I, junior human resources, to the basic transactional work, professional and technical requirements are not high. For example, recruitment, and related personnel to communicate the implementation of the recruitment requirements, according to the requirements of the screening of resumes, notify the applicants to interviews, written exams have questions and answers on the easy to operate, interviews by the employer's supervisor to carry out, and then it is the notice of employment, for entry procedures and basic induction training, related business knowledge and skills to the relevant departments to deal with. This process is basically a week of training, practice can quickly get started, the difficulty is to interview the ability and skills required, as well as the precise requirements of each position to grasp. The same is true for other HR modules such as appraisal, training, and compensation, with the primary focus on transactional execution. The more difficult modules are human resource planning and labor relations management, which are basically not covered until the intermediate and senior levels.
Two, intermediate and senior human resources, need to have better ability and rich experience. For example, the same is recruitment, the requirements will be different, to know the enterprise human resources allocation and planning, will analyze and organize the division of responsibilities of each position, process guidelines, to be able to a variety of selection, testing tools, will do key competency modeling, can independently identify and hire talent, as well as the recruitment effect of the analysis, will be able to use big data, and so on.