Qualified personnel means an individual who, by reason of training and experience, has demonstrated the ability to safely perform assigned duties and, where required, is properly licensed in accordance with federal, state, or local laws and regulations.

8 Key Qualities of an HR Manager

• Sympathetic Attitude.
• Quick Decisions.
• Integrity.
• Patience.
• Formal Authority.
• Leadership.
• Social Responsibility.
• Good Communication Skills.

Personnel managers help employees that exhibit outstanding workmanship to advance and qualify for higher position. They communicate and reach out with labor unions and service unions. They help plan, supervise and deliver training to new staff.

10 Characteristics of an Effective Manager

• Leadership. In order to be an effective manager, you need to be able to lead your employees in an efficient manner.
• Experience.
• Communication.
• Knowledge.
• Organization.
• Time Management.
• Reliability.
• Delegation.

The 5 Essential Characteristics of a Great Manager

• The Ability to Self-Motivate. Managers are responsible for motivating their employees, which means that they themselves must possess the ability to self-motivate.
• Effective Communication Skills.
• Confidence Without Arrogance.
• Willingness to Share.
• Prowess in Problem Solving.

Effective managers are always good delegators. They can distribute tasks to their team as well as ensuring that their own time is well used for management issues and important tasks. Employees that feel trusted are better placed to achieve their potential and are given an incentive to ensure that they perform well.

Consider these 12 must-have qualities of a manager that can supply a roadmap to professional excellence.

• They build a work culture of mutual trust.
• They focus on employee strengths.
• They do not micromanage.
• They are assertive.
• They help develop employees’ careers.
• They handle pressure well.
• They communicate honestly.

The following are six essential management skills that any manager ought to possess for them to perform their duties:

• Planning. Planning is a vital aspect within an organization.
• Communication. Possessing great communication skills is crucial for a manager.
• Decision-making.
• Delegation.
• Problem-solving.
• Motivating.

They tend to give their favorites better schedules and assignments, more attention, and pal around with them outside of work. Fail to communicate, and may not even have clear expectations, timelines or goals. Bad bosses change their minds frequently leaving employees off-balance.

A poll of over one million workers in the US by Gallup found that leaving a bad manager was the number one reason why workers quit, with 75% of those who left voluntarily doing so because of their boss and not the job itself.

Tenelius and Gupta offered the following advice on how managers can set rigorous expectations and demand high performance without alienating employees.

1. Do not settle.
2. Create an environment of safety and trust.
3. Know your staff.
4. Believe in your staff.
5. Be precise with praise.
6. Give employees authority.

Here are 15 habits to master so your company and your colleagues will take you more seriously.

1. Respect others. The most important way to gain respect from others is to show it first.
2. Assert yourself.
3. Be open to learning.
4. Communicate effectively.
5. Find a mentor.
6. Manage your time.
7. Create boundaries.
8. Look the part.

10 Simple Tips to Becoming a Better Manager

1. Get to know your employees and what they want.
2. Communicate.
3. Listen to your employees as much as possible.
4. Be a motivator.
5. Be a leader, not just a manager.
6. Improve yourself.
7. Acknowledge success.
8. Be human.

Here are 10 tips on how to gain respect from employees:

1. Give Respect. If you want your direct reports to respect you, it’s important that you first show them the respect they deserve.
2. Show Your Work Ethic.
3. Be Consistent.
4. Be a Firm Leader.
5. Admit Your Wrongdoings.
6. Seek Out New Opinions.
7. Recognize Successes.
8. Seek Out Feedback.

Practically speaking, based on what we currently know about brain development, being a manager that actually requires making real judgements should probably wait until mid-to-late 20s, when the brain is nearly or actually done with organ development.

Read on for their top tips.

1. Give respect to other people. Justin Sullivan/Getty Images.
2. Consistently keep your promises. Flickr / reynermedia.
3. Let your actions speak louder than your words.
4. Help others when they need it.
5. Ask for help when you need it.
6. Say what you mean.
7. Always strive to do better.
8. Admit to your mistakes.

How to work for a boss you don’t respect

1. Take a step a back and examine the relationship.
2. Determine whether you don’t like your boss or you don’t respect your boss.
3. Seek advice from a colleague.
4. Talk to your boss.
5. Remind yourself of the positives.
6. Ask for a mentor or coach.
7. Develop coping strategies.

Here are 10 phrases leaders should never use when speaking to employees.

• “Do what I tell you to do.
• “Don’t waste my time; we’ve already tried that before.”
• “I’m disappointed in you.”
• “I’ve noticed that some of you are consistently arriving late for work.
• “You don’t need to understand why we’re doing it this way.

A toxic work environment is more than just a job you “hate.” A toxic work environment is like having all of these challenges on repeat, without a break. Toxic work environments breed unrest, competition, low morale, constant stressors, negativity, sickness, high turnover, and even bullying.

Toxic bosses are infamous for using their authority to bypass rules and processes. They believe that their role in the company makes them infallible. Rather than admit a mistake or take responsibility for something that went wrong, they ignore it, place blame or make excuses.

The answer is: generally, no, you can not legally tape record conversation with your boss or anyone else without their permission or consent.

8 signs your boss is undermining you

• They throw you under the bus.
• They steal your ideas.
• They belittle you.
• They never invite you to participate in important meetings or special projects.
• They don’t give you feedback.
• They criticize you in public.
• They micromanage you, and only you.

According to Forbes, signs that a boss might be trying to encourage you to leave include the following: Not assigning new or challenging work to build your skill set. Burying your work so no one else sees what you’ve accomplished. Pointing out to other managers where you stumbled.

Simply explain that you sense that your boss is not happy with you or your work as of late. Ask if you are correct, and if so, what has changed. If you’re feeling angry or emotional, rehearse your conversation in advance so you remain calm and collected. Don’t complain to HR, blame others or act like a victim.

With that in mind, here are five steps to take if you want to try to get your boss fired.

1. Keep a Record. Chances are the abuse didn’t just happen overnight, nor did your angst against your superior materialize out of thin air.
2. Set Your Boss Up.
3. Make a Business Case.
4. Find the Right Person.
5. Don’t Gossip.

Here’s what to do when your boss doesn’t like you.

1. Do stay involved.
2. Don’t try to go unnoticed.
3. Do say “Hi!” to your boss.
4. Don’t avoid your boss.
5. Do be early.
6. Don’t leave early.
7. Do compliment your boss.
8. Don’t bad mouth your boss.

It may make you feel better, but it’s a bad idea. We’ve all suffered incompetent or unpleasant bosses. So we were intrigued to see recent research suggesting that employees feel better about working for a “hostile” boss when they’re hostile back. …

Favoritism – treating an employee differently because of a personality conflict – is legal, even though employees often think it’s unfair. A classic example, as explained by EmploySure, is nepotism, which occurs when a boss promotes a sibling or child over superior performers.

Disparate treatment is a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic.