Aleena Mirza’s Post

Lately, I've seen too many posts targeting HR, even stereotyping women in HR by calling them "baji"—an Urdu term for elder sister—in a sarcastic tone, despite the fact that many men also work in HR. It’s disheartening to see a field that’s crucial to company culture dismissed so easily, especially in posts from senior professionals (including some CEOs) who should understand both HR’s responsibilities and its limitations. What people often miss is that HR is typically the face of decisions —especially in smaller or family-owned (“sethiya”) companies. We communicate these decisions, but we don’t always make them. And as for the criticism that HR serves the company’s interests first, isn’t that true for every department? Yes, HR has its shortcomings, and there’s always room for improvement. But if we truly want to elevate workplace standards, constructive feedback and respect will drive change much more effectively than belittling posts ever could. Let’s encourage progress without putting down an entire profession. #RespectHR #ConstructiveFeedback #LinkedInCommunity #WorkplaceCulture

WHY DO PEOPLE HAVE NEGATIVE PERCEPTIONS ON FEMALE HR PROFESSIONALS THESE DAYS?!! I believe we can all agree that HR are an essential component of any operational entity, given its a business or organization. But there's this notion that people have, kuwa female HRs are dentrimental or something(Viongozi wabaya i could say). I know you'all thought of the stereotypes and biases, right?! but not that at all. It's commonly known that women are very emotional over rational, and this could probably be seen as incompatible with the perceived need for objectivity in HR roles. If we go far back women were seen as very weak people when it came to making difficult decisions and this was typically rooted in preconceptions and biases that were prevalent in societies. But now it's the other way round, a great deal of people are angry about the heartless and insensitive decisions not to mention difficult choices that female HR professionals frequently make in light of their position. It's so certain that a typical employee under normal circumstances would be afraid to face their own HR for settling their queries. Nafikiri huu ni mtazamo wa wengi kwenye jamii zetu kwasasa, I wonder if we're simply passing judgement on our fellow female HR professionals for doing best at their jobs, or if there is more to it than that. Does this notion hold true for both gender?!🤷♀️ Kindly let me know what are your thoughts on this at the comment section. Caroline Ngunangwa ACIPD, Shaatmelau Raymond, MSc. HRM. Kindly share your thoughts on this.🙏 I hope you have a productive day you'all😌. #Humanresourcesmanagement #Customerservicespecialist #iGamingindustry #connect #womeningaming

12 Common HR Stereotypes vs. What It’s Really Like. There are many HR stereotypes and myths that give HR departments a bad rap within their organizations and also might prevent people from wanting to build a career in HR. We’re going to have a look at some common HR stereotypes and contrast them with the reality. here are numerous types of stereotypes, which are typically based on: 1.sex and/or gender identity (Boys like to play with trucks and girls like to play with dolls) 2.race, ethnicity, nationality (Germans are the most hardworking nation in Europe) 3.age (All older people are bad with technology) 4.socioeconomic status (Low-income people are less competent) 5.groups of individuals (Software developers are introverted geeks, HR employees are people persons – more on that below) and more. Many professions bring certain connotations to mind. Particular traits may be presumed when we think of a politician, accountant, doctor, or truck driver, just to name a few. However, stereotyping is a generalization, so it can be an inaccurate interpretation of the truth about any particular grouping. AVOIR HR GROUP Nazish Anjum Shaikh Mohammad Moinuddin

Jst asking for a small opinion, if possible. Is HR gender biased?? or it is jst a "so called myth". kindly, put yr precious opinions here.. with regards, Saurabh Kr Jha. #HR #Myth #Reality #job #LinkedIn #MBA #opinion

When I was asked to do an interview with the Australian Financial Review on the lack of male presence in the field of HR, I must admit that my first reaction was a little on the side of 'so what??'. But the more I thought about it, the more I became certain that the root cause of this could well be a fundamental misunderstanding or misrepresentation of what 'HR' is and the potential that it has to make a real difference in an organisation. 12 years ago when I started Focus HR, I would ask my clients 'what do you think HR does?'. Responses would vary from 'you take care of the soft, fluffy stuff' to 'you are the people who tell me what I can't do!', with the occasional enlightened response of 'you help me motivate my people'. And if this is the perception that is out there about what HR is, of course it isn't attractive ... to anyone really! But we are missing the true value of HR in those responses. The power of HR (and I use 'power' in the positive sense) lies in the ability to positively influence the behaviour, intent and understanding of others. Traditional HR might not hold positional authority in the same way that other managerial roles do in an organisation, but that doesn't mean it is without impact. In fact, my key point with the AFR was that HR as a profession plays an amazing role of being the nexus between high-level business strategy and engaging the hearts and minds at a grass roots level of the people who will deliver on it. Because let's face it - even in an age of AI, and robotics, and automation, when it all boils down, it is still people who deliver the outcomes. So does gender really matter in a good HR practitioner? My answer is 'no'. Do I know amazing females practicing HR? Absolutely yes! I also know remarkable males. The ratio is indeed a little skewed. What ultimately makes a great HR professional is curiosity, a detailed mind, pragmatism, healthy scepticism, the courage to have difficult conversations, the determination to stay the course, and the ability to take often-abstract big picture goals and translate them into language that people at every level in an organisation can connect and align with. Now if that isn't a challenging career choice, I don't know what is!!! Check out the article here: https://lnkd.in/gKcFFaJV

Are HR job adverts unintentionally perpetuating gender biases? 📢 Dive into our latest article by Maranda Ridgway MA DBA FCIPD FHEA from Nottingham Business School, Nottingham Trent University shedding light on gender bias in HR job ads! Despite being a predominantly female profession, HR job adverts often use masculine language, potentially hindering women's progress into senior roles. 💼🚺 💡How can we challenge these biases and create more inclusive workplaces? Share your thoughts below! Read the full study here: 📌 https://lnkd.in/e6zSaZ3i #GenderBias #WorkplaceDiversity #HRLeadership #HRjobs #SHRM #humanresources #genderinclusive #inclusivity #diversity

mmmm have you read this article re "HR failing to lead the way in gender inclusive job adverts". An interesting piece of research which has sparked a lively conversation across our team this morning..... with lots of different views? What do you think? "Findings show that as the HR role salary or title seniority increases, the proportion of words categorised as masculine – such as leadership, deliver and decision – in the job adverts increases. In contrast, adverts for entry level and junior roles, traditionally filled in HR departments by women, used a broader range of feminine words like support, responsibility and trusted." https://lnkd.in/eevsRKku

📍Addressing a concerning trend: Hiring decisions based on marital status for female HR candidates📍 ♟️As an HR professional, I believe in meritocracy and equal opportunities for all. Our marital status shouldn't overshadow our skills, dedication, and expertise in fostering inclusive workplaces. “Reflecting on the importance of hiring decisions based solely on qualifications, experience, and alignment with company values. It's disheartening to hear of instances where a female HR candidate's marital status is a factor in the hiring process. Our focus should always be on qualifications, experience, and alignment with organizational goals. Marital status has no bearing on one's ability to excel in HR roles. Discrimination based on marital status is not only unethical but also illegal in many jurisdictions.” ✨Our worth as HR leaders is defined by our expertise, dedication, and ability to drive positive change, not by our personal lives. So, 🔎Let's advocate for a workplace culture that values meritocracy and respects individuals for their contributions, regardless of marital status. 🔎Let's focus on what truly matters: talent, integrity, and a commitment to creating positive organizational cultures. 🔎Let's ensure our hiring processes are fair, unbiased, and centered on meritocracy. Diversity of thought and experience enriches our teams and drives innovation. #HR #Diversity #Inclusion #Equality #inclusivehiring #Meritocracy #Equalopportunity #Focusontruefacts #TalentHR #AppreciateHR Deepika Monga Aditi Jain Amandeep Kaur🕵️♀️ Ayushi Gupta Akriti Sood Shrashti Agrawal Divya Bamba Geetanjali sehgal Ruchika Jindal Aarushi Pundir Banita Thakur Bharti Sarawgi Chanda Verma Diksha Sharma Divya Mehra (HR)

In recent years, Diversity, Equity, and Inclusion (DEI) initiatives have become an increasingly significant aspect of organizational strategy. And as companies work to create a more diverse and inclusive workforce, HR's role has become more critical than ever. Here is a list of Inclusive HR policies to boosts DEI 🤝 1. Fair Hiring: Equal opportunities for all in different jobs. 2. Equal Treatment: Make sure everyone gets fair pay & chances to grow. 3. Include Everyone: Encourage talking openly & understanding. 4. Feel Connected: Create programs to help people make friends at work. 5. Check & Change: Look at policies often to make sure they're still good. Its important to celebrate diversity, promotes equity and fosters a sense of belonging. It is a essential strategy, not just a rule to follow📝 #hrcommunity #hrstrategy #hradvice #deistrategy #dei #deib

In Bangladesh, HR professionals often function merely as "yes men" and "copycats" for company owners. It is evident that the majority, about 99%, of HR personnel possess low educational qualifications, very limited intellectual capability, and are generally unsuitable for productive work except for clerical tasks, leading them to choose HR as a profession. Recently, during an interview panel for hiring qualified HR professionals, we found their responses disappointing when asked about their ideas on strategic human resource policies, AI, and the sustainable growth of a company. In light of this, we have revamped our approach. A center of resource has been established where department heads and their teams engage directly with candidates in a very jovial manner. We aim to identify individuals with the intellectual capacity to adapt to multifunctional & diversity and evaluation of personality assessment. The traditional concept of HR is becoming less relevant in lateral approaches focused on cognitive abilities.  #bangladesh #hr