Anna Urbańska

Just finished the course “Coaching and Developing Employees” by Lisa Gates! Check it out: https://lnkd.in/dTe-jYut #employeecoaching #peopledevelopment.

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Onboarding, Preboarding, Reboarding - Reducing Adrenaline Levels. In modern business, human resource management is reaching new levels. Onboarding, preboarding, and reboarding are three key processes that help companies effectively manage their workforce at various stages of their professional journey.Let's delve into the differences between these approaches and why they are crucial for a company's success. Onboarding. Introducing a New Employee to the Company:Onboarding is the process of integrating a new employee into the company and their initial adaptation to the work environment. This stage begins from the moment of hiring and includes familiarizing the employee with the company, its culture, values, and processes. The main goal of onboarding is to help the new employee acclimate quickly, integrate into the team, and start contributing to the company's success. Onboarding is essential not only for the new employee but also for the company, as it helps reduce the time needed to achieve full productivity. Preboarding. Preparing for the Arrival of a New Employee:Preboarding is the process of preparing for the arrival of a new employee even before their official start date. Unlike onboarding, which begins after the hiring decision, preboarding starts during the hiring process. During this period, the company can provide the new employee with information about the company, its culture, expectations, and prepare all necessary materials and resources for a successful start. Preboarding allows the employee to feel welcomed and prepared for their new role, contributing to their positive perception of the company and reducing their adaptation time. Reboarding. Reintegrating an Employee into the Company: Reboarding is the process of reconnecting with an employee, which may be necessary after a period of extended absence or a change in roles within the company. The goal of reboarding is to help the employee quickly adapt to new conditions and resume their professional activities at full capacity. During reboarding, the company can provide the employee with updated information about the company and its processes, as well as support and resources for a successful return to work.Onboarding begins after a new employee is hired, preboarding takes place before their arrival, and reboarding occurs at various stages of an employee's professional journey.Onboarding focuses on the initial adaptation of a new employee, preboarding prepares for hiring, and reboarding deals with returning or adapting after changes in work conditions or prolonged absence.Onboarding, preboarding, and reboarding are key human resource management processes that help companies effectively manage their workforce at various stages of their professional journey. Proper implementation of these processes helps employees adapt quickly to new conditions, increases their motivation and productivity, and saves employer resources.

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Continuing from my previous post, I would like to highlight key insights from some inspiring speakers I had the pleasure of listening to at last weekend’s HR for Business Conference 💫 🔷 Bogdan Gnativ, “Effective Self-Presentation for HR Managers” 💡 For a successful self-presentation, it's important to practice answering the following questions in 2-3 sentences and have them ready when you meet someone: Who am I? What do I do? How can I be useful to others?  💡 Before an important meeting or presentation, try this exercise to reduce anxiety: Imagine the first 2 minutes of the upcoming event in maximum detail. It'll help you feel like you're experiencing the real event as if for the second time. 🔷 Veronika Hubernatorova, “Emotional Burnout During the War - Where to Look for Support?” 💡 Emotional exhaustion typically sets in after around 5 weeks of persistent fatigue, and it can manifest through various cognitive, emotional, and behavioral signals. When we experience exhaustion, our critical and creative thinking abilities especially suffer.  💡 We can build resilience through 5 main components: our values, effective actions, helpful thinking patterns, relationships, and regulation of emotions and energy. By focusing on strengthening these elements, we can better equip ourselves to handle the challenges that come our way. For example, we can identify helpful thoughts by asking ourselves questions like:  ❓Is this thought useful to me?  ❓Am I being biased against myself?  ❓Are there specific facts to support this? ❓What thought would be more useful to me right now? 🔷 Nataliya Mukhitdinova, “What Can Save a Business in the War and Post-War Times?” 💡 We cannot return to the way things were before the full-scale invasion. Instead, we must work together to create a new reality that aligns with our vision for the future.  💡 It is essential to keep our colleagues informed about the current state of the business and remind them of our mission, vision, and direction. This will help to provide a sense of stability in this unstable situation. A big shoutout to the HR for Business Conference team for organizing this event 🤩 And I'm very excited to watch the videos of the other speakers' presentations!

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🔍 Finger Pointing in Managerial Roles? In today's fast-paced business environment, more and more companies are facing a lack of accountability - not just among specialists but also at the managerial level 😬 📊 Did you know? - A staggering 91% of employees say accountability is a top development need in their workplace (Source: Workplace Accountability Study by Partners in Leadership). - Companies with high levels of accountability are 2.5x more likely to be high-performing (Source: Harvard Business Review). Building a Culture of Accountability isn't just a buzzword - it's a game changer! 💯 Here are some tips to make it happen: ✔ Set Clear Expectations: Ensure everyone knows what's expected of them, from top-level managers to junior staff. ✔ Lead by Example: Accountability starts at the top. Managers must hold themselves accountable first. ✔ Frequent Feedback: Create a culture of open communication where feedback is a tool for growth, not criticism. ✔ Recognize Accountability: Celebrate those who take ownership of their work and deliver results. ❗ What’s in it for your company? - Boosted performance and productivity. - Engaged and motivated employees. - Stronger collaboration and teamwork. - A culture built on trust and respect. It’s a challenge, but creating an accountable workplace is worth the effort. If you're seeing the same issues at your company, now's the time to take action. Let’s commit to driving change together💡 #Leadership #Accountability #Business #CultureOfAccountability #Management #Unicorn #WorkplaceCulture #Teamwork #BusinessLeadership #SuccessTips #Hr #LivingAviation #CareerWings

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I shared my thoughts on the transition of HR to a strategic function and the need for new approaches to HR management such as Design Thinking at the recent HR Interactive event organized by the Laine HR Focus Universe. #StrategicHR #DesignThinking #HRTransformation #PeopleManagement #HR

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Remember, behind the HR curtain, there are no magic spells, just hardworking professionals trying to make the workplace better and more enjoyable for everyone! If you think that HR is the bad guy in every situation at work, check out the link below to read an article that can change your mindset towards HR. https://lnkd.in/dM2cdwrv

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💡 The ability to build and manage multigenerational teams increasingly determines the level of engagement among their members, and thus the success of people managers and entire organizations. We Helprise invite you to a meeting where we will discuss the challenges and best practices. 📈 #leaderhip #multigen #divercity #

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Just finished the course “Succession Planning” by Bonnie Hagemann! Check it out: https://lnkd.in/dZp3cPa9 #successionplanning.

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The correct answer is C - Centralization. This term describes the concentration of planning and decision-making at the top levels of the organizational hierarchy. Understanding these structures is crucial for effective HR management. Thank you for participating! Let’s continue exploring key HR topics together. #HRPractice #DecisionMaking #ProfessionalDevelopment #DistinctiveHR

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Want to breathe freely in the knowledge that your HR activities are professional and streamlined? Then let me introduce you to Breathe! Don't worry! We'll still be there for any specific issues, of course. But by being set up with a Breathe HR portal, you’ll find your HR admin tasks are reduced and your people will have control over their own data - what could be better for a growing business like yours? To save you even more time, we can manage it for you, too. Then all you need to login for is to check on what’s going on with everyone in your business whenever you like … in the middle of the night, if you prefer! Although I would hope that you’re allowing yourself a good night’s sleep to manage your daily tasks efficiently 😉 The benefits of Breathe HR include: • Quick and easy holiday and absence management – see who’s away at a glance • Your HR dashboard keeps everything in one place, including your tasks (that we will do if you prefer) • Quality reporting documentation • Performance management and objective setting, helping to drive productivity • Export ready payroll management that saves lots of time • …and lots more! Want to find out how else Breathe will help give you your time back to breathe more easily? Then let's go and have a cuppa and a chat. I can’t wait to tell you how brilliant it is! #BreatheHR #HR #EmploymentLaw #SmallBusiness #HRSoftware #oxfordshire

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🔴 Self-care and mental health in the workplace are so much more than just a trend or an obligation – it’s about survival, and ideally thriving, in a world moving at 180 km/h. And if we’re being honest, how often do we really talk about it? 🔴 We don’t always feel great, do we? But we push through, go to work, deliver, smile at colleagues, and at best, it feels okay. At worst… well, we all know how it feels when that “okay” barely holds together. But why is it so hard to say something when you’re actually falling apart? Is it because we’re afraid of looking weak? Afraid of burdening others? Or are we just not used to talking about what’s really happening beneath the surface? ▶ Here’s a thought: Why not start by being honest – for your own sake. Open up to a colleague you trust. It doesn’t have to be a dramatic revelation, just an honest reflection on how you’re feeling. We often forget that we’re humans working with other humans. Your colleague has probably gone through something similar or knows exactly what it feels like. And it can be so liberating to simply say it out loud. ▶ And what happens if you go to HR or your manager? It may feel daunting, but think about this: Managers are people too. Their job isn’t just to manage projects, it’s to manage people. And for them to help you, they need to know what’s going on. In the best-case scenario, your manager has a plan – or is willing to create one with you – for how the company can support you. Both personally and professionally. Because sometimes, it’s about more than just the workload; it’s about the feeling of being understood and supported as an individual, not just a cog in the machine. ▶ And the company? Well, the best companies understand that if you feel good, you perform better. It’s a win-win. If leadership invests in tools and processes that truly take care of employees’ well-being – coaching, conversations, space to breathe – they’ll see positive effects at every level. ▶ But here’s the key: Taking care of yourself is a process, not a quick fix. It’s about recognizing the small signals before things get overwhelming. It’s about having the courage to open up and be transparent about what drags you down, what energizes you, and what really matters. If you make it part of your routine, not just when things are falling apart, you’ll not only create a better work life for yourself – you might inspire others to do the same. 🔴 As you head into the weekend, here’s a playful self-care challenge: Write a letter to your future self. Seal it in an envelope and stash it away for a rainy day. Write about your current hopes, struggles, or a funny anecdote. This small act of time-traveling reflection can offer surprising insights and a fresh perspective when you read it later. Because sometimes, the best way to take care of yourself is by having a conversation with the future you. Happy Weekend 💓

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What a great example of how HR goes above and beyond to offer assistance and help their organizations move forward. #humanresources #HR #kaleidoscopecompass

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🌟 Friday, I`m in love! 🌟 Can you believe how quickly this week has flown by? It feels like just yesterday we were welcoming Monday with open arms. Time truly has a way of slipping through our fingers as we navigate through our work and personal lives. ⏱️💨 Yesterday, I came across an interesting piece of information on one of the largest job search platforms about the importance of workplace care and the initiatives companies can offer their employees. It's heartening to see organizations recognize the value of employee well-being and actively work towards creating a supportive and nurturing work environment. 🌿💼 As HR professionals, we play a crucial role in championing for programs and benefits that enhance the physical and mental well-being of our teams. From wellness programs to flexible work arrangements, there are countless ways companies can show they care for their employees. 🤝💪 Let's keep the conversation going! What health-related benefits do you consider important for a company to offer its employees? Share your thoughts and insights in the comments below. 👇 #EmployeeWellness #WorkplaceCare #HRLeaders #CompanyBenefits #TeamWellbeing #HealthyWorkplace #CareerDevelopment Looking forward to hearing your perspectives! Have a fantastic Friday and a rejuvenating weekend ahead! 🚀🌟

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While feedback is vital to our work lives, we must also be mindful of which ones deserve our attention and action. #UPwithJerviel #feedback #hr #peopleandculture

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I read many posts about who is HR for, the company or the employees. Let’s put it simply. HR exists to enable the success of the business through the performance of its employees. In whatever form that takes. Enable your employees to perform at their best, to feel enabled to contribute, use their skills and drive your success. Sometimes that requires you to listen, to understand, to respond. Create your working environment to enable this. There are many ways to do this, so many solutions. HR has no sides, just one strategic objective that ultimately drives success that benefits all parties. #copied

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The Principle of Least Effort was proposed in 1949. It says that people will take the path or action requiring the least amount of mental and physical effort. Great if the effort is an employee delivering the results you want, a pain in the proverbial if the results are not what you want! Demotion is not the answer that a lot of employers would think of as a first course of action but if you are thinking of demoting someone check out our blog first!

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