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This course is a must have if you want to build a successful career in HR, whether you are a seasoned HR person or totally new to HR.

https://lnkd.in/eESHJAfB This is something that is very important to do with a organization. I know there are some job descriptions that are built with in the organization that only specifics so others can’t apply My job is a specialty position even though I have several certifications in different fields . To me someone that has several talents not just one is more valuable . I feel I am at the highest level that I can achieve at this point .

HR Bartender explores the unique roles that management and employees play in career management, on both an individual and organizational level. #CareerTips #CareerManagement

Is a performance plan a sign to start job hunting? . Performance improvement plans are often seen as a last resort for employees not meeting job expectations. Experts like Anthony Damaschino and Loren Margolis note that PIPs can create lasting tension between employees and managers, making career advancement difficult. Employees given a PIP should evaluate its fairness, seek external opinions, and consider starting a job search if the PIP appears to be a precursor to dismissal.

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HR pros are often under the microscope. Which makes owning mistakes that much more difficult…and important. We’re all human. Mistakes are inevitable. Having a go-to approach for how to handle mistakes is a must: 1️⃣ Be Accountable - Own the mistake 2️⃣ Be Creative - Figure out solutions to the mistake 3️⃣ Be Responsible - Take the mistake AND solutions to leadership 4️⃣ Be Adaptable - Make implementing the solution the top priority 5️⃣ Be Trustworthy - Provide consistent updates until the mistake is fixed Going through the above takes humility. But it makes sure each mistake is a learning opportunity. -------------------------------------------------------    ♻ Repost if you found this helpful and follow me, Amy Mencarelli, to grow your HR career.

I thought this article would be of interest to HR managers!

As much as you don't own the company or institution you as an HR always know you own the company/ institution. It's success depends on you because of the manpower pool you bring in and how you grow and develop them. Get to train people well enough so they can leave, treat them well enough so they don't want to.When they feel they have learnt enough they will feel that they are able to start their own company on their own ,but when they feel valued, they feel that your company or institution is their home,( where they belong). The way management treats associates is exactly how the associates will treat the customer. Hire character. Train skill. To win the marketplace, you must first win the workplace. It always starts at Home. ( your company or institution). An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage. Human resources isn’t a thing we do, it’s the thing that runs our business, and drives it to it's goals and objectives. Employees engage with employers and brands when they’re treated as humans worthy of respect. Great vision without great people is irrelevant.

12 years ago, I started my first job in HR. Today, I’m supporting companies to embed HR within their overall business strategies. Yet, there is 1 common piece of advice that I repeatedly share. And for far too long, it’s been holding countless businesses back ↴ You have to move away from strict box ticking when it comes to hiring. Everyone knows that when someone applies for a new role, they need to be a suitable fit for that job. But what happens when a strong candidate only meets 75% of the role’s skillset? (And this is a situation that most companies I’ve worked with have found themselves in.) From my experience, I take one stance ↴ Fit + motivation over skillset. Skills can be taught over a period of time. But making someone have dedication and motivation… that’s something you can’t inflict. You can rarely teach someone to genuinely have motivation. (Or make them feel that way.) So if someone is a perfect candidate, but maybe lacks a few skills - don’t immediately discount them. Because there are actionable steps you can take to overcome this: - Create a culture of learning. - Pair them up with trusted mentors. - Give them the time and space to learn. - Buy relevant books and efficient training courses. - Encourage them to attend conferences and events. When it comes to hiring, I emphasise this point time after time… Skills can be taught, experience can be made. But if someone isn’t caring or motivated? They’re never going to bring as much value to your business in the long run. Don’t be fooled by focusing only on the short-term gains.

IN THE HR ROOM Do we hire the best candidate who can do the job better, more effectively and is production oriented but whom we already know that will not grow with us because has a best and fast selling character brand and is destined for even bigger projects than ours, meaning sooner or later he's likely to leave us and does not match in our HR strategic plan. OR Do we hire a slow and subordinate candidate who is slow in action, less knowledgeable but can be trained and has a less selling brand. Problem : Are we really guaranteed that after training the slow learner candidate that they're likely to stay with us after getting the relevant skills? 🤔