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LEADERSHIPPERFORMANCE
9 Min Read

How to Measure HR
Effectiveness with 12
Key Metrics

Nicole Klemp

You’d be hard-pressed to find a business executive

today who doesn’t believe their people are the
organization’s most valuable asset. So why do so many
of those same leaders not consider HR a strategic
function? Why do HR leaders still have to fight for a
seat at the table?

According to Gartner, 58% of organizations say a lack

of relevant metrics to track HR progress is one of the
top barriers to effective strategic planning. To earn
their rightful place in high-level conversations, HR
leaders must be equipped with a set of definitive
metrics on which to base strategic business goals and
prove the ROI of HR initiatives.

The role of HR in organizational

performance
Historically, the HR department has been seen as
primarily an administrative function. So rather than
inviting their HR leaders to important decision-making
conversations, many top executives only come to them
after the fact, when it’s time to execute the plans that
have already been made.

As champions of people and culture, the HR team

should be involved in establishing internal programs
and processes to help employees thrive. Unfortunately,
when HR doesn’t have a voice in strategic planning,
employee experience suffers.

Most other business functions have a standard set of

metrics that show the effectiveness of their team and
how they’re contributing to the company’s bottom line
(e.g., sales revenue, customer service ratings, etc.). But
the best metrics for proving the value of HR haven’t
always been as clear-cut.

Let’s change that.

12 metrics for measuring HR
effectiveness
To align your people operations strategy with business
goals and earn your rightful seat at the strategic table,
consider the following HR success metrics.

Time-to-hire
Time-to-hire refers to the amount of time between when
a candidate is sourced and when they accept an offer
from your company. (This is slightly different from time-
to-fill, which refers to the time it takes to hire from the
date a new job opening is published.) In both cases, the
sooner you can get a great new hire through your
recruitment process, the better.

By tracking time-to-hire or time-to-fill, your team can

find ways to streamline the hiring process and remove
any bottlenecks that are slowing things down. Showing
improved efficiency of your average time-to-hire is an
excellent metric for HR professionals to tout.

Cost-per-hire
Cost-per-hire includes the total recruitment costs
(internal and external) for each person your company
hires. Costs can include software fees, advertising
expenses, relocation costs, recruiter salaries, and
more.

As with time-to-hire, finding ways to make recruitment

more efficient can reduce costs and is another great
metric for proving HR value. (It’s also helpful to
reference when asking for support on programs to
boost retention. The less turnover you have, the less
you have to spend on filling vacant roles.)

Employee engagement rate

Gallup’s 2022 State of the Global Workplace report
shows only 21% of employees are engaged at work.
Employee engagement is critical to productivity,
performance, and retention, and can be tied directly to
business profitability. This is a metric HR leaders and
executive teams must pay attention to.

A science-backed employee engagement survey can

provide metrics to gauge the state of engagement
across the organization and at department or team
levels. By tracking these numbers over time, HR
leaders can see where there are challenges and double
down on what’s working to improve engagement.
Revenue-per-employee
Revenue-per-employee is the amount of money each
employee generates for the company, on average. You
can calculate it by dividing total revenue by the current
number of employees.

Think of revenue-per-employee as a productivity ratio.

The more productive employees are, the more money
the company generates. This metric can help you gauge
the success of HR programs that aim to increase
productivity. If the number trends up, your initiatives
are proving effective.

Employee Net Promoter Score (eNPS)

The employee Net Promoter Score (eNPS) is used to
track employee loyalty and pride in an organization. It
scores how enthusiastic employees are about their
workplace by asking one simple question: “On a scale
of 0 to 10, how likely are you to recommend our
organization as a place to work to others?”

While it’s a fairly rudimentary metric, eNPS can give

you a good overall sense of employee satisfaction and
engagement. It’s a solid metric for HR leaders to track,
as fluctuations in eNPS can signal changes in employee
sentiment (whether positive or negative). Organizations
with a high eNPS also have a competitive advantage, as
it speaks to the employer brand and whether or not
people choose to work there over other companies.
Regrettable turnover rate
Regrettable turnover occurs when a high-performing
employee that the company would have liked to keep
decides to leave unexpectedly. (Someone who is let go
or laid off is not considered regrettable.) The
percentage of departures that fall into this category
over time is your regrettable turnover rate.

Tracking regrettable turnover metrics can help you

understand more about the high performers leaving
your company so you can investigate what might be
driving them away. Identifying your high performers and
focusing retention efforts on them can help you
decrease your regrettable turnover rate.

Manager effectiveness
Managers have a huge impact on their teams and
organizations. According to our 2022 Workplace
Report, over 53% of employees say unsupportive
management is one of the top reasons for leaving a
company. On the flip side, over 57% say supportive
management and a good boss are two of the most
important factors for staying at their company.

By tracking how managers across the organization are

performing, HR teams can identify the ones having
success and provide manager training and coaching to
those who may be struggling.

Several metrics can help you hone in on manager

effectiveness, including:

 Turnover rates by manager

 Engagement scores by manager
  Performance review completion rate by manager
 Goal attainment rate by manager

Employee retention rate

As mentioned above, keeping your high performers
should be a top strategic HR priority. But it’s also
important to track employee retention overall. Our
research shows that more than 80% of business leaders
believe a decrease in employee retention presents a
risk to company success.

To calculate your retention rate, take the number of

employees who remained employed for a specific time
period and divide that by the number of employees you
started with, then multiply by 100. (Don’t include any
new hires that started during that period.)

For example, if you had 400 employees on January 1st

and on December 31st you still employed 385 of those
people, your annual retention rate would be 96%.
Tracking retention year-over-year can help you track
workforce growth.

Absenteeism rate
Absenteeism refers to chronic or habitual absence from
work that is unplanned or unannounced. It can even
include employees who are constantly late, leaving
early, or taking extended lunches.

Absenteeism can be a major red flag and signal

employee disengagement and low job satisfaction. It
can also be tricky to track, especially for salaried or
remote workers who aren’t punching a clock.
HR teams should partner with managers to monitor
unexcused absences, habitual lateness, and other signs
of absenteeism on their teams. Tracking these reports
of absenteeism can help you identify trends over time
across different teams and departments.

Training effectiveness
If your organization is investing in training and
professional development for employees (and hopefully
you are!), there’s a pretty good chance your leaders
want to see that those programs are actually working.

By establishing OKR goals (objectives and key results)

around your training and development initiatives, you
can measure the effectiveness of your programs and
show executives how those efforts are impacting the
business.
Internal mobility rate
Deloitte’s Global Human Capital Trends survey found
that only 6% of executives believe they are excellent at
moving people from role to role. (59% rated themselves
as inadequate or fair.) That’s not very encouraging,
considering career growth is so important to most
employees today.
Internal mobility can significantly improve employee
engagement and retention and reduce regrettable
turnover. After all, if a high performer in your
organization doesn’t see a path forward internally, why
wouldn’t they look elsewhere for career advancement?

HR can track internal mobility rate by calculating the

total number of internal movements (promotions,
department/role changes) and dividing that by the total
number of employees (x100). The higher the
percentage, the better the organization is at giving
employees opportunities for growth.

Cost of HR per employee

People operations can be expensive (and for good
reason!). But data-driven business leaders want to see
where those dollars are going and that they’re being
used efficiently.

According to Gartner’s 2023 HR Budget and Efficiency

Benchmarks report, HR functions spend an average of
$2,524 per employee annually. The top spending areas
are recruiting ($425 per employee), total rewards ($213
per employee), and learning and development ($188 per
employee).

Tracking HR expenses and leveraging technology and

automation can help you identify opportunities to
reduce costs and maximize the efficiency of your team
—which the C-suite will appreciate.
Measure HR effectiveness with
15Five
According to Gartner, HR technology is the number one
area HR teams plan to increase their investments in
2023. While tech can’t replace the humans in human
resources—you—it can make your job more
manageable and enable your team to work more
efficiently.

With the right HR SaaS software, you can check in on

employees’ well-being, get continuous feedback,
develop high-performing managers, and enable a more
dynamic performance management cycle.
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Agree & ContinueDecline

Skip to navigation
LEADERSHIPPERFORMANCE

9 Min Read

How to Measure HR
Effectiveness with 12
Key Metrics

Nicole Klemp

You’d be hard-pressed to find a business executive

today who doesn’t believe their people are the
organization’s most valuable asset. So why do so many
of those same leaders not consider HR a strategic
function? Why do HR leaders still have to fight for a
seat at the table?

According to Gartner, 58% of organizations say a lack

of relevant metrics to track HR progress is one of the
top barriers to effective strategic planning. To earn
their rightful place in high-level conversations, HR
leaders must be equipped with a set of definitive
metrics on which to base strategic business goals and
prove the ROI of HR initiatives.

The role of HR in organizational

performance
Historically, the HR department has been seen as
primarily an administrative function. So rather than
inviting their HR leaders to important decision-making
conversations, many top executives only come to them
after the fact, when it’s time to execute the plans that
have already been made.

As champions of people and culture, the HR team

should be involved in establishing internal programs
and processes to help employees thrive. Unfortunately,
when HR doesn’t have a voice in strategic planning,
employee experience suffers.

Most other business functions have a standard set of

metrics that show the effectiveness of their team and
how they’re contributing to the company’s bottom line
(e.g., sales revenue, customer service ratings, etc.). But
the best metrics for proving the value of HR haven’t
always been as clear-cut.

Let’s change that.

12 metrics for measuring HR
effectiveness
To align your people operations strategy with business
goals and earn your rightful seat at the strategic table,
consider the following HR success metrics.

Time-to-hire
Time-to-hire refers to the amount of time between when
a candidate is sourced and when they accept an offer
from your company. (This is slightly different from time-
to-fill, which refers to the time it takes to hire from the
date a new job opening is published.) In both cases, the
sooner you can get a great new hire through your
recruitment process, the better.

By tracking time-to-hire or time-to-fill, your team can

find ways to streamline the hiring process and remove
any bottlenecks that are slowing things down. Showing
improved efficiency of your average time-to-hire is an
excellent metric for HR professionals to tout.

Cost-per-hire
Cost-per-hire includes the total recruitment costs
(internal and external) for each person your company
hires. Costs can include software fees, advertising
expenses, relocation costs, recruiter salaries, and
more.

As with time-to-hire, finding ways to make recruitment

more efficient can reduce costs and is another great
metric for proving HR value. (It’s also helpful to
reference when asking for support on programs to
boost retention. The less turnover you have, the less
you have to spend on filling vacant roles.)

Employee engagement rate

Gallup’s 2022 State of the Global Workplace report
shows only 21% of employees are engaged at work.
Employee engagement is critical to productivity,
performance, and retention, and can be tied directly to
business profitability. This is a metric HR leaders and
executive teams must pay attention to.

A science-backed employee engagement survey can

provide metrics to gauge the state of engagement
across the organization and at department or team
levels. By tracking these numbers over time, HR
leaders can see where there are challenges and double
down on what’s working to improve engagement.
Revenue-per-employee
Revenue-per-employee is the amount of money each
employee generates for the company, on average. You
can calculate it by dividing total revenue by the current
number of employees.

Think of revenue-per-employee as a productivity ratio.

The more productive employees are, the more money
the company generates. This metric can help you gauge
the success of HR programs that aim to increase
productivity. If the number trends up, your initiatives
are proving effective.

Employee Net Promoter Score (eNPS)

The employee Net Promoter Score (eNPS) is used to
track employee loyalty and pride in an organization. It
scores how enthusiastic employees are about their
workplace by asking one simple question: “On a scale
of 0 to 10, how likely are you to recommend our
organization as a place to work to others?”

While it’s a fairly rudimentary metric, eNPS can give

you a good overall sense of employee satisfaction and
engagement. It’s a solid metric for HR leaders to track,
as fluctuations in eNPS can signal changes in employee
sentiment (whether positive or negative). Organizations
with a high eNPS also have a competitive advantage, as
it speaks to the employer brand and whether or not
people choose to work there over other companies.
‫‪Regrettable turnover rate‬‬
‫‪Regrettable turnover occurs when a high-performing‬‬
‫‪employee that the company would have liked to keep‬‬
‫‪decides to leave unexpectedly. (Someone who is let go‬‬
‫‪or laid off is not considered regrettable.) The‬‬
‫‪percentage of departures that fall into this category‬‬
‫‪over time is your regrettable turnover rate.‬‬

‫يمكن أن يساعدك تتبع مقاييس الدوران المؤسفة في فهم المزيد عن الموظفين ذوي األداء العالي‬
‫الذين يغادرون شركتك حتى تتمكن من التحقيق في ما قد يدفعهم بعيًدا‪ .‬يمكن أن يساعدك تحديد‬
‫‪.‬أصحاب األداء العالي وتركيز جهود االحتفاظ بهم على تقليل معدل دوران الموظفين المؤسف‬

‫فعالية المدير‬
‫للمديرين تأثير كبير على فرقهم ومؤسساتهم‪ .‬وفًقا لتقرير مكان العمل لعام ‪ ، 2022‬يقول أكثر من‬
‫‪ %53‬من الموظفين أن اإلدارة غير الداعمة هي أحد أهم األسباب لترك الشركة‪ .‬على الجانب‬
‫اآلخر‪ ،‬يقول أكثر من ‪ %57‬أن اإلدارة الداعمة والمدير الجيد هما من أهم العوامل للبقاء في‬
‫‪.‬شركتهم‬

‫من خالل تتبع كيفية أداء المديرين عبر المؤسسة‪ ،‬يمكن لفرق الموارد البشرية تحديد األشخاص‬
‫‪.‬الذين حققوا النجاح وتوفير التدريب اإلداري والتوجيه ألولئك الذين قد يعانون‬

‫‪:‬هناك العديد من المقاييس التي يمكن أن تساعدك على التركيز على فعالية المدير‪ ،‬بما في ذلك‬

‫‪‬‬ ‫معدالت دوران من قبل المدير‬

‫‪‬‬ ‫درجات المشاركة من قبل المدير‬
‫‪‬‬ ‫معدل إتمام مراجعة األداء من قبل المدير‬
‫‪‬‬ ‫معدل تحقيق األهداف من قبل المدير‬

‫معدل االحتفاظ بالموظفين‬

‫كما ذكرنا سابًقا‪ ،‬يجب أن يكون الحفاظ على أصحاب األداء العالي أحد أهم أولويات الموارد البشرية‬
‫اإلستراتيجية ‪ .‬ولكن من المهم أيًض ا تتبع االحتفاظ بالموظفين بشكل عام‪ُ .‬يظهر بحثنا أن أكثر من‬
‫‪ %80‬من قادة األعمال يعتقدون أن انخفاض معدل االحتفاظ بالموظفين يشكل خطرًا على نجاح‬
‫‪.‬الشركة‬
‫لحساب معدل االحتفاظ الخاص بك‪ ،‬خذ عدد الموظفين الذين ظلوا يعملون لفترة زمنية محددة واقسم‬
‫ذلك على عدد الموظفين الذين بدأت معهم‪ ،‬ثم اضربه في ‪( .100‬ال تقم بتضمين أي موظفين جدد‬
‫بدأوا خالل تلك الفترة‪) .‬‬

‫على سبيل المثال‪ ،‬إذا كان لديك ‪ 400‬موظف في األول من كانون الثاني (يناير) وفي ‪ 31‬كانون‬
‫األول (ديسمبر)‪ ،‬كنت ال تزال توظف ‪ 385‬من هؤالء األشخاص‪ ،‬فإن معدل االحتفاظ السنوي‬
‫الخاص بك سيكون ‪ .٪96‬يمكن أن يساعدك تتبع االحتفاظ على أساس سنوي على تتبع نمو القوى‬
‫‪.‬العاملة‬

‫معدل الغياب‬
‫يشير التغيب إلى الغياب المزمن أو المعتاد عن العمل غير المخطط له أو غير المعلن عنه‪ .‬ويمكن أن‬
‫يشمل ذلك أيًض ا الموظفين الذين يتأخرون باستمرار‪ ،‬أو يغادرون مبكًر ا‪ ،‬أو يتناولون وجبات غداء‬
‫‪.‬طويلة‬

‫يمكن أن يكون التغيب عالمة حمراء كبيرة ويشير إلى عدم التزام الموظف وانخفاض الرضا‬
‫الوظيفي‪ .‬قد يكون من الصعب أيًض ا تتبعه‪ ،‬خاصة بالنسبة للعاملين بأجر أو العاملين عن بعد والذين‬
‫‪.‬ال يعملون على مدار الساعة‬

‫يجب أن تتعاون فرق الموارد البشرية مع المديرين لمراقبة حاالت الغياب غير المبررة‪ ،‬والتأخير‬
‫المعتاد‪ ،‬وغيرها من عالمات التغيب عن العمل في فرقهم‪ .‬يمكن أن يساعدك تتبع تقارير التغيب هذه‬
‫‪.‬في تحديد االتجاهات بمرور الوقت عبر الفرق واألقسام المختلفة‬

‫فعالية التدريب‬
‫إذا كانت مؤسستك تستثمر في التدريب والتطوير المهني للموظفين (وآمل أن تكون كذلك!)‪ ،‬فهناك‬
‫‪.‬فرصة جيدة جًدا أن يرغب قادتك في رؤية أن هذه البرامج تعمل بالفعل‬

‫حول مبادرات التدريب والتطوير )األهداف والنتائج الرئيسية( ‪ OKR‬من خالل تحديد أهداف‬
‫الخاصة بك‪ ،‬يمكنك قياس فعالية برامجك وإظهار للمديرين التنفيذيين كيف تؤثر هذه الجهود على‬
‫‪.‬األعمال‬
‫معدل التنقل الداخلي‬
‫وجد استطالع ديلويت العالمي التجاهات رأس المال البشري أن ‪ %6‬فقط من المديرين التنفيذيين‬
‫يعتقدون أنهم ممتازون في نقل األشخاص من دور إلى آخر‪ %59( .‬صنفوا أنفسهم على أنهم غير‬
‫مناسبين أو عادلين)‪ .‬وهذا ليس مشجًعا للغاية‪ ،‬مع األخذ في االعتبار أن النمو الوظيفي مهم جًدا‬
‫‪.‬لمعظم الموظفين اليوم‬

‫يمكن أن يؤدي التنقل الداخلي إلى تحسين مشاركة الموظفين واالحتفاظ بهم بشكل كبير وتقليل معدل‬
‫دوران الموظفين المؤسف‪ .‬ففي نهاية المطاف‪ ،‬إذا كان أحد أصحاب األداء العالي في مؤسستك ال‬
‫يرى طريًقا للمضي قدًم ا داخلًيا‪ ،‬فلماذا ال يبحث في مكان آخر عن التقدم الوظيفي؟‬
‫يمكن للموارد البشرية تتبع معدل التنقل الداخلي عن طريق حساب إجمالي عدد الحركات الداخلية‬
‫(الترقيات وتغييرات األقسام‪/‬األدوار) وتقسيم ذلك على إجمالي عدد الموظفين (×‪ .)100‬وكلما‬
‫‪.‬ارتفعت النسبة‪ ،‬كلما كانت المنظمة أفضل في منح فرص النمو للموظفين‬

‫تكلفة الموارد البشرية لكل موظف‬

‫يمكن أن تكون العمليات المتعلقة باألشخاص باهظة الثمن (ولسبب وجيه!)‪ .‬لكن قادة األعمال الذين‬
‫‪.‬يعتمدون على البيانات يريدون أن يروا إلى أين تذهب تلك الدوالرات وكيف يتم استخدامها بكفاءة‬

‫‪ Gartner report,‬وفًقا لميزانية الموارد البشرية ومعايير الكفاءة لعام ‪ 2023‬الصادرة عن‬
‫‪HR functions spend an average of $2,524 per employee‬‬
‫‪annually. The top spending areas are recruiting ($425‬‬
‫‪per employee), total rewards ($213 per employee), and‬‬
‫‪learning and development ($188 per employee).‬‬

‫يمكن أن يساعدك تتبع نفقات الموارد البشرية واالستفادة من التكنولوجيا واألتمتة في تحديد الفرص‬
‫‪.‬المتاحة لتقليل التكاليف وزيادة كفاءة فريقك إلى الحد األقصى ‪ -‬وهو ما سيقدره كبار المسؤولين‬

‫‪Five‬قياس فعالية الموارد البشرية مع ‪15‬‬

‫تعد تكنولوجيا الموارد البشرية هي المجال األول الذي تخطط فرق ‪ Gartner ،‬وفًقا لشركة‬
‫الموارد البشرية لزيادة استثماراتها فيه في عام ‪ .2023‬وفي حين أن التكنولوجيا ال يمكنها أن تحل‬
‫‪ .make your job more‬محل البشر في الموارد البشرية‪ ،‬إال أنها تستطيع ذلك‬
‫‪manageable and enable your team to work more‬‬
‫‪efficiently.‬‬

‫المناسب ‪ ،‬يمكنك التحقق من صحة الموظفين والحصول على ‪ HR SaaS‬باستخدام برنامج‬

‫‪.‬تعليقات مستمرة وتطوير مديرين ذوي أداء عاٍل وتمكين دورة إدارة أداء أكثر ديناميكية‬

‫المحتوى ذو الصلة‬
‫قيادة‬

‫دقيقة قراءة ‪9‬‬

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‫‪Start of main content‬‬
‫‪Career Guide‬‬
‫)‪Career development10 HR Strengths (Plus Ways To Improve Them‬‬
‫‪HR Strengths (Plus Ways To Improve Them) 10‬‬
‫‪Updated March 11, 2023‬‬
 If you're someone who enjoys supporting professionals In the workplace, then you
may want to become a human resources professional. When working in this role,
you're responsible for overseeing the needs of both employees and employers. The
goal of a human resources professional is to create a harmonious and compliant
workplace. In this article, we define human resources and share a list of different HR
.strengths with advice on how to improve them
Related: Learn About Being an HR Manager
Explore Human Resources Specialist jobs on Indeed

?What is HR
HR, short for "human resources," Is the part of an organization or company that
oversees its workforce. The role of HR is to ensure both employees and employers are
adhering to the company's protocols and policies. Along with maintaining compliance
through training and documentation, HR professionals are responsible for the staffing
.needs of a company
They tend to oversee the hiring process, whichh involves screening, interviewing and
onboarding candidates. It's an HR professional's job to ensure new employees fill out
.all their applicable paperwork for things like payroll and company benefits
?Related: FAQ: Is a Career in Human Resources Right for You
HR strengths professionals need
:Here are 10 different strengths HR professionals need to excel in the workplace
Conflict resolution .1
HR is often responsible for diffusing conflicts between team members or
management. Having conflict resolution as a strength means you can help create a
.better work environment for everyone
Related: Your Guide To a Career in Human Resources Management
Communication .2
Both written and verbal communication are essential strengths for an HR professional
to have. It's important that you can accurately explain different policies and protocols
to new employees. It's also your role to help employees with any questions they might
have. By being an effective communicator, you can give employees responses that
.help them do their jobs better and understand the inner workings of their company
Related: 10 Careers in Human Resources Management
Inclusivity .3
 HR professionals have the job of ensuring all employees feel comfortable and
welcome in the workplace. When inclusivity Is your strength, this means that you're
mindful of everyone's unique backgrounds and experiencees. Skilled HR
professionals think of ways to celebrate different cultures and ways of life while also
.using team-building activities to bring everyone together
Discretion .4
This role requires you to oversee a lot of private Information about employees,
making it important that you can keep these things confidential. Whether It be
employee concerns or payroll information, you need to be trustworthy enough to keep
.this information safe and secure
Goal setting .5
HR professionals are often responsible for helping employees develop goals.
Likewise, it's important to set goals for yourself. For instance, as an HR professional,
it may be your goal to help new employees feel welcome. You may do this by setting
.up meet and greets or by encouraging everyone to introduce themselves
Time management .6
When hiring new employees and gettingg them set up to start work, you need to have
strong time-management skills. You need to ensure you're following the right
timelines for things like employee benefits and healthcare enrollment. Many HR
.functions follow strict deadlines, making It essential to have this strength
Perspective .7
As an HR professional, It's your job to understand each employee's perspective in the
.situation. This way, you can address the issue in a fair and ethical way
Organization .8
HR professionals have several kinds of documents to keep In order. By being
organized, you can create systems for yourself to keep track of everything. Likewise,
you need to be organized in your work. HR professionals must ensure they are
.submitting the right forms and paperwork, whichh requires a lot of organization
Problem-solving .9
When employees or managers express their concerns to you, It's your role to find a
solution. Often, you can base your solutions on labor laws or company policies. You
need to use your problem-solving skills to protect both employees and your manager
.throughout challenging situations
Professional development .10
Some HR professionals oversee the professional development of team members.
When working in this type of HR role, you need the ability to organize different
events and training sessions for employees. Likewise, you may find different
 conferences or talks for employees to attend. HR professionals are responsible for
giving employees permission to partake in these career development opportunities,
.requiring them to keep track of everyone's schedules
Related: How To Get a Job in HR (and Tips To Qualify Without Experience)
?Do you need help with your resume
Tips for growing your HR strengths
:These tips can help you grow as an HR professional
Use the SMART method. When setting goals for yourself and others, make sure they
are specific, measurable, achievable, relevant and time-bound. This method can help
.you create more realistic goals for everyone
Stay up to date on Industry trends. Following relevant HR publications and news can
help you ensure your workplace is compliant. Following trends can also help you
.implement new ideas that can improve the workplace
Connect with other HR professionals. Improve your HR strengths by learning what
other HR professionals are doing for their companies. You may be able to connect
.with other HR professionals through networking events or social media groups
Ask for feedback. While part of your job may Involve giving feedback to others, it's
also Important to get feedback for yourself. Send out an anonymous survey to get
.your team members' honest thoughts about your performance
Communicate with your employer. If you want to be an advocate for change In your
workplace, it's important to build a relationship with your employer. When you have a
.deeper connection with them, they may be more open to your opinions and ideas
Use technology to you’re advantage. There are many HR platforms and tools online
that can help you create a better system for your team. Take some time to research
.what technology can help you manage HR more efficiently
;nbsp&
Human resources
:Share
?Is this article helpful
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How To Use Hiring Procedures: Guide and Tips

Top 10 HR Assistant Interview Questions and Answers

 Tips for Having a Strong Job Hopper Resume
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TermsStart of main content

Career Guide

1. Career development
2. 10 HR Strengths (Plus Ways To Improve Them)
10 HR Strengths (Plus Ways To Improve
Them)
Indeed Editorial Team

Updated March 11, 2023

If you're someone who enjoys supporting professionals in the

workplace, then you may want to become a human resources
professional. When working in this role, you're responsible for
overseeing the needs of both employees and employers. The
goal of a human resources professional is to create a
harmonious and compliant workplace. In this article, we define
human resources and share a list of different HR strengths with
advice on how to improve them.Related: Learn About Being an
HR Manager

Explore Human Resources Specialist jobs on Indeed

View more jobs

What is HR?
HR, short for "human resources," is the part of an organization or
company that oversees its workforce. The role of HR is to ensure
both employees and employers are adhering to the company's
protocols and policies. Along with maintaining compliance
through training and documentation, HR professionals are
responsible for the staffing needs of a company.They tend to
oversee the hiring process, which involves screening,
interviewing and onboarding candidates. It's an HR professional's
job to ensure new employees fill out all their applicable
paperwork for things like payroll and company
benefits.Related: FAQ: Is a Career in Human Resources Right
for You?

HR strengths professionals need

Here are 10 different strengths HR professionals need to excel in
the workplace:

1. Conflict resolution
HR is often responsible for diffusing conflicts between team
members or management. Having conflict resolution as a
strength means you can help create a better work
environment for everyone.Related: Your Guide To a Career in
Human Resources Management

2. Communication
Both written and verbal communication are essential strengths
for an HR professional to have. It's important that you can
accurately explain different policies and protocols to new
employees. It's also your role to help employees with any
questions they might have. By being an effective communicator,
you can give employees responses that help them do their jobs
better and understand the inner workings of their
company.Related: 10 Careers in Human Resources
Management

3. Inclusivity
HR professionals have the job of ensuring all employees feel
comfortable and welcome in the workplace. When inclusivity is
your strength, this means that you're mindful of everyone's
unique backgrounds and experiences. Skilled HR professionals
think of ways to celebrate different cultures and ways of life while
also using team-building activities to bring everyone together.
4. Discretion
This role requires you to oversee a lot of private information
about employees, making it important that you can keep these
things confidential. Whether it be employee concerns or payroll
information, you need to be trustworthy enough to keep this
information safe and secure.

5. Goal setting
HR professionals are often responsible for helping employees
develop goals. Likewise, it's important to set goals for yourself.
For instance, as an HR professional, it may be your goal to help
new employees feel welcome. You may do this by setting up
meet and greets or by encouraging everyone to introduce
themselves.

6. Time management
When hiring new employees and getting them set up to start
work, you need to have strong time-management skills. You
need to ensure you're following the right timelines for things like
employee benefits and healthcare enrollment. Many HR
functions follow strict deadlines, making it essential to have this
strength.

7. Perspective
As an HR professional, it's your job to understand each
employee's perspective in the situation. This way, you can
address the issue in a fair and ethical way.

8. Organization
HR professionals have several kinds of documents to keep in
order. By being organized, you can create systems for yourself to
keep track of everything. Likewise, you need to be organized in
your work. HR professionals must ensure they are submitting the
right forms and paperwork, which requires a lot of organization.

9. Problem-solving
When employees or managers express their concerns to you, it's
your role to find a solution. Often, you can base your solutions on
labor laws or company policies. You need to use your problem-
solving skills to protect both employees and your manager
throughout challenging situations.

10. Professional development

Some HR professionals oversee the professional development of
team members. When working in this type of HR role, you need
the ability to organize different events and training sessions for
employees. Likewise, you may find different conferences or talks
for employees to attend. HR professionals are responsible for
giving employees permission to partake in these career
development opportunities, requiring them to keep track of
everyone's schedules.Related: How To Get a Job in HR (and Tips
To Qualify Without Experience)

Do you need help with your resume?

YesNo

Tips for growing your HR strengths

These tips can help you grow as an HR professional:

 Use the SMART method. When setting goals for yourself

and others, make sure they are specific, measurable,
achievable, relevant and time-bound. This method can help
you create more realistic goals for everyone.

 Stay up to date on industry trends. Following relevant HR

publications and news can help you ensure your workplace
 is compliant. Following trends can also help you implement
new ideas that can improve the workplace.

 Connect with other HR professionals. Improve your HR

strengths by learning what other HR professionals are
doing for their companies. You may be able to connect with
other HR professionals through networking events or social
media groups.

 Ask for feedback. While part of your job may involve

giving feedback to others, it's also important to get
feedback for yourself. Send out an anonymous survey to
get your team members' honest thoughts about your
performance.

 Communicate with your employer. If you want to be an

advocate for change in your workplace, it's important to
build a relationship with your employer. When you have a
deeper connection with them, they may be more open to
your opinions and ideas.

 Use technology to your advantage. There are many HR

platforms and tools online that can help you create a better
system for your team. Take some time to research what
technology can help you manage HR more efficiently.
 

Human resources

Share:




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

Is this article helpful?

Related Articles
How To Use Hiring Procedures: Guide and Tips
Top 10 HR Assistant Interview Questions and Answers

Tips for Having a Strong Job Hopper Resume

Explore more articles

 15 Jobs to Consider if You Want Summers Off Work

 How to Transition From Being a Dental Hygienist to a
Dentist
 11 of the Best-Paying Delivery Jobs
 How To Become a Pathologist in 8 Steps (With Salary)
 15 Well-Paying Jobs for Animal Lovers in 2024
 How To Become a Pharmacy Delivery Driver
 How To Accept or Decline an Internship Offer (With
Examples)
 10 Visionary Jobs for People Who Think About the Big
Picture
 20 Highest Paid Jobs in South Carolina
 50 Kennel Attendant Interview Questions (With Sample
Answers)
 8 Office Skills Administrative Employers Are Looking For
 How To Write an Application Letter (With Template and
Example)

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