Last week, I attended my very first SHRM Annual Conference in Orlando – along with fellow Brandon Hall Group analysts, Trish McFarlane and Ben Eubanks. For those of you who have yet to attend, suffice to say it has immediately secured a permanent spot on my travel calendar for years to come. The reasons are many, but come down to one thing: it was well worth my time.
A week ago I was listening to Robin Roberts inspire 10,000+ HR professionals with her journey, wisdom and strength. I continue to be impressed with the speakers that SHRM pulls for events, but Robin Roberts probably takes the cake! She was so humble and I love her sense of humor. A week later I’m still sitting her amazed at the honor of sharing a room with her. She was just amazing, but we also heard from one of our own, Heather Abbott.
I attended the SHRM National Conference in Orlando recently and went to quite a few concurrent sessions that got me thinking.
One session was about money…how an organization makes it, wastes it or loses it…and, of course, what Human Resource professionals should be doing about all of them to ensure organizational success.
ORLANDO, FLA.—When a merger, new computer system or remodeled office becomes so jarring that workers are growing stressed, angry and combative, Brad Karsh has five words of advice: Millennials can be your friends.
Those born between 1981 and 2000 are so accustomed to adapting, comfortable around authority figures and confident about asking questions that they may be best suited to lead older workers in embracing company change, noted Karsh, who spoke June 24 at the 2014 Society for Human Resource Management.
Known as the Healthy Workplaces, Healthy Families Act of 2014, Assembly Bill (AB) 1522 passed the Assembly along a party-line vote and is pending in the Senate. The bill would implement a number of new Labor Code provisions requiring employers to provide paid sick leave for their employees. It would apply to all employers regardless of size, and would include public employers, the state and municipalities.
The third day is when the conference grind sets it and depending on how late your “client meetings” ran, it’s a tough day.
You need to start packing the suitcase and you’re probably wondering why you just didn’t ship that whole bag of “tangible memories” you collected off the expo floor.
I do not have a lot of heroes, but one of them is Bayard Rustin. A really visionary and courageous guy. I wish that his story, his work, his life were more well known. A true pioneer…there should be monuments.
The theme of the 2014 SHRM Annual Conference, and one that manifested in a number of ways throughout the course of the four days. The keynote speakers touched on it. Many of the concurrent and Smart Stage sessions reinforced it. But the question is, did the HR professionals that attended walk away ready to assume a transformational mindset?
ORLANDO, FLA.--Succession plans can be as intimidating to make as wills and funeral arrangements. No, really. Company leaders have a very hard time addressing the issue emotionally and an even harder time talking practically about who might take over for them when they’re gone.
Failure is an enabler.
In both senses of the term, but for some, the one ultimate driver.
It’s our confidant and our kryptonite; it elevates and cripples us. Ideas fail, businesses fail, processes fail, people fail, and through it all, if we’re paying attention, learning and even a little lucky, we might just find a little light.
The sun has set on the 3rd day of programming here in Orlando and those of us who were lucky enough to attend the 2014 Society for Human Resource Management Annual Conference know how the US Soccer Team felt playing in Brazil. Through our blood, sweat and tears we got closer to (re)certification, attained an exorbitant amount of knowledge, found solutions to unmet needs and made a few new friends.
My first SHRM conference was in March 2010, and it was not the big “Annual” affair that I am currently attending. It was the SHRM Legal and Legislative Conference in Washington, DC, designed for lawyers and senior HR pros who have a responsibility for legal compliance in their organizations.
The second day of large conferences has always been my favorite day. Everything is still fresh and new, the speakers are excited, and the attendees are excited… well let me rephrase that, the attendees are excited until they realize that their next session is across the convention center.
ORLANDO, FLA.--An “HR business partner” is a strategic contributor who understands and plays a role in achieving the vision, mission, goals and results of the organization, explained Louisville-based consultant Sandy Allgeier, SPHR, at the start of her seminar, “HR Business Partners: A Consulting Skills Model,” on June 21 at the 2014 Society for Human Resource Management Annual Conference & Exposition.
We Know Next is finding and interviewing HR Motivators at the SHRM 2014 Annual Conference & Exposition. Below is a Q&A with HR professional Bobbie Wilson.
Q. What inspires you as an HR professional?
I like bringing out the good in people, helping them to achieve more or understand more. In the end I'm helping to enrich peoples' lives through their work.
Q. What social media platform do you use most for your job and why?
Slowly I turn….step by step…inch by inch!
There’s an old I love Lucy skit where that line is uttered at the beginning of a scene. It came to mind more than once during my first hours at this year’s SHRM conference. As I met with new entrants to the scene, recognizable companies and pretty much everyone in between, I realized that the field of Human Resources Technology is slowly turning, step by step, inch by inch. It may not seem recognizable at the time but it IS happening.
We at NGA.NET were very pleased to work with Talent Management magazine recently on an in-depth article, “HR Can’t Ignore Big Data” that explored the importance of Big Data in hiring and talent management. The article outlines several things government agencies must consider when implementing a metrics-driven talent management strategy. I’ve highlighted the key points with a few additional pieces that didn’t make it into the final version of the article, but I felt were important to share.
We Know Next is finding and interviewing HR Motivators at the SHRM 2014 Annual Conference & Exposition. Below is a Q&A with HR young professional Greg Low.
Q. What inspires you as an HR professional?
The constant change and need to adapt and grow to a diverse workforce and environment inspire me about the HR profession. It keeps me on my toes and pushes me to personally transform as well!
We Know Next is finding and interviewing HR Motivators at the SHRM 2014 Annual Conference & Exposition. Below is a Q&A with HR professional Josh Rock.
Q. What advice would you give other leaders about employee engagement?
Recognition, Leadership and Listening
Leadership is a privilege.
People leave your company because they don’t feel appreciated or they don’t like their boss.
Leadership tips to put to work right now.
Focus on mindset. Self awareness is key. Be aware of the brand of you and how people see you.
I spent much of the day Monday roaming the HUGE exhibit hall at the 2014 SHRM Annual Conference. This was by design as my previous venture to SHRM in Chicago ended before I could make it all the way through. For those thinking that I missed out on educational opportunities by not attending sessions, you are mistaken as the 2014 exhibition hall has numerous educational opportunities.
My first SHRM Annual Conference was supposed to be in 2011 in Las Vegas. The morning I was scheduled to depart, by husband became seriously ill and I missed it. (Gory details here.) But I can easily recall the anticipation and excitement that I felt.
The second day of the Society for Human Resource Management's Annual Conference is in the books and I figured I would share a few highlights from this divinely inspiring day.
The Families and Work Institute (FWI), a partner of the Society for Human Resource Management (SHRM) since 2011, celebrated its 25th anniversary June 18, 2014, with a gala in New York City.
“To change ourselves effectively, we first have to change our perceptions.- Stephen Covey
I just met a woman at SHRM14 who I wish had a microphone and a platform as her message is a great one.
As I wrote earlier this week, my goal was to supplement the typical concurrent session, general session or vendor posts with some insight and wisdom from the participants of this conference.
She didn’t want to be named and certainly didn’t want her picture taken so for now, let’s just call her “Jane.”
We’re down here in sunny Orlando, Florida where the 2014 SHRM Annual Conference has been underway for the past day and a half. This year’s theme is “Transform,” and it’s a theme that has reappeared and been reinforced numerous times already.
Dear SHRM Foundation,
We’ve known each other for years. We’ve had our ups (your support of the HRGames) and our downs (the 247 Director’s Circle pins you sent me as a sign of your affection). However, despite this rollercoaster of emotions, I’ve always supported you and been in your corner. So, in this public forum, it is time to declare my love for you and say that you’re the best thing under the SHRM umbrella. How do I love thee? Let me count the ways:
If you're a newbie to the SHRM Annual Conference, you'll see that a major attraction to entice people to attend is the array of keynotes providing guidance and inspiration. Perhaps this was one of the critical factors influencing your decision.
After attending for 14 years, you'll see that their are 4 major types of keynotes (h/t to Matt Charney for inspiring the post) that SHRM brings in.
The CEO/Major Executive.
In his Monday morning session at #SHRM14, Steve Browne urged those attending his session to be themselves at all times, even at work! Now I know this may frighten some of you as much as the thought of missing out on the latest iPad giveaway in the exhibition hall. This should not be a scary prospect, even in a formal environment. After all, if you are not yourself, then you are either a fake or a poor imitation of someone else.
We have had the summer time theme going here at Performance I Create all month long. We have heard from our contributors and some guest bloggers about summer time and what it means to them – mostly from the HR view.
Well it’s time. The center of the HR Universe has descended upon central Florida to catch up with old friends and colleagues, meet and network with new people, and gain some continuing education credits.
All while it feels like 90 degrees outside with 90% humidity.
I’m excited to participate in the conference as a blogger and here’s my dispatch for day one:
I had the opportunity to walk around the Exhibitor Hall yesterday and I tried to practice what I preach...have a purpose and don't just wander.
In previous years, I have always scoffed at vendors who offer "canned" training. As someone who prides herself on her ability to develop and present "in person" training, I have always looked at these organizations as sub-par, beneath me, and not nearly the value of someone who has the ability to adapt her training, interact with her students, etc.
Benefits communication is one of those topics that everyone hates to love…or just hates. There are rules and procedures in place that make being fun with benefits communication almost impossible. Today I attended a session titled, Perception is Reality: Best Practices in Benefits Communication” with Mary Schafer of ADP. For those who are new to benefits you’ll quickly learn that getting people to enroll in different programs can be a challenge, especially with rising costs and uncertainty on how Obamacare is really beneficial for the everyday employee.
SHRM 2104 is officially underway! First up a quick look at one a great cause, Be The Change. They are championed by Robin Roberts, today’s keynote, and are helping to identify bone marrow donors and potential matches with those in need. It’s quick, easy and painless. Take a look, then come by the booth!
Re-entering the workforce after a long break to raise children, to care for aging parents or for other life-changing reasons can be an intimidating--and sometimes humiliating--experience.
The 2014 SHRM national conference kicked off today with huge attendance and more non-US representatives than ever before. Hank Jackson talked about a new direction and new things HR must attend to in the future. I as happy to hear about the future stuff because that is what I write about on Future Friday.
Before I jump in, I realize that there is some cost associated with everything. My love of economics doesn’t allow me to get away with the idea of a “free lunch” without mentioning that; however, I’m talking about increasing the perceived value without increasing the direct cost of the various options offered. Hang with me, there’s good stuff to share.
If there is one lady I have always liked it’s Robin Roberts. She is probably the singular reason GMA is on my morning news rotations between CNN, Morning Joe and my local news (which I just need for traffic).
Be careful out there, all you web surfers; cyberspace can be a dangerous place.
Even though the Internet has evolved into one of the most effective tools for companies to connect with customers, communicate with employees, identify talent and recruit new workers, an active online presence has become risky business. Malicious software and viruses have proliferated across the Web and are now lurking in innocuous-looking e-mails, file attachments and websites.
The 2014 SHRM Annual Conference and Exposition kicked off this afternoon with opening keynote speaker Robin Roberts. Anchor of ABC’s “Good Morning America,” in 2007 Robin was diagnosed with breast cancer and then, in 2012, she underwent a life-saving bone marrow transplant for myelodysplastis syndrome.
Here is a short post...but was inspired this afternoon after being disappointed by people stirring the pot.
I had the pleasure of spending some time with two fantastic HR professionals, Joel Peterson and Enrique Antonio, this afternoon. After catching up with our lives and careers, the conversation turned to professional certification, and the recent decision by SHRM to manage it on its own.
Do you know what astounds me about HR Pro’s sometimes? The fear to connect at networking events. I’ve noticed at many conferences, monthly meetings, and networking events, the self-proclaimed “People-Persons” sitting at a table of 10 (via monthly chapter meeting) not saying a word. Or getting comfy in their “phone-zone” (hiding behind their phone). Or coming 20 minutes late to a meeting just to “miss” the pre-meeting networking.
I start this post as I hurdle along at 501 mph in seat 30C over the skies of Ohio on my way to the 2014 SHRM Annual Conference in Orlando. It occurs to me that I am very fortunate in so many ways in life and this certainly counts as one of them.
Kay Bolden, SPHR, SHRM member and HR Manager shares her thoughts on why the SHRM Annual Conference is a great experience year after year.
Transformation can inspire. Hear how Steve Browne, SPHR inspires through his work in HR. Visit annual.shrm.org to register for the SHRM 2014 Annual Conference & Exposition. #SHRM14 #HR
Davide Rhodes, PHR, Director of HR at Akeela Inc., an active SHRM member in Anchorage, AK shares how his experience in the SHRM Certification Zone answered a lot of his questions.
For more on SHRM's Competency please visit shrmcompetency.org.
We Know Next is finding and interviewing HR Motivators at the SHRM 2014 Annual Conference & Exposition. Below is a Q&A with HR Young professional Callie Zipple.
Q. What do you see as being the biggest challenge for HR in the next 10 years?
Finding a way to stay competitive during the hiring process. Candidates often have more than 1 offer…why yours?
Q. What book are you reading right now?
We Know Next is finding and interviewing HR Motivators at the SHRM 2014 Annual Conference & Exposition. Below is a Q&A with HR Young professional Chanel Jackson.
Q. What book are you reading right now?
A. "Essentialism: The Disciplined Pursuit" of Less by Greg McKeown. As an HR professional you always feel the need to respond to so many people and you find yourself so stretched that you’re not effective. This book helps you to identify and focus on your top priorities to be more productive.
Well first of all, he’d be employed, which is very un-dude like. If The Dude were to harness his passion for bowling (and lay off the white Russians), he could potentially be a very compassionate and innovative leader in HR…maybe.
This Aggression Will Not Stand
We’ll make this nice and easy.
SHRM National is big. This ain’t your local conference. To navigate big you need to logistically think small. If you logistically think small, you can save all your big energy on networking, learning, and thinking.
My list is broken into 3 sections. Learning Essentials, the Expo Hall, and Clothing/Accessory Essentials.
#SHRM14 Learning Essentials:
This book summarizes the key substantive employment laws of California and discusses the ways in which they most differ from the federal statutes that guide most of the rest of the country. The book is written from the perspective of an experienced HR professional who, for the first time, is tasked with managing a workforce in California. Such a person would likely ask basic questions, like:
Here are 14 tips as the countdown begins for #SHRM14. Most will be useful for SHRM Annual Conference newbies and some will be great reminders for those of us who are SHRM Conference veterans. Looking forward to seeing you in Orlando!
1. Be prepared to walk!
Pack tennis shoes because you’ll need them. No one will make fun of you if you’re wearing your HR lady pantsuit and a pair of tennis shoes. Bonus: bring compression socks, you’ll thank me later.
2. It’s HOT, stay hydrated. Water is best!
3. Eat for fuel.
Sitting in an airport terminal gives you a chance to jot down your thoughts if you build in a bit of time. I’m trying to contain my excitement as I get ready to board my flight to SHRM14in Orlando !! The actual conference doesn’t kick-off until Sunday, but I’m fortunate to head down early as a SHRM volunteer and member of the Membership
Transformation can be an unexpected journey. Hear about Cathy Tama-Troutman's HR journey.
NEW YORK—Organizations are most fragile as they transform an idea into a product or new business and move from plan to reality. To succeed, they should speed through “the first mile” by being deft, managing uncertainty and recognizing when to ditch an idea.
Many professionals I know don’t have much patience for Twitter talk. I try to explain the benefits of Twitter, but looking up their nostrils for an extended period of time is not easy.
But the truth is I once had the same lack of interest in social media in general and Twitter in particular. I remember thinking only twits tweet…. until a personal accident changed my view.
Back in January of 2011, I fell on some ice and shattered my ankle in multiple places. I needed emergency surgery. The next week was my 30th birthday. Would you believe 40th? Okay, 50th.
After more than 1,100 responses from our members, I am enthusiastic to announce that we have a name for the new SHRM certification. There will be two levels to the new certification:
Quiet, slow-movers frustrate talkative, quick movers.
Those who think, speak, and commit quickly, often believe they’re superior to leaders who need time.
One of the worst things leaders do is over-value people who are like them.
Big mouths aren’t better than small and quick isn’t better than slow.
In praise of quiet and slow:
Nancy Newell, SPHR, HR Executive, and a certified instructor, discusses the evolution of the HR profession and her belief that the competency-based examination is critical to the continued development of the HR profession.
Laurie McIntosh, SPHR, Director of Member Engagement at SHRM, discusses the unprecedented level of research that went into the three-year process to develop the SHRM HR Competency Model.
Sharlyn Lauby, SPHR, President of the ITM Group, discusses how the competency-based certification will create a competitive advantage for her organization and all HR professionals who earn the credential.
Dr. Alex Alonso, PHD, SPHR, and Vice President of Research for SHRM discusses how the SHRM is establishing the firewall between the Certification examination and the certification preparation materials.
Dr. Alex Alonso, PHD, SPHR, and Vice President of Research for SHRM discusses how the competency-based credentialing is the standard for a wide range of professions and the right direction for the HR Profession.
It’s hard to believe that in just a few days the largest conference for human resources professionals will be taking place in Orlando, my hometown. SHRM Annual is a huge event and, for the first-time attendee, it can be a lot to take in. Who are we kidding – even for those of us who’ve been to SHRM Annual before – it can be a lot!
As you’re putting together your strategy for the conference, here are a few things to build into your schedule:
Starbucks Coffee Co. and Arizona State University (ASU) have announced the launch of the Starbucks College Achievement Plan, creating an opportunity for the coffee chain’s eligible 135,000 U.S. employees to complete a bachelor’s degree with full tuition reimbursement for juniors and seniors, through a collaboration with ASU’s degree program delivered online.
It’s about that time!
It’s about time to think about packing.
It’s about time to touch base with friends I haven’t seen in awhile.
And it’s about time to get excited about learning something new.
SHRM 2014 National Conference starts in less than a week, and it’s about time to get prepared for it!
What’s your definition of a high-performance culture?
In his blog titled “Crafting a High-Performance Culture,” SmartRecruiters CEO Jerome Ternynck outlines the ten ingredients that make a high performance culture and says,
When employers want to customize their voluntary benefits program, they have plenty of options. The list can include anything from employer-negotiated banking fees and travel insurance to a dry cleaning pick-up and drop-off service and discounted days at amusement parks.
As a college student at James Madison University preparing to search for my first internship, I was filled with apprehension after hearing classmates’ scary stories from their past internships. Many of my friends spent their unpaid summers tucked away in a corner cubicle with a copier and a coffee maker as their only company--and their stories formed my impression of what to expect from internships.
- You'll see friends you don't see often enough. It is possible the NLRB may prohibit H.R. from having friends, so enjoy the friendships while you can. You might be thinking, “The NLRB cannot regulate HR." Silly rabbit. Friendships among HR professionals could chill concerted activity by employees covered by the NLRA. As logical as.....
#SHRM14 is just a few days away and I’m packing up for a week away with my HR buddies. I’m pretty excited for the opportunity to attend annual conference again. For me it’s like a place to recharge and get excited for the profession again. You’ll hear inspiring stuff from the keynote speakers, something you can bring back to the workplace in concurrent sessions and you’ll grow your network while you are there.
This weekend I’ll be heading to Orlando for the #SHRM14 Annual Conference and Expo. Many of you may be joining me; for some of you it may be your first time, others of you may be SHRM Annual veterans. No matter if it’s your first time or tenth time attending, I ask you this question: Are you maximizing your conference experience?
No one has time to think anymore under the daily deluge of information and deadlines. With this relentless focus on getting stuff done, many people have lost the skills of critical and creative thinking. Like a muscle, thinking skills need to be built and maintained. You can help your team members through these strategies:
The Society for Human Resource Management Annual Conference is upon us. How do I know? Because my inbox is flooded with requests for interaction from the world's finest sales people. If you haven't attended the SHRM Annual conference in the past, the Exhibitor Hall can be a bit intimidating.
How wonderful it is that nobody need wait a single moment before starting to improve the world. - Anne Frank
I have three talents…none of them are bowling.
I have bowled quite a bit in my 44 years; I used to be on a team in my late 20s but that’s mostly because it came with pizza and beer and, to be honest, there wasn’t much else to do in Juneau, Alaska in the wintertime so I thought, “why not bowl…and eat and drink with friends?”
Conferences offer many opportunities, professional development being one of the most significant.
This isn’t an activity you should just undertake in your hometown. Because the business world is global, our professional network needs to be global too.
Employer branding should be one of the top concerns for every executive in today’s highly competitive and social talent market. A strong employer brand cuts through the noise of social media, creates opportunities for recommendations, and gives talent (past, current and future) a sense of positive identification with your company.
America’s pending retirement crisis—a scenario characterized by millions of workers facing financial shortfalls in their golden years—has gotten the attention of state governments.
In a long-awaited decision, California’s highest court on May 29, 2014, affirmed a 2012 state court of appeals decision vacating a $15 million judgment in a misclassification class action brought under state law. In the lawsuit, which was brought against U.S.
Transformation can be a challenge. Hear how Jessica Edlinger, SPHR is changing her organization for the better.
It makes me happy to think about journeying to Orlando in less than two weeks to attend my second SHRM Annual Conference. Having experienced my first last year, I now know that the event is much bigger than the sessions held in the conference center. The variety of events that occur along with the conference bring opportunities for not only learning, but fun as well. I’ve heard some discount the importance of these events, but they are an important element of advancing our profession.
DALLAS—Rewards leaders from McDonald’s, Home Depot and Kraft Foods shared what their companies are doing to differentiate and reward performance during a panel discussion at the 2014 WorldatWork Total Rewards Conference, held here May 19-21. The discussion was moderated by Hay Group, a pay consultancy.
McDonald’s: Driving Differentiation
Lisa Emerson, vice president for global total compensation at McDonald’s Corp., explained the hamburger giant’s shift toward “a culture of accountability that truly rewards” employee achievement.
Human Resources is often written about in vast layers and fantastic catch phrases !! When I see posts about “harnessing the synergy of human capital” I start to twitch. One of the shortcomings of what we do is that we try to make it harder than it needs to be. I think that HR has fallen into the trap that if we sound like we’re more intricate, then people will give us more credibility.
On June 11, SHRM CEO Hank Jackson addressed a group of SHRM members at a town hall meeting in Alexandria, VA.
Below is an excerpt from his remarks:
It’s almost upon us; that wild-frenzied time when HR professionals from across the US (and the world) travel to a VENUE that can accommodate 15,000+ attendees to get their HR groove on. The Expo Hall is chock-full of swag and the booze flows freely during the Sunday night opening. The SHRM bookstore is loaded with thousands (thousands!) of titles for review, immediate purchase or shipment.
It’s hard to believe, but the 2014 SHRM Annual Conference is only about a week and a half away. This year’s location is right in the heart of tourist mecca Orlando, Florida, at the Orange County Convention Center, and runs from June 22nd to the 25th. Once again, I’ll be heading down and reporting in as part of the SHRM Social Media and blogging team.
I’m all about engagement, sharing and oversharing when it comes to social media. I also absolutely love technology. My life is surrounded by it. Not only is it part of my job, but I use apps like Yelp to select places to eat when I’m traveling. I also rent clothing for special events using apps like Rent the Runway. I’m leveraging technology for productivity and life efficiency. My goal is to not go to the store. I absolutely hate it. It’s a complete waste of my time which is why I use websites like Soap.com for online and automated ordering.
Organizations around the world are losing an estimated 5 percent of their annual revenues to internal theft, according to the premier study on occupational fraud published by the Association of Certified Fraud Examiners (ACFE).
The biennial 2014 Report to the Nations on Occupational Fraud & Abuse includes data compiled from 1,483 cases of fraud investigated globally between January 2012 and December 2013.
In a few weeks, I will be heading to Orlando, Florida for the SHRM Annual Conference. To say that I’m Geeked would be an undersatement !! It’s a chance to break away from the daily norms and be with 14,000+ of my HR peers. Some may find that overwhelming while I see it as welcoming.
If an organization’s short-term incentive programs are not driving better employee performance, they are just wasting money.
The plaintiff is a Michigan lawyer. She was placed on the assignment list of the County Probate Court and, as a result, received several case assignments. She made a comment on Facebook about what she believed to be inefficiency at the Clerk’s Office at the Court in a particular case she was handling. She tagged two people in the post, mistakenly identifying them as employees at the Clerk’s Office.
You’re sitting in your office, in front of the computer. Stacks of paper, files, and forms sit on your credenza, your desk, and one of the side chairs. The door to your office is slightly ajar, and anyone passing by can see that you are there. Suddenly, a gentle knock, and a head appears in the doorway. “Got a minute?” You, of course, reply, “Sure.
Many women may cringe at the mere thought of office politics, but experts say businesswomen who aspire to executive posts avoid workplace dynamics at their own career peril.
In surveys and interviews from 2013 with more than 270 female managers from major corporations, women’s coaching firm Flynn Heath Holt Leadership of Charlotte, N.C., found that the managers repeatedly mentioned office politics as one aspect of business meetings that they disliked.
California voters legalized the use of medical marijuana in 1996. Twenty years later, in 2016, will they also give the nod to the recreational use of marijuana?
This week, we’re doing another animated movie: Wreck-It Ralph. As the father of a two-year-old, I watch a lot of animated fare. I’ve seen Wreck-It Ralph a few times, and I really enjoyed it. If you haven’t seen it yet, here’s the IMDB summary:
A video game villain wants to be a hero and sets out to fulfill his dream, but his quest brings havoc to the whole arcade where he lives.
Even the Most Unpopular Roles are Important
As the days grow warmer, California employers with outdoor places of employment should think about compliance with California’s Heat Illness Prevention Regulations (Cal. Code of Regs. tit. 8, § 3395). To comply with the regulations, California employers should take four essential steps:
*Develop and implement written procedures for addressing heat illness prevention.
*Train employees and supervisors.
*Provide adequate water.
*Provide adequate shade.
Transformation requires listening. Hear how Teresa Vaughn, SPHR is changing her organization for the better. Visit annual.shrm.org to register for the SHRM 2014 Annual Conference & Exposition.
In June, hiring rates will reach four-year highs for the month in the manufacturing and service sectors, according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for June 2014.
Negotiating for a lower price or something extra is the modus operandi of every antique retailer, real estate broker, flea market merchant and automobile dealer. Everyone is looking for a good deal, a real bargain. I’m not taking issue with that. Bargaining is a terrific way to create and stimulate economies.
Implementing strategies and applying them to business operations may not be as easy as some corporate leaders believe. Research released by BTS, a consulting group based in Stockholm, Sweden, found that CEOs are much more likely than lower-level executives and managers to overestimate their organization’s ability to translate strategies into successful business plans.
To name my blog I listed ideas and adjectives describing the philosophies and passions that shape how I approach life and work.
Is this your FIRST SHRM National Conference? If so, this post is directed to you. If you have been before you are welcome to review my thoughts, and add any helpful thoughts you might have in the comments section. I am told by a reliable SHRM insider that there will be a session Sunday morning for first time attendees, so you might check on that as an option while you are at registration.
The U.S. Department of Labor (DOL) held a listening session with Society for Human Resource Management (SHRM) officials and members on overtime regulations, which the Labor Department is considering amending, on May 20, 2014.
I like data. I like reviewing it, pulling out trends, and sharing insights. I also like when I get the opportunity to ask others what they like and get some anonymous feedback, because I believe that anonymity helps to improve the quality and quantity of responses.
Last week Tuesday am, our Office MacGyver Joanna Savio resigned. It’s sad to see her go, but we all wish her the best of luck in her next position as a college recruiter for the good folks at Google.
SHRM, as the world’s largest HR professional association, has been leading the profession in the development of a certification program based upon competency-based assessment. This is an exciting and pivotal time in our profession and the new SHRM certification, officially announced in May 2014, is the first certification that is focused on teaching and testing the practical, real-life information HR professionals needs to excel in their careers today.
Social media has become so popular on the web that it is now the single most common thing we do online.
Given that most employers provide internet access, you can bet that employees are using social media at work – for business and for pleasure – at a staggering rate.
Companies perform better, have better employee engagement and experience higher degrees of productivity if their chief human resource officers (CHRO) and chief financial officers (CFO) have strong relationships.
According to the report The CFO & HR: Partnering for Performance, by Ernst & Young (EY), 80 percent of CFOs and CHROs say improving their working relationship led to the following accomplishments:
Most organizations realize the importance of an effective onboarding experience for new employees. They’ve moved past the ages-old idea that onboarding merely means a day of new employee orientation accompanied by checklists and realize that onboarding is a seamless experience that begins at the time of the accepted offer and continues well past the employee’s first day, week or even month.
Trust is a big issue in business. If employees do not trust leadership, problems ensue. If leadership doesn’t trust employees, micromanagement runs rampant. Priorities are shifted from what is really important to drive the business to what must be done to keep an eye on employees.
Trust is a powerful thing.
As defined benefit pension plan sponsors seek to transfer pension risk, offering lump-sum pension cashouts for terminated vested participants has been an attractive option to consider. Many plan sponsors embarked on such cashout projects beginning in 2012 and this trend is expect to intensify throughout 2014, according to an analysis by HR consultancy Mercer.