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HR Experts need to comprehend the service and culture for which they serve and the HR strategy should be aligned to this. As revealed in the map above, there are 10 professional areas in which as a HR Professional you need to strive to show the highest achievable level of skills. As a brand-new member of the HR Group at YWP, we expect you to support the improvement of HR procedures and policies. This consists of continually looking at opportunities in which to enhance the HR Function and its application within the organisation.
You will function as a sounding board for staff member relations, feeding back info to your HR Manager and assisting in modification efforts when required. You will be responsible for your own personal continuous professional development and as such will tape-record and plan your advancement during your time at YWP. You will work with the HR Group to ensure you are well versed with the organisation and its context to ensure all decisions made within the HR Function remain in positioning with this.
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You will maintain to date with developments in the HR market and carry out and analyse how these will affect our organisation as they develop. You will be expected to function as a role design and deliver and exceed goals and expectations. Showing courage to challenge, you will act as a driver for operational excellence within the organisation. http://www.cipd.co.uk/NR/rdonlyres/48FF823A-1A33-4C90-8B9B-B691D9130C01/0/AssociatemembercriteriaAug11.pdf
The four concentric circles of HR Professionalism
The four concentric circles of HR professionalism consist of managing self, managing groups/ groups, managing upwards and handling throughout the organisation.
These are all locations which you will demonstrate eventually throughout your career at YWP. As a HR Professional, you are responsible for the management of your own abilities, understanding and development. Use of an advancement plan and record will go some way to assist you accomplish this. However you need to likewise be open to feedback from others and go through frequent
self evaluation in order to determine advancement areas and evaluation set objectives. By undertaking this not only will you develop as a HR Professional but you will also include value to the organisation for which you serve. Effective management of a team or group requires effective leadership. Management and leadership can exist independently from one another however to be fully effective must co-exist. Leadership is something which must be worked towards and is not inherited automatically with the assignment of a managerial task or role. How you manage your team will ultimately determine how you are perceived as a leader in that team. (Selden, 2010)
Effective delegation, motivation, development, communication, discipline and conflict management are all aspects of team management and how you manage these aspects will have a direct influence on the dynamics and success of your team’s outcomes. http://www.mindtools.com/pages/article/newTMM_92.htm
Managing upwards is an important aspect of a successful HR Professionals’ management strategy. It is essential to ascertain the key factors which your manager expects you to deliver, how they expect you to deliver them and to what standard. Analyse what is expected from you by your line manager and seek regular feedback to ensure you consistently meet their objectives. Seek new responsibilities and provide regular updates to your line manager on your achievements and successful project outcomes. http://blog.penelopetrunk.com/2006/11/03/7-ways-to-manage-up/
Collaboration across the organisation is imperative to ensure the full impact and implementation of any HR initiative. Managing HR across the organisation involves maintaining inter-department relationships and alliances, facilitating communication channels, ensuring credibility and the positive perception of the HR Function. Managing across the organisation by using its line managers to implement HR initiatives will ensure the HR Functions objectives are much more likely to be realised. Adding Value to the Organisation
The HR Function drives performance and provides line managers with the tools
and resources to increase the performance of the organisation’s employees. It must do this by identifying the business values and formulating a strategy in line with these. This strategy must then be effectively implemented at all levels. You will work with your HR colleagues to identify the business values as they evolve and formulate a strategy in line with this. In order for HR to add value in any organisation, the team members of that HR Function must align their goals to that of the organisation. You will work with the HR team to design strong policies and procedures which encourage managers and employees to focus on the growth of the company and maintain the competitive edge. http://www.peoplemanagement.co.uk/pm/articles/2010/05/add-value-to-hr-not-spin.htm
The behaviours you demonstrate on a daily basis will have an impact on the credibility of the HR Function, it is therefore essential to demonstrate operational excellence, stewardship, insight and influence in line with the business values in every action you undertake. Conclusion
Your actions to influence the efficiency, relevance, effectiveness and credibility of the HR Function have the potential to affect the bottom line of the business. The effectiveness of the HR Function within the organisation is largely dependent on its perception within the organisation and we hope you will join us to ensure the HR Function continues to act effectively and in line with the organisational goals and business values. We look forward to a long and fulfilling partnership with you here at YWP. We hope you will use the time not only to develop the organisation but also your own professional skills, attributes and knowledge.
Effective Briefing for New HR Colleagues: Maximizing Performance. (2016, Apr 05). Retrieved from https://studymoose.com/hr-a-short-briefing-for-new-hr-colleagues-to-help-them-perform-effectively-and-efficiently-in-their-roles-essay
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