Rahma Chaaban

HR is not a cost center HR is not a culture police HR is not your mom ------------------------------- HR is a strategic partner HR is an asset for organizational change HR is a driver for productivity

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Reading HR books is a valuable investment for HR professionals seeking to expand their knowledge, improve their skills, and make a positive impact within their organizations.

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𝟰 𝗦𝘁𝗮𝗴𝗲𝘀 𝗳𝗿𝗼𝗺 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻 𝘁𝗼 𝗗𝗲𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻 The cycle of motivation and competence in employment unfolds through four stages: 𝟭. 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝗜𝗻𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲: New employees join an organization with high motivation but lack effectiveness due to unfamiliarity with tasks. Proper orientation and training are crucial during this stage to shape their behavior positively. 𝟮. 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲: Employees become proficient in their roles and execute tasks with enthusiasm and skill. 𝟯. 𝗗𝗲𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲: Over time, motivation wanes even though job performance remains adequate. Employees in this stage may resist change, mock high performers, and contribute to a negative atmosphere. 𝟰. 𝗗𝗲𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝗜𝗻𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲: When motivation and performance decline significantly, termination may become necessary. Demotivation can stem from various factors, including negative thinking, a negative environment (either physical or emotional), lack of training, unfair criticism, fear of failure, nepotism, complacency, unclear goals, and many others. Addressing demotivating factors is essential, but simply adding or removing certain elements may not always lead to increased motivation. For instance, providing a cafeteria in response to complaints may not necessarily boost motivation if deeper issues remain unaddressed. Anyway, if you want to shorten your time in the recruitment process when hiring salespeople, marketing, or another job title, you can try this website : https://lnkd.in/g2Rv-yhh . You can select candidates that suit the company's needs and directly approach to proceed to the interview process. #hirewithepicaree #hr #employeehappiness

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12 Key HR Functions : Human Resources (HR) is the driving force behind the success and sustainability of any organization. Within the realm of HR, 12 key functions together form the backbone of workforce management and development. 1. HR Planning: Involves aligning the workforce with the organization's goals, ensuring you have the right talent in the right roles. 2. Recruitment & Selection: The process of identifying, attracting, and hiring candidates who fit the job requirements and company culture. 3. Performance Management: Involves setting performance expectations, tracking employee progress, and providing feedback and evaluations. 4. Learning & Development: Ensuring employees have the necessary skills and knowledge through training and development programs. 5. Career Planning: Helps employees map out their career paths within the company, aligning personal goals with company objectives. 6. Function & Evaluation: Assessing HR processes and strategies for effectiveness and efficiency. 7. Rewards: Managing compensation, benefits, and recognition programs to attract, retain, and motivate employees. 8. Industrial Relations: Handling relationships between employees, unions (if applicable), and the company to maintain a harmonious workplace. 9. Employee Participation & Communication: Encouraging employees to contribute ideas and feedback while maintaining open and effective communication channels. 10. Health & Safety: Ensuring a safe and healthy work environment, compliance with safety regulations, and emergency preparedness. 11. Well-being: Focusing on physical and mental employee well-being to promote a healthy and engaged workforce. 12. Administrative Responsibilities: Managing HR paperwork, records, and compliance with employment laws and regulations. These functions collectively enable HR departments to effectively manage and nurture a productive and satisfied workforce while aligning with the company's strategic goals. #HR #hr #hiring #jobs #recruitment

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What Is talent Acquisition ?

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Understanding #Corporate HR vs. #Plant HR In the world of Human Resources, there are two main branches: corporate HR and plant HR. These roles may seem similar, but they have distinct differences that make them unique. Corporate HR works in big companies, focusing on long-term plans and company-wide #strategies. They shape company #culture and #policies, aiming for a cohesive workforce and future success. On the other hand, plant HR deals with the day-to-day #operations of manufacturing plants. They handle local pressures, industrial relations, and immediate employee needs, often in fast-paced environments. The mindset for each role is different. Corporate HR thinks strategically and aims for big-picture goals, while plant HR needs to be practical, making quick decisions to keep things running smoothly. However, no matter the setting, both types of HR jobs have one thing in common: how they treat #people. The #experience employees have is crucial. It's not just about following rules or policies; it's about creating a positive #workplace where people feel valued and supported. Treating people well means understanding their needs and concerns, communicating effectively, and showing #empathy. It's about making sure employees have a good experience at work, whether it's through fair treatment, opportunities for #growth, or support during tough times. Comparing corporate HR with plant HR is like comparing theater artists with screen actors. Neither is better than the other. They're just different. Each has its own joys and challenges, and both play important roles in shaping the workplace. In the end, whether you're in corporate HR or plant HR, the #goal is the same: to create a workplace where people feel respected, appreciated, and motivated to do their best. By focusing on how we treat people and the experience they have, HR professionals can make a real difference in the lives of employees and the success of the organization. Copied...!!!

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HR is more than your partner

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### How to Run a Successful Recruitment Company Running a successful recruitment company involves strategic planning, strong branding, and exceptional service delivery. Here are the key steps: 1. **Develop a Clear Business Plan:**   - Define your niche.   - Set clear objectives.   - Conduct market research. 2. **Build a Strong Brand:**   - Create a compelling brand identity.   - Articulate your unique value proposition.   - Establish a robust online presence. 3. **Develop a Robust Recruitment Process:**   - Source talent through various channels.   - Implement thorough screening and assessment.   - Integrate technology to streamline processes. 4. **Build and Maintain Relationships:**   - Focus on long-term client relationships.   - Ensure positive candidate experiences.   - Expand your network through industry events and online forums. 5. **Invest in a Skilled Team:**   - Hire experienced recruiters.   - Provide ongoing training and development.   - Implement performance-based incentives. 6. **Focus on Compliance and Ethics:**   - Ensure legal compliance in recruitment practices.   - Maintain high ethical standards. 7. **Measure and Improve Performance:**   - Track key performance indicators (KPIs).   - Seek feedback from clients and candidates.   - Continuously refine processes and strategies. 8. **Adapt to Market Changes:**   - Stay informed about industry trends and economic shifts.   - Be flexible and ready to adapt to evolving client needs. By focusing on these areas, you can build a successful recruitment company that meets the needs of clients and candidates while standing out in a competitive market.

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- Human resources challenges Many entities suffer from weakness and many challenges and barriers they face in managing their human resources and turn them into a culture that hinders the achievement of their institutional goals. - Human resources empowerment contributes to transforming challenges into stability and productivity #HR

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🌟 AI Automation is revolutionizing Learning & Development in the workplace, offering personalized learning experiences tailored to each employee's needs. 🚀 It streamlines administrative tasks, freeing up L&D professionals to focus on strategic initiatives. 🤝 AI fosters collaboration and knowledge sharing through chatbots and virtual mentors, promoting a culture of continuous learning. 💡 Combining AI with human expertise maximizes its potential, driving meaningful outcomes for individuals and organizations. Let's embrace AI in Learning & Development to unlock the full potential of our workforce and propel organizations forward in the digital age! #AI #Automation #LearningAndDevelopment #FutureOfWork

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The Future of Learning is Personal: Microlearning & Personalized Learning Paths The way we learn is constantly evolving, and in today's fast-paced business environment, employees crave microlearning opportunities. Bite-sized, focused learning content allows them to upskill on-the-go and apply new knowledge immediately. But microlearning is even more powerful when combined with personalized learning paths. Imagine a system that curates learning resources based on an employee's specific role, goals, and learning style. This targeted approach maximizes engagement** and ensures employees are developing the exact skills they need to succeed. Here's a question for my L&D colleagues: How are you incorporating microlearning and personalization into your learning strategies? Share your thoughts in the comments! #learninganddevelopment #microlearning #personalizedlearning #employeetraining #futureofwork

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What should we do and what should be done, when you don't know what to say to the question asked to you during an interview ? Many of us might face this situation during an interview, that we might not be able to answer the question asked, Here are some main key understanding required are 💡 You will be more evaluated not on how you answer the question but how you respond to it, 💡 Panel, HR doesn’t even expect you to answer every question perfectly, they just want you to be honest. So responding back by Saying I Don't know or I Don't have any idea, (without any explanation) is not the right approach. Here are some of the best ways to answer and handle this scenario effectively. 🔎 In case if you do not understand the question, then you can say "I'm sorry, I did not fully understand the question. Could you please simplify it? I want to make sure I answer correctly." 🔎 If the question is too technical then you can say "I'm sorry, I did not fully understand the question. Could you please simplify it? I want to make sure I answer correctly." 🔎 If you have not idea on the topic the question is directed then you can say "Thank you for asking that question. I'm not very familiar with this topic, but I'm committed to researching and learning more about it." or "I don't have an exact answer at the moment, but I'm confident in my ability to learn quickly. With your guidance, I'll be able to pick it up in no time." or "While I may not have much experience in X skills, I do have strong knowledge in Y. If the job requires me to learn X, I'm excited to expand my knowledge." Pick the best answer as per the situation and question directed towards you, this should still create a positive approach on your attitude despite despite of you not answering all the questions. It is okay not to know everything. Employers will appreciate your honesty and your willingness to learn and grow. All The Best !! #Hiringtips #Recruitment #Interviewquestions #Interviewtips #Mindfulness #Jobguidance

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* How HR Business Partners Create Extraordinary Value for Business and People HR Business Partners play a crucial role in aligning HR strategies with business objectives, creating value by fostering a positive workplace culture, supporting talent development, and ensuring HR practices enhance organizational performance. By understanding both the business and human sides of operations, they can drive initiatives that benefit both the company and its employees, ultimately leading to greater productivity, engagement, and success. 😊

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١ تعليق واحد

Leaders are crafted through experience and passion, which can be accelerated with finely designed training program that will put them on the next orbit...

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𝗛𝗥𝗕𝗣 𝘃𝘀. 𝗛𝗥 𝗠���𝗻𝗮𝗴𝗲𝗿 HRBP (Human Resources Business Partner) and HR Manager are two distinct roles within the field of Human Resources, each with its own set of responsibilities and focus. Here's a comparison of the two roles: 𝟭. 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗛𝗥𝗕𝗣: Collaborate with business leaders to strategically align HR practices with organizational objectives. They foster relationships with department heads, identify and nurture talent, and manage change initiatives. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Oversee day-to-day HR operations, including compliance, team leadership, policy enforcement, and handling employee relations, conflicts, and investigations within the organization. 𝟮. 𝗙𝗼𝗰𝘂𝘀 𝗛𝗥𝗕𝗣: The HRBP role is more focused on aligning HR strategies with business goals, fostering strong relationships with business leaders, and driving organizational change and performance. They have a broader strategic perspective. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: The HR Manager role is more operationally focused, dealing with day-to-day HR functions, team management, and ensuring compliance with HR laws and regulations. They have a more hands-on, tactical role. 𝟯. 𝗦𝗰𝗼𝗽𝗲 𝗛𝗥𝗕𝗣: HRBPs often work with specific business units or departments, focusing on their unique needs and challenges. They may work across different functions within the organization. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: HR Managers typically oversee HR functions for the entire organization or a specific department, ensuring consistent HR practices and policies across the board. 𝟰. 𝗦𝗸𝗶𝗹𝗹𝘀 𝗛𝗥𝗕𝗣: HRBPs need strong strategic thinking, relationship-building, and change management skills. They should also have a deep understanding of the business and industry. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: HR Managers should have excellent organizational, leadership, and communication skills. They need to be well-versed in HR laws and regulations and have a knack for problem-solving. Conclusion , HRBPs are more focused on strategic alignment and working closely with business leaders, while HR Managers are responsible for the day-to-day HR operations and ensuring HR functions run smoothly. Both roles are vital to the overall success of an organization's HR department. The specific responsibilities and job titles can vary depending on the organization's size and structure. #copied

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The difference between human resources and human capital: ▪️ Human Resources: Human power is recognized as the largest and most important asset of the organization, since other resources such as capital, raw materials and equipment are lost or not used properly without proper management. ▪️ Human capital: If the human resources of the organization work in the direction of the goals and strategies of the organization, then we will have human capital and we define this process as human capital management. The resource ends whenever we use it, but capital gains and adds value day by day. So we have to invest in people to make them assets. #HR #human #human_resources #human_capital #hrm #human_resouces_management #training #development

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#HR_Myths🤐 #Myth1: #HR_is_Only_About_Hiring_and_Firing: Reality: While recruitment and termination are essential functions of HR, they represent only a fraction of what HR truly encompasses. HR professionals also focus on employee engagement, training, development, performance management, compensation, and ensuring compliance with labor laws and company policies. #Myth2: #HR_Exists_to_Serve_Management_Not_Employees: Reality: While HR departments serve the interests of the organization, they also advocate for employees' rights and well-being. A crucial aspect of HR's role is to balance the needs of the organization with those of its employees, fostering a positive work environment and resolving conflicts impartially. #Myth3: #HR_Policies_Are_One_Size_Fits_All: Reality: Every organization is unique, and HR policies should be tailored to align with its culture, values, and objectives. Adopting a flexible approach to HR policies allows organizations to adapt to changing circumstances and better meet the needs of their diverse workforce. #Myth4: #HR_Is_Only_for_Big_Corporations: Reality: While larger companies may have dedicated HR departments, smaller businesses can benefit from HR practices as well. Even without a designated HR team, small businesses can leverage HR consultants or outsourcing services to address their human resource needs effectively.

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١ تعليق واحد