Recently, I was asked by a reader about professional development resources for HR professionals.

I get it. There are many resources for human resources. This is a great thing. It cannot be easy to know where to begin. These are the five resources I recommend to HR professionals. The first two are free!

How To Get Your First Job In Human Resources

My path to human resources was not the usual career path. The company where I worked was able to transfer me into human resources after an auto accident rendered me physically disabled. They also provided training that allowed me to succeed. To sum it up, I wouldn’t recommend anyone to go through the professional development I went through to become an HR professional.

This article features Steve Browne, SHRM–SCP. He is currently the vice president of human resources for LaRosa’s, Inc., an Ohio-based pizzeria chain. He is also a member of the Society for Human Resource Management. Steve is a dedicated person who I have had the privilege of knowing for many years.

6 Tips to Improve Your Business Acumen

It shouldn’t surprise anyone that business acumen is one of the Society for Human Resource Management competency models. It is important to understand the business and talk about it to make the right decisions for the growth of the business.

It cannot be easy to have business acumen. Although many people use business buzzwords like “customer journey” or “wheelhouse”, do they understand what these terms mean? New concepts are constantly being created in today’s business world. It cannot be easy to keep up with the pace, especially when you have a lot of work.

This article lists my top business activities.

The 9 Faces Of HR – Which Are You

My first blog post about HR Bartenders focuses on how actions speak louder than words. This adage still holds all these years later. HR professionals must identify what we want to be known and then demonstrate that with our actions. It’s not difficult to do this on your own.

Kris Dunn, the author of HR Capitalist, has published a book called The 9 Faces Of HR: A Disruptor’s Guide to Mastering innovation and Driving Real Change. This book provides a detailed look at career development for human resource professionals. This topic is one that HR professionals don’t spend much time on because they’re too busy caring for everyone else in the company.

The Manager’s Guide for Developing Competencies in Human Resources Staff

Leaders in the workplace face a challenge: not only must they have people who can do their job, but also those who are ready to take on new challenges. The Guide is a simple-to-use guide for HR managers and small-business executives that helps them develop their employees’ proficiency in core HR competencies. It is packed with real-life stories, management success stories, and tips and techniques.

Because it is filled with practical job tools, I recommend Phyllis’ book to my HR colleagues.

It offers activities for HR managers to improve their competencies. It also features proficiency indicators to indicate different levels of HR staff, charts and forms to aid in developing HR staff.

How To Develop a Plan For Self-Directed Learning

Debra Cohen’s book Developing Proficiency In HR: 7 Self-Directed Activities For HR Professionals was published a few years back. She discusses professional development with a “job portfolio“. Career portfolios are similar to a portfolio of graphic artists. It is where one can store their career achievements, digitally or physically. When we have conversations with our managers about career goals and aspirations, the portfolio can help us remember our learning achievements.

Cohen is releasing a new book titled Developing Management Proficiency: A Self-Directed Learning Approach. Self-directed learning is a topic that I find very timely. This has been a key part of our lives for many years, but it is even more important now with the rise in remote work. Employees must find ways to learn and stay relevant.

By Vicki

‘HR Shopper’ has a 10 years of experience in management and HR in top 2 global MNC’s. Understanding the employee needs as well as organization productivity she adopts the techniques that create perfect balance satisfying the needs of both.

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