Posts in category: Mentoring Side Up – Case Studies

HR is not just a department, but an essential pillar of any successful organization. If you feel that your HR agenda is not given the importance it deserves, quitting should not be your first option.

Instead, take the initiative to demonstrate the value that a great #HR resource can provide.

Here are some ways to uplift your department’s value in the eyes of the stakeholders:

– Sit with them to understand their area of work. Help solve for problems related to soft skills.

– Be an ally and advocate for your colleagues. Advocate for their concerns and challenges in front of senior stakeholders and provide a pathway to resolve those issues.

– Assist your colleagues with “How To” procedures, such as creating KRAs, self-review processes, leave applications, and conflict resolution.

– Stay true to your word. Be the Salman Khan to them, if you commit something, then ensure that’s done, without them needing to follow up.

– Provide them with insights and data trends. Are they worried with the layoff news? Get them into a quick huddle & share what you know about the layoffs in major Tech firms and what’s happening in your organization.

– Coach them in their career journey. Probe them on questions like what roles do you aspire to do? how would you get them? What challenges do you face? How are you solving for them?

Many leaders haven’t seen the immense value a solid HR team provides. It’s your responsibility as an #HR professional to show it to them.

6 Questions #HR professional should ask him/herself every week:

1) What problem did I solve?

2) Whose problem did I solve?

3) How did my solution help the people?

4) What are the next steps of this solution?

5) What feelings did I invoke through my actions?

6) What can be done to ensure this problem doesn’t re-appear?

Start thinking & writing this and see the benefits un-fold, for you & your #workplace.

How should #HR use science of Management to make every day people decisions? Take this study for example: Effective Managers (those with high quality & output of performance, more committed & engaged team members) spend 44% of their time in #communication.

On the other hand Successful Managers (those who got promotions quickly) spent 48% of their time in networking (building rapports with seniors/engaging in org politics).

This study was conducted in 1988 by Fred Luthans.

If this is #science, then what should an #HR do?

– If you make your successful managers as role models, your #organizationalculture would definitely smell of boss-pleasers.

– If you celebrate, reward & encourage effective managers to take more centre stage, specially during your engagement & communication events, you would start seeing the culture drift more towards positive #workplace communication & #HRM.

Use Science & Art of HR to make the difference in your organization.

When you are in a corporate job as an #humanresources professional, try & seek as many certification courses as you can from your employer.

– Understand from your role & organization perspective, which course(s) is relevant for you.

– Scout the market & evaluate all options objectively.

– Consult & take guidance from your seniors on the benefits of the selected course.

– Seek sponsorship of the course from your employer. Be ready to settle in for part sponsorship.

– Negotiate on doing this course during work-hours (without cutting on your Earned Leaves).

I say this with experience, by being on both sides of seeking & giving approvals, if you’re passionate, persistent and committed to do this course, your HR Head would give you the approval, budget and time to do this.

However, what is extremely important for you to do post the completion of the course is:

– Share what you learnt with your team.

– Apply the newly acquired knowledge to your job.

#learning is the only way to #growing.