1. What do you see as the most important skills needed by HR practitioners? Are these skills different than those people skills needed by non-HR managers and, if so, in what way?
2. After carefully considering your education to date, what areas do you think you still need to improve, and how will you go about gaining those skills?
3. What do you see as the most significant challenges to making the transition from tactical to strategic human resource management, and how will you overcome them?
4. As a manager or HR practitioner, what will you do differently as a result of your learning in this course?© BrainMass Inc. brainmass.com October 25, 2018, 6:54 am ad1c9bdddf
Important Skills Needed By HR Practitioners
HR practitioners required several skills such as coaching and inter-personal skills, data literacy/analytical skills, business understanding and influencing skills, communication. In addition, strategic, organizational and personal skills are also required by the HR practitioners to see macro picture of the entire business organization (Boselie, 2002). These skills are different than those people skills needed by non-HR managers. It is because HR practitioners are responsible to handle a multi-tasking environment of the organization. In contrast, a non HR manager is not fully responsible for multitask of the organization. In addition, HR practitioners are also responsible to encourage employee trust by motivating them. But, non HR mangers do not perform such types of task. Hence, skills of HR practitioners are quite different from non HR managers (Bogardus, ...
The solution discusses HR practitioners most important skills.
Human Resources: Recruiting Staffing Course
1-What are some of the common measures used in staffing?
Imagine a staffing system in which there are no measures used.
2-What would you expect to find?
Professor questions and comments. Please answer the question and comments about their comments.
3-When you think of common measures used in staffing includes ideas about not only in the staffing process but also in the justification of staffing existence.
4-The idea of measurement applies to both bringing in good employees and ways that HR demonstrates their value to the organization.
5-What are all of the measure used-all of the possibilities?
1-What role do initial assessment methods play in the selection process?
2- If you were starting your own business, which initial assessment methods would you use? Substantiate your answer.
Here we can explore some of the assessment tools that can be used to find the right candidates for those open positions.
6-How do you figure out if you are even talking to the right candidates?
7-Is the application form and resume a way to assess potential candidates?