HR Professional Analysis

I would like to think of myself as more of an advanced HR professional versus a strategic expert, even though that is what the test indicated. Organizational design, communication, performance management, selection, staffing, retention, rewards, compensation, training, development, coaching, consulting, employee relations and conflict resolution was some of my strongest competencies. Back in 1993 I joined a small employee benefits firm which specialized in Section 125 plans and the administration. I was to open a retirement plan administration division; I started with the organizational design of the area. In completing this task I needed to understand the business acumen and also take into consideration and customer goals. I designed the business strategies to focus on volume and customer service and not
Because we had a variety of technical needs, we were looking for specialist. I put together a guide that gave them sample advertisements for human capital, with ads that were target specific to the KSAO we were looking for; I also outlined the advertising mediums established by the organization to use. This allowed the managers to have approved material to use immediately, rather than waiting for approval. This reduced understaffing during the critical tax season, which much of our work would focus. I set up a system that had pre approved technical communication letters and forms that were used by the staff to speed up the process. If a communication letter or form was needed to be sent to a client it must go through the review process unless it has been pre approved. The more things we had pre approved the more productive the staff could be in day to day operations. This expedited response time for many issues that seemed to be standard issues across the client base. It was important to align the HR with the needs of the clients; the process is in a continual development