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Sandy Cropper, of Human Capital Consulting, specializes in Career & Leadership Development, Training & Coaching.? Sandy is an active member of ?IndySHRM and currently serves on the IndySHRM Strategic Leaders Forum committee by assisting with communications and programming.?
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As Human Resource professionals, it?s a great time to be in this profession!? Change is a constant and there are many opportunities to impact the organizations and people we serve.?
Phyllis Hartman, author and speaker for IndySHRM?s Strategic Leaders Forum August program, shared a two-part program.? The first hour focused on the challenges we?re facing and the ?4 N?s? for HR Success.? The second hour identified strategies for staying current and developing your people.
Peering into our ?Crystal Ball?, we see challenges posed by these external influences:? the Economy, changing Technology, Government regulations & compliance, and Organized Labor.? Even though lots of folks are looking for jobs because of the economy, there is already a shortage of qualified candidates especially in these areas: skilled trades, engineers, IT professionals, financial professionals, and technical sales.??
Internal influences that pose challenges are retention, workforce development, diversity, talent management and rewards.? One challenge is that the most qualified of our employees are the most likely to leave as the economy improves.? So, consider how you can develop and reward to retain your best and brightest.
Phyllis shared in her ?Future-cast? the changing demographics.? First, there are 80 million Boomers who will be retiring over the next 10+ years, and there are not enough Millennials to replace them.? It?s time now to be building the workforce of tomorrow.
The 4 N?s required for HR to meet these challenges are:
- Knowledge Seekers
- Networkers
- Negotiators
- Numbers Managers
Knowledge Seekers ? build competence in three areas:? HR Technical expertise/practice, HR Behavioral competence and Business competence.? In the area of Business, it is vital to develop Strategic/Business Planning abilities, Financial Management, Change Management, Operations/Marketing/Sales, and Technology applications.
Networkers are able to build and leverage a strong base of contacts.?? This is necessary to keep current in best practices, find resources, and get ahead in your career.
Negotiating skills are necessary to help HR professionals sell ideas to Leadership and to staff.? It is also valuable in negotiating with candidates and working with vendors.
Number Managers? are able to use labor and demographic data to plan strategically for future needs.? Research data and benchmarks help justify decisions.? SHRM is now setting standards for HR that we can use to measure against.
How Can We Keep Up?
Now that our awareness was raised on the many challenges, Phyllis shared multiple ways to keep up!?
The first area was staying current in our professional knowledge using SHRM?s website, LinkedIn, Formal Education, Publications, Mentors/Colleagues and co-workers.? It?s important to carve out time to continue to learn to stay abreast of change.
The second area is to know your organization, not just from an HR perspective.? Know your business, the core processes, your customers, image/brand, and culture.? What is it your customers and board want?? What is the current state of your staff morale?? You need to know these answers to serve your organization.
As busy professionals, one area that suffers is maintaining and building our Networks.? Consider everyone a contact and think of networking as a 2-way transaction, people helping people.? Phyllis suggested creating a tracking system so that you can easily reach out when necessary to find resources you need.
Phyllis shared her model for learning/practicing Negotiations:
S? ?set your goals and limits
U ??understand the other side
C ???create value opportunities
C??? communicate fairness and flexibility
E ???evaluate and re-evaluate
S ???support and develop relationships
S ???seek agreement.
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Closing Thoughts
The reality is that ?if you cannot effectively predict the future, you must flexibly be prepared to deal with various possible futures.?? It is an exciting time to be in this profession.? You need to be ?brave? to be in HR, but the rewards are great!
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Mark your calendar for Friday, November 2nd, from 7:30 a.m. ? 10:00 a.m., for the Strategic Leaders Forum?s final program in the Bridging the Gap between Operations and HR series. The program will consist of a panel of C-suite Managers and a local VP of HR who will share their opinions, insights and answer attendee questions on what an HR professional needs to know to more effectively gain trust, respect and ultimately a seat at the C-suite Managers table. This will be a very interactive program you will not want to miss!
Watch for future IndySHRM information to register for this event.
If you are interested in writing a program synopsis for the IndySHRM Strategic Leaders Forum, please contact Laura Kragness, SPHR at Laura.Kragness@mysynergy.com.
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Source: https://www.indyshrm.org/crystal-ball-magic-spells/
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