With the growing importance of human capital for companies, those responsible for managing the personnel of organizations have become one of the key profiles of companies. Now, these professionals need to gather a series of skills to develop a successful Career in Human Resources.
Knowledge of data analysis
Big Data has strongly broken into the field of HR, which must handle a huge amount of information on the performance, need for resources, satisfaction, training, needs, remuneration or potential of the staff.
To deal with such volume of data, the career in Human Resources must incorporate extensive mathematical knowledge and predictive analysis to interpret them adequately, as well as the management of all the technological programs and tools that this digitalization of the personnel management area entails.
Legal knowledge
In the same way that this professional profile must dominate the predictive analysis, it must also have a knowledge of the legislative field that allows it to have a sufficient basis to execute the measures according to the regulations. It is not that they are lawyers, but they do have an adequate legal basis, since many of their decisions will have legal consequences.
New forms of recruitment
The selection processes have surpassed the traditional methods and, at present, those responsible for recruitment must incorporate new ways of attracting talent , where social networks and the active search for the best talents become protagonists.
Employer branding
Today we are witnessing a time when the reputation of the brand as an employer receives more attention than ever from companies.
Therefore, Human Resources managers must develop employer branding plans that position the company as an excellent place to work and allow attracting the best profiles.
Deep knowledge of the company
To carry out this diffusion of the brand image and build positive work climates, the HR teams also need to know in detail the values, mission and vision of the company, so that they can transmit it to the employees and can elaborate a plan of Human Resources tending to reinforce the elevated purpose and culture of the organization.
Staff satisfaction
The management policies of the human capital of organizations increasingly prioritize the search for excellence in the satisfaction of workers .
In this sense, it will be the HR department that must discover how to boost the motivation and involvement of employees through initiatives and social incentives , beyond remunerations or internal promotions, so as to improve the retention of talent and Increase performance and productivity.
Professional inclusion
According to the report Workforce Study 2016, by Oxford Economics , by the year 2020, 45% of the workforce in the world will be made up of freelancers or collaborators .
This introduction of the so-called Gig economy, requires knowledge and skills to integrate the workers themselves and external professionals as part of a good career in Human Resources.
Empathy
As direct care managers for the people of the company, members of the Human Resources area must have a high dose of empathy that allows them to understand the needs and expectations of employees and create positive organizations cultures.
Discretion
As immediate links between the Directorate of companies and the staff, managers or HR employees must act at all times with discretion and know how to discern when to protect confidential information and when it is necessary to share with the template or management.
Separation of work and personal life
The profile of head of Human Resources, in addition to developing an endless job -in the sense that there are always new measures that can be adopted to improve personnel management-, also carries an important emotional burden , by focusing on interpersonal relationships.
So much so, that professionals who bet on a career in Human Resources should be able to compartmentalize their work from the personal sphere to maintain emotional stability, avoiding that the problems of their position interfere in their life outside the company.
Knowledge of data analysis
Big Data has strongly broken into the field of HR, which must handle a huge amount of information on the performance, need for resources, satisfaction, training, needs, remuneration or potential of the staff.
To deal with such volume of data, the career in Human Resources must incorporate extensive mathematical knowledge and predictive analysis to interpret them adequately, as well as the management of all the technological programs and tools that this digitalization of the personnel management area entails.
Legal knowledge
In the same way that this professional profile must dominate the predictive analysis, it must also have a knowledge of the legislative field that allows it to have a sufficient basis to execute the measures according to the regulations. It is not that they are lawyers, but they do have an adequate legal basis, since many of their decisions will have legal consequences.
New forms of recruitment
The selection processes have surpassed the traditional methods and, at present, those responsible for recruitment must incorporate new ways of attracting talent , where social networks and the active search for the best talents become protagonists.
Employer branding
Today we are witnessing a time when the reputation of the brand as an employer receives more attention than ever from companies.
Therefore, Human Resources managers must develop employer branding plans that position the company as an excellent place to work and allow attracting the best profiles.
Deep knowledge of the company
To carry out this diffusion of the brand image and build positive work climates, the HR teams also need to know in detail the values, mission and vision of the company, so that they can transmit it to the employees and can elaborate a plan of Human Resources tending to reinforce the elevated purpose and culture of the organization.
Staff satisfaction
The management policies of the human capital of organizations increasingly prioritize the search for excellence in the satisfaction of workers .
In this sense, it will be the HR department that must discover how to boost the motivation and involvement of employees through initiatives and social incentives , beyond remunerations or internal promotions, so as to improve the retention of talent and Increase performance and productivity.
Professional inclusion
According to the report Workforce Study 2016, by Oxford Economics , by the year 2020, 45% of the workforce in the world will be made up of freelancers or collaborators .
This introduction of the so-called Gig economy, requires knowledge and skills to integrate the workers themselves and external professionals as part of a good career in Human Resources.
Empathy
As direct care managers for the people of the company, members of the Human Resources area must have a high dose of empathy that allows them to understand the needs and expectations of employees and create positive organizations cultures.
Discretion
As immediate links between the Directorate of companies and the staff, managers or HR employees must act at all times with discretion and know how to discern when to protect confidential information and when it is necessary to share with the template or management.
Separation of work and personal life
The profile of head of Human Resources, in addition to developing an endless job -in the sense that there are always new measures that can be adopted to improve personnel management-, also carries an important emotional burden , by focusing on interpersonal relationships.
So much so, that professionals who bet on a career in Human Resources should be able to compartmentalize their work from the personal sphere to maintain emotional stability, avoiding that the problems of their position interfere in their life outside the company.