What are the best qualities an HR personnel should possess to create a positive impact and build up a high-performance culture in the organization?

In contemporary  and fast pace organizations, HR professionals must have;

1 - Business acumen.

2 - Effective Communication skills.

3 - Ability to think out of box and provide solutions to employer.

4 - Ability to lead and manage resources.

Good HR personnel should have effective communication skills, rewarding and motivation kills, conflict resolution skills and problem solving skills as well as ethical skills. Wit these skills the organization performance will be good

Implementing right HR policies,Ensuring Transparency in the sysytem,Communicate what needs to be changed and why,Acquire talent based on culture fit,Recognise and reward results,cultivate leaders who promote culture

1. High-performance culture can be developed by setting smart goals and evaluation of performance against those goals.

2. A simple rewards system to motivate star and good performers

3. Facilitate to perform better by trainings to those employees who are not performing well due to lack of required skills

4. Keep employees engaged

5. Appreciation, financial and non-financial, intrinsic and extrinsic 

6. Design a care path by providing opportunities to grow in career

To perform above role, HR personnel must have good analytical, people, KPIs, talent mgt. and many more such soft skills along-with latest available ERPs

I believe that the qualities an HR Professional should possess include the following: 

• Compassion and Empathy - you are dealing with people and should be able to demonstrate this daily
• Resiliience - as an HR professional there will be occassions to deal with difficult, tough situations and we need to be able to deal with these
• Commercial Awareness - understanding your business and industry and what your role is in the bigger picture
• Ability to lead - be the example
• Thinking outside of the box - not every situation will be black and white and may require thinking on your feet
• be motivated
• Able to deal with conflict
• Understand the culture of the business - so you know how to engage with them

1- Ownership

2- passion

3- Resilliance 

4- Digital effeicncy  

Foremost is understanding the business goals of the company and what are the expectations from the HR Department. Next is understanding the culture and your people so that you can create programs and strategies aligned with their skills and capacities.  This will also enable you to engage your employees in promoting a high performing behavior. Third, I strongly believe that a well-designed Performance Management system is your ultimate tool in delivering positive outcomes. A well established accountability metrics, rewards & merit program, discipline management and an adequeste learning & development roadmap are all essential. Lastly, but most important as well is celebrating victories, no matter how big or small--and analyzing what could have been done better if goals and performance are not met.

HR means human resource is part of HRIS process Human resource information system Our work is always create positive impact between each others. Know about the employees issues problems try to resolve them .we can do encourage the employees with some others activity between each others like employee engagement and motivate them and through out all negativity from their minds, for change the work environment. For bhuild strong piller of company

THE MOST IMPORTANT FACT  SHOULD BE THE EMPLOYEE SATISFACTION  LIKE THE RELATIONSHIP WITH THE MANAGMENT , HEALTH , FOOD AND OTHER ENTERTAIEMENTS FOR THE STAFF SHOULD BE  TRANSPARANT

Every top organization needs HR leaders who align with the company’s goals by learning what those goals are and supporting them. At Wynn, we wanted HR to be more than a department. That meant employees at every level knew and understood their part in supporting our culture and HR philosophies. For example, the company wanted a lean and empowered team, so we designed HR tools that managers and employees could use to enter and retrieve their own HR-related transactions and information. We taught them how to use them and monitored their utilization and effectiveness. Having these self-service tools allowed the HR team to become strategic partners rather than transactional clerks.

The ability to understand the culture of the organisation. The ability to manage and allocate the resource of the organization