Housing 21’s Post

6 signs you're good at your job, according to an HR exec with over 35 years of experience #YouAreGood #Efficient #ProperPlanning #PositiveFeedback #Engagement #BringingSolutionsNoProblems #Curiosity #AskFirFeedback https://lnkd.in/gYTFc-hS

Building a Culture of High Performance: The Power of Sincerity In this insightful article, our COO David Cairncross delves into the transformative impact of sincerity on organisational performance. He emphasises that fostering a culture of openness, trust, and authenticity leads to improved employee engagement, productivity, and overall success. By weaving sincerity into the fabric of your interactions, you can unlock hidden potential and drive growth. For full details and practical strategies you can read the complete article here: https://loom.ly/PbQRcG0 #highperformance #companyculture #sincerity #sfrecruitment

( Copied from HR specialist ) Companies exit the market and lose their customer base for several reasons, the most prominent of which are: ‎- It does not give its employees the necessary confidence ‎- There are no qualified managers - There is a lack of support from senior management ‎- Lacks skilled staff - There is no culture of admitting mistakes ‎- You have inactive human potential ‎- She misses follow-up and completion of work - It lacks team spirit and synergy - Enjoy a dark, scary work environment - Do not attract talented people

Good HR Managers: The Fair Judges A good HR manager is like a fair and impartial judge in a courtroom. They possess the ability to view situations from multiple perspectives, considering both the employee's concerns and the company's objectives. By maintaining this equilibrium, they can arrive at solutions that are fair and just for both parties involved. Good HR managers understand that the success of a company is closely tied to the well-being and satisfaction of its employees. They prioritize creating a harmonious work environment where all individuals are treated with respect and empathy. Accountability and Advocacy One hallmark of a great HR manager is their willingness to hold both employees and the company accountable for their actions. They do not hesitate to address any issues or misconduct, ensuring that the necessary protocols and handbooks are followed to maintain a professional workplace. By doing so, they create an atmosphere of transparency and integrity. Moreover, good HR managers act as advocates for team members, recognizing their contributions and addressing their concerns. They are not afraid to speak up on behalf of employees, fostering a culture where open communication and feedback are valued. This advocacy goes hand in hand with creating an environment where employees feel valued and appreciated, resulting in higher levels of engagement and job satisfaction. Academic Manager and Exams Coordinator

How to be a great HR Manager? 1. Keep up-to-date with employment laws and regulations It is important to have a strong understanding of employment laws and regulations, particularly those that pertain to your country, state, and industry. 2. Foster a positive workplace culture Cultivating a positive workplace culture is essential for attracting top talent and employee retention. You can creating employee engagement initiatives, encouraging and practicing open communication, conducting regular check-ins, and proactively offering opportunities for professional development. 3. Embrace technical skills 4. Build a strong team Your job as an HR manager is to build strong teams from the outset to help the business succeed. 5. Commit to continuous learning and development

HR Expert Reveals 6 Signs You’re Thriving in Your Role.

Check out this interesting article on why you should let your favourite employee move to another team! It's a great read from MIT Sloan Management Review. #careerdevelopment #teamwork #leadershipskills -https://lnkd.in/gdvh-nRt HRSINGAPORE is the first HR Community in Singapore and organises HRLAW Seminars and provides HR Consultancy. Visit www.hrsingapore.org #hr #Singapore

How to be a great HR Manager? 1. Keep up-to-date with employment laws and regulations It is important to have a strong understanding of employment laws and regulations, particularly those that pertain to your country, state, and industry. 2. Foster a positive workplace culture Cultivating a positive workplace culture is essential for attracting top talent and employee retention. You can creating employee engagement initiatives, encouraging and practicing open communication, conducting regular check-ins, and proactively offering opportunities for professional development. 3. Embrace technical skills 4. Build a strong team Your job as an HR manager is to build strong teams from the outset to help the business succeed. 5. Commit to continuous learning and development

Many sales managers get promoted to a line manager role with people reporting in after being successful in an individual contributor role. All of a sudden you have to think about managing people for the first time, so if you're in this position, here are some results from a survey for an article in HR Review which you might find useful #managingpeople #traininganddevelopment #salesmanagement

Rethinking the Role of HR: From Gatekeepers to Growth Enablers In my professional journey, I’ve observed a troubling pattern in the way HR departments function. Far from being the supportive backbone for employees, HR often acts as the gatekeeper of the company’s interests, sidelining the very people they are supposed to advocate for. Example 1: In one instance, a colleague raised legitimate concerns about workplace safety. Instead of addressing the issue, HR prioritized the company’s image, brushing the concerns under the rug. This not only endangered employees but also eroded trust in the HR department. Example 2: Another common issue is the handling of performance reviews. I’ve seen cases where HR strictly adheres to rigid metrics, ignoring the nuances of individual contributions. This can lead to demotivation and a feeling of being undervalued among employees. Example 3: The most disheartening experience is when HR fails to mediate conflicts effectively. In a situation where a manager was clearly showing favoritism, HR sided with the management, leaving the affected employee feeling isolated and unheard. These examples highlight the need for a paradigm shift in the role of HR. Instead of being enforcers of company policy, HR should be facilitators of employee growth and well-being. Here are some ways this can be achieved: 1. Open Communication: HR should encourage a culture of transparency where employees feel safe to voice their concerns without fear of retaliation. 2. Fair Mediation: In conflicts, HR should act as an unbiased mediator, ensuring that all parties are heard and a fair resolution is reached. 3. Personalised Support: HR should recognise the individual needs of employees and provide support that caters to their unique circumstances. By embracing these changes, HR can transform from a department of gatekeepers to a team of growth enablers, fostering a positive and productive workplace environment. It’s important to note that not all HR managers fit this status quo, and I commend those who genuinely assist and support their employees. However, the term “HR” does not generally evoke a positive vibe in any industry, and it’s time for that to change. #hrtransformation #employeeengagement #workplacewellness #humanresources