What skills should a good HR have?

1, details determine success or failure, and personality does not necessarily determine fate. At the beginning, HR requires meticulous and accurate work, especially attendance, which is directly related to the salary of employees. It is more convenient for the company to have an attendance system, but it is really a time to test HR's carefulness, seriousness and accuracy. Details determine success or failure, and can be applied anytime and anywhere, especially HR.

HR has six modules, and each module has different requirements for HR itself. Introverts who are slightly suitable for salary and performance; It is more suitable for cultivating and recruiting extroverts. Does character really determine fate? Actually, it's not. It's mainly your own request. Sometimes, if you push yourself, you will know how good you are. One of the overall characteristics of HR is that extroversion is better than introversion.

2, perceptual or rational, which will be slightly better. The term human resources covers all aspects. There are hundreds of methods for a performance appraisal, not to mention six modules added up. We usually deal with some transactional things, which may be cumbersome, but human resources are more about dealing with people, so emotional people will communicate with employees more carefully and patiently, and be good at solving problems from the standpoint of employees with empathy, which will make employees more acceptable. Rational people will think more carefully, have clear working ideas, generally pay more attention to the methods and efficiency of handling things, and will not care about people's personal feelings. So as HR, I think sensibility will be better than rationality.

3. Show full personality or exquisiteness. We often say that HR is a bridge, a fire hydrant and a priest. In last week's punch-in, we will encounter wage disputes, work-related injuries, and job-hopping at the end of the year and the beginning of the year. When we encounter such problems, we need our HR department to deal with them, which requires us to give information, report information, communicate internally and externally, and coordinate around. When you can't walk in the middle, be smart, beat around the bush and be delicate. This "exquisite" is not a derogatory term, but a neutral word, which embodies the flexibility of HR and is full of personality and can directly show the style of doing things, but I think it is more suitable for sales, business and the like, and does not belong to our HR.

4, pragmatic innovation, two-pronged. The daily affairs of HR are complicated, which is beyond doubt in the current situation. Where you are engaged in HR, you need to be pragmatic and do things to your satisfaction and that of your boss. On the basis of pragmatism, we should know how to innovate, just like performance appraisal. If you think there is something wrong with 360, let's see if we can use KPI and MBO, and don't sit still. Pragmatism is the foundation, and innovation is a tall building.

Entering the HR industry mainly depends on whether your inner world likes this line. Although interest is cultivated, it is not necessarily interesting.

Today's topic is quite extensive. Everyone's answers are of course varied and colorful. But to sum up, it only contains two meanings: one is physical quality, that is, physique, physical strength and energy; The other is psychological quality, that is, ability, morality, personality, culture, mental health and other qualities. Nothing more than congenital inheritance, acquired.

But I think the five qualities that HR should possess are professionalism, organization, coordination, execution and decision-making.

First, major. That is, the relevant professional skills and knowledge engaged in HR work. There is a saying that people who work in HR don't have to be trained, but they can never work in HR without professional knowledge. Unless everyone is the boss, even the boss must have the ability to plan, otherwise how can he travel thousands of miles?

Second, organization. The organization here is mainly used as a verb, that is, organizing and planning or deploying people, things and things. Although we are not qualified to be managers and bosses. But at least we can organize simple small-scale activities, such as performance appraisal, training, recruitment and so on. Know what an activity needs to plan, what tasks to assign, what items to prepare and so on.

Third, coordination. That is, the coordination of interpersonal relationship and work relationship. Promotion of corporate culture, implementation of performance appraisal, development of training courses, etc. , are inseparable from the strong support of various departments. This is not only cooperation at work, but also communication skills. Whether the work can get everyone's cooperation or not, coordination is also a crucial factor.

Fourth, implementation. Speaking of a person with 80% professional ability but only 20% executive ability and a person with 60% professional ability but only 40% executive ability, which one would you choose? There is no doubt that the answer is definitely the latter. Just like recruitment, a person with empty theory but no actual combat experience is often rejected.

Verb (short for verb) decision-making. That is, identify and understand some problems and make a final decision at the appropriate time. Even a rookie in HR should have the ability to make decisive decisions in the face of some things, such as selecting and employing people or at critical moments. A rookie can't be a rookie forever, and you don't have to wait for your superiors to make a decision. I have the ability and ability, and I don't need to let the leaders bow their heads in everything.

These five points cooperate with each other, make use of each other and are indispensable.

According to these five points, I also gave my own quality and ability a score, which is divided into five stages: "poor, pass, medium, good and excellent".

Everyone cannot be 100% perfect. So when I graded myself, I left myself a blank, covered my face and exposed all my secrets. In terms of improving personal quality, some common practices of Nan Nan are as follows:

First, talk less.

If you talk too much, you lose. My sister is very helpless. I will say too much about what she is familiar with, and I can't wait to give it all. But for things that Sister Nan knows little about, she can only keep silent and play dumb.

Second, listen more, see more, learn more and do more.

This includes the above five points: the cultivation of professionalism, organization, coordination, implementation and decision-making ability. However, the little darling likes to explore a thing or two about some novel skills and knowledge, even if it is not within his understanding, try to stuff it into his head. For example, hardware development and software design, the final result is to explore the general differences between hardware and software most of the time.

Third, remember more.

A good memory is better than a bad writing. This, South Street said is good. Fortunately, with the habit of taking notes, the work is organized and the efficiency is improved. The downside is that there is always an impulse to rearrange the notes that look messy or have unsatisfactory handwriting. So copying is often what the little darling is doing.

Fourth, put up with it.

Little darling's patience is first-class, and he often vomits blood in his heart. I gritted my teeth afterwards and shed a few tears. I really hate myself to some extent, biting my sleeve and stamping my feet. In a word, we have to put up with what ordinary people can't, and the less trouble, the better. Of course, I will occasionally attack the person I love. If one day I attack you, it means that Nannan has listed you as a close relative!

Fifth, teamwork.

One person's efforts are not as good as the strength of a group of people, so when there is a team to use, don't try to be brave and complete the task by yourself. (Hey, hey, it's just a blind to my own ability, but there is still gold in it. )