16 core HR competencies to build a strong Human Resources department

HR competencies are those that qualify Human Resources professionals to perform their work in the most effective and efficient way.

Among them are communication skills, critical thinking or the ability to have a perfectly adjusted vision of business. 

In this article we will not only explain what HR competencies are (diferent than human resources skills) we will also list the main ones and give you an overview of each of them so that you can understand them better.

What are HR competencies?

HR competencies are the skills and characteristics that define Human Resources department professionals and enable them to perform their jobs and deliver optimal results for the company.

In addition to skills, they also include knowledge and behaviors related to individual and organizational performance within the company. 

16 core HR competencies

Although more points could be added to this list (like, for example, an HRBP), we share with you a classification of 16 core HR competencies:

Communication 

Adequate communication skills can help in the orientation of new candidates, disseminate the mission and values of the company or keep staff updated on changes that affect their work and role. 

Negotiation and conflict resolution

Being a good negotiator not only allows closing agreements, but also solving problems between employees or even between the company and its employees.

A good management of conflict resolution can help to improve staff retention rates and, on the contrary, not knowing how to manage a problem can mean that the worker feels neglected and does not want to continue being part of the company. 

HR knowledge

Knowing the fundamentals of human resources implies, among other things, being up to date with labor trends and regulations. 

To be a Human Resources subject matter expert must be synonymous with being the company’s best strategic partner.

Critical thinking

The ability to analyze critically (with the help of tools such as design thinking) means being able to evaluate each situation taking into account the facts, evidence and observations in order to propose the optimal solution in each case. 

It also allows to avoid stereotypes, judgments, impartiality and possible biases. 

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Leadership

HR department leadership involves taking the reins and directing work processes and employees to achieve business objectives quickly and effectively.

Likewise, a HR professional with a leader’s soul is one who helps employees improve their performance by developing their skills. 

Remember that a happy employee is someone who is not looking to leave the company and is the company’s best ambassador. 

Ethics

The objective is to operate at all times under ethical premises and conduct and to minimize risks for employees.

Being recognized as an ethical company means establishing a good image as a brand. 

On the other hand, the HR department often handles sensitive information that requires being able to rely on the discretion and professionalism of the people in charge. 

Business vision

At this point we refer to the ability to understand by applying the information obtained to support the strategic business plan and to make money. 

This implies understanding the business model, knowing the target customers perfectly and analyzing how the different departments of the company work, among other things. 

Active listening

The professional working in the HR department must be able to master active listening. 

Some tips to achieve this include maintaining eye contact, showing interest, not making judgments, taking notes, asking questions or giving feedback on the problem. 

Organization

Given the amount of data, reports, forms and people to handle, it is essential that this department has a good organization that facilitates the management of all the members that make up the company in order to achieve the objectives set. 

Data driven

Having professionals capable of analyzing data allows personnel departments to handle relevant information that can then be transferred to different processes such as personnel selection, talent attraction or employee retention. 

Technical skills

Thanks to the constant advances in technology, there is a proliferation of tools that allow HR departments to optimize processes thanks, for example, to the automation of recruitment or profile management.   

Analytical skills

This is an extension of the experience and application of different technologies and has become a strategic advantage for companies. 

Based on the collection of data and the application of analytical skills, a multitude of situations of interest to the company can be analyzed, such as employee behavior, productivity levels or trends in the labor market or in the workplace itself. 

Diversity and inclusion

Promoting diversity and inclusion creates work environments that are in line with the corporate culture and that value the different experiences and unique contributions of employees as they deserve. 

It is an excellent way to foster innovation, collaboration and creativity.

However, it faces the difficult challenge of avoiding prejudice of any kind and providing equal support to all people so that they feel that being different doesn’t mean they have fewer opportunities for growth and professional development within the company.  

Emotional intelligence

Emotional intelligence is the ability to control, understand, manage and show emotions correctly. 

In this case, it is mainly used to resolve conflicts more easily, motivate other employees, isolate personal emotions that affect work or develop collaboration among colleagues.

Interpersonal skills

This consists of the ability of HR professionals to interact with people, whether they are employees or candidates to fill a vacancy. 

To do so, they must be accessible, humane, polite, discreet and available when required.

Flexibility and adaptability skills

Working in this department not only involves managing human capital and potential conflicts within the organization, but also involves being involved in the company’s commercial and strategic decisions. 

In order to successfully carry out all the tasks, it is necessary to have a good dose of flexibility to adapt to changes and propose tailor-made solutions. 

At Smowltech, we have solutions to help you create a safe environment for your human capital management strategies, such as our proctoring plans. Request a free demo to learn how you can improve your teams’ experience with your talent assessment strategies.

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