HRCI Work | Life Podcast: Recent Episodes
HRCI
Welcome to the HRCI Work | Life Podcast bringing news, stories, and interviews from the Human Resources realm straight to you – presented by HRCI studios in Alexandria, Virginia.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR has experienced its fair share of disruptive trends in the past couple of years, and that disruption isn’t slowing down. In 2022, there will be even more pressure on HR to design strategic solutions for operational efficiency. Here are some of the disruptive HR trends that you need to be prepared for in 2022.
HR continues to be a business partner.
HR’s role in driving the business strategy must continue to be proactive. By looking at 2022, business goals and the necessary talents needed are critical in supporting business priorities.
Organizations need to prioritize employer branding and experiences.
The Great Resignation is predicted to increase in 2022. Employers will need to revisit their branding and value proposition to retain their top performers while recruiting new talent. HR has the opportunity to design a total rewards strategy that drives retention. Examples include internal mobility, a more robust benefits package and providing enriching employee experiences.
Organizations will have to redefine leadership.
Organizations continue to develop their hybrid work model and policies. HR plays a key role in defining the qualities of leadership in the new structure. In digital environments, managers will need to facilitate work without micromanaging employees. Leadership demographics are also changing, requiring a more diverse approach to recruiting and retention.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Designing and implementing an accessibility strategy empowers your organization to hire persons with disabilities. Supporting accessibility is a strategic investment that can contribute to the inclusivity and productivity of an organization. Here are some possibilities to assist in implementing an accessibility strategy.
Control costs — and risks.
Research from the Job Accommodation Network found the costs and tax incentives associated with accessibility accommodations can be a win-win undertaking. Not only is hiring a capability diverse workforce a good investment, it also removes the risk of adverse selection or discrimination in hiring.
Enhance accessibility.
Not having the perspective of a capability diverse workforce can limit the talent and production outcomes of an organization. Having a solid and enhanced accessibility strategy allows HR to tap into a more qualified talent pool that might otherwise be overlooked. Persons with disabilities bring unique perspectives that can increase innovation, enhance workplace engagement and contribute to a healthier and diverse work culture.
Improved productivity.
Implementing a universal design strategy that is accessible to persons with disabilities can help employers achieve a work environment that results in non-disruptive hiring or the need to redesign workspaces. Having this strategy will improve productivity and diminish the need for reactionary adaptation or accommodations.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Today’s leaders face unique global challenges. Tomorrow’s leaders will have to learn to navigate challenges to keep moving forward. Here is how HR can give their organizations a competitive advantage by developing the next generation of leaders.
Define transformational leadership.
Transformational leaders are committed to inclusion and belonging. They practice self-management and support continuous improvement. Being a transformational leader requires a certain mindset, as well as exercising cultural intelligence, ethical decision-making and resiliency.
Create active learning experiences.
HR needs to foster active learning, or ways that learners can engage in the learning process that does not rely on passive listening. Training methods include in-depth readings and discussions, critical written reflections and transformational leadership development coaching.
Expand your learning resources.
Learning tools can include LMS courses as well as appropriate learning tools that include intercultural awareness and methodology. Implementing virtual and augmented reality programs can enable us to bring the world to our teams.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Given the generational composition of today’s workforce, priorities and expectations are changing drastically. HR must play a pivotal role in meeting the challenges and opportunities of leading a multigenerational workforce. Here are some ideas of how to address multigenerational topics in the workplaces:
Create flexible work options.
As organizations determine hybrid work options and flexible work hours, job descriptions must evolve to reflect key skills and competencies rather than focusing on experience and education. This will help determine the suitable composition to fit the organization’s work culture, vision and mission.
Increase Communication.
Communication is key in any multigenerational interactions. Rather than making assumptions about where employees are in their points of references and experiences, directly assess their preferences for interactions, communications and working styles.
Emphasize continuous learning.
Legacy learning and development programs often make assumptions about where expertise is concentrated in a multigenerational workforce. Competencies are not necessarily linked to seniority, and education can be shared across generations. Take inventory of the skills, competencies and knowledge available within your multigenerational talent, identify cross-training needs and implement inclusive and culturally sensitive continuous learning programs.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR must ensure that corporate social responsibility is part of the organization’s mission, vision and value. Here is how HR can play a significant and strategic role:
Refine the corporate value proposition.
An organization’s mission, vision and values are defined at the C-suite level. This helps HR redefine and implement the value proposition to enhance the organizational culture and employee morale.
Foster an inclusive mindset.
HR should lead and facilitate a more inclusive mindset throughout the workplace. Utilizing practical processes with a great sense of purpose reflecting input from each contributor will foster inclusivity.
Encourage Engagement.
With a clear value proposition, recruit employees that are likely to be passionate about your organization’s mission. This can be strengthened through employee engagement and training, while harnessing the diverse passion and creativity within your workforce.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Many organizations still perceive hybrid and remote work as short-term solutions instead of long-term strategies. That lack of commitment could ultimately pose a safety and security risk for your workforce. Here are the essential components of a hybrid workplace safety philosophy to direct decision-making at your organization.
Identify necessary safety and security priorities.
Priorities include physical safety. Among these are providing employees with ergonomic home office furniture and equipment, addressing mental health concerns and monitoring cybersecurity.
Strengthen Digital Infrastructure.
A robust digital infrastructure can help employees remain connected. Digital connection can help with the effects of isolation, without putting personal information at risk. Ensure the organization is complying with industry standards and best practices.
Communicate, collaborate and create.
It is important for HR to communicate with the workforce regarding best practices for hybrid safety and security. A targeted communication and education plan ensures that employees adhere to your hybrid workplace safety philosophy. Hybrid work also offers new opportunities for expanding collaboration experiences through new tools and technology, regardless of physical location.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Integrated performance management processes can help break down barriers between departments. Human resource capital is a key component that is deployed throughout an organization. HR plays an important role in supporting an integrated performance process for the human capital across all departments. Here are some ideas:
Facilitate the process
HR should guide and facilitate conversations that support the implementation of an integrated performance management process. In doing so, all leaders can be aligned on the strategies that drive value creation across the organization.
Operational efficiencies.
HR’s role in executing strategies, policies and approaches related to integrated performance management processes is critical. Working across functional areas to proactively identify talent gaps and creating recruitment plans will strengthen operational efficiencies.
Monitor and evaluate.
HR must monitor and evaluate data to better calibrate talent needs. Performance management data provides an important metric that can result in informed decisions and consistencies.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Traditional versus strategic HR functions differentiate the role HR professionals can play as innovative business leaders. Here is how shifting from a traditional to a strategic HR mindset can support your organization's long-term success.
Identify performance indicators.
Here are three future performance indicators:
- Improving the organization’s mission and vision.
- Innovative thinking, planning and execution of new products and services.
- Deploy new sources to measure metrics, trends and insights.
Upgrade your approach
Upgrading your approach can impact long-term areas such as collaboration, project management and future organizational functions. Performance indicators can impact business outcomes.
Distinguish traditional from strategic HR.
Traditional HR is transactional and reactive. Strategic HR involves creating a workplace that is better equipped to clarify a purpose and practices inclusivity. This is where HR can have the biggest strategic impact.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Accessibility requires a commitment from the entire organization to facilitate the needs of employees with disabilities. Here are several ways your HR team can improve accessibility in the workplace.
Review HR policies and documents.
Enhance current HR processes to ensure they optimize HR policies and are inclusive for all individuals, regardless of disabilities.
Go beyond compliance.
HR can facilitate a more accessible workplace by normalizing conversations around disabilities. Efforts should be made beyond general compliance, as HR’s ultimate responsibility is to make sure that inclusivity and accessibility is top of mind for everyone.
Create a support group.
Employee resource groups give employees a voice in the workplace. They can help inform HR of items that need change to become more accessible.
Practice intersectionality.
Intersectional design is a model of acknowledging individual differences that takes individual identities, circumstances, behaviors and environments into account. By surveying the workforce and understanding employee needs, HR can offer more flexible and individualized options.
Create leadership pathways. Design future work flows today that help plan for supporting employees as they move into future organizational leadership roles.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Global standards are necessary, yet present many challenges. This is particularly significant for HR practitioners, as standards and terms concerning employment laws, social and cultural norms and business processes- including ethics are the backbone of a thriving organization.
Let us review the International Organization for Standardization ISO initiative, ISO 30415 standard. It was created by a team of international HR experts from 14 countries regarding the implementation and sustainability of global diversity and inclusion practices.
Maintain sustainable development goals.
Inclusive workplace cultures support fundamental human rights. This ISO 30415 was built for the United Nations sustainable development goals based on the 2030 agenda. It identifies and incorporates three human rights: reduced inequalities, decent work and economic growth and gender equality.
Incorporate diverse perspectives.
Drafts of the ISO 30415 were open to comments from global HR professionals from 33 participating countries. This allowed diverse feedback during the development process as the committee worked towards a consensus for an international standard.
Building consensus by reconciling comments.
The last draft of the ISO 30415 received almost a thousand comments from global HR professionals. Enabling these voices and leveraging critical thinking helped the committee incorporate diverse ideas that are clear and actionable into the standard.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Employees with disabilities often feel as though they have fewer opportunities for advancement. To change this, the U.S. Department of Labor hosts National Disability Employment Awareness month each year in October to highlight individual contributions to the workforce. Here are some activities that your HR team can organize to support employees with disabilities.
Evaluate your organization’s disability policies.
Conduct surveys or focus groups to collect disability information from your employees and customers. Determine how HR practices can facilitate job performance or overall accessibility. This data can provide context for potential changes needed.
Audit your request process.
Audit your organization’s overall accommodation request practices. In addition to mandates from the Americans with Disabilities Act, consider how to implement a confidential and anonymous mechanism for collecting feedback.
Offer microlearning modules.
Offer relevant year-round learning resources. Consider implementing quarterly training on disability-related topics. Reach out to disability organizations to provide training or information.
Finally, as we conclude National Hispanic Heritage Month, think of ways that your organization can continue to recognize and celebrate the many contributions that Hispanic individuals make to their community and workplace throughout the year.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Inclusion is the foundation of a positive culture. To shift your organization towards a more respectful and inclusive workplace, you have to engage your frontline talent. Here is how to create a more respectful and inclusive workplace.
Don’t mistake diversity for inclusion.
A common mistake organizations make is choosing to hire a diverse group of employees, while still leaving out potential talent from some historically marginalized groups. To create an inclusive workplace, you must give everyone an opportunity to contribute.
Move beyond training and awareness.
While training and awareness can help your organization advance towards a respectful and inclusive environment, this is just the beginning. To cultivate an inclusive culture, you must also build awareness into your everyday language and processes.
Create opportunities for diverse talent.
Recruiting and hiring a diverse workforce does not mean reducing the qualification required for the position. Observe overall candidate qualities and fit when interviewing a diverse group of applicants.
As we continue to observe Hispanic Heritage Month, “Esperanza: A Celebration of Hispanic Heritage and Hope,” checkout local events and opportunities that celebrate the many contributions that Hispanics make to your community and workplace.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Empathy is an important skill that HR leaders and practitioners must follow. Being aware when to exhibit empathy into your daily interactions is critical. Doing so generates positive behaviors that drive compassion in the workplace. Here are some practices that your organization can implement.
Build trust.Regardless of the employee’s role, you must first develop a trusting relationship. Once an employee is comfortable in this relationship, it will open up their trust level and ease of communication, no matter the situation.Practice soft skills.Soft skills, such as kindness and curiosity, can be practiced through ongoing training and real interactions between employees and managers. For example, observe a conversation between a manager and an employee, and offer constructive feedback.Update workplace policies and procedures.Review current policies and procedures. If any gaps exist, research and implement revisions that better serve the employees. When possible, solicit employee feedback through workforce surveys and analysis.As we continue to observe Hispanic Heritage Month, “Esperanza: A Celebration of Hispanic Heritage and Hope,” checkout local events and opportunities that celebrate the many contributions that Hispanics make to your community and workplace.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Coaching conversations empower managers to help employees achieve their full potential. Unlike traditional performance management, performance coaching is a more collaborative process. Here is how you can implement coaching in the workplace.
Identify new leadership competencies.It is important to identify and develop the leadership skills that empower a coaching mindset. These skills include being a good listener and thinking holistically. As you continue to develop your hybrid work environment, make these selection criteria part of the hiring process.Facilitate employee self-awareness.Management coaching should empower employees to think independently. Fostering self-awareness is the most effective way to build this type of thinking and results in a better overall performance. HR can train managers to build a learning mindset through ongoing performance conversations. Implement coaching policies and procedures.It is best to switch to a coaching culture using integrated policies and procedures. Take a holistic approach to changing culture. Identify the behaviors you want to see from managers, build them into their performance assessment infrastructure and reward those behaviors.
Also, as a reminder, we are now celebrating Hispanic Heritage Month until October 15th. The theme of this year is “Esperanza: A Celebration of Hispanic Heritage and Hope”. We hope that you can contribute by celebrating Hispanic history and culture in your workplace. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Earning an Associate Professional in Human Resources® (aPHR®) certification is a valuable resource for starting an HR career. It will help expand your skill set and deepen your understanding of common HR practices. Here are some benefits of earning the aPHR certification.
Launching an HR career.
The aPHR certification does not require prior experience, which can give you a valuable opportunity to either change careers or begin a new endeavor focused on HR. The value of doing so can help level up your career or earning potential.
Supporting business growth.
The aPHR gives you the opportunity to become a subject matter expert in areas that are critical to workplace issues. You become a valuable asset that can provide foundational knowledge and practices while supporting the growth of your business and its workforce.
Join the HR community.
The aPHR certification can help you develop a personal strategy for putting people first in everything that you do. Becoming HRCI-certified, also rewards you with a community of international practitioners for support and continued career growth. Check out HRCI Voices and our other social media platforms for additional information on how to get involved in the HR community.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI. The pandemic has shifted workforce strategy and behavior. Faced with the unknown impact, HR must adapt through careful workforce planning and redesign. Here is how HR can lead the process of aligning workforce strategies with business objectives. Redesign the work.
Offering flexible remote work options has helped employees become more productive. HR can continue to collaborate with other departments to design technology that helps employees feel empowered. Engage the workforce.
The traditional workforce management model involves recruiting, deploying and retaining talent. Today, we must shift our thinking and engage our workforce. Retain employees by offering a more attractive future with opportunities for career mobility and flexibility. Adapt the workplace.
In this modern workplace, HR must lead in the alignment of functions across the organization. The alignment has to be a blend of physical and digital environments with technology at its core and with the encouragement of a free flow of ideas. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Recently, discussing and acknowledging mental health concerns have become part of employee wellness programs. Here are some indicators to recognize and understand mental health needs at your organization.
Recognize performance indicators.
Managers should be aware of how symptoms of mental illness might manifest in performance. These include tardiness, reluctance to engage in a specific task or other performance deficiencies.
Empathize and Understand.
Mental illness symptoms are often unrecognized. Encourage all employees to use mental wellness resources like EAPs or virtual counseling.
Foster employee trust.
Despite the increase in openness about mental health, it is still often stigmatized. Reach out to employees and make sure they know that their health is a priority for your organization.
Collaborate on accommodations.
Accommodations can vary from flexible schedules, alternative work arrangements or special projects and assignments. There is not a one-size-fits-all resolution and there should be continuous dialogue about the impact of mental health on job performance.
Protect privacy.
Compliance with HIPAA and privacy laws are essential to protect your organization and impacted employees. Assure the employee their privacy and any documentation will be protected.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
If you are a seasoned HR professional or just starting your career, learning skills on the job will enrich your understanding of relevant HR concepts. Here are three ways to leverage your daily routine as a learning resource.
Know where to direct your learning.
As the saying goes, you don’t know what you don’t know. Self-assess or confer with your mentor or manager to help identify areas where you might improve or gain new skills. Refer to the HRCI Learning Center for additional resources.
Connect concepts with actions.
If there are concepts that you do not practice through your regular work, volunteer with other teams to help on a project that offers new skills.
Reflect on what you have learned.
Track your learning progress and goals on a regular cadence. Reflect on how the skills you have learned and the actions you have taken can connect to bigger HR concepts.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Online HR courses provide a meaningful resource for specific knowledge or daily processes in managing your organization. Let’s explore five online HR course topics from the HRCI Learning Center that explore how to foster more inclusive, safe and healthy workplaces:
Diversity and Inclusion in the Workplace.
HR professionals are ethically obligated to initiate change and support all DEI initiatives. Discover how to create diverse and inclusive workforces that are healthier, innovative and resilient.
Recruit Multi-Generational Employees.
The workforce has become multigenerational and age diversity must not be ignored. Learn how to recruit multi-generational employees and how to develop a brand that is cross-generational.
Promoting Employee Well-Being.
Learn about developing a comprehensive plan for long-term employee well-being. It is best to include physical safety, data security and mental health.
Marijuana in the Workplace.
Marijuana legislation and the legal landscape are changing across the United States. Research drug policies for multi-state workplaces and create practices that comply with various marijuana laws.
Handling Workplace Violence.
Even with pivoting to fully remote workplaces, organizations are not immune to workplace violence in the form of threats, harassment and cyberbullying. Explore ways to optimize employee safety and minimize risks to health and well-being.
This is a quick glance of the over 250 courses offered in the HRCI learning catalog. For additional topics, visit the HRCI Learning Center at: learn.hrci.org.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Workplace evolution impacts every aspect of human resources. Add on a global pandemic and you have HR professionals who have to think and act strategically. Here are five elements of strategic HR management to practice at your organization.
First, create an impact.
Your workforce is your most important investment. Organizations should calculate their Human Capital ROI to determine whether investing in a new training program is actually improving work efficiency.
Second, exert influence.
One way to exert more strategic HR management influence is to consider outsourcing any routine HR tasks.
Third, harness inspiration.
Help managers develop goals that optimize the talent, skills and contributions that each employee brings to the organization.
Fourth, encourage innovation.
Deploy evidence-based HR practices to innovate and grow both the workforce and the organization’s reach.
Finally, foster integration.
Encourage behavior that impacts performance and sustains talent retention. Celebrate cross functional successes that perpetuate continuous improvement and growth.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Onboarding programs must evolve in order to keep employees invested in their professional growth. Here are five essential components of onboarding to implement at your organization.
First, onboarding essentials.
Whether you are onboarding new employees virtually or in person, find ways to balance mandatory paperwork with work-life activities offered by the organization.
Second, work culture and processes.
Provide an overview of the organization’s culture, values and expectations.
Third, personalize the experience.
Train managers to complement and build on the onboarding program once the employee joins the organization.
Fourth, go beyond the basics.
Onboarding programs require a clear timeframe, but the practices and habits managers build during that time for connecting with their employees should be ongoing.
Fifth, establish collaborative relationships.
One of the most important aspects of onboarding is building connections between new hires and their managers, teams and the larger organization. Helping new hires create an organizational network is a component of onboarding that has a positive, lasting effect.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Work models have evolved rapidly over the past year and a half. It is becoming clear that the majority of organizations are in favor of implementing a hybrid work model. What this will look like will vary across organizations. Here is how to maintain efficiency, flexibility and safety as you redesign HR policies to support a hybrid work model.
First, getting the job done is still a priority.
Supporting employees is essential without losing sight of what needs to be accomplished. As you shift to a hybrid work model, design and implement policies to optimize the tasks and deliverables required from your workforce. Then, consider individual needs and accommodations.
Second, build a flexible hybrid work model.
Revise your employee handbook to align manager and employees’ expectations. Within a framework of a hybrid model, provide a level of flexibility and freedom for employees to decide how they work best. As an example, offer a window of core operational hours in which individuals can perform their tasks.
Finally, implement new steps for health and safety.
A hybrid work model requires additional benefit options for your workforce. As an example, consider mental wellness needs for your employees, as well as any child and/or elder care. Encourage employees to create a safe and ergonomic workspace at home. Additionally, the organization should establish effective cybersecurity protocols to protect technology and data for all hybrid work arrangements.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Despite the recent movements towards acknowledging and mitigating workplace harassment, organizations may not understand the widespread problem. Here is how HR can alleviate harassment in the workplace.
First, define workplace harassment.
To create an anti-harassment culture, you must think beyond legal definitions. The behavior or action might not have a legal classification as harassment, yet can still adversely impact the recipient. Always include the impacted person when investigating an alleged harassment claim.
Second, workplace harassment hurts everyone.
Harassment can have severe consequences, especially when left unchecked. This includes your organization’s reputation, as well as employee productivity. Workplace misconduct has often been ignored unless it impacted the bottom line. Harassment allegations can damage both your employees and your organization.
Lastly, institute changes.
While ignoring or tolerating harassment damages your workplace, taking action to minimize harassment helps you attract and retain a diverse workforce. Establish a baseline for tracking progress over time to ensure a harassment-free workplace for everyone.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Last year, the Securities and Exchange Commission mandated human capital disclosure requirements for publicly traded organizations. This elevated human resources to a new level of strategic value. Here is how the standards are validating strategic HR’s business value to the organization.
First, HR is a profession not a single individual.
HR is about the profession not the individual. As a profession, HR leads to universally acknowledged credentials and experience. A set of generally accepted principles systematizes professional practices and creates a baseline for HR to work from.
Second, adopt continuous improvement.
HR standards measure your professional progress as well as your organization’s HR and leaders business effectiveness and creates a strategic value statement.
Lastly, strategic standards support HR.
Following human capital standards allows you to implement and track incremental changes across the organization. Standards help set an industry baseline, as well as demonstrate transparency with the public, particularly to investors and stakeholders.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
The gender pay gap has not improved over the past five years. This gap is further marred when race and culture is a factor. HR practitioners must work towards greater pay equity and career opportunities for qualified individuals. Here is how to enact pay equity for your organization
First, review pay policies and procedures.
Set pay equity objectives that begin at the point of recruiting and hiring. This should carry through for performance reviews and career promotions. Compensate employees equally when they perform the same or similar job duties, while accounting for other factors such as their experience level, job performance and tenure with the employer
Second, address work process changes.
Determine how virtual and work force fluctuations impact your organization’s processes. HR must remain agile in monitoring work culture and shifts in performance. Adapt policies and practices that reward behavior and pay based on the individual’s efforts to meet and exceed ROI goals.
Lastly, ensure pay equity.
Pay transparency is a vital component of pay equity. It is becoming more common that pay practices and processes adhere to labor requirements and laws. Managers must be comfortable answering compensation questions that align with the organization’s mission and labor strategy.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
The coronavirus pandemic created disruption as well as provided the opportunity to review, revise and adapt HR practices. HR and their organizations are looking for ways to re-engage, re-train and retain their current workforce. Here is how to implement improved HR strategies and techniques.
First, determine what skills and practices are needed.
Adopting agile HR processes supports organizations while navigating through any ambiguities within their work environment. One way is to create an inclusive and diverse culture, where team members feel supported, empowered and confident.
Second, modernize your HR practices.
Applying modern HR practices is significantly different from legacy HR practices. Strive to maintain your organization on the cutting edge of best practices and technology. Integrate both HR and business practices to strengthen credibility, invoke trust and maintain customer loyalty.
Lastly, emphasize organization mission and values.
By modernizing HR practices, you create policies and procedures that bind together the workforce and the community they serve. Merge company values that are reflective of your work culture. For example, the value of “doing the right thing” can be woven into your diversity and inclusion programs and initiatives.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
When the global shift to remote work occurred last year, HRCI was able to quickly transition. We can partially credit quick technology adoption and distribution, however, it was HRCI’s IT team that powered the transition. Here is how:
First, pre-pandemic investments paid off. Having an established trust between HR and IT served as a foundation for their collaboration throughout the entire transition. HRCI invested in tools and processes that allowed for a smooth adoption of remote work.
Second, we listened to our employees. HRCI already had a smaller remote workforce in place prior to the pandemic. This allowed us to listen, learn and improve our IT operations to accommodate what is currently a fully remote workforce.
Finally, we learned from our customers. Our customers and their changing needs are HRCI’s top priority. We made sure to keep listening and learning. This has allowed our organization to respond to customer needs and ensure that we will be ready for any future challenges.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Without a common baseline or defined metrics, building a successful Diversity, Equity and Inclusion (DEI) program is challenging. To solve this problem, the International Organization for Standardization or ISO recently published ISO 30415, a human resource management standard devoted to diversity and inclusion. Here is how to use this standard to improve DEI metrics at your organization.
First, determine your organization’s DEI baseline The DEI standard was intentionally designed for implementation for organizations of all sizes. You can utilize and compare where your organization's DEI efforts match up against that baseline, and where there are opportunities for improvement.
Second, measure success with new DEI metrics. The standard promotes evidence-based practice by providing key outcomes to measure progress towards your goals. It allows your organization to move systematically and progress in measurable ways.
Lastly, implement and commit to create change. Driving sustainable change requires regular iterations and follow-through. With leadership's commitment and resources to implement and maintain the necessary actions based on the standard, organizations can improve their adherence and create change to their diversity, equity and inclusion policies.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Legacy playbooks no longer apply to human resources practices. HR professionals must develop new processes for the modern world of work. In a conversation with author Lars Schmidt, an HRCI Higher Standard speaker during the upcoming June 17 Summit, he discusses current challenges facing modern HR and the steps HR professionals must take to keep pace with change.
First, what post-pandemic work will look like. Lars mentions that going forward, employees will want the continued flexibility of hybrid work. While this new era demands personalization, HR tends to operate from a legacy perspective. According to Lars, companies should prioritize building programs with flexibility and offer considerable advantages to recruit great talent.
Second, let the community guide ideas and practices. According to Lars, more guidance, learning and direction are coming from peer-to-peer sharing and collaboration. Open feedback from communities and networks are much more valuable than following legacy playbooks.
Lastly, continue to pay attention to mental health and wellbeing. Organizations have improved their approach to open and honest dialogue about mental health. Lars adds that this openness will remain a priority and be a driving force behind employees’ career choices as well as where and who they choose to work for.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
The boundaries between our personal and work lives have become blurred. Two out of three Americans report working during vacation, which can have negative consequences on their health and wellness, as well as their overall performance. In the post pandemic work life, here is how you can help your workforce disconnect and avoid working while on vacation.
First, publish a post-pandemic vacation policy. Explicitly state that employees are expected to completely disconnect while taking PTO. Let employees know that they are not expected to attend organizational meetings and their inboxes should have an appropriate out of office message, so that they can unplug and come back refreshed.
Second, train managers to facilitate time off. Train managers to balance schedules and reshuffle duties to help employees leave work behind during vacation. Managers have to communicate to employees that their work will be covered so they don’t feel compelled to work during their time off.
Lastly, promote a culture of mental wellness. Taking a break from work after a traumatic pandemic year is essential for mental recovery. Assure employees that they should not feel guilty for taking vacation time and that it’s important for their wellbeing to disconnect and focus on themselves and their families.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Applying to work at an entry-level position is a great way to begin an HR career. How you develop your resume and perform in an interview will make a significant difference in how your application is received. Not having formal HR experience or education should not deter you from aspiring to pursue an HR career. Here are some best practices:
First, highlight your transferable skills.
Since HR is a people-focused profession, try to showcase skills like collaboration, leadership and the ability to work well in diverse groups of people. Sharing experiences you have in volunteer positions or on a sports team can help you build a compelling case for learning HR-related soft skills.
Second, engage in learning resources. There are free learning resources available, such as podcasts and webinars, to help you catch up on what is happening in the world of work. Certification programs are another effective way to learn the basics of HR. As an example, HRCI’s Associate Professional in Human Resources, (aPHR), does not require prior experience to apply, take and pass the exam.
Lastly, prepare for the interview. Always review the job posting before the interview. The interview is also an excellent opportunity to demonstrate your communication skills. Be prepared and ready to express yourself clearly and effectively. Quality HR professionals are good listeners and have exceptional organizational skills. Organizations look for these same attributes in their candidates.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Today in honor of Military Appreciation Month, we are going to share how certification advanced the HR career of Sergeant First Class Ashley Lowery. Ashley has her dream job in the U.S. Army in the field of Human Resources. As her career progressed, she continues to benefit from her HRCI certification journey. Here is how her PHR and SPHR certifications played a role in supporting her Army career path.
Before the pandemic, Ashley was a traveling military pay instructor. When the pandemic suspended her travel, Sergeant Lowery decided to invest her extra time into obtaining a professional HR certification.
Within a year, she earned the Professional in Human Resources and the Senior Professional in Human Resources certifications. She continues to enjoy learning about HR and encourages other military HR personnel to start their own HRCI certification journey.
The U.S. Army’s order of merit list identifies top performers for training, specialized assignments, and other opportunities. Sergeant Lowery believes that her HRCI certification helped place her in the top 10 percent of all HR professionals in the Army at the same rank.
Sergeant Lowery stresses the importance of becoming certified as soon as possible. She believes that her certification and ongoing education will prepare to transition her to a civilian HR career focusing on either talent strategy or acquisition.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Within the workplace, conversations around mental health have progressed. Employee assistance programs or (EAPs) are often associated with the need for therapy. HR has contributed to positive changes in the perception and acceptance of mental health well-being in the workplace. Here is how to launch and manage an EAP at your organization.
First, evaluate potential vendors.
In order to select the right program, you must decide on the needs of your organization. Larger providers tend to offer more comprehensive benefits but may be cost-prohibitive for smaller organizations. Smaller providers may offer fewer options or use an as-needed model for individual services.
Second, communicate EAP program offerings.
Develop a targeted communication strategy for advertising your program’s offerings. Organic exposure among employees is most effective. Encouraging employees to share a positive experience using an EAP can be a powerful motivator for others.
Lastly, cost and benefits analysis.
Your provider can share utilization rates and overall positive outcomes of programs used by employees. These quarterly reports should automatically provide you with a cost benefit analysis and the efficacy of this valuable employee benefit.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Culture is vital for developing and sustaining a healthy, high-performing organization. An intentional design is required to develop a high-performance culture, especially in today’s workplace climate. Here is how to drive higher performance at your organization.
First, distinguish between culture and climate.
Climate consists of the systems and processes your organization has in place, such as rewards and performance management systems. Culture involves elements that we cannot see, yet it shapes our organizational perceptions and attitudes. This can include personal values, beliefs and assumptions.
Second, identify high-performance culture and behaviors.
Identify top managers who set inclusive cultural behaviors. Define the behaviors that drive a healthy and productive culture. Build language used to describe the behaviors you want to see used daily.
Lastly, develop a model.
Culture is driven by shared learning experiences. Create a model that explains why culture is important for performance. Culture builds a baseline for measuring progress and strategies to meet your organization’s target goal.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
HR leaders should engage in frequent performance management feedback and conversations. Here is how to thoughtfully implement performance management tools and processes at your organization.
First, align performance management with your culture.
Incorporate feedback from the workforce to implement tools and processes that work within your organizational culture. Align your company’s cultural norms with your performance metrics and feedback.
Second, create a communications plan.
Analyze organizational data to create a targeted communications plan. Integrate survey information from the workforce and focus groups to determine any areas of resistance.
Lastly, continuous refinement.
Continually review your approach and communication plan. Frequent communication with managers and employees are a good source for the enhancement of any performance management plan. Changing your performance management processes requires time, thoughtful approach and execution to refine and adopt the new process.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Improving your workforce’s financial wellness can boost employee productivity, engagement and satisfaction. When employees have a healthier control over their finances, they tend be happier and more productive. Here is how HR can support financial wellness initiatives at your organization:
First, customize benefits to employee needs. Employee populations will experience different financial struggles. For example, some employees might be thinking ahead about retirement, while others could be concerned with college loans. Survey your workforce to determine which financial benefits they would find most useful.
Second, communicate helpful resources. Thoroughly communicate your benefits plan so that employees can take full advantage of what is available. Share available resources with employees that are part of their benefits package.
Lastly, encourage financial literacy. Financial literacy is a primary way to reduce financial stress and insecurity. Include financial literacy courses that are relevant to your workforce as part of your learning and development curriculum.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Navigating cultural intelligence is an essential part of business operations and workforce management. Even if your organization does not have a global presence, your products or services could appear in a global marketplace. Here are some steps to build cultural intelligence skills at your organization.
First, foster cultural self-awareness. Behaviors that are common in other cultures may seem unfamiliar to us. Possessing self-awareness of how your culture affects behaviors is key to recognizing other perspectives.
Second, find common ground. In addition to understanding differences, also get into the habit of searching for commonalities. Always push yourself to leave your comfort zone in order to understand different points of view.
Third, facilitate new ways of working. Being globally competent involves finding success in different cultural contexts. Be aware of the impact of cultural nuances when dealing with a global audience. Always strive to be flexible and adventurous, as warranted.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Data is one of the most valuable company assets. Failure to effectively protect sensitive employee information puts an organization at risk in the event of a data breach. Here’s how to establish effective employee data protection practices:
First, create a data safety committee.
Develop a committee that is dedicated to governing all of your organization’s assets. Meet at least once a year to review data practices. They should be able to anticipate changes and their impact on employee data safety.
Second, develop data protection policies
If employees know exactly how their data will be used and stored, they will be more likely to consent to data collection. Always ask for consent when gathering and storing employee data.
Lastly, data safety education.
Working toward baseline data proficiency is vital for preventing the misuse of data. Establish concrete policies for requesting and distributing data. Employees at all levels should have enough data proficiency to raise questions and concerns.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Appealing to a global market has never been more vital to a company’s success. Organizations need global HR leaders who can foster healthy multicultural workplaces and manage workers around the globe. Here’s how to manage your global workforce.
First, prioritize intercultural competence. Without a comprehensive understanding of different cultures, your organization runs the risk of increased bias within policies, processes and employee interactions. International mobility can help expand each office’s cultural proficiencies.
Second, balance centralization with customization. A dispersed global company could be operating in vastly different markets around the world. Establish a baseline culture from your shared mission while allowing for regional differences and preferences.
Lastly, prepare for remote work without borders. The pandemic shift to a remote work model has expanded the talent pool for companies already embedded globally. Make sure remote employees have all the tools they need to feel connected to the larger organization.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
Fostering diversity, equity and inclusion, known as DEI, is vital for any business. Supporting employee affinity groups with DEI as a guiding principle is an effective way to enrich your organizational culture. Here are some ideas to cultivate mutually beneficial results for affinity groups in your organization.
First, develop a succession plan. Part of succession planning is to identify and include diverse talent for leadership roles. Encourage and invest resources to develop affinity group leaders, such as attending conferences or offering professional certification scholarships.
Second, align expectations. Properly align expectations and set boundaries for the benefit of affinity groups. For instance, organizations should not assign affinity groups the role of writing DEI policies. Rather, they should be contributors to the DEI strategy.
Lastly, encourage diverse voices.
Highlight diverse perspectives and the voicing of DEI topics as part of an affinity group platform. Affinity groups can help your organization leverage assimilation and dispel separation, which is vital to your successful DEI strategy.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR News Flash, your briefing on talent management and the world of work from HRCI.
In order to stay relevant, you must continually chase learning opportunities. But in today’s fast-paced work environment, it can be tough to find the time — and develop the discipline — to engage in continuous learning. Here’s how to embrace the habits of a self-regulated learner.
First, commit to learning. Learning should be communicated as an organizational priority. It shows employees that the organization is committed to development and career growth. To foster a sense of psychological safety, shift the mindset from pointing out weaknesses to identifying opportunities for growth.
Second, embrace a self-learning mindset. Self-learning affords you the opportunity to read and digest a variety of topics. This can lead heightened curiosity and expansion of ideas and practices. As an example, you can practice by reading often and asking yourself thoughtful questions. Being agile is also important. As new situations arise at work, get into the habit of being responsive and flexible.
Lastly, create accountability channels. Set monthly and quarterly goals. Hold yourself accountable to these goals. Celebrate your small wins and acknowledge your growth. These habits will motivate you and give you the momentum to keep learning and moving forward.
This is your HR News Flash, your briefing on talent management and the world of work, from HRCI.
Surveying employees for engagement during times of disruption can reveal their work struggles and determine your engagement strategy moving forward. Here is how to leverage employee engagement surveys at your organization.
First, define what you are measuring. The concept of employee engagement includes components such as job satisfaction and involvement, motivation and commitment. Drawing accurate conclusions is first determined by how to measure employee engagement.
Second, determine key drivers Avoid a one-size-fits-all approach to driving employee engagement. Identify what is most valuable to each segment of your organization and focus on those key drivers.
Third, develop survey practices to meet workforce needs. The type of employee engagement survey you should use depends on your workplace culture and your current needs.
For example, pulse surveys are useful for items that you can act on immediately. And annual surveys work better for items that need time for strategic development.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for more of the workplace news you need. Learn more at HRCI.org.
This is your HR news flash, your briefing on talent management and the world of work from HRCI.
The pandemic has accelerated employer needs to rethink employee safety training. Here are a few ways to leverage recent trends to educate and protect your workforce:
First, thinking beyond compliance. Compliance should not be your only goal. In addition to legal requirements, training is an essential means to incorporate meaningful modules to continuously increase proficiencies, improve well-being, and create a resilient and adaptable workforce.
Second, address concerns. Incorporate current concerns into training modules. For instance, apply best practices in employee safety training for issues such as mental health, cybersecurity and inclement weather.
Third, leverage digital learning tools. Optimize safety training for digital delivery. Provide mobile friendly training courses using a variety of resources that can easily be accessed by your employees.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR news flash, your briefing on talent management and the world of work from HRCI.
A properly incentivized compensation plan can affect your business. Taking on new clients contributes to your organization’s business success. To optimize your entire sales function, you must motivate your team through fair and realistic financial incentives. Having an effective sales compensation plan that pays employees well for meeting expectations is essential.
Here are some components of a successful compensation plan, according to Scot Sorenson, senior advisor of Strategic Sales Results:
First, find the win-win Tie variable compensation to individual performance, as well as to department or organization performance.
Second, incentivize behaviors Focus on big-picture goals and encourage your sales team to leverage strategy to align your compensation plan in lockstep with your company goals.
Third, award top performance Ensure that awards are easy to understand and motivates the team to excel through commissions.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR news flash, your briefing on talent management and the world of work from HRCI.
Distributed workforces and economic uncertainty make it challenging for your employees to feel connected and engaged. Successful performance management in this kind of environment requires agile processes and tools.
Here is how to standardize your performance management processes to meet today’s challenges at your organization.
First, define specific needs Designing a system for managing performance at your organization requires evaluating your needs and resources. Now more than ever, revisit these evaluations frequently to maintain agility in your performance management processes.
Second, provide regular feedback Creating a performance management system requires consistent check-ins. Following a continuous feedback model leads to increased productivity, improved performance and higher engagement.
Lastly, utilize performance management software Use technology to help managers document goals and record feedback. HR can use this information to collect and analyze workforce data. Choosing user-friendly performance management systems can increase compliance and frequent communication between managers and their teams, whether they are on-site or remote.
This is your HR news flash, your briefing on talent management and the world of work from HRCI.
A code of ethics is an essential aspect of every organization. Not only is this good business practice, it fosters employee retention and customer loyalty. When your mission supports ethical behaviors, your HR leaders can build an ethical workplace at all levels.
First, start with ethical leadership.
Leaders must model ethical motivations and behaviors. Employees should be encouraged to use ethical practices in their decision-making process. Having a well-written code of ethics is a good starting point.
Second, integrate ethical training across the organization.
Aligning ethical principles with employee behavior requires regular training. Continuous learning, or microlearning, is essential to create a sense of ongoing responsibility.
Third, address ethics concerns.
HR leaders must address ethics concerns regardless of the source. Work with department heads and direct managers to look for warning signs. When violations occur, address them, educate the workforce on why they were a problem, and move forward with integrity.
This is your HR news flash, your briefing on talent management and the world of work from HRCI.
Worldwide, companies are adapting to new ways of working. Employers need HR practitioners who can support business continuity while guiding their workforces through change. Should you have an HR degree to enter the field?
Here is how to make an impression on hiring managers, with or without a degree.
First, focus on real-world application.
You can gain valuable HR experience from an entry-level job or internship that requires only a high school diploma or equivalent. Some suggestions by the Bureau of Labor Statistics include working as a financial clerk, an information clerk, or finding an entry-level recruiting position.
On-the-job experience is also a valid learning method. Individuals who hold HR degrees still require experience to practice their learning.
Second, broaden sources of knowledge.
Learning about topics beyond HR is essential. Employers look for detail-oriented candidates with important traits such as decision-making, interpersonal and communication skills. Additionally, sharpening your critical-thinking skills can help you learn to assess situations and adapt quickly.
Finally, make your case for being a good hire.
A good first step is to apply and pass a certification exam. The Associate Professional in Human Resources® can help you demonstrate mastery of the fundamentals of HR and make your resume stand out.
Next, develop a portfolio of your experiences at an entry-level job or internship. Include continuous learning on your own time, as well as any certifications you have earned. This will help secure and continue to grow your HR career.
This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR news flash, your briefing on talent management and the world of work from HRCI.
Microaggressions can occur through our unconscious actions and behaviors. These behaviors in the workplace can leave employees feeling demoralized, isolated and humiliated.
Without active steps to prevent microaggressions, they can have a toxic effect on your organization’s culture. Recently, Melissa Dobbins, founder and CEO of career.place, joined HRCI’s Alchemizing HR webinar series, to address how to break the culture of microaggressions at your workplace. Here are a few suggestions.
First, promote actionable awareness.
Most microaggressions are unintentional and are the result of lack of awareness or exposure to diverse experiences. Combatting microaggressions requires increased awareness accompanied by meaningful action.
Melissa provided a three-question model for addressing a microaggression after it occurs:
- First, ask what did you find exclusionary and/or hurtful?
- Second, ask why this practice was exclusionary and/or hurtful?
- Finally, ask what behavior must change, and how?
Second, facilitate respectful dialogue.
As you begin addressing microaggressions, lay out ground rules. Hold everyone to the same standards, and require that everyone speak to each other with respect. Do not allow name-calling or “us versus them” language. Letting people blame others will only exacerbate division and conflict.
Finally, reinforce consistent consequences.
Make sure that you acknowledge professional behavior and address any deviations from standards or rules.
The key to preventing microaggressions is consistency, thereby creating a workplace that is fair, equitable and safe for all.
This is your HR news flash for the week of January fourth, 2021, your briefing on talent management and the world of work from HRCI.
Ethics is part of the core HR practices when managing daily employee interactions and organizational goals. Ethics seeks to resolve questions of human morality by defining concepts such as good and evil, right and wrong, virtue and vice, justice and crime. What is the HRCI Code of Ethics?
HRCI’s code of ethics emphasizes the professional embodiment of HR responsibility, professional development, ethical leadership & advocacy, fairness & justice, and conflicts of interest. Ethics and Recertification Requirements - Effective January 1, 2021.
This is your HR news flash for the week of December 28, 2020, your briefing on talent management and the world of work from HRCI.
As 2020 draws to a close, our HRCI family would like to wish everyone a safe and happy new year. We have observed the amazing work our HRCI-certified community has produced for their employees and the profession. This has inspired and strengthened our resolve to continue to develop learning and online events to continue to support you in 2021.
To you and yours, Feliz Ano Nuevo!
This is your HR news flash for the week of December 21, 2020, your briefing on talent management and the world of work from HRCI.
2020 has been a year of rapid changes and adaptation for human resource professionals.
For more than nine months, organizations and HR professionals reimagined their workplace and redefined their workforce. Here are some of the HR learning trends observed this year.
First, Continuous learning and development.
With the practical data attained in 2020, you can start planning and designing your learning and development needs. Whether virtual or on location, flexibility and technology will be key elements in your decision-making.
Your workforce needs to feel comfortable and see the value of the topics and the methodology offered.
Second, increase microlearning.
Virtual events and digital learning have moved to the forefront of continuous education and networking. There are several ways to maintain a learning routine, such as HR podcasts, webinars and training. Maintain your momentum in 2021 by continuing and expanding these types of learning activities.
Finally, lessons learned.
The pandemic offered unique opportunities to guide our workforce through change. It provided lessons learned in areas of developing long-term remote work policies, employee engagement and virtual collaboration.
This is your HR news flash for the week of December 14, 2020, your briefing on talent management and the world of work from HRCI.
In 2019, individuals born outside the United States constituted 17.4% of the total civilian workforce, up from 13.3% in 2000. This increasingly diverse workforce could offer some challenges regarding communication.
As our workforce is increasingly becoming multilingual, we have to learn how to support non-English speakers. Recently, Micah Bellieu, CEO and Founder of Fluency Corp, joined our Alchemizing HR webinar series to discuss how businesses can support non-English speakers in a multilingual environment. Here are a few suggested practices.
First, speak purposefully.
When spoken quickly, it is more difficult for non-English speakers to process and participate in the conversation. It is recommended to speak slowly and purposefully. Also, check for comprehension and engage in a two-way conversation. This will ensure your presentation does not lose any value.
Second, encourage engagement.
Make sure to pause and solicit clarifying questions. Ask specific follow-up questions or use statements such as, “I would like to hear your concerns.” Additionally, if your meetings are virtual, try to use video so listeners can also see you. Visual cues are enormously helpful for non-English speakers.
Finally, offer continuous support.
Your work environment and culture will have an impact on non-English speakers and might cause isolation. Consider implementing a voluntary “buddy system” to help non-English speakers acclimate. One-on-one interactions will help non-English speakers adjust to the work culture and enhance exchanges to strengthen their English language capabilities.
This is your HR news flash for the week of December 7, 2020, your briefing on talent management and the world of work from HRCI.
The pandemic has impacted every workplace, including the process of performance evaluation. The new normal requires that you revamp your performance evaluation process and adjust to fit your current and future needs. Here’s how to revamp your evaluations.
This is your HR news flash for the week of November 30, 2020, your briefing on talent management and the world of work from HRCI.
No matter the economy’s condition, HR professionals play a critical role in their organizations. However, during economic downturns, position security can be a concern.
In this moment, it is important to proactively position yourself as a valuable business partner. Recently, Felicia Harris joined our Alchemizing HR webinar series to discuss practices for protecting your career during these uncertain times. Here are a few tips she shared during the webinar:
First, facilitate cross-functional meetings.
HR professionals play a pivotal role in bringing together cross-functional stakeholders. Demonstrate how you can bring teams together and encourage a healthy exchange of ideas from across the organization. This will establish you as an effective leader and bring departments together to solve business problems.
Second, invest in yourself and your future.
Studying and earning your HRCI certification is an excellent first step for your professional development. It shows your commitment to the HR profession, and it also demonstrates to your colleagues that you are a reliable source on HR topics.
You can also create a personal mission, vision and values statement that aligns with your organization. Share your personal mission statement with your colleagues. This will demonstrate that you have carefully thought about your organization’s mission and the role you play.
Finally, recognize your organization's place in the economic cycle.
Every economy goes through cycles. Recognizing this helps prepare your organization for the future. Focus on preserving resources in peak times, so that future economic downturns have less impact on employment and your overall business.
This is your HR news flash for the week of November 23, 2020, your briefing on talent management and the world of work from HRCI.
As 2020 draws to a close, take time to evaluate and appreciate how your team managed the rapid changes and challenges.
Make sure your team knows that their hard work and dedication to support the business was evident throughout the year. Here are a few ideas on how to thank your team.
This is your HR news flash for the week of November 16, 2020, your briefing on talent management and the world of work from HRCI.
Over the past year, organizations have experienced many issues largely outside of their own control. These experiences have highlighted the need for scenario planning.
Scenario planning allows us to proactively envision and develop potential future outcomes. Here are a few ways HR professionals can contribute their unique perspective during scenario planning.
This is your HR news flash for the week of November 9, 2020, your briefing on talent management and the world of work from HRCI.
In the waves of uncertainty during the COVID-19 pandemic, many businesses have realized that they need to update and strengthen their succession plans.
Here are three actions you can take this week to evaluate and refine your business continuity.
This is your HR news flash for the week of November 2, 2020, your briefing on talent management and the world of work from HRCI.
Since this pandemic started, we have witnessed how technology can offer unprecedented opportunities to customize our workflows, gauge the efficiency of our current processes, and determine how to develop new options.
So, when was the last time you revisited your HR tech stack? Established vendors and startups are continuously developing new products and adding new features to existing products — and you stand to benefit. Here are three ways you can improve your 2020 HR tech stack.
This is your HR news flash for the week of October 19, 2020, your briefing on talent management and the world of work from HRCI.
Saving face produces the best outcomes for everyone. Maya Hu-Chan shares her techniques for saving face and leading teams with respect.
This is your HR news flash for the week of October 19, 2020, your briefing on talent management and the world of work from HRCI.
At this time of the year, many HR professionals are involved in negotiations with technology vendors and other contractors. Over the last few months, we’ve experienced dramatic changes in the way that we work, and contract negotiations for next year are likely to be anything but routine.
Here are a few ideas for strengthening your negotiation skills as you prepare to update your contracts for the new calendar year.
First, build rapport with your current vendors.
For many of us, it’s been a while since we’ve interacted face-to-face with our vendors and contractors. It’s easy to let those relationships fade if you don’t take proactive steps to keep them strong.
Reach out and schedule a call or video chat. If you don’t have a reciprocal relationship with your vendors, it’s never too late to begin building one!
Second, review an existing contract.
Review the current contract. Are there incentives that were bargained and not utilized? What are some of the details overlooked in the past that need to be added into the upcoming contracts? The expanded use of technological tools in the workplace and by the workforce requires more robust applications. Make sure to emphasize these in your contract negotiations.
Finally, walk through potential risks and solutions.
It is important to brainstorm likely challenges before you negotiate for the coming year. Chart out different options for multiple economic conditions and determine your plans to meet these challenges. Not only will this prepare for you for any negotiations, it will also help you determine any contingencies and service guarantees.
This is your HR news flash for the week of October 12, 2020, your briefing on talent management and the world of work from HRCI.
2020 has been a year of rapid change. Many HR organizations’ needs have shifted throughout the year. As we enter 2020’s final quarter, it is time to evaluate whether your current HR tech stack is working for your organization.
Here are three questions you need to explore as you determine if your HR tech stack is right for your organization.
- First, do you have data silos?
- Second, is your tech stack mobile-friendly?
- Finally, does your current tech support workforce agility?
This is your HR news flash for the week of October 5, 2020, your briefing on talent management and the world of work from HRCI.
Corporate wellness programs have become a commonly accepted part of benefits packages in large enterprises. Like any benefit, it is important to evaluate the impact it is having on your business in a strategic way.
Here’s how to measure the effectiveness of your corporate wellness program.
- First, set clear goals for your wellness program.
- Second, measure participation levels over time.
- Finally, compare intended and actual outcomes.
This is your HR news flash for the week of September 28, 2020, your briefing on talent management and the world of work from HRCI.
The pandemic has highlighted the important role wellness plays at work. It is more important than ever to encourage employees to make their health a priority. Small organizations do not always have extensive resources for building out wellness programs. Here are some ideas to create a wellness program in a smaller organization.
This is your HR news flash for the week of September 21, 2020, your briefing on talent management and the world of work from HRCI.
Work has changed dramatically since March 2020. While many of the disruptions have been unpleasant, there are now a myriad of opportunities for HR professionals to rethink assumptions about how we work.
The global pandemic’s disruptions are a catalyst for these changes. Here are some key practices to leverage as you transform your workplace.
First, evaluate pre-pandemic practices.
The first step to transforming work processes is measuring what the pandemic has changed. You can measure pre-pandemic productivity against current outputs by reviewing existing employee data. This will establish a benchmark for how processes need to evolve to adapt to a virtual workplace.
Second, set specific goals.
Comparing pre-pandemic workforce data and attitudes with current data provides entry points for meaningful change. Making and accepting change is a process. It will require careful planning and socialization of the new vision and practices.
After analyzing your data, focus your energy on where you can make the most impact. Set specific, measurable goals for change and be prepared to alter your plans should the need arise.
Finally, plan a better future.
With the pandemic challenges, we also have opportunities for transformation. Examine your workforce, set specific goals for success, and then establish a plan to get there. When confronted with uncertainty, remember that the data and your experiences as an HR professional will lead you to the best option. This is a unique time of unprecedented change. Make sure you take advantage of this opportunity to move your organization to the next level of business success.
This is Rene Sotolongo, aPHR, with HRCI. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR news flash for the week of September 14, 2020, your briefing on talent management and the world of work from HRCI.
Employer wellness programs can play a valuable role in supporting employees. However, many programs were originally designed for an office setting.
Here are three steps you can take this week to adapt your wellness program to remote work life.
First, offer digital fitness subscriptions.
Before the pandemic, a popular wellness perk was offering discounted rates to onsite gyms. With gyms slowly reopening or operating at a reduced capacity, online classes and apps are an alternative that can help keep people moving even while they are safely sheltering at home.
Second, encourage mobility.
Video conferencing has replaced in-person meetings for many of us — and it’s easy to spend the entire day staring at your laptop. Encourage team members to take as many of their calls as possible the old-fashioned way: audio only. This will give your employees the freedom to get up from their desks and take a walk.
Finally, address mental health in your wellness plan.
Remote work introduces new challenges and stressors to the workplace, including isolation. A side effect of this is that many employees may be struggling with their mental health.
Incorporate programs that address social connection and emotional well-being. For example, you can schedule a yoga class once a month. This will serve the dual purpose of teaching workers how to destress and letting them connect with peers.
This is Ruth Hartgen, PHR, with HRCI. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.
This is your HR news flash for the week of September 7, 2020, your briefing on talent management and the world of work from HRCI.
Despite a global pandemic and an economic recession, the human resources function remains in high demand. Business leaders across the globe continue to recognize how critical HR is to their company’s bottom line.
Several overall trends are shaping the demand for HR professionals right now.
This is your HR news flash for the week of August 31, 2020, your briefing on talent management and the world of work from HRCI.
Shifting from the military to a civilian career is rarely easy, but networking with the right people can make the transition smoother. Here are three ways that networking can help you transition to your post-service civilian HR career.
This is your HR news flash for the week of August 24, 2020, your briefing on talent management and the world of work from HRCI.
Company values are the foundation of your culture. In times of uncertainty, these values become an important shared understanding. These values are reflected in a strong culture that can guide your organization forward and onward.
Here’s three ways to shift your values from abstract words to principles and behaviors.
This is your HR news flash for the week of August 17, 2020, your briefing on talent management and the world of work from HRCI.
A swiftly-evolving workplace requires workforce agility, especially in HR. One of the best ways to enhance your professional agility is to earn multiple certifications.
We will review three reasons for earning multiple certifications that can help your HR acumen stand out and further add value to your organization’s bottom line.
This is your HR news flash for the week of August 10, 2020, your briefing on talent management and the world of work from HRCI.
Inclusion is frequently combined with diversity initiatives. However, there are additional actions to consider when complying with inclusion beyond measuring demographics and preventing discrimination. To be inclusive, a culture must involve everyone’s voice and values.Here are three ways HR can champion inclusion in the workplace.
This is your HR news flash for the week of August 3, 2020, your briefing on talent management and the world of work from HRCI.
2020 has been an unprecedented year, and we are just beginning the month of August! You may feel as if you’ve already experienced a lifetime of stress — and there’s no doubt others in your organization feel the same way.
Anxiety can be overwhelming and debilitating, but there are proactive steps HR can take to help employees cope. Here are three ways you can support your employees’ mental well-being during this time.
This is your HR news flash for the week of July 27, 2020, your briefing on talent management and the world of work from HRCI.
Many global organizations are restructuring their staffing needs to meet changing economic demands. Once such change is to turn to a gig economy.
Here’s how you can help your company thrive using a gig economy.
This is your HR news flash for the week of July 20, 2020, your briefing on talent management and the world of work from HRCI.
Membership in a professional network can strengthen your HR career development. Before you invest in a professional network, you should carefully consider your goals and options. Here are some tips on choosing a professional network that can take your career to the next level.
This is your HR news flash for the week of July 13, 2020, your briefing on talent management and the world of work from HRCI.
The role of HR in organizations has changed over the last decade, shifting from a focus on compliance to organizational change.
What does it take to become a senior HR officer or a chief human resources officer (CHRO)? Here are three ways you can direct your professional development towards a C-suite position.
This is your HR news flash for the week of July 6, 2020, your briefing on talent management and the world of work from HRCI.
This is your HR news flash for the week of June 29, 2020, your briefing on talent management and the world of work from HRCI.
The coronavirus pandemic shifted most companies to remote work environments. This trend seems to continue expanding into academia, entertainment, and other work environments. Many will continue to work at least partially remote for the foreseeable future.
One of the effects of employees working remotely is that companies must pay additional attention to organizational ethics. Here’s how you can help instill and maintain workplace ethics and compliance in a distributed work environment.
This is your HR news flash for the week of June 22, 2020, your briefing on talent management and the world of work from HRCI.
We often associate corporate compliance with incentives that drive behavior. But compliance has to be more than a set of rules employees are obligated to follow. It must be a part of organizational culture.
Here’s how you can help cultivate a culture of compliance at your organization.
This is your HR news flash for the week of June 15, 2020, your briefing on talent management and the world of work from HRCI.
As organizations reopen, they must be responsive and agile to meet changing operational demands.
One solution is to create flex teams. Flex teams are high-performance units assembled based on knowledge and compatibility. Employees on a flex team are cross-trained to help fill gaps using specific skills and talents where they are needed the most. .
Here’s how to help your organization put together high-caliber flex teams.
This is your HR news flash for the week of June 8, 2020, your briefing on talent management and the world of work from HRCI.
An ethical company culture is key to maintaining customer retention and employee engagement. But creating such a culture takes a lot more than simply having good intentions. Building an ethical workplace requires tapping into your organizational culture at every level.
Here’s three tips on how to achieve an ethical workplace.
This is your HR news flash for the week of June 1, 2020, your briefing on talent management and the world of work from HRCI.
With the Coronavirus likely to impact in-person networking events for the rest of the year, online networking will become an even more essential part of your business strategy. And LinkedIn should be at the core of your virtual network.
Here are three tips to strengthen your LinkedIn network.
This is your HR news flash for the week of May 25, 2020, your briefing on talent management and the world of work from HRCI.
Even though shelter-in-place policies are being lifted around the country, large gatherings will continue to be restricted.
The good news is that conferences are continuing, with many moving online. HR professionals can still learn and network through the comfort of their own homes.
Listen and learn more about three virtual HR conferences you don’t want to miss.
This is your HR news flash for May 15, 2020, your briefing on talent management and the world of work from HRCI.
HR Professionals are currently facing many challenges, including earning recertification credits. With conferences being postponed or cancelled, how can you earn HR recertification credits?
Here are a few opportunities to earn recertification credits remotely.
This is your HR news flash for May 1, 2020, your briefing on talent management and the world of work from HRCI.
HRCI has diligently been working on an online exam delivery solution for over a year. This effort was accelerated due to testing center closures caused by the Coronavirus (COVID-19) pandemic.
Effective May 1, four of our eight certifications will be available using OnVUE, Pearson VUE’s online proctoring exam delivery system. We invite eligible U.S. and Canadian residents to register and test from the comfort of their home or office.
Online testing allows HR professionals interested in: aPHR®, PHR®, SPHR® and GPHR® certifications to continue their professional journey in a safe and secure manner.
Here are answers to some of the most frequently asked questions about our new online testing option.
This is your HR news flash for April 24, 2020, your briefing on talent management and the world of work from HRCI.
The coronavirus crisis has created unprecedented challenges for businesses. Adapting to change is the new normal. As a result, it has never been more important for organizations to be agile.
Embracing an agile framework makes it possible to adapt quickly to solve complex challenges in a rapidly-changing landscape. Here’s how you can use agile methodology at your organization to respond to this crisis.
This is your HR news flash for April 10, 2020, your briefing on talent management and the world of work from HRCI.
Traditionally, HR professionals obtain recertification credits by participating in structured HR learning activities like conferences and webinars. However, during this unique time, we would like to remind HR practitioners that there are other methods they can use to earn credits.
The professional achievement recertification category allows you to submit up to 40 recertification credit hours for on-the-job learning.
Here are three ways you can earn recertification credits during the Coronavirus pandemic.
This is your HR news flash for March 27, 2020, your briefing on talent management and the world of work from HRCI.
HRCI continues to monitor the effects of the Coronavirus (COVID-19) and how it is impacting both your work and family lives.
As cases of coronavirus rise around the world, many people are under mandatory or recommended social distancing or quarantine to help flatten the curve of the virus.
However, too much isolation or conflicts between work and family responsibilities can take a toll on your mental well-being. Here’s how to support an active, healthy mind and body during a quarantine.
This is your HR news flash for March 13, 2020, your briefing on talent management and the world of work from HR Certification Institute.
More cases of coronavirus are being reported globally each day.
To minimize the chance of an outbreak, the Centers for Disease Control and Prevention in the U.S. recommends that schools and workplaces create proactive plans to address how coronavirus may affect them.
Here are three things companies can do to respond to this pandemic.
This is your HR news flash for March 2020, your briefing on talent management and the world of work from HR Certification Institute.
Infertility is a widespread and costly problem for millions of families. One in eight couples has trouble getting pregnant or sustaining a pregnancy. As a result, many turn to expensive fertility treatments to start a family.
What role should employers play in this growing segment of health care? Here are three considerations when deciding whether to offer fertility benefits.
This is your HR news flash for February 2020, your briefing on talent management and the world of work from HR Certification Institute.
Here are some tips for asking your organization to invest in your professional development.
This is your latest HR News Flash, your briefing on talent management and the world of work from HR Certification Institute.
With many baby boomers retiring, maintaining a succession plan for your organization is more critical now than ever before. Peer-to-peer learning is an organic way to pass the torch from one generation to the next, while also facilitating knowledge transfer throughout your organization.
Here are three steps you can take to facilitate peer-to-peer learning.
This is your HR News Flash for the week of February 3, 2020, your weekly briefing on talent management and the world of work from HR Certification Institute.
Over the past 25 years, the HR function has evolved significantly. Organizations need HR to manage risk and support the organization in making key strategic decisions.
HR job descriptions need to reflect the HR function’s continually evolving role. Here’s how you can anticipate staying ahead of the curve by modifying HR job descriptions at your organization.
This is your HR News Flash for the week of January 27, 2020, your weekly briefing on talent management and the world of work from HR Certification Institute.
In a recent survey of 2,000 employees, 92 percent of respondents ranked professional development as highly important. Furthermore, the same survey demonstrates that access to professional development improves employee engagement and retention.
However, finding the right budget to make these opportunities accessible can be difficult. Here are three ways to offer professional development and stay on budget.
This is your HR News Flash for the week of January 20, 2020, your weekly briefing on talent management and the world of work from HR Certification Institute.
The type of work skills needed have changed in the last few decades. Most learned skills are only useful for a few years before technological advancements render them obsolete.
Therefore, upskilling is imperative for continued success for your employees and organization. However, it can be difficult to balance learning with your daily work. Here are three steps to help you find the right balance.
This is your HR News Flash for the week of January 13, 2020, your weekly briefing on talent management and the world of work from HR Certification Institute.
Earning an HR certification offers a pretty big return on investment. In fact, according to PayScale’s 2018 HR certification study, HRCI certification holders tend to receive higher pay and have an increased chance of being promoted.
Here are a few returns you should look for from the time and effort you invest in earning a certification from HRCI.
This is your HR News Flash for the week of January 6, 2020, your weekly briefing on talent management and the world of work from HR Certification Institute.
“Sustainability” is a term that’s on many minds in the business world. There’s ongoing pressure for big business to reduce its environmental impact and concerns regarding whether the free-market system itself is sustainable.
Organizations have the ability to take the initiative to become more ethical and sustainable. Organizations that are B-corporation certified are recognized as sustainable, socially responsible and environmentally conscious.
Here are three advantages that becoming B-corporation certified can offer your organization.
This is your HR News Flash for the week of December 30, 2019, your weekly briefing on talent management and the world of work from HR Certification Institute.
Historically, the candidate experience in government hiring has not been up to par with hiring in the private sector. This poor reputation can prevent quality talent from even applying for public-sector positions.
Here are three ways you can update and improve the candidate experience at your government agency.
This is your HR News Flash for the week of December 23, 2019, your weekly briefing on talent management and the world of work from HR Certification Institute.
When organizations give back, they can make a huge difference. In 2018 alone, corporate charity programs matched employee donations to give more than $2 billion to eligible nonprofits. Additionally, an improved social image can also provide an edge to organizations in the perpetual competition for top talent.
Your employer brand affects far more than just hiring. Candidates and employees are also potential customers, thus making sure they have a positive experience at your organization can go a long way towards improving your organization’s bottom line.
Listen and learn three ways you can turn your employees into brand champions.
This is your HR News Flash for the week of December 9, 2019, your weekly briefing on talent management and the world of work from HR Certification Institute.
Did you know that the time we spend working collaboratively in the workplace has increased by 50 percent over the past two decades?
This means that it is more important than ever to ensure that your employees can collaborate effectively. Here’s how HR can help facilitate effective collaboration at your organization.
As organizations expand across the globe, it’s important to ensure assessments represent valid snapshots of individual capabilities, regardless of location or culture. For example, workplace assessments designed to be used in the U.S. may not translate well to Southeast Asia. Results could show bias and lead to poor decision-making when it comes to candidate selection.
Here are three ways to ensure that your selection assessments and procedures are both equitable and viable when used globally.