A Complete Guide on Coaching vs Mentoring vs Consulting, Each approach – business coaching, business mentoring, and business consulting – serves different needs
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When I first started my entrepreneurial journey, I thought I had to figure everything out on my own. I couldn’t have been more wrong. The mentorship benefits for entrepreneurs became crystal clear once I connected with my first business mentor, and it completely transformed how I approached building my company. If you’re wondering whether mentorship is worth your time as an entrepreneur, let me share what I’ve learned about how the right guidance can accelerate your business growth and help you avoid costly mistakes. What is Mentorship in Entrepreneurship? Mentorship is a professional relationship where an experienced entrepreneur or business leader shares their knowledge, insights, and expertise with someone who’s earlier in their entrepreneurial journey. Unlike coaching or consulting, mentorship is typically a longer-term relationship built on trust, mutual respect, and genuine investment in your success. In my experience, business mentorship goes beyond just giving advice. It’s about having someone who believes in your vision, challenges your thinking, and provides the strategic guidance you need to navigate the complex world of entrepreneurship. The Life-Changing Mentorship Benefits for Entrepreneurs I’ll be honest – before I experienced the mentorship benefits for entrepreneurs firsthand, I was skeptical about whether having a mentor would actually make a meaningful difference in my business journey. Like many entrepreneurs, I thought I could figure everything out through trial and error, research, and sheer determination. But after connecting with the right business mentor, I realized that mentorship isn’t just helpful – it’s transformational. The entrepreneur guidance I received didn’t just help me avoid mistakes; it fundamentally shifted how I approached challenges, made decisions, and viewed opportunities. Within six months of starting my mentorship relationship, I saw measurable improvements in my business growth, decision-making speed, and overall confidence as a leader. These weren’t small incremental changes – they were paradigm shifts that accelerated my success in ways I never thought possible. 1. Accelerated Learning and Skill Development One of the most significant mentorship benefits for entrepreneurs is the acceleration of your learning curve. Instead of spending years making the same mistakes countless others have made before you, you can learn from someone who’s already walked that path. My mentor helped me develop entrepreneurial skills I didn’t even know I needed. From negotiation tactics to leadership development, having access to their expertise saved me both time and money. The entrepreneur guidance I received was invaluable in helping me understand market dynamics and customer psychology. 2. Expanded Professional Network Networking opportunities through mentorship opened doors I never could have accessed on my own. Your mentor’s connections become your connections, and this professional networking can lead to partnerships, investors, customers, and even future mentors. The business connections I made through my mentor’s introductions resulted in three major partnerships that directly contributed to our company’s growth. This is one of the most tangible mentorship benefits for entrepreneurs that continues to pay dividends. 3. Strategic Decision-Making Support Having someone with experience to discuss strategic planning and major business decisions is incredibly valuable. My mentor helped me think through critical choices like market positioning, pricing strategies, and expansion opportunities. The entrepreneur guidance during these pivotal moments prevented me from making several potentially costly mistakes. Their outside perspective and business wisdom provided clarity when I was too close to see the bigger picture. 4. Emotional Support and Motivation Entrepreneurship can be lonely and emotionally challenging. The mentorship benefits for entrepreneurs extend far beyond business strategy to include emotional support during tough times. Having someone who understands the unique pressures of building a business is incredibly reassuring. My mentor became a source of motivation and encouragement when I faced setbacks. They reminded me that failure is part of the journey and helped me reframe challenges as learning opportunities. 5. Accountability and Goal Setting Mentorship provides built-in accountability that’s often missing when you’re working solo. My mentor helped me set realistic goals and held me accountable for achieving them. This goal setting process kept me focused and moving forward even when motivation waned. How to Find the Right Mentor for Your Business Finding the perfect business mentor isn’t about connecting with the most successful person you can find. It’s about finding someone whose experience aligns with your needs and whose communication style meshes with yours. Define Your Mentorship Goals Before you start your mentor search, be clear about what you hope to gain from the relationship. Are you looking for help with specific skills, industry connections, or general business guidance? Understanding your goals will help you identify the right type of mentor. Look Within Your Existing Network Start your search close to home. Look at your current professional network for potential mentors. Sometimes the best mentors are people you already know who have experience in areas where you need guidance. I found my first mentor through a mutual connection at a local entrepreneur support group. They weren’t the most famous entrepreneur in town, but their experience in my industry made them perfect for what I needed. Utilize Professional Organizations and Events Industry associations, entrepreneurship programs, and business events are excellent places to meet potential mentors. Many successful entrepreneurs are willing to give back to the community and may be open to mentoring relationships. Networking events, startup competitions, and industry conferences provide natural opportunities to connect with experienced business leaders who might become mentors. Consider Formal Mentorship Programs Many organizations offer structured mentorship programs that match entrepreneurs with experienced mentors. Programs like SCORE, industry-specific accelerators, and university alumni networks can be great resources. These formal programs often provide structure and guidelines that can make the mentorship relationship more effective, especially if you’re new to being mentored. The Critical Importance of Mentor-Mentee Communication The success of any mentorship relationship hinges on effective communication skills and mutual understanding. I’ve learned that the quality of communication often determines whether a mentorship thrives or fizzles out. Establish Clear Expectations From the beginning, I made sure to discuss expectations with my mentor. How often would we meet? What topics were off-limits? What did
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Mentorship is a powerful catalyst for professional and personal growth. While much is written about how to be a great mentor, the role of the mentee is equally vital. If you’re wondering how to be a great mentee or want actionable mentee tips for a successful mentorship, this guide is for you. What Makes a Great Mentee? A great mentee is proactive, open to feedback, and committed to growth. Successful mentees understand their mentee responsibilities, such as setting clear goals, respecting their mentor’s time, and being honest about their progress and challenges. They view the mentor-mentee relationship as a partnership, not a one-way street. Essential Behaviors of Successful Mentees Active Listening: Asking Good Questions Listening is more than hearing-it’s about understanding and engaging. Great mentees come prepared with questions, clarify doubts, and show genuine curiosity. They value their mentor’s insights and are not afraid to seek clarification or ask for real-world examples. Taking Initiative Mentors appreciate mentees who take charge of their learning. This means scheduling meetings, preparing agendas, and following up on action items. Taking initiative shows respect for your mentor’s time and demonstrates your commitment to the process. Respecting Boundaries Mentors are often busy professionals. Respect their time by being punctual, keeping communications concise, and not expecting immediate responses. Set mutually agreed-upon meeting schedules and honor them. Following Through Reliability is a hallmark of a good mentee. If you agree to complete a task or explore a resource, do it. Consistently following through builds trust and shows your mentor that you value their investment in your growth. What Mentors Wish Their Mentees Knew Mentors want mentees to realize that mentorship is a shared journey. Here’s what mentors often wish their mentees knew: Also Read: What is Organizational Development? Maximizing the Mentorship Experience To get the most from your mentorship:
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Do you think that your organisation lacks processes? Do you believe that the teams are good, but you want to make them more efficient? Does the organisation lack strong collaboration and communication across all levels? Then, you should know how Organisational Development Interventions can be useful for your company. Organizational development is an intervention that focuses on enabling culture development, bringing a positive impact, and fine-tuning business processes. OD process is done by implementing proper processes, systems, and procedures that bring a positive impact to the operations in the organization. According to a survey done by Quantum Workplace, 72% of executives agreed that organisations that were highly engaged had happy customers. Through OD, organizations grow sustainably, build high-performing teams, manage talent, bridge communication gaps, and enable teams to cultivate professionalism. It enables a positive and conducive organisational culture, where employees are driven, which in turn improves the productivity of the organization. The intervention of OD could be anything, like team building, change management, leadership training, or creating Standard Operating Procedures (SOP), enhancing the communication skills of teams- anything that cultivates a positive work environment and optimizes the productivity of the organisation. The OD process focuses on driving sustainable growth and enhancing overall organisational effectiveness. Now you may think, how does it work? The Organisational Development process is not just a random intervention. Organisational Development is a set of sequenced and planned actions or interventions. The entire process is comprehensive and dedicated to upscale the overall productivity in the organization. OD process streamlines certain processes, creates processes for managing operations, or it can be a goal-based training workshop for specific teams. Here, as you can notice, the efforts that go into such interventions are strategic and specific to a target. Why would organizations need the OD Process? The answer is simple. Technologies evolve, and with that, there are processes that need to evolve, and so do employees. From employees who need to follow the processes to the ones who need to adapt and evolve in their working style, the OD Process comes into the picture. Any organization, from MSMEs to big corporate companies, in order to make the workplace process-centric and more productive, would need Organizational Development. The goals of organizational development Overall effectiveness in an organization comes when the process is right, the communication flow is proper, there are no conflicts in the workplace, the employees are engaged, the customers are happy, and the organization grows sustainably. Improvement in Organizational Culture Just like how Rome was not built overnight, so is a conducive organizational culture. Even if it is built, it needs acceptance and adherence by all team members. It requires clear values, open dialogue, and intentional practices that keep employees engaged and keep the environment conducive. As OD intervention specialists, we identify the levers that influence culture—what motivates your team, what holds them back, and how to create an environment where people thrive. Reduction of Workplace Conflict Conflicts drain energy and productivity. It is a demotivating factor for teams and creates disengagement. It takes a toll on the employees. According to a survey by Workplace Peace Institute, 77% of respondents cited lack of trust as a primary trigger, 72% – personal clashes, and 70% facing conflicts due to lack of role clarity. Through effective change management, collaborating with HR Management and structured OD processes, we address the root causes—be it communication gaps, unclear roles, or a lack of team cohesion—and replace them with team harmony and collaboration. Facilitating Change & Adaptability Change is inevitable. The one being the only constant. Whether it is new technology, leadership shifts, or market demands, the MSMEs and big businesses must be in pace to be in pace with the current trends of the market. The right OD strategy factors in the need to align teams with the bigger picture. They enable smooth transitions and lessen the resistance to change within the organisation. Enhancing Communication One of the strengths of any organization lies in its communication flow. From leadership to front-line teams, Organization Development tools help streamline messages, remove silos, and build a culture of transparency and trust. Attracting & Retaining Talent A vibrant organizational culture and clear career growth path naturally attract top talent. OD initiatives focus on building an employee-first ecosystem where people feel valued and and engaged. This move vastly improves the organizational productivity. Employee Engagement A report of State Of The Global Workplace shows that highly engaged employees see an 18% decrease in employee turnover. Engaged employees are productive employees. Organizational Development helps create roles with purpose, feedback loops that matter, and recognition systems that inspire continuous improvement. Sustainable Growth When culture, people, and processes align along with goal orientation, scalable growth becomes a byproduct. A well-executed OD process ensures your organization isn’t just scaling, but scaling smartly and sustainably. Key Components of the OD Process A success of an OD Process lies in its structure, strategic framework and finding the key areas of improvement, its implementation, acceptance and finally its adherence. We as OD Intervention Specialist help your business evolve and thrive. At TBMPL, we believe that when you get the fundamentals right, everything else follows: your teams, your processes, and your team’s performance. Let’s dive into the key components of the OD process that drive real change: 1. Diagnosis of Organizational Needs The first step in the OD process is understanding the current scenario of the organziation. This includes analyzing company culture, workflows, leadership effectiveness, communication patterns, and employee engagement levels. The goal is to uncover gaps and opportunities for improvement. 2. Feedback and Data Sharing Once we collect data, it’s crucial to share insights with the leadership and teams transparently. This phase fosters trust and lays the groundwork for collective problem-solving—a key element in both organizational culture and change management. 3. Strategic Planning for Change Now comes the planning stage. Based on the diagnosis, we craft interventions aligned with business goals—whether it is organisational restructuring, redefining roles, enhancing communication, or training leadership. This is where change
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Performance Management is not merely a checkbox exercise but a strategic tool that empowers organizations to harness the full potential of their workforce. By fostering a culture of continuous improvement, open communication, and goal alignment, organizations can create an environment where both individual and collective success thrive. What Is Performance Management? We Provide Customized Performance Management Solutions Contact Us Performance Management is a systematic process that involves the identification, measurement, and development of an individual or team’s performance within an organization. It’s not just an annual ritual of performance appraisals; rather, it encompasses a continuous cycle of planning, monitoring, reviewing, and rewarding or developing performance. Why is a Performance Management System Important? In the intricate dance of workplace dynamics, the role of Performance Management takes center stage, influencing productivity, individual performance, and employee engagement. Delving into this crucial aspect unveils a myriad of benefits, shaping the very fabric of organizational success. Performance Management Fosters Employee Reward and Recognition Recognizing and appreciating employees is more than a gesture; it’s a business strategy. A survey by American Express underscores the impact of reward and recognition systems on staff retention and motivation. However, the effectiveness of such systems hinges on a robust performance management process. Continuous performance management identifies praiseworthy efforts, fostering a growth mindset among team members and contributing to employee happiness. Key statistics underline the importance 75% of employees receiving monthly recognition express job satisfaction. 69% of workers put in extra effort when their work is valued. Businesses with strategic recognition programs witness a 60% rise in employee engagement. Enhancing Employee Engagement and Productivity Engaged employees are the backbone of a productive workplace. Continuous performance management cultivates an ongoing dialogue, creating an atmosphere of trust, support, and encouragement. This dynamic fosters a strong relationship between employees and the company, boosting engagement. Regular interactions and goal-setting within the performance management framework align employees with the company’s direction, creating a genuine connection and encouraging discretionary effort. Technically, it is also a part of Employee Life Cycle Management. Facilitating Feedback Exchange In the realm of performance management, feedback is the currency of improvement. Employees crave regular feedback on their performance, and the reciprocal process of providing feedback on the company and management is equally vital. This continuous exchange allows for the evolution of company processes, streamlining operations for greater efficiency. Read More: Myths of HR Creating Clarity Around Goals Surprisingly, around 50% of employees lack clarity about their roles and goals within the workplace. Effective performance management processes eliminate ambiguity by fostering regular, future-focused conversations. Continuous reviews ensure employees understand their responsibilities and what is expected of them. This clarity empowers employees to set goals aligned with both their strengths and organizational objectives, instilling a sense of ownership and motivation. Performance Management Cycle Stages Embarking on the expedition of proficient performance management requires traversing a series of discernible stages, with each phase playing an integral role in shaping the overarching triumph of the entire process. Creating SMART Goals for Their Teams At the outset, the performance management cycle kicks off with the creation of SMART goals – Specific, Measurable, Achievable, Relevant, and Time-bound. This stage sets the roadmap for individual and team accomplishments. By establishing clear objectives, employees gain a precise understanding of expectations, fostering a sense of purpose and direction. Monitoring Through Check-ins Once the goals are set, the cycle shifts into the monitoring phase. Regular check-ins become the heartbeat of performance management, providing a continuous feedback loop. Managers engage in ongoing conversations with team members, tracking progress, addressing challenges, and offering support. These check-ins not only ensure alignment with organizational objectives but also cultivate a culture of open communication and collaboration. Reviewing the Overall Performance As the performance period unfolds, a critical stage involves the comprehensive review of overall performance. Managers and employees come together to assess achievements, areas for improvement, and the alignment of individual efforts with the broader organizational goals. This reflective process serves as a foundation for informed decision-making and sets the stage for meaningful conversations about professional development. Rating and Rewarding Building on the insights gathered during the review stage, the next phase involves the thoughtful evaluation and rating of individual and team performance. This step goes beyond mere judgment; it serves as a basis for recognizing and rewarding exceptional contributions. Whether through financial incentives, promotions, or public acknowledgment, this stage reinforces a culture of appreciation and motivates employees to strive for excellence. Performance Management System Components Learning & Development At the heart of any performance management system is the commitment to continuous Learning and development. This component emphasizes fostering skills, expanding knowledge, and nurturing a culture where employees are encouraged to evolve professionally. It’s the engine that propels both individual and collective growth. Feedback & Suggestions The lifeline of effective performance management lies in a constant exchange of feedback and suggestions. This component is not just about critique; it’s a dialogue that fuels improvement. Constructive feedback becomes the compass guiding individuals and teams towards refinement and excellence. Recognizing Good Performance Acknowledging a job well done is more than a feel-good gesture; it’s a fundamental component of performance management. Recognizing good performance, whether through formal awards or a simple “thank you,” not only boosts morale but also fuels a culture of appreciation, motivating individuals to consistently excel. Performance Review An integral moment in the performance management cycle is the formal performance review. This component involves a comprehensive evaluation of individual and team accomplishments, strengths, and areas for improvement. It’s a reflective juncture that informs decision-making and shapes future goals. Ongoing Communication Effective communication is the glue that holds the performance management system together. This component emphasizes continuous dialogue between managers and employees. Regular check-ins, discussions, and transparent communication channels ensure that everyone is on the same page, fostering a collaborative and informed work environment. Objectives And Goal Setting Clear objectives and goal setting form the backbone of a performance management system. This component involves collaboratively defining SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with both
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What is the Employee Life Cycle? The employee life cycle? It’s like the journey of an employee from the day they join a company to the day they bid farewell. Picture it as a timeline that maps out all the stops and experiences an employee encounters during their time with an organization. Think about it this way: when someone gets hired, they’re at the starting line of this cycle. From there, they embark on a series of stages, each marking a different phase of their relationship with the company. It’s not just about showing up to work every day; it’s about the whole experience—from orientation and settling in, to growing in their role, and eventually moving on. Benefits of Employee Life Cycle Management Employee life cycle management offers several advantages to organizations, shaping a holistic approach to employee management that spans from recruitment to departure. Let’s delve into the key benefits: Enhanced Recruitment and Onboarding Processes Efficient employee life cycle management ensures smooth recruitment and onboarding processes. By streamlining these initial stages, organizations attract top talent effectively and set a positive tone for the employee’s journey. Improved Performance Management and Career Development Through systematic tracking of employee progress, organizations can tailor Performance Management and career development initiatives. This personalized approach fosters employee growth, boosts morale, and enhances overall performance. Increased Employee Engagement and Retention A well-managed employee life cycle nurtures a sense of belonging and engagement among employees. By addressing their needs at every stage, organizations cultivate loyalty, reduce turnover rates, and retain valuable talent. Streamlined Processes and Reduced Turnover Costs Efficient life cycle management leads to streamlined HR processes, minimizing administrative burdens and associated costs. By reducing turnover rates, organizations save on recruitment, training, and onboarding expenses. Positive Employer Brand Image Organizations that prioritize employee life cycle management tend to cultivate a positive employer brand image. This reputation attracts top talent, enhances market competitiveness, and fosters trust among stakeholders. Strategic Workforce Management By aligning employee goals with organizational objectives, life cycle management enables strategic workforce planning. This alignment ensures that talent resources are effectively utilized to drive business success. The 7 Stages of the Employee Life Cycle The employee life cycle encompasses seven distinct stages, each crucial in shaping the employee’s journey within an organization. Let’s explore these stages in detail: 1. Brand Attraction The employee life cycle begins with brand attraction, where organizations strive to create a compelling employer brand. Through effective marketing and communication strategies, companies showcase their values, culture, and opportunities, attracting potential candidates who resonate with their brand identity. 2. Recruitment Recruitment marks the next phase, where organizations actively seek to fill vacant positions with suitable candidates. This stage involves sourcing candidates, conducting interviews, and selecting the best fit for the role based on skills, experience, and cultural alignment. 3. Onboarding Upon selection, new hires undergo the onboarding process, where they are introduced to the organization, its policies, and their roles and responsibilities. Effective onboarding sets the stage for a positive employee experience, facilitating a smooth transition into the workplace. 4. Professional Development Professional development is integral to nurturing employee growth and skill enhancement. Organizations provide training, mentorship, and opportunities for advancement to empower employees to reach their full potential and contribute effectively to the organization’s success. 5. Retention Retention focuses on maintaining a satisfied and engaged workforce. By addressing employee needs, recognizing achievements, and fostering a supportive work environment, organizations minimize turnover rates and retain valuable talent. 6. Exit The exit stage involves the departure of employees from the organization, whether due to resignation, retirement, or termination. It includes processes such as conducting exit interviews, knowledge transfer, and offboarding procedures to ensure a smooth transition and preserve organizational knowledge. 7. Advocacy The final stage, advocacy, involves leveraging former employees as brand ambassadors. Organizations cultivate positive relationships with alumni, encouraging them to advocate for the company and its products or services, thereby enhancing brand reputation and attracting potential talent. 8. Why TBMPL? Transcend Biz Mentors offers a comprehensive suite of solutions to support organizations in developing and implementing an effective employee lifecycle strategy. Some generic benefits include: Expertise TBMPL brings years of industry experience and expertise in talent management, enabling organizations to access best practices and innovative solutions. Customization TBMPL understands that every organization is unique, offering customizable solutions tailored to specific needs and objectives. Technology Transcend Biz Mentors leverages cutting-edge technology and tools to streamline processes, enhance efficiency, and drive better outcomes throughout the employee lifecycle. Support Transcend Biz Mentors provides dedicated support and guidance every step of the way, ensuring smooth implementation and ongoing success. Results With TBMPL, organizations can achieve tangible results, including improved talent acquisition, higher employee engagement, and enhanced organizational performance. Employee Life Cycle Management (FAQs) What is employee life cycle management? Employee life cycle management refers to the systematic approach of overseeing an employee’s journey within an organization, from recruitment to separation. It involves various stages such as attraction, recruitment, onboarding, development, engagement, and separation. Why is employee life cycle management important? Effective employee life cycle management is essential for optimizing talent potential, fostering employee engagement, and achieving organizational goals. It ensures smooth transitions, enhances employee experiences, and contributes to long-term success. What are the key stages in employee life cycle management? The key stages in employee life cycle management include attraction and recruitment, onboarding, development, engagement, and separation. Each stage plays a crucial role in shaping the employee’s journey within the organization. What are the benefits of effective employee life cycle management? Effective employee life cycle management leads to enhanced recruitment and retention, improved performance and productivity, increased employee engagement, streamlined processes, and a positive employer brand image. What tools and strategies can be used for employee life cycle management? Various tools and strategies can be used for employee life cycle management, including applicant tracking systems (ATS), onboarding software, performance management tools, learning management systems (LMS), and employee engagement surveys. How can employee life cycle management contribute to organizational success? Employee life cycle management contributes to organizational
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What is a Business Mentor? A Business Mentor is an experienced professional who provides guidance, support, and advice to individuals looking to enhance their skills and knowledge in the business world. They are typically individuals who have achieved success in their own careers and are willing to share their expertise with others. How to Find a Business Mentor? Finding the right business mentor can greatly enhance your personal and professional growth. Here are some effective ways to find a mentor: Why You Should Consider Working with a Mentor? Working with a mentor offers numerous benefits that can accelerate your personal and professional development. Here are some reasons why you should consider finding a mentor: What Does a Business Mentor Do? A business mentor fulfills various roles to support your growth and development. Here are some key ways a mentor can help: In conclusion, finding a business mentor is a proactive step towards personal and professional growth. By seeking out the right mentor, you can benefit from their experience, guidance, and support to advance your career and achieve your goals. Remember, the mentor-mentee relationship is a two-way street, so be prepared to invest time and effort in nurturing this valuable connection Our More Services Training and Development Services → Graphic Design Services → Organizational Development Services → Social Media Optimization Services → Business Mentors in India → Mentorship Services in India → Pay Per Click (PPC) Services → Social Media Marketing Services → Business Consultancy Services → Web Development Services → Digital Marketing Services India → Virtual Assistant Services →
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Is hiring HR an investment or an added expense? Does HR have a polarised or multifaceted role? These are the questions we often find employers struggling with. Like any other profession, even HRM has its fair share of HR stereotypes and Myths. Our brains tend to take that cognitive shortcut. Curious to know the reality? Read on, right away to find out the frequent presumption and myths of HR. 8 Common Misconceptions about HR Let’s go through the misconceptions about HR that many of us may have! Let’s see how contrasting the facts are in real! Misconception 1: Hiring An HR Is An Extra Expense In general, startups and SMEs HR deem HR as an extra expense when first starting. This is one of the first common misconceptions about HR. The value of HR is often ignored since it is difficult to correlate it to revenue directly. HR professionals make efforts to bring balance between the organization and its employees. And thereby, create a winning team. It is a fact that any business should not ignore. HR attracts and retains talents that would fit & serve the organizational needs. They work out a proper organizational structure. The structure is backed by appropriate processes like induction, hiring process, and compensation systems. HRs also frame policies to establish transparency and fairness in the organization to create credibility for the leadership team. Hence, HR is not an added expense but an asset to the organization. Misconception 2: Companies Employ HRs to Hire & Fire HR professionals are hired especially to HIRE & FIRE. This is one of the most common myths of HR that drifts around them quite often. HRs aim to find the right talent for the organization. HR looks for employees and resources whose aptitude can help the company to expand. They find the best fit for the required job roles in the company. It is true that when Human Resource Management began, the intent was to manage the hiring and firing of employees. In modern times, HR aligns the existing employees through training interventions. Offboarding the non-performers is the last option. Have you heard of the theories X, Y, and Z? McGregor’s Theory X and Theory Y Theory X assumes that most people are unintelligent. They lack the aptitude for creativity. Command and Control is how the management approaches its employees to get results. Theory Y assumes that if the work conditions are favorable, work can be fun for the employees. This will let them be self-directed toward their creativity to meet organizational objectives. It can fuel the motivation to work to satisfy their esteem and self-actualization needs. William Ouchi came up with a further evolved concept, “Theory Z”. It assumes that the HRM seeks to build cooperative and well-bonded relationships with their coworkers. In turn, employees remain loyal to the organization. It assumes that the employees want to maintain a work-life balance, and if given the right management support the employees will show their utmost capability in their jobs. So, HR professionals nowadays focus on bringing improvements in the performances of existing employees & the work culture. Offboarding existing employees & hiring a new candidate is the last resort! Misconception 3: HR Cares ONLY About the Company “HRs care about the company’s interest ONLY”. “They care only about the management.” These are also some well-known misconceptions about HR. Yes, HR does care about the company’s interest. But, the employees’ interest is also paramount at the same time. HR acts as a mediator in case there is a conflict between employee and employer’s interests. Improving employee engagement and job satisfaction rates is one of many job roles of an HR. It is a part of their role in a professional space to resolve issues related to harassment, discrimination, bullying, gender inequality, etc. It is their responsibility to act on a complaint, no matter who is involved. They ensure that everyone in the organization acts ethically. They work for the entire organization. So, it is erroneous to say that HR only cares about the company’s interest. Misconception 4: Human Resource Management Functions in Seclusion This is another misconception about HR that is often presumed to be true. “Human Resource Department operates in isolation”. It is clear from its name itself that it works for the employees and the organization. HR professionals work on the inputs they receive from top management & employees. They need to make fair decisions when resolving any issue or framing any policy. They may have an upper hand in making decisions related to employee well-being. But, they never work in isolation. The HR team requires collaboration & coordination from the managerial and operational levels also. Every Line Manager of every vertical is also an HR Manager as far as their team is concerned. Misconception 5: There’s No Need For HR Professionals To Be Creative Many presume is HR professionals need not be innovative. This myth of HR is born out of conventional notions. Humans are the species with the highest complexities. And, to deal with complex emotions, one of the needs is to be innovative. So, HRs have to be innovative to comprehend employee relations in their organization. Moreover, to come up with productive & strategic solutions when the company encounters problems, figure out a synergistic work culture that benefits every employee, accept the changes, and figure out a way to make the changes applicable, an HR professional needs to be innovative in their approach. Misconception 6: HRs Need Not Have An Understanding Of Business “HRs don’t require to have acumen in business. HRs don’t understand the revenue objectives of the company. Data literacy is not their thing.” Don’t you agree that this is the most common misconception about HR? To analyze the problems and bring up tactical policies in the organization, HR Professionals must have that aptness in business. In today’s times, they need to be commercially savvy, to understand the business. HRs are always on the frontline when dealing with the industry’s restructuring or
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