When people use the term professional
development, they usually mean a formal process such as a seminar, inter-active
workshop, conference or a course at a college or university. However,
professional development can also occur in informal contexts such, independent
reading and research, on-the-job observation or a formal mentoring program
offered through their employer. Whatever
the term, the purpose is the same — to improve your skill sets. Outlined below are five reasons for the HR professional to
continue to attend professional development programs.
Improving Your Verbal Communication
Seminars can be a comfortable, open environment
for practicing professional communication techniques. Group discussions and
activities can also let you practice and hone your interpersonal skills. Dealing with conflicting opinions among group
members and working together to accomplish assignments or tasks is a very
important skill for HR professionals to acquire.
Building new relationships and meeting new contacts is
important for career growth. Relationships with clients, speakers and vendors
can help you gain knowledge from having meaningful conversations with them as
well as determining what resources are available for future initiatives and
Learning about new and more effective ways to accomplish
things and gaining additional knowledge about business subjects and concepts
are all benefits of attending professional development workshops. Putting into practice the knowledge that you just gained is a key goal when learning something new.
Professional Development training enables you to gain
more expertise in your field and develop new ideas on ways to improve in your
job. Enhancing your technical skills
will allow you to be grow and increase your knowledge as well as be rewarding.
Meeting new people and learning new things often leads to
great feelings of inspiration. You will want to share this new enthusiasm with
your staff and peers.
Attending workshops and seminars are usually very fun.
It’s a day away from the office and most people love connecting with others who
share their interests and passions.
the Human Resources professional an important challenge is keeping up with our
profession, the law, technology and new techniques. Attending and being open to professional development
opportunities is important for your success.
Change is a constant and is occurring quickly
with many companies lacking the expertise to deal with an evolving business
environment. Issues such as global competition,
changes in technology and the need to modify business models are factors that contribute
to a very complex work environment. To
meet this challenge organizations will often determine that the best way to
plan for their future is to create a succession plan through-out the
organization. By implementing these three
succession plan initiatives companies will ensure that there is no interruption
in service, innovation or customer support.
With unemployment at record lows companies
today face a variety of challenges with hiring the right talent for the job at
the top of the list. Organizations today
not only need to offer a competitive wage, top-tier benefits but they also need
to build a strong employer brand that allows for their employees to feel proud
of where they work. HR departments as
the gate keeps for the talent pool need move as quickly as possible to ensure
that the hiring process does not get side-tracked. Many companies will lose excellent candidates
because of a very slow hiring process.
Key to the hiring of staff in key positions is the process of thinking beyond
the current job that is being filled. Do
your candidates have strong problem solving skills, exceptional communication attributes
and have high ethical standards. Evaluate
the candidate not only for the current position that they are applying for but
also for their next job.
the Company’s Bench Strength at the Management Level
today are uneasy about their organizational leaders’ ability to handle unexpected
challenges. There's a lot at stake as new
managers already have a high rate of failure in the first 12 months of being
promoted to a management role. These leaders
often have a difficult time assessing the demands of business, processing and sharing
information in a timely manner and talent management. Human Resource departments can play a pivotal
role in helping these new leaders succeed in their job by offering personalized
training programs targeted to their particular needs. HR can also ensure success by developing learning
programs that are skill based, that can be applied immediately and are tied to future
business challenges. As part of the
process HR will also need to evaluate the gaps in leadership skills in order to
determine where training is needed, necessary and applicable. According to the Future of HR survey by Gartner
in 2019 serious gaps at the leadership is a barrier to their success.
As can be seen above leadership gaps are occurring
in succession plan development. The goal for the future should be to enhance the
strategic and creative thinking through-out the organization so that management
can focus on how to better position their company for success and ensure that there
is no interruption in the talent pool.
Build a Succession Plan that is Flexible
One of the key functions of an HR leader is to
hire right, create depth in the organization and secure the company’s success by
building a succession plan that is both flexible and targeted. Succession plans are a tool to create an immediate
candidate pool of qualified internal employees when a key employee departs the organization. Succession plans should initially be
developed around the C-suite staff followed by more detailed plans around key
managers, supervisors and individual contributors. The goal of “purview” or key personnel is to
ensure that they receive the training, developmental tools and mentoring so
that they are ready to assume a bigger role with a position is identified. The criteria for purview employees are that
they need to be exceeding job requirements, have been with the company a
minimum of 24 months and have the skills, knowledge and ability to assume a
great role in the future. These
employees may be unaware that they have been targeted for development; however,
HR should take an active role in their career.
By hiring the right talent from the beginning,
developing employees that show promise and building succession plans that
encourage internal career development through a formal program companies can will
mitigate potential gaps in leadership.