Ebtehal AlFraidi ,Cipd Lv.5

Interesting Results of the “research” of HR Operating Model 🙏🏻

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The Strategic HR Roadmap Generator™ combines expert insights from decades of human capital practices with advanced algorithmic technology to deliver customized recommendations. It generates a dynamic roadmap tailored to each organization's unique characteristics, offering best practices that align with their current needs. #strategicobjectives

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One of my Key Take away in #shrm24 regarding AI and HR was; “Artificial Intelligence (AI) is revolutionizing many sectors, and Human Resources (HR) is no exception. However, the notion that AI will replace HR professionals is a misconception. Instead, the real transformation lies in the way HR professionals utilize AI tools to enhance their roles. By leveraging AI for tasks such as recruitment, employee engagement, and data analysis, HR professionals can streamline processes, make more informed decisions, and focus on strategic initiatives. Therefore, it is not AI that will replace HR, but rather, HR professionals who embrace and integrate AI into their workflows will set themselves apart and drive the future of the industry.”

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Learn how to identify various HRM Analytics process models and develop metrics tailored for strategic impact. Gain skills in obtaining, analyzing, and effectively communicating insights from HR data to drive strategic change with our HR Business Partner: Metrics & Analytics Program. Register Now: +260765167703 | +260977767328 | [email protected] #learninganddevelopment #training #zambia #humanresource #certificateprogram #continuousdevelopment #cpd #management #analytics #metrics

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Without a doubt today, improving the employee experience must be one of the priorities of HR in conjunction with the organization's leaders. It is not an isolated work, it must be a strategy that permeates from all leaders. I am convinced that happy employees produce outstanding results. This is a very interesting article to all of us who are working to improve Employee Experience

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Feeling accomplished after finishing the Strategic AI in HR certificate program. I feel recharged with new knowledge and information.

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HR Digital Transformation The Practical Guide

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My Rules for Effective 1-to-1s as an HR Manager 💬 1️⃣ Prepare and Personalize: Review achievements and challenges before the meeting. 2️⃣ Create a Safe Space: Ensure a welcoming and confidential environment. 3️⃣ Listen Actively: Understand the underlying emotions and concerns. 4️⃣ Focus on Development: Provide feedback, highlight strengths, and set goals. 5️⃣ Be Consistent: Schedule regular meetings to build trust and track progress. 6️⃣ Follow Up: Send summaries and follow up on action points. 7️⃣ Celebrate Successes: Recognize and celebrate even small victories. One-on-one maatings are key to nurturing talent and building a motivated team. What are your rules for effective 1-to-1s? Share below! ⬇️ #HR #Leadership #EmployeeEngagement #CareerDevelopment

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HR: The Bridge Between People and Progress When people think of HR, they often think of processes, policies, and procedures. But HR is so much more—it’s the bridge between people and progress, between individual growth and organizational success. At its core, HR is about creating an environment where employees feel seen, heard, and supported. It’s about fostering a culture that encourages collaboration, innovation, and trust. It’s about listening to employees’ needs and aspirations, and ensuring they have the tools and opportunities to succeed. The best part? HR is uniquely positioned to shape company culture and build the future. By investing in people’s development, offering continuous learning opportunities, and promoting a growth mindset, we empower employees to reach their potential. And when employees grow, the entire organization grows with them. Creating this kind of culture doesn’t happen by chance. It happens through intentional effort—through listening, evolving, and always keeping people at the heart of every decision. When employees feel valued, engaged, and supported, they’re not just more productive—they’re more fulfilled. And that fulfillment drives long-term success for everyone involved. Let’s keep building workplaces where people can grow, collaborate, and contribute to something meaningful. HR isn’t just a department—it’s the engine that drives progress by empowering people.

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SHRM Performance Management A roadmap for developing, implementing and evaluating performance management systems

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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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HR Policy For PACS - Draft Report

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Such a clear visual for creating a culture of feedback. Organizations with remote employee populations benefit with clear stratigies like this. #HR #Feedback

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The Impact of HR Business Partners on Company Performance: A Strategic Role for Success" In today’s rapidly changing work environment, the HR Business Partner (HRBP) role has become pivotal in enhancing company performance and achieving strategic goals. The HRBP is no longer just a traditional HR role; it’s a critical partner in designing and executing strategies contributing to the organization’s growth. How Do HR Business Partners Impact Company Performance? Enhancing Organizational Performance: HR Business Partners contribute to designing an organizational structure that allows employees to work more efficiently. According to a study by Harvard Business Review, companies that implement advanced HR management practices see productivity increases of up to 40%. Improving Employee Experience: HR Business Partners play a crucial role in enhancing employee experience by fostering a positive work environment and inclusive organizational culture. Research shows that companies focusing on improving employee experience achieve higher satisfaction rates and 25% better financial results than their competitors. Using Data and Analytics for Strategic Decision-Making: By leveraging data and analytics, HR Business Partners provide insights based on accurate data that help make strategic decisions directly affecting the company’s overall performance. A study from McKinsey & Company indicates that organizations using advanced HR analytics achieve 30% higher profits than other companies. Summary: An HR Business Partner is not just a traditional role; it is a strategic partner working to improve the company’s overall performance by designing effective organizational structures, enhancing employee experience, and using data-driven decision-making. This vital role can be the key differentiator in achieving sustainable success for the company. #HRBusinessPartner #HumanResources #CompanyPerformance #EmployeeExperience #HRAnalytics #Leadership

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The most effective leaders employ a diverse array of leadership styles, applying each in the right measure and at the appropriate time.

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Leaders are crafted through experience and passion, which can be accelerated with finely designed training program that will put them on the next orbit...

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