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Developing Young HR Professionals

Developing Young HR Professionals. 45th Annual National Conference. Outline. The Young HR Professional Concept of Development & Relevance to HR Professionalism Professional Development Resources & Tools: Challenging the Status Quo?. Who is a Young HR Professional?.

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Developing Young HR Professionals

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  1. Developing Young HR Professionals 45th Annual National Conference

  2. Outline • The Young HR Professional • Concept of Development & Relevance to HR Professionalism • Professional Development Resources & Tools: Challenging the Status Quo? Elizabeth Olofin

  3. Who is a Young HR Professional? • Age as a defining factor : 18-35 years? • Psychological Needs: Love: Intimacy vs. Isolation; Generativity (Erikson, 1950) • Other characterization which may apply: • It may span periods of the immediate years during and after technical qualifications • Hypothetical positioning of the young professional in a system or organogram may range from operational to Tactical. Elizabeth Olofin

  4. Development in Human Resources Practice • Being able to identify and add Value to a System evidenced in Key Performance Indicators through relevant Human Resources Management Support whilst fulfilling desired Personal & Professional Goals of the Practitioner • Alignment of HRM with Organizational Strategic Objectives • Alignment of Personal Goals with Professional role/Organizational Goals Elizabeth Olofin

  5. Providing Support for Development Organizational Goal: • Achieving Organizational Success rest on People • Creating the Customer sustainably involves seeking opportunities and converting them to wealth/industry (Value) whilst realizing the personal potentials of the organization’s Human Resources • Key question any organization and particularly the HR Professional that wishes to remain relevant must ask are: • Do our people understand our business: can they create the customer through Innovation and standardization of Service Excellence (Operational & Technical Competence?) • Are they able to handle change? • Are they able to inspire and build other leaders? • Are they empowered with the quality, type and level of information for decision-making? Elizabeth Olofin

  6. Development Support: Professional Success Skills Elizabeth Olofin

  7. Resources & Tools: Challenging the Status Quo? What exist...√ • 6 Levels of Examination Stages with at least 26 varied subjects/courses • 12 months Mandatory Industrial HR Experience before Induction • Use of relevant Local case studies in the delivery of Training and in Examination Treatise • Annual mandatory professional Learning & Development Programmes Elizabeth Olofin

  8. Resources & Tools: Challenging the Status Quo? Elizabeth Olofin

  9. Resources & Tools: Challenging the Status Quo? Elizabeth Olofin

  10. Thank you Elizabeth Olofin

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