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Last updated on 2024年8月11日

You’re struggling to develop your HR Operations skills. How can a mentor help you improve?

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If you work in human resources, you know how important it is to have strong HR operations skills. HR operations are the core functions and processes that support the people management and development in an organization. They include areas such as payroll, benefits, compliance, employee relations, performance management, and HR systems. But how do you develop and improve your HR operations skills, especially if you face challenges such as lack of resources, time, or guidance? One possible solution is to find a mentor who can help you grow and learn from their experience and expertise. Here are some ways that a mentor can help you improve your HR operations skills.

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1 Identify your gaps

A mentor can help you identify your strengths and weaknesses in HR operations, and help you set realistic and achievable goals for your improvement. They can also provide you with honest and constructive feedback on your performance, and suggest areas where you need to focus more attention or learn new skills. A mentor can also help you assess your current level of knowledge and competence in HR operations, and recommend resources, tools, or courses that can help you fill your gaps.

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Brandon T. Burnette

Experienced HR Leader | SPHR | Content Creator
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I prefer mentors who aren't deeply familiar with me because they tend to offer more honest and direct feedback, which is essential for growth. Building a relationship with such mentors can be particularly valuable, as their fresh perspective often brings insights that those who know me well might overlook.

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Renuka Nawathey

Human Resources Leader | Driving Strategic HR Practices & High-Performance Cultures | | NIT Nagpur | ADMIMS | BFSI |
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Identifying Strengths and Weaknesses:A mentor can assess your current skills and competencies, helping you identify areas of strength and areas that need improvement within HR operations.Setting Clear Goals:Work with your mentor to set specific, measurable, achievable, relevant, and time-bound (SMART) goals related to enhancing your HR operations skills. This provides a clear roadmap for improvement.Guidance on Skill Development:Your mentor can provide guidance on which HR operations skills are most relevant to your career goals. They may suggest specific training programs, workshops, or certifications to enhance your expertise.Access to Resources:A mentor can be such as industry publications, books, online courses, or conferences

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Brandon T. Burnette

Experienced HR Leader | SPHR | Content Creator
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I prefer mentors who aren't deeply familiar with me because they tend to offer more honest and direct feedback, which is essential for growth. Building a relationship with such mentors can be particularly valuable, as their fresh perspective often brings insights that those who know me well might overlook.

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2 Share best practices

A mentor can share their best practices and tips on how to handle various HR operations tasks and challenges. They can show you how they use HR systems, policies, and procedures to manage and optimize HR operations. They can also share their insights and lessons learned from their own career journey, and how they overcame obstacles or solved problems in HR operations. A mentor can also introduce you to their network of contacts and peers in HR operations, and help you expand your professional connections and opportunities.

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3 Support your development

A mentor can support your development and growth in HR operations by providing you with encouragement, motivation, and recognition. They can celebrate your achievements and successes, and help you cope with setbacks and failures. They can also challenge you to step out of your comfort zone and take on new responsibilities or projects that can enhance your HR operations skills. A mentor can also act as a sounding board and a trusted advisor, and help you deal with any issues or concerns that you may face in your HR operations role.

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4 Model the skills

A mentor can model the skills and behaviors that you need to excel in HR operations. They can demonstrate how they communicate, collaborate, and influence others in HR operations. They can also show you how they think strategically, analytically, and creatively in HR operations. They can also exemplify how they handle stress, change, and ambiguity in HR operations. By observing and learning from your mentor, you can emulate their skills and habits, and apply them to your own HR operations work.

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5 Provide accountability

A mentor can provide you with accountability and follow-up on your progress and actions in HR operations. They can help you track and measure your results and outcomes, and evaluate your performance and improvement. They can also help you review and adjust your goals and plans, and ensure that you are on track and aligned with your expectations and standards. A mentor can also hold you accountable for your commitments and responsibilities, and remind you of your purpose and vision in HR operations.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Max van der Klis-Busink

#PassionForPayroll
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I have always loved the idea of a mentor and of being mentored. You can do this within your organisation and/or outside of your organisation. I always engage with my global payroll network to share my experience and best practices, as well as learn from theirs. This truly gives an inside/outside perspective leading to insight. I highly encourage everyone to start mentoring. You all have so much to share, so share!

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You’re struggling to develop your HR Operations skills. How can a mentor help you improve?

1

2

3

4

5

6

1 Identify your gaps

2 Share best practices

3 Support your development

4 Model the skills

5 Provide accountability

6 Here’s what else to consider

HR Operations

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You’re struggling to develop your HR Operations skills. How can a mentor help you improve?

1

2

3

4

5

6

1 Identify your gaps

2 Share best practices

3 Support your development

4 Model the skills

5 Provide accountability

6 Here’s what else to consider

HR Operations

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