What abilities do HR managers need to have?

What abilities does a human resources manager need to possess?

The abilities that an HR manager should possess from employee level to management level include:

1. Be multi-faceted and look at problems from different dimensions. ability, and know how to balance trade-offs;

2. Communication and coordination skills. On the one hand, you must understand the company's overall human development plan, on the other hand, you must convey the company's short-term development plan in a timely manner, on the other hand, you must know how to obtain resources, and on the other hand, you must know how to obtain resources. Next, you must know how to allocate work and resources;

3. Manpower planning ability, you must be very clear about the company's overall talent planning and allocation;

4. Problem-solving ability, as an employee It is important to discover problems, and it is important to manage and solve them;

5. To improve the professional quality of HR, you must understand each module. Otherwise, if the people below find problems and you cannot give solutions, everyone will Will doubt your management charm. What abilities must be possessed when applying for an HR manager?

Must have:

(1) The ability to make plans, such as: employee introduction plan (recruitment plan)

< p> (2) Be able to formulate systems, such as: employee assessment system

(3) Understand salary rating and be familiar with salary management

(4) Be able to organize and coordinate personnel and other employers Relationship between units

(5) What abilities are needed for a supervisor to be able to arrange the division of labor in the department and supervise the completion of the SMT project?

What abilities do SMT engineering supervisors need to possess?

1. Relevant knowledge of the system;

2. Relevant knowledge of the process;

3. Relevant knowledge of the application of quality tools: including: seven old tools , seven new tools, six sigma knowledge, etc. What abilities should fhw SEO managers have

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Keep track of the quality status of

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Organization, implementation, supervision and regulation

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Various processes, quality, equipment, costs, output indicators, etc.

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Reasonably resolve the difficulties encountered by

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Guide, supervise, and inspect all subordinates Item

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; What abilities do you need to be a good human resources manager?

The most important thing about receiving and organizing ability is to judge whether a person is suitable for the required position. .

What are the main things to be assessed by the HR director?

As a staff department of the company, the administrative personnel department shoulders the management responsibility of the entire company. It not only provides a service platform for the normal operation of the company, We also provide various support and services for all company activities. The quality of her operation is directly related to the standardized procedures of the entire company. However, in real life, this department has been criticized by other departments and personnel. The reason is that her work is mostly service-oriented, and her work performance is poor. There is no obvious result, and it cannot be quantified in the work evaluation. It is generally easy to be ignored by the boss. In some companies, it is even considered dispensable by the boss. Therefore, currently, the turnover of supervisors in this department is higher than that of other employees. There is much greater turnover among department heads. Then I will talk about the work of the administrative personnel department and how to be a good administrative personnel director (office director).

1. First, let’s talk about the responsibilities of the personnel administration department:

1. Responsible for the administrative management and daily affairs of the department, and assist the general manager to improve the coordination between various departments. Comprehensive coordination, implementation of company rules and regulations, internal and external communication, ensuring reporting of information from superiors to subordinates, responsible for urging, investigating and implementing matters decided in meeting files, and responsible for the discussion and revision of the company's organizational system and work responsibilities.

2. Human resources management and development

(1) Design of organizational structure, job descriptions, manpower planning and preparation, and attendance management.

(2) Recruitment use:

Provide relevant information for job analysis, coordinate the department’s human resources plan with the organization’s strategy, and conduct interviews for applicants for final hiring and appointment Decisions on promotion, transfer, rewards, punishments and dismissals, compilation of job analysis and job analysis, formulation of human resources plans, through which the "people affairs" within the enterprise are made using scientific methods and according to job requirements, employees are Arrange to appropriate positions to achieve reasonable allocation of human resources.

(3) Work remuneration:

Develop a reasonable salary and welfare system, pay for work, reward according to merit, and evaluate employees' work results through remuneration, insurance and benefits. Give affirmation and assurance. Secondly, various incentive strategies that promote employees' morale and productivity are also an effective reward for employees' work performance.

(4) Training and development:

Today's market is undoubtedly a competition for product quality. In the final analysis, it is a competition for talents and a competition for the overall quality of an enterprise. The quality of a product is also a concentrated expression of the skills of all positions in an enterprise. Therefore, all-employee training should be regarded as the foundation of the enterprise, and the pursuit of excellence for all employees should be based on a people-oriented management method. Provide training and development needs and a list of trainees, formulate and implement training and development plans: mainly refers to vocational skills training and professional quality training, provide consultation for employee development, standardize the guidance of on-the-job training and development, and "improve employee capabilities" through training and development and "bringing into play the capabilities of employees" to improve employees' behavior and achieve the desired standards.

(5) Personnel assessment:

Mainly responsible for work assessment, satisfaction survey, research on work performance assessment system and satisfaction evaluation system, formulating disciplinary reward and punishment system, and determining performance based on job responsibilities. Establishing performance appraisal standards, through these activities, can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the high efficiency of corporate operations.

3. Responsible for the revision, formulation, inspection and supervision of the company's rules and regulations.

Use a management model that combines hardness and softness to formulate a management system that suits the enterprise itself, and use the profit and organization system to enforce command, control, orders, and rigid management to achieve the goal.

4. Responsible for general affairs management

Without logistical support, stable and normal production cannot be guaranteed. First of all, relevant systems must be formulated to strengthen the management of dormitories, canteens, water and electricity, office supplies, sporadic repairs, some fixed assets, sanitation, environment, and vehicles.

5. Security

Strengthen the management of personnel entry and exit, official visitors, vehicles and items, fire safety, theft and disaster prevention, occupational safety protection, etc., and also provide safety education to employees , implement the guiding ideology of "safety first" and "prevention first", create a peaceful and peaceful working and living environment, and ensure the safety of the lives and property of the company's employees.

6. Emphasize the spirit of enterprise and establish the company’s corporate culture

Corporate culture can not only reflect the strategic goals, group consciousness values ??and ethics in the company’s production and operation activities, but also Gather the sense of belonging, enthusiasm and creativity of the employees of the company, and guide the employees to work hard for the development of the company and society. At the same time, the corporate culture also has two kinds of binding forces, one is the hard binding force, system, and the other is the soft binding force. , intangible, is to activate the cultural life of the enterprise, a good living environment and amateur cultural life.

7. Shape the corporate image

(1) Corporate spiritual image, which has strong cohesion, charisma, guidance and binding force on employees, and can increase employees’ commitment to the company. A sense of trust, pride and honor.

(2) Corporate environmental image

Because creating a good corporate environment is the premise and foundation for the smooth progress of corporate production and operation activities, and fully understanding the characteristics of the corporate environment is also the key to creating a good corporate environment. The foundation of a good corporate environment.

(3) Corporate employee image

Formulate the "Standards of Daily Behavior for Employees" because good employee quality and image are important elements of the corporate image and are also the concrete embodiment of corporate culture. implement. Employees' good appearance, speech and behavior, work ability, scientific and cultural level, mental outlook, work efficiency, etc. will give an overall impression to the public.

2. Secondly, we must understand the role and status of the head of the personnel administration department in the company

1. The role of assistant and consultant: As the middle-level cadre of the company, the head of personnel administration must first To change your consciousness, you must understand that you are no longer the steward of the company. Not only are you a partner with other departments, but more importantly, you are a strategic partner with the boss. Since the boss is setting up this department, we employees must play their part. The due role is to provide advice to the boss on company personnel policies, personnel relations and other issues for the overall benefit of the company, and to be a good assistant and helper to the boss. Only in this way can the department and personnel play their role.

2. Servers and supervisors: Because of the particularity of this department, the nature of the work of the department and personnel is determined, mainly in the following two aspects: (1) It provides services for the company’s development and employee life, etc. Service; (2) As a functional department, it also inspects the labor and personnel work of each department and imposes corresponding penalties on violators.

3. Self-discipliners and demonstrators: As the makers and executors of the management system, this department and personnel must first be strict with themselves, and we must be hard on ourselves when we are forging iron. If we cannot strictly demand ourselves , you cannot strictly demand others, which will have a very bad impact on the prestige of the department.

4. Athletes and coaches: Although the personnel in the personnel administration department are a management department, they are also a team. The purpose of setting up her is to achieve the company's goals, which requires us to be like Athletes, like all employees, sprint towards the company's goals together, and like coaches, they must provide guidance and help to employees at any time to achieve the company's goals together.

3. Finally, it involves the quality requirements of the relevant personnel in the department. Since the main job of the department personnel is to deal with company personnel, the quality, knowledge, skills and qualifications of the department personnel are relatively high. High, not only does it require us to have a strong sense of service, but it also requires us to be good at communication and coordination, we also need to have a certain degree of understanding of employee psychology, and we also have certain requirements for relevant personnel knowledge and skills.

4. To give full play to the role of this department, we must not only do a good job in team management, but also do a good job in system management, and establish a 5p human resources management system for the enterprise, that is, personnel management based on knowing people. system, a recruitment and selection system that prioritizes people, a training system that educates people as a motivation, a configuration and use system that employs people as the core, and a salary incentive system that aims to retain people.

5. At present, the personnel administrative departments and personnel must ultimately help solve the problem of "things that should come don't come, things that shouldn't come come again; things that should go don't go, and things that shouldn't go go again" Abnormal phenomena, which in turn involve the company’s management system, recruitment system, performance management, salary policy, corporate culture, etc. Specific to the personnel administration department, it is how to do a good job in the four major links of recruiting, educating, employing, and retaining people. Work content.

All in all, the ultimate goal of the personnel administration department is to ensure the company's normal operations and production are stable and normal, and to create economic benefits for the enterprise. This is also the value of the personnel administration department. As the head of the personnel administration department, if you cannot master most of the above knowledge and skills, it is impossible to do the work of the department well, let alone create economic benefits for the enterprise. What competencies do administrative managers need?

1. Professional Ability

As a supervisor, you must master certain professional knowledge and abilities. As your management position continues to improve, the importance of professional abilities will gradually increase. reduce. As a grassroots supervisor, personal professional ability will be very important. You must be able to directly guide the practical work of your subordinates and be able to act as an agent for your subordinates' practical work. The source of professional ability is nothing more than two aspects: one is from books, and the other is from practical work. In actual work, you need to learn from your supervisor, your colleagues, and your subordinates. "Don't be ashamed to ask questions" is the attitude that every supervisor should have.

2. Management ability

For a supervisor, management ability corresponds to professional ability. When your position requires more majors, relatively speaking, it requires you to have less management capabilities. On the contrary, the higher your position, the higher the management ability requirements. Management ability is a comprehensive ability, which requires your command ability, your decision-making ability, your communication and coordination ability, your professional ability, your work allocation ability, etc. Management ability comes from books, but more from practice. Therefore, to improve your management ability, you need to constantly reflect on your daily work, use your head to review your work from time to time, and summarize your work.

3. Communication skills

The so-called communication refers to clearing each other’s opinions. This kind of communication includes two aspects, communication between departments and communication within the department (including your subordinates, your colleagues and your superiors). The company is a whole, and the department you lead is a part of the whole. It will inevitably have contact with other departments, so communication is essential. The purpose of communication is not about who wins or loses, but to solve problems. The starting point for solving problems is the company's interests, and departmental interests are subordinate to the company's interests.

Communication within the department is also very important. As a supervisor, you need to understand and master the problems in the work of subordinates, their ideological trends, and even problems in their lives, guide, assist, and care about them. On the contrary, you should also take the initiative to report to your supervisor. Reporting is also a kind of communication.

4. Cultivate the abilities of subordinates

As a supervisor, cultivating subordinates is a basic and important task. No matter how big the unit you lead is, you must remember that the unit you lead is a whole and must use the power of the team to solve problems. Many supervisors are reluctant to delegate certain tasks to their subordinates, and for good reasons. If you leave it to your subordinates, you have to explain it to them. You may not understand it when you explain it. You need to repeat it and then review it. Rather than doing this, it is faster to do it yourself. But the key issue is that if this continues, you will always have things to do, and your subordinates will always do things that you think they can do well. It is the important responsibility of the supervisor to let subordinates know how to do things and be able to do things, and to teach subordinates to do things. The strength of a department is not the strength of the supervisor, but the strength of the work of all subordinates. Sheep can lead a group of lions to easily defeat a group of sheep led by lions. As a supervisor, an important responsibility is to train subordinates to become lions without having to turn yourself into a lion.

5. Work judgment ability

The so-called work ability, I personally think, is essentially a kind of work judgment ability, which is very important for all working people. To cultivate a person's judgment ability, one must first have a straightforward mind, or have good moral character. This is the basis for work judgment. Only by making correct judgments about what is right and wrong in worldly affairs can we distinguish right from wrong. Secondly, as a supervisor, you should have a clear judgment, or decision, regarding the work you are engaged in, whether it is a big or small matter, what to do, how to do it, and who should do it. In fact, the ability to judge work is a synthesis of the above four abilities. The embodiment of supervisory ability is the embodiment of the ability to judge work.

6. Learning ability

Today's society is a learning society, and today's enterprises must also be learning enterprises, and each of us must also be a learning subject. There are two types of learning, one is book learning and the other is practical learning, and the two should be carried out alternately. Only if you keep learning can you make better and faster progress and keep up with the development of society. When we enter society, we must take the initiative to learn and regard learning as a habit and a normal state of life. Learning should be extensive, professional, management, business, life, leisure, all kinds of things, it is all a kind of learning. The competition between people in the future will not be about your past abilities but your current abilities. It’s about how you study now. Your current study is the basis for your future competition.

7. Professional Ethics

Dante has a saying: The flaws of wisdom can be made up for by morality, but the flaws of morality cannot be made up by wisdom. For people at work, whether they are employees or supervisors, professional ethics come first. This is like for a person, health, wealth, status, love, etc. are all important, but health is "1" and everything else is "0". As long as "1" (health) exists, personal meaning can Infinitely large. For working people, professional ethics is the "1". Only with the existence of good professional ethics can the above-mentioned six abilities have meaning. For the company, only a qualified talent. Professional ethics is not equivalent to the centripetal force for the company, but as an employee, as a supervisor. Regardless of whether the company is good or not, regardless of the level of the position, regardless of the salary, being responsible for one's own career is a basic quality and the foundation of personal development. "Be a monk and ring the clock for a day." As long as you are in the company, you must ring the clock for a day.

The above are just some personal opinions. To be a good supervisor, there is still a lot to do. I firmly believe in one sentence: The master leads you in, and cultivation depends on the individual. Everything, I personally think, has to be understood by oneself and make everything one's own. Three abilities you need to have as an SEO supervisor

As an excellent SEOer, sooner or later you will rely on technology to move into management positions. When it comes time to get promoted, what kind of abilities do you need to be an SEO supervisor? Today I will discuss with you.

1. Proficiently produce and implement a complete set of SEO plans

:

The SEO manager is considered a management level and has the right to make decisions. As a guiding ideology document for website optimization, the SEO plan should come from the hands of the SEO supervisor, who will then schedule it, including keyword selection, competitor analysis, on-site article filling, off-site optimization, and preliminary ranking display to obtain estimates. When a process like traffic flow is fully implemented, the SEO manager must be confident and aware of it. Only under the leadership of such a strong leader can the optimization task of the company's website be carried out stably and orderly.

(What are the general steps or links of SEO)

Second, be good at mining resources and utilizing them rationally:

SEO supervisors should have their own learning methods, including how to mine SEO resources and train the team , we should also be good at exploring the advantages of each team member and then carry out a reasonable division of labor. For example, if a certain external link specialist is good at releasing high-quality external links to the entrance website, then the team member will be assigned to take care of the more important columns, and they will cooperate to obtain the ranking of major keywords. . At the same time, the SEO director must have a complete set of performance appraisal standards to promote everyone's work completion, so as to achieve the goal of website optimization.

Third, systematically build a scientific SEO team:

Only a scientific SEO team can operate a complete website optimization project. Editors, artists, external link specialists, etc. are indispensable. Of course There is also a leader of the team, the SEO director. In addition to the above-mentioned reasonable arrangement of human and material resources, the SEO director, as the team leader, also needs to convince everyone under him that he can overcome various difficulties by following him. The SEO director also needs to train the team members. The system requires each team member to grow every day, including SEO skills and learning how to be a person. Only in this way can a team be more effective.

It is not easy to be an SEO director. You have to be responsible for the team and the performance. Especially when the current SEO market is becoming more and more standardized and results are becoming less and less easy to obtain, you need a person. A courageous manager should take on the important responsibilities of the team, and a courageous SEO manager needs to possess a variety of comprehensive strengths, which makes the leader of the team even more important. Finally, let me sigh, as long as you have the strength, you are not afraid to just be an SEO specialist all your life. It will bury your company and cause more serious losses than you! What abilities and knowledge do you need to be a human resources assistant and what certificates should you take?

You must know the six modules of human resources

KPI, KPA and other performance appraisal methods

Don't bother to do research, your ability must be proven by books! If you have time, energy and money, take the human resources management qualification certificate, modern HR courses, etc. Which personnel are IELTS suitable for? What abilities are required?

IELTS, also known as the International English Language Testing System, is jointly managed by the Foreign Language Examination Department of the University of Cambridge Examinations, the British Council and IDP Education Group. It is a test for English proficiency. An English proficiency test for people who plan to study, work or settle in an English-speaking country.

The IELTS test is divided into two categories: academic and training, which are respectively aimed at students applying to study abroad and those who plan to work or immigrate in English-speaking countries. The test is divided into four parts: listening, speaking, reading and writing, with a total score of 9 points.

The IELTS test is divided into two types, namely academic (Category A) and training (Category G). The academic IELTS test tests the candidates' English proficiency and evaluates whether the candidates' English proficiency meets the requirements for applying for undergraduate, postgraduate and above degrees. It is suitable for students who are preparing to study abroad. The training IELTS test re-tests basic language skills and is suitable for people who plan to work or immigrate in English-speaking countries (such as Australia, Canada, New Zealand and the United Kingdom), or apply for training and non-diploma courses.