Top 5 HR Skills Every HR Professional Should Have — Transcript

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1. 0:00gone are the days when hr management was
2. 0:02the main skill
3. 0:03that hr professionals needed to master
4. 0:06to succeed in our current
5. 0:07dynamic and volatile business
6. 0:09environment human resources
7. 0:11professionals
8. 0:12need to have a broad set of general
9. 0:14skills as well as a deep understanding
10. 0:16of their functional expertise
11. 0:18which skills exactly in this episode
12. 0:21we'll talk about the top
13. 0:225 hr skills that every hr professional
14. 0:26should have
15. 0:30hi there i'm nelly and welcome to a new
16. 0:33episode
17. 0:33of learning bytes before we get started
18. 0:36with the top five skills every hr
19. 0:38professional needs don't forget
20. 0:40to subscribe to our channel click the
21. 0:42notification button
22. 0:43and like this video without further ado
23. 0:46let's start
24. 0:47with the first hr skill one
25. 0:49communication skills
26. 0:50communication is essential in human
27. 0:53resource management
28. 0:54as the hr professional is the link
29. 0:56between the business and the employee
30. 0:58on the one hand you're a people advocate
31. 1:00and on the other you represent the
32. 1:02employer
33. 1:02this requires great communication skills
34. 1:05you need to be able to communicate
35. 1:07formally and informally and in different
36. 1:09ways in both verbal
37. 1:11and in writing and both online and in
38. 1:13person
39. 1:14here are three essential communication
40. 1:16skills that you should master
41. 1:18clear writing this will help you avoid
42. 1:20miscommunication which is especially
43. 1:22important when dealing with matters that
44. 1:24have a huge impact
45. 1:26on your employees such as employment
46. 1:28contracts job vacancies or company
47. 1:30policies
48. 1:31critical listening being a people
49. 1:33advocate means understanding your
50. 1:34employees perspective
51. 1:36and helping them overcome challenges at
52. 1:38work an important part of this is being
53. 1:40able to listen
54. 1:41clearly and critically conflict
55. 1:43management hr professionals
56. 1:45need to be able to handle uncomfortable
57. 1:47situations with sensitivity think for
58. 1:49instance of grievances
59. 1:50exit interviews and salary negotiations
60. 1:53two digital skills
61. 1:54hr professionals who understand new
62. 1:57technology and actively integrated into
63. 1:59their organization
64. 2:01are able to make hr and the company run
65. 2:04more efficiently let's take
66. 2:05human resource information systems or
67. 2:08hris for short
68. 2:09for example most information regarding
69. 2:12hiring
70. 2:12performance evaluation payroll rewards
71. 2:15and benefits and more is registered in
72. 2:17an hris
73. 2:18hr professionals need to understand how
74. 2:21to navigate these tools
75. 2:22and interpret the data within there are
76. 2:25also many other tools and systems
77. 2:27that hr can leverage from social media
78. 2:30platforms
79. 2:30like linkedin to applicant tracking
80. 2:33systems with
81. 2:34more being developed all the time hr
82. 2:36professionals need to be digitally savvy
83. 2:39enough
84. 2:39to keep up with the latest developments
85. 2:41and understand
86. 2:42how to use these to their advantage
87. 2:45three data literacy and reporting skills
88. 2:48the work of hr is becoming more and more
89. 2:50defined by data
90. 2:51most hr generalists are now required to
91. 2:54be analytically driven
92. 2:56and oriented this doesn't mean you need
93. 2:58to be a data scientist
94. 3:00but you should be able to read apply
95. 3:02create
96. 3:03and transform data into valuable
97. 3:05information to influence
98. 3:06decision-making processes one example of
99. 3:09data literacy in human resources
100. 3:11is understanding key hr metrics
101. 3:14this includes metrics such as
102. 3:16recruitment engagement
103. 3:18and retention and employee value and
104. 3:20performance
105. 3:21having some knowledge of data processing
106. 3:23tools such as excel
107. 3:25is also a great advantage being able to
108. 3:27use metrics kpis scorecards or
109. 3:30dashboards lets you take an
110. 3:31evidence-based approach and will help
111. 3:33you make better decisions
112. 3:34for example when advising managers and
113. 3:36employees and creating people policies
114. 3:39four advisory skills and business
115. 3:41understanding one of the key hr skills
116. 3:43is advising different stakeholders
117. 3:45you need to be able to advise employees
118. 3:48line managers
119. 3:49and senior managers on personnel issues
120. 3:52here are some issues that you might come
121. 3:54across
122. 3:54operational problems for example
123. 3:56creating a reintegration plan for an
124. 3:58employee or helping a senior manager
125. 4:00formulate an email to the department
126. 4:02tactical issues such as the organization
127. 4:05of advising and restructuring efforts
128. 4:07strategic advice this involves the
129. 4:09alignment of hr practices with the
130. 4:11business strategy
131. 4:12to be able to add value to your
132. 4:14organization you need to understand the
133. 4:16business
134. 4:17this is where business acumen comes in
135. 4:19being able to understand the business
136. 4:21its customers and its shareholders is a
137. 4:24must for hr professionals this will help
138. 4:26you better understand the
139. 4:28problems that line managers and
140. 4:29executives are trying to solve
141. 4:31additionally you'll have an easier time
142. 4:34positioning your business
143. 4:35to win in the marketplace want to know
144. 4:37more about how you can develop business
145. 4:39acumen
146. 4:39check out our learning bite on this
147. 4:41topic 5. enter cultural sensitivity and
148. 4:44inclusive language skills
149. 4:45this hr skill depends on the specifics
150. 4:48of the organization
151. 4:49especially for larger multinational
152. 4:51companies
153. 4:52intercultural sensitivity is a must when
154. 4:55you're in touch with managers
155. 4:56and employees in different countries you
156. 4:59need to be aware
157. 5:00of intercultural differences for example
158. 5:03practices for managing and retaining
159. 5:05people can differ tremendously between
160. 5:08cultures
161. 5:08in india it's common to get a promotion
162. 5:11every year
163. 5:12while in the western world this happens
164. 5:14on average every three
165. 5:16to five years be aware also of
166. 5:18communication differences
167. 5:19for example in some countries such as
168. 5:22the netherlands
169. 5:23direct communication is the norm while
170. 5:25other countries
171. 5:26such as japan tend towards more indirect
172. 5:29communication
173. 5:30using the wrong communication style may
174. 5:32result in your message
175. 5:33not being perceived as important or even
176. 5:36being offensive a tool that you can use
177. 5:38to navigate intercultural communication
178. 5:40is hof status
179. 5:42six dimensions model with this model
180. 5:44you'll get insight into the levels of
181. 5:46power distance
182. 5:47individualism uncertainty avoidance
183. 5:49masculinity
184. 5:50long-term orientation and indulgence of
185. 5:53a culture
186. 5:53another aspect of communication that you
187. 5:56should pay attention to is using
188. 5:58inclusive language
189. 5:59the kind of language that you use to
190. 6:00communicate with your employees
191. 6:02can have a direct impact on how
192. 6:04respected and valued they feel consider
193. 6:07this
194. 6:07survey results from linkedin show that
195. 6:09in the us one in
196. 6:11four lgbtq employees have left a job
197. 6:13because they don't feel accepted
198. 6:15using inclusive language is a crucial
199. 6:17step in creating a more inclusive
200. 6:19workplace
201. 6:20there are several things that you can do
202. 6:22to facilitate this
203. 6:23such as offering training and education
204. 6:26creating bias-free language guidelines
205. 6:28or using ai tools to help you detect
206. 6:31language that isn't inclusive
207. 6:33and there you have it the top five hr
208. 6:35skills
209. 6:36every hr professional should have these
210. 6:38are crucial
211. 6:39generalist skills that form our t-shaped
212. 6:42hr competency framework that will help
213. 6:45you become
214. 6:45future proof curious to see how t-shaped
215. 6:48you are take our t-shaped assessment
216. 6:50using the link below to find out see you
217. 6:52next time
218. 7:04you