Finding a list of top skills for HR professionals is easy; just a few minutes with your favorite Internet search engine will turn up hundreds of examples. While you may list these traits beside each other on your resume, however, the truth probably is that some of your qualities are naturally stronger than others.
Just like you, different organizations are more suited for particular uses of HR. So how do you find the optimal situation for your qualifications? Job fairs, interviews, and other investigations can reveal helpful information, but they are only useful for assessing individual enterprises. By first narrowing your search by basic company characteristics, you can save yourself an enormous amount of time and frustration. Get started with this guide to decide whether your proficiencies are more closely matched with HR roles in large or small businesses.
Large: “big picture” thinking
Small: reallocating existing resources
Large: internal collaboration
Small: effective material/content
Knowledge of Business Fundamentals
Large: far-reaching attributes
Small: bottom-line worth
Large: resources without flexibility
Small: limited funds with more freedom
Negotiation/Conflict Management/Staff Relations
Large: political savvy
Small: small world
Small companies are more adaptable and easily changed, but have limited funds for outside resources. If you choose to work in this environment, you should be flexible and able to perform a wide range of HR tasks, as you will be responsible for most, if not all, of these duties.
Larger businesses, by contrast, enjoy higher budgets for programs/initiatives but are more rigid in their policies and procedures. This may be your best fit if you are especially proficient in a few select areas, since the increased HR manpower in these organizations allows individuals to focus on their strengths.
Berkshire Associates Inc.– Understanding the Differences between Human Resources for Small and Large Companies
Tim Sackett– Who’s Better – Big HR or Small HR?
Community Foundations of Canada– Strategic HR Planning