Hello all:)
I’m a practicing professional, studying to move into the HR field in my industry. I work in the energy services group for an American company Halliburton.
If someone has 5minutes to spare I would like some real world input to questions I should be asking potential hires in regards to filling a managerial position in HR, preferably a HR position with a strategic overview.
What is the consensus in regards to key competencies I should be looking to identify? What questions should I be asking to draw out this information, and what are the ideal responses I should be looking for from the applicant?
As noted, real world experience in this regard would be greatly illuminating
Thanks in advance
Jason McMullan
From Bahrain, Manama
I’m a practicing professional, studying to move into the HR field in my industry. I work in the energy services group for an American company Halliburton.
If someone has 5minutes to spare I would like some real world input to questions I should be asking potential hires in regards to filling a managerial position in HR, preferably a HR position with a strategic overview.
What is the consensus in regards to key competencies I should be looking to identify? What questions should I be asking to draw out this information, and what are the ideal responses I should be looking for from the applicant?
As noted, real world experience in this regard would be greatly illuminating
Thanks in advance
Jason McMullan
From Bahrain, Manama
Hi,
WELCOME abroad Jason.
That's a in depth strategic HR question. here are some suggestions to start
in a direction you may refer some other posts to go for in detail.
you may need to list down the area or position u are filling for objectively and meet these objectives with qualities of prospective candidates.
What is the consensus in regards to key competencies I should be looking to identify?
>>> you may like to divide key competencies as soft and hard competencies as hr-behaviour and hr-technical. Depending upon HR area/position u may designate higher level corresponding task/actvity as one competency e.g.
hr-technical
-------------
Recruitment cycle candidate assesment,
Performance apprasial evaluation,
Candidate behaviour selection,
Personnal conflict handling,
Ball in court game quotation playing,
orientning new employees,
etc.
hr-behaviural
-----------------
candidate personnal commitment,
handling critical situation experience,
strategic role played,
carrer achivement,
etc..
What questions should I be asking to draw out this information,
>>>The questions should be logical and analytical and to get maximum, relevant information to match the key competency and check how articulating s/he answered the question or have hidden ability to genuinly handling the situation.
and what are the ideal responses I should be looking for from the applicant?
>>>Responses should be in align to improve compentency score. here you may like to add all competency score and see the gaps and plus to select the best match yourself.
In terms of standard key competencies u may search the download area and find some useful presenation, HR manager competencies and web.
Hope this help.
From India, Delhi
12WELCOME abroad Jason.
That's a in depth strategic HR question. here are some suggestions to start
in a direction you may refer some other posts to go for in detail.
you may need to list down the area or position u are filling for objectively and meet these objectives with qualities of prospective candidates.
What is the consensus in regards to key competencies I should be looking to identify?
>>> you may like to divide key competencies as soft and hard competencies as hr-behaviour and hr-technical. Depending upon HR area/position u may designate higher level corresponding task/actvity as one competency e.g.
hr-technical
-------------
Recruitment cycle candidate assesment,
Performance apprasial evaluation,
Candidate behaviour selection,
Personnal conflict handling,
Ball in court game quotation playing,
orientning new employees,
etc.
hr-behaviural
-----------------
candidate personnal commitment,
handling critical situation experience,
strategic role played,
carrer achivement,
etc..
What questions should I be asking to draw out this information,
>>>The questions should be logical and analytical and to get maximum, relevant information to match the key competency and check how articulating s/he answered the question or have hidden ability to genuinly handling the situation.
and what are the ideal responses I should be looking for from the applicant?
>>>Responses should be in align to improve compentency score. here you may like to add all competency score and see the gaps and plus to select the best match yourself.
In terms of standard key competencies u may search the download area and find some useful presenation, HR manager competencies and web.
Hope this help.
From India, Delhi
Hi,
A very good question indeed. I wish, a lot of people would objectively search their souls if they are indeed suited to HR work.
Apart from the knowledge presumed on the basis of your qualifications and your command over the "facts" of the function-which you develop as you get along in the function, what I feel is inevitable for EVERY HR professional is a "potent mind". Since no two situations are same, every time you are on trial as the response you offer to any situation and the success your responsa achieves.
As a good HR person is a perpetual "learner", you need to have or develop "a mind that can see what is not shown, read between the lines, comprehend what is not explained". Yes, it is possible to develop such a mind. Your choice of reading, ability to anticipate, commitment to continue to strive regardless of set backs matter most will show you the way. Above all, you must GENUINELY like to deal with people and not have any biases about human beings. If you get exhausted and exasperated with difficult individuals and groups, you may like to reconsider if the choice of HR career is indeed suitable for you!
A student of human behavior-collective and individual, with above few prerequisites will, undoubtedly, make a good HR professional over the years and enjoy a rich life of accomplishments, happiness and contentment! The dynamics of human behavior forms the core of all HR activity. In the final analysis, HR is expected to create an atmosphere conducive to positive response and become the conscience keeper of the organization. Any person who finds all this alien or unnecessary will do well to stay away fro HR as a career!!!
Tell me if you see the point!!
samvedan
November 18, 2005
From India, Pune
A very good question indeed. I wish, a lot of people would objectively search their souls if they are indeed suited to HR work.
Apart from the knowledge presumed on the basis of your qualifications and your command over the "facts" of the function-which you develop as you get along in the function, what I feel is inevitable for EVERY HR professional is a "potent mind". Since no two situations are same, every time you are on trial as the response you offer to any situation and the success your responsa achieves.
As a good HR person is a perpetual "learner", you need to have or develop "a mind that can see what is not shown, read between the lines, comprehend what is not explained". Yes, it is possible to develop such a mind. Your choice of reading, ability to anticipate, commitment to continue to strive regardless of set backs matter most will show you the way. Above all, you must GENUINELY like to deal with people and not have any biases about human beings. If you get exhausted and exasperated with difficult individuals and groups, you may like to reconsider if the choice of HR career is indeed suitable for you!
A student of human behavior-collective and individual, with above few prerequisites will, undoubtedly, make a good HR professional over the years and enjoy a rich life of accomplishments, happiness and contentment! The dynamics of human behavior forms the core of all HR activity. In the final analysis, HR is expected to create an atmosphere conducive to positive response and become the conscience keeper of the organization. Any person who finds all this alien or unnecessary will do well to stay away fro HR as a career!!!
Tell me if you see the point!!
samvedan
November 18, 2005
From India, Pune
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