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🌟 Unlocking Business Agility with Interim HR Experts 🌟 As businesses evolve, so do their people needs. 🚀 But what if you’re not ready for a full-time HR hire? Then an Interim HR solution could be the best option! 🙌 🔍 Three situations when an Interim HR-expert may be the best solution: 1️⃣ Immediate Solutions: When faced with unexpected circumstances like resignations or illnesses, an interim HR expert provides swift support to maintain business continuity. 2️⃣ Flexible Engagement: For smaller businesses or startups, hiring a full-time HR resource might not be necessary. An interim engagement—contracted for half a day, a day, or two days a week—offers a cost-efficient solution. 3️⃣ Fresh Perspectives: Interim HR professionals bring a fresh set of eyes to your organization. They innovate processes, tackle common workforce challenges, and contribute to your business growth. Explore more about Interim HR Management at Azets and discover how it can enhance your business journey! 🌐👩💼 https://lnkd.in/eNjQCG4H

In a thought-provoking article by my dear friend Akos Jagudits, the spotlight is turned on the transformative role HR can play in transitioning from a cost center to a profit generator, especially in times when companies are emphasizing cost reduction and resizing. Ákos delves into the strategic shifts required for HR to align closely with business strategy, thereby enhancing organizational value creation and profitability through various HR functions. This perspective is particularly relevant and insightful in our current environment, offering a fresh lens through which to view HR's impact on organizational success. A must-read for anyone interested in understanding the evolving role of HR in driving business growth. Read more about this fascinating approach here: Ha a HR értéket tud termelni, akkor profitot is? #HRInnovation #StrategicHR #OrganizationalSuccess #BusinessTransformation #HRStrategy

“You are just HR.” I got tired of this… That’s why I went back into consulting after being an HR executive for a multinational conglomerate. In consulting, you are a value-generating center. You make money for the company. You get their immediate respect. But I would like to think that’s not the only way. How can this also be achieved within the #humanresources function? One way I experienced helping leading HR organizations that got that type of recognition from their companies was by operating with a fully integrated customer mindset. They aligned everything they did to help the company serve the “external customer” first and foremost, creating meaningful partnerships with the business. They also looked at their “internal customer” differently, as someone with true options. Using that approach, they innovated more and improved continuously. Maybe the function wasn’t necessarily a profit center, but they were value-generating centers, and their HR teams were supported and respected. What are other ways to accomplish this effectively and practically? ~~~ Click Carlos Larracilla and follow me [+🔔] for daily insights from building Wowledge. ⤷ We are making strategic HR accessible with a scalable system of best practices.

As an HR manager, have you look at positioning your practices so that in case your organization is ready to operate global, you don’t find yourself wanting… The environment in which organizations operate is rapidly becoming a global one. Foreign countries can provide business with new markets. Companies set up operations overseas because of lower labour costs. Now, one thing we have to be clear on is that technology is making it easier for companies to spread work around the globe. Global activities are simplified and encouraged by trade agreements among nations. As these trends and arrangements encourage international trade, they increase and change demands on human resource management. Some organizations that your firm will enter into a trade agreement with will need employees who understand the customers and suppliers in foreign countries. As an HR manager, you need to equip your employees to understand the laws and customs that apply to customers and even employees in other countries. Do know that a time will come that your organization will enter into a trade agreement with other foreign organizations, and your HR department needs to be in a strategic partnership with the organization strategy. HR has to ensure ways to overcome the barriers inflicted on the organization due to expansion, such as cultural differences. As HR manager, you need to ensure that the organization's strategy is met by placing the right people into the right positions. Ethically, HR has the responsibility to ensure employees have the proper training, understanding of the organization, and the skill set. HR managers have to plan the event of transitioning people in and out of positions in a manner that is flawless by all accounts. Enjoy your weekend #hr #hrcommunity #hrcareers #hradvice

Dear Colleagues, A few days ago, I conducted a poll to identify the most important steps for achieving HR excellence within a business entity. Collecting data is only part of the process; the true value lies in analyzing the results and extracting actionable insights. I am pleased to present an analysis of the poll data, which is a testament to the significance of input provided by respondents. This presentation aims to comprehensively understand the poll results and how to leverage this information to enhance our HR practices. I thank the respondents for their participation and engagement in this important exercise. Sanjay Kalla Please comment with your input on this. #adhigamanshala #alignment #hrexcellence #engagement

Dear Colleagues, A few days ago, I conducted a poll to identify the most important steps for achieving HR excellence within a business entity. Collecting data is only part of the process; the true value lies in analyzing the results and extracting actionable insights. I am pleased to present an analysis of the poll data, which is a testament to the significance of input provided by respondents. This presentation aims to comprehensively understand the poll results and how to leverage this information to enhance our HR practices. I thank the respondents for their participation and engagement in this important exercise. Sanjay Kalla Please comment with your input on this. #adhigamanshala #alignment #hrexcellence #engagement

🎉 Exciting Announcement! 🎉 🚀 I'm thrilled to share with you my latest blog post titled "Driving Innovation through HR Outsourcing: PEOs as Catalysts for Creativity"! 📚 In today's fast-paced business landscape, outsourcing has emerged as a successful strategy for organizations aiming to streamline operations and prioritize core competencies. But have you ever considered the power of HR outsourcing in driving innovation? 🤔 In this article, we explore the fascinating world of Professional Employer Organizations (PEOs) and their potential as game-changers for growing businesses. We dive deep into the benefits they offer, the profound impact on both business owners and employees, and how using PEOs can spark creativity and foster innovation. 💡 Ready to discover how HR outsourcing can fuel your company's growth and propel you forward in a competitive market? 💼 Don't miss out on this insightful read! Simply click on the link below to access the full article: 👇 https://lnkd.in/eU22fqN5 Let's unlock the endless possibilities together! ✨ Feel free to leave your thoughts and comments below, and don't forget to share this post with your network. 👥 Together, we can transform the way businesses approach HR and drive innovation to new heights! 🚀 #linkedin #blogpost #hroutsourcing #PEOs #innovation #creativity #businessgrowth

We often say that the role of HR has evolved from assisting to advising business. And as 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 𝗮𝗻𝗱 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀, it's imperative that we bring this to light in the real sense. While entering into tough negotiations with CXOs and their top teams, here's what can help you to drive your point across. 1. 𝗚𝗼 𝘄𝗶𝘁𝗵 𝗢𝗽𝘁𝗶𝗼𝗻𝘀: All of us love MCQs more than theory questions😊 Presenting data backed Options in a board room can immediately highlight pros Vs cons, lead the conversation into the right direction and most importantly show that you have done your homework. 2. 𝗦𝘁𝗮𝗻𝗱 𝘆𝗼𝘂𝗿 𝗴𝗿𝗼𝘂𝗻𝗱: When you get 'Why is HR worried when we are in charge of the cost' , remember that you as a control function work in the best interest of the organisation. The business may be in charge of the cost, but the organization owns it. 3. 𝗣𝗿𝗲𝘀𝗲𝗻𝘁 𝘁𝗵𝗲 𝗯𝗶𝗴𝗴𝗲𝗿 𝗽𝗶𝗰𝘁𝘂𝗿𝗲: Business may get fixated with a particular strategy or even a candidate offer. It's your job to show how their decision stands in context of historical trends, internal relativity and possible precedents in the long term. #totalrewards #executivecompensation #negotiations #HR

Happy to share TMI Group Chairman, Mr. Muralidharan Thyagarajan's talk on the Future of HR at the ASCI and NHRD Event 1. HR is going to see the most disruptive times ever. The future will not look like the past. 2. HR professionals have to unlearn from the past and focus on learning new skills and new areas of competency to be relevant to the business and the company. 3. HR professionals have to become experts in automation and understand the impact of work automation on people and work practices and people practices. 4. The relevance of HR on managing process has been taken over by technology. With AI tools, technology can track, monitor, create reports. So HR role in traditional areas like recruiting, training, compensation, employee engagement will have to be will become less relevant in the world of technology. 5. The only way HR will stay relevant in the future is to move from process to people performance architecting. What I mean by that is HRs job is to create an environment which includes culture, systems and processes and measurements and HR policies to architect people performance. They must become the harbinger of change to make people believe that the future is in performance and therefore creating lead indicators of performance is very, very crucial. 6. HR must prepare for the change in the workforce composition from full time employees to part time gig workers, staffing employees. HR knows very little about these set of employees. We need to understand how to hire them, how to train them, how to engage with them, how to generate performance, how to compensate them. Do you agree? Let us know in the comments below! #FutureofHR #TMIGroup #FutureofWork #PerformanceArchitect https://lnkd.in/gQsgrd5x

HR can provide support and resolve issues only when information is clearly presented. Open and transparent communication between employees and HR enables a better understanding of the needs of both parties. Instead of expecting HR to automatically know everything, collaboration and dialogue are the keys to building a positive work environment.