---
esco_uri: http://data.europa.eu/esco/skill/c32ad607-0c4d-4e34-b73f-668298f7bf13
esco_label: "apply technical communication skills"
relation: optional
onet_soc: 11-3121.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# apply technical communication skills — HR Manager

For an HR Manager, 'applying technical communication skills' isn’t about coding or engineering – it’s about translating *HR specifics* into understandable terms for everyone from new hires to senior leadership. Daily tasks involve explaining complex benefits packages (deductibles, HSAs, vesting schedules), outlining performance review processes and scoring criteria, detailing legal compliance requirements (like FMLA or ADA accommodations), and communicating data insights from HRIS systems (turnover rates, diversity metrics). You'll use tools like email, intranet postings, presentations (PowerPoint/Google Slides), and potentially video explainers. 

A common pitfall is assuming everyone understands HR jargon – terms like 'EEOC compliance,' 'FLSA exemption,' or even ‘open enrollment’ need clear definitions for those unfamiliar. Good technical communication here means avoiding legalese, using plain language, and focusing on *impact* rather than just process. Instead of saying “Ensure adherence to the established performance management framework,” say “We'll be reviewing your goals and progress regularly to help you succeed.”

Specifically, think about explaining data. Presenting a chart showing high turnover isn’t enough; an HR Manager needs to *explain* what that means for the business – potential skill gaps, increased recruitment costs, impact on team morale – and then clearly outline proposed solutions. Similarly, detailing changes to payroll systems or leave policies requires step-by-step instructions and readily available support resources.

What 'good' looks like is consistently receiving feedback that your communications are clear, actionable, and avoid confusion. It’s demonstrated by fewer questions needing clarification after announcements, higher employee engagement with benefits information, and a reputation for being a reliable source of HR knowledge across the organization.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
