As mentioned in previous articles, I have discussed the clear influence of corporate culture on HR, as well as why we should provide specialized training for senior personnel in the Human Resources department. Precisely because of this importance, businesses should regularly assess leadership ability in each department. In today's article, let's learn about managers in HR.
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the influence of HR managers within a company.
within the department/organization.
Human Resources is the first department to receive and train the workforce within a business. Therefore, you can understand that a business's input quality depends partly on the HR department. For this reason, in a management role, a manager needs not only strong professional knowledge but also soft skills such as communication, delegation, leadership, and follow-through. They must be able to assess personnel capabilities in order to assign the right tasks to the right people.
Moreover, because of their significant influence within the department, managers must understand the organization's internal situation, including employees' thoughts and feelings, work progress, and difficulties, so they can promptly share guidance and provide appropriate solutions. This avoids indifference that may cause employees to misunderstand, make mistakes, and create losses for the business. Managers are also the spirit and support system for their subordinates. Therefore, they need empathy and the ability to encourage and empower their employees, motivating them to complete their assigned work successfully.
with other departments
Working in a business requires communication between departments, especially for Human Resources. Effective communication enables HR to obtain the most accurate information about departments' needs, including staffing needs, the nature of the work, and different compensation policies. This allows everyone to build and develop a healthy, cohesive workforce together.
with leadership
As members of the leadership team, managers contribute ideas to senior leaders to build a better human resources system for the business. Therefore, they need negotiation, communication, and systems-thinking skills. These enable them to confidently present proposals to the leadership team. Along with negotiation and communication skills, they need planning and strategic abilities to help the department achieve its assigned results.
In addition, each senior HR professional serves as a bridge between employees and the leadership team. Through them, leaders can better understand the personnel situation in each department and make appropriate assessments and proposals. This helps bring employees and leadership closer together.
why HR managers should take a leadership ability assessment test
Given the significant influence of managers, they can help a business grow sustainably or decline. It all depends on their knowledge, skills, and understanding of strategy and corporate culture. This is especially true in HR, the first department to receive and train nearly the entire workforce of a business. Therefore, assessments should be conducted regularly.
In addition, assessing leadership ability helps a business understand the current state of personnel capabilities and how well employees fit their positions. It also supports training and restructuring the management system when necessary. At the same time, assessment gives businesses a basis for adjusting salaries, bonuses, and benefits, while limiting underpayment, disagreements, and unfairness between the two sides.
How do competency and psychological assessment tests support evaluation?
1. Uchida-Kraepelin (UK Test) from Japan.
Through conducting the Uchida-Kraepelin Test. Both businesses and individuals gain a clear understanding of current capabilities, tendencies, and psychological changes in participants. This explains why some people perform a given job well while others do not. It also measures certain work-related pressure phenomena that lead people to take shortcuts just to finish, even acting contrary to the business's standards.
2. Trait-Map OD-TOOLs – Personality and Professional Capabilities from Germany
Combined with the Trai-map work personality assessment test. Businesses can identify which strengths should be leveraged, measure leaders' strengths, weaknesses, and basic skills, and understand their leadership styles or how they resolve conflicts. Through this, businesses can determine the appropriate fit between personnel and management positions and identify suitable training solutions.
3. Motivation Questionnaire (MQ) – Motivation Questionnaire from Germany.
The MQ test assessment is based on Maslow’s hierarchy of needs, one of the fundamental frameworks for understanding human needs. These needs are analyzed in detail into 16 different basic needs. Measurement is based on participants’ perceptions of their personal satisfaction compared with their expectations. What motivates a person at work and in life? This may include intrinsic motivation—mission, growth, excellence, learning, and so on—or extrinsic motivation—material benefits, achievement, job security, recognition, and more.
For senior personnel, identifying work motivation enables businesses to measure engagement and develop suitable solutions to increase employee commitment, or solutions that prevent them from acting against core values and corporate culture.
Moreover, combining both tests helps businesses understand the working tendencies of personnel and the organization. Measurement focuses not only on competency but also on psychological changes—an important factor affecting behavioral and interpersonal culture, which directly influences corporate culture.
When should measurement be conducted?
Measurement should be conducted from the recruitment stage. This helps businesses identify the fit between personnel and the organization and avoid training and using unsuitable people.
Measurement should also be conducted periodically as planned. Businesses can identify potential personnel issues in a timely manner and quickly develop appropriate solutions. Measurement may also be necessary when a business changes its corporate culture, in order to realign personnel with the company's culture.
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