You're exploring career options in HR Operations. Which path will lead you to success?

It is better to start as an HR generalist. As an HR generalist you can experience the different aspects of Human Resources. You will have better skills and knowledge.

Starting your career as an HR Generalist is a great way to gain experience across the various areas of HR and how they are connected. As you progress in your career, you might enjoy continuing in a generalist role, or you may find that you are drawn to a HR specialization that you want to go deeper into.

Como profissional generalista experiente, posso afirmar com convic??o que aprofundar-se em gest?o de pessoas é a chave para desvendar e superar qualquer desafio nesse campo uma vez que conseguimos transitar dentro dos principais gargalos e podemos ajudar a pensar e estruturar estratégias que tragam solu??es para a empresa.

Starting your HR career as an HR administrator or HR assistant is an important way to build skills and knowledge in this profession. 1) It gives you an opportunity to learn from your superior. Assisting in HR daily operations like onboarding, recruitment, and performance management gives you a wealth of knowledge in HR skills. 2) You can advance from this role to becoming an HR generalist because you already have good hands-on experience with what the role entails. 3) Human resource management is a field that requires experience and skills, so build it gradually.

Eu comecei como Generalista de RH e fez toda a diferen?a no meu percurso profissional dentro da ciência do capital humano. Percorri pelo recrutamento, gest?o de carreeiras, forma??o, processos disciplinares, responsabilidade social e tantas outras áreas. Super aconselho a come?ar também por ai e depois seguir para onde o cora??o indicar. Hoje, o meu queridinho do RH é o Recrutamento!

You must be a strategic business partner to understand Talent Acquisition. This part is where you holistically align talent with business goals. You must understand the business of your company and the talent it needs to drive sales to the next level. It's one thing to know what you need, and another thing to figure out how to find who you need. Even though there is a pool of talent out there, it takes a lot of knowledge, resources, and effort to find a talent that is ready to work for you. Most talents are already occupied; the ones who are free are looking for companies with already structured workplace cultures and policies. The question is, does your company have the enabling work policies that would retain these talents when they come?

The job of HR never ends; its a continuous process all aimed at driving productivity. Adhering to best practices means promoting L&D in our organizations. Training and development are essential for any organization that wants to thrive; however, they are also very important for people looking into specializing in HR. Having a keen eye for gaps could be a sign that L&D is your area of specialization. It has its own procedures, just like others, but if you have been a generalist, then finding specialization in L&D becomes easy.

One thing I have found helpful in my workplace is the compensation and recognition strategies. I'd tell you this for free: a lot of things contribute to the retention of employees in a workplace; that is why companies are seeking compensation strategies to help build compensation packages that are attractive to their staff. Every employee wants to be part of a team that is recognized and appreciated for their efforts. If you have knowledge of finances or compensation, then you will thrive in this area.

Como profissional generalista experiente, posso afirmar que aprofundar-se nas rela??es com os colaboradores pode ser a chave para solucionar desafios nesse campo. Uma vez que conseguimos transitar dentro dos principais gargalos, podemos ajudar a pensar e estruturar estratégias que tragam solu??es para a empresa.

In my experience, employee relations play a key role in the culture of the company. No matter how structured or well defined your culture is, if the management doesn't show a good example of practicing great employee relations, all your defined cultures and policies will end up in the trash. Employees love to see how management handles conflicts between staff. They want to see how you promote and show examples of good communication and language. They want to see how professional and decent you are with your words when you are under pressure. Remember, it starts with you. You must set good examples for others to follow.

All paths have the potential to lead to success. First of all, be clear about your definition of success, and from that point on, learn as much as you can from everything you do and about what the other teams around you do. Be curious to find out the "why" we do something vs the "how we do something". Depending on what success means to you, your journey might be making horizontal moves to gain knowledge or moving vertically to gain responsibility. Not one single path will lead you to be successful; there is no magic potion, and what works for some doesn't work for others. If you need help figuring out what you like, it might be easier to figure out what you don't like first. Learn to connect the dots; not one area of HR works independently.