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"A bad system will beat a good person every time" - W. Edwards Deming
What is ?
There is a range of activities usually undertaken to manage , including :
- Activity #1
- Activity #2
Primary Acts and Regulations
Here’s a list of the major pieces to illustrate the size and complexity of the  function:
- Reg #1
- Reg #2
As with many management functions, there are a number of general standards which could be applied to HR, such as ISO 9001 Quality Management. There are, however, a number of British and international standards aimed at the  function:
- Standard #1
- Standard #2
The skills required by those involved in  can be broken down into 3 areas:
- Analytical – Analysing problems and challenges with perceptiveness, insight developing innovative thinking.
- Technological – Making use of various technologies to best advantage and spotting the possibilities in emerging technologies.
- Researching – Collecting and using data effectively and integrating that learning into the organisation
- Quantitative – Working with statistics, metrics and other data to interpret and predictive good courses of action.
- Legal-minded – Viewing situations from a legal perspective and drawing out the applicable points. Maintaining a good understanding of relevant laws and then making sound judgments based on good legal advice.
- Emotional intelligence -Understanding the emotional state of yourself and others and making effective use of this information to influence behaviours.
- Project management – Planning, delivering and controlling HR projects
- Decision-making – Making decisions in a timely and well-informed manner
- Business Conscious – Understanding the way the business works and how HR can affect its performance and success
- Independent – Keeping to the standards of the HR professional body, all workplace regulations and applicable standards.
- Ethical and professional – Acting with honesty, integrity, self-confidence and empathy. Dealing with any conflicts of interest and the need to protect the public.
- Relationship management – Building a useful network to promote organisational growth and then establishing productive working relationships.
- Influencing – Discovering solutions that balance the interests of all parties and communicating persuasively
- Leadership – Build and lead successful teams whilst demonstrating competence in policy setting, planning, collaboration, process and procedural design, using feedback, and managing conflict.
- Unifying – Integrating the wide range of HR techniques and practices into the organisation and proving its value.