Flexa’s Post

🛑 If you work in HR, stop scrolling. (please) Pause and give yourself a well-deserved pat on the back! Often, with so much focus on what's ahead, it's all too easy to forget: - The people whose lives you've positively influenced. - The achievements that fill you with pride. - The lasting impact you've made. - All that you've accomplished. For those outside of HR, take a moment to appreciate those who put your people first in your organisation. Tag someone who needs to see this today! 👇

When Senior HR leaders put this at the top of their CVs, they land on the top of the pile 🏆 Cherry-pick 5-6 key achievements. What key achievements can you quantify to highlight what you've achieved? E.G: % increase or % decrease, £s savings etc. Place these under your profile. Now the hiring manager instantly recognises you as a top choice… Whereas they need to trawl through the other CVs to try to find credibility.

If you are looking to enhance your hiring process, support your team to maximise their potential or improve team members self awareness; personality profiles are like waving a magic wand and really getting the best out of your people🧝♀️ There are SO MANY benefits of using personality profiles to ... ➡identify leadership potential and pinpoint skills gaps across your team ➡explore emotional intelligence to highlight strengths and development areas ➡understand relationship-building abilities and diverse working styles ➡tap into employees’ personality traits that might otherwise be overlooked ➡identify the right fit between employees and their roles #Curious? Check out 👇👇👇

Plum helped me identify my three primary strengths: embracing diversity, resolving conflicts, and effective communication. This newfound recognition significantly enhanced my ability to present myself more effectively during my HR job search.

“Our job is to achieve greatness, not because of the deeds and acts that we carried out, but because we created an environment where the people around us can achieve greatness.” Feeling like you're constantly chasing the next promotion or pay raise is common in HR, but it's worth reassessing what true success looks like in our field. Why reassess our approach? Because, much like a basketball team solely fixated on the scoreboard won't necessarily secure a win, HR professionals who concentrate solely on personal achievements might overlook the broader impact of their roles. Success in HR isn't just about how quickly you climb the career ladder or the figures in your salary; it's about the environment you cultivate and the growth you foster around you. Our true role in HR is to create a culture where employees don't merely work but thrive. By nurturing a workplace where people feel valued, safe, and motivated, we don't just meet targets—we elevate the entire organization. So, how are you making a difference in your HR role?

Gain valuable insights from Prasanth Nair, CHRO at Crompton Greaves Consumer Electricals Limited. He discusses how organizations can leverage benefits platforms to ensure that rewards and recognition are meaningful and valuable. Discover upcoming trends in Total Rewards and elevate your HR strategies with this exclusive video byte! #AdvantageClub #Interviews #CromptonGreaves #Leadership #EmployeeBenefits #RewardsRecognition #TotalRewards #HRTrends #HRStrategies #EmployeeEngagement #WorkplaceExcellence #HRInnovations #LeadershipTalks #HRConversations #EmployeeWellbeing #HRInsights #CHRO

Acknowledging HR Talent business managers and leaders who are in a sea of scouring and shortlisting for their teams. Are we considering and communicating the career possibilities and growth for existing HR and TA and business people? Or is there a danger we do this for other business areas or for new appointments and not so much for TA and HR or not so openly? TA and HR are often key influencers and involved in talent recommendations or decisions for what may be direct reports, more senior people or even colleagues or seniors in their own teams. Yet if existing leaders managers and team members don’t have a current realistic view of their own prospects or possibilities internally, this may contribute to a discomfort or even bias and reluctance or avoidance of adding to the talent bench strength and complimentary skills for team service delivery and overall capability. Helpful to consider our existing people and to ensure that HR TA business is being included and inclusive in its day to day roles and talent and development decisions.

From working with 100s of HR leaders at PepsiCo, I've learned…   🔸 Your performance doesn't matter. 🔸 Your experience doesn’t matter. 🔸 Your HR resume doesn’t matter. 🔸 Your HR certifications don't matter. 🔸 Your ability to ace job interviews doesn’t matter. 🔸 Your great presentation skills don’t matter, either.   .... if you treat people like dirt -- you're going to fall flat on your face.   Eventually.   If you act selfishly, exclude, bully, throw people under the bus, or engage in abusive politics at work...eventually, everything you'll do will count for nothing.   Sure, short-term you may be ok -- maybe EVEN FOR YEARS, sadly.   But eventually...people will shun you.   Your reputation will spread.   Eventually, you’ll get found out by the higher-ups.   Eventually, you'll build a reputation inside (and outside) of your organization as a bully...perhaps even a brilliant bully...but someone to be avoided.   Eventually, the HR gods will slow your career down.   Why?   Because at some point, how you get along with and treat people will trump everything you've accomplished.   Just an observation I've made over the years.   Thoughts? Share yours in the comments below... 👇.   --- 📌 P.S. - HR Leaders: For more pitfalls to avoid & strategies for success to help you as a new HR leader hit the ground running -- check out "The New HR Leader's First 100 Days" at the link in the first comment below.

From working with 100s of HR leaders at PepsiCo, I've learned… 🔸 Your performance doesn't matter. 🔸 Your experience doesn’t matter. 🔸 Your HR resume doesn’t matter. 🔸 Your HR certifications don't matter. 🔸 Your ability to ace job interviews doesn’t matter. 🔸 Your great presentation skills don’t matter, either. .... if you treat people like dirt -- you're going to fall flat on your face. Eventually. If you act selfishly, exclude, bully, throw people under the bus, or engage in abusive politics at work...eventually, everything you'll do will count for nothing. Sure, short-term you may be ok -- maybe EVEN FOR YEARS, sadly. But eventually...people will shun you. Your reputation will spread. Eventually, you’ll get found out by the higher-ups. Eventually, you'll build a reputation inside (and outside) of your organization as a bully...perhaps even a brilliant bully...but someone to be avoided. Eventually, the HR gods will slow your career down. Why? Because at some point, how you get along with and treat people will trump everything you've accomplished. Just an observation I've made over the years. Thoughts? Share yours in the comments below... 👇. --- 📌 P.S. - HR LEADERS: For more pitfalls to avoid & strategies for success to help you as a new HR leader hit the ground running -- check out "The New HR Leader's First 100 Days" at the link in the first comment below.

When I began my career eight years ago, I observed some of my HR leaders engaging in deceptive human resource practices. When I began learning and joined a professional network, I began to understand some of their deficiencies and why they allow themselves to be pushers by the industrial leaders.As we celebrate World HR Day today, it is also important to reflect on your attitude to your employees as people's professionals. Are you using your professional insight to align the employees to the strategy objective of your organisation, or are you using your office to act as a semi god, demoralising your employees by your personality? This is a call to you, to network, gain knowledge from professional membership, understand that you are a mediator between employees, employers, and other stakeholders, be professional in your dealings, and uphold excellence at all times.Remember that it will always be humanity first when drafting your policies and negotiating your CBAs and wage reopener. Any day, anytime, I am proud to be in this profession, and in my little niche, I will continue to uphold my greatest philosophy, ''People are the greatest asset of any organisation, thus they should be viewed as the fundamental resources that give life to everything’’. Happy World HR Day CIPD Joshi NairMayurkumar Mavadiya