SHRM Blog

It's Time to Cause The Effect

Throughout the last two years of a global crisis and unprecedented upheaval, HR was asked to do more than it ever has. And we stepped up in response to monumental threats to people’s lives and livelihoods. We discovered the profound impact HR can have on business, on workers, in the workplace, and in the world.

As we examine the future of work, we are starting to see the potential impression HR can make in setting the stage for business going forward. HR’s leadership can reshape the work environment to the benefit of workers and businesses. SHRM has amassed...

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Solving HR Department Burnout

Along with the post-pandemic Great Resignation, companies are discovering that their remaining staff are undergoing another crisis: the Great Burnout.

The stress of the pandemic has taken a high toll on many staff members and HR staff have been taxed in a very particular way. The tasks they were burdened with during the pandemic are those that nobody else in the company would want to have to shoulder. Things like being the bearer of bad news with pandemic-related layoffs, putting them in a position of telling team...

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Why You Should Join Us in NOLA for #SHRM22

Hey, are you going to National?” That’s a question I’ve asked and answered countless times. I have attended the SHRM National Conference for decades, along with many of my colleagues. It’s such an important event that we’ve skipped family gatherings, passed on vacation opportunities, and even missed a few Father’s Day celebrations with our children.  

Now, fast forward to #SHRM2022, and the opportunity as a #SHRM22Influencer to attend virtually from the comfort of my office or living room....

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A #SHRM22 Interview with Julie Develin, Sr. Partner, HCM Advisory at UKG and Chas Fields, Sr. Partner, HCM Advisory at UKG

Are you attending #SHRM22 and finding it a challenge to pick from one of the many #HRAwesome sessions available?  As I plan my #SHRM22 conference agenda, there are a few sessions that stand out.  One of those sessions is “Ready Set, Change! Simplify and Accelerate Organizational Change”.  When I think about many ways that we in HR can #CauseTheEffect, having the ability to navigate and facilitate positive change in the organizations we serve is one of them.  I recently had the opportunity to connect with session presenter, April Callis-Birchmeier on what we...

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SHRM Partners with William G. McGowan Charitable Fund with Johnny C. Taylor, Jr. and Diana Spencer

In February, the William G. McGowan Charitable Fund, a family foundation dedicated to furthering the compassionate philanthropy and the ethical leadership of William G. McGowan, in partnership with the Society for Human Resource Management (SHRM), announced the first‑ever Ethical Leader of the Year Award. Candidates were nominated by a colleague, assessed by a selection committee of peers, and evaluated on their principles.

The award will be presented by the William G. McGowan Charitable Fund at the opening session of SHRM’s Annual Conference & Expo next month. The winner will be honored in front of the...

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#SHRM22: So Why Should you Attend an Offline HR Conference?

As some say, when life throws lemons at you, you end up learning to make and like lemonades! So just about a decade ago, in 2012, when serendipity offered me the opportunity to cover world's largest HR conference on my social media handles as an SHRM12 Blogger, I considered it as pure luck / coincidence. Later, a series of life events (I have blogged about some of them) made me to belive that we have the power, as humans, to design for serendipity. 

Tough to believe? I shall explain... 

So, after having attended about 4 HR conferences every year in the...

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A #SHRM22 Interview with Jennifer Currence, a Champion for the HRDOO

Jennifer Currence, MBA, SHRM-SCP, PCC is the president of WithIN Leadership, which specializes in training and coaching to enhance leadership development and management skills. Jennifer is a certified career coach, a professor of management at the University of Tampa, has been recognized as a Thought Leader by the International Society of Performance Improvement, and was named the Tampa Bay HR Consultant of the Year for 2017.

In her work with SHRM, Jennifer has been published and featured in HR Magazine as well as featured in Fast Company magazine, HR.com, and...

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Ask an Advisor: The Great Resignation and the Employees Who Stay

As an HR Knowledge Advisor, I was recently asked how employers can address low employee morale and engagement in the midst of labor shortages and high turnover.

Many employers are putting a lot of their effort into finding and attracting new talent to fill the open positions created by the Great Resignation. During this process, it is important to give the same amount of attention to the employees who remain and are left picking up the slack from their departing colleagues.

I know most of us can relate to working...

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The Moment is Now for Emotional Intelligence - #SHRM22

I had the pleasure of connecting with Bethany Adams, MA, SHRM-SCP, an HR Educator at Villanova University, educating the next leaders of our profession.  Her upcoming SHRM ‘ 22 Session - Leading Teams with Emotional Intelligence will challenge your thinking.

I asked Bethany to frame the top three reasons Emotional Intelligence is even more important today as we lead teams and create new successes in the work place. 

Without any hesitation, Bethany commented that post the pandemic and the cloud of uncertainty, we are more accepting of bringing emotion to work....

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What We Might Learn from the Global Workplace

Why are American career, HR and workplace practices seemingly so far behind our peer countries around the globe? And are there models elsewhere to adapt
here?

Those are questions I’ve been asking myself quite a bit lately. I chair an initiative that fosters public conversation and knowledge about the implications of longer lives. I also host a podcast, “Century Lives,” from the Stanford Center on Longevity.  In both cases, we’ve been looking at the implications of greater longevity on longer work life and the likelihood of 50 or even 60-year careers as the norm. If we’re going to work that long, those careers will need to be...

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