Today's business leaders continue to mixed views of human resources. Many see HR as true that add value to their teams, strategic business partners. However, many more are still in the same way, tolerance in the best of their human resources. Unfortunately, there are several negotiations practice professional continues to push continuously displayed as a trusted advisor. The five main symptoms are listed in the table below:
1 gossip.
Yes, the truth is that gossip, human resources professionals. Often times are the worst offenders. with respect to the level of sensitive data, they have access, information gossip and the other without the need for information sharing are a problem that we keep reliable consulting professionals.If employees and leaders of your company, you can share information on other employees of arbitrariness, step trust in you.In simple terms, the urge to talk only to resist the changements.Ne ask pas.ne not tell someone and if you have a query relating to another person, is not only that you know and end the conversation.
2. the "no" of all time.
HR professionals are typically very busy.unless the treatment of the question of the employee or to work with leaders to get the value of the performance of the completion infinite answer requests for information of the population active.Excited by the word "no" is a response simple.Si asked, it seems that it takes a long time, it is easy to do say "" removes redundant work and therefore outside of the plaque.mais also removes the option and is sufficient if the answer to "immediate" with the label "I" to immediately said "no" to the application, HR professionals only implement pause and think, "How can we use it?" How can I get in support of the application and seizures? "Not when consider you the possibilities and are programmed to immediately said"no"to maintain a trusted adviser to represent yourself.
3 do not have the courage to say "no".
# 2 On this list, someone said always "Yes" and therefore can be considered as "beautiful".you have not the courage and confidence, that "no", if this is the correct answer, you're not considered reliable RH.Les professional HR advisor, it is often said "no". As a leader or an employee sends a request or a path to care, corresponds to the conscience and say "no" to those they have been or is threatening companies.Differentiator here is "no" is not an immediate response, but it is rather the correct answer .c ' is precisely because it is based on the collection of data and its deep knowledge of what the correct path to this particular situation .c ' is quite differently that immediately said "no", because you're too busy and consider other options.
4 First human resource calendar.
Always a surprise to hear the Department of human resources was created by the program for your organization, but the program to support or are not in compliance with all objectives specific.Why are created?Perhaps because she read about how great he was in another company, or program best and the most recent of HR, who touched on in a magazine if DRHSS is not in the specific objectives of the particular enterprise, however, only will be not supported by the representatives of the company and has a small chance of succeeding.Program of human resources and must always follow and support the objectives of human behavior is not the first behavior of trusted HR consultant and will continue to be a professional indicator is displayed.
5 is the regulator instead of Adviser.
Regulators to keep things in order and the other in the line that it rules and the application of these rules to specify a different behavior.advice of experts and advice Wizard control where they lead to others.their recommendations and propositions.de many pundits still tend towards the ability of the regulator to the conseiller.application rules and procedures to managers and employees, who are "in support of line" instead of conseils.le Advisor providing confidence is the frontière.travail force, you are filled with adults who may have their own decision as to whether the transfrontalier.vous know what to do, as parents, but instead of this, explain the consequences of the restriction and to enable them to take their own décision.Ne're not régulateur.consultant and advise.
To start with a permanently displayed as a trusted adviser HR professionals take the time to stop and think about how, how are you doing, susmentionnés.temps barriers and why you faites.Prenez time so that these amounts in all business leaders begin to see the HR as the added value of reliable partners.
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