HR Supervision – Support for the professional development of HR managers and advancement of the HR function within the organisation
Supervision has become an important form of professional counseling and development of experts in recent years. It is a consultation process based on the exchange of practical experience and knowledge, and is focused on the interpretation of processes, as well as learning and teaching through experience and counseling.
Supervision is necessary in the professional development of all who work directly with people and is one of the key ways to ensure efficiency and quality of service and to undertake competent interventions. It is also one of the important factors linked to prevention and reduction of work-related stress.
The functions of supervision are:
- further professional development of HR professionals (knowledge and skills)
- developing and maintaining the quality of work
- protecting the mental health of HR professionals through the prevention of stress and burnout
- strengthening the HR function in the organisation.
Method of work and implementation
Supervision is carried out individually, based on (regular) meetings between an experienced human resource expert and the client (on a monthly basis or as agreed). The aim is to supervise and mentor clients on a 1:1 basis in carrying out specific tasks, for example, in the definition of certain procedures, HR processes, ethical dilemmas, creation of forms or analysis of data collected and similar advice on human resources issues which are analyzed for retroactive, current or planned future activities.
The work involves verbal communication where the supervisor provides advice, experience, suggestions, information, tracks flow of activities, corrects and guides. The client is responsible for output in task execution.
In addition to individual supervision, group supervision is also carried out.