and support the growth of their company. The competencies usually involve your ability to communicate and interact with others. Many HR departments also value skills related to mediating conflict and creating a good company culture.

Why are human resources competencies important?

To keep a company running efficiently, human resources professionals need to be able to create job descriptions, hire qualified staff and organize employee salaries and benefits. Strong human resources competencies at a company help employees feel appreciated and understood. Competent HR professionals also contribute to company organization and make sure that businesses are following the rules and regulations of their industry.

Related: Q&A: What Are the Main Functions and Goals of HR?

Most useful human resources competencies

Each company values different qualities and skills in an employee depending on the company's vision and goals. However, a few human resources competencies are especially useful for keeping any business running smoothly. Some of the most highly valued competencies for a modern business are:

1. Human resources knowledge

Employers need HR professionals to be aware of employment trends and labor laws. Human resources departments often manage complex paperwork that can influence how employees get paid and access their benefits. Human resources knowledge can be developed through college coursework or work experience and is one of the key qualifications for getting and keeping a job in HR. You must be willing to keep up with emerging knowledge in the field to be part of a successful human resources team.

Related: 16 Types of HR Certifications for Each Step in Your Career

2. Communication

Human resources professionals are responsible for helping employees understand the rules and expectations of working at a specific company. Therefore, they need excellent written communication skills for writing company handbooks and job descriptions. They also need to be skilled at public speaking and general oral communication to lead new employee orientations and workshops. Communication can be a determining factor in a company's ability to accomplish goals and introduce new initiatives within its workforce.

Related: 10 Communication Skills for Career Success

3. Organization

Human resources departments are often in charge of determining what hierarchical structure a company will use. They are also responsible for keeping extensive records on interviewees and hirees. HR professionals often need to be familiar with the best software and systems for organizing and sorting large amounts of data. They should have the ability to organize information for easy access and determine the most useful structure for each department.

Related: What Are Organizational Skills? (With Examples)

4. Problem-solving

People who work in human resources are often responsible for mediating conflicts between employees and helping all employees receive appropriate accommodations. They must come up with creative solutions for complex interpersonal problems to keep employees happy while staying within the company's budget. Problem-solving is an important competency in HR because overcoming difficulties can help drive progress and innovation and prevent employee turnover.

Related: Effective Problem-Solving Steps in the Workplace

5. Ethics and integrity

Companies rely on HR employees to uphold ethics in the organization. Being ethical protects businesses and employees by helping a company follow the law and uphold high standards in their industry. Human resources professionals often handle sensitive information, so they should have a high level of integrity and trustworthiness.

Related: How To Improve Ethical Leadership Skills (With Examples)

How to use human resources competencies at work

There are several ways you can demonstrate your human resources competencies in the workplace. Actively using core competencies during your daily tasks can help you stand out as a top-performing employee. Follow these steps to develop human resources competencies at your job:

1. Understand your company's competency model

Understanding the competencies that your company values most is the first step to developing your HR skills. Many HR departments have a document detailing their competency model. You can also identify the key competencies of your employer by asking about the company's mission and core values. This way, you can align your personal goals and behaviors with those of your employer.

Related: 10 Core Competencies and Skills Valued by Employers

2. Self-evaluate

Once you understand which human resources competencies you would like to focus on, find a way to evaluate your progress. Many people track their professional development by writing reflections or scheduling regular meetings with their managers. Aiming for success and assessing where you can improve is an excellent strategy for improving your performance.

3. Look for mentors

Consider which of your co-workers best embody human resources competencies and ask them for advice. You might shadow a senior HR employee and see how they develop their skills. Some HR departments offer awards or recognition for employees who regularly display the company's core values. By looking at the success of others, you can aspire to improve your HR knowledge.

Related: 5 Steps To Find a Mentor

4. Pursue professional development

There are many professional development opportunities for those interested in strengthening their human resources competencies. You can also join professional organizations promoting knowledge and education in the field. Attending regular workshops and classes can enrich your work life and help you stand out as an employee.

Read more: HR Interview Questions To Help You Prepare

References

Writer Bio

Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. Her work appears in "The Multi-Generational Workforce in the Health Care Industry," and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Ruth resides in the nation's capital, Washington, D.C.

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The role and authority of a human resources manager has increased greatly as companies consistently include human resources as part of strategic planning. The HR director or manager of a company often sits on the executive management team, which sets strategies and policies. Within the organization, HR managers have both line and staff authority, and often various implied authorities.

Line management is based on the historical top-down structure in an organization where a manager had significant control over the production and revenue-generating activities of employees. An HR manager's role in line management involves leading a team of HR professionals in developing hiring, training, compensation and motivation systems that better the company. The manager typically has significant line authority in directing the function work of each HR professional.

Staff management is the role that has seen the greatest expansion over time for HR managers. Given the strategic importance of HR development and planning, the HR manager has gained oversight into many facets of employee life in all functional areas. The manager and the human resources function create and implement policy manuals and training programs which are implemented in all departments. An example of the HR manager's staff authority is her ability to mandate that all employees in the company attend certain types of training.

Implied authority refers to informal power granted to a person by company leaders. Given the prominence of HR managers, in recruiting, many have significant implied authority in the recruitment and selection process. HR managers typically guide the process of promoting jobs externally to the prospect pool. They don't normally have to run each posting by a company CEO. Instead, the HR manager assumes implied authority to act on the company's behalf in this manner.

Employment law has evolved greatly over time. Laws constantly evolve, and HR managers must recognize new regulations that affect the company. You could also say that an HR manager has implied authority to monitor changing regulations and make necessary amendments to company policies. An HR manager responding to an allegation of sexual harassment, for instance, would typically deal with the situation using knowledge and recent case studies to decide the appropriate response. In many cases, she can take these steps without consulting a CEO.