The Predictive Index’s Post

Yesterday, I hosted an open session with my team, addressing overlooked aspects in HR. It's crucial for HR to recognize, identify, and maintain records of dedicated, loyal, and hardworking employees. Even these individuals can make errors due to factors like workload, stress, or lack of training. Understanding the context of mistakes allows HR to assess if they're isolated incidents or part of a pattern. HR may choose constructive dialogue and investigation to comprehend the root cause and address it effectively. While talent is abundant, individuals characterized by loyalty, respect, dedication, and diligence are rare. Unlike skills, which can be developed, certain behavioral traits are intrinsic and difficult to nurture. HR acknowledges the scarcity of such qualities and adopts a cautious approach. Instead of swift termination for mistakes, efforts focus on fostering a culture that values these attributes. Prioritizing these qualities ensures a resilient workforce and sustained organizational success. It's our duty to inform and guide management adequately.

Jeff Vogts, the 2024 Dentons Davis Brown Human Resources Professional of the Year, says there’s a lot that goes into his professional success. For example, he treats people the way he wants to be treated. He values everyone’s opinion.  And then there’s just a little bit of crazy.   “When I say a little bit of… For daily news and analysis subscribe to the https://lnkd.in/gkpr6rvB newsletter. #HR #HumanResources #Recruitment

Having tough conversations comes with the territory when working in human resources. These talks may center around performance issues, conflicts between colleagues, or sensitive personal matters. You may not want to address these sensitive topics, but you know that facing them head-on is integral to allowing the company and its team to move forward. And just like any other savvy HR pro, you know there’s a right and wrong way to go about broaching these types of topics. With that in mind, here are a few simple tips you can use to get better at conducting and handling difficult discussions in the workplace: https://lnkd.in/gtGmQt2f

Having tough conversations comes with the territory when working in human resources. These talks may center around performance issues, conflicts between colleagues, or sensitive personal matters. You may not want to address these sensitive topics, but you know that facing them head-on is integral to allowing the company and its team to move forward. And just like any other savvy HR pro, you know there’s a right and wrong way to go about broaching these types of topics. With that in mind, here are a few simple tips you can use to get better at conducting and handling difficult discussions in the workplace: https://lnkd.in/gKKUJgTw

Having tough conversations comes with the territory when working in human resources. These talks may center around performance issues, conflicts between colleagues, or sensitive personal matters. You may not want to address these sensitive topics, but you know that facing them head-on is integral to allowing the company and its team to move forward. And just like any other savvy HR pro, you know there’s a right and wrong way to go about broaching these types of topics. With that in mind, here are a few simple tips you can use to get better at conducting and handling difficult discussions in the workplace: https://lnkd.in/g_ydPiXk

Having tough conversations comes with the territory when working in human resources. These talks may center around performance issues, conflicts between colleagues, or sensitive personal matters. You may not want to address these sensitive topics, but you know that facing them head-on is integral to allowing the company and its team to move forward. And just like any other savvy HR pro, you know there’s a right and wrong way to go about broaching these types of topics. With that in mind, here are a few simple tips you can use to get better at conducting and handling difficult discussions in the workplace: https://lnkd.in/gNvka-t5

Wednesday Wisdom - Topic 1 “Navigating HR’s toughest hurdle" One of the biggest challenges that HR professionals face today is the delicate balance between employee needs and business objectives. HR professionals roles and responsibilities is filled with multiple unique challenges which requires skill sets that should be curated with human intelligence and social awareness. 1. Understanding complexity of HR: They must navigate a fine line between supporting and advocating for employees, while driving results that contribute to the organisation’s bottom line. Managing Human Capital through: a. Attracting ( Recruitment strategies) b. Developing (L&D Strategies) and c. Retaining ( Competetive work environment, effective performance management and transparent recognition mechanisms) This challenge requires exceptional communication skills, empathy, ability to strategise and take tough decisions 2. Emotional toll of HR Work: HR’s are responsible for enforcing company policies and ensuring that employees adhere to the established rules and regulations. They frequently get involved in difficult conversations, decisions that can impact employee lives and often be a critique to employee. This sometimes involves disciplinary measures such as Warnings, Suspensions or even Terminations. These actions impact on the HR’s livelihood and emotional state. To address this challenge HR professional have to acquire strong empathy, resilience and HIGH LEVEL OF EMOTIONAL INTELLIGENCE. 3. Legal and ethical challenges: "One small oversight could lead to legal repercussions and damage to company’s reputation " Hence HR’s always will have to stay up-to-date with the labour laws and ever evolving regulations 4. Constant need for adaptation a. HR’s will have to stay abreast of evolving trends. b. Implement new employee management tools and employee work policy as per market trends. c. Handle diverse workforce with generational differences, cultural complexities and fail growth and development of employees. 5. Pressure of retention: This often involves competing with other companies, implementing effective recruitment strategies and assessing candidates suitablity meticulously. Once top talent is identified, ensuring retaining the employee and satisfying their expectations becomes a tiresome approach. This involves creating: a. Supportive work environment b. Competitive compensation packages c. Opportunity for growth and progression In conclusion, HR’s usually find themselves in navigating or juggling between: - Difficult conversations - Constantly adapting to changes - Effective retention strategy - Emotional intelligence And ultimately STRIKING BALANCE BETWEEN EMPLOYEE DESIRES AND NEEDS OF THE ORGANISATION.

A great piece in the current People Management publication. It is so sad to read this but not a surprise and something we find as a regular challenge for our clients: "Line managers often lack the necessary capabilities to effectively manage employee relations matters without escalating them to HR”. Our clients engage The Managers Training Company Ltd to help them train and coach managers for maximum team performance. If you want to support your #education managers, check out our resource page for tips and ideas to enhance their people management skills. Link in the comments below ⬇ #managementdevelopment #managementtraining #resources #managingpeople https://lnkd.in/enWxX95e

HR can get a bad reputation: hiring, firing, regulating, disciplining. How do you improve HR's image and effectiveness, when there are engrained trust issues? The biggest piece that ties everything together is communication: about what employees need, what HR needs, and taking feedback on both sides seriously. That doesn't mean documenting feedback - it means making changes based on that feedback. If you really want to level up your HR, get them involved in decisions before they are made. Businesses run because of the people that run them, and people are HR's focus. Bring HR into strategic decisions early and you may be surprised at the value they bring. #hr #culture #trust

HR can get a bad reputation: hiring, firing, regulating, disciplining. How do you improve HR's image and effectiveness, when there are engrained trust issues? The biggest piece that ties everything together is communication: about what employees need, what HR needs, and taking feedback on both sides seriously. That doesn't mean documenting feedback - it means making changes based on that feedback. If you really want to level up your HR, get them involved in decisions before they are made. Businesses run because of the people that run them, and people are HR's focus. Bring HR into strategic decisions early and you may be surprised at the value they bring. #hr #culture #trust