If you read the professional standard of the position “Personnel Manager”, you will see a list of more than 30 knowledge and skills. It is useful to know them, but even if you fully master these skills, at least two dangers await you: the future lies with completely different competencies, and for your leader, old knowledge and skills are no longer interesting. Elena Vitchak, an expert and specialist in the field of human capital management, spoke about what to learn in order to become a sought-after specialist. If you dream about possition HR refine and enrich your resume if you need use hr resume examples - https://hrcareersearch.com/resume-examples.
1. Recruitment
In Russia, a difficult demographic situation, the loss of key competencies and knowledge, so this function undergoes the most significant changes and comes to the fore. Two interesting factors work here. On the one hand, the selection is literally “torn” in digital and sparkles with innovations. And on the other - no one canceled the technology of hiring and human communication with candidates.
We must be able to now:
Understand how to develop a hiring strategy.
be able to conduct external communications, and with all groups of stakeholders, including laid-off employees, passive candidates.
Manage your mobile site.
Manage your mobile app.
Build predictive analytics based on big data, understand the labor market of the industry and competitors in numbers and data.
2. Personnel administration
The specialist, who is listed in the "Personnel Administration", is waiting every day to print certificates, employment contracts, sick leave and other documents. This, of course, is not a very fun activity, but in this direction you can modernize your work.
We must be able to now:
Implement solutions that minimize paperwork. Try to imagine that employees receive inquiries, like air tickets, by mail or have a QR code on their phone.
Know programming skills.
Keep digital records of work - for example, virtual teams.
3. Training and development
Human resources specialists will learn themselves constantly and non-stop. In addition, they will be forced to create a learning environment for others. Here the main battlefield for success between companies will unfold.
We must be able to now:
E-learning - training via the Internet and multimedia.
Combine different training models depending on the target audience and business needs.
Go to a product that is interesting for middle and top management.
4. Organizational design and corporate culture
In this direction, it is extremely important to understand what the head hurts about and what bosses and business colleagues learn. Knowing these problems, HR will be able to speak the same language with business.
We must be able to now:
To adopt successful cases of turquoise organizations.
Understand the rules for the formation of effective organizational structures.
Manage small dynamic teams.
Know effective ways to manage staff.
As we can see, knowledge that was inherent in other professions: sales, IT, project management, penetrates the HR sphere. At the junction of marketing and HR is another important competency that everyone needs, regardless of their position. I'm talking about HR reputation management: it’s obvious to everyone that just doing your job well is not enough.
Those who have achieved great success and play in the “big league” are doing “something” that is not very clear and inconspicuous for many: they are thinking about how the “sharing economy” will affect our careers, they are studying the reputation field that we play on, try to see HR companies through the eyes of managers.
I will tell you more about HR reputation management at the Volga HR Summit, which will be held in March in Kazan. Come for the right reputation!
1. Recruitment
In Russia, a difficult demographic situation, the loss of key competencies and knowledge, so this function undergoes the most significant changes and comes to the fore. Two interesting factors work here. On the one hand, the selection is literally “torn” in digital and sparkles with innovations. And on the other - no one canceled the technology of hiring and human communication with candidates.
We must be able to now:
Understand how to develop a hiring strategy.
be able to conduct external communications, and with all groups of stakeholders, including laid-off employees, passive candidates.
Manage your mobile site.
Manage your mobile app.
Build predictive analytics based on big data, understand the labor market of the industry and competitors in numbers and data.
2. Personnel administration
The specialist, who is listed in the "Personnel Administration", is waiting every day to print certificates, employment contracts, sick leave and other documents. This, of course, is not a very fun activity, but in this direction you can modernize your work.
We must be able to now:
Implement solutions that minimize paperwork. Try to imagine that employees receive inquiries, like air tickets, by mail or have a QR code on their phone.
Know programming skills.
Keep digital records of work - for example, virtual teams.
3. Training and development
Human resources specialists will learn themselves constantly and non-stop. In addition, they will be forced to create a learning environment for others. Here the main battlefield for success between companies will unfold.
We must be able to now:
E-learning - training via the Internet and multimedia.
Combine different training models depending on the target audience and business needs.
Go to a product that is interesting for middle and top management.
4. Organizational design and corporate culture
In this direction, it is extremely important to understand what the head hurts about and what bosses and business colleagues learn. Knowing these problems, HR will be able to speak the same language with business.
We must be able to now:
To adopt successful cases of turquoise organizations.
Understand the rules for the formation of effective organizational structures.
Manage small dynamic teams.
Know effective ways to manage staff.
As we can see, knowledge that was inherent in other professions: sales, IT, project management, penetrates the HR sphere. At the junction of marketing and HR is another important competency that everyone needs, regardless of their position. I'm talking about HR reputation management: it’s obvious to everyone that just doing your job well is not enough.
Those who have achieved great success and play in the “big league” are doing “something” that is not very clear and inconspicuous for many: they are thinking about how the “sharing economy” will affect our careers, they are studying the reputation field that we play on, try to see HR companies through the eyes of managers.
I will tell you more about HR reputation management at the Volga HR Summit, which will be held in March in Kazan. Come for the right reputation!
