Professional

Coaching for Best Practice

by
Team of paper doll people holding hands
STILLFX/Shutterstock

One of the many joys that come from working as a Human Resources professional is learning how to stay open to opportunities that spur personal growth. Every day, the practice of Human Resources is a little bit different given the variety of connections and communications we have with others. Through these connections and contacts, we can make the choice to foster learning and improve our own HR practice by reflecting critically on our views and actions in interpersonal organizational behaviour.

How can we improve our own HR practice so that we can help improve the organizational practice of others?

The concepts embedded in coaching may provide us with some simple steps to include as part of our individual HR practices. In his article, Six Coaching Tips for Your Organization, Charles Qabazard outlines six techniques for effective coaching that translate directly to effective HR practices.

Click here to read the article.

In any organization, the Human Resources function involves listening, asking questions, focusing on solutions, goal orientation, cultural awareness and follow up. Each of these six techniques, on their own, seems pretty simple. When they are pulled together by the thoughtful HR professional, they become powerful coaching tools that elevate the credibility and the role of HR in any setting. In order to be an effective organizational coach for others, we need to ensure that our own coaching skills are in practice every day.

HR practice really does make HR perfect!

Discussion Questions:

  1. Of the six effective coaching techniques, which one is the most important to you?
  2. How does cultural awareness improve the practice of HR?
  3. How do you ensure that you are perceived as a credible professional?
  4. If you were to advise your current boss on these six techniques, which one would you emphasize for organizational improvement?

Why Wouldn’t Anybody Love HR?

by

Oh, let us count the ways!  Some common negative HR mantras include; “HR is only about the people”, “HR is afraid of the numbers”, “HR doesn’t understand the numbers”.

Man holding small heart in hands
Source: wk1003mike/Shutterstock

If these negative mantras prevail, HR Professionals will not be perceived as credible business leaders.

This brief article re-iterates the critical importance of why HR Professionals must fully understand the businesses in which they are engaged. By living and understanding the businesses needs and goals, the HR Professional is able to bring the human element into the numbers equation – that’s right, HR needs to bring the human element into the business numbers, not the other way around.

It is HR’s role to provide the link between organizational profits and its people.

Click Here to Read the Article.

The more we are able to live and speak in the language of the business, the more imperative the role of HR becomes to the leaders influencing the business.

Why is it HR’s job to influence those who influence the organization? Because, when the mantel of HR Professional is assumed, also, is the responsibility for all of the humans in the organization.

Let’s not be tentative about HR’s role in running the business.   HR is not just a business partner, they are business leaders.  Rather than keeping up the myth that HR has to find a seat at the numbers driven corporate business table, it will be time for the organizational units to start earning a place at the HR driven corporate business table.

As HR Professionals, we need to ask ourselves the following questions:

  • Am I speaking the language of the business so that I am understood?
  • How am I presenting my knowledge of the business in my everyday practice?
  • Do I understand who my organizational Human Resources customers are?
  • Where is the evidence that what we do in Human Resources shows a clear path to the appropriate business function?

Discussion Questions:

  1. Why is the perception that, Human Resources is just about the people, still prevalent?
  2. What will I bring to the business table to enhance the quality of work-life for all employees?
  3. What is my understanding of organizational business units?
  4. What was the perception of the HR department in places where I have worked previously?
  5. How do I, as an HR professional, want to be perceived by employees and organizational business leaders?

HR’s Role in Economic Predictions

by
Girl with shopping bags looking at internet browser in sky
Source: Wavebreakmedia/Shutterstock

There is no doubt that the retail sector is a huge industry in Canada.  Many of us have worked in this environment, somewhere along the way, on our individual employment journeys.  There is also no doubt that the retail sector is going through significant challenges and changes that will continue throughout our employment lifetimes.

Click Here to Read the Article

The shift to online shopping has to be one of the most significant changes influencing the retail industry.  As customers, we can now enjoy the ease of online shopping in our pajamas, every day, without ever leaving the comfort of our homes.

From an employment and staffing perspective, it is interesting to note that this article does not speak to the impact on the existing workforce.  Will the need for smaller stores and increased online presence for a retailer like Walmart have an impact on its employees? Will this impact be positive and/or negative?  Absolutely! Just because it is not identified does not mean it does not exist.

This is our challenge, as HR Professionals – we need to be cognizant of these types of industry predictions.  We cannot be blind to patterns in industry that are laid out for us to consider from an employment, staffing, and workforce perspective.  Too often, we leave the industry and economic predictions to others in the organization to process and consider.  Our challenge is not to just monitor the changing economic environment and industry forecasts; but to identify the real issues that will arise because of these changes and chart the right course for the future.  Forecasting is an activity full of risk, but it is a necessary task, as it must identify potential impacts for the employees that we, as Human Resources professionals, serve.

Discussion Questions:

  1. How do I shop differently now from the way I shopped three years ago?
  2. What are three positive impacts on employees who work in the changing retail sector?
  3. What are three negative impacts on employees who work in the changing retail sector?
  4. What are key skills or traits that a Human Resources Professional needs for working within a retail environment to ensure accurate workforce forecasting?