1, personality charm. As one of the managers of an enterprise, the personality charm of the director of human resources can directly affect his leadership. Personality charm refers to a strong cohesion and appeal, which is reflected by a person's personality, temperament, character, psychological quality and other factors. For the director of human resources, the formation of personality charm depends largely on his inner cultivation and personality. This mainly includes:
(1) Integrity: Only honest people can remain loyal to the enterprise. When dealing with human resources work and building a human resources system, they can take the interests of the enterprise as a foothold and put everything on the enterprise. Only honest people can gain the respect of others with their own personality and maintain their appeal and attraction to employees in their work.
(2) Fairness: The affairs that the human resources director has to deal with are not only related to the development of the enterprise, but also directly affect the interests of employees. Therefore, fairness is one of the important qualities that a human resources director should possess. Only by fairness can we select, appoint, evaluate and promote every employee objectively, honestly and fairly in human resource management, so that employees can be convinced from the heart.
(3) Strong emotional control ability: As the top manager of the enterprise, the emotions of the human resources director can easily affect subordinates and even other employees, thus affecting the overall working atmosphere of the enterprise. Therefore, an excellent human resources director must have good emotional control ability and try to be calm when dealing with any problems.
(4) Perseverance: In the process of recruiting, selecting, hiring and promoting employees, human resources directors will inevitably be influenced by many factors, and even encounter pressure from superiors. Therefore, an excellent human resources director must have strong willpower, not be disturbed by external factors, be able to adhere to his own principles, and be able to withstand pressures and challenges from all sides.
(5) Have a strategic vision: HR directors are different from other HR managers, and can't just focus on HR departments and internal affairs of enterprises. The director of human resources must have a strategic vision and be able to plan the human resources of enterprises strategically. While grasping the demand and reality of human resources, the director of human resources should also have an understanding of the overall operating conditions of the enterprise, deeply analyze the opportunities and challenges that the enterprise may encounter in the future, and provide better support for the development of the enterprise.
(6) Mastering interpersonal skills: the director of human resources should face the general manager and every employee of the enterprise, which is the key point in the context of corporate interpersonal relationships. Therefore, the director of human resources must have certain interpersonal skills, and use this ability to reasonably construct the human resources system of enterprises, adjust the deployment of human resources in time, absorb more talents that can be used by enterprises, and coordinate the relationship between enterprises and employees, so as to ensure that human resources play the greatest role in enterprises.
2. Basic working ability. As the director of human resources, it is not enough to have personality charm. In order to undertake the human resource management of an enterprise, the human resource director must also have a lot of direct experience, which is reflected in the basic working ability. Specifically, the basic working abilities that a human resources director should have can be summarized as writing ability, observation ability, expression ability, organization ability, crisis handling ability and information processing ability.
3. Business ability. The director of human resources undertakes the tasks of enterprise talent recruitment and training, strategic layout of human resources, department setting and post design, establishment of salary and welfare system and performance appraisal system, and corporate culture construction. Therefore, the director of human resources should not only master the most advanced human resources management theory and update his knowledge base in time, but also have strong professional skills, master human resources-related business knowledge and be skilled in practical operation.