Normally people decide to go into the Human Resources field because they are people orientated.
“Human Resources isn’t a thing we do. It’s the thing that runs our Business” are the wise words of Steve Wynn, from Wynn Las Vegas. That is exactly that. People run a business, so why are businesses not equipping managers, supervisors and team leaders with the right knowledge of the Employment Act, how to recruit proper talent, how to retain talent, manage employee performance, communicate effectively and adopt a mentorship approach to dealing with staff?
Here are 5 HR skills every NON-HR Manager needs:
- Legal stuff. We are not saying that you need to educate your managers, team leaders and supervisors to act as lawyers, but they don’t necessarily know all the legal things when it comes to health and safety, employment equity and the basic conditions of the employment act. In any leadership role, you are often faced with choices and decisions that have legal implications or consequences. It is all about knowing enough to know your and the employee’s rights and also when to call in an expert.
- Recruiting 101. From sending out the job vacancy; to interviewing; to retaining the right talent, every manager should have the right skills set to handle the recruiting process. The HR department might be skilled enough to hire, but the manager, supervisor or team leader knows which person will fit in best into their department or team.
- People management. Leaders within the organisation need to understand people and how they operate. They should learn how to become approachable, trustworthy and how to gain the respect of their peers. They should learn and practice good leadership skills like effective communication, active listening and also become emotionally intelligent.
- Performance management. Being able to review someone else’s work seems like a daunting task. Especially if that person is not living up to their potential. Skills to review and address these problems will assist you while influencing the person with positive criticism. You will also find out what issues the staff member might have with the company and in so doing, you will be able to rectify wrongdoing.
- Mentoring and coaching. HR Managers become coaches and mentors. They are the go-to-person for advice and for problem solving. Skills to train and coach become very useful in leading your team or department. They look up to you. They trust and respect you.
However there is a caution to use these skills carefully. Once you are equipped with these skills above, you will find that your involvement with your staff’s problems and issues increases. You will need to redirect your focus, realise what is equally important at work and at home, and then compartmentalise your work stuff and your home stuff. If you want to succeed with any leadership, managerial or supervisor role, you need to be able to keep a work-life balance.