Employer Career Planning

Suneth Sigera

4/9/2024

Employer Career Planning 

Career Pathing?

Career pathing is the process of aligning opportunities for employee career growth with organizational talent priorities. This process may include by mapping their career direction based on vertical, lateral and cross functional roles. Career pathing is driven by the individual's skills, interests and career objectives. It also serves as a catalyst for employee participation in learning and development programs that fulfill the current and future needs of the organization. (Online)

         Figures 1- Career Path ?

How Can HR Help Employees plan their Career Path?

Employee development and career planning are essential for any organization that wants to retain and motivate its talent. However, many employees may not have a clear idea of how to achieve their professional goals or what opportunities are available to them. This is where HR solutions can help. In this article, we will explore how HR solutions can help employees plan their career paths, and how this can benefit both the individual and the organization.

        Figures 2- How HRM can involve help employer Career Path

Few ways HRM can look at employer career planning.

                                     

Assess skills and interests

One of the first steps in career planning is to assess your own skills and interests. What are your strengths and weaknesses? What do you enjoy doing and what are you passionate about? HR solutions can provide you with tools and resources to help you answer these questions. For example, you can use online assessments, surveys, or quizzes to identify your personality type, work preferences, or learning style.

 

Explore career options

Once you have a better understanding of yourself, you can explore the different career options that match your skills and interests. HR solutions can help you access information and guidance on various roles, functions, or industries

 

Set career goals

After you have explored your career options, you can set realistic and achievable career goals. HR solutions can help you create and track your career plan, and provide you with support and resources to help you reach your goals.

 

Seek career opportunities

Once you have set your career goals, you can seek and pursue the career opportunities that align with them. HR solutions can help you find and apply for the jobs that suit your profile, and prepare you for the selection process.

Evaluate career outcomes

Finally, you can evaluate the outcomes of your career planning and actions, and make adjustments as needed. HR solutions can help you measure and improve your performance, satisfaction, or impact. (Online)

        Figures 3- Way of HR can help to employer 

Conclusion

Whichever HR career path you decide to pursue on your way to the top, a career in human resource management often calls for a deep understanding of business management and strategy, workforce planning and employment, and HR development. Most of the time, HR graduates begin their career as HR generalists, find a niche area they feel comfortable exploring further, and then pursue it as an HR specialist. (Online)

        Figures 4- Conclusion

References

https://www.gartner.com/en

https://www.linkedin.com/pulse/topics/hr-solutions-s8612/

Figures

Figures 1- Career Path ?

Figures 2- How HRM can involve help employer Career Path

Figures 3- Way of HR can help to employer 

 Figures 4- Conclusion

Ethical Behavior in Human Resource Management

 

Suneth Sigera

4/13/2024

Ethical Behavior in Human Resource Management

What is ethical behavior in human resources management?

Ethical behavior in human resources means following rules and methods that align with moral and ethical values. HR professionals must act in the organization's and its employee's best interests, follow laws and regulations, and follow professional standards of conduct. Ethical behavior in HR means treating all employees the same, keeping secrets, and avoiding conflicts of interest. It also means promoting diversity, fairness, and inclusion and ensuring everyone has a safe and healthy workplace. (Online - https://auroratrainingadvantage.com/)

 

        Figures 1- What is the Ethical behavior in HRM

How can HR shape ethical organizational culture?

        Figures 2 -How HR shape Ethical organization 

Assess and quantify the current state of ethical culture

HR teams have devoted significant time and attention to enhancing the measurement and monitoring of culture. Realizing that traditional engagement surveys are insufficient in providing insight, a lot of teams have built new capabilities through broader surveys, regular pulse checks, and behavioral monitoring tools.

Connect culture metrics to business outcomes

Regulators worldwide are stepping up their scrutiny of corporate culture. The Financial Reporting Council in the UK has called on companies to increase their focus on assessing and monitoring culture. In the United States, new disclosure rules issued by the SEC mandate all public companies to disclose material human capital metrics in quarterly and annual filings.

Ensure an inclusive culture that creates opportunity for all

With more attention than ever on issues of diversity, equity, and inclusion, business leaders see an urgent imperative to ensure that their companies foster an inclusive culture.

One of the most evident themes emerging from the findings of the Ethics Study is a business leaders’ focus on shifting the discussion away from targets that measure representation of traditionally underrepresented groups. Instead, this is moving towards a clearer understanding of equity and inclusion.

Equip all employees to consider ethics in decision-making

The pervasive understanding of ethics as synonymous with compliance is one of the most significant barriers to effective decision-making. Combined with an atmosphere of zero tolerance for ethical failure – most common in highly regulated industries – a lack of confidence in identifying and navigating grey areas can lead to disastrous consequences.

Create a culture of speaking up

A growing number of companies are beginning to recognize the importance of people working to resolve ethical dilemmas. However, social pressures still often inhibit candid discussion. (Online - Written by Principia Team)- https://www.aihr.com/

        Figures 3 - point of Ethical shape how can involve in HRM

Conclusion

HR’s role in promoting ethical conduct within the workplace cannot be overstated. By championing ethical decision-making processes and continually assessing the organizational culture, HR can make a significant contribution to the overall success and the ethical standing of the organization. (Online)

        Figures 4 - Collusion

References

https://auroratrainingadvantage.com/

https://www.aihr.com/

https://www.slideshare.net/

Figures

Figures 1- What is the Ethical behavior in HRM

Figures 2 -How HR shape Ethical organization

Figures 3 - point of Ethical shape how can involve in HRM

Figures 4 - Collusion

 

HUMAN RESOURCE MANAGEMENT IN GLOBAL CONTEXT

 

Suneth Sigera

4/16/2024

 

AI in Human Resource Management

 What is the AI?

The Science of making machine that can think like human. It can do things that are considered "smart." AI technology can process large amounts of data in ways, unlike humans. The goal for AI is to be able to do things such as recognize patterns, make decisions, and judge like humans. (Online)

        Figure 1- What is the AI

How the HRM Engage with AI?

While the human resources (HR) function is necessary for the efficient staffing of most companies, most of the work tends to be repetitive: a never-ending stream of resume hunting, reference checking, job postings, interviews and follow-up. As with any rote tasks, there is significant opportunity for automation, thanks to AI. By Tracey E. Schelmetic July 28, 2023

How AI can add value to Human Resource Management.

As more and more functions are automated with technologies like artificial intelligence, the jobs that still require human involvement are becoming more valuable and harder to fill. This is making the work of enterprise HR teams riddled with challenges. A recent survey of HR professionals revealed that the biggest of their challenges included finding high-quality candidates, retaining their best talent, and increasing employee engagement and retention.(Online)

        Figure 2- How AI can connect with HTRM? 

Few ways that HR teams can use artificial intelligence

1. Recruitment Automation

Enterprises receive huge volumes of job applications on a daily basis. It is the job of the HR team to pore through the applications to find and sort the best candidates that can meet the enterprise’s needs. AI tools can be used to filter the most irrelevant and unqualified candidates by looking for key data points like education, experience, and willingness to relocate.

2. Performance Analysis

With the help of artificial intelligence-enabled HR automation, enterprises can assess the performance of individual employees in a highly detailed and personalized manner. AI can be used to objectively assess employees’ performance across multiple data points and help them to identify ways for improving their contribution to the organization.

3. Reporting Automation in HR

With the help of reporting automation, HR teams can generate standardized reports using raw information from spreadsheets and other analytics tools. Thus, the use of reporting automation in HR can not only save the time spent by HR personnel in manual data entry but also eliminate clerical errors, leading to fewer compliance risks. Thus, NLG-based reporting automation in HR can help by ensuring compliance with both internal processes and external regulations.

4. Employee Development

Employees stay longer with enterprises and are more engaged when provided with opportunities to grow and develop. AI can be used to identify the potential growth areas for individual employees and plan their training and development based on their function, strengths, weaknesses, and the enterprise’s future skill requirements.

 Figure 3- How HRM can use AI?

Conclusion

With the job market evolving at a rapid pace, the work of HR managers will only get harder as time passes. Moreover, the competition among employers to acquire the best talent available will only get tougher.

Enterprises that follow a reactive approach toward HR management will continue to fall behind those that take a more proactive approach. And the first step towards taking a proactive approach is adopting technologies like artificial intelligence for HR automation. https://phrazor.ai/

        Figure 4 - Collusion

References

https://phrazor.ai/

https://www.futureofworknews.com/

https://www.leewayhertz.com/

Figures

Figure 1- What is the AI

Figure 2- How AI can connect with HTRM? 

Figure 3- How HRM can use AI?

Figure 4 - Collusion

The Role of HRM in Workplace Healthy and Safety.

 

Suneth Sigera

4/16/2024

The Role of HRM in Workplace Healthy and Safety.

 

What is the Safety at Work place?

The process of Protecting Employers from work related illness and Injury. It start by developing a company Environmental, Safety and Health Policy statement and implementation of a work place safety plan and program. (Online)\

        Figures 1 - What is the Safety

Below are some of the Occupational Health and Safety roles that the HR department should play at their workplaces

If it is perceived that the HR cannot handle OH&S roles, then a specialist in this area should be recruited; but this should not cushion the HR department from being responsible for employee health and safety.

• Developing an OH&S policy and providing training on the same

• Establishing an OH&S Statutory Compliance register to help monitor and evaluate the compliance of the organization to Occupational Health and Safety Statutory/Regulatory requirements. e.g OSHA, WIBA, etc

• Constituting an Occupational Health and Safety Committee, including fire marshals and first aides as per the Statutory/Regulatory requirements.

• Identifying OH&S hazards and conducting a risk assessment as well as developing an OH&S action plan.

• Developing an OH&S training program including fire drills, refresher courses etcProviding the necessary Personal Protective Equipment (PPEs) to employees. (A PPE assessment would really help you to know what PPE to use where)

• Providing adequate safety signs such fire exit, fire point, safety notices on use of PPEs and providing and servicing of adequate firefighting equipment.

• Employee Medical Examination
• Integrating OH&S in the visitor/contractor/employee induction process
• Ensuring the maintenance team understand the value of lockout/tag out system and many more. https://ke.linkedin.com/in/martin-rodgers-anangwe?trk=article-ssr-frontend-pulse_publisher-author-card

         Figures 2 - Health and Safety areas

Conclusion

Human Resources departments are instrumental in creating a safe and healthy work environment that prioritizes employee well-being. By developing comprehensive safety policies, ensuring legal compliance, implementing training programs, fostering a culture of safety, and providing support for overall well-being, HR professionals contribute significantly to workplace safety initiatives. Organizations that prioritize employee safety and well-being through effective HR practices not only protect their employees but also enhance productivity, engagement, and overall business success.

 

Remember, workplace safety and well-being are ongoing efforts that require continuous evaluation, improvement, and adaptation to changing circumstances. HR professionals play a critical role in leading these efforts and creating a work environment where employees thrive physically, mentally, and emotionally.

        Figures 3 - Conclusion

Work Cited. https://www.linkedin.com/company/the-thaddeus-foundation?trk=article-ssr-frontend-pulse_publisher-author-card 

References

• https://ke.linkedin.com/in/martin-rodgers-anangwe?trk=article-ssr-frontend-pulse_publisher-author-card
• https://www.linkedin.com/company/the-thaddeus-foundation?trk=article-ssr-frontend-pulse_publisher-author-card 
• https://blog.vantagecircle.com/workplace-safety/

Figures

Figures 1 - What is the Safety

Figures 2 - Health and Safety areas

Figures 3 - Conclusion

 

Suneth Sigera

4/12/2024

Regulatory Compliance Documentation

All around the world, companies must comply with local laws and regulations. To make sure that companies comply with these requirements, local officials will send inspectors to your job site. Inspections, whether random or regularly scheduled events, can be very stressful times for your company. Stakeholders, to avoid any fines or penalties, want to make sure that the company complies with all regulatory requirements. To avoid problems later on, a company may even consult a third party and ask them to check up on the company’s structure and operations. Proper regulatory compliance documentation, serving as an internal guideline and record of operations, can help quell inspection fears without the need to invest in third-party programs. With regulatory compliance documentation, you can ease company stress and streamline the inspection process, ensuring your operations stay on track. (Written by Gwen Nicastro) https://essentialdata.com/

            Figure 1- Regulatory Compliance 

What is This Kind of Documentation?

Regulatory compliance is a company’s adherence to all laws, regulations, and specifications set by external organizations, such as local and national governments and international law, which business processes must abide by. Regulatory compliance documentation includes the written records of the company’s adherence to all laws and regulations, and can also include plans for reaching and maintaining compliance. (Online)

            Figure 2-What kind of Documentation

Types of Regulatory Compliance Documentation

 

• Compliance Manual – documents regulations, specific to the company’s operations, which must be followed, as well as how to adhere to them

• Money Laundering Manual – dictates regulations specific to the company’s financial operations, ensuring the company doesn’t become involved in fraudulent activity

• Corporate Governance Manual – dictates the roles, responsibilities, and conduct of board members and management, and outlines items such as how to assemble committees for oversight, reporting and disclosure requirements, etc.

• Operating Procedures Manual – lays out the regulations and procedures for the entire company’s operations, covering topics from acquiring new clients to regulations for customer service, thus ensuring the whole company is adhering to regulations

• Code of Conduct and Ethics – outlines regulations regarding how employees are to interact with customers, as well as fellow employees. (Online)

            Figure 3-Type of Documentations

Benefits of Regulatory Compliance Documentation:

Avoiding Legal Issues

One of the most significant benefits of regulatory compliance for businesses is avoiding legal issues. Non-compliance can lead to hefty fines, lawsuits, and reputational damage. For instance, the General Data Protection Regulation (GDPR) requires businesses to protect personal data of EU citizens. Failure to comply can result in fines of up to 20 million or 4% of global annual revenue, whichever is higher. By complying with regulations, businesses can avoid legal issues and maintain a positive reputation.

Improved Efficiency 

Regulatory compliance can also improve business efficiency. Compliance requires businesses to adopt best practices, streamline processes, and use technology to automate tasks. For example, the Sarbanes-Oxley Act (SOX) requires companies to establish internal controls to ensure accurate financial reporting. By implementing these controls, companies can improve the accuracy and efficiency of their financial reporting processes.

Competitive Advantage 

Regulatory compliance can also improve business efficiency. Compliance requires businesses to adopt best practices, streamline processes, and use technology to automate tasks. For example, the Sarbanes-Oxley Act (SOX) requires companies to establish internal controls to ensure accurate financial reporting. By implementing these controls, companies can improve the accuracy and efficiency of their financial reporting processes.

Risk Management

Regulatory compliance can also help businesses manage risks. Compliance requires businesses to identify and mitigate risks that can affect their operations. For example, the Health Insurance Portability and Accountability Act (HIPAA) requires healthcare providers to protect patient data from unauthorized access. By complying with HIPAA, healthcare providers can reduce the risk of data breaches and protect patient privacy.

Financial Benefits

Regulatory compliance can also provide financial benefits. Compliance can help businesses avoid fines, lawsuits, and reputational damage, which can be costly. Compliance can also help businesses access funding and investment opportunities. For example, investors may be more likely to invest in a company that has a strong compliance program. https://fastercapital.com/

·                 Figure 4 -Benefits of Regulatory Compliance Documentation

            References

• https://www.certpro.co/
• https://essentialdata.com/
• https://www.template.net/
• https://fastercapital.com/

    Figures

        Figure 1- Regulatory Compliance 

        Figure 2-What kind of Documentation

        Figure 3-Type of Documentations

        Figure 4 -Benefits of Regulatory Compliance Documentation

Succession Planning Basics: How It Works, Why It's Important

 Suneth Sigera

4/10/2025

Succession Planning Basics: How It Works, Why It's Important

By WILL KENTON Updated November 28, 2022

 

What Is Succession Planning?

The term succession planning refers to a business strategy companies use to pass leadership roles down to another employee or group of employees. Succession planning ensures that businesses continue to run smoothly and without interruption, after important people move on to new opportunities, retire, or pass away. It can also provide a liquidity event, which enables the transfer of ownership in a going concern to rising employees. Succession planning is a good way for companies to ensure that businesses are fully prepared to promote and advance all employees—not just those who are at the management or executive levels. https://www.investopedia.com/contributors/53661/

            Figure 1 - What is the Succession Planning. 

Key Takeaways

• Succession planning is a business strategy for passing leadership roles on to one or more other employees.
• The strategy is used to ensure that businesses run smoothly after employees retire and leave the company.
• Succession planning involves cross-training employees to help them develop skills, knowledge, and an understanding of the business.
• Plans can be long-term, which are meant to account for future changes, or for emergencies whenever anything unexpected arises.
• There are many benefits to succession planning, including inclusivity if companies have a strong plan to diversify their workforce. ( Online)

                Figure 2 - Key Takeaways.

Understanding Succession Planning

 Succession planning is a contingency plan. It is not a one-time event. Rather, it should be reevaluated and updated each year or as changes dictate within the company. As such, it evaluates each leader’s skills, identifying potential replacements within and outside the company and, in the case of internal replacements, training those employees so they’re prepared to assume control.

In large companies, the board of directors typically oversees succession planning in addition to the chief executive officer (CEO), and it affects owners, employees, as well as shareholders. A larger business may train mid-level employees to one day take over higher-level positions. For small businesses and family-owned companies, succession planning often means training the next generation to take over the business.(Online)

                Figure 3 - Understanding Succession Planning.

Benefits of Succession Planning

There are several advantages for both employers and employees to having a formalized succession plan in place:

• Employees know that there is a chance for advancement and possibly ownership, which can lead to more empowerment and higher job satisfaction.
• Knowing there is a plan for future opportunities reinforces employees' career development.
• Management's commitment to succession planning means that supervisors will mentor employees to transfer knowledge and expertise.
• Management keeps better track of the value of employees so positions can be filled internally when opportunities arise.
• Leadership and employees are better able to share company values and vision.
• A new generation of leaders is needed when there's a mass exodus of people from the workforce into retirement. (Online)

                Figure 4 - Benefits of Succession Planning.

References 

https://www.insperity.com/

https://www.insperity.com/blog/benefits-of-succession-planning/

https://www.istockphoto.com/photos/succession-planning

https://www.investopedia.com/contributors/53661/

Figures

Figure 1 - What is the Succession Planning. 

Figure 2 - Key Takeaways.

Figure 3 - Understanding Succession Planning.

Figure 4 - Benefits of Succession Planning.