HR workers frequently cite “I’m a people person” and “I like helping others” as reasons for adopting their career path. They are sufficient justifications for beginning but need to be more excellent.
After working in HR for over 30 years, I have some ideas about what it takes to succeed in this field. The top 10 things any HR professional should do to follow are listed below in reverse order, in the manner of David Letterman.
5. Recognise the numerals.
Do you desire a costly item? Budgets and savings are essential, and you must battle for what you need. HR leaders frequently hesitate to suggest programmes out of concern that they won’t be approved. I suggested developing a new applicant tracking system requiring candidates to personally enter their data on 100 PCs in the recruitment centre. The price was hefty, but I could demonstrate a return on investment that allowed me to pay it back in two years through savings.
4. Be a complete partner.
I frequently hear HR requesting a place at “the table.” What’s this? It would be best if you worked for it. People will view you as a clear thinker, a capable leader, and a savvy businessperson, all of which are necessary for job success. This is how:
- Work with each department head personally to understand their requirements and HR expectations. Collaboration is the most excellent way to ensure that your company adopts and implements HR practices and ideas.
- Spend time in each area, hold focus groups, implement test programmes to determine how well your ideas are received and executed, and form an advisory group to offer suggestions for improving your planning process.
- Establish department training managers and line supervisors who decide what training is required in their departments, when and how it should be delivered, and who also keep an eye on attendance, post-training behaviour and performance.
By working together, all aspects of the organisation’s thinking were better understood by our HR department, and we were better able to assess if we were meeting the organisation’s needs.
3. Step away from your desk.
Spend more time outside of your office than inside of it. Going to HR is frequently compared by employees to visiting the principal’s office. Not if you’re the kind of HR manager that often sees the workplaces of your staff members. As they get to know you better, they’ll be more willing to ask you questions, and you’ll learn more about the context of the problems you have to solve. In addition:
- Both supervisors and employees will value your presence and become more open to your suggestions. Soon, you’ll be viewed as a member of the team rather than the HR representative hiding behind the regulations. This allows HR to address problems before they develop into larger ones.
- Establish an open-door policy that enables employees to challenge unfavourable decisions, allowing them to inquire, receive clarification, and grow to trust the company.
2. Develop your communication skills.
As Steve Wynn taught us, the capacity to communicate is the difference between a decent professional and a great leader. Work to fill the position of your organisation’s culture’s voice by implementing the following strategies:
Take after a speaker whose delivery you admire. After practising aloud, take the stage at each employee gathering to highlight your HR staff’s great work.
Utilise your abilities to improve communication in meetings, during community and workplace events, and at new employee orientations.
Start going to Toastmasters meetings or join one already; even a little of this kind of training will help you become a more persuasive speaker.
1. Motivate others.
Inspirational is the word I use the most to describe my HR approach. Regarding “the rules,” HR practitioners are sometimes stereotyped as technocrats or policy experts who are somehow cut off from the realities of organisational demands. Of course, that’s part of the job, but the more you motivate others to recognise the value of human resources and how we can work for them, the more you’ll become known as a leader in your company.
Your corporate culture will reflect your enthusiasm if you are passionate about it. If not, you and the people working for your company will have another job. That’s not enjoyable, and today’s workforce needs different leadership. You should become a more effective HR leader if you adhere to these recommendations. You can look at the HR courses at LBTC. Stay caught up in their chronological sequence; reorder them if some appear more crucial than others, which will serve you and your company better. Good luck.