Hiring Human Resource Professionals

Hiring Human Resource Professionals

When looking to hire a Human Resource professional, we use dynamic measures in the hiring process. It is our belief that these processionals are analyzed using leadership trait theories and situational theories. Trait theories often identify particular personality or behavioral characteristics shared by leaders. For example, traits like extraversion, self-confidence, and courage are all traits that could potentially be linked to great leaders. Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership may be more appropriate for certain types of decision-making. For example, in a situation where the leader is the most knowledgeable and experienced member of a group, an authoritarian style might be most appropriate. In other instances where group members are skilled experts, a democratic style would be more effective.

I. Business requirements for the new Human Resource Professional

1. Summary of Key Responsibilities

2. Knowledge, Skills and Abilities

3. Business Requirements

II. Using leadership theories (traits and situational) in the recruitment of human resources professionals

1. Background of trait theory

2. Background of situational theory

III. Execution of hiring process

1. Screening Process

2. Determine the best fit using both leadership theories

In summary we will show that these two leadership theories are equally important to our hiring process and go hand in hand with one another. Therefore they both must be considered during the hiring process.

Hiring Human Resource Professionals

When recruiting a Human Resource professional, dynamic measures must be used as these measures encapsulate ...

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...e. Therefore, those desirable leadership traits and technical & managerial expertise are necessary to successfully promote a healthy organization and finding leaders who have or can be cultivated in setting organization goals, developing organizational capability, modeling organization structure, and thoroughly understand how that structure should work together. Simplistically said, that leader should have vision, morals, and initiative to foster an environment conducive to all levels of employees, from the hourly earner to the salary earner and not have or portray any sense of entitlement or elitist attitude which could alienate his/her leadership style. This leader must understand completely that the whole is greater than the sum of its parts and one failure can create a bottleneck which can halt everything, therefore making the organization unsuccessful.