One of the most challenging situations in HR is figuring out how to construct your own professional credibility at the workplace, and in the industry at large. The complexities of the human resources industry are such that soft skills and technical and role oriented responsibilities work with a certain symbiotic relationship, and not all the metrics of human resources management professionals are quantifiable, so application of techniques and concepts and their success thereof speak volumes more. Even then, being an expert on core topics may not translate well into the varied responsibilities of the modern HR professional. To that end, we must eliminate the misconceptions of the path to success within the industry.
Here are five ways to not build credibility with HR operations-
1. Core Subject Expert – While a solid foundation in the core areas of operation within HR are a huge importance, professionals are more likely to be successful when they are experimenting and driving forward fresh perspectives and new ideas to maintain an effective implementation of workplace performance and culture. Factors like compensation benefit, retirement, training, etc. are important factors for success but a subject matter expert who deals with the administrative aspects are not as in demand these days.
2. Qualifications – One of the most important aspects of HR certifications is the fact that now it is a mainstay in the industry and at best, this presents your dedication and skill to work in the industry, but it does not necessarily translate into check for credibility as these are nothing of value if the employee is unable to add tangible value and drive change at the workplace, which is what an HR professional should focus on with their daily performance, while managing their usual tasks. Unless they are equipped with the top HR certifications, it is improbable that credibility will be built upon skill-sets without practical display.
3. HR Laws – It is important to know your profession and its legal technicalities, but such information must be used in the correct fashion. Spouting laws to encourage conformity at the workplace is a huge no-no. Relying exclusively upon rule structures and protocol is not conducive to dealing with a large number of people from different backgrounds. It is often the root cause of a lot of friction at work, and even though discipline can hold a company together, it must be used in a specific.
4. Experience – HR is a highly dynamic industry which presents professionals with diverse working conditions. Similar responsibilities do not translate to similar priorities and this is very evident in HR. As such, prior experience matters little while building your credibility as a HR professional unless the experience gained is directly applicable to their current endeavors.
5. Relationships – While networking is extremely important and having good relations with executives goes a long way in terms of support, relationships will never trump results and performance at the workplace. Your contributions and your insight play a much larger role in cementing your position at the company.