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8 Qualities and Competencies Required For an HR Director

Aerial View of Young Business Friends Discussing the Project at the Worktable.We are considering a specific understanding: a successful HR director has an excellent idea of how employees act in a particular business process of his company, what are the pros and cons of the established practice, how exactly one or another business problem could be solved at the expense of HR technologies. Another valuable skill for an HR director is the ability to not only consider the company as a whole and the role of the human factor in it but also to express and defend this viewpoint to other managers. The HR director must be able to convincingly explain to others, supporting his arguments with solid examples, that it is the staff, along with the business goals, is the link between the different departments of the company.

In general, the HR director is not a position where "wordless understanding" is enough; otherwise, the HR service will quickly turn into a servant department, endlessly raking up the results of defective work of people from different departments of all levels. What qualities can't an HR professional do without? What helps HR at work, what makes them successful, and why? How are these qualities related to professional HR tasks?

 

8 Qualities and Competencies Required For an HR Director

 

During an interview with a candidate for one of the positions, an HR professional usually evaluates the candidate and compares his or her attributes and qualities to a list of professional and personal qualities required for the job. A survey of over 2,000 HR-directors was also conducted, which helped to define and rate eight personal qualities and competencies that are simply required of a top-level HR-manager.

 

Successful HR directors are not limited to the narrow tasks and specific functions of the HR department. Simply put, their priorities are not limited to recruiting, adapting, and securing the legal aspects of hiring. They understand perfectly well the meaning of the various actions taken by a company in its market, are well-versed in business trends, and are able to think about and negotiate its opportunities on an almost equal basis with marketing directors. They understand which processes have an impact on the business.

 

That is, HR-professionals see all processes in a systemic way, but the main point of reference in their thinking is the role of human resources in all these processes. Understanding the business in general and having a comprehensive and holistic view of it, a good HR-director, however, always looks at all these problems and processes through the prism of human resources, perceiving them as a key capital and the most important value of the company. After all, no matter what problems the company faces, its staff - both managers and ordinary specialists - will be the ones to overcome them.

 

The strength of this point of view is that this is often the point that escapes the heads of other departments: the finance department, the IT department, the sales department, or the marketing and advertising department. They have a narrower specialization, and as much as possible focused on the tasks of their division. But a good HR director understands perfectly well that it is the "human factor" that will have to overcome any difficulties, any tasks will be solved by the company's staff.

 

To be valued and listened to, the HR-director must prove himself by presenting high-quality HR-technology-based solutions to a variety of business problems.

What qualities do HR-directors need in order to solve these very difficult tasks? The survey conducted by professional writers at WriteAnyPapers highlights 8 main qualities and competencies of an HR director:

 

  1. Knowledge and understanding of business, HR processes, and organizational processes;
  2. The ability for strategic thinking/ability for critical and analytical thinking;
  3. The flexibility of thinking, capacity to develop, and willingness to try new things;
  4. Ability to communicate effectively;
  5. Reliability and the ability to inspire trust;
  6. Result orientation and willingness to work hard to achieve the goal;
  7. Strict adherence to ethical standards;
  8. Persuasiveness, the ability to influence other people.

 

Flexibility and the ability to think globally can also be listed separately. Flexibility is essential for an HR director who has to adapt to ever-changing business needs in a globalized environment. One of the leading qualities for an HR director is ethical behavior. Many people have stated that an HR director must have a high degree of general intelligence and technological literacy and the ability to rapidly learn new technology, such as computer programs and HR technologies.

 

In addition to the qualities mentioned above, it is also important to be team-oriented. HR managers must have an excellent understanding of group and team dynamics and understand the principles of effective team functioning. They must be able to find ways to bring people together, sometimes opposing each other, and make them work together effectively.

 

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About the Author: Helen Wilson is a professional content writer. Her main spheres of specialization are Marketing and Business. She studies topics about psychology and health, and she also provides help on how to write a process essay.

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