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10 BEST Ideas to Get Creative in Your HR and Business Roles (how to draft a People Strategy)
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- čas přidán 31. 07. 2024
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This is a longer video than I usually make that cover 10 actions/ideas to help you get creative in your roles and for your people plans and strategies. The role of HR and how we add value to any business is very clear, it is time to take this to another level by being creative and innovative in our roles. To propose ideas and add value to business outcomes. Ideas that we are proud of our and see as our key achievements.
👩🏻💻 Resources: IBM Report - HR 3.0 Model | www.ibm.com/thought-leadershi...
🎥 Video chapters
00:00 Intro
00:38 Action 1 | Employee Performance Management
02:53 Action 2 | Leadership Development
06:14 Action 3 | Design Thinking and Agile Ways of Working
08:37 Action 4 | Compensation and Pay Framework
09:52 Action 5 | Skills and Learning
11:13 Action 6 | Employee Experience
13:14 Action 7 | HR Tech
14:49 Action 8 | People Data
15:50 Action 9 | Upskilling HR teams
17:15 Action 10 | Talent
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What are you currently work on/leading on in your roles?
This was an insight video. Continue the great content
Hey Sanja 👋 this video is really informative👩💻. Thanks for mentioning the current trends and the softwares. 👐
Thank you Shikha. Glad you have found it informative. 👍
Btw how do we get the experience in hr I mean if we want to get job in hr so we need some experience in some places or in some companies so where we will start how can we get some experience in this job do we have to anything for this
Hi, I would ask for a work experience first. Just a few weeks to work along side relevant HR team to see what you think. Please note that everyone organisation has a different HR model in place, where roles and responsibilities can vary. You have transactional, operational and strategic HR. So be aware of this when you start to secure your work experience placements. I would select a number of companies, ask if I could get work experience for free so you can compare not just one company.
Also, some companies may offer structured HR work placements, so you need to research further. You can check on their careers pages, LinkedIn too. I would also find relevant HR professionals and recruiters who work for these companies on LinkedIn to ask directly and build connections this way.
@@SanjaWilliams which courses do I have to do for become a hr manager in UK, USA, or in other countries after my 12th class and which things do I need for this job
@@fanficjmin You don't need an HR qualification to work in HR. It is not like being a doctor or engineer. Why don't you ask for work experience first in HR and take it from there to learn slowly. For us in the UK, most people complete CIPD courses, I believe in the USA they have SHRM certification. Again these are just courses usually completed in a year, they are not undergraduate degrees. You can study HR, psychology is a good choice too, or business degree with HR modules if you are keen to go to Uni.
I have my CIPD but started my career as a contractor via recruitment agencies and build from there now I am a senior HRBP and can assure you it is really lucrative. I have always worked predominatly within the NHS, but like I said as a contractor I have also worked for other sectors, non-profit organisations, private and public sectors. This has really enhanced my experience as well as my CV. I would suggest you start off as a contractor.
It is interesting but design thinking and agile work for tech or product teams , marketing also in some areas but definitely I cannot see it working in HR or finance functions. Could you quote an example of how HR initiatives such as new compensation policy, career path or talent development can be implemented using agile and design thinking?
Hi Olivka. Design thinking is a methodology for developing organisation design. You can learn more about it here - designthinking.ideo.com
Agile is flexible, collaborative and doing things at the same time vs Waterfall approach where you have to follow step by step before you move onto next thing. Agile way of doing business is for all organisations and departments to explore working in going forward as best practice and next generation of working.
HR operating models vary from an organisation to organisation. Any department can work in an agile way if they wish to do so. I work in an agile HR function. It is probably difficult to get your head around it if you don't work in one as you do need to experience it. You will notice things happening at pace, more transparency and prioritisation of work. HR will still have its usual calendar of activities that happen on a regular basis, such as we do pay reviews once a year, we promote people twice a year etc
@@SanjaWilliams I do not see it working with policies I know HR wants to be agile and use all tech frameworks but I never saw it working. How to use Scrum for implementing benefits or leave policy? Same with finance functions.
@@olivka7560 In my experience, HR teams would operate in sprints, use a relevant dashboard for progress, have weekly sprint reviews and drumbeat etc they also may develop a minimum viable product. They may have OKRs. I see it very simply, which is a way of doing business.
@@SanjaWilliams of course if we see sprints as being Agile then I guess we can call it that. But in 90% of projects in HR which are in small and medium businesses HR does not have simple standardised policies, there is no documentation. Promotions are intuitive, there is no career path or clear policies on things such as benefits. HR wants to be Agile but when Hr generalist mostly need to just draft basic policies how Agile will work. That was my question. You have no salary bands how would you use design thinking for this? Or you need standardise compensation with different EOR in different locations with different labour laws. Of course if one joins a company that is mature , big 4 etc and there is new feature or tool then sure but this is not majority of challenges of HR especially for people who want to get to HR. Because most people want startups or tech companies where they can be ahead of HR within 5 years and CHRO within 10. My experience is nowadays people don’t want to work for corps where they need 20 years of experience to be at C level. They want to earn 6 figures in 8-10 years of experience. As you can see many Silliocon valley C level HR execs are in their 30s. So from my perspective it is really a priority to know how to create something from nothing. How to start from scratch write policies what tool to use how to communicate it, how to create smooth communication and build in that. I don’t see Agile in it just yet. Writing company rules have to be written , Agile is not needed for this.