Simon Koerner

As an HR function it is critical to Gain and have an in-depth understanding of the organization’s current state, strategic ambitions, distinctive culture, and preferred operational methods. Rather than a one-size-fits-all approach, tailor development actions for your HR talents. Align your talent development efforts for HR talent so they are part of strategic projects, processes or strategic business meetings, where they can acquire skills that are relevant to the company’s success. Whether it is a merger & acquisition project, an opening of an office, a closing down of an office or production site, and any other experience they can make where business says that this project is about achieving business results.

As a psychologist you have already had insights into interpersonal dynamics, leadership topics, team development, wellbeing and neuroscience... at least from a throretical point of view. This will definitely help you in understand better the way people might be managed during change, how to help line managers improving team dynamics or what a more healthy workplace environment looks like. But there is much more to HR than people dynamics. It needs an understanding of the business you are in, how your company makes money and how HR is able to support that. HR is also about labour law and how to manage grievances and exits. HR is about organizational design and to develop a company further. Get a more well rounded profile as psychologist.

A good performance management system provides a clear link between performance categories in your job, and which development opportunities help you to perform better in your role. A good framework and system will help employees to get feedback from various sources to understand their strengths and development areas. It will help them understand which areas to strengthen in order to be ready for a next role - based on competencies and experiences gained. On top, it connects employees with the right training and experience opportunities that fit their identified learning opportunities and guides them through a journey.

Employee Engagement is a multi-faceted concept. But in general, we need to understand that high and positive engagement is triggered through elements in an organisation that employees see as important to have in their working life. It is about the things that matter for most employees, just to name some of these: 1. Rewards and recognition 2. A culture of belonging snd teamwork 3. Career opportunities 4. Communication 5. Inspiring Leadership 6. Meaningful work 7. Wellbeing Senior Leaders often have a more positive, and often are surprised when they see employee survey results. These surveys are key to get a picture about engagement elements. But more essential is the actions following a survey to make employees’ lifes better.