Management Coaching Skills: 3 Ways to Get the Best!

Management coaching is always a challenge, and the most successful managers know it.

Few will argue that an excellent manager is also a good coach; they understand and work with employee strengths, as well as support team members to shore up weaknesses.

Management Coaching Management coaching builds teams and fosters respect, as well as a sense of ownership in the job. It clarifies responsibilities and accountability.

There is no one solution for what makes good management coaching, but various traits combined; they allow managers to respond to the challenge.

Want to brush up on management coaching skills? Start with these three issues:  Continue reading “Management Coaching Skills: 3 Ways to Get the Best!”

Human Resources Pros: Three Skills to Develop NOW!

Many human resources pros have the desire to make it to the top—becoming a CHRO (Chief Human Resources Officer) or similar position.

Although it is certainly good to aspire to greatness, the truth is there are few C-level management HR roles to go around.

Human resources prosShould the lack of high-level human resources positions hold a motivated human resources go-getter back? No!

Three skills human resources pros can develop RIGHT NOW, to increase their chances of being the best in their profession.

They may not guarantee anyone a shot at the boardroom, but they do better the odds for long-term career success: Continue reading “Human Resources Pros: Three Skills to Develop NOW!”

HR Karma: The Do’s (and Don’ts) of Human Resources

Good human resources practices, like the workplace itself, are always changing.

Human resources pros need to learn what they can do better to improve employees, the company and themselves.

Tribe HR; Human Resources

there is no doubt the rise in technological advances and increased access has provided more opportunity for interaction than ever before.

That is why the time is now for human resource personnel to start making themselves a more valuable part of the organization.

They should do it not simply for their benefit, but for the company as well.

Granted, this move will take more than a little bit of subtlety and finesse.

Building a top recruiting brand is one thing, but if your company ignores qualified job candidates for long enough, the word will get out. Few people will be left who want to work for you.

Yes, you might be setting a good (and smart) example when recruiting, hiring and promoting women and other protected groups. On the other hand, if you refuse to pay women the same rates as other workers doing the same job, you’re will be sure to run into problems.

It’s a little like karma; after a while, human resources weaknesses will catch up to you.

An infographic put out by TribeHR highlights a few of the major things to do (and to avoid) in HR management. it is filled with interesting statistics, such as:

  • Only 6 percent of recruiters rate themselves as “excellent” in analytics.
  • Sixty percent think they are ineffective or behind the curve when analyzing the employment “landscape.”
  • Fifty-six percent of HR professionals think that annual reviews are accurate measures of an employee performance.

These numbers demonstrate a (nearly) willful ignorance of the realities in today’s human resources management.

Human Resources: Free live ovation demoThe primary goal of human resources managers is to strengthen the relationship between employers and employees.

To support this goal, there is a variety of functions that HR must show proficiency, both within the human resources department and throughout the organization.

Human resource departments have a great degree of latitude, especially in smaller businesses. However, they can always do more to recognize, for example, contributions of women (and other protected groups) within the organization.

What’s more is that HR needs to devote more time for interaction with individual employees. This face-to-face experience provides the consistent feedback necessary for good morale and development.

These are only some of the key elements of an effective human resources leader. They must perform a number of functions to accomplish this goal.

More of the “The Do’s and Don’ts of HR Management” infographic after the jump… Continue reading “HR Karma: The Do’s (and Don’ts) of Human Resources”

Five Silly Things HR Must Stop Doing NOW!

We all want human resources departments to improve, becoming indispensable to an organization’s success.

5 Silly Things HR Must Stop Doing NOW

Things will never get better for HR, however, unless they stop acting in ill-advised, ridiculous and downright asinine ways.

Below is the first in a list of things common to many HR departments worldwide. These five things should stop immediately:

Continue reading “Five Silly Things HR Must Stop Doing NOW!”

7 Steps to Painless Human Resources Hiring!

Hiring can be a painful process, especially if it isn’t done right!

7 Ways to Make Hiring Painless!The hiring process is often both lengthy and arduous, for human resources, management and the candidates themselves. In companies of every size, business owners are so eager to  be hiring the next superstar talent, they end up discouraging other good candidates in the process.

Starting with job postings that do not accurately reflect your company culture, vision or brand; lack of follow-up during the hiring and other missteps, there are so many significant opportunities missed. During the hiring, all members of an organization, from management, human resources and the boardroom to the rank and file employee in the mailroom, your main goal is to put your best foot forward.

If your human resources department has the burden of hiring or screening applicants, there are seven key things you should do, to make hiring as painless as possible:Human Resources: Free live ovation demo

  • Write a description of your ideal candidate. As an example, decide on a detail-oriented or a big-picture thinker. To find the right person, it’s essential to know what kind person you’re looking for.
  • Nail the job description. Give candidates an accurate idea about the job, with the nitty-gritty details of how, where and when employees are be expected to perform.
  • As the flow of candidate resumes come, conduct initial interviews, makes assessments, and produce a short list of candidates for the hiring managers to evaluate.
  • To get the most from early interviews, develop a list of pertinent questions to pose to every candidate, as well as the specific answers you want to hear.
  • Knowing the right time to offer the job; creating a commission structure to deliver the results you want.
  • Deliver a clear and smart training plan for all new hires, extending through the crucial first 90 days of employment.
  • Stay involved by staying in regular contact, to coach the new hire through their first six-month employment period.

This infographic below, from employment screening and hiring company HireRight, has information taken from real-world job seekers. Continue reading “7 Steps to Painless Human Resources Hiring!”