14 Crucial HR Skills & Competencies

1. Interpersonal skills

Interpersonal skills are the most important HR soft skills. After all, the first part of
human resources is “human.” The bulk of a human resource officer’s job is interacting
with employees. Often, HR staff are the first company representatives potential
employees meet during the hiring process, and making a positive impression is
important. The department serves as a voice for the organization and an employee
advocate. They greatly influence the company culture, and can help employees feel
safe and welcome within the organization.

Human resources should be professional, yet approachable. These individuals should

be able to chat with coworkers about non-work topics while not prying too far into
colleagues’ personal lives. HR professionals should show genuine interest and
concern for colleagues and build rapport. Interacting with staff is a major part of the
job, so HR employees should possess strong social skills.

2. Emotional intelligence

Emotional intelligence, or the ability to accurately identify and respond to emotions,

is one of the most valuable HR competencies. Exercising a high EQ enables HR
professionals to better understand and bond with employees. Recognizing and
acknowledging feelings and experiences often earns HR staff the trust and
cooperation of colleagues.

Not to mention, workers are often hesitant to admit their true feelings, or may not
even be self-aware enough to recognize them. An emotionally-savvy HR professional
can pinpoint the emotional drivers behind behaviors and get to the root of the issue
quickly. Also, emotional intelligence makes professionals more mindful of their own
reactions and feelings, and helps them respond to situations more level-headedly.

HR teammates can use online personality tests to get a baseline reading of their
emotional intelligence.

3. Confidentiality

Maintaining confidentiality is one of the most important HR skills. The human

resources department is privy to sensitive information like employees’ personal
records and details, performance evaluations, and payroll information. Employees
sometimes confide personal issues such as medical problems, family disputes, or
unstable living situations. Plus, HR is often the first department to know about major
organizational changes.
Most conversations that occur in the HR department are private and should stay
private. Guarding secrets builds trust and confidence, enabling human resource
officers to continue serving their organizations effectively.

4. Active listening

The HR department are the ears of the organization. Human resources hears
employees’ questions, and concerns. These team members solicit feedback from staff
through employee engagement surveys. When personal or professional problems
arise, teammates seek HR’s council.

There are two main reasons human resource staff should employ active listening.
First, HR often needs to document conversations, and paying close attention helps
them write detailed reports. Second, the practice makes employees feel heard and
valued. Workers will respect HR more if they feel that human resource officers care
about their problems.

Being fully present in the conversation can also help human resource staff pick up on
nonverbal cues. By reading between the lines of a conversation, HR pros can more
quickly diagnose and treat problems.

5. Event organizing

Since HR professionals tend to be in charge of employee engagement campaigns,

event organizing skills come in handy. Human resources plans company
programming such as:

 Holiday parties
 Onboarding
 Trainings
 Lunch and learns
 Health fairs
 Team building activities and outings
 Company retreats
 Staff appreciation days
 Recruitment fairs

HR should know how to organize vendors and materials, design a schedule, build
buzz and solicit signups, and run the show. Proactive event planners also gather
feedback from staff post-event and use the information to improve the process.

You can use event management software to assist you.

6. Recruiting

Recruiting is a specific skill set, not just a job. HR professionals know how to write
compelling job postings, attract and screen qualified candidates, conduct interviews,
and make hiring decisions. Good recruiters collaborate with the hiring department to
create solid hiring criteria. These individuals build pools of promising applicants by
leveraging social media, company events, and referral networks. HR professionals
know how to use tools like applicant tracking systems and understand hiring best
practices. These individuals have honed timing down to a perfect science. The best
HR managers know how to pace the interview process and when to extend an offer.
Talented recruiters know how to evaluate candidates on multiple levels such as
technical prowess, attitude, and culture fit.

You can use applicant tracking systems to assist the process.

7. Conflict resolution

One of human resource’s main functions is to resolve company disputes. The

department often mediates arguments between teammates. HR’s responsibility is to
give employees a safe space to work through issues and to help staff find workable
fixes. The human resources crew should know how to de-escalate tension, encourage
active listening, steer the conversation towards solutions, and negotiate compromise.
HR fosters dialogue and gives each party ample time to explain their case. Effective
mediators stay alert for underlying causes of disagreement and explore those points
as they arise.

Here is a list of conflict resolution activities to try, and here is a list of books on
conflict resolution skills.

8. Communication

Communication skills are one of the HR core competencies. Human resources speaks
to every member of the organization. These individuals take part in the interview
process and welcome employees during orientation. HR professionals send mass
emails about health insurance enrolment, cultural events, and wellness initiatives.
These team members answer questions and mediate conflicts. Human resources also
gives presentations and workshops. Having good conversational, public speaking,
and written communication skills is key. HR professionals should know how to
communicate professionally with empathy and warmth.

9. Objectivity and critical thinking

Workplace conflicts cause strong emotions, especially when threats to livelihoods are
present. The involved parties usually feel justified in their actions, and both will claim
that they are right. As humans, we are all subject to assumptions, biases, and
feelings. In fairness to all employees and the organization, human resource
professionals must overcome these urges. It is important not to jump to conclusions,
and to make judgments based on evidence rather than claims. Human resources
should present a neutral front and avoid projecting any hints of favoritism.

Objectivity and critical thinking are one of the most important HR supervisor skills.
Directors must often make tough decisions, such as disciplining employees or
creating company wide policies. The HR officer’s duty is to remain calm, think clearly,
and approach the problem from a solution-oriented standpoint. This team member’s
decisions happen on a macro level, and they must consider multiple perspectives and
factors and imagine long-reaching consequences.

10. Analytical capabilities

When thinking of careers that crunch numbers and study data, human resources
probably ranks low on most folks’ lists. Actually, HR has many analytical components.
The ability to collect and analyze data is one of the most important resource
management skills. HR needs to anticipate hiring needs, monitor employee
attribution, and develop employee retention strategies. HR managers need to strike a
balance between staffing needs and budgets. Also, human resources should be able
to measure employee engagement and optimize organizational performance. All of
these tasks require the ability to gather and interpret information.

There are many metrics HR staff can use to measure the health of their organization
and the results of their efforts. However, these tools are only useful if HR has the
know-how to read and react to the data.

11. Research and continued learning

The human resources industry involves various laws and best practices. These
regulations and standards change as corporate culture and society evolve. HR staff
who want to remain at the top of their field must have research skills and the desire
to keep learning. Human resource professionals of all levels should keep updated on
industry trends and shifting regulations. As leaders, it is especially important for
human resource managers and officers to stay informed. Keeping current with
industry knowledge helps HR professionals manage compliance and better serve
their organizations.

12. Team building skills

Human resource folks are connectors. These individuals foster workplace friendships
by planning fun socials and bring different departments together by hosting
company wide events. The human resource department is responsible for company
culture and unity. To achieve these goals, HR professionals must have great team
building skills. HR has the task of transforming employees into teammates. When
planning events, HR encourages interaction and teamwork. These team members
know how to navigate conflicts and create accepting and empowering environments.

While department and project managers oversee individual teams, HR has the role of
making the entire company feel like teammates. Not to mention, HR often coaches
managers in the art of team building. Supervisors might be knowledgeable in their
areas, but new to team management. HR are experts that can teach leaders the skills
needed to form and guide strong teams.

For more information, check out our guide to team building skills and this one
with tips for team building.

13. Administrative skills

HR is an administrative-heavy job. The HR department is responsible for collecting

and storing vital employee information such as contact information, social security
numbers, banking information, health insurance information, payroll data, and
performance reviews. Not to mention, there are many compliance requirements
departments must meet. Human resource management requires good organizational
and filing skills and data entry and management skills. Precise records prevent delays
and discrepancies that inconvenience employees. Maintaining accurate systems helps
the company function smoothly and avoid penalties or fines.

14. Technical skills

Technical skills are increasingly important for HR managers. You may need to use
online communication platforms, or tools for tracking employee performance or
engagement. The best way to learn technology is to actually use it.

Here is a list of common HR software tools.

Conclusion

Most HR jobs ask for a degree in a related field. However, a human resources degree
is not the only requirement for performing the role effectively. Human resource
professionals also need a special set of skills to excel in their roles. By honing these
abilities, HR professionals can better serve organizations and employees. While these
traits come naturally to some folks, skills are buildable and there is room for
continual improvement.