A REPORT ON SOFT SKILLS ARE THE MANDATORY SKILLS FOR OUR HR PROFESSIONAL

Submitted by: VINU VIJAYAN MBA-II SEMESTER Department of Management Studies Poornima School of Business Management ISI-6 RIICO Institutional Area, Goner Road, Sitapura, Jaipur

ACKNOWLEDGEMENT

I express my sincere thanks to my project guides MISS PRIYANKA KHANDELWAL and MISS KARISHMA SHARMA Faculty, Department of Management Studies for guiding me right form the inception till the successful completion of the project. I sincerely acknowledge them for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support they had provided to me with all stages of this project. I would also like to thank Mr. R.K. Agarwal, Advisor and the supporting staff of Department of Management Studies, Poornima School of Business Management for their help and cooperation throughout our project.

(Signature of Student) VINU VIJAYAN

PREFACE
The topic for the research was soft skills are mandatory skills for our HR professionals it shows that soft skills very much essential for HR because hr plays vital role in the organization and important asset for the organization. In the study Training on soft skills becomes all the more relevant in a country like India where the education system does not delve into personality development. It is correctly said, "Planning is necessary but execution is also equally important. And it takes soft skills to execute any idea because it involves dealing with people directly”. In the project, the secondary data had been collected from the various sources such as internet, articles from magazines, websites and books. The objective of the project was to pull together the ideas and research from around the world to better understand how we can apply this new and growing body of knowledge in a global environment. The limitation of the project was that the time limit was short, huge cost was involved, Inefficiency, Collection of data from a large region. The conclusion of the project was that soft skills play a vital role for professional success; they help one to excel in the workplace and their importance cannot be denied in this age of information and knowledge.

Table of Contents
Contents 1. Executive Summary 2. Introduction 3. Objective and Scope 4. Research Methodology 5. Review of Literature 6. Core Study/Chapterization 7. Findings ,Data & Analysis 8. Conclusion 9. Recommendations 10. 11. Limitations Bibliography Page No.

Soft skills contain all types of skills like communication skills. they help one to excel in the workplace and their importance cannot be denied in this age of information and knowledge. written communication skills body language etc. This means that there’s a real gap between the soft skills the organization needs. and the skills employees have. which cannot be taught. personality traits and social skills which everyone possesses in varying degrees.Executive Summary HR departments rate soft skills. And you must be able to take ownership is responsibility for your actions and lead from the front without calling it quits at the most critical moment. The people most likely to be hired for available jobs have what employers call "soft skills”. such as interpersonal skills. It represents the reactive nature of the individual and is about looking at things with the right perspective. However employees with well-developed soft skills are hard to find. and once people have joined the organization. Most the business leaders observed that they could find workers who have "hard skills" is the capability to operate machinery or fulfill other tasks. Soft skills play a vital role for professional success. Looked at positively. will help you stand out in a milieu of routine job seekers with mediocre skills and talent. You must be ready to solve problems proactively and create win-win situations. communication skills.in the highly competitive corporate world. but many potential hires lack the "soft skills" that a company needs.which are in fact scarce -. interpersonal skills etc . as some of the most valuable skills they look for when selecting new employees. It is a behavioral skill. The . Soft skills are qualities. communication skills and management skills.. employers struggle to provide training in these areas. this means that there’s a huge opportunity for organizations to improve productivity and profitability by bridging this gap. Good soft skills -. presentation skills. However it can be developed through continuous training. Soft skills are very much important for HR professionals because it contains presentation skills.

This function title is often abbreviated to the initials. applying and advising on employment law. The organizational function that deals with the people . policing arm of executive management. The people that staff and operate an organization … as contrasted with the financial and material resources of an organization.” Long a term used sarcastically by individuals in the line organization. health and safety. because it relegates humans to the same category as financial and material resources. Human resource managers seek to achieve this by aligning the supply of skilled and qualified individuals and the capabilities of the current workforce. HR is the main asset of the organization. HR professional. Soft skills provide a way to get the highest return on investment when considering human capital. the human resources). recruitment and training. top level .. business sectors or even whole nations.middle level n lower level management . Few individuals are fired because they lack technical knowledge. HR looks after aspects of an organization’s functioning such as employee relations. for example. the role of the human resource professional in many organization has been to serve as the systematizing. although it is also applied in labor economics to. human resources will be replaced by more customer-friendly terms in the future.e. Human resources are a term used to describe the individuals who make up the workforce of an organization. Most are fired because of a deficit in soft . A career in Human Resources is all about ensuring that an organization has the right people to work for it and that their rights and benefits are effectively administered. with the organizations ongoing and future business plans and requirements to maximize return on investment and secure future survival and success.e.. pay and benefits. They can build great people.good soft skills must be required by the HR professionals because if they don’t have it they will not able to deal with their subordinates which includes three levels of management i. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.

and how well we do it. what we know is not nearly as important as what we do with what we know.skill knowledge. Ultimately. Soft skills are transferable skills necessary at every domain .

" . It is essential to be technically sound. but one should also have the ability to convey the idea to the masses in the simplest possible manner. Soft skills are very important in business. Soft skills are intangible interpersonal skills that are associated with an individual’s ability to effectively interact with others.INTRODUCTION Soft Skills for HR Professionals… Introduction What is a soft skill? • Soft skills as defined by the Oxford Dictionary is the ability to do something well´. And management gurus relate soft skills to emotional quotient and define soft skills as a cluster of personality traits. These skills are not easy to measure but they can be observed in individuals who possess the ability to interact with people interact with people.

The people that staff and operate an organization as contrasted with the financial and material resources of an organization. The need is to benchmark your Personality and Behavior. decorum. education and background you will never be able to grow in that profession. mannerism.Human resource is a term used to describe the individuals who make up the workforce of an organization. Though. irrespective of your knowledge. To work in any profession. Some of those traits and attributes I have mentioned in this article. attitude. Failing which. professional approach. behave and present themselves that can hamper or lift their image and professional graph. There are some minimum expectations from HR Professionals. Respect can only be earned and not “asked for”. and thinking to work efficiently and to sustain in that given profession. in the way they carry themselves. behavior. It is almost impossible to be productive in today's business environment without being an effective communicator. one should not only have “Subject Matter Expertise” but also personality. HR leaders understand that communication is vital to professional success. to a large extent I have covered all the attributes but still I consider this list as INCLUSIVE and not EXCLUSIVE. This is also true for HR Profession. The importance of soft skills indicated that the single most important soft skill for a job candidate to possess was interpersonal skills. .

Soft skills are transferable skills necessary at every domain. • • • • • • • • • • • This study shows that there must be clarity of thoughts in each and every work. conflict resolution and negotiation. influencing skills and selling skills Objective of study Objective means goals and mission and what u wants to achieve in future. SCOPE OF STUDY  Scope of soft skills is important in each and every sector .followed by written or verbal communication skills and the ability to work under pressure. personal effectiveness. Also known as Interpersonal Skills. they include proficiencies such as communication skills. or people skills. Soft skills emphasis on how you say and not on what you say. strategic thinking. creative problem solving. Soft Skills are behavioral competencies. team building. It shows the efficiency in time management Soft skills helps to develop management skills Enthusiasm to Share / Develop / Coach and Mentor – Soft skills helps to do self motivation Innovation and Creativity Personality Development Presentation Skills It helps to interact with others.

Increasing productivity. selection. Primary sources and Secondary Sources. Performance management and improvement systems. . Soft skill also beneficial in educational sector. Methodology: . training and development etc.Methodology or process involving in the research followed during the course of training is as follows a) Collection of data: . A soft skill comes in training and development program or in Employee services and counseling. 1) Primary sources: where the data is collected primarily by interviewing and personal observation and is original in nature and accurate to the considerable extent. To carry our research necessary telephonic calls needed to be done. interpreting and summarizing in a significant manner for the purpose of framing out necessary conclusion and finding of data perceived and formulated for deriving out the meaningful information.      Research methodology What is Research? Research is a process of collecting. analyzing. development. Soft skills important in recruitment. Here my objective of this training is a study towards Behavior of retailers and consumers with respect of Brand image of PCs of different companies. and training.this is an important aspect in formulating the objective of research process where the data is collected via two process. Employee orientation. suitable appointment were to be fixed and therefore market survey is to be followed.

2)Secondary sources: where the data is obtained from some published and printed sources such as newspaper. problem. It answered the question who bought where.the data collected through Secondary data and published sources are then processed to obtained necessary inferences and finding for the purpose of achieving the objective as well as to derive necessary conclusion. when and how. the need of community (customer) or the attitude of employee towards management. TYPE OF RESEARCH: Descriptive Research: It attempts to describe systematically a situation. websites and so on. .: It may attempt to describe the type of service provided by an organization. service or program or provide information about the living condition of community or describe the attitude towards an issue.Thereby necessary summary is prepared which is essential in the project report. d) Summarizing of data: .g. c) Interpreting of data: . accurate and systematic the research cannot describe the cause effect relationship. phenomenon. The aim of description and researcher may follow up with examination of why the observation is existing and what the implication of the findings.it is the significant step where the data collected and analyzed is interpreted in the forms of graphs and figures is depicted in the report called project report. Although the data description is factual. the administrative structure of an organization. b) Analyzing of collected data: . E. Often the best approach prior to writing descriptive research is to conduct a survey investigation. magazines. A considerable skills and knowledge is involved in analyzing the data for the purpose of interpreting thereof.

. We collect secondary data from reviews. secondary data means anything published before and not first hand. Soft skills India: Soft Skills India was set up to meet the growing needs for soft skills among employees at the entry level and at supervisory and managerial levels in the corporate sector.My study totally based on secondary data and we are not totally relay on it. 4 December 2010 The IUP Journal of soft skills “Effective Body Language for Organization Success” Author D B Rene It is well known that body language refers to non verbal mood of communication on scientific analysis it has been found that the different aspect of comment comprise 55% bodily movement and gestures 38% vocal tone and only 7% word or verbal communication. For example :• • • • HRM review Internet Books magazine Review of Literature Soft skills vol IV No. We provide customized needs assessment and training services in the areas of soft skills and English language skills to corporate India. internet journals. newspaper books etc.

Soft skills provide a way to get the highest return on investment when considering human capital. Their one decision can “actually” change the life of an individual and can cost the company a few thousand dollars. what we know is not nearly as important as what we do with what we know. take responsibility for their own success. ELEVEN Qualities all HR Professionals Should Have 1) Ability to make decisions . Not taking any decision is not a good decision. HR professionals are human beings with emotions and feelings and they deal with a set of people with different needs and emotions and hence it is important for them to make factsbased decisions.Decision making ability is a very critical attribute for the success and growth of all individuals in any profession. Do not go by what you or others think about an individual but . Most are fired because of a deficit in soft skill knowledge. Ultimately. A decision made can be right or wrong but the fear of making wrong decisions should not stop someone from making any decision.Soft Skills India also designs and conducts comprehensive Fresher Training Programs of several weeks duration to meet the specific needs of individual organizations Chapterization Soft skill knowledge important in the working world but employees who lack the ability to manage their lives. They can build great people. This attribute is very critical for HR professionals. Their one decision can get a right or wrong person into the organization. and follow through on commitments need to learn soft skills required for a job so they understand how all aspects of their lives connect. and how well we do it. Their one decision can reward or promote or retain a non-performer. Few individuals are fired because they lack technical knowledge. Their one decision can retain or terminate the services of a high-performer and good employee for the sake of a non-performer.

I want to achieve that goal. Ambiguity. Talent Management. if there is a closing date for that. For Example. either we agree to it or we don’t agree to it. They don’t have clarity of role. One should not only be able to make decision but making a decision at the right time is equally critical and important. either we want to do or we don’t want to do. Uncertainty. You approach them for any work and they respond by saying. But when? I agree that “Good HR Professionals” have many things to do. But. if I don’t specify. They are not clear. I want my company to be in top-10 companies in the world. It’s a good dream. it will be done”. by which year or in how many years. They are expected to set time-frame and meet those expectations. that are not expected from any HR Professional. 2)Clarity of Thoughts – In most of the situations and circumstances. They don’t know what role they like to play in the organization. all goals. It’s a Vision. Career Development. Most of the time. etc are the things. it will only remain as a dream and will never become a reality. all commitments looks good and are achievable. They don’t have clear expectations. 3) Efficiency in Time Management . neither from themselves. Confusion. Benchmarking. I have seen that they don’t give any time limit. They fail to take stand. It has been seen that many HR Professionals are confused. which takes lots of time. or from their team or from their internal customers (employees). But. they fail to take decisions. . these are things. “Ok.HR professionals is expected to be efficient in time management. where they want to take their company. With this confusion.support your decision with the facts and data. either it is acceptable or it is not acceptable. either you want or you don’t want. Employee Relations. Recruitments. all activities. we come across two options. all dreams. Open-Ended commitment.

it is equally important to know and understand the business of the company that you are working with. It’s . that is the confusion. It is a well known fact and has been proved in various surveys that HR professionals don’t care to understand the business of the company and the industry that they are working in.4) Compare Performances / Compare Situations & Circumstances but do not compare individuals / People – Knowingly or unknowingly but quite often. we tend to compare two different people. I think. 6) Vision and Goal for the Department. Instead of analyzing the behavior of a person we tend to analyze them as an individual and take this as our right. They want to do something in HR but don’t know what they can do or should do. as it is important to know about the city and country that you are traveling to. According to the survey done by Virgin Management Consultancy 67% HR Professionals in USA and 83% HR professionals in India do not know the nitty-gritty of their company’s business. The very basic principle of science and management says that no two individuals are same. They don’t know the business model of their company. instead of Circumstances and Situations. They should have vision for the organization for HR perspective and goals for their department and team. They should be aware as what they want in their life and career. 5) Knowledge about the Business and Industry – Everybody should be aware of their strengths and weaknesses. Team and Organization – What you want to do for the organization? Are you planning to implement a competitive compensation plan? Do you want to take your company in the bracket of 25 “Best Employers in the Country”? Are you planning to acquire best of the talent from market? Do you think that you need to control the growing Attrition Rate of your company? Have you thought about “Organization Development” and “Talent Management”? Usually. They don’t know from where the revenue is coming. HR professionals and HR heads don’t have that vision.

two things will automatically flash in their mind – Theory and Politics. they have strategies and policies but they are not able to support those strategies with data. 7) Love for Number / Data / Figures / Calculations / Analysis / Projections – You talk to any person in any other profession and tell them that you are in HR. They should not be subjective and theory oriented. you have one life. calculation and analysis. 8) Enthusiasm to Share / Develop / Coach and Mentor – We have heard and read in our schools and colleges that “Knowledge is a wealth.a must have. by what percentage the company will be able to increase the employee retention and decrease the attrition. (It is because there is no mathematics and calculations involved in this subject that many people [mostly females] love to join this profession). HR professionals need to be more analytical. Until and unless you are sure about your destination. I need to show. so that they can be successful in their life. how much the implementation of that strategy will cost. We can help them in changing their perception and behavior. Don’t you think that we have very important and crucial role to play?? How many of us have actually thought of those lines? Do. if I have a “Retention Strategy” and I want to implement in the organization. which are the companies that are using this particular strategy and how effective it has been in their cases. I am going with this data. the more you distribute/share the more you gain”. We can develop their life. I am sure that my strategy will be implemented. Hence. data oriented and good in calculations. we are privileged and are in a very unique position where we can develop people. If. give what you can. In this profession of HRM & D. you cannot take the path. We can groom them. think about it. We can develop their career. If 10 people will remember me . For example. One reason why HR professionals in India have not been able to enter into the Board Room and make their presence felt in the organization is because though they have ideas.

Discipline in life is a must to grow. expectations and factors that motivate them are different and that’s a challenge for HR professionals. people saying that I am doing this or that because others are also doing it but that is not expected from HR Professionals. everything else will go for a toss and things will go out of control. you break that trust. future related. ideas. be it with employees. I will consider my life as successful. at the time of interview share important information with HR. Imagine. irrespective of their respective professions. will that employee ever comeback to HR to share anything with him. behavior and communication to address the individual needs of their employees without compromising with corporate objectives and goals. you will never be able to win it again 11) Compare performances but not individuals – HR profession is based on the belief that no two persons are the same and hence their needs. who are working in “Employee Relations”. If ever. suggestions. if the HR professional keep sharing that information with everyone in the team of HR. I have heard. but it is more appreciable in HR Professionals and is like a must have. 10) Trust Worthy – This is very important quality and must have for all HR Professionals. So. dreams etc. HR professionals need to win that trust and then maintain and keep that trust.once I bid adieu to this world for helping them in developing their life. personal. You . This is very true for HR Professionals. prosper and being successful. they need to benchmark their own behavior and if they start flowing with water. NEVER. professional. Candidates. HR professionals are expected to personalize their approach. 9) Self Discipline – This again is a common quality that everyone should have. is based on trust and honesty. Employees share lots information. set standards and don’t just flow. Relation of any kind. They need to set standards for others to follow.

You are getting paid to manage. HR professionals cannot exist in isolation or in vacuum. They exist in an organization because there are people in the organization. They must be visible and approachable. Within your organization you can be empathetic but not sympathetic. 2) Should not be emotional – “Touch everyone’s heart and don’t let them touch yours”. They should feel that you are dedicated to them. . irrespective of your profession it hinders the growth of an individual and has also doomed many successful people but HR professionals cannot afford to have even a pinch of ego. motivate people and improve their performances and not for developing personal relations or making friends at workplace. Employees of an organization. One common trait among all individuals across countries. If your friend in the office has been ignored for the promotion in favor of someone better or if they have been penalized for their misbehavior or indiscipline or if they are getting laid-off or if their employment gets terminated because of poor performance you can show all your sympathy outside the office premises but within that you must follow the protocol and your code of conduct. they should not waste that time. care for them and that you are unbiased. HR professionals must be strong. in HR profession.should make every employee feel special and appreciated. being emotional is considered as a weakness. cultures and religions is that they are emotional. FIVE 5 traits that any HR Professionals should not have – Behavior that hampers the growth of HR Professionals 1) Ego: Although it is a very common negative trait to have. However. including HR professionals are paid for their time and hence.

It is suicidal. TEACH him. In similar manner in this profession. If he knows but do not know that he knows. he is arrogant. every operation is new and different. If he don’t know and don’t know that he don’t know. If he don’t know and know that he don’t know. Human Capital Management and Development is an ever practicing profession. We like to quote an axiom from undisclosed sources. AVOID him. every case is different and unique and for a surgeon. he is sleeping. “I know everything” is a devastating attitude that leads to self-destruction. Be willing to learn. WAKE him up. Therefore. he is a student. For a lawyer. .3) I know everything – Just like practicing lawyers and doctors. you deal with human beings who are unique and different and their behavior and culture and hence no amount of experience can lead you to perfection.

Follow him. No Grapevine. many HR professionals in Asian countries send across a non-verbal communication to employees that implies. 4) I am the GOD. Neither should they have favorites and nor should they encourage favoritism in an organization.If he know and know that he knows. HR professionals just do their job and get paid for it. In this article. For HR professionals. By providing a job opportunity or by rewarding a right person for a right performance or by providing a solution to the problem. just like doctors in a hospital. HR professionals also play an important role in the life of an individual by giving them an opportunity to present their candidature for a suitable job but that should not make them feel godly. HR department is considered as a center of office politics. oblige me and appreciate me”. “Don’t mess with me or I will spoil your career” or “I have done a favor to you hence respect me. If they are instrumental in facilitating the selection of a wrong person or getting a reward for a non-performer then they encourage corruption and your existence in the company derail its growth. 5) Should not be biased (No Favoritism. However. Conclusion Human Resources are very important and critical resources of an organization and hence Human Resource Management is a very crucial function. . only the performance of an employee should be a criterion to judge a person. This is due to the lack of professionalism. Therefore. No Office Politics) – Many times and in many organizations. They are expected to do their job efficiently and diligently. They make attempts to get information from other departments and teams and as a result initiate grapevine and unrest among employees. we have tried to list down some of the qualities that can help HR professionals to be successful in their profession. HR professionals can play an important role in the success of an organization. I am the kingmaker: Although. he is a LEADER.

 It is an individual’s mastery over soft skills that is today differentiating success from mediocrity in working relationships.  In a nutshell. soft skills can make us more sensitive in becoming a human being as a whole. professional and social survival and success. a true human being. These equip certain traits and attributes among the individuals leading to personal. In the organizational context. to make informed decisions.Importance of Soft Skills Soft skills are important to everybody.  Let us now take a critical look at some of the important soft skills that need to be nurtured in organizations: . These bring out multiple benefits such as enhancing self-confidence and self-esteem among the individuals.  As one realizes the significance of the relationship between people and the values that they bring to their workplaces and the organizational performance. projecting vision for the organization. executive effectiveness is not defined solely by technical expertise or the ability to memorize and reproduce technical specifications. particularly in a team environment. It is measured more by the ability to motivate an organization. etc. a social individual. the importance of soft skills turns out to be crucial. to assess the performance of their staff.

open and frequent communication.  They ought to draw a line of clear demarcation about the mutual expectations.  People endowed with better interpersonal skills build healthy relationships by ensuring mutual commitment. people with an ‘internal locus’ of control simply believe that whatever happens in life is mostly out of their own doing. encourage initiative and know how to draw the best from each member for the common good of the organization. so that it becomes easy to resolve conflicts and overcome obstacles. The people one chooses to spend time with reveal what kind of life one wants to lead and one’s place in the world.Building Relationships  Relationships are the essence of life. Expressed Leadership  Modern management pundits define leaders as persons who can energize their groups. and clear agreements as to how they should go about the relationship. Taking Charge of Themselves  Normally. They are at ease in accepting the fact that at times bad things happen for no fault of theirs. .

They are also quick in attempting to erase or reverse the ‘fall-out’ of such bad situations. unless one listens to every team member’s feelings about the problem under discussion. but doing it well is quite daunting. A cycle of frustration entails adaptive deterioration. he/she cannot understand the motives behind their behavior. Whenever such things happen they do make the best use of them. Similarly. disappointment manifests itself in the form of delayed/denied promotions/ appreciations/ rewards etc. more so when disagreements creep into the conversation. distorted perception and defensive behavior leading to neglect of work and general deterioration in the standard of performance. listening well calls for a lot of practice. As with any other skill. Thus they believe that they are the masters of themselves. they also accept that sometimes good things just fall in their lap from nowhere.  A disappointed person could either trigger a cycle of ‘frustration’ or a cycle of ‘hope’. he/she cannot generate team consensus. Good Listening  Unless a manager listens to his employees’ problems.  To listen and acknowledge what others say is often perceived as a simple act. isolation. . Managing Disappointments  In the organizational context.  Similarly.

so that they could use it as a benchmark to measure their success. helping others succeed is perceived to be a major path for both organizational success and personal success. simplicity and modesty. patience.  They demonstrate the potency of the skill being imparted through their own practice since people are known to retain more when they ‘see’ the skills in usage than when they simply hear about them. neither complaint nor abdication. . Mere possession of soft skills does not guarantee success unless one practices them with integrity. fidelity. temperance. courage. It is the possession of these qualities that primarily strengthens an individual’s ability to influence the team members’ behavior in a positive way. People endowed with this skill tend to set expectations in the minds of the people whom they are going to coach.  They adopt the “learning from mistakes” approach which is likely to cause less havoc from disappointments: neither alienation nor rebellion. justice.Managing Disappointments  People endowed with a natural flair for being positive. analyze the situation with greater objectivity. This facilitates handling of any situation with finesse. humility. Coaching Colleagues  Today. nor even helpless anger.

g. speaking clearly. sitting.. enthusiastic) Written communication Skill .g.Characteristic of soft skill Communication skill as soft skill • • • • • • Communication skills form the corner stone of soft skill Every human being has to essentially & effectively communicate with others Effective communication is the hallmark of one’s education Communication skills form the corner stone of soft skill Every human being has to essential & effective communication with others Effective communication is the hallmark of one’s education Body language Non verbal language  Face is the index of the mind and it clearly displays the persons interest Body language presents to the audience what we feel & think about the particular matter Ex: Nodding one’s head Ex: Nodding one’s head   Body language (e. standing. arms crossed. relaxed) Emotion of the sender & receiver (e.

Presentation Skills    Presentation skills include planning. conversational voice Appropriate voice will make the presentation effective and interesting    . color. reports & agenda considerably spoil the image of the writer Good visual presentation using graphics. & electronic Success in life depends on presenting ideas in an appropriate manners Look at the eyes of audience & speak in a natural. spelling grammar etc… Errors committed while writing circulars. and balanced design layout. Keep handouts and other written materials for your presentation.• • • • Writing evaluates a person’s proficiency indications. preparation & delivery of the message Making a formal speech is one form of presentation Presentation skills can be broadly categorized into physical oral.adds so much to written communication.

qualification. status & skills work as a team with a common objective of accomplishing the task The success of any organization largely depends on in the coordinated efforts of its employees It mainly refers to the agreeableness & co-operation among the team members Professional ethics • • • • Professional ethics is the need of the hour in India When a person is at the work spot. stop occasionally to ask the audience understand what you have said  Team Work • • • People of either gender. he must think of his work only He must put his heart & soul into the work Each employee is a organic part of the organization & must strive to contribute his mite to the successful functioning of the organization . Ask for feed back from your audience about your presentation & change accordingly In presentation especially. different age groups.

we must very politely give hints to them without wondering their feelings Time & Stress Management • • • Prioritize the work & schedule your time accordingly Impotent work should be allotted more time & taken up first Listening to classical music & practicing Yoga will considerably reduce the physical .emotional & mental stress of an individual Leadership communication skills  Leaders. executives & managers need to be very clear about what they expect from others         Trust your self Keep smiling Share & stay together Always learn new things Accept responsibility for you self & your actions Look at problems & challenges Be grateful always Love your self .Interpersonal Skills • • • Man is a social animal & his success in life largely depends on his relationship & interaction with others We must respect the views & sentiments of others. When we want to differ their views.

Involve as many employees as you can on the decision to create a program. and how to maintain the program. Introduce the concept with an informative and fun workshop. leadership potential. Start Slowly . what to include within the program. Hire Expert Help . Involve Your People From the Start . In today's working environment. give them the possibility to make changes with your training curriculum. They provide differentiation between all the cookie-cutter look-alikes and play a vital role in customer loyalty.There is so much talk about teamwork today that we forget to emphasize how important it is to praise individual achievement as well. When it's time to focus on soft-skills training as a tool to improve performance. and bottom line organizational success. managers can continue the task of training and cultivating good relationships. consider the following: 1. Recognize Individual Achievement .Coaches and Organizational Consultants are experts in building rapport and establishing the right culture for these initiatives. 3.move slowly. where customers and employees are demanding more. . and use the pilot program as an introduction to the group. 4. 2.Soft skills are the underlying principles that trademark a company for professionalism and excellent customer service. Recognizing personal contributions to the team is an excellent morale booster. People support what they help create. Engage them. do a pilot program with key people. From time to time praise your stars. With the right culture and the appropriate training. The program should also be designed to enhance their skills. instilling the use of soft skills in your team members is something you simply can't survive without.Instead of getting a large number of people in a room and preaching to them about their soft skills .

IT skills. sensitivity. Illustrate how they can leverage each other's strengths inside the team to develop a new group "identity. • • • • Strong organizational and administrative skills. leverage their strengths and differences because these are the facts that will help distinguish you and your organization from the competition. Discover the Group's Soft-Skill Identity . so their soft skills and strengths are not the same either.All people are not the same. By allowing the human aspect of your employees to shine through. Find a way to incorporate soft skills into your leadership development programs and see results immediately.5. you are encouraging them to do what comes naturally to them. Don't overlook these allimportant skills when evaluating areas of improvement for your team. The ability to get on with a range of people and work well in a team. . particularly if you’re interested in training. much of which is done on computers. Making soft-skills development a priority will bring your team to a new level because it focuses directly on them. Useful skills for a career in include: • Excellent interpersonal skills such as empathy." The essence of your business is your people. tact and discretion. Good time management. Once you know who you have on your team. Flexibility.

and providing advice to employees regarding maternity leave. You’re more likely to focus on one area if you work for a large organization with a big HR department. The idea is to make employees happy so they’ll work hard. thus increasing productivity. who covers all areas. This involves providing support during illness or stress. advertising for . including bonuses. Employment law: Understanding the laws relating to employment and providing advice to employees and the organization. from finding potential candidates to recruiting new employees: writing job descriptions. including pensions. grievance procedures. Health and safety: Looking after the mental and physical health of employees. equal opportunities. understanding the laws about unfair dismissal. Making sure equal opportunities legislation is followed during recruitment. loans and company cars. health insurance. overseeing and providing advice on a range of benefits. harassment and work-related benefits. managing payroll and negotiating pay rises. Pay and benefits: Developing an organization’s salary structure. and preventing injury by such means as implementing rules for lifting heavy objects and providing advice on correct chair height to minimize back pain. etc. Areas of work include: Employee relations: Designing and implementing policies to balance the needs of employees and management in terms of working conditions. efficiency and profitability. Recruitment: Overseeing the entire recruitment process.Many human resources professionals work across the board while others specialize in certain areas. Arranging. A small employer may only have one personnel manager. holidays.

hiring. in order to gain a competitive advantage. learning and development: Co-coordinating external training and delivering or organizing internal training sessions. firing. but something vital is missing from this equation. but also from a behavioral point of view. Training. all the time not losing sight of the short term & long term goals. Is it talented. More and more corporations around the world recognize that. knowledgeable people plus innovative products? That's a great start. and keeping up to date with state and federal tax laws According to me a true HR professional is somebody who has a huge affinity for people. HR responsibilities include payroll. takes a special character. analyzing applications. we find ourselves in conflicting situations where multiple perspectives offer a ripe ground for taking unpopular decisions. holding interviews and assessments. Yet people are still asking for the magic formula that contributes to a successful organization. Communication skills are key to achieving HR's goals The rules for succeeding in business are changing daily. But the ability to take such decisions with conviction and stand by our own & the organization’s principles and ethics. no matter how small. A human resources department is a critical component of employee well-being in any business. Running induction schemes for new employees. To be a successful HR professional. which is imperative in somebody who wants to make it big in HR. Often. ingenuity and the ability to handle multiple perspectives. it is important to have an imbibed humaneness.staff. one who has the burning desire to study people and acknowledge differences not just in the mindset. helping select candidates and issuing contracts. benefits. they also need to make sure their people know how to .

these vital competencies are an integral part of a progressive organization. The western civilization and our traditional management theories tend to lead us in the direction of individualistic promotion.handle themselves at work and how to relate with their customers and peers. They display our strengths rather than the demonstration of our humanness. most graduate schools don't teach you how to cultivate your soft skills. I have never seen a course entitled. These ideas have been so tightly woven into our leadership mentality that they can be challenging to break. "The Effective Art of Listening to Your Customer." The use of these skills is what elevates your organization above the competition Advantages of soft skills Your soft skills or people skills decide how fast and well you climb the ladder of success. Here are some of the advantages that your soft skills can reap for you: • • • • • They help you grow in your career They give you an eye to identify and create opportunities They help develop relationships with your colleagues and clients They develop good communication and leadership qualities in you They help you think beyond dollars. Unfortunately. A professor will give you good grades once you know XYZ. . or solving an unexpected problem. While courses such as Business Writing and Public Speaking are offered. Most customers appreciate a "willingness to help" and the fact that "she listened to my complaint." We live in a society that measures intelligence through quantifiable metrics. showing compassion. but he or she will not increase your grade for being able to deal with a difficult situation. From showing empathy and optimism to extreme self-awareness to knowing what's going on around them. Yet most compliments that you or your employees receive deal more with the use of soft skills than with your actual knowledge about a particular situation. These soft-skills revelations open the door to a lot of discussion.

Behavioral traits such as attitude. Interpersonal skills ii. Social grace iv. Negotiation skills vi. Team spirit iii. Therefore. corporate houses have to take up the task of . Business etiquette v. motivation and time management “Soft skill training is essential for HR professionals because we do not have it in our academic curricula.Findings & Data analysis In my study I find that 6 ‘soft skills” you need for success that are – I.

job performance is soft skill dependent. . Soft skills are comprises of communication skills.grooming employees who are the link between the company and the external world. which helps employees to communicate with others. works with cultural diversity. According to me soft skills are very much essential for the HR professional because if they are not able to communicate their message in the organization then they are not able to deal with management and members of organization. integrity and honesty. sociability. Companies use assessment tests.if the delegates not able to get you. They tend to be more a function of personality characteristics. teaches others. Caruso Emotional Intelligence Test. therefore. negotiates. In other case. In many positions and occupations. they even can cancel the deal which will be beneficial for Yor Company. presentation skills and etc. serves customers. These skills are often intangible and. exercises leadership. so that they are able to present themselves better” Training on soft skills for HR professionals becomes all the more relevant in a country like India where the education system does not delve into personality development. Some examples of soft skills include: responsibility. Salvoes. if the company wants to deal with the foreign delegates and the chairperson selects the few subordinates of his company to deal with them. Examples of interpersonal soft skills include: participates as a member of the team. self-esteem. writing skills. There comes certain situations where people have enough knowledge about the whole project or a specific assigned task but they cannot communicate or deal with it due to lack of proper communication skills which the individual don’t have. self-management. so they can get an idea of what soft skills employees possess. not easily taught. such as the Myers-Briggs Type Indicator and the Mayer. in such a case proper presentation skills matter .

soft skills and concluded that: • 67% of human resources managers said they would hire an applicant with strong soft Skills whose technical anilities were lacking.Measuring Soft Skills with Prevue What exactly are soft skills and how are you supposed to know what soft skills are Required for a particular position? A study conducted by the International Association of Administrative Professionals (IAAP). • 93% of human resource managers felt technical skills are easier to teach than soft skills.com provides some answers to the first of these two questions. Office Team and HR. The managers identified the following soft skills as being the most important at their Organizations: . • Only 9% would hire someone who had strong technical expertise but weak soft Skills. The study involving a mix of 700administrative and HR managers first examined the relative importance of technical expertise vs.

Words & Personality Personality (Independent) Abilities & Personality Personality & Motivation Abilities (Working with Words) .SOFT SKILLS SURVEY RESPONSE Organization Skills 87% Verbal Communication 81% Teamwork & Collaboration 78% Problem Solving 60% Tact & Diplomacy 59% Business Writing 48% So if these are the soft skills that you should be considering. how do you identify the soft skills required for positions in your organization? A valid and reliable psychometric assessment like the Prevue Assessments is the best and most expeditious way to address this question. interest/motivation and personality traits that underpin these soft skills as follows: SOFT SKILL PSYCHOMETRIC ASSESSMENT SOFT SKILL Organization Skills Verbal Communication Teamwork & Collaboration Problem Solving Tact and Diplomacy Business Writing PSYCHOMETRIC ASSESSMENT Personality (Conscientiousness) Abilities. Prevue Assessments use a scientifically validated system to look at the specific soft skill requirements for any position by examining the abilities.

Conclusion HR leaders understand that communication is vital to professional success. We need to accurately convey our ideas. interviewing-requires highly developed communication skills. Most important. objectives. training and development. our message isn't understood to add value in the eyes of others. We must communicate with other managers in language that resonates with their business goals. screening. for example--also demand the ability to communicate effectively. we must find ways to communicate the value of HR's contributions to the organization's success. Other aspects of HR delivery-salary and benefits administration. It is almost impossible to be productive in today's business environment without being an effective communicator. I fear. The staffing process itself--recruiting. Most HR professionals are accomplished in the art of interpersonal communication. Even when we master the much- . But HR professionals who help set organizational strategy know they must communicate effectively with all departments and business units within an organization. we fall back on "HR speak" when we describe HR's achievements. All too often. Consequently. plans and outcomes.

soft skills frequently make the difference between candidates in the hiring process. But we must find the time. In short.discussed core competencies. Positions across all sectors which involved supervision responsibilities also put strong reliance on soft skills Training Focus groups were asked to identify an area where the state should provide training. we must use our communication skills to market HR in "business speaks. however. "failure to communicate" might be one of the reasons. The day-to-day activities of HR delivery and the all-too-common need to "put out fires" seem to demand more hours than the day provides. Participants from businesses involved in customer service hire primarily on soft skills. Exhibit E1 lists the most commonly mentioned areas of training ordered . if HR's role isn't seen as critical to establishing and executing strategy. It's unlikely that we will ever find ourselves in a situation like that in "Cool Hand Luke"." I realize that this is easier said than done. Certain jobs requiring degrees or technical certification demand technical skills as a condition of employment. The relative importance usually depends on the level of the job. we still must help others in senior management understand how HR contributes at a strategic level. Recommendations Hiring Participants in the focus groups viewed both soft and trade skills as important in the hiring process. Although trade skills are necessary for certain jobs.

reflecting the high level of importance soft skills play in successful job placement.by importance. Some participants were more specific in their perceived training needs in soft skills and designated training in such areas as adaptability and/or multi-tasking. The information & data may not be accurate source of the data must always be checked. Both work ethic and comprehensive training in soft skills were mentioned more than all other categories combined. Retention Participants almost uniformly mentioned that soft skills make the difference in employee Retention. . etc. It was estimated by some to account for approximately 90% of employee dismissals a common response revealed an employee with good soft skills would likely be Retained even when not as adept with technical skills Limitations It is to find & collect secondary data. teamwork. we need to aware of the limitation the data may have and the problems that could arise if these limitations are ignored. Since we collect the secondary data which has many limitations such as: • • Secondary data can be can be general & vague and may not really help companies with decision making. customer service. These areas were ordered on level of importance based on the frequency the area of training was mentioned across groups. However.

html http://searchcio.org/wiki/Human_resources http://www.wikipedia.adfoster.com/definition/soft-skills http://www.com/Replies/3624/1/Soft-Skills-for-HRProfessionals-.com/q462869.techtarget.com/145202-soft-skills-material-required.com • • • • .citehr.com/doc/6326716/Soft-Skills-for-HR-Professionals http://www. Company publishing the data may not be reputable.scribd.html http://www.• • The data may be old and out of date. Bibliography • • • • • • • http://www.citehr.chrmglobal.citehr.blurtit.com/108783-soft-skills.com/137963-soft-skills-hr-professionals.careerride.sanjeevhimachali.html http://www.com/?p=161 http://www.com/primary_secondary_data_what_s_the_difference http://en.html http://www.html http://www.

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