Advanced Human Resources Management Skills, Consultations Skills, Coaching Skills, Facilitations Skills

1. Advanced Human
Resources Management
Skills, Consultations
Skills, Coaching Skills,
Facilitations Skills

2. What is Human Resources
Management Skills
• Human resources management – Is an organizational function
that focuses on the strategic management of its employee. In
today’s business world, the relationship between an
organization and its human resources department is a strategic
partnership.
• Management Skills can be defined as certain attributes or
abilities that an executive should possess in order to fulfill
specific task in an organizations, they can include the capacity
to perform executive duties in an organizations while avoiding
crisis situation and promptly solving problems
• Advanced Human Resources Management skills, such as
Consultation Skills, Coaching, Change Management and
Facilitations Skills are Explored and Practiced.

3. Human
Resources
Management
Skills
• Exceptional Interpersonal
Skills- As an HR professional
you will need to work closely
with your employee.
• Teamwork and Collaboration-
It is also essential that you are
strong team player and
contribute positively to
collaborative efforts.
• Technological Aptitude- There
are various programs that are
used in the field for functions
like recruiting, compensations
and benefits, payrol and more.
• Organization and
Multitasking- Depending on
the size of the company and
the number of HR
professionals on the team.
• Conflict management and
Problem- solving- The HR
department is often the first
to get involved when conflict
arises within a business.

4. Trends in Human Resources Management
1. Rising Importance of the Human Resources Information Technology
(HRIT) Role .
2. Artificial Intelligence and Machine Learning.
3. Technology to Measure Engagement.
4. An Emphasis on People Management.
5. Increased Demand for Data Analytical Skills.

5. Global Human
Resources
Trends 2021
• Artificial Intelligence in HR- AI enabled
software will continue to grow in
2022, it has revealed that 50% of
employees already utilize some from
AI at work which huge increase 2018
figure 32%.
• Online Training and Upskilling –
Almost 90% of executive reported that
currently experiencing a skill gap and
uncertainty 2020 has made necessary
for people to learn additional skills.
• Employee wellbeing and mental
health- Physical health is very
important, but now its time to ensure
mental well being of employees as
well.
• Cloud-based HR Systems- HR
technology has become more
important for human resources
professionals than ever before with a
win-win situation for for both
. People Analytics- Deloitte shows
that 71% worldwide organizations
consider people analytics high priority
for their companies as it would allow
them to not only provide a good
business.
• Virtual Onboarding- 38% of
companies have an online
onboarding platform and larger
companies are more likely
technology solutions.
• Remote Working is here to stay-
survey says that 1000 firms by the
institutes of Directors (IoD) shows
that 74% plan on maintaining the
increase in home working.

6. 5 Functions of Human Resources Management
1. Recruitment and Hiring- One of the most well-known functions of human resources
management is recruitment and hiring.
2. Onboarding and Ongoing Training and development – Once a company hires employee,
its a vital properly onboard and train them so they have the tools to excel in their roles.
3. Managing Employee and Employee and Employer Relationship – A company’s success
relies on its people.
4. Creating A Rewarding Company Culture- One of the most overlooked functions of
human resource management is developing and engaging company culture.
5. Overseeing Disciplinary Action- A difficult aspect of human resources is disciplining
employee when is required .

7. Types of Managements Skills
• Technical Skills- Involve skills that give the managers the
ability and the knowledge to use the variety of techniques
to achieve the objectives.
• Conceptual Skills- Involves the skills managers present in
terms of the knowledge and ability for abstract thinking
and formulating ideas.
• Human or Interpersonal Skills – The human or the
interpersonal skills that presents the managers ability to
interact, work or relate effectively with people.

8. Six
Management
Skills That
Managers Need
to Possess for
them Perform
their Duties
• Planning- Is a vital aspect within
an organization, it refers to one’s
ability to organize activities.
• Communication- Possessing great
communication skills is crucial for
a manager.
• Decision-making- Another vital
management skills I decision-
making, managers make
numerous decisions, whether
knowingly or not making
decisions.
• Delegation- Is another key
management skill, is the act of
passing on work-related tasks
and/or authorities to other
employees.
. Delegation- Is another key
management skill, is the act of
passing on work-related tasks and/or
authorities to other employees or
subordinates.
. Problem-solving- Is another
essential skills, A good manager
must have the ability to tackle and
solve the frequent problems that
arise in a typical workday.
• Motivating- The ability to
motivate is another important
skill in an organization, motivation
helps bring forth a desired
behavior or response from the
employees or certain
stakeholders.

9. What is Human Resources
Consulting
• HR Consulting- is a line of work where
consultants provide one or more categories of
HR related services to the business, these might
include helping business develop a suitable
employee benefits package, handling the
recruitment process and hiring of a new
workforces, making reorganization
recommendations or acting as a liaison between
management and employees to help resolve
employee disputes.

10. Skills of
Human
Resources
Consultants
Communications Skills
Time Management Skills
Motivational and Mentoring Skills
Human Resources Management Skills
Decision- Making Skills

11. The Specific Job Responsibilities of an HR
Consultant
• Meeting with clients to determine their HR needs or issues
• Working with clients to develop, revise and implement appropriate HR policies.
• Assessing the client’s current HR services and programs to be sure they comply
with state and federal regulations and are consistent with industry standards.
• Analyzing data and developing reports for management about specific HR
projects.
• Auditing the client’s HR activities to verify they are complaint.
• Offering HR-related training to each client.

12. The 6 Essential Consulting Skills
1. Communications Skills- Your
communications skills determine how
your clients view you.
2. Observation Skills- As a consultant,
you’ll open to play the role of the
observer.
3. Problem-Solving Skills- Problem-
solving is a core part of consulting.
4. People Skills- Developing and
sustaining good relationship with your
client, their employees, and other key
players is paramount.
5. Organizational Skills-If you’re
freelance consultant you’ll wear many
hats to accomplish.
6. Objectivity & Independence Skills-
Clients need more than just your skills
and experience.

13. The 4 P’S of HR Consulting
Human Resources Plan/Program- Establishing an overall HR plan that your
organization utilizes.
Processes- Creating the necessary protocol and documentation that are able to
be followed as part as part of your deploying process HR programs.
Policies- Establishing “rules” and documentations around everything from
orientation to codes conduct, non-disclosure agreements etc.
Practices- This might include things like developing job descriptions and
determining the best avenue for sharing job postings.

14. What Is Employee
Coaching
• Coaching is unlocking people’s potential to maximize
their own performance, Its is helping them to learn
rather than teaching them, coaching is a
management style that develops employees by
assessing, improving and tracking their knowledge,
skills and abilities.

15. 3 Keys For Effective Coaching
Develop A Collaborative Approach- Coaching works best when employee assume ownership over
their own professional development and improvement, taking a collaborative approach to
coaching, rather that a top-down approach helps to create a more enriching coaching experience.
Offer Coaching To All Employees- Coaching is a good tool for employees in need of a performance
adjustment, but effective coaching isn’t confined to this group alone, In workplace where coaching
is viewed as performance management instead of professional development, employees often
want to avoid coaching.
Coach to Achieve Future Goals- effective coaching is pro active coaching, engaging all of your
employees in a collaborative coaching experiences enables you to prepare your workforce for the
needs of the company.

16. Five
Organizational
Benefits of
Coaching
• Company Culture- Culture is the common beliefs, practices, and
values of an organization.
• Feedback- Coaching helps business leaders build emotional
intelligences, with greater self-awareness, empathy, and self
control.
• Diversity, Equity, and Inclusion- Leadership coaching can valuable
development opportunity for underrepresented populations to
gain valuable leadership skills.
• Team Performances- The success of a business significantly
depends on team performance, supporting your team
leaders with professional coaching can help your teams
work more effectively and efficiently.
• Employee Retention- Leadership coaching provides a
powerful career development experience, helping leaders
develop valuable new skills that can open up opportunities
for promotion and advancement.

17. 5 Benefits of Manager from Coaching &
Mentoring
1. Better Management Skills- Coaching and mentoring provide opportunities to develop
and hone specific skill sets that are essential for manager.
2. Improved Productivity- One of the biggest challenges a first-time manger might face
learning how to balance all the responsibilities.
3. Increased Confidence- This completely normal when learning new skills or being
unfamiliar role.
4. Heightened self awareness-It can be difficult for new managers to know they’re
performing in their roles .
5. Greater wellbeing- Being new manager is stressful, they’re suddenly expected to take
on additional responsibilities on top of their existing workload.

18. Human Resources
Management Change
• Change management- An important concept that
human resources majors need to understand change
management, it is a fact that the business landscape
is constantly evolving, to meet these challenges
effectively, businesses need to learn how effectively
use change to their advantage.

19. Benefits of Change
Management
• Change Management helps organizations mitigates
the negative effects of significant organizational
change, the degree to which theses negative
effects are experienced depends on whether the
change is at small or larges scale.

20. Developing Change
Management
• The first step in developing change management strategy is
to create a diagram that details the positions descriptions
and responsibilities for workers at all levels of a company.

21. HR Change Management Techniques
• Redefining Roles and Responsibilities-
One of the most central responsibilities
of human resources professionals is
defining roles and responsibilities .
• Reducing or Eliminating Resistance to
Change- Change in an organization can
cause stress and fear among staff
members, the best way for human
resources to manage change and
alleviates stress is through
communication.
• Implementing Changes in District
Phases- Another reason that
managing change is important for HR
professionals is because it is typically
their responsibility to implement
changes.
• Providing Support Systems and
Training Program for Change- Perhaps
the most important reason that
managing change is so important in
HR departments.

22. What are
Facilitation Skills
• Facilitations Skills- One of the most
important sets of skills for leaders
and members are facilitations skills,
these are the process of working
together so that you meet your goals
and accomplish what you’ve set out
to do, while a group of people might
set an agenda and figure out the
goals, one person needs to
concentrate on how you are going to
move through your agenda and meet
those goals effectively. And this
person we call the “facilitator”.

23. Facilitations Has Three
Basic Principles:
1. A facilitator is a guide to help people move
through a process together, not the seat of
wisdom and knowledge.
2. Facilitation focuses on how people participate
in the process of learning or planning, not just
on what gets achieved.
3. A facilitator is neutral and never takes sides.

24. The meeting structured and run
and make sure everyone would
Participate: this includes
• Making sure everyone feels comfortable
participating.
• Developing a structure that allows for everyone’s
ideas to be heard.
• Making members feel good about contribution
to the meeting.
• Making sure the group feels that the ideas and
decisions are theirs, not just the leader’s
supporting everyone’s ideas and not criticizing
anyone for what they’ve said.

25. What is a Facilitator
Facilitator- Is a person with the ability to help groups come together and
work towards getting the best possible results, facilitators are able do this
by fostering an environment where both creativity and freedoms of thought
and expression thrive within a structured framework.
Facilitations Skills- Is enable you to help groups of people work together
effectively and productivity, using facilitations skills such as flexibility and
time management allow you to make progress and achieved success in your
daily life.

26. Role of the
Facilitator
• It is the facilitator’s role to help group design its
meeting in a way that is consistent with the core
values of facilitations does this is by helping
groups established. Ground rules for an effective
process.

27. Three Main Reason Why
Facilitators Important?
• Helping resolve conflicts – A facilitator is an
unbiased person who listens to both sides of an
argument.
• Making Progress- A facilitator does what is
necessary within a group to make progress.
• Inspiring Success- A facilitator is someone who
can inspire a team of people to solve their
problems and succeed in their goals.

28. Different types of Facilitations Skills and Practice to
Become Effective Facilitator:
ABILITY TO SET
GUIDELINES
NEUTRALITY ENCOURAGEMENT PREPAREDNESS FLEXIBILITY
ACTIVE LISTENING

29. How to
Improve
Facilitations
Skills
• Develops Your Strengths- Focusing on your
strength allows you to practice facilitation
immediately.
• Acknowledge Your Weaknesses- To be a great
facilitator, consider your weaknesses.
• Seek Opportunities to Facilitate- As you
develop your facilitation skills, seeking
opportunities to facilitate will provide you with
excellent practice.

30. Key Facilitations Skills and Methods
• Facilitators must have a variety of skills and techniques to be
effective, strong verbal and analytical skills are essential, facilitators
must know what questions to ask, when to ask them, and how
questions should be structed to get the good answers without
defensiveness, facilitators must know how to probe for more
information when initial answers are not sufficient.

31. THANK YOU!
Have A Good Day!