Understanding your organizational competencies is essential for determining the company’s requirements. HR Professionals must identify and develop relevant skill sets that align with the company’s mission and competency structure.
Some organizations have existing competency models in place that include documents detailing the required skills for each employee at the company.
For those that don’t, an effective way to understand the company’s essential competency requirement is to dig out core values, which you can use later to solidify your plan. This will help you align and develop personal and professional goals and behaviors.
Employee Core Competencies
Organizations and employers may find these core competencies valuable and consider them as prerequisites for the job.
1. Critical Thinking
“Critical thinking” has been described by many scholars in the past through concepts such as “self-guide” and “self-discipline.” Both mean having the ability to think clearly and in a fair-minded way. In any complex situation, critical thinking is defined as attempting to analyze facts with relevant evidence, farsighted observation, and countering with valid arguments.
To summarize, critical thinking aids in acquiring rational perspective and reconstructing conflict resolutions, a much-needed quality for HR professionals to manage people efficiently.
Importance of Critical Thinking
For anyone in HR, critical thinking is one of the most demanded attributes of the job. From hiring new recruits to managing existing employee grievances, remuneration negotiation, and employee performance revision, many such HR-related decisions require critical thinking daily.
Another vital component for any business to thrive is building relationships within the company and with clients. It’s an organic process that maximizes the workplace's potential, enabling business managers to do the same when it comes to client-relationship management.
The foundation of relationship-building in the workplace is based on two very important factors - communication and empathy. In any formal relationship with co-workers, managers, or clients, practicing the right form of communication and being empathetic in situations that need your attention is essential.
Two Stages of Relationship-building
Communication: For example, if an employee in the company is going through a rough time and grieving due to personal loss or divorce, it is the HR professional’s job to ensure that the employer is offered a great deal of empathy using the right ways of communication.
Empathy: HR managers must be great listeners, as their response during resolutions is critical. The task of the HR team is to make it easier for the employee to return to work as soon as possible; hence, relationship-building plays a key role in every department, no matter the business type.
3. Effective Communication
While effective communication is necessary for relationship-building, it’s a slightly different concept. Any HR professional is expected to be a people person with impeccable communication skills.
Managing people takes work, especially in an official setting. Thus, it is paramount for HR managers to develop strong and effective communication skills to run the show.
Employees with minor issues reach out to the HR manager on a daily basis with their queries and concerns that need to be addressed and resolved. And with the right set of communication skills, the whole workforce can stay together.
Listening actively and suggesting possible solutions, addressing nitty-gritties while respecting fellow co-workers is not everyone’s cup of tea; hence HR professionals are expected to develop core competencies continuously. As such, it ensures everyone is doing their job properly.
Needless to say that the world of business is constantly changing. This stipulates the need for everyone to adapt and develop accordingly, especially HR professionals. They must be open to unlearning and relearning new ways to do their jobs successfully.
To foster a workplace that’s healthy and productive, HR managers must be on the hunt to explore adaptability skills.
Anyone willing to ace a career in HR has to be at the top of current company policies and introduce new ones for the best results. HR managers have to, therefore, evaluate and forecast the need for changes.
5. Technological Skills
Technology is taking over the world, making it mandatory for everyone in the workplace to grow digitally. HR managers must be technologically adaptable as well.
HR Software and Information systems
For example, having expertise in HR software for recruitment, employee management, training new recruits, tracking payrolls, employee retention, etc., are a must for anyone working in HR. Any tech-based knowledge in HR will be beneficial and, most importantly, give an edge to excel at HR duties.