You want to keep your employees engaged. What is the role of HR Operations in employee development?

Facilitating training programs, career growth opportunities, and skill enhancement initiatives. They ensure smooth execution of learning and development activities, manage training logistics, track employee progress, and assess training effectiveness. HR Operations also collaborates with managers to identify skill gaps and tailor development plans to meet both individual and organizational needs. By fostering a culture of continuous learning and providing avenues for professional growth, HR Operations contributes significantly to employee engagement and retention.

HR Operations play a multifaceted role in employee development, encompassing everything from designing training programs to supporting career growth and fostering a culture of continuous learning and improvement within the organization.

In a real-world scenario, HR Operations actively supports employee development through various initiatives. For instance, they might coordinate recruitment processes to ensure the right talent is onboarded. They then organize tailored training sessions based on employees' needs and company objectives, such as leadership workshops or technical skill-building programs. Additionally, HR Operations facilitates performance reviews and career advancement discussions, providing guidance and resources for employees to progress within the organization. By managing these aspects effectively, HR Operations contributes directly to enhancing employee engagement and overall organizational success

The role of HR Operations in employee development involves facilitating training and development programs, identifying skill gaps, coordinating learning opportunities, managing performance appraisal processes, and providing resources and support for career advancement. Additionally, HR Operations plays a key role in fostering a culture of continuous learning and growth within the organization.

We see HR professionals, managers, and everyone else using their HRIS to put in coaching sessions, verbal warnings and write-ups but we are missing a huge area of opportunity to showcase an employee's wins and successes. Make sure that you notate when an employee does something well not just when they do something warranting disciplinary action. "I spoke to Jenna about getting her EOD reports done by 4pm last month and she has not missed that time since." We rely on our memories instead of facts and we start to think too subjectively instead of a fair mix of both subjectivity and objectivity. When we have data that shows both the positives and negatives we can see a clearer picture for both our future selves and other leaders.

Harbor a culture of growth mindset. Growth mindset is the idea that we are never the final version of ourselves; we can always be better than ourselves yesterday. Once one starts on the path of growth mindset then one can find more ways to improve oneself. With more ways to improve oneself, the Venn diagram of overlapping benefit for home life and work use becomes larger and more likely to garner utility in the workplace. Leaders should not only practice the idea of growth mindset but also financially support their employees in the process. Either in the form of time off to go to a seminar about Generally Accepted Accounting Principals or staring a program that enables each employee to spend $1,000 a year on learning materials.

Some common and overall aspects which can be considered includes 1) Tailor made Training and Development Programs 2)Support their Career Path and that need to be aligned with Succession Planning of the departments 3)This may include employee recognition programs, wellness initiatives, social events and other activities designed to boost morale, motivation and job satisfaction. 4)We can offer mentorship programs, job rotations to employees within organization, cross-functional projects to gain knowledge of activities in other departments.