You’re in HR and want to stay ahead of the curve. How can you build your problem-solving skills?

People can tend to focus a lot on training and seminars But, to stay ahead of the curve.. you really need to understand your business, and where it’s going, and the industry challenges That tells you a lot about what the impact on the people space will be… You then understand the people strategy aligned to this And look to upskill in these areas Business often needs hr to be more in touch with what’s going on at the front of the organisation, so they can support in the right way and on the right things

We face numerous situations in our daily work life. Some, are favorable and some, create hindrances. When we encounter unfavorable situations, we often end up in slow or no progress. To overcome these obstacles, we need to change our perspective of viewing the particular situation by analyzing those steps that got us into the problem. Remember, nothing happens at once, we advance in steps. By carefully analyzing each step and comparing its expected results, we can figure out the problem and achieve the desired outcomes.

To enhance problem-solving skills in HR: Seek continuous learning through workshops and courses. Analyze case studies and real-world scenarios. Engage in cross-functional collaboration for diverse perspectives. Practice active listening and empathy to understand root causes. Implement structured problem-solving frameworks like PDCA or DMAIC. Encourage a culture of innovation and experimentation within the HR team. Reflect on past challenges to identify areas for improvement.

To enhance problem-solving skills in HR, the following strategies need to be considered: 1. Embrace Continuous Learning: Stay updated on the latest industry trends through workshops and conferences. 2. Analyze Case Studies: Review real-life HR scenarios to develop a strategic approach. 3. Develop Data Analysis Skills: Learn to leverage data and analytics for effective decision-making. 4. Practice Critical Thinking: Engage in activities that enhance critical thinking.

In my experience we can only solve the problem in a better way when we actually understand it, because every problem has a solution, we just need to change our perspective. Being an HR professional our aim is to resolve the issue without the hustle and makes life easier ??

Exploring alternatives enhances our understanding of a situation from various perspectives. Having multiple solutions to a problem boosts confidence, knowing there's always a backup plan. An open mindset is key to staying ahead of the curve.

In this context, I highly recommend reading a book written in Portuguese called: Alternative Approaches in T&D. Its author brings several alternatives to explore development possibilities.

Para alcan?armos com excelência esta fase, é fundamental executar corretamente a etapa de identifica??o. Além disso, é essencial considerar as opini?es de profissionais em cargos operacionais, aqueles que mantêm contato direto com os clientes da empresa. Eles representam uma valiosa fonte de insights, pois est?o envolvidos nas estratégias da empresa, na execu??o operacional e têm uma vis?o externa do negócio.

Now's the time to let your imagination run wild and think up all the solutions you can, like brainstorming without a filter. This is your chance to flex those creative muscles, dive into research, and bounce ideas off others. Chat with your team, your boss, or even someone outside your bubble to get fresh viewpoints. You're on a treasure hunt for the best solution, and the more paths you explore, the likelier you are to strike gold. Keep an open mind, and remember, at this stage, there are no bad ideas, just stepping stones to the right answer.

What else? How else? Are questions that could help you frame your thought process to explore better or different alternatives Stretch it to different extremes and then you have the chance to weigh the pros and cons Without those extremes you won't have much choices to make and strategize on

Look at each idea through a microscope, checking out how practical it is, how well it might work, and what kind of ripple effects it could have. Think about the resources you'll need, the time it'll take, and how it stacks up against your goals. Don't forget to weigh the pros and cons, like balancing cost against benefits. If you can, try a mini version of your plan or run it by a test group to see how it flies. This way, you're not just guessing; you're making an informed choice based on solid evidence about what's really going to solve your problem.

Analyze and evaluate each potential solution based on its feasibility, impact, and alignment with your organization's goals and HR strategies. Consider the resources required, potential risks involved, and the expected outcomes before selecting the most viable solution.

After exploring and considering alternatives to solve the identified problem, the next step in problem-solving is to evaluate and select the best alternative solution. To do this effectively, you can use various decision-making techniques such as: 1. Criteria-based evaluation: Establish criteria (such as feasibility, cost-effectiveness, impact, and sustainability) to evaluate each alternative solution against. 2. Weighted decision matrix: Assign weights to each criterion to prioritize them, and then score each alternative based on how well it meets each criterion. 3. Cost-benefit analysis: Compare the costs and benefits of each alternative solution to determine which one provides the highest value.

Ao implementar estratégias de melhoria, é crucial n?o limitar-se a resolver apenas um problema, ignorando a possibilidade de surgimento de outros. As a??es devem ser planejadas considerando todas as áreas que podem ser afetadas pelas iniciativas propostas, a fim de evitar a resolu??o de um problema específico e a cria??o de novos desafios.

Develop a detailed action plan that outlines the steps required for implementing the chosen solution. Assign responsibilities to the relevant individuals or teams and establish clear timelines. Continuously monitor the progress and outcomes of the implemented solution, collecting relevant data and feedback to assess its effectiveness.

Additional advice, when implementing a company wide strategy or initiative change, try a pilot program. If the problem being solved is measured across the company in total, then select a department, region, geography etc to be put to test to determine if solutions developed could be successful. It’s a little extra time but knowing potential for greater impact or negative impact from small group study is better than implementing company wide and solution not helping underlying issue. This of course is best if issue is not department specific etc, but across the board.

Once the best alternative solution has been selected, the next step is to implement and monitor the solution to ensure its effectiveness. Here are some key steps to follow during the implementation and monitoring process: 1. Develop an implementation plan: Create a detailed plan outlining the steps, timeline, responsibilities, and resources needed to implement the chosen solution. 2. Communicate and engage stakeholders: Ensure that all relevant stakeholders are informed about the solution and actively involved in the implementation process. 3. Execute the plan: Carry out the implementation of the solution according to the established plan and monitor progress closely to address any issues that may arise.

Um aspecto crucial, frequentemente mal executado, é a comunica??o das solu??es planejadas que ser?o implementadas. Geralmente, as estratégias s?o concebidas em reuni?es de alta lideran?a, sem a participa??o dos profissionais que efetivamente executam as tarefas. Ao definir a melhor estratégia a ser implementada, muitas vezes as informa??es s?o repassadas com prazos apertados, comunica??es fragmentadas e pontos relevantes n?o considerados. O ideal é sempre envolver um representante operacional que esteja diretamente envolvido no processo, pois ele terá uma vis?o mais abrangente sobre o impacto das novas solu??es.

This means putting the chosen option into action and monitoring the results. You can use various tools and techniques to help you do this, such as the Action Plan, the Gantt Chart, or the PDCA Cycle. These methods can help you define the tasks, responsibilities, and timelines of the implementation, track the progress and performance, and check the quality and effectiveness. By implementing the solution, you can ensure that the problem is solved and the goals are achieved.

Constantly reflecting on experiences and learn from them help us to build our own skills in problem solving. Most importantly, it is also the genuineness in attitude that helps one to solve others problems. HR professionals who are naturally empathetic go on a long way in being supportive and kind to people.

To further enhance your problem-solving skills, consider investing in your professional development. Attend relevant workshops, seminars, or conferences focused on problem-solving in HR. Engage in online courses or webinars that offer insights into innovative problem-solving techniques. Join HR associations or networks to connect with like-minded professionals and exchange knowledge and experiences.

Learn from others, learn from mistakes and learn from experiences! The fastest way to learn more problem solving without actually being in a problem Is to read, listen and talk to others on what they have went through before How did they overcome the challenges Why did they do what they do

Have a growth mindset - continuous learning is key in this craft. Learning on the fly can mean testing and learning as you go along - and that’s okay. While it’s important to be theoretical, being pragmatic is also as important.

Problem-solving in HR is less a sprint, more a marathon with continuous skill upgrades. Each challenge is a mini-masterclass in what you're rocking at and what needs a bit more work. Grab feedback like treasure and share your own sagas and oops moments with fellow HR adventurers. It's like trading cards but for insights, making you and your circle wiser with each swap.

First step in problem solving is clearly defining what the problem is. I know of a case where a lady went and complained to HR that a man was sexually harassing her. This man came to me and said mam, we were both into mutual relationship and I wonder why she complained this way. Without knowing the fully story HR accused this guy. ...then there are multiple layers to this case and the rest is history. As a first step define the problem and get alignment that this is the problem we are trying to address. Defining the problem clearly and getting everyone to confirm the same is 50% of the problem already solved and then it's a matter of applying common sense. If existing policy already has a guideline to help use it else apply common sense.

To enhance problem-solving skills in HR, prioritize continuous learning through courses, workshops, and certifications in relevant areas such as conflict resolution, data analysis, and HR technology. Engage in cross-functional collaboration to gain diverse perspectives and insights. Embrace experimentation and learn from failures. Additionally, leverage technology tools for data-driven decision-making and stay updated on industry trends through networking and professional development opportunities.

Antes mesmo de colocar a sua energia em resolver algum problema organizacional, se pergunte: este problema irá impactar a estratégia do negócio? Se tiver dúvida, pare por um momento e olhe para o mapa estratégico da companhia. Isso evitará que você se torne um RH meramente executor e passa a operar como um business partner de RH.

Effective problem solving is a step by step process which starts with identifying the problem….is it a real problem? Is it an issue that might have multiple solutions? Once we identify the problem, we can come up with multiple ideas through efficient brainstorming with different levels of colleagues to identify effective solutions.

In a nutshell, certifications and trainings are all well and good, but I believe that there is no substitute for hands-on learning on solving problems. I feel that many of us are afraid to make mistakes and companies are equally unforgiving in this area. I'd like to leave you with a quote to think about: “Good decisions come from experience, and experience comes from bad decisions.” - Rita Mae Brown