What basic qualities should an excellent manager possess?

In all the job contents and job categories of an enterprise, although all kinds of jobs and posts have their own advantages in the requirements of relevant professional knowledge and skills, the position of human resource manager is the one with the highest requirements for personal morality, because people's work is the most complicated and subtle work, and they need to devote themselves wholeheartedly to it with an attitude of Excellence. I think an excellent human resource manager needs to have the following qualities.

First, the willpower of justice, loyalty, firmness and courage.

1. Justice is the most important quality. Human resources manager. Only justice can be selfless, there will be "selfless heaven and earth" open-minded, and there will be the ability and courage to "promote internally without avoiding relatives and promote externally without avoiding enemies." With fair quality, we can objectively evaluate and determine the manpower, and we can not be confused and influenced by all kinds of illusory illusions when selecting, recommending and using talents, and adhere to the principle of "using only talents".

2. Loyalty refers to maintaining loyalty and trust in the handling of enterprises and interpersonal relationships. Only by loyalty can we take the interests of enterprises as the criterion and ensure the fair principle of human resources construction. Only loyalty can make you establish a noble personal character, so as to remain attractive in interpersonal relationships, establish extensive and good social and interpersonal relationships, and ensure contact, discovery and absorption of all kinds of outstanding talents needed by enterprises and organizations.

3. Strong and brave willpower. Man is the most complicated resource of all resources. Human nature is unpredictable, and it is also difficult to establish, select and use talents. Therefore, an excellent human resource manager must have firm and brave willpower, so as to bear the pressure and challenges from all sides in the process of human resource construction, carry out his own work well and adhere to the principle of fairness and integrity.

Second, a correct and comprehensive understanding of human nature and extensive knowledge.

One of the main responsibilities of human resource managers is to find, confirm and select the talents needed by enterprises or organizations. Then, only when we have a correct and comprehensive understanding of human nature and the ability of insight and analysis, can we fully understand the characteristics of human nature, understand people's social and physiological needs, and abnormal behaviors when their needs are not met, have the ability to understand others' psychology through appearances, and have the necessary practical working abilities such as keen observation, judgment, love and patience, can we ensure the correct analysis and judgment of talents' personality and ability, thus ensuring the search for talents.

With extensive social science knowledge, on the one hand, we can make full use of various social science knowledge or methods to provide technical support for the analysis and discrimination of human nature. On the other hand, a person in charge of human resources should contact people in different occupations and fields at the same time. Extensive knowledge of social science helps to improve the verification and screening of all kinds of talents, talents of all kinds and talents of different levels, and also helps to establish a wide range of social relations for human resources and create conditions for building the human resources pool needed by enterprises or organizations.

Affinity and excellent interpersonal skills

With affinity, you can maintain good interpersonal relationships, get close to and understand others, have the opportunity to listen to different voices and discover the truth hidden under the surface of things, and know the real needs and opinions hidden in the deep consciousness of people.

Therefore, it is particularly important for human resource managers to have affinity. For any manager, he should be "good at listening to what others can't hear and seeing what others can't see", while for a human resource manager, he should be able to find more different things and voices from what everyone can hear and see. Affinity is an important guarantee to use this ability effectively.

Human resources are one of the elements of productivity. The person in charge of human resources should not only ensure the perfection of the human resources structure of the enterprise or organization, but also undertake the responsibility of ensuring the effective utilization of the human resources of the enterprise or organization. Therefore, human resource managers must have excellent interpersonal skills, and fully and effectively use these skills, improve the cohesion of enterprises and organizations through the reasonable construction, collocation, adjustment and reserve of human resources, and help enterprises or organizations solve internal conflicts through good and effective communication skills, so as to ensure that human resources play a full role in productive factors.

Four, to achieve effective management of human resources professional knowledge and professional ability.

These knowledge and abilities include:

1. Human resource planning management and human resource management manual design ability.

2. Job analysis and performance evaluation management skills.

3. Salary and welfare management ability.

4. Human resource development and training capacity.

5. Ability of personnel system management.

Of course, as a human resource manager, you should also have organizational ability, leadership ability, expression ability, self-confidence (and interest or hobby in human resource management) and other qualities.

In addition, the quality and ability of human resource managers in the above aspects can also be judged from the following aspects:

1, good interpersonal communication skills. The human resource manager must be able to communicate and react with the superior managers and other personnel in the enterprise. This ability includes the use of language, modern means of communication and other skills.

2. Ability to master and apply policies skillfully. Personnel policy can be described as an all-encompassing encyclopedia, and mastering and using it skillfully is the basic quality of human resource managers.

3. Sharp and meticulous insight. The human resource manager of modern enterprises is no longer a senior clerk who used to be only responsible for recruitment and employment procedures. He must put forward his own opinions on human resource management in the long-term planning of the enterprise, make suggestions on the effective management of employees, and respond to the changes of supply and demand in the talent market in time. I am looking forward to it; nbsp

4. interpersonal skills. Whether human resource managers can handle the relationship between superiors and subordinates and the relationship between labor and capital is very particular.

5, a high degree of organizational ability. Facing the changing needs of enterprises, we must give full play to the potential of human resources and make them play a role in enterprise operation. If the human resource manager lacks organizational ability, it is difficult to complete the mission.

6, the ability to deal with the crisis. The market competition is fierce, and all kinds of emergencies will happen at any time, such as how to deal with leaders in important positions without saying goodbye, which is also an exam question that human resources managers must answer at any time.

The selection of human resource managers can be achieved by evaluation, previous work experience judgment and interview, among which interview is a common method. Of course, in reality, many people choose people by looking at their faces, that is, judging a person's essence by looking at their faces.

Interview is a comprehensive analysis, but actually a process of guessing and judging. The interview can be conducted from the following aspects:

1. Judging from the background. That is, we can infer his ability, skills and motivation points through his family, education background and work background, and judge whether he meets the requirements through his college education, his own career changes and personal hobbies.

2. Judging by experience. It is through his work experience or by answering questions to see what he thinks is achievement, challenge and difficulty, from which you can judge what problems he will encounter in the future and whether he is qualified for this position. Another way is to judge his behavior through his interpersonal relationship at work. In his past work, he thought about what kind of colleagues he admired, what kind of supervisors and bosses he admired, and what kind of behaviors and working methods he yearned for. All these aspects can reflect his character. Because what he is pushing may be what he hopes to develop in that direction.

3. Understand his views on achievements and failures through the judgment of values, and see what kind of talents he thinks are successful. Through these understandings, we can judge his outlook on life, values and way of thinking. And through his evaluation of society, his ideas and starting point, we can see whether his values and outlook on life conform to the company model.

4. Speculation of abstract problems. That is, the analysis of unfamiliar problems. Through his analysis of a series of problems, we can see whether his thinking is open, logical, thoughtful, strategic, or limited to a low level. Only in this way can we judge his potential. Because the answer to unfamiliar questions can reflect a person's different situation, not in his answer, but in his thinking, method and vision.

In the process of asking questions in the interview, you can judge whether a person is good at listening. If a person is eager to answer questions, it is generally his weak listening ability and poor communication ability. If a person always blames others for the contradiction between himself and others, he may lack a sense of justice. If a person always complains when answering questions, or belittles his former leaders and colleagues too much, then it may be that this person lacks a loyal attitude.

6. You can judge a person's affinity by his sitting posture and attitude to answering questions. A person who leans back with his hands on his chest and keeps a straight face and doesn't smile will probably have no affinity. If several people attend the interview together, in this fierce competition, it can best reflect a person's interpersonal skills and whether he has a fair heart. If this competitive relationship cannot be handled in a peaceful way, this person's interpersonal skills will be weak.

7. In terms of people's judgment and professional knowledge, you can ask questions directly to investigate. For toughness, we can use the "frustration experience method" to investigate. For example, tell him "you are not fit to be a human resources manager" and see his reaction to this problem. If he becomes depressed or at a loss immediately, his ability to cope with the situation is too poor.