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How can you balance staff development with benefits administration tasks?

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As an HR operations professional, you have many responsibilities that require your attention and expertise. One of them is managing the benefits administration for your employees, which involves ensuring compliance, accuracy, and efficiency in the delivery of health, retirement, and other perks. Another is supporting the staff development and career growth of your team members, which involves providing training, coaching, and feedback to help them improve their skills and performance. How can you balance these two important tasks without compromising quality or effectiveness? Here are some tips to help you achieve this goal.

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Shakilah Birungi Namara

Programme Manager - Human Resources
Waleed Warsi

Manager Human Capital - Training & OD @ Yunus Textile Mills | PGD HR - IBA
Renan Rezende

Coordenador de Recursos Humanos | Gest?o de Pessoas | Adm Pessoal | Gest?o de Talentos | Clima Organizacional |…

1 Plan ahead

One of the keys to balancing benefits administration and staff development is to plan ahead and anticipate the needs and challenges of both areas. For example, you can create a benefits calendar that outlines the deadlines, processes, and requirements for each benefit program, such as open enrollment, renewals, audits, and reports. This will help you allocate your time and resources accordingly and avoid last-minute stress or errors. Similarly, you can create a staff development plan that identifies the learning objectives, methods, and outcomes for each employee, as well as the frequency and format of training, coaching, and feedback sessions. This will help you design and deliver relevant and effective learning opportunities that align with your organizational goals and values.

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Shakilah Birungi Namara

Programme Manager - Human Resources
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Develop a long-term strategy that aligns staff development and benefits administration with the organization's vision. Ensure that both aspects contribute to the overall success and sustainability of the workforce. By strategically integrating staff development and benefits administration, you create a holistic approach that supports employee growth and well-being while aligning with the broader goals of the organization.

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Waleed Warsi

Manager Human Capital - Training & OD @ Yunus Textile Mills | PGD HR - IBA
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Balance staff development with benefits admin by prioritizing tasks, using tech for efficiency, and delegating responsibilities. Incorporate short development activities into daily workflows and leverage automation for routine benefits processes. Maintain a calendar for staff development aligned with slower periods in admin tasks. Encourage a culture of continuous learning. Regularly assess and adjust to optimize HR operations.

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Mehak A.

HR Assistant | Benefits & Compensation | Technical Recruiter | Head Hunter | Employee On-boarding | Talent Engagement | HR Operations | HR Generalist
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Balancing staff development and benefits administration demands a strategic focus on efficiency and employee growth. Integrating professional development into the workplace culture, aligned with organizational goals, is crucial. Simultaneously, optimizing benefits administration via technology and streamlined processes reduces administrative burdens. Delegating responsibilities and fostering team collaboration ensure attention to both areas. Regular reassessment and adaptive strategies maintain equilibrium, enhancing employee satisfaction and organizational success.

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THATO MALEMA

Human Resources Administrator / Consultant / Officer /Generalist.
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one of the key factors of balancing staff development and benefits administration would be to identify the need, then creating a culture from that which would assist in implementing a wide strategic focus on development in order pursue growth for both the business and employees.

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Belén Arnó

HR Coordinator en BASF
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La planificación es una excelente herramienta pero siempre y cuando la consideres como algo dinámico y no como estático y que no puede modificarse. En un contexto de alta volatilidad, saber maniobrar a tiempo es también importante para evitar cualquier frustración si se retrasa alguna de las etapas. Por supuesto, se trata de equilibrio, ser flexible sin perder el enfoque y el propósito del plan, porque corres riesgo de que se derrumbe y desorganicen las actividades.

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2 Automate and delegate

Another way to balance benefits administration and staff development is to automate and delegate some of the tasks that are repetitive, routine, or low-value. For example, you can use technology to streamline and simplify the benefits enrollment, communication, and reporting processes, such as using online platforms, self-service portals, or chatbots. This will save you time and effort and reduce the risk of human error or inconsistency. Similarly, you can delegate some of the staff development tasks to other qualified and trusted people, such as managers, mentors, or peers. This will enable you to leverage the expertise and experience of others and foster a culture of collaboration and learning within your organization.

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Belén Arnó

HR Coordinator en BASF
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Delegar es en mi opinión, la herramienta de desarrollo más poderosa que podes tener con tu equipo. Ojo! Si vas a hacerlo, que sea empoderando y delegando la tarea completa, con confianza y sin entorpecer el proceso.

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Renan Rezende

Coordenador de Recursos Humanos | Gest?o de Pessoas | Adm Pessoal | Gest?o de Talentos | Clima Organizacional | Employer Branding | Benefícios | Legisla??o Trabalhista | Diversidade & Inclus?o | Carreira & Remunera??o
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Através de uma linha cronológica, levando em considera??o as entregas mapeadas do dia primeiro até o trigésimo dia, é possível obter um ambiente de organiza??o e sistematiza??o das atividades, de modo que cada um terá sua tarefa para executar.

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3 Prioritize and communicate

A third way to balance benefits administration and staff development is to prioritize and communicate your tasks and expectations clearly and effectively. For example, you can use a prioritization matrix or tool to rank your benefits administration tasks according to their urgency and importance, and focus on the ones that have the most impact or consequences. This will help you manage your workload and avoid distractions or delays. Similarly, you can use a communication plan or tool to share your staff development goals, activities, and feedback with your employees, managers, and stakeholders. This will help you align your expectations, monitor your progress, and celebrate your achievements.

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Belén Arnó

HR Coordinator en BASF
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Priorizá para poder orientar los esfuerzos pero sobre todo, invertí tiempo en comunicar claramente, con impacto y también activando la escucha. De esa danza pueden surgir las mejores ideas para llevar adelante las acciones.

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Renan Rezende

Coordenador de Recursos Humanos | Gest?o de Pessoas | Adm Pessoal | Gest?o de Talentos | Clima Organizacional | Employer Branding | Benefícios | Legisla??o Trabalhista | Diversidade & Inclus?o | Carreira & Remunera??o
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Através de uma ferramenta como a matriz 5W2H, pode ficar tudo organizado de modo que haja uma sistemática em voga, ou seja, além de delegar é necessário um acompanhamento das rotinas pré-estabelecidas e assim verificar o nível de processo no decorrer dos dias.

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4 Evaluate and improve

A fourth way to balance benefits administration and staff development is to evaluate and improve your processes and outcomes regularly and systematically. For example, you can use metrics, surveys, or audits to measure and analyze the effectiveness, efficiency, and satisfaction of your benefits administration processes and programs, such as enrollment rates, utilization rates, costs, or feedback. This will help you identify and address any gaps, issues, or opportunities for improvement. Similarly, you can use assessments, evaluations, or reviews to measure and analyze the impact, quality, and satisfaction of your staff development processes and programs, such as skill improvement, performance improvement, retention, or feedback. This will help you adjust and enhance your learning strategies and methods to meet the changing needs and goals of your employees and organization.

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Belén Arnó

HR Coordinator en BASF
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Medir es esencial, pero no te excedas! últimamente necesitamos tanto de los datos para la toma de decisiones que es muy habitual encontrar una encuesta para todo, lo que genera cansancio y termina bajando la participación. Priorizá para entender qué es importante medir y en qué momento, cuáles son los inputs mas valiosos de esa medición, anímate a explorar nuevas herramientas y estrategias para que participar sea interesante.

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Renan Rezende

Coordenador de Recursos Humanos | Gest?o de Pessoas | Adm Pessoal | Gest?o de Talentos | Clima Organizacional | Employer Branding | Benefícios | Legisla??o Trabalhista | Diversidade & Inclus?o | Carreira & Remunera??o
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Os indicadores s?o essenciais quando falamos em acompanhar e avaliar as entregas. O caráter é de supervis?o de forma que possamos avaliar a qualidade e o formato do que está sendo entregue. N?o basta fazer uma entrega, mas sim agir de modo peremptório e que elucide as quest?es pré-estabelecidas no matriz de atividades.

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5 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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Renan Rezende

Coordenador de Recursos Humanos | Gest?o de Pessoas | Adm Pessoal | Gest?o de Talentos | Clima Organizacional | Employer Branding | Benefícios | Legisla??o Trabalhista | Diversidade & Inclus?o | Carreira & Remunera??o
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Sempre é possível melhorar as entregas, levando em considera??o o quesito de agilidade, estimulando o time para desenvolver e performar melhor. A melhor "cobran?a" é a parceria e o posicionamento assertivo da lideran?a.

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Belén Arnó

HR Coordinator en BASF
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Cuando hablamos de desarrollo no hablamos de un proceso más, nuestro capital está en esas personas, no son estáticas, pueden cambiar de ideas y expectativas. Comunicarse es esencial en este proceso.

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How can you balance staff development with benefits administration tasks?

1

2

3

4

5

1 Plan ahead

2 Automate and delegate

3 Prioritize and communicate

4 Evaluate and improve

5 Here’s what else to consider

HR Operations

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How can you balance staff development with benefits administration tasks?

1

2

3

4

5

1 Plan ahead

2 Automate and delegate

3 Prioritize and communicate

4 Evaluate and improve

5 Here’s what else to consider

HR Operations

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