Having come from a secretarial role that had some responsibility of managing disciplinary hearings and whilst studying for my L3 CIPD which I have now passed, I secured myself a HR coordinator role in the same organisation however I feel this role is offering me limited experience to HR as the majority of HR is outsourced externally and my sole responsibility in my HR role is managing sickness absence. I am worried I have made a mistake and that I won't have much to offer in the future if I apply for more senior HR roles as my HR exposure is very limited in my current HR role. I have started seeing a mentor which I hope will help as at the moment my current role is making me lose confidence. Has anybody else felt like this when they first started out in HR and if so how did you go about gaining more exposure?
Hi Olivia
Yes, I've started trying to implement processes that might streamline the absence management a bit better such as closing the absence when an employee returns to work as managers really struggle with this and it makes sense as I currently open the absences for a staff member.
I think having a look at our RTW is a good direction I can go in too.
I'm just about to start a project as part of my CIPD L3 which consists of monitoring absences from last year and this year and identifying any trends and departments most affected. I'm hoping this will be a valuable tool in enforcing more staff wellbeing and encourage managers to take a more proactive approach.
Hi Olivia
Yes, I've started trying to implement processes that might streamline the absence management a bit better such as closing the absence when an employee returns to work as managers really struggle with this and it makes sense as I currently open the absences for a staff member.
I think having a look at our RTW is a good direction I can go in too.
I'm just about to start a project as part of my CIPD L3 which consists of monitoring absences from last year and this year and identifying any trends and departments most affected. I'm hoping this will be a valuable tool in enforcing more staff wellbeing and encourage managers to take a more proactive approach.
