By Loretta A. Howard, PhD.
We are highly knowledgeable and experienced in Human Resources Management (HRM). We have over 40+ years of combined HRM experience. We have the depth and knowledge to partner with employers and employees as a valuable resource. In many businesses HR duties are the responsibility of the owner, which is not the best use of their valuable executive business time.
Hiring HCSC will offer an organization consistency in HR policies and procedures which reduces employer liability, improves culture/morale and overall communication within the organization.
At Howard Communication Strategy Consultants, LLC (HCSC), we take a holistic approach to helping employers manage their business and their most important investment - employees. We offer flexible solutions because the one-size-fits-all method will not ensure successful results. A few of the services we provide include: development of human resource policies, and employee handbooks, gap analysis, customized training, strategic planning, succession plans, and more.
The basic information to keep are: employee application and new hire documents, training records, any required certifications or licenses, employee performance reviews and merit increases, disciplinary records, status changes, and promotions. Access should be confidential and kept on a “need to know” basis. Medical information should NOT be included in the Employee file, there should be a separate file for medical information.
All interview candidates will be different, and many are nervous during an interview. We recommend that employers use a conversational tone rather than confrontational. Keep in mind there are certain illegal questions which may not be asked. Also, remember it is important to ask each candidate the same questions. While there are several techniques to obtain answers, we prefer to ask questions that will allow the candidate to provide examples of how they have handled or will handle a situation. The technique we recommend most often is a combination of Behavioral and Competency-Based interview questions.
Behavioral interviewing is a technique for assessing a candidate's suitability for a position. The employer asks the applicant how he or she handled a particular situation in the past to get an idea of how the candidate will handle future situations. Below are two examples of Behavioral Interview questions.
Competency-based interviewing can give the employer a sense of a candidate’s job performance and attitude toward work. Following are two examples of Competency-Based questions:
The Leadership Paradox: More Tech, More Human Touch
Here’s a striking reality: Leaders spend approximately 80% of their time on communication and meetings. This isn’t despite AI—it’s because of it. As automation handles routine tasks, the premium on authentic human connection has actually increased. According to HSBC, 83% of businesses continue to prioritize human skills despite the global surge of AI.
Why Human Leadership Can’t Be Automated
1. Emotional Intelligence Matters More Than Ever: While AI excels at processing data, it can’t truly understand the nuances of human emotion or build genuine relationships. The World Economic Forum emphasizes that AI is not a replacement for human skills but a complement to them, particularly in areas like creativity, leadership, and learning.
2. Trust Builds Through Personal Connection: 96% of people say it’s important that a business communicates effectively with them. This isn’t about automated responses or AI-generated messages, it’s about authentic, human-to-human interaction that builds trust and loyalty.
3. Complex Decision-Making Requires Human Judgment: While AI can provide data and analysis, the most important decisions still require human wisdom, experience, and ethical consideration. Leaders must weigh multiple factors, consider human impact, and make choices that align with organizational values.
The New Leadership Equation: AI + Human Skills
The most effective leaders aren’t those who resist AI, but those who leverage it while doubling down on their human capabilities. Research shows that 86% believe AI can help current leaders become better managers, but this improvement comes from using AI to enhance, not replace, human leadership.
Key Human Skills to Cultivate in the AI Era
1. Empathetic Communication: Understanding and responding to team members’ emotions, concerns, and aspirations becomes even more critical as routine interactions become automated.
2. Strategic Thinking: While AI can analyze trends, human leaders must set vision, make value-based decisions, and inspire others to follow.
3. Relationship Building: Recent studies identify relationship building, empathy, and conflict resolution as vital skills that become more important as AI adoption increases.
The Bottom Line
In a world where AI handles the routine, human leadership becomes extraordinary. The most successful organizations will be those led by individuals who master the art of combining technological efficiency with genuine human connection. As we move forward, the question isn’t whether AI will replace human leadership, it’s how human leaders best use AI can to enhance their inherently human capabilities.
Remember: Technology may power our organizations, but it’s human connection that powers our people. In the age of AI, that truth becomes not less relevant, but more essential than ever.
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