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Two Things You Never Thought an HR Practitioner Needed

August 14

The wrong misconception about an HR practitioner is that he or she must be adept in assessing a person’s personality. The HR practitioner is especially important during the hiring process, to assess if the applicant is a good fit for the position.

Aside from a degree in psychology or competencies in human behavior, an HR practitioner must also have excellent organizational communication skills and legal know-how. You might be wondering: just how relevant are these two skills in the workplace? The answer to that is actually very practical, yet ignored by both employers and HR employees.

1.    Organizational Communication Skills

HR employees communicate every time. When they communicate, they don’t just do so to a certain group of employees. On the contrary, their job actually obliges them to communicate to everyone in the organization. This includes supervisors—who need to get wind of a new policy released by top management. Even the employees at the lowest tier of the organizational chart interact with the HR employees—especially when they need to be informed about their payroll or a memo from another department.

The Human Resources Department actually serves as the mediator or the channel through which employees of different departments and ranks send their message. For this very reason, employees in this department must have versatile communication skills. They need to be able to communicate well both with people at the top and at the bottom of the organization.

2.    Legal Knowledge

In the Constitution, holding a labor union, rally, or protest is not prohibited—even in private enterprises. An HR practitioner must know how to handle such issues—not just cower in fear whenever employees come together against the top management.

As a matter of fact, HR employees are the best people to manage opposition inside an organization. Whenever an issue in an organization arises, the HR must be first to know. This way, they can immediately control the crisis–in a flawlessly executed way, of course. If hostility is the thrust of the opposing employees, the HR practitioner must know better than to respond in the same manner.

Most of all, whatever steps the HR must take should be in consonance with the law. Mere ignorance of it can get the whole organization in trouble, especially in dealing with unions.


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