Few tips for a budding HR professional are given below:
a) By spending time in understanding the business.
b) By training them for the improvement on the recruiting skills.
c) Knowing the audience and asking them what they want to learn more about and understanding the gaps in their knowledge.
d) Defining what success should look like and then measuring the baselines as their progress. Not just measuring skills, but looking for behavior changes and improvements.
e) By thinking about the level of understanding, and who needs to understand what, can help us create audience-specific curated L&D programs.
f) By involving the people who are setting business goals.
The company I work for did not have a strategy for retention. I implemented staff surveys, Personal Development Plans, regular coaching and staff benefits as well as a recognition program for top carers. This has had a great impact on retention over the past few months so far.
Human resources department is much more than the place to go for employee assistance, employee conflict, or compliance issues. It is evident that the department plays a big role in contributing to implementation and development of business strategies that would help balance both the company’s and employees’ needs and goals since they handle the entrance and exit of the employees and everything between it. HR personnel is no exception when it comes to training and development, as they serve as the medium between the employees and the company. They develop HR strategies that will help address demands of the change management and integration, as well as the measurement of performances in line with the strategy implementation. HR professionals can influence their organization’s strategy by:
a) Promoting strategy development at the organisational, division and department levels. By asking the strategic questions at every level of the organisation like where are we going, what do we need to be doing to get there?
b) Providing strategy development training and resources to the organisation by equiping our people to do their work.
c) Modelling strategy by developing a strategic plan for the HR department to demonstrate its value.
One best HR practice that has always worked for me is fair and performance – based compensation.
If we hire the right people, we want to compensate them above average. These are the people that will add the most value to your company so we want to retain them and pay them fairly. This is an example that shows how different best practices work together to provide more value than they would alone, in this case, selective hiring, contingent compensation, and employment security. we can keep rewards for different types of contributions employees make. These rewards can be incentivized to maximize their outcome. It also creates a sense of ownership for the employee.
Example:
We had implemented an R&R programe which take the form of extra compensation for employees who carry out the activities in their role description and meet their objectives. This is also given for team-based accomplishments or for meeting project-based targets.
It was important to shape employee behaviour and work ethic, give them the opportunity to share in the benefits of their work and make them feel like an integral part of the company. These awards were monetary and non-monetary awards.The rewards included monthly incentives and certification for most relevant & process oriented ideas named as “Star of the Month”.
Experiential learning is the future of learning. The reasons will be:
a) It uses critical thinking, problem solving and decision making to deliver a training module
b) It provides safe learning environment
c) By moving beyond theory, it gives a first-hand experience of practicing what has been taught which helps in retaining concepts and ideas.
d) It can have a dramatic impact on the mindset.
e) The high focus on collaboration and learning from each other benefits in increase of engagement.
On the other hand, since the involvement is in the problem solving activity or event, the level of ownership of the outcome is high.
Example:
“Like swimming, cannot be learned by reading about it”. The same way till the experiential learning doesn’t come in picture, a person can never understand the real analytics, concepts and ideas.
The ways you can move toward full employee buy-in for your training program are given below:
a) Make sure that the reasons for the training are laid out clearly and communicated effectively.
b) By explain the Process and the Reasons Behind It.
c) By emphasizing the employees with the ideal outcomes.
d) By making sure to schedule periodic meetings before and after training sessions where specific questions are asked about the effectiveness of the training.
