The skills that HR executives need

The skill set required of HR executives has transformed over the last twenty years.   HR used to be a behind the scenes, back office function that was predictable and clearly defined.  Recruitment, payroll management and basic organisational restructuring was about as exciting as it got. 

All that has changed.  HR has had a makeover!  The new breed of HR executive is the grass roots interface between staff and management.   No longer locked away, they are highly visible and easily accessible. 

HR managers today must have business nous and excellent communication skills.  Their credibility depends on their comprehension of all elements of the business.  Financials, technology, industrial law and resourcing requirements all impact on their ability to construct innovative solutions to organisational challenges.  Their communication skills determine their ability to sell change to the troops.

Recruitment is a skill that goes beyond finding a person with the ability to do the job.  HR executives must have a sixth sense for cultural fit.  Is the candidate the right style?  Psychometric testing can give the manager an indication, but they must know their organisation intimately to interpret the data correctly.  Getting the cultural fit wrong is extremely costly.

Retention of talented staff is an issue for many businesses. HR must constantly monitor the health of the organisation’s retention programs and optimise the investment.  They must have their finger on the pulse and accurately gauge the climate in the workplace.  Potential morale damaging issues must be nipped in the bud and perpetrators astutely counselled.

Leadership identification and development is also an HR balancing act.  Employees with management or leadership potential need to be appropriately developed without building unreasonable expectations.  Healthy ambition can become destructive if allowed to become rampant. 

Recognition of the value of mentoring is vital for today’s HR executives.  Well managed mentoring programs help reinforce the corporate culture and create an environment of ongoing learning and professional development.  Corporate knowledge is shared and company loyalty reinforced.

HR managers remain the number one confidante within an organisation.  They must conduct themselves with the utmost of integrity and apply policy fairly and equitably.  They need a mix of empathy that fosters trusting, honest communication and respect for their management and decision making. They have faced a mine field of legislative changes recently with the introduction of Work Choices.  They must interpret the law and build workplace polices and remuneration structures that balance business objectives with employee expectations.

HR in the 21^st century is a multi facetted role that brings diverse skills into play.  It’s a job for good communicators and strategic thinkers.   They must be able to work alongside the Chief Financial and Chief Executive Officers.  But ultimately they must focus on the workforce as the core of the organisation’s ability to achieve its objectives.