4 min read

A quick test for HR Director.
Are You a Guru, an Expert, or a Rookie?

What is Your role in HR?

HR faces daily plenty of difficult issues that need to be solved here and now. They must work out the personnel issues, to be a mentor, a vest, and sometimes even a mass-master. What is Your role in all this? Answer 3 questions and find out which category of HR you belong to – HR Guru, HR Expert or HR Rookie.

1. Can the refusal be explained to the candidate by the wording “We are not ready to make you a job offer now”?

  • a) yes, it doesn’t violate the Labor Code

  • b) no, it is a vague phrase

2. You have decided to evaluate the involvement of your employees. Is using Gallup’s Q12 questionnaire a good idea?

  • a) yes, it will reveal the real company’s problems

  • b) no, it shows an excessive involvement

3. You have an idea that you want to sell to the CEO. Is it worth talking about the wishes of employees and about the importance of combining business laws with the personal interests of employees?

  • a) yes, the CEO will understand that this is a good idea

  • b) no, you’re not talking about what the chief wants to hear

Results.

If you have answered YES three times, then you are a good Expert in one area, but that’s not enough to be an HR guru. Expand your HR horizons in Vocational Education & Training.

If your answer is NO, you are an HR Guru. You are well versed in all aspects of human resources management.

If you are doubting and switching from YES to NO, then you still lack some important experience and skills. So, Rookie, take a course and develop your competency, and soon you will walk a Guru way.

To be a good HR Director, CHRO, People Chief – doesn’t matter how we call it – one must positively differ from others. So, what are the key secret competencies?

  • Emotional Intellect

To evaluate the emotions of its own and others, adapt and use them in problems’ solving. E.g., GEIT,  Hall(not solely emotions but also self-motivation), Asperger (cognitive characteristics and related disorders) or linguo-analysis.

  • Stress management

It can be proven in hypothetical situations (especially with negative scenarios) and readiness for change or adapt. Every worker must be aware of personal and professional responsibility.

  • Team recognition

To customize a team and to form it directly for the company strategy needs. Not to allow the random people in such a team – they drop out at the stage of the interview and don’t fit for further cooperation. A recognizable team enhances in its turn a brand and mission recognition.

  • Education of staff as well as newbies

Not even a trend, but a necessity. The success of the enterprise depends on how the person knows the process. Therefore, special attention should be paid to team infusion. The ability to establish and achieve goals is also a skill that can be trained.

  • Long-term motivation

The key figures’ responsibility is to motivate a company to achieve not only current tasks, but also long-term goals, and to open future development prospects for the workforce itself. People need to understand that they act for a certain mission and strategy.

A little bonus: HRForecast’s CEOs answered the question of what distinguishes a qualified HR Director? And what task or challenge would they give to a potential candidate to prove a high professional competence?

Florian Fleischmann

He / She must be open and driven by change.

And a task that I would trust to perform is … to program a chat robot ;)​

Christian Vetter

The task I would give to a potential CHRO candidate would have little to do with HR itself since I do not believe in HR Silos. But I know for sure, that a good CHRO:

is experienced in other areas

– is technically competent

is strong in establishing the networks and in sales

has strong business know-how and a strategic view.