Hacking HR

Stepping into the role of an HR manager is a huge transition. Suddenly, you're leading recruitment strategies and the go-to person for resolving real and often controversial issues. You will often have to navigate difficult conversations—whether it's helping an underperforming employee, handling allegations of workplace harassment, addressing the complexities of layoffs, or discussing the contentious topic of pay equity. How can you manage these challenging situations? Here are a few strategies for making the most of difficult conversations and achieving positive outcomes. ⭐Check out our latest guide for new HR Managers! It aims to help you grow the essential skills and knowledge to excel as an HR manager: 👉https://bit.ly/3ybK0oW #hrmanager #hrmanagement #performancefeedback #performancemanagament #employeerelations #workplaceissues #hrgeneralist

Growing as an HR leader means cultivating specific skills, including the discernment to choose which battles are worth fighting for. It also means building your brand as an HR leader and cultivating a reputation aligned with your values and unique style. 🔸Identifying the core values that guide your actions and decisions. 🔸Sharing your knowledge and insights through presentations, articles, or social media. 🔸Building Your Network: Connecting with other HR professionals and leaders in your industry. 🔸Being Visible: Attending conferences, participating in industry events, and volunteering for leadership roles. Last but not least, always stay true to yourself. Don't try to be someone you're not. Authenticity is vital to building trust and credibility. If you are starting a new HR leadership role, look at the super-detailed guide we've crafted to help you take your first steps. ⭐Check it out here: https://bit.ly/3ybK0oW #HRmanager #humanresources #HR #humanresourcesmanagement #HRleadership

Long gone are the days when walking on water was enough. Now they also want us to fly over water. It really doesn’t get any easier for us, does it? (Picture: Brazilian surfer Gabriel Medina celebrating his historic 9.90 score, the highest single wave score in Olympic history. Picture by: @jeromebrouilletphotography)

HRIS, HCM, HRM… What's the difference? Although very similar, human resource information systems (HRIS) serve a different purpose than human capital management (HCM) or human resource management (HRM). In brief, HRIS functions are encompassed within HRM software, which has a broader scope, and HCM encompasses functions of both HRM and HRIS with more advanced capabilities. These different tools have different scopes, focuses, and purposes. What you choose to implement for your organization depends on several factors, such as organization size, industry, and workforce needs. ✨ In our latest blog post, you will find all the essential information you need to make an informed decision about implementing and maximizing the impact of an HRIS (including some of the best HRIS providers on the market today.) ⭐Check it out here: https://bit.ly/4dn2W2Y #HRIS #HRM #HCM #humanresources #hr #HRTech #hrtechnology

Our latest post. Get ready - Coming soon: The AI HR Summit The AI HR Podcast Powered by Hacking HR!

STARTING IN TWO WEEKS! We are launching our Hacking HR August Series: "Building Resilient and Successful Organizations: HR's Strategic Role in Business and People Success" This powerful program is designed to equip and enable HR professionals and leaders with the advanced knowledge, innovative strategies, and transformative tools needed to spearhead organizational resilience and sustainable growth. 🔸All the sessions (LIVE and recorded videos post-event) are free to our community! 🔸Also, the series offers HR credits (12 SHRM + 12 HRCI) and a digital certificate of participation exclusive for our premium members! ⭐JOIN US! 👉Register here: https://bit.ly/3SsmSJD ⭐Check out the fantastic agenda we put together👇: 🔸HR Leaders as Trailblazers: Redefining HR's mandate as the architect of organizational resilience and success. 🔸The Strategic HR Blueprint: Forging the link between people strategies and business triumph. 🔸Talent Acquisition Reimagined: Pioneering innovative approaches to win in the evolving talent marketplace. 🔸Building a Learning Organization: Cultivating an ecosystem of continuous growth and adaptability. 🔸Culture as a Competitive Advantage: Harnessing cultural dynamics to drive unparalleled business performance. 🔸Employee Relations in the Modern Era: Mastering the art of trust-building in a complex, multi-generational workplace. 🔸The Well-being Imperative: Elevating employee wellness from a program to a business imperative. 🔸Data-Informed HR: Unleashing the transformative power of analytics in people decisions. 🔸Agile HR: Catalyzing business agility through responsive and adaptive HR practices. 🔸Strategic Workforce Planning: Architecting the future-ready workforce for sustained organizational success. 🔸The Future of Work: Crafting high-performance Ecosystems in the Era of Distributed and Flexible Work. 🔸HR as a Change Catalyst: Positioning HR at the vanguard of organizational transformation and innovation. ⭐Join us!⭐ #strategichr #hrstrategy #humanresources #HR #HRtraining #CHRO #HRBP #HRleadership #HRcommunity

Employee surveys should not be mandatory. While it's natural to want maximum participation, forcing employees to participate can backfire. Imagine being told you must share your thoughts and feelings, even if you don't feel comfortable doing so. It's likely to lead to: 1️⃣ Resentment: Employees may feel their autonomy is violated, leading to negative feelings towards the survey and the organization. 2️⃣ Dishonest Feedback: If people feel pressured to participate, they may not provide truthful responses, rendering the data unreliable. 3️⃣ Lower Response Rates: Mandatory surveys often result in lower participation rates, as employees may simply go through the motions without genuine engagement. Instead: Empower Your Workforce Through Choice and focus on encouraging voluntary participation by: ✨Building Trust: Communicate clearly how the survey data will be used and emphasize the anonymity and confidentiality measures in place. ✨Creating a Safe Space: Assure employees that their feedback is valued and that there will be no negative repercussions for sharing honest opinions. ✨Highlighting the Benefits: Explain how the survey results will be used to improve the workplace and create a more positive experience for everyone. ✨Making it Easy: Ensure the survey is user-friendly, accessible, and doesn't take up too much of their time. (⭐Learn more: https://bit.ly/46pa10s) How are you handling employee surveys in your organization? #HumanResources #employeefeedback #employeesurveys #employeeretention #talentretention #hrstrategy

Feeling sorry for somebody is defined as pity. Empathy.. now, that's a totally different game, at a whole new level.

There's a common misconception among leaders that kindness, compassion, and empathy are signs of weakness, potentially undermining their effectiveness. However, data and research tell a different story. Great leaders who double down on focusing on their relationships and the humanity of their teams with kindness and empathy not only foster a healthier work environment but also drive higher performance and productivity. Leaders who focus on the humanity of their team members create a culture where people feel valued, understood, and supported. This human-centric approach is not about coddling or lowering standards, but about recognizing that each team member is more than just a cog in the machine; they are people with unique needs, aspirations, and challenges. Kindness When leaders demonstrate kindness, they instill a sense of loyalty and motivation in their team. Research shows that employees are more committed to the vision of a leader who cares about them and whom they can trust. This loyalty translates into increased dedication and willingness to go the extra mile, which directly boosts productivity. Compassion Compassionate leaders understand and empathize with their team's challenges, both professional and personal. By fostering a supportive environment, they enable their team to overcome obstacles more effectively and efficiently. Teams led by compassionate leaders are more resilient and adaptable, key qualities in today’s ever-changing business landscape. Empathy Empathetic leaders have a deeper understanding of their team’s dynamics and the challenges they face. This insight allows for more informed and effective decision-making. When leaders empathize with their team, they can tailor strategies that not only achieve objectives but also resonate with their team’s strengths and capabilities. Kindness is not a weakness The belief that kindness is a weakness stems from a narrow view of leadership. True leadership strength is about balancing performance with empathy, setting high standards while also being supportive. Leaders who practice kindness don't sacrifice performance; they enhance it by creating an environment where team members are mentally and emotionally equipped to tackle challenges. So... what? Leaders who emphasize kindness, compassion, and empathy often outperform those who focus solely on work-related aspects. A team that feels cared for is more engaged, creative, and willing to collaborate, leading to innovative solutions and improved performance. In essence, great leaders understand that their team's well-being is integral to their success. By prioritizing kindness, compassion, and empathy, they build stronger, more dedicated teams that drive higher performance and productivity. Far from being a sign of weakness, these qualities are hallmarks of effective, forward-thinking leadership. The future of successful leadership lies in recognizing the power of humanity in the workplace.

ANNOUNCEMENT: Hacking HR's Crash Courses! (First one, coming soon: Fundamentals of HR Planning and Budgeting). ---- This year we launched our Hacking HR's Certificate Programs. These are Master's Degree level programs unique in the design: LIVE classes; practitioner-led; and the most affordable in the market. As affordable as they are, our Certificate Programs are a significant time investment: around 50 learning and project-based hours per program. That's why we are introducing a new learning program to the Hacking HR community: "Crash Courses". Crash courses are self-paced, text-only, 1 to 2 hour in duration, programs that focused on just one specific topic. They are meant to help HR professionals learn and master complex topics in a relevant, practical and simple manner. Each Crash Course offers a certificate of completion and up to four HR recertification credits. We are planning to offer 50+ Crash Courses per year! The first Crash Course is: "Fundamentals of HR Planning and Budgeting" . Coming right after: - Project Management for HR Professionals  - Coaching First-time Team Managers for Performance Conversations - Designing Effective Learning and Development Programs ---- NOTE: All our Crash Courses (and also our Certificate Programs) are included in our Hacking HR annual premium membership: USD $159 per person (or $139 per person, for corporate level - only for five accounts or more). There is no additional cost for the crash courses or certificate programs: it is all included in our annual premium membership. Stay tuned! More information coming soon.