I’m sure you have heard the phrase “30,000-foot view,” referring to someone being able to see the big picture. I have a colleague at Samaritan who often uses the phrase “view from the balcony” in leadership discussions in a similar way. In the first session of the Human Resource Management Academy, we will take a balcony, or 30,000-foot view, of the Human Resources (HR) function. We will start out with the big picture and work our way towards specific ways to effectively lead the HR role.
The role of HR is a critical one for organizations. Before someone responsible for HR can tackle this important role, they need to understand what all it encompasses and what the organization wants you to focus on. There are strategic, operational, and administrative roles to consider. Each of these roles requires a different approach.
HR is most effective when functioning as a strategic partner with organizational leaders to reach the organization’s goals. In most organizations, HR does not supervise most of the employees directly. So, they need to help to set up HR processes and support supervisors and other leaders to operate the organization. This is not always an easy role and takes someone with skill and experience to do this effectively. For example, one area that can be difficult for people in the HR role to manage is the balancing of organizational needs with the need to be an employee advocate at times. In this first session of the series, we will examine the key HR management competencies it takes to be effective in an HR role.
During these times of low employment and a competition for talent, it is more important than ever for organizations to develop a strong culture where employees are engaged and happy in their roles. This is a broad topic that intersects with many of the topics we will discuss during the entire series. We will discuss how employee cultures develop and how to change them for the better.
The only thing constant is change. Organizations are no different. But, there are ways to more effectively manage change within organizations. A lot of this involves effective communication and communication systems. On many employee engagement surveys that I facilitate, employees often rate organizational communication low. This doesn’t have to be the case, as there are many communication strategies and disciplines organizations can implement to improve communication.
I hope you can join me for the HR Management Academy as we discuss these and other relevant topics and set the stage for the entire series.
Series starts April 18, 2018
Register for the entire series at a discount or opt in to individual sessions!
Entire course approved for 22 credit hours towards PHR, SPHR and GPHR professional re-certification.
Each session approved for 1.84 credit hours.
- April 18, 2018: Human Resources Strategic, Operational, and Administrative Roles
- May 16, 2018: Employment Laws, Compliance, and Minimizing Risk
- June 20, 2018: Job Descriptions, H/R Recordkeeping and Reporting
- July 18, 2018: Effective Recruiting & Hiring
- August 15, 2018: Behavioral-based Interviewing
- September 19, 2018: Employment Assessments
- October 17, 2018: Coaching Employees and Performance Feedback and Appraisal
- November 21, 2018: Conducting Investigations, Disciplining, and Terminating Employees
- December 19, 2018: Employee Relations and Engagement
- January 16, 2019: Employee Orientation, Training, and Development
- February 20, 2019: Pay, Benefits, and Other Rewards
- March 20, 2019: Safety, Security, Health, and Leaves of Absence Management