HR Manager & HR Business Partner – What’s the difference?

By |2018-04-09T09:36:23+01:00May 30th, 2017|HR, HR Tips|

HR typically started as a business function by having its roots in administration, filing, personnel and compliance. HR is an ever evolving value add area of a company, and presently has more impact than ever before for a core business. With this change over the past decade, has changed the nature and structure of HR teams, the titles, skills and attributes of those working in this dynamic field. Today, I was discussing the many differences between a HR Manager Role and a HR Business Partner role with a HR professional who has held both positions within companies. After what was a very interesting conversation, I decided to attempt to outline and simplify the fundamental differences between the two titles/roles. HR Business Partner Human resource business partners have clients within the organization that they support. They provide resources and build relationships with focusing on the missions and objectives set forth by the organization. With the main bulk of administration being centralised, there is much less focus on compliance and administration. In addition, HRBP’s tend to be supported by Centres of Excellence eg Compensations and Benefits, Learning and Development etc. This person is seen as more of a strategic resource for the region or area that they support. Business Partners work to develop a HR agenda that closely supports the overall aims of an organisation. This process of alignment is known as HR Business Partnering, a concept that was popularised in the mid 90’s by David Ulrich. HR Manager HR managers are likely to be responsible for HR within a department [...]

7 Ways To Foster Your Emotional Intelligence

By |2018-04-09T09:44:40+01:00May 17th, 2017|HR, HR Tips, Leadership, Tips for employers|

According to Emotional Intelligence (EI) expert and author Harvey Deutschendorf, “the realization that E.I. has become an important predictor of job success, even surpassing technical ability, has been growing over the past number of years". Companies are placing a high value on E.I. in new hires for many important reasons. People with high E.I. understand and cooperate with others, they are exceptional listeners, open to feedback, have more empathy, and make thoughtful and thorough decisions. In work, we all regret a time when we have all reacted too quickly to a situation or person and not given ourselves enough time to breathe, think and work out the best possible response. The good news is that we can all work on our level of EI – we can all become more emotionally intelligent and less volatile in the workplace (and in life generally) Here are a few simple tricks to help you on your way 1.   Pause. Acknowledge your thoughts and feelings. Clear your mind. After pausing and acknowledging your emotions, your mind will already feel much clearer. Nehad Tadros 2.   Breathe Set aside two minutes - relax and breathe deeply. Then write down a couple of potential solutions to your problem. 3.   Focus on what you can change When you hit a setback, separate the parts of the situation you can control or influence from the parts you cannot. Focus on what you can influence, and notice how much more confident you feel about overcoming the setback. Dawn Cook 4.   Be Friendly and open and smile Chat to people, smile, ask them how [...]

What’s your mindset?

By |2018-04-09T10:26:37+01:00October 21st, 2016|HR, HR Tips|

Recently I attended a really thought provoking event hosted by the American Chamber of Commerce which was on the topic of the role of Life Long Learning & Business Growth. The speakers on the day were of equal measure witty & informative which kept the audience refreshingly alert and engaged. All of the topics and findings from this day have stuck with me still, but it was Philip Matthew’s talk on the Mindset for growth that I find myself coming back to and resisting the urge to speak about at every given chance … clearly my willpower hasn’t held up on this occasion!  In keeping with the day’s theme of lifelong learning, Philip’s speech focused mainly on the research and workings of Carol Dweck a highly respected and published psychologist who lectures in Stanford University. Dweck proposes that people’s learning style/mindset can be categorised into two, a fixed mindset and a growth mindset which in summary can be described as follows: A fixed mindset are those who believe that their talents and achievements in their career and indeed their personal life are innate in them and that they are essentially born with their strengths and talents. Those with a growth mindset are “individuals who believe their talents can be developed through hard work, good strategies and input from others.” The see failure not as evidence of unintelligence but rather as a foundation and springboard to learn and grow from. People with this mindset not discouraged by failure, but they don’t actually see themselves as failing in those situations — [...]

HR Professionals "pining" for Part-Time

By |2018-04-30T09:03:04+01:00October 12th, 2016|HR, HR Trends, Tips for employers|

Lately I advertised a role for a part-time HR Business Partner and was inundated with applications from highly qualified, highly credible, highly personable and highly paid HR professionals. The choice of people applying for this role was amazing and completely outstripped the number of quality applicants that I would typically get for a full-time role. Every enquiry in relation to this role started with…."it is so rare to see a part-time role in HR at Business Partner level and above”. Most people I spoke with were comfortable to take a pay cut for the “privilege of part-time work”. In fact, one lady was happy to take a pay-cut of up to 55% for the luxury of a part-time role. The majority of the people I spoke to wanted to continue working in their chosen profession of HR but they also wanted some flexibility and work/life balance. You would think that in this day and age, this would not be too much to ask! .....WRONG And the moral of the story…? To all you employers out there who are planning on hiring a HR professional for your business but have a limited budget? Why not make the role part-time?Hire someone who is more than capable, comfortable and content in this role – and to make the budget work offer it three days a week – not five! People working part-time are often more focused and productive and have also been known to answer the occasional email on their days off! It is a WIN: WIN situation not be overlooked Would [...]

Leadership & Gender – Navigating the Labyrinth

By |2018-04-30T09:05:21+01:00October 12th, 2016|HR, Tips for employers|

This morning I attended a really interesting talk by Dr Melrona Kirrane on the invitation of Hannah Carney (Carney & Associates) and Mount Anville Past Pupil’s Association (MAPPA) MAPPA’s 2016 Network breakfast was on the very interesting topic of "Leadership & Gender - Navigating the Labyrinth". What is abundantly clear is that in Ireland we still have such a long way to go to ensure that women are more fairly represented at senior management levels and above within organisations. While Dr Kirrane provided some very interesting research into the why, she also gave us some great insights into what we, as women, can do in the short term to help the situation and take more control of our careers at both an organisational and personal level. At an organisational level:  • Get rid of long hours’ culture • Use hard data for managing performance • Have less reliance on informal networks and referrals to fill roles • Ensure that your organisation has a critical mass of women in executive positions Remember “You can’t be what you can’t see”  At a personal level:  • Acquire 3 sponsors with influence and clout: have a genuine relationship based on trust and communication • Get networking across three types of networks: operational, personal and strategic • Be politically astute and take credit for the work you are doing • Have presence, Be confident. Believe in yourself • Make your partner a real partner – share the load properly • Don’t leave before you leave • Proceed to be BOLD Thanks so much for [...]

Be values focused, profits and wins will follow!

By |2018-06-28T12:00:50+01:00April 5th, 2016|HR, HR Trends, Leadership|

Yesterday I had the pleasure of attending DCU’s Leadership and Talent Institute Conference on the subject of “Leadership for a Sustainable World” The content of the day was insightful and provided great food for thought. Particularly interesting for me is that many of the principles and points being made were simple and very much back to basics i.e. being respectful, taking responsibility, being aware and having integrity. There were speakers from all over the globe – and while it was great to hear from thought leaders in Darla Moore School of Business, University of Boston, Unilever, Maturity Institute, DCU and Joe Schmidt, next year it would be great to hear from Irish companies as to how we are making a difference and contributing to the Leadership and Talent discussion.Food for thought from the day.According to Professor Pat Wright of the University of South Carolina, Succession planning is critical to business sustainability – the risk of getting it wrong is very costly and this is well documented. Research shows that traits of successful CEO’s include humility, willingness to accept feedback and unselfishness. On the other hand, traits of unsuccessful CEO’s are arrogance, failure to listen and selfishness.According to Stuart Woollard of the Maturity Institute we need to think in terms of “Societal Value” ie the best quality at lowest cost (including cost to the environment & society) Companies should be managing people for value not cost. Stuart had plenty of examples to support this theory eg Costco & Toyota. They have a focus on Societal value and guess what? Their [...]

9 mistakes commonly made by people who are hiring!

By |2018-04-30T09:20:33+01:00January 13th, 2016|HR|

  Often lack of understanding and clarity around vision and values of the business – recruitment process not aligned Lack of planning into recruitment process and time-frame Poorly written job specification and advertisements Poor internal communications re the new hire Many companies do not have a realistic bench mark on salary package in advance of the process - this can be a huge time-waster. Companies focus too much on skills and knowledge, not enough on the attributes of the person Hiring process is often drawn out with too many stakeholders involved in the process Lack of feedback to candidates at all stage of process Many employers have a policy of not providing feedback to candidates post interview. If people take time out of their busy lives to be interviewed, then they deserve feedback to allow them to learn from the process. Great recruitment processes are often followed by poor on boarding and induction. New employees need to understand the required deliverables and should receive regular and honest feedback from day 1 Ireland’s economy is in huge growth mode with increasing demand for talent at all levels.  You can have the best product or service in the world but if your employer brand lets you down word in the market spreads quickly and will have a direct impact on your ability to hire the best. At HR Search, we partner with clients to assist in building employer brand – for further information contact Tanya Thomas or Caoilinn Taylor.  

Human Resources Top Tips series

By |2018-06-28T13:24:55+01:00October 5th, 2015|HR, HR Tips|

You would be right in thinking that Human Resources in Ireland over the past few years has seen the arrival of many new job titles and corresponding buzz words. Coinciding with Ireland’s return to growth and renewed focus on the importance of employee attraction and retention has seen the emergence of new specialist titles across the following areas Employee Communication, Talent Acquisition, Talent Management, Organisational Development, Organisational  Effectiveness, People and Change, HR Transformation, HR Planning & Forecasting, Early Career Talent Management, Graduate Talent Management, HR Operations Management, HR project Management, HR Analytics and HR Information Systems. So we, at HR Search and Selection, are going to attempt to demystify some of the above by writing a “Top Tips” series.  In this series we will talk to the experts in the above areas and explore their insight as to how to be the “best in class” in their areas of expertise. And the first that I will look at is the role of the Employee Communications Manager which is defined as “ facilitating strategic connections and conversations within your company” If done properly it should ensure that your people are committed to achieving ground breaking business results by helping to improve collaboration, productivity and performance.   Top Tips from a highly respected Employee Communications Manager   All companies need to start by understanding their audience, stakeholders and business objectives All companies, no matter what their size, should have a clearly defined internal and external brand purpose and value statement and these should be clearly communicated to all internal and external [...]

HR Professionals – How to increase your sphere of influence

By |2018-06-28T13:28:20+01:00September 22nd, 2015|HR, Leadership|

Earlier this month, DCU Business School and Professor David Collings hosted a really insightful round table on how the HR profession can go about increasing their sphere of Influence in the work place. A number of HR professionals met up to explore this topic and discuss ways of achieving optimal results and to hear the views of Shirley Kavanagh Head of Talent and Organisation Effectiveness who shared her thoughts as follows: Participate in and Enable Business Strategy - HR should move from the concept of an enabler of Business Strategy to also participating in the creation of Business Strategy Ensure Organisation Effectiveness – HR needs to take a broader view of HR into thinking about the effectiveness of the Organisation as a whole. This can help to ‘land’ HR activities and make them more business relevant.  This organisation effectiveness agenda includes culture, organisation structure and design, Leadership Development and excellence in all people manager processes Build connectivity in solutions – HR must not deliver individual solutions. There should be a ‘story’, a connectedness to each solution to ensure that there are strong links to both business strategy and between solutions. Never lose sight of the objective and remind stakeholders of that objective also. Too often people get caught up in building a solution….but a solution for what? HR Structure must be created to ensure collaboration, joined up solutions, and value added partnership with the Business. Build your structure based on core principles and effectiveness, this may mean making a bespoke structure that fits the culture and structure of your [...]

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