{Kantakji Group}. Add '11795' Fw: 9 Ways to Make HR More Credible (upstartHR)

--- On Mon, 4/22/13, Ben Eubanks <ben@upstarthr.com> wrote: From: Ben Eubanks <ben@upstarthr.com> Subject: 9 Ways to Make HR More Credible (upstartHR) To: alaaalazmeh@yahoo.com Date: Monday, April 22, 2013, 4:01 AM upstartHR via email. Helping you to be a better HR pro since 2009. Is this email not displaying correctly? View it in your browser. Today I'm talking about... 9 Ways to Make HR More Credible Apr 22, 2013 04:59 am | Ben If there's one thing that HR lacks in many organizations, it's credibility. Who really listens to what you have to say? Do your managers, leadership team, and line staff have faith in your abilities to help lead the business, or do they see you as just another roadblock to getting work done every day? Here's the kicker–those of us in the HR space talk often about how to "get a seat at the table" or "develop a strategic HR planning process." It's because we want to know that we have meaning and value for our organizations. But it's rare to think about that in the context of employees. Yeah, you might be "strategic" and "aligned" with your organization, but how much faith does the average employee have in you? How do they perceive you? If prompted, what value would the average employee say that you bring to the organization? With that in mind, let's check out this fantastic list of ideas from my new pal Stephen Tovey. It's basically a how-to manual for demonstrating your value to all staff. If we're implementing strategies and practices to help our Companies achieve their goals, shouldn't we make sure that the people that are going to be needed to to do things to achieve those goals know why? Shouldn't they understand what is being asked of them? Shouldn't they have an input? Engagement needs these things to happen, and where is the credibility of a people-strategy if the people being asked to "do" don't respect or understand those doing the asking? Create and maintain credibility: Focus on all people, not just managers and the ones we think will help our career Work to break down "us and them" and blame barriers Support, develop, coach, mentor (do everything you can!) to up-skill managers to manage people Communicate and promote what HR is doing and why. Be honest. Encourage input and opinion. By being fair and consistent when dealing with all people By challenging managers to be better, fairer managers, not accepting the status quo and not just going along with things Be visible, be available, be empathetic Make sure the workforce planning, strategic and "behind-the-scenes bits" are meaningful, relevant and appropriate Listen to what people are saying to you. Feed it upwards. Make sure, if you're not making the decisions yourself, that you influence those that are, or at least give them all the information. There is a disparity between what we as HR professionals, whatever our level, do and how we see ourselves and what a lot of employees think we do and how they think we behave. Source Let's hear it for him. It's something that desperately needed to be said. I love the points he makes, and his final sentence is the best closer I could have hoped for. How we see ourselves and how our employees see us are two very different things. Learn what the gap is and work to eliminate it, if possible.  How do you maintain credibility for your HR function not only with your leadership, but with your line staff as well? The post 9 Ways to Make HR More Credible appeared first on upstartHR. comments | read more      Click here to download free guides on topics like employee engagement, onboarding best practices, working with young employees, and more.  Challenge This week, share one of these posts with a friend, coworker, or business leader within your organization. Challenge them to find something valuable in the post and share it with someone else. Together we can make a positive impact on the HR profession by pushing others to be strong contributors to their organizations! Planning to take the PHR/SPHR exam? With a fail rate right around 50%, this exam is nothing to laugh at. Click here to learn how I passed the PHR.   follow on Twitter | friend on Facebook | forward to a friend  Copyright © 2013 upstartHR, All rights reserved. You are on this list because you joined at upstartHR.com. If this is not the case, feel free to unsubscribe, but I'm willing to bet you'll miss these awesome tips. Our mailing address is: upstartHR 1304 Autumn Lane http://upstarthr.com Hartselle, AL 35640 Add us to your address book  unsubscribe from this list | update subscription preferences

--
--
You received this message because you are subscribed to the Google Groups "Kantakji Group" group.
To post to this group, send email to kantakjigroup@googlegroups.com
To unsubscribe from this group لفك الاشتراك من المجموعة أرسل للعنوان التالي رسالة فارغة, send email to kantakjigroup+unsubscribe@googlegroups.com
For more options, visit this group at
http://groups.google.com/group/kantakjigroup?hl=en
سياسة النشر في المجموعة:
ترك ما عارض أهل السنة والجماعة... الاكتفاء بأمور ذات علاقة بالاقتصاد الإسلامي وعلومه ولو بالشيء البسيط، ويستثنى من هذا مايتعلق بالشأن العام على مستوى الأمة... عدم ذكر ما يتعلق بشخص طبيعي أو اعتباري بعينه باستثناء الأمر العام الذي يهم عامة المسلمين... تمرير بعض الأشياء الخفيفة المسلية ضمن قواعد الأدب وخاصة منها التي تأتي من أعضاء لا يشاركون عادة، والقصد من ذلك تشجيعهم على التفاعل الإيجابي... ترك المديح الشخصي...إن كل المقالات والآراء المنشورة تُعبر عن رأي أصحابها، ولا تعبّر عن رأي إدارة المجموعة بالضرورة.
---
You received this message because you are subscribed to the Google Groups "Kantakji Group" group.
To unsubscribe from this group and stop receiving emails from it, send an email to kantakjigroup+unsubscribe@googlegroups.com.
To post to this group, send email to kantakjigroup@googlegroups.com.
Visit this group at http://groups.google.com/group/kantakjigroup?hl=en.
For more options, visit https://groups.google.com/groups/opt_out.