HR manager post is one of the most important positions in any firm as it deals with human capital, which forms a crucial organizational resource. Responsibilities bestowed on an HR manager include but are not limited to finding, assessing, and recruiting potential employees, overseeing rewards and payroll as well as executing benefits administration. Qualifications for this position encompass distinctive knowledge, skills, abilities, and other characteristics (KSAOs) and screening tests.
KSAOs requirements for an HR manager are designed to ensure that a candidate will deliver job-related responsivities. Typically, an individual should possess strong communication, interpersonal, collaboration, and negotiation skills. Moreover, an HR manager should have the knowledge of such mathematical skills as applying percentages, fractions, proportions, and ratios to practical situations. In addition, the ability to use principles of scientific or logical thinking to solve a wide array of intellectual and everyday problems constitutes an essential part of KSAOs related to the post. Furthermore, an HR manager needs to have up to date information concerning current pay rates, industry trends of non-monetary benefits, and awards. Education is also a key element for this position where an applicant is required to have attained a minimum Bachelor’s degree along with experience in a similar capacity.
Screening procedures associated with the HR manager role include cognitive ability and personality tests. One of the major assessments instrument for cognitive ability is the “Comprehensive Ability Battery”, which measures a single capability such as verbal or numerical capacity of an individual (Riggio, 2013). This method also evaluates the ability of an applicant to produce and organize ideas, which is crucial for an HR position. Personality tests are assessed using the “California Psychological Inventory (CPI)” (Riggio, 2013). This tool measures 20 personality dimensions of an individual and it is highly recommended when selecting managers, salespeople, and other leadership positions.
Reference
Riggio, R.E. (2013). Introduction to industrial-organizational psychology (7th ed.). New York: Routledge.