6 Steps To Become A Successful HR

I am a sociable person” and “I love helping others” are two reasons why HRs choose their professional path. For the start of a career, they are significant, although far from ideal. After 30 years in HR, I have some idea of ​​how to succeed in the profession.  Here are the top six strategies to succeed in HR.

Inspire Others

The word I most often use to describe my HR style is inspiration. Most HRs are associated with “rules” and all too often we think of them as the latest bureaucrats, unrelated to the real world of organizational needs. 

Of course, this is present in our work, but the more you inspire others to get acquainted with HR, realize and understand what it is for and what benefits it can provide, the faster you will become a recognized leader in your company and not a gray cardinal. 

If you have enthusiasm, then it will be transferred to the employees of your company and will manifest itself in your corporate culture. If it is not there, then for you it will be another place of work, however, as well as for other employees. There is little fun in this, but you must understand that this is not the type of leadership

Manage Risk

Most HR professionals are risk averse, probably because they are not encouraged to (or not allowed to) take risks. But successful HR practitioners are aware of the need to use the opportunities available and the effect that can be achieved by doing so. For example, at CHRO conferences, experts talk about several alternative recruitment programs.

Within their framework, work was carried out with police units and local agencies that provided services to people in difficult life situations, and a program was developed to work with those who first committed a non-violent crime. We turned to people who never imagined that they would get the opportunity to work in a casino – not just because we needed more applicants, but because it was the right thing to do.

Do Not Sit In Your Office

Spend more time outside of your office. Often for employees, going to HR is akin to seeing a director. Everything will be different if you visit workers at their workplaces more often. They will get to know you better, become more open to your questions, and you will get to know the problems you will have to deal with better. Besides:

  • Employees will appreciate your presence, and your ideas will become clearer to managers. Soon you will be seen as part of a team, not HR hiding behind regulations. You will be able to solve issues before they turn into big problems
  • Create an open door policy that allows employees to express dissatisfaction with decisions, ask questions, get answers, and develop a culture of trust in the company.

Understand The Numbers

Do you want something that costs money? It’s all about budgets – and you have to fight for what you need. HR executives are often reluctant to offer programs and generally take the initiative because they are afraid of being rejected by the company’s management. I once suggested creating a fundamentally new recruitment system – so that applicants could enter their data directly at the employment centers. 

The cost was high, but I was able to show the return on this investment in the language of numbers, paying back the costs in two years. Believe me, if I did not understand the calculation methodology, I would never have received the approval of the management. Everyone has a budget, but that doesn’t mean you should give up without using all the tools available to champion your ideas.

Get Technically Saved

I believe that the use of technology will improve processes and increase efficiency. My problem was that I didn’t know enough to formulate my ideas or participate in discussions. Therefore, I took courses that helped me better understand the terminology and methodology.

 I was never the “smartest guy in the class” but through self-education, I was able to achieve my IT goals, including implementing HR information systems and recruitment systems (in collaboration with service providers we trusted).

Be Strategic

Every large company needs an HR manager who fits into the goal system and supports it. At our company, we wanted HR to be more than just a department. This meant that employees at every level knew and understood their role in supporting the corporate culture and HR philosophy.

For example, a company wanted to build an empowered team, so we developed HR tools that managers and employees used to get HR information and perform a range of activities themselves. After training, we tracked their use and effectiveness. Having these self-service tools enabled the HR team to become a strategic partner rather than an operations clerk.

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