You're facing challenges in HR Operations. How can you build resilience to overcome them?

Black & White Involve all the stakeholders & put everything in Black & White. Develop robust Standard Operative Procedures (SOPs) and stick to them. Revisit the processes once in a while, invite expert guidance, measure, learn & improve Process improvement is the key !!!

Begin by identifying potential risks that could impact HR operations. These might include internal risks (e.g., high turnover, inadequate training) and external risks (e.g., economic downturns, regulatory changes).Evaluate the potential impact and likelihood of each identified risk. Use a risk matrix to prioritize risks based on their severity and probability. Develop strategies to mitigate identified risks. This might include implementing new policies, investing in training, or enhancing communication channels.

Para construir resiliência diante de desafios em opera??es de RH, é essencial investir no aprimoramento contínuo das habilidades e conhecimentos, implementar processos estruturados e manter uma comunica??o clara e eficaz com a equipe. A promo??o da colabora??o, a gest?o do estresse e a adapta??o a mudan?as também s?o fundamentais. Além disso, aprender com experiências passadas e buscar feedback de mentores pode oferecer novas perspectivas e solu??es, enquanto o uso de tecnologias adequadas e o estabelecimento de metas claras ajudam a manter o foco e a confian?a na supera??o dos desafios.

Uma a??o que pode destacar como contribui??o para superar desafios em opera??es de RH é a implementa??o de um processo de automa??o de tarefas repetitivas, como o controle de ponto, gest?o de benefícios ou atualiza??o de dados de colaboradores. Ao automatizar essas atividades, você n?o só reduziu o tempo gasto pela equipe de RH, como também minimizou erros manuais e aumentou a eficiência no departamento.

Busque entender o cenário e analise suas variáveis. E, após isto, desenvolva relacionamentos e crie planos de contingência. Dessa forma, se algo n?o sair conforme o planejado, você terá apoio e um plano B na m?o, mitigando e, às vezes, até mesmo anulando riscos.

Continuous learning is crucial for advancing your career. It equips you to address future challenges and make informed decisions. By identifying your strengths and areas for improvement, you can enhance your knowledge effectively. Numerous online courses, webinars, workshops, and certifications, such as those offered by Udemy, Coursera, and LinkedIn Learning, are available to support your growth. Additionally, seeking guidance from HR experts can help you navigate your career path and stay updated with market trends.

Trabalhar n?o apenas as hard skills, mas as softskills, como comunica??o, gest?o de conflitos e aten??o aos detalhes, te possibilitará atuar como um mediador, trazendo n?o apenas solu??es, mas novas ideias e oportunidades advindas de cenários de tens?o.

Continuous improvement & learning should be embedded within the operations. Also, design organization in a way to encourage people to learn and grow their career. Shared services are located in locations where there are many career change opportunities, hence it is important to put people's career a focus to manage talent drain.

Conduct an inventory of the current skills and knowledge within your HR team. Identify strengths and areas for improvement through self-assessments, peer reviews, and performance evaluations. Provide opportunities for continuous learning through workshops, seminars, and online courses. Focus on areas such as crisis management, change management, and HR best practices. Encourage HR team members to pursue professional certifications relevant to their roles, such as SHRM-CP, SHRM-SCP, or PHR. These certifications can enhance their expertise and credibility. Promote a culture where continuous learning and improvement are valued. Encourage team members to stay current with industry trends and best practices.

Building resilience in HR Operations involves continuous skill enhancement and adaptation. For example, during a major company merger, our HR team faced immense pressure managing employee transitions. We invested in training on conflict resolution and legal compliance. This proactive approach not only equipped us to handle the challenges effectively but also strengthened our overall resilience. Encouraging ongoing learning and development ensures your team remains adaptable and capable of navigating complex HR landscapes.

Implement an HRMS to automate administrative tasks such as payroll, benefits administration, and employee record-keeping. This reduces manual workload and minimizes errors. Use ATS to streamline the recruitment process, from job postings to candidate management. Automation speeds up hiring and improves candidate experience. Utilize HR analytics tools to gain insights into workforce trends, employee performance, and engagement levels. Data-driven decisions can help in anticipating issues and planning proactively.

This is so critical. Technology and AI is incredible and teams and individuals who invest in understanding how to leverage this will adapt and grow with the technology into the next phase of business. Those who don’t will be left behind and/or replaced by technology. A quote from a prior CEO that will always stick with me is “AI can do 80% of the work but you still need the 20% human touch to ensure its purpose, values and tone of voice aligned to your objectives.” With every process, I ask myself “how can I automate this” or “how can I streamline this” with the ultimate goal of scaling my team through technology and processes and not headcount.

Adicionando algumas estratégias que se aliam ao tema "Aproveite a tecnologia" posso citar que as empresas devem investir em software de RH como plataformas de R&S, administra??o de benefícios e avalia??o de desempenho. Implementar sistemas de análise de dados seria de grande valor, ainda mais nos dias de hoje.

Building resilience in HR Operations involves leveraging technology effectively. One example from my experience is the implementation of a comprehensive Human Resource Management System (HRMS) at a previous company. This system automated routine tasks such as payroll processing and attendance tracking, which significantly reduced errors and saved time. During a period of unexpected staff shortages, the HRMS ensured continuity by streamlining processes and maintaining accurate records. Staying updated with the latest HR tech trends and tools allowed us to adapt quickly and maintain operational efficiency, even in challenging times.

HR Operation involves various laborious jobs which consume most of their bandwidth, that can be easily done through technology. If these times are saved, HR can Indulge into more analytical, critical, creative, collaborative and cultural development related activities which cannot be done by Technologies but are the most important aspects in Team Building & Organization Development.

Foster a culture of transparency where information is shared openly, and employees feel informed about organizational changes, decisions, and expectations. Implement regular one-on-one meetings and team check-ins to provide opportunities for employees to voice their concerns, ask questions, and give feedback. Establish formal and informal feedback channels, such as surveys, suggestion boxes, and open-door policies, to ensure that employees can express their opinions and ideas. Promote collaboration across departments by creating cross-functional teams for projects and initiatives. This encourages diverse perspectives and collective problem-solving.

Important to build a culture of collaboration to break down silos with HR ops & also with other enterprise functions, and a culture of continuous improvements.

Cultura é tudo. Obviamente que divergências ir?o surgir, mas o grande diferencial é ter uma cultura onde n?o há conflitos de egos e falta de respeito, onde a busca é por culpados. Uma cultura de comunica??o transparente, de respeito e que favore?a a liberdade de opini?es, acolhendo a todos, é uma cultura saudável e inovadora, onde as pessoas querem ficar e as divergências s?o resolvidas rapidamente, antes de piorarem e prejudicar os relacionamentos.

In the early days of my HR career, I faced a major challenge when a sudden shift in company policies led to widespread confusion and dissatisfaction among employees. Recognizing the need for a resilient approach, I implemented a culture of open communication and support. We held regular town hall meetings to address concerns, actively sought employee feedback, and collaborated with leadership to make necessary adjustments. This not only resolved immediate issues but also strengthened our team’s trust and adaptability. By fostering a culture of transparency and mutual support, we transformed a difficult situation into an opportunity for growth and enhanced engagement.

Continuous improvement should be embedded within the team working to ensure processes are reviewed , updated and also transformed at times leveraging insights from process mining and task mining tools

Tenha planos de a??o e indicadores, além de uma cultura acolhedora. Mas também é imprescindível que se tenha foco na melhoria contínua! Assim como a sociedade muda, a tecnologia muda, o mesmo acontece com os negócios e, estar atualizado e atento às tendências, traz inova??o e vantagem competitiva, de modo a melhorar a vida das pessoas e prover a sustentabilidade do negócio.

Building resilience in HR Operations requires continuous improvement and adaptability. Regularly reviewing and updating HR processes is key. For instance, in one of my previous roles, we faced significant delays due to outdated approval workflows. By scrutinizing these processes and simplifying them, we reduced bottlenecks and improved efficiency. Aligning HR practices with strategic objectives also ensured that our operations were not only more resilient but also aligned with broader business goals. This approach not only addressed immediate challenges but also positioned us better for future changes

Business environments, legal requirements, and technological advancements are constantly evolving. Regular reviews help HR processes stay current and compliant with these changes. Periodic assessments identify inefficiencies, bottlenecks, and areas for improvement. Updating processes can streamline operations and reduce redundancy. Reviewing HR processes ensures that they meet the needs and expectations of employees, leading to improved satisfaction and engagement. Regular updates help identify and address potential risks, such as compliance issues or outdated practices, reducing the likelihood of costly errors or legal problems.

In order for leaders to become partners with HR, HR must first understand the business and the pain points of leaders. Once this relationship is strengthened, managers will engage with HR issues and be willing to work together.

A lideran?a deve ser a maior apoiadora das a??es de RH. Mas para isso, ela precisa ser instada a participar dos projetos e a??es do RH. Para isso, conscientize-os da importancia em apoiar as a??es do setor. Utilize dados, e demais elementos de persuas?o.