- Introduction and Bio
Hello everyone. Welcome to my first project newsletter series, titled “HR Hour, Your HR Buddy”. Before we delve into the newsletter, I would like to notice that this project is based on previous research and insights I have received. As a HR enthusiast, this is to enhance my own understanding, as well as spread some HR insights, both to HR Professionals and Non-Professionals.
Short Bio
I am Mason and I am in my final semester at Yonsei GSIS majoring in International Trade and Finance Management – Global Strategy Management. Originally from the US and gained interest in HR after completing a course titled New Perspectives in Human Resources. My professional experience is based in International Education, Customer Service, and Marketing and have extensive global leadership experience in extracurricular activities(Newsletter, Cultural Exchange, Global Business). I am very excited to start this newsletter series to expand my HR knowledge and connect with more HR professionals in this field.
1.1. Table of Contents
Brief Overview of this month’s Newsletter
Enjoy the first ever HR Hour edition, packed with content that will give you the a refreshing overview of HR! Additionally, receive some informative outlook from Arthur Rabeau, a working Talent Acquisition/HR Professional based in France and catch up with his views on Retention and Employee Branding/Culture Fit.
- Review of HR – Definition and aspects of HR
- Definition of Human Resources (HR) focuses on managing an organization’s most valuable asset: its employees. HR professionals ensure employees have the necessary resources for their tasks and foster a positive work environment. They handle various responsibilities, from recruiting and compliance to benefits and training”
- Strategic and coherent approach for the organization to achieve success through people.
In simple words: the HR department takes care of the organization’s most valuable asset; its employees. HR professionals make sure that employees have everything they need to perform their day-to-day tasks and they’re also responsible for creating a healthy work environment that attracts and retains qualified people.
As many of you may know, HR is big and covers many different areas, thus there are various position titles related to HR( e.g. HR Generalist, Talent Acquisition, Sourcing, Labor Relations, Employee engagement/branding, etc)
2. For the sake of simplicity and limited content for this issue, we will not be able to cover every single aspect of the HR roles, so you could refer to this great article to know the common HR and specialized HR positions. However, some of the few research questions I had in mind(I was mostly interested in these at the moment) and I reached out to Arthur Rabeau , a current Talent Acquisition & HR Specialist at Beamy for his insights. Maintaining retention and culture has been one of the biggest topics in HR and different companies may have different approaches.
3. Insights on Retention and Culture
3.1) What has been your approach on retaining and developing while also empowering talent?
- Retention Strategies: Retention starts with hiring the right people who align with the company culture. We use structured interviews and assessment tools to ensure a good fit. Once onboard, we emphasize clear career paths, competitive compensation, and benefits, along with a supportive work environment.• Development Programs: Continuous learning is vital. We offer a range of development programs, including mentorship, coaching, and access to online learning platforms. Tailored development plans based on individual career aspirations and company needs help employees grow.• Empowerment Initiatives: Empowerment comes from trust and autonomy. We encourage a culture of innovation where employees can take ownership of projects and contribute ideas. Regular feedback and recognition programs reinforce their value to the company. Leadership training is also crucial, ensuring managers can effectively empower their teams.
3.2) In your field, what are the current challenges regarding empower branding and how it influences(or not) influences Culture Fit for future candidates?
- Employer Branding: The primary challenge is ensuring our employer brand accurately reflects our company culture and values. With the rise of social media, transparency is critical, as potential candidates have access to a wealth of information about us. Consistency in messaging across all platforms and interactions is essential.• Influence on Culture Fit: A strong employer brand can attract candidates who resonate with our culture. However, it can also lead to challenges if the brand portrays an image that isn’t entirely accurate, resulting in misalignment when new hires join. We tackle this by maintaining authenticity in our employer branding efforts and regularly updating our brand narrative to reflect our evolving culture.• Balancing Act: Striking a balance between attracting a diverse talent pool and ensuring a culture fit can be challenging. While we aim for a cohesive company culture, it’s equally important to foster diversity of thought and experience. We address this by promoting inclusivity and ensuring our values are broad enough to accommodate different perspectives while still providing a common ground.
4. Ending:
If you read the whole newsletter and made it to the end, thank you for taking th time to visit my first newsletter series. Part 2 series of the HR Hour Newsletter series will be coming soon latest by next week! I will discuss the basic HR trends & challenges in APAC as well as Diversity & Inclusion and its importance in this Global World.
If you have any question or any thoughts you would like to share, please feel free to share in the comment section. Moreover, if you have any idea topics you would like to me cover in the future, please feel free to let me kn
The End
Mason He
HR Hour, “Your HR Buddy” Newsletter Chief in Editor