Yesterday, I attended my first job fair to get a feel of what the "real world" has to offer. I did not go searching for a job but went on what I call "professional reconnaissance". In the spin up to my retirement, I have looked at a ton of HR job listings and a common theme that I've noticed is the preference for SHRM or HRCI certification. Luckily, the Air Force paid for my aPHR certification via the COOL program. In my "professional reconnaissance", I talked to HR directors from Cintas and Triumph and they both advised me to join the Central Arkansas HR Association. I had no idea that an HR association existed here in Little Rock and was even more dumbfounded to find out that it is a regional chapter of a national organization! What can be better than networking with the exact people that will eventually be hiring you! I advise everyone to find and join a professional organization in your area if possible. I'm so excited to go to my first icebreaker now!
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Recently, I conducted a survey on how much computer-based training individuals must perform and if they see their HR department on a regular basis. I hypothesized that organizations with low HR contact conducted more CBT but I failed at one major aspect, many organizations do not even have a HR department! Thinking back to my teen age years when I worked the drive thru at McDonald’s, the store manager handled every HR aspect from hiring to the employee safety program. It might be that I am looking at HR from an educational standpoint. To me, HR is a specific department responsible for all aspects of employee functions including pay and education. However, if I just look at my own small organization, I can see that every HR function is spread to individual instructors. And we are all aircraft mechanics by trade. One instructor has employee training as a special duty, another runs the employee safety program and all the administrative functions are split between the top leaders.
As a manager, you will probably have to perform some HR functions in your organization. What I consider to be most important is finding good talent and keeping constant evaluation on your employees. In my organization we are bound by strict rules in talent acquisition but if you deal directly with recruiting or hiring, go for the best! Also, regardless of your organization’s size, constantly evaluate your employees. Sometimes, it’s easier to make gut decisions about employees but have you ever thought about if your gut feelings are biased? To survive you need to trim the fat and if you have employees that are not making the cut constant evaluation should either turn them around or prove that you are making the right move when you let them go. I could go on and on about HR functions that most managers handle but, HR and managing are so closely related they share most of the same principles! What are some examples of HR that you perform as a function of management? Please share below! |
AuthorFather, Husband, Veteran and experienced manager with a passion for HR and education. Archives |