What do you do if you want to stand out in HR Operations?

Actively seek out cross-functional collaboration opportunities within the organization to gain a deeper understanding of various departments' needs and challenges, proactively contribute to strategic initiatives that align HR practices with overall business objectives, and cultivate strong relationships with stakeholders at all levels, demonstrating your ability to add value beyond traditional HR functions and positively impact organizational success.

To stand out in HR operations, focus on developing a strong understanding of HR principles, regulations, and best practices. Continuously seek opportunities to enhance your skills, through formal education, certifications, or on-the-job experience. Stay updated on industry trends and technological advancements that can improve HR processes. Must have excellent communication and interpersonal skills. Demonstrate your ability to problem-solve, innovate, and drive efficiency in HR operations. Showcase your commitment to supporting the organization's goals and contributing positively to its culture. Through your expertise, adaptability, and a proactive attitude, you can distinguish yourself in HR operations.

Embracing technology is a must. HR has become a very data driven and employee experience driven "sport." You need to be able to: -Quickly get data you need -Access and present data in a format that is clear -Manipulate data using AI, Excel, etc. And: -Provide tools that allow employees to self-serve -Have employee needs easily met with mobile access apps from your HRIS -Understand all that your HRIS has to offer Our HRIS has saved us a person or two over the last 7 years. Do not underestimate the value these systems can provide. And always be looking at how you can use them even better to create efficiencies. Create your own experience!

Technology is the driving engine behind any successful HR operation. HRM software edge off HRs day to day operation so HR can give extra efforts to achieve a company goal. HR must have to align with trending Market policies & technologies to keep updated.

As HR professionals, we may sometimes overlook certain aspects that are crucial for operations. While HR often focuses on policies, procedures, and compliance, it's important to maintain sight of the human aspect. Ensuring employees feel supported, valued, and listened to can significantly impact morale, productivity, and company culture. In today's rapidly evolving business landscape, organizations must be adaptable to change. HR professionals should be proactive in helping employees navigate transitions, whether it's organizational restructuring, technological advancements, or changes in market dynamics.

Assertividade é aquela "carta na manga", que a empatia desenvolve. Muitas vezes o profissional de RH precisa literalmente "ler" o outro. Não só pensar ocmo ele, mas ver e sentir. Só assim para o "tornar comum" existir.

Ainda assim, os melhores amigos do profissional de Recursos Humanos no Departamento Pessoal, continuam sendo a Consolidação das Leis Trabalhistas e a Convensão Coletiva de Trabalho. Não tem como fugir desses 2!

Alguém já disse: "quanto custa para mim treinar esse funcionário, sendo que depois, ele vai embora?". Então, alguém respondeu: "E quanto custa, ficar com alguém sem ser treinado?". Responder perguntando é uma ferramenta de desenvolvimento importante.

O desafio para nós, profissionais de Recursos Humanos nesses tempos, continua sendo a transição de uma area operacional para uma estratégica. Desafio por que alguns não conseguem ainda fazer esse mapeamento e entender sobre tal importância. Sou da simples opinião que areas processuais do RH, deveria ser fundidas à areas analíticas, promovendo assim um RH cheio de estratégia e desenvolvimento humano.

4 practical ways to stand out right away: 1. Technology Integration: Implement user-friendly HRIS platforms for streamlined processes. 2. Data-Driven Decision Making: Analyse turnover rates and create a dashboard of all critical drainage points and things that are working for the department. 3. Employee Experience: Gather feedback through surveys and implement changes accordingly. 4. Diversity and Inclusion: Use blind resume screening, establish employee resource groups, and offer diversity training.