Omar Ibrahim Assoc CIPD

HR Business Partner vs. HR Manager: Which Role is Essential for Your Organization? Determining whether your organization requires an HR Manager or an HR Business Partner is contingent upon your business's specific needs and strategic objectives. Typically, an HR Business Partner should be considered if your organization is focused on transformation and growth, necessitating a professional who collaborates closely with senior management to align the human resources function with the long-term goals of the business. Conversely, if your business primarily requires management of the day-to-day operations of the human resources function, an HR Manager would be the more appropriate choice. Although there is an overlap between the roles of HR Business Partner and HR Manager, HR Business Partners generally maintain a more strategic focus, while HR Managers are responsible for overseeing daily HR operations. Unfortunately, many organizations still undervalue the role of an HR Business Partner concerning its responsibilities, compensation, or standing within the company. Some managers do not fully understand the capabilities of an HR Business Partner; they merely appreciate the title and incorporate it into their job hierarchy, leading to misconceptions about the intended role of HR. This lack of understanding and business insight results in the HR Business Partner position being undervalued, failing to recognize its potential to add value and become a creator of value rather than a mere cost. If an organization views employees as liabilities, it will fail to appreciate the value creation potential that employees bring. Therefore, managers must have a thorough understanding of each position before deciding to incorporate them into the organization. Misalignment can give rise to further issues, and value may not be added. As the Head of HR, ensuring this alignment is your foremost responsibility. #hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #talentnexa #aach

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competency model SHRM - الكفاءات Good Luck All 💫🤍 #SHRM #Competency #إدارة_الموارد_البشرية #تطوير_الموظفين #تقييم_الأداء #الكفاءات_الوظيفية #CompetencyFramework #HRManagement #EmployeeDevelopment #PerformanceEvaluation #WorkplaceSkills #onboarding #humanresources #recruitment #talentacquisition #hr #hiring #HR #compensations #development #personnel

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١ تعليق واحد

Reading HR books is a valuable investment for HR professionals seeking to expand their knowledge, improve their skills, and make a positive impact within their organizations.

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Ever wondered what makes the HR engine run? 🚀 From strategists to problem-solvers, here's a breakdown of HR roles and how they shape your workplace! 🌟 𝟭. 𝗖𝗵𝗶𝗲𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗢𝗳𝗳𝗶𝗰𝗲𝗿 (𝗖𝗛𝗥𝗢): The CHRO oversees all HR functions, advising top management on talent management, organizational culture, and workforce planning. 𝟮. 𝗩𝗶𝗰𝗲 𝗣𝗿𝗲𝘀𝗶𝗱𝗲𝗻𝘁 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: Reporting to the CEO or CHRO, they lead HR strategies including recruitment, compensation, benefits, and employee relations. 𝟯. 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: They manage HR teams, ensuring effective execution of HR initiatives within departments or business units. 𝟰. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Responsible for day-to-day HR operations, including recruitment, employee relations, and compliance with employment laws. 𝟱. 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿: Collaborates with business leaders to align HR initiatives with organizational goals, focusing on workforce planning and talent development. 𝟲. 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁: Handles diverse HR tasks such as recruitment, onboarding, performance management, and HR administration. 𝟳. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁: Provides expertise in specific HR areas like compensation, benefits, training, or employee relations. 𝟴. 𝗛𝗥 𝗖𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗼𝗿: Offers administrative support by scheduling interviews, maintaining records, and coordinating HR activities. 𝟵. 𝗛𝗥 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗼𝗿: Manages clerical tasks such as data entry, filing, and responding to HR inquiries. 𝟭𝟬. 𝗛𝗥 𝗔𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝘁: Provides entry-level support with tasks like organizing files, scheduling meetings, and assisting in basic HR processes. This hierarchy reflects a progression from roles with broad strategic responsibilities at the top to positions primarily focused on administrative tasks and support functions at the bottom #HR #HRGeneralist #HRmanager #CHRO #Linkedin

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The principal objectives of Human Resources Management (HRM) in an organization are: 🔷 Recruitment and selection: HRM aims to attract and select the right people for the right job. This involves analyzing job requirements, developing job descriptions, sourcing and attracting candidates, and assessing their qualifications and suitability for the job. 🔷 Training and development: HRM aims to enhance the skills, knowledge, and abilities of employees to improve their job performance and productivity. This involves identifying training needs, designing and delivering training programs, and providing opportunities for career development and growth. 🔷 Performance management: HRM aims to ensure that employees perform their job responsibilities effectively and efficiently. This involves setting performance goals and objectives, providing feedback and coaching, conducting performance appraisals, and rewarding high-performing employees. 🔷 Compensation and benefits: HRM aims to provide competitive compensation and benefits packages to attract and keep talented employees. This involves developing and implementing compensation structures, benefit plans, and incentive programs that are fair, equitable, and aligned with the organization’s goals and budget. 🔷 Employee relations: HRM aims to create a positive work environment that promotes employee engagement, satisfaction, and retention. This involves developing and enforcing policies and procedures that comply with labor laws, addressing employee grievances and concerns, and fostering effective communication and collaboration among employees and managers. #hr #humanresources #humanresourcesmanagement

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Key performance indicators help you measure the success of recruitment processes and ensure their continuous improvement, which contributes to achieving the overall goals of the organization ✔️

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💡 Simplifying Bonus Calculations: Simple Steps to Understand and Apply #HRCommunity #HRTrends #HR #HumanResources #HRProfessionals #HRProfessionalsNetwork #HRProfessionalsCommunity #Bonus #BonusCalculation

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View my verified achievement from HRCI.

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#Students from #MS #HRM, #MPhil #HRM, #MS #Quality , #MS #HSE, and #other #disciplines Superior University PIQC Institute of Quality SHRM CIPD AIHR | Academy to Innovate HR ISO - International Organization for Standardization

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𝗗𝗮𝘃𝗲 𝗨𝗹𝗿𝗶𝗰𝗵 𝗠𝗼𝗱𝗲𝗹 is the best perspective to the 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 𝗥𝗼𝗹𝗲 1-Strategic Partner: HR professionals should align HR strategies and initiatives with the organization's overall business strategy. They need to understand the business context, anticipate future needs, and proactively contribute to strategic decision-making. By acting as strategic partners, HR professionals help drive organizational success and achieve business objectives. 2-Administrative Expert: In addition to strategic contributions, HR professionals must also excel in administrative tasks and processes. This role involves managing HR operations efficiently, ensuring compliance with laws and regulations, and delivering HR services effectively. By maintaining high standards in administrative tasks, HR professionals create a solid foundation for strategic HR initiatives. 3-Employee Champion: HR professionals serve as advocates for employees, promoting a positive work environment, and advocating for employee needs and interests. They play a key role in fostering employee engagement, satisfaction, and well-being. By championing employee interests, HR professionals contribute to a culture of trust, collaboration, and high performance. 4-Change Agent: In today's dynamic business environment, change is inevitable. HR professionals must embrace their role as change agents, leading and facilitating organizational change initiatives. This involves helping employees navigate transitions, building change management capabilities, and driving cultural transformation. By effectively managing change, HR professionals help organizations adapt and thrive in a rapidly evolving landscape.

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١ تعليق واحد

human resources (HR) specialist has many responsibilities, including: Recruitment: Finding, interviewing, and selecting employees Compensation and benefits: Researching and suggesting benefits and pay packages, and managing payroll and benefits projects Employee relations: Managing employee-organization relationships, handling conflicts, and investigating complaints Performance management: Ensuring employees are performing well, and keeping accurate records of performance evaluations Legal compliance: Ensuring the organization complies with labor laws and regulations HR technology management: Ensuring HR technology platforms support the department's goals, and analyzing data trends Employee engagement: Nurturing a culture of engagement, and promoting employee well-being Career development: Developing career development plans for employees Succession planning: Creating and using succession plans Health promotion: Starting health promotion programs at work Communication: Having clear and effective oral and written communication skills

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#HR #HRPlanning #PlanningBenefits HR planning plays a vital role for successful business and organizational growth. HR Planning is essential for organizations to effectively manage their workforce and align it with business goals. Here are the key benefits of HR planning. 1- Talent Management 2- Training & Development 3- Manage HR cost 4- Promotes Employees Retention 5- Mitigate the Risks & Uncertainties 6- Gain a Competitive Advantage 7- Coping with External Changes 8- Conformity to regional Compliance 9- Strategic Workforce Planning 10-Align the Human Capital with Business Goals

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View my verified achievement from HRCI.

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HR is not paperwork   HR is not corrective measures   HR is not about knowing your labour laws or employee handbook by heart   HR is not organizing activities HR is definitely not payroll     HR is the cornerstone of a thriving business ecosystem. It is the creation of a work environment where every voice matters and is respected. It is mentoring the next wave of leaders, coaching them to harness their potential. It is the champion of a culture where people are proud to be a part of, and aspire to contribute to. Yes, HR is about ensuring compliance and standards, but it's more about molding a team that wants to exceed those standards. It's not just payroll, it's about cultivating a workforce that feels valued and inspired to add value in return. HR is about driving innovation and shaping policies that propel business strategy. It is about nurturing talent, not just hiring it. HR is about people. It always has been, and it always will be. HR isn't about 'doing things right', it's about 'doing the right things'. Because in the end, when people come first, success will follow.   #employeeexperience #HRBP #hr #humanresources #values #leaders #leadership #humancapital #people #peoplefirst #culture #culturematters #careers #jobs #talent #hiring #team #teamwork #coaching #mentoring #innovation #business #strategy #hrstrategy #linkedin #linkedinposts #linkedinconnections #talentnexa #aach

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The SHRM Competency Model aims to develop the core competencies of HR professionals across different career levels. The model comprises nine primary competencies: 1. Human Resource Expertise: A comprehensive understanding of essential HR principles and practices. 2. Relationship Management: The ability to manage interactions to support the organization. 3. Consultation: Providing guidance and recommendations based on best practices to address challenges. 4. Leadership and Navigation: Contributing to and guiding initiatives within the organization. 5. Communication: Effectively exchanging information with stakeholders. 6. Global and Cultural Effectiveness: Adapting to and appreciating diverse cultures. 7. Ethical Practice: Maintaining integrity and accountability in all organizational practices. 8. Critical Evaluation: Interpreting information to make informed business decisions. 9. Business Acumen: Understanding and applying information to contribute to the organization’s strategic goals. The model offers standards and performance guidelines across various career levels, from early to executive levels.

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competency model SHRM - الكفاءات #SHRM #Dubai #Competency #إدارة_الموارد_البشرية #تطوير_الموظفين #تقييم_الأداء #الكفاءات_الوظيفية #CompetencyFramework #HRManagement #EmployeeDevelopment #PerformanceEvaluation #WorkplaceSkills #onboarding #humanresources #recruitment #talentacquisition #hiring #HR #compensations #development #personnel

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HR is not a cost center ❌ HR is not the culture police ❌ HR is not the meeting note-takers❌ —— HR is a strategic partner ✅ HR is an asset for organizational change ✅ HR is a driver for productivity✅

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