What are the competences required for a HR manager and the types of assessment centres which are available to assess those competences can be known from this. You will also learn about the definition of HR Manager, their job description and job specification. Hope you find it useful.

1. COMPETENCES &
ASSESSMENT FOR HR
MANAGERS
Abirami GB

2. About HR manager
■ Human Resource Manager
■ Individual within an
organization responsible for
hiring new employees,
supervising employee
evaluations, mediation
between employees and
bosses as necessary, and
general overseeing of the
personnel department.

3. Job Description Job Specification
■ Enhances the organisation's human
resources by planning, implementing,
and evaluating employee relations
and human resources policies,
programs, and practices.
■ Maintains the work structure by
updating job requirements and job
descriptions for all positions.
■ Recruiting
■ On-boarding
■ Training, counselling & coaching staff.
■ Resolving conflicts
■ Carrying out necessary administrative
duties.
■ Conducting performance and wage
reviews.
■ Creating reports.
■ Giving presentations.
■ Handling workplace investigations,
disciplinary and termination procedures.

5. 4 most important HR competencies
Ø1. Communication
An HR manager must be able to
communicate with everyone in the
workplace -- from line staff to executive
leadership.
Ø2. Analytical and Critical Thinking
Analytical and critical thinking skills are
a must for HR leaders. An HR manager
has to exercise sound judgment and
engage in high-impact decision-making
in a number of areas.
Ø3 .Relationship-Building
Creating a cohesive HR department that
works collaboratively to achieve the goals
of the department as well as help the
organisation reach its goals related to
workforce development is a competency
that HR managers must have.
Ø 4.Leadership
Leadership skills are an essential
competency for HR managers. HR
managers are responsible for creating
strategic plans for the HR department
as well as the overall workforce.

6. Assessment Centre for
HR manager
Tools to assess HR competencies
v There are many tools to assess competencies. The
use of tools depends upon the type of competencies
to be assessed. For this assessment centre the
following tools will be used –
■ 1. Psychometric Test
■ 2. In basket Exercise
■ 3. Presentation
■ 4. Case Study
■ 5. Role Play
■ 6. Business Game
■ 7. Interview

7. 1. Psychometric Test
■ Verbal tests
These can be on-line or as part of your assessment centre and
completed on paper. You will be asked to read a paragraph or
section of text and to evaluate a number of statements, each
time answering 'true', 'false' or 'cannot say’.
■ Numerical tests
The most common numerical tests assess your ability to
understand data presented in tables and graphs. These tests will
highlight how well you work under pressure, while encouraging
you to work quickly and accurately.
■ Logical reasoning tests

8. 2. In Basket Exercise
■ It involves simulation tests spread across a day or
two to identify managerial qualities in a candidate.
■ Herein, assuming the role of a HR manager and You
must deal with all the items in your basket as if you
really were in the position.
■ Candidate responses are recorded, evaluated and
marked on relevant competencies.

9. 3. Presentation
■ Presentation briefs can be given to you prior to the interview
to prepare in advance, or the brief may be given to you prior
to the interview to prepare in advance, or the brief may be
given on the day depending on the nature of the task, and
the competencies being assessed.
■ The presentation will be made to one or more assessors who
will look for evidence of clear communication skills, effective
visuals and persuasive arguments.
■ The presentation will be for 5 minutes followed by Q & As for
5 minutes.

10. 4. Business Game
■ Business games are an excellent way of assessing
whether you perform well in a team environment.
■ They test your ability to be assertive and proactive
without being domineering; to listen as well as
contribute and to focus on the task in hand.

11. 5. Role Play
■ Within a Role Play scenario you will take on one role
and the assessor the other to determine how you
would deal with a job-related situation.

12. 6.Case Study
Ø The case study exercise is a realistic simulation of the type of business or
strategic problem you are likely to encounter in your new role (if you get the
job!). Typical competencies assessed in the case study are:
■ Analytical Thinking
■ Assimilation of Information
■ Commercial Awareness
■ Innovation
■ Organising
■ Decisiveness
■ Judgement

13. 7.Interview
■ An interview will normally consist of competency, motivational or
technical questions or sometimes a mixture of all.
■ Competency based interviews - these are structured to reflect the
competencies or qualities required by the job. The interviewers
are looking for evidence of your skills and abilities and expect you
to support your answers with examples of your experience from
your life to date.
■ Motivational Questions -Motivational questions are used to find
out what makes the candidate tick and to see if the role suits
your chosen career path, aspirations, industry etc.
■ Technical interviews - if you have applied for a job that requires
technical knowledge, it is likely that you will be asked technical
questions or have a separate technical interview.