Strategic orientations, structure, processes, continuous improvement methodologies.
Specific knowledge and technical-professional skills include theories, methods, techniques, and tools for the operational management of processes that affect personnel selection, training, development, trade union relations, and adhering to the latest HR and standards.
It is also necessary to know how to elaborate intervention programs such as the definition of resources, times and management costs, verification of trends and deviations, and any corrective actions.
The skills in effective communication are important, such as active listening, empathy, the ability to negotiate and work in a team, the ability to pose and solve problems (problem-setting and solving).
Knowledge and ability to use the information and telematic technologies and an adequate command of a foreign language are also required.
To adequately carry out all the activities indicated, a university level of education in socio-psychological subjects is required, possibly accompanied by a post-graduate specialization course.
To practice the profession at the prefigured level, both experience and learning “on the job” (in the workplace) significantly impact.
In medium-sized companies, horizontal mobility consists of enriching one’s own area of professional intervention and, vertically, it ends with the transition to Personnel Manager.
In large companies, horizontal mobility allows the transition to more specialized positions. In contrast, vertical mobility can include the transition to positions of greater responsibility, for example, from Expert to Head of plant/local unit personnel up to Personnel Manager of several units local and wider geographical areas.