Vaso Perimenis Ekstein, SPHR, sHRBP, MBA’s Post

Have you heard of OKR’s? Why are objectives and key results so important in Strategic Planning and HR? I’ve been helping a number of organizations with analyzing organizational structure, putting together optimal organization charts, drafting job descriptions and key performance review templates, BUT there is one foundational aspect I think a lot of us miss and that is to understand the organization's objectives and key results (OKR) because these play very strongly into those job descriptions and key performance areas, indicators and reviews. What is it that we are wanting to achieve, how clearly do we define our objectives so that they can be drilled down in the roles, functions and objectives of employees. Employees need to understand the initiatives they need to take to help you achieve your objectives. What indicates that we are getting the right results? They should be reflected in the key performance indicators and employee reviews. So consider putting together a simple info gram of your objectives and key results indicators and sharing them with your managers, supervisor and team members. Your strategy and organization purpose are key to establishing great OKRs There’s something empowering and motivating working together toward a common and clearly defined goal and being able to effectively measure your results. #OKR #strategy #HR #Management #KPAs #KPIs #organizationstructure #SeeYourVisionComeToBe

🔵 HR Series: How do you tailor performance management to different people in your organization? ✅ I believe performance management is NOT a one time time process rather it runs continuously. 👉 Here's how we can make this system more robust and adaptable and more welcoming for the team members. 1. Learn each person's career aspirations and tailor feedback accordingly. 2. Recognize and leverage each person's unique skills and talents (a tough job, but this where you will make a difference) 3. Use the communication method that each person prefers and responds to best. 4. Create performance goals that are challenging yet achievable for each individual. 5. Offer resources and assistance based on the team members needs and learning style. (people learn differently! we need to understand) 6. Offer detailed feedback that addresses the individual's work and progress (the most important!) 7. Adjust your approach as needed to fit changing circumstances and individual growth. #performancemanagement #continuoseimprovement #performancegoals #hrmanagement #hrmanager

Enhance Your Team's Performance with Effective Management Strategies! Here are six key strategies that can help your organization drive success: 1️⃣ Goal Setting & Alignment: Set clear, measurable goals that align with your company's vision. 2️⃣ Ongoing Feedback & Coaching: Provide regular, constructive feedback and coaching to support employee growth and development. 3️⃣ Performance Reviews & Assessments: Conduct periodic evaluations to track progress and identify opportunities for improvement. 4️⃣ Recognition & Rewards: Recognize achievements and motivate your team with meaningful rewards. 5️⃣ Training & Development: Invest in continuous learning to enhance skills, knowledge, and performance. 6️⃣ Performance Improvement Plans: Support struggling employees with tailored improvement plans for success. Please visit our website at www.unchartedhr.com to learn more about optimizing your performance management process and unlocking your team's full potential! Contact us for all your HR needs. #PerformanceManagement #hrconsulting #hrstrategies #employeeengagement

Just finished the course “HR as a Strategic Business Partner” by Michael McLernon! A good 32 min course of getting tips to transition HR roles into strategic partners or business boosters! Here's a sneak peek at two of my favourite module capsules: 🚀 Establishing Credibility and Trust (2m 40s)🚀 If you don’t understand how business runs, how can you make a difference for the people within it? In this video, you’ll find some essential questions to ask yourself or discuss with your internal clients to build your business savviness. 💡 Supporting Talent Decision Processes (2m 33s)💡 A quick mindset shift from asking “can do” questions to “should do” questions can make a huge difference when coaching internal stakeholders on talent decisions. Coaching is a key skill to reposition your conversations with internal clients, helping you take a more strategic stand.  Check it out: https://lnkd.in/eU5s85AR #hrbusinesspartnering.

Are you ready to build a solid foundation for your managers yet? Who is the person in your management team who has asked for your help to improve their management skills? As we start to plan our goals in HR for 2025, think about what you need your managers to do differently. Will you let me help you with that?

🗨 'This is something we can't do at the moment' 💬 'OK, but at your cost' Organisations without a Performance Management structure in place are missing out on several crucial benefits: 💫 For the business: It becomes challenging to identify and develop candidates to fill critical roles, leading to potential talent gaps and inefficiencies. 💢 For employees: Without a clear system, employees may struggle to connect with growth opportunities, resulting in reduced motivation and higher turnover rates. 💫 For managers: The lack of a structured approach makes it difficult for managers to record and track employee aspirations, hindering career development and satisfaction. 💢 For workforce planning: Proper talent management ensures that no talent goes unnoticed, aiding in strategic planning and optimising the use of human resources. What steps are you taking to ensure your performance management system is effective and inclusive? #HR #PerformanceManagement #TalentDevelopment #EmployeeEngagement #WorkforcePlanning #Leadership

Preparation isn’t sexy. It doesn’t matter what your end goal is, your great design, the big idea. Preparing to get there – putting in the work – is hard and sometimes grueling. And a lot of us don’t have the determination or tenacity to put in the hard work. We want to skip to the good part.   I believe strategy requires preparation and research. The research driven approach is to develop a strategy by looking at the past, considering the current state of things, research what others currently think the future will hold, and then make our best guess.   But there tend to be two opinions on whether all that preparation and research is necessary. Some people say “if I’m guessing anyway, why put any effort into research or planning. It’s not really going to make that much difference in the final decision anyway. All decisions will amount to the same thing.” And as any good argument goes, there is some degree of truth to that, so it sounds reasonable.   But it has also been proven that research results in better decisions, less wasted resources, stronger return on investment and more stakeholders’ satisfaction. Research supports a stronger reputation, while jumping to conclusions and making decisions without research looks weak and poorly managed.   So personally, because I like research, I think people who land on the side of skipping research are either people who dislike research and analysis or people who work in sales and don’t want you to research. In sales, research delays the sales process by months – and humans make most of their decisions emotionally. So, a good salesperson knows if they appeal to your emotions for the sale, it has a stronger chance of success and happens more quickly.   Research is not sexy, it is not quick, it can be confusing and sometimes it is grueling to work your way through the analysis.   But what I have learned from my years of field work on transformation projects is that when we jump to listening to others and then making our best guess, we start down a roadmap without any directions – no GPS, no map - we aren’t really sure where we are going.   #hrstrategies #hrstrategy #humancapitalmanagement #hr #humanresources #leadership #leadershipskills #leadershipdevelopment   Visit hrpmouniversity.com

📈 Elevate your performance management strategy by incorporating Key Performance Indicators (KPIs) into job descriptions! 🌟 KPIs provide clear, measurable goals that align employee performance with organizational objectives. By defining expectations upfront, you empower your team to succeed and drive accountability. ✅ Benefits of Incorporating KPIs: Clarity:** Employees understand what success looks like in their roles. Motivation:** Clear goals boost engagement and motivation. Performance Tracking:** Facilitate regular assessments and constructive feedback. Alignment:** Ensure everyone is working towards the same organizational goals. Transform your performance management process and watch your team thrive! Call Blue Dream HR - we will help formulate KPIs that align with your organizational objectives and incorporate them within your culture to ensure success. #KPIs #PerformanceManagement #EmployeeSuccess

Why traditional HR systems don’t work for goal setting 👇 Most business owners and executives may read this and think to themselves “Let’s start having our employees set goals” or “We have an HR system that allows us to set goals and we encourage our employees to set them”. These comments miss an important fact: most employees suck at setting goals. And to be fair, that’s not their fault! Good goal setting takes practice, and many people have let that skill atrophy if they ever learned it at all. They have never been taught proper goal-setting techniques like setting goals that are specific, measurable, relevant, attainable, and time-bound. And even if they have learned about SMART goals, they probably haven’t practiced this skill enough to turn it into a habit. And even if a couple people on the team are good at setting goals, you still need company support to ensure that goal setting stays as a high priority. If nobody at the company is holding those that struggle at setting goals accountable for setting good goals, those that are good at setting goals have little incentive to continue setting goals because those that struggle to set goals are not being held accountable. #leadershipgrowth #leadershipdevelopment #leadership