How do you become a personnel manager?

You need to have a strong understanding of the role, and its impact on the entire organization, combined with a solid record of performing well in the role, besides that having strong communication and people skills will allow you to have an influence on the team.

Um gestor de pessoas deverá ter a habilidade de vis?o sistémica buscando atender as estratégias da organiza??o e traduzir as expectativas dos funcionários para a organiza??o. O gestor de pessoas passa constantemente buscando formas de reduzir os GAP′s das expectativas (organiza??o e funcionários ) com a realidade. Normalmente um mediador de conflitos, devendo estar constantemente atendo ao mercado e suas mudan?as e apresentar alternativas que fa?am sentido para a organiza??o e pessoas.

Traditionally, when you wanted to become a Personnel Manager, you had to obtain a degree in HR, work in some internship roles, get a certification, and then get the job. However, today, you don't need to follow these exact steps. With a bit of creativity and thinking outside the box, you can become a Personnel Manager. Here are some ways to prepare for the role: ?? Take HR-related tasks at work. ?? Explore free courses on Coursera or Udemy. ?? Network with HR Professionals, join HR forums and local meetups, and the best is to find people on LinkedIn. ?? Stay informed on HR practices and laws. ?? Focus on communication. ?? Look for short, affordable courses. ?? Find a job in smaller companies or startups. These steps help to become a PM.

In my opinion, the only way to become a personnel manager is to have a genuine interest in people. Good personnel leaders are those who have a genuine interest in their employees' well-being and development, understanding their needs. They comprehend that employees have personal interests and motivations. If you have that, then all the rest required for the job can be learned.

Start with entry-level positions: Gaining initial experience in human resources or related fields. Entry-level positions like HR assistant or coordinator. Progress to mid-level roles: As one gains experience, they can aim for roles that involve greater responsibility and decision-making within the human resources department.This may include roles such as HR specialist or generalist.

Embarking on the path to become a personnel manager encompasses a series of essential steps. Firstly, one must cultivate an educational background pertinent to the field, often achieved through obtaining a bachelor's degree in disciplines like human resources, business administration, or management. Concurrently, acquiring relevant experience is crucial, with opportunities such as internships and entry-level HR roles serving as valuable stepping stones. Developing key skills forms another integral aspect, emphasizing qualities such as effective communication, interpersonal proficiency, conflict resolution, and a comprehensive understanding of labour laws. Knowing your filed from the books and experiences must be a journey of evolving.

I personally believe that education (really) matters. But potential and skillset even more and also that every moment of the organization requires different professional skills. So, depending on the HR level or subsystem you work in HR, it is very possible to be trained and assume this role with a great team to support - it is always a balance. E.g.: a person who works in finance and has a great personal sensitiveness + the finance knowledge can be a precious HR manager for a company which is needing to control costs and stablish policies and rules.

The function of Human Resources or People Ops has evolved way beyond “personnel,” a term I haven’t heard in years. To me, “personnel” is an administrator function, and the skills needed are strong administrative talent along with knowledge of employment laws and people skills. Human Resources, or People Ops, if you prefer, are strategic functions that can affect every aspect of a business in a positive way. From increasing profits by hiring excellent people and getting them into the right positions, managing their performance and compensation, to creating work cultures that attract and retain the very best people, we are difference makers.

In order to become a human resources manager and familiar with all the details of the work, there is a key aspect, which is the psychological state of the employee. What always matters to me is that the employee is in a psychological state that allows him to make the right decisions, carry out his work smoothly, and create a healthy spirit of competition among employees. I always worked to have a positive atmosphere in all the institutions in which I worked until they reached the point that if one of the employees was absent, they felt disturbed and all the employees would check on their colleagues if they were absent from work. In my humble opinion, human resources is about understanding employee behaviors first

Educa??o é a base para todas as profiss?es é uma busca constante de conhecimento, mas você deve colocar em prática o conhecimento adquirido. Hoje temos muitos recursos virtuais, mas sempre que possível se recicle de forma presencial a troca da experiencial e fundamental. Na minha trajetória cada palestra, filme, treinamento, congresso após realizei adapta??es e pratique no ambiente que atuava conquistei experiência incríveis e proporcionei crescimento no ambiente e na equipe de RH .

Becoming a better Personnel Manager should start from getting basic, foundational knowledge of the role. That means starting from scratch with the mindset of a learner...entry level or associate level. Volunteer for projects, CSRs, group assignments. Move to understanding bits of all aspects of what managing people and human capital entails. You can get degrees, professional certifications in specific areas or niches in the profession.

Na minha experiência desenvolvi minha experiência participando de projetos, apresentando sugest?es, assumindo responsabilidade, compartilhando com equipes diversas, participando de grupos de estudos de determinado assunto que n?o dominava. Lendo conteúdos e vendo filmes.

Tornar-se um gestor de pessoas é uma jornada que demanda habilidades cruciais. O elo eficaz entre diretoria e funcionários é essencial para alinhar metas e garantir um ambiente colaborativo.

Gaining experience in personnel management is crucial for career advancement. To start, consider applying for entry-level HR positions like HR assistant or coordinator. Seek cross-functional assignments to broaden your exposure within the organization. Joining professional associations and networks can help expand your contacts and provide valuable resources. As you progress, aim for higher-level managerial roles to enhance your authority and responsibility in personnel management. This strategic approach will help demonstrate your competence and potential in the field.

Many issues in the field of human resources are not written in books, and if they are, they are theoretical. When dealing with humans, understanding the conditions and experience can be a way forward, that is, the integration of science and practice, which becomes knowledge.

Developing the skills necessary to excel as a PM is crucial for success. Staying current with HR trends, innovations, and best practices is essential, as is understanding the evolving needs of both the organization and its employees. Strengthening communication, interpersonal, analytical, and problem-solving skills, along with leadership, teamwork, and decision-making abilities, is equally important. Pursuing continuous learning through courses, workshops, and online programs, as well as seeking feedback and guidance from supervisors, colleagues, and mentors, enables personal and professional growth. By consistently updating and honing these skills, personnel managers can navigate the dynamic landscape of human resources effectively.

??nhanc?????? our communication, interpersonal, analytical, and problem-solving skills, as well as your leadership, teamwork, and decision-making skills. ????'?? ???????? ?????????????? ???? ???? ??????????????????????

Working in the field in a lesser role is a great way to learn. Also working on an HR certification which allows you to study all areas of Human Resources is an excellent way to both gain knowledge and learn where you really want to be in the Human Resouce arena

Developing our skills is related to hard work, continuity, and not giving up. Many of us work in different environments that depend on a single decision, that is, the manager’s non-negotiable decision. Developing skills begins with training courses and making room for learning. The first thing I did in the past was to conduct a questionnaire to all employees and ask them about the things they would like to have in human resources management. Indeed, I saw many things that I would not harm in introducing into my field of work or even developing in the future.

Uma forma de conquistar um cargo de gest?o em RH é come?ar por uma vaga de nível júnior e ir demonstrando o seu potencial e o seu desempenho. A área de RH é uma área que exige uma avalia??o constante, tanto do seu próprio trabalho quanto do mercado em que você está inserido. Você precisa estar atento às mudan?as e às tendências que afetam o seu campo de atua??o e se adaptar a elas. Para construir habilidades de gest?o, você também pode buscar aprender com pessoas que já têm experiência e sucesso na área, como mentores, coaches, líderes, etc. Eles podem te orientar, te dar dicas, te desafiar e te apoiar no seu crescimento profissional.

Building a robust professional network is indeed a crucial step for career advancement as a PM. Establishing positive relationships with peers, managers, employees, and external partners, including vendors and recruiters, is vital. Active participation in professional associations and communities provides opportunities to collaborate with fellow HR professionals and influencers. Attending events and conferences enables the showcasing of achievements, sharing insights, and learning from others. Leveraging social media platforms such as LinkedIn, Twitter, or Facebook facilitates connecting with the network, promoting personal branding, and staying informed about HR trends.

To build a strong network is crucial as you can be the one with the people's policies in hands but you need everyone else to put it in practice. Otherwise, will be only paper documents. Therefore, build relationships is important to get your work done and to learn the dynamics of the business from the employees and leadership perspectives to have ore assertive HR Practices. Build external network is also very important to make sure you get enough updates in the HR topics and can bring new practices.

El dicho dice que "el que mucho abarca, poco aprieta" y nada es más cierto. No podemos estar en todo y en todas partes. Además no somos del todo bueno en todo lo que hacemos por lo que es clave encontrar esos complementos que nos permitan poder delegar en ellos esas responsabilidades que nos implicarían un mayor desgaste, tiempo y costo de aprendizaje y que no nos permitirían poder explotar lo que realmente mejor hacemos. El reto es rodearnos de personas que nos complementen y nos permitan hacer crecer con la contribución que cada uno puede hacer. Trabajo en equipo es la clave. Hay que saber elegir y confiar a cada parte de nuestra red que formemos.

Estar conectado en el área de Recursos humanos,te debe exhortar a esta involucrado a colegas para determinar logros, observar y planear los desafíos y estrategias que en en la evolución del mercado laboral van surgiendo

I think networking is crucial for HR Managers as it facilitates access to industry insights, mentorship, and career opportunities. By connecting with peers, professionals, and mentors, HR Managers can stay updated on best practices, trends, and regulations, while also building a supportive network for guidance and collaboration. Additionally, networking enables HR Managers to cultivate relationships with potential candidates, clients, and partners, enhancing their ability to recruit top talent and foster organizational growth.

Acredito que o tema deveria ser: “Como se tornar um BOM gestor de pessoas.” Ser um bom gestor de pessoas vai muito além de diploma, experiência, planejamento de carreira, envolve principalmente princípios de ética, respeito, comprometimento, empatia e humaniza??o. Um gestor precisa ter seu time junto dele ou jamais conseguirá ter sucesso, um gestor é um “influencer”, é preciso entender que o maior desafio do Gestor é saber engajar, é saber motivar o time a fazer o que a empresa precisa da melhor forma possível. Isso se aprende principalmente praticando, n?o adianta ter diversos diplomas e certificados e na prática n?o saber respeitar pessoas e n?o saber gerenciar conflitos.

Cualquier camino que quieras recorrer, cualquier destino al que quieras llegar, dibuja el recorrido. Con un buen plan es mucho más fácil disfrutar el camino y sobre todo, disfrutar la compa?ía. Pero ojo, que tu plan sea honesto, que responda a tus capacidades y, por otro lado, que no sea una camisa de fuerza, que te de flexibilidad. En el camino seguro pasaran cosas que te obligarán a "recalcular" la ruta. No tengas miedo a que ocurra.

Der einfachste & schwierigste Schritt zugleich. Einfach da man klar für sich wissen muss: Will ich es oder nicht. Sobald der Wille dafür vorhanden ist muss der Weg gebahnt werden. Schwierig macht es das sich ver?ndernde Umfeld. Nicht nur wirtschaftlich, auch Beziehungen oder Personen in beruflichen Kontext und deren hierarchische Beziehung ver?ndern sich. Da ist ein hohes Ma? an Anpassungsf?higkeit und Flexibilit?t in der Zielerreichung und das Bewusstsein darum notwendig. Die Strategie darf nicht zu feingranular sein, bedeutet 3 bis 5 Ziele. Letzter Tipp: Sich nie von Pessimisten beeinflussen lassen. Sofern es nicht zu vermeiden ist, im Anschluss Kontakt zu positiv gesinnten Part suchen.

Planning is key in achieving success as a personnel manager. Establishing a clear vision, setting realistic goals, and defining measurable milestones provide a roadmap for career growth. Identifying challenging opportunities fosters personal and professional development. Flexibility is crucial, with ongoing evaluation and adjustment based on feedback and changing circumstances. Celebrating successes and learning from failures contribute to continuous improvement. Striving for excellence and professionalism ensures effectiveness in the dynamic role of a personnel manager.

Actualmente tengo 25 a?os de carrera y mi fin fue mantenerme siempre perfilado en la misma área de conocimiento, no por confort, por tecnificar ,especializar cada día el área de la gestión del talento humano.

Go back to the 80’s This is an term for the people function which hasn’t aged well and is not a reflection of the modern concept of HR

O gestor de pessoas deve ser capaz de combinar a eficiência operacional com a humaniza??o do ambiente de trabalho, criando um equilíbrio entre resultados e bem-estar dos funcionários. Essa combina??o torna-o apto para liderar equipes de forma adaptativa, eficiente e centrada nas pessoas, contribuindo para o sucesso organizacional com todas as áreas envolvidas no negócio.

tenir compte de nos valeurs nos points forts et faibles nos progres au cours de nos experiences, car toutes nouvelle experience nous apprend a etre meilleur.

Apprendre à communiquer...De nos jours la communication est quasi inexistante ou pas suffisante et cela entra?ne aussi des PB de cohésion., de compréhension....Qui n'a pas connu les secrets de polichinelle !!! C'est bien dommage...

Anteriormente mencioné que ser profesional es un estilo de vida. ?Que clase de vida deseamos realmente tener? ?Hacemos lo que hacemos solamente porque hay que pagar las cuentas? Yo siento la gracia de disfrutar lo que hago, que el trabajo no sea un castigo sino todo lo contrario. Tomar conciencia que hay muchas personas (y empresas) que dependen de lo que yo hago cada día. Ser verdadero protagonista en convertir a la empresa que me paga en una buena empresa capaz de superar las expectativas que el cliente tiene de ella, que logremos que "pague contento", pero esto no es posible sin el trabajo y compromiso de cada una de las personas que la componen. Hoy día hay que pensar que la clave está, sin duda alguna, en la relación "ganar / ganar".