Building trust with employees is an essential part of an HR professional’s job. In this video tutorial, human resources professional consultant and trainer Catherine Mattice explains the importance of building positive relationships in an organization. She covers the four behaviors that can build trust: consistency, fairness, availability and involving employees.
- Being in the position of HR…can put you in the uncomfortable position…of representing two sides,…both of which you care about.…And that can place a strain on your ability…to build positive relationships.…But you need positive relationships…to be an effective HR manager.…To make things even tougher,…because many of your responsibilities involve…confidential information,…employees may get the feeling you're a secret keeper.…And because you deal with negative things,…like discipline and termination,…some might think you are a dangerous person…to get too close to.…But the truth is,…you have to build trust with everyone you interact with.…
The more they trust you,…the more they will know you are always doing what's best,…even when they don't agree with it.…You don't want people questioning your motives.…You want them to trust…that you can, will, and are doing the right thing.…In my experience in HR,…there are four behaviors that will help you…earn the trust you need to be an effective HR manager.…The first is consistency in everything you do.…
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Explain the role of administrative HR.
- Describe how to build trust with employees.
- Summarize how to conduct an HR audit.
- Cite the best practices for personnel files and recordkeeping.
- Identify the important tasks involved in writing a job description.
- Recognize the fundamental components of a high-quality onboarding experience.
- Identify effective and ineffective ways to discipline an employee.
- Cite the key reasons for conducting an exit interview.