Elevate HR Magazine

Get ready for ?????? ?????????????? of The Leaders Talk - TLT, the ?????????????? ???? & ???????????????????? ???????????????????? by the HR Professionals Network - HRPN and The Leaders Network - TLN, supported by our ?????????? ?????????????? / ?????????????? ???? ???????????????????????????? ??????????????: SmartHCM and ???????????????? ???????????????????? ??????????????: United Sol (??????.) ??????.??? ?? Date: 19 April 2025 (Saturday). ? Time: 11 am PKT to 3:00 pm PKT. ?? Venue: Karachi. ?? Theme: "???????????????????? ??????????????????: ?????? ???????????? ???? ???????? ????????" ?????????????? ???????? ????????: https://lnkd.in/d6rJUnyJ ? This event will bring together ??????+ ???? ?????? ???????????????? ?????????????? to engage in insightful discussions, share innovative practices, and explore the latest trends shaping the future of work. ?????? ?????? ?? ?????????????????? ??????????????: ?????? ?????????????? ???????????? & ??????????????????, ?????? ?????????????????? ???????? ??????, ?????? ?????? ???????????? ???????????????????? ????????. Our Sponsors/Partners ??: Our ???????? / ?????????? ?????????????? & ?????????????? ???? ???????????????????????????? ??????????????: SmartHCM (https://smarthcm.cloud/ae/). Our ???????????????? ???????????????????? ??????????????: United Sol (https://www.unitedsol.net/). Our ???????????? ??????????????:?People Perfect Pakistan (https://people.com.pk/). Our ???????? ??????????????: Cheezious Pakistan (https://cheezious.com/). Our ???????????? ????????????????: Our ???????????? ????????????????: Pakistan Single Window (PSW) (https://www.psw.gov.pk/), Corporate Research and Investigations (https://crigroup.com/), International Centre of Excellence (https://ice.edu.pk/), FlowHCM (https://flowhcm.com/). Supported By: ASK Development Private Limited, AsiaHRM, Elevate HR Magazine. Call for ??????????????????????/?????????????????????????? for the ?????? ?????????????? ???? ?????? ???????? on ???????? ??????????, ???????? in ??????????????: PayPeople.pk AI-based SaaS Cloud HR & wellbeing Software, MyHCM, TimeTrax - HRMS & ERP Software, Insurekar.pk - Insurance Market Place, Resourceinn HRMS & Payroll, Mentor Health, HARMONY - The HCM Platform, PrimeHRMS, Decibel HRMS, Allure Digital, WebHR, HR Ways - Hiring Tech Talent, Rozee, RozeeGPT. ?????? ??????????????????????????:? ??+92 3030050018 / ??: [email protected] #TheLeadersTalk #TLT #ElevateHRMagazine #HR? #HRPNGlobal?? #HRPN #AIHR #SHRM #CIPD #HRCI #HRProfessionalsNetwork

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A team is only as strong as it's weakest link. We know that a TEAM is like a chain.. When pressure is exerted to achieve our set organizational goals, the weakest link tends to be the point of failure.. For a team to truly be strong it cannot be too dependent on any one person, it has to be a chain with pressure spread evenly across the length; each link supporting the next. For a Team to grow & succeed, it's vital that we as Leaders understand and identify where does each member need our support to strengthen these links... One great framework to identify & support team members is using the Team Growth Matrix also known as Performance-Potential Matrix created by McKinsey And Co. To identify and categorize team members across these 9 categories as shown in the schematic representation below, you should ask yourself these 5 key questions: 1. How well does the employee currently perform their job duties? (Assess current performance level: Low, Medium, High) 2. What is the employee's capacity for growth and development? (Evaluate potential: Low, Medium, High) 3. How quickly does the employee learn new skills or adapt to changes? (Indicates potential and ability to improve performance) 4. What is the employee's level of engagement and motivation in their role? (Can affect both current performance and future potential) 5. How well does the employee's skill set align with their current role and potential future roles? (Helps determine if they're in the right position to maximize performance and potential) By answering these questions for each team member, you can more accurately place them in the appropriate category on the matrix. For example: - A Talent Risk (Low Potential, Low Performance) might score low on all five questions. - A Consistent Performer (High Potential, High Performance) would likely score high on all five. - A Potential Performer (High Potential, Low Performance) might score low on question 1, but high on questions 2, 3, and 5, with variable results on question 4. These questions provide a comprehensive view of each employee's current state and future prospects, allowing for more nuanced categorization and targeted development strategies. - with Ketan Da

74% of executives admit to subjective decision-making: And 98% fail to implement best practices. Objective analysis is always key in decision-making. I want to share a great analytical framework that can help. It is called CATWOE Analysis. It provides a structured approach for analyzing complex business problems by considering multiple perspectives. The acronym CATWOE stands for: 1. Customers: Identifies the beneficiaries or stakeholders affected by the problem or solution. They are the ones who will use or experience the end result. 2. Actors: The people or groups who will carry out the tasks and make the solution happen. They are the ones who will be responsible for implementing the changes. 3. Transformation Process: This is the series of steps or actions that will convert the current situation into the desired outcome. It's the process of how the problem will be solved or how value will be created. 4. Worldview: The overall perspective or mindset that shapes how people see the problem and the potential solutions. It's the lens through which the situation is viewed. 5. Owners: The individuals or groups who have the power to make decisions about the problem and the solution. They have the authority to approve or reject changes. 6. Environmental Constraints: The external factors that can impact the problem or the solution, such as laws, market conditions, or social norms. These are the limitations or challenges that need to be considered. CATWOE analysis can help achieve a holistic understanding of the problem, systematic problem-solving, and engagement with all relevant stakeholders. How to use this tool in practice: A) Define the problem and identify all 6 elements. B) Analyze each point and overall insights. C) Develop the most viable solutions. D) Implement and monitor. Try to implement it in practice: It will definitely contribute to better decision-making. P.S. What analysis do you perform when making decisions? ?? Get a high-res PDF: 1. Follow me Igor Buinevici 2. Sign up for my newsletter at WildCapital.co You will get this PDF (+15 others) directly in your welcome email.

What does it take to become the head of HR? An HR career is anything but linear. To rise to the top, HR professionals need more than deep expertise in one area—they must master a wide range of skills across various functions. Consider the differences between a compensation expert, a recruiter, and an HRBP. Each requires unique technical knowledge, interacts with different internal clients, and influences business strategy in distinct ways. So, how do you navigate this complexity and position yourself for leadership? By contemplating your career as a lattice. The Career Lattice model highlights the importance of lateral and diagonal moves, not just upward promotions, as part of career growth. It’s about expanding skillsets across HR disciplines to develop a well-rounded understanding of the function and an external view of it. Multiple options for developmental mobility can be considered: 1?? Cross-functional: Develop different internal customer skills and perspectives by moving from HRSS to COE to HRBP. 2?? Specialist to Generalist: Expand from depth to breadth by gaining an enterprise vs. business unit viewpoint. 3?? Manager to Individual Contributor: Transition from people and operational responsibility to focus on ideation, business case development, project management, research, and expertise depth. 4?? Subject Matter Expert to Leader: Shift from owning and driving a subject/idea to managing people and their performance against goals. 5?? Practitioner to Consultant: Learn many businesses to discover commonalities, differences, and transferable best practices vs. specializing in one. 6?? HR to Line: Move from supporting HR contributions to driving business results as a revenue and cost manager. ?? Check the resource in the comments for more details on "HR Career Paths vs. Lattices for Developing Talent." ???? Sign up for free to access more resources like this at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+??] for daily resources from Wowledge. ? We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ? A scalable system of best practices ? wowledge.com/catalog ? An intelligent HR roadmapping tool ? wowledge.com/roadmap ? A seasoned community of experts ? wowledge.com/about ? Affordable year-round memberships ? wowledge.com/pricing

Tips to handle #Office_Politics. ???? What is your opinion as an HR and Business Leader????? #HR #HRPN #HRPNGlobal??