HR Consulting’s Post

Certainly, here are some questions you could ask someone who is switching their career to Human Resources (HR): 1. **What Inspired Your Interest in HR?** Understanding their motivations can provide insight into their passion for this field. 2. **What Transferable Skills Do You Have?** Inquire about skills from their previous career that can be valuable in HR, such as communication, problem-solving, or teamwork. 3. **Have You Researched the HR Role?** Ask about their understanding of HR responsibilities and the specific areas within HR that interest them. 4. **Are You Familiar with HR Practices and Regulations?** Gauge their awareness of HR compliance, laws, and regulations that are relevant to their new role. 5. **Have You Started Networking in HR Circles?** Encourage them to connect with HR professionals to gain insights and expand their network. 6. **Are You Pursuing HR Certifications or Education?** Ask if they're considering any courses, certifications, or training programs to bolster their HR knowledge. 7. **How Do You Handle Conflict Resolution?** In HR, conflict resolution is key. Ask how they've managed conflicts in their previous career and how those skills can transfer to HR. 8. **Are You Comfortable with Confidentiality?** Stress the importance of maintaining confidentiality in HR and ask about their stance on this aspect. 9. **Do You Enjoy Working with People?** Working in HR involves frequent interactions with employees. Ask how comfortable they are in a people-centric role. 10. **What HR Subfields Interest You?** Inquire about their preference for areas like recruitment, employee relations, training, benefits, or HR management. 11. **How Do You Stay Current with HR Trends?** HR is a dynamic field. Ask how they plan to keep up with the latest trends and best practices. 12. **Can You Provide an Example of Handling an Employee Issue?** Encourage them to share a scenario that highlights their problem-solving and interpersonal skills. These questions can help you understand their motivations, skills, and readiness for a career in HR. Tailor your conversation based on their responses and provide guidance as needed. ✍🏻 Nancy Omoviro.

I have a question for you and I honestly need your perspectives and honest answers 👇 👇 Should someone who is switching to HR specialize immediately? Below is what I think should act or be your checklist 🤨 Whether someone switching to HR should specialize immediately depends on various factors, including their career goals, prior experience, personal preferences, and the opportunities available in the job market. Here are some considerations to help in making an informed decision:   1.    Prior Experience and Education: ·        If the individual has prior experience or education in a specific area of HR (e.g., recruitment, training, compensation), they may consider specializing in that area to leverage their existing skills and knowledge. 2.    Career Goals: ·        Consider the long-term career goals. If the goal is to become a subject matter expert in a specific HR function, specializing early can be beneficial. If the goal is to pursue a generalist role initially and then specialize later, that's a different approach. 3.    Job Market Demand: ·        Research the job market to identify the demand for various HR specializations. If a particular specialization is in high demand and aligns with your interests and skills, specializing in that area may increase job prospects. 4.    Interest and Passion: ·        Consider what aspects of HR are most interesting and appealing. Specializing in an area that aligns with personal interests and passions can lead to a more fulfilling and satisfying career. 5.    Skills Assessment: ·        Evaluate your current skill set and strengths. Specializing in an area where you have a natural aptitude or can quickly develop skills may be advantageous. 6.    Industry Trends: ·        Stay informed about current HR trends and emerging specializations within the HR field. Specializing in a growing or evolving area can provide long-term career opportunities. 7.    Job Opportunities: ·        Evaluate the availability of job opportunities in different HR specializations. Sometimes, it may be more practical to start in a generalist role to gain exposure and then specialize based on the available opportunities. Check the comment section for more 👇

HR Pros - Considering a SIDE-HUSTLE along with your day job?   👉 If not, here are 7 proven ideas to consider...   1---Teach HR classes at local universities or community colleges.   2---Provide job advice, resume-writing & career coaching.   3---Do HR consulting with small businesses, churches and non-profits.   4---Ghostwrite HR articles for blogs and websites.   5---Give speeches, presentations & talks.   6---Conduct HR training & leadership workshops for outside groups.   7---Write employee handbooks & HR policy manuals for small biz.   👉 These are all currently being done by people in my LinkedIn network.   I've done #1, 2, 3, 5 & 6 myself at various times during my full-time HR career.   👉 The point:   -- You're not limited to your day job. -- Your HR skills have enormous value. -- Share your expertise & charge for your services.   👉 To start:   -- Think about your HR day job as simply 1 side hustle with 1 primary customer (your current employer).   👉 Then ask:   -- What else can you offer & to whom, without risking your main gig?   📌 Just some ideas to consider for taking your HR career to the next level.   Are you side-hustling? Share your thoughts below.   --- 📌 P.S. - HR Professionals: For just ONE WAY, just about anyone can side-hustle in HR, you may want to check out "Your HR Goldmine" at the link in the first comment below.

#CAREER GUIDELINES - HR 𝗦𝗸𝗶𝗹𝗹𝘀 𝗧𝗵𝗮𝘁 𝗘𝘃𝗲𝗿𝘆 𝗛𝗥 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗡𝗲𝗲𝗱𝘀 Human Resources (HR) professionals play a critical role in managing an organization's most valuable asset—its people. To be effective in this role, HR professionals need a wide range of skills and competencies. Here are some key skills that every HR professional should possess: 𝟭. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝘀: HR professionals need strong verbal and written communication skills to interact with employees, managers, and other stakeholders effectively. This includes active listening, negotiation, and conflict resolution skills. 𝟮. 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲: This skill helps in building rapport, resolving conflicts, and fostering a positive workplace culture. 𝟯. 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: HR professionals should be adept at sourcing, screening, and selecting candidates. 𝟰. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀: Managing employee relations involves handling conflicts, addressing grievances, and promoting a positive workplace environment. 𝟱. 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗟𝗮𝘄: Staying up-to-date with labor laws and regulations is essential to ensure the organization operates within legal boundaries. 𝟲. 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: HR professionals should be able to develop and implement performance appraisal systems, provide feedback, and assist in career development and goal setting for employees. 𝟳. 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Promoting employee growth and development through training programs and educational opportunities is vital for the long-term success of both employees and the organization. 𝟴. 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗥𝗲𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Understanding conflict resolution techniques is crucial to maintain a harmonious work environment. 𝟵. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴: HR should align its strategies with the overall goals of the organization. HR professionals should have a strategic mindset and the ability to contribute to organizational growth and success. 𝟭𝟬. 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴: Building and maintaining a network of HR professionals and industry contacts can be valuable for sharing best practices and staying informed about industry trends. These skills are not exhaustive, as HR roles can vary widely depending on the organization's size and industry. However, possessing these skills will provide a strong foundation for success in the field of Human Resources. © Masequl Islam Tamal #Please keep in touch by connecting/following my profile to get more circular & career related guidelines !!

🤝 Pro Tips for Approaching HR Effectively! 📊 Are you ready to take your career to the next level? Connecting with your company's Human Resources department can be a game-changer. Here are some tried-and-true strategies to help you approach HR professionals successfully: 🔢Research First: Before reaching out, do your homework! Understand your company's HR structure and the specific HR professional you need to connect with. LinkedIn is a great tool for this. 🔢Polish Your Profile: Ensure your LinkedIn profile is up-to-date, professional, and highlights your skills and achievements. It's often the first impression HR will have of you. 🔢Be Clear About Your Goal: Know what you want to achieve when you reach out to HR. Whether it's discussing career advancement, seeking guidance, or addressing workplace concerns, clarity is key. 🔢Craft a Personalized Message: Don't send generic messages. Tailor your outreach to explain why you're reaching out and how your goals align with the company's mission and values. 🔢Be Respectful of Their Time: HR professionals have busy schedules. Be concise and respectful in your communication. If you need a meeting, suggest a few time slots that work for you. 🔢Show Your Value: Highlight the value you bring to the table. Share relevant achievements and skills that demonstrate your commitment to the organization. 🔢Listen Actively: When you do get a meeting or conversation, listen actively to HR's input and suggestions. It's a two-way street, and their insights can be invaluable. 🔢Follow-Up: After your initial contact, follow up with a thank-you message. It shows professionalism and gratitude for their time. Remember, HR professionals are there to support employees and the organization. Building a positive relationship with HR can be a key step in advancing your career. 🚀 #CareerDevelopment #HRStrategy #Networking #CareerSuccess #ProfessionalDevelopment Have you successfully connected with HR in the past? Share your experiences and tips in the comments below! 👇🏽👇🏽

HR Checklist for Post-Recruitment: 1. Job Offer Documentation: 🔹️Confirm acceptance of the job offer. 🔹️Ensure signed offer letter and contract are on file. 2. Onboarding Preparation: 🔹️Schedule orientation for the new employee. 🔹️Share relevant onboarding materials, including policies and procedures. 3. Paperwork and Documentation: 🔹️Complete necessary paperwork, such as tax forms and benefits enrollment. 🔹️Verify the accuracy of personal and contact information. 4. Workspace Setup: 🔹️Coordinate with IT for computer, email, and system access. 🔹️Arrange for necessary office supplies and equipment. 5. Training and Development: 🔹️Identify training needs and schedule relevant sessions. 🔹️Discuss career development opportunities with the new hire. 6. Integration into Team: 🔹️Facilitate introductions to team members and key colleagues. 🔹️Encourage team-building activities to foster a sense of belonging. 7. Performance Expectations: 🔹️Clearly communicate job responsibilities and performance expectations. 🔹️Establish goals and provide guidance on achieving them. 8. Feedback Mechanism: 🔹️Set up regular check-ins for feedback and performance discussions. 🔹️Encourage open communication to address concerns or questions. 9. Benefits and Policies Review: 🔹️Review employee benefits and ensure understanding. 🔹️Reinforce company policies and code of conduct. 10. Compliance Check: 🔹️Confirm completion of required compliance training. 🔹️Ensure adherence to legal and regulatory requirements. 11. Probationary Period Review: 🔹️Establish a timeline for probationary period assessments. 🔹️Provide constructive feedback and support as needed. 12. Employee Well-being: 🔹️Promote wellness programs and employee assistance resources. 🔹️Address any initial concerns related to work-life balance. 13. Exit Strategy: 🔹️Discuss long-term career goals and potential growth within the company. 🔹️Establish a plan for ongoing professional development. By systematically addressing these post-recruitment elements, HR can contribute to a smooth transition for new hires and foster a positive work experience. careerwithasemota #hr #hrexecutive #hrsupport #employeeengagement #employeeexperience #newhire #hiring #hrmanager #hrm

𝐋𝐆-𝐇𝐑 𝐎𝐕𝐄𝐑𝐕𝐈𝐄𝐖- 𝐑𝐄𝐅𝐋𝐄𝐂𝐓𝐈𝐎𝐍 - 𝐋𝐆 𝟕.𝟗 _________________ Ms. Lan Huong has shown us an overview of the human resources field, involving internal development of human resources within the organisation and external personnel such as Head-hunter, C&B services, and so on. Meanwhile, I learned additional information regarding Dave Ulrich's HR Model. On the other side, I observe the progression of human resource management from HR Intern to high-level roles such as HR Director or crucial member of the firm. A typical HR department structure will comprise 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠, 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐂&𝐁, with the department head serving as the chief executive manager. The recruiting department will support the company's staffing requirements and long-term operations by implementing the following processes: Sourcing (sources include Ybox, Linkedin, VietNamWorks, universities, etc.); screening, interviewing, assessing, and offering; onboarding (workers become acquainted with the firm); employer branding; talent mapping; and organisational value proposition (EVP). Core talents include communication abilities, networking abilities, and applicant evaluation abilities. Ms Lan Huong felt "painful" at the moment when she conveyed an idea she had heard that being introverted would not make you a good human resources professional. When I heard this, I felt my heart "throbbing" a little more. However, as I examined it, I noticed that being introverted does not prevent you from doing the employment field, as being introverted does not preclude you from knowing how to communicate, and additionally sharing does not only imply being active. Introverts' communication style has its own set of perks. Building corporate culture is not just about words, but also about deeds and actual application, which is one of the duties I have an interest in the training sector. This will have a significant influence on employees and the entire firm. For instance, when a company sets up and enforces a code of conduct. C&B section: This will be the segment concerned with the management of both tangible (salaries, bonuses, allowances, etc.) and intangible (career development, working environment) benefits. C&B will need to balance and establish a pay scheme relevant to corporate expenses while ensuring policy stability. HRBP may be already familiar to many people, but it is a novel notion to me.  This job will serve as a link between departments, advising and providing human resource solutions. These are some reflections from Ms. Lan Huong's HR overview lesson, which I found highly beneficial. #FSD #FSDGEN4 #HR #Data _________________

My First Experience as #HR My first HR experience was both exciting and challenging. I joined a dynamic and fast-paced company as an HR Recruiter. From day one, I was introduced to the HR team and given a warm welcome, which immediately made me feel like a valued member of the organization. During my Job, I underwent an orientation program that familiarized me with the company's mission, values, and HR policies. I also received training on various HR processes, including recruitment, onboarding, performance management, and employee relations. One of the most memorable aspects of my first HR experience was participating in the recruitment process. I assisted in posting job openings, screening resumes, and scheduling interviews. It was fascinating to see how crucial HR's role is in finding the right talent to drive the company's success. As the days went by, I became more involved in day-to-day HR activities. I helped organize employee engagement initiatives like team-building events, workshops, and celebrations. These experiences taught me the importance of fostering a positive work culture and the impact it has on employee morale and productivity. Of course, there were challenges too. Dealing with employee concerns and conflicts required empathy, active listening, and problem-solving skills. I learned the significance of maintaining confidentiality and approaching sensitive situations with tact and professionalism. My first HR experience also exposed me to the administrative side of HR, such as managing employee records, updating databases, and handling paperwork. While it was meticulous work, I understood its significance in maintaining accurate and up-to-date records. Overall, my first HR experience was a fantastic learning journey. It provided me with valuable insights into the HR field and allowed me to develop essential skills that are crucial for success in this profession. I look forward to continuing my career in HR and making a positive impact on the lives of employees and the success of the organization. #HR #experiencedcandidates #humanresources #recruitment #benefits #organization #environment

📍What do you do if you're an HR professional looking to advance your career in your later years ? 📌 As an HR professional seeking career advancement in your later years, consider the following strategies to propel your growth :- 1. Choose a Specialty :-Delve into a specific area within human resources. Whether it's payroll, compliance, engagement, recruiting, benefits, diversity and inclusion, or leaves of absence, developing expertise in your chosen specialty can enhance your career. 2. Create Clear Goals :- Define your desired HR career path. Set specific goals, such as taking on leadership roles within your department. These experiences will prepare you for future leadership positions. 3. Contribute Positively :- Be an active team player. Volunteer for tasks that others may shy away from. By contributing positively, you demonstrate your value and commitment to the team's success. 4. Reflect Deeply :-Regularly assess your career trajectory. Reflect on your achievements, challenges, and areas for improvement. Adjust your course as needed to align with your long-term goals. 5. Expand Your Skills :-Continuously learn and adapt. Attend workshops, take courses, and stay informed about industry trends. A well-rounded skill set is essential for career advancement. 6. Network Actively :- Connect with other HR professionals, attend conferences, and participate in industry events. Networking can open doors to new opportunities and provide valuable insights. 7. Seek Challenges :- Embrace projects that stretch your abilities. Tackling complex tasks fosters growth and demonstrates your capability to handle higher responsibilities. 8. Mentor Others :- Share your knowledge and experience with junior colleagues. Mentoring not only benefits them but also enhances your leadership skills and reputation. 9. Strategize Forward :- Develop a long-term vision for your HR career. Consider where you want to be in the next five or ten years, and create a roadmap to achieve those goals. Remember, advancing your HR career is a journey. Stay curious, adaptable, and committed to continuous improvement. #الموارد_البشرية #المجتمع_الوظيفي #الموارد_البشرية_مع_مرتضى #HR #HRWITHMurtadha #HR_WITH_Murtadha #التوظيف #الموارد_البشرية_مع_مرتضى #الموارد_البشرية #hrwithmurtadha #career #hrcommunity #hrcareers #hranalytics #hr #hrmanager #hrm #hrmanagers #hrmanagement #hrofficer #hrspecialist #hrgeneralist #hroperations #humanresources #humanresourcesmanagement #hrdepartment #hrdept #jobs #linkedinfamily #linkedinrecruiter #التوظيف #receuitment #hrwithmurtadha #workplace #بيئة_العمل #المجتمع_الوظيفي 📌 10 Tips to Successfully Advance in Your HR Career https://lnkd.in/eyPDXbEB