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Personnel officer skills for your resume and career

Updated January 8, 2025
5 min read
Below we've compiled a list of the most critical personnel officer skills. We ranked the top skills for personnel officers based on the percentage of resumes they appeared on. For example, 15.4% of personnel officer resumes contained human resources as a skill. Continue reading to find out what skills a personnel officer needs to be successful in the workplace.

15 personnel officer skills for your resume and career

1. Human Resources

Human resources is a set of people in a business or a corporation that are designated to locate, interview, and recruit new employees into the company. They are also responsible to maintain the integrity of the employees and help them sort their problems out. They try to introduce and manage employee-benefit programs.

Here's how personnel officers use human resources:
  • Developed and implemented a personnel service standard operating procedure manual to ensure effective and efficient Human Resources support.
  • Provided explanations and clarifications to Sailors regarding human resources policies, procedures and Navy Regulations.

2. Payroll

Payroll is the sum of all the compensation that an organization has to pay to employees at a specified time. Payroll is managed by the finance or HR department while small business owners may handle it themselves. Payroll isn't fixed as it varies every month due to sick leaves, overtime, etc.

Here's how personnel officers use payroll:
  • Prepared monthly and supplemental payroll using information from attendance records and other sources
  • Processed payroll for over 650 employees; ensured regulatory/government compliance.

3. Personnel Policies

Here's how personnel officers use personnel policies:
  • Enforced military personnel policies established by higher authority for the completion of work requirements for subordinate personnel.
  • Conducted exit interviews, counseled supervisors/employees on personnel policies and employee relations matters.

4. Performance Evaluations

Performance evaluation is a formal and productive process to measure an employee's work and results based on their job responsibilities over a defined period of time and to properly measure an employee's contribution to the workforce and employers and achieve a high level of quality and quantity of work produced. The evaluation also helps employees provide information about deficiencies in job performance and the company's expectations for the future.

Here's how personnel officers use performance evaluations:
  • Developed inspection preparation plans at unit and group level in record management, performance evaluation processing and tracking programs.
  • Coordinated reclassification requests, public disclosure requests, open benefit enrollment, service awards, performance evaluations and layoff/recall.

5. Personnel Actions

A personnel action means any action taken which affects compensation, appointment, promotion, transfer, assignment, reassignment, reinstatement, evaluation of performance, layoff, dismissal, discipline, commendations, or any other action that affects the status of employment, etc. For example organizational reassignment, hiring an employee, or an employee leaving the company, are represented by separate personnel actions.

Here's how personnel officers use personnel actions:
  • Program areas included: recruitment/staffing, classification/compensation, employee development, employee relations/benefits, records management and personnel actions processing.
  • Managed personnel actions, manpower authorizations, official correspondence and the administration of performance reports concerning unit members.

6. Personnel Management

Here's how personnel officers use personnel management:
  • Spearheaded the administrative/personnel management policies and procedures implementation
  • Resolved grievances and complaints, took or recommended disciplinary, commendatory and other personnel management actions.

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7. Labor Relations

Labor relations refer to the relationship between the employer and its employees. It usually deals with labor-management wherein it focuses on the collective bargaining agreement regarding work between the union of the employee in making decisions for the organization. On the other hand, findings mean the proper wages, hours of duty, working conditions, safety, and employee protection while at work, grievances, and other related concerns.

Here's how personnel officers use labor relations:
  • Advise as to application of policies/procedures, civil service laws, rules and collective bargaining agreement language/labor relations.
  • Conducted labor relations employee investigations for misconduct and issued findings to management.

8. Personnel Transactions

Here's how personnel officers use personnel transactions:
  • Developed several key management control procedures that resulted in 100% submission of personnel transactions.
  • Processed, for approval, all personnel transactions per State Merit rules.

9. Manpower

Here's how personnel officers use manpower:
  • Mentored, instructed and trained Marines and civilians in all aspects of administration, manpower management and personnel administration.
  • Coordinated manpower augmentation between organizations with high level of success that allowed affected command to continue mission without delay.

10. Disciplinary Actions

Disciplinary actions refer to a corrective measure taken against an employee for unsatisfactory behavior. Many work environments have a tiered system for disciplinary action, where the first warning is verbal and the second is written. Disciplinary action may be given after a weak performance review, a violation of company rules and policies, or a poor customer review.

Here's how personnel officers use disciplinary actions:
  • Advise supervisors on corrective or progressive disciplinary actions and interpreted policies and regulations.
  • Coordinated and documented disciplinary actions, performance appraisals, promotions, and training.

11. Performance Appraisals

Here's how personnel officers use performance appraisals:
  • Maintained records and compiled statistical reports concerning personnel-related data such as transfers, performance appraisals, and absenteeism rates.
  • Administered the performance appraisal evaluation program and bargaining unit annual reviews.

12. Personnel Services

Here's how personnel officers use personnel services:
  • Oversee the work of five administrative assistants to ensure appropriate levels of personnel services are maintained.
  • Provided personnel services during deployment processing, resulting in 100% validation for duty.

13. Collective Bargaining

Here's how personnel officers use collective bargaining:
  • Supervised comprehensive and extensive Personnel program including employee relations, disciplinary and grievance procedures and collective bargaining.
  • Negotiated and administered all collective bargaining agreements.

14. Personnel Functions

Here's how personnel officers use personnel functions:
  • Administered all Personnel functions in compliance with State and Federal law.
  • Coordinate and administered all payroll and personnel functions.

15. Database

A database is a collection of data and information which makes it easy to view, access, and manage. Databases save a lot of time and can store huge amounts of data. Databases make sorting data easier and stores it in certain fields which narrows the searching criteria. A database usually contains tables, graphs, and columns to display data.

Here's how personnel officers use database:
  • Designed and developed procedures and database systems to improve efficient control of staffing documents.
  • Maintained and updated database records.
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List of personnel officer skills to add to your resume

Personnel officer skills

The most important skills for a personnel officer resume and required skills for a personnel officer to have include:

  • Human Resources
  • Payroll
  • Personnel Policies
  • Performance Evaluations
  • Personnel Actions
  • Personnel Management
  • Labor Relations
  • Personnel Transactions
  • Manpower
  • Disciplinary Actions
  • Performance Appraisals
  • Personnel Services
  • Collective Bargaining
  • Personnel Functions
  • Database
  • FMLA
  • Performance Management
  • Logistics
  • Training Programs
  • Evaluation Reports
  • Personnel Issues
  • Professional Development
  • Position Descriptions
  • Sexual Harassment
  • EEO
  • Personnel Support
  • HRIS
  • Personnel Programs
  • Administrative Functions
  • Management System
  • Salary Increases
  • Career Development
  • Benefits Administration
  • Federal Laws
  • Sailors
  • Salary Administration
  • DOD
  • Administrative Actions
  • Personnel Accountability
  • DTS
  • Selection Process
  • HQ
  • FLSA
  • Defense Travel System
  • Health Benefits
  • Personnel Evaluations
  • Position Management

Updated January 8, 2025

Zippia Research Team
Zippia Team

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

Updated January 8, 2025

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