Two Things You Never Thought an HR Practitioner Needed

August 14, 2009

The wrong misconception about an HR practitioner is that he or she must be adept in assessing a person’s personality. The HR practitioner is especially important during the hiring process, to assess if the applicant is a good fit for the position.

Aside from a degree in psychology or competencies in human behavior, an HR practitioner must also have excellent organizational communication skills and legal know-how. You might be wondering: just how relevant are these two skills in the workplace? The answer to that is actually very practical, yet ignored by both employers and HR employees.

1.    Organizational Communication Skills

HR employees communicate every time. When they communicate, they don’t just do so to a certain group of employees. On the contrary, their job actually obliges them to communicate to everyone in the organization. This includes supervisors—who need to get wind of a new policy released by top management. Even the employees at the lowest tier of the organizational chart interact with the HR employees—especially when they need to be informed about their payroll or a memo from another department.

The Human Resources Department actually serves as the mediator or the channel through which employees of different departments and ranks send their message. For this very reason, employees in this department must have versatile communication skills. They need to be able to communicate well both with people at the top and at the bottom of the organization.

2.    Legal Knowledge

In the Constitution, holding a labor union, rally, or protest is not prohibited—even in private enterprises. An HR practitioner must know how to handle such issues—not just cower in fear whenever employees come together against the top management.

As a matter of fact, HR employees are the best people to manage opposition inside an organization. Whenever an issue in an organization arises, the HR must be first to know. This way, they can immediately control the crisis–in a flawlessly executed way, of course. If hostility is the thrust of the opposing employees, the HR practitioner must know better than to respond in the same manner.

Most of all, whatever steps the HR must take should be in consonance with the law. Mere ignorance of it can get the whole organization in trouble, especially in dealing with unions.

Staging the Perfect HR Program

August 12, 2009

Admittedly, the Human Resources Department may not know anything about marketing at all. The employees in HR Department will ideally be experts at the dynamics of the human mind and how to motivate it—making a campaign successful to its stakeholders is the function of the marketing department. However, the HR Department will benefit a lot from knowing the tactics employed by the marketing department. Not only will it make an HR Department’s program appealing, but also successful to its stakeholders—the employees of a company.

1. Approach the Employees. Face it. Employees don’t have the luxury of time to sit around and read whatever information your department has to offer. The only way they’ll approach HR deliberately is if they want to file a leave of absence or have any concerns regarding their payroll. That’s why the task of the HR Department is to go to the employees themselves. As an HR consultant, you have to be able to exhaust the appropriate channels to reach the employees. There are different avenues to communicate to employees without having to go to them face-to-face. With the advent of new technology, such as e-mail, instant messaging, video conferencing, and many other communication breakthroughs, you shouldn’t have any trouble getting your message across.

2. Make it Language-Friendly. Language-friendly information means communicating the message in a language the employees will understand. If you’re advocating a campaign directed towards janitors, make sure the language is kept simple—you don’t use the same literary metaphors you’d say to your creative artists. Language-friendly HR campaigns also utilize company jargons—even the informal ones—to make the message appealing and at the same time loyal to the company’s brand.

3. Compel Employees to Action An HR program without any end is as good as a futile marketing campaign. In the end, an HR program must be able to successfully move employees towards a particular line of action, the same way a marketing campaign’s vital aim is to expand the bottom line.

4. Make Information Relevant. As have been said, employees don’t have the luxury of time to listen to whatever the Human Resources Department has to say. For that, you have to make sure the message is worthy of their attention in the first place. Forcing them to do something that’s not even significant or in any way helpful not only wastes their time, but also the company’s resources.

NYC Month of Amazing High Tech Opportunities

April 14, 2009

The following events coming up in NYC during April have the potential to revolutionize the high tech community in New York.  The following list of events offers something to everyone from the recently laid off to the budding entrepreneur. From NYC Entrepreneur Week to Laid Off Camp 2009 have a look at these amazing offerings set to take the city by storm.

Read more

25 Things to Avoid in an Interview

June 2, 2008

It is not only important know what to do on an interview, but also what not to do. has come up with a list of 25 things that could sabotage your career hunt.  Have you committed any of these interview sins?  For example, bringing up salary too soon.

You’re Not Getting the Job – 25 Reasons [CNN]

10 Hot Tech Companies to Work for in New York City

May 30, 2008

This is a list to help you get started if you are looking for tech or web development positions in New York City. Silicon Alley is full of great jobs if you just know where to look.

1. AlleyCorp
2. DailyCandy
3. Etsy
4. Huffington Post
5. IAC
6. The Ladders
7. Meetup
8. Mimeo
9. Fog Creek Software
10. Thumbplay