In less than a month, individuals will be heading to Washington, D.C. to attend the 2016 SHRM Annual Conference. This will be my 16th straight SHRM Annual Conference, and, based on my years of experience, here are the things you do NOT want to do while attending.
When I think back over the course of my HR career thus far (now nearly two decades long….yikes!
This week I have a treat for you. I had the opportunity as part of my role on the #SHRM16 social media coverage team to interview Rohini Anand, Senior Vice President of Corporate Responsibility and Global Chief Diversity Officer at Sodexo. She will be speaking at the SHRM Conference on June 20th from 2:00-3:15, in case you are interested in seeing her after reviewing this interview.
It’s that time of year. The Class of 2016 has arrived on the job-search scene and with them come radically different beliefs and opinions about hiring, employment and the workplace. Today’s graduates will not tolerate organizational bureaucracy and inefficiency. They’re impatient and often demanding—and with hiring on the rise, the ball is in their court.
In just twenty short days, a couple thousand of my closest HR friends will descend upon Washington D.C. for the annual Society for Human Resources Management (SHRM) conference. Having been lucky to attend a few of these gatherings over the past few years, I think it’s important to share a quick list of tips to help prep for “The Big Show”:
The SHRM Annual Conference, or The Big Show, as I prefer to call it, has a huge number of program offerings, it can make trying to decide what sessions to attend mesmerizing. So hopefully reading a few of these blogs posts about some of the presenters and/or some of the sessions will help give you some insight as to what might be a good session.
I’m a big sports guy. My teams are Oklahoma State (NCAA), Oklahoma City Thunder (NBA), Denver Broncos (NFL), and the St. Louis Cardinals (MLB). With all but the NBA coming to an end these students and professional athletes are going to start thinking about staying healthy and focused during the offseason. University Recruiters are in the same boat.
Want to retain your high-potential employees, keep them engaged and grow them into the leaders your organization needs as it evolves? Put them in a chief of staff rotation, advises the author of Chief of Staff: The Strategic Partner Who Will Revolutionize Your Organization (Tyler Parris Coaching LLC, 2016).
Here are my top 11 words or expressions that none of us should dare say at the Annual Convention under penalty of listening to Barry Manilow for 24 hours straight while reading the FMLA intermittent regulations:
11. Buy in
9. Synergistic alignment
8. Sea Change
7. Paradigm Shift
6 Knowledge share
5. Change agent
4. Value Proposition
3. Leverage best practices
I think it’s fascinating that we have so many amazing people in our lives, and that most of them are acquaintances. There’s nothing wrong with this because people have a certain capacity on how many people they’re both willing to know deeply, or can dedicate the time to do that.
If you reflect for a moment- you will think of that one person you may know- that someone who inspires you to be your best self. For me, that person was- and still is- Army 1LT Timothy E. Price. The young man I knew as “Tim” was a remarkable and heroic person long-before his life was cut tragically short serving in Iraq in September of 2004.
With a library of books under his belt and a new one hot off the presses, I had the pleasure of selecting Paul Falcone as another #SHRM16 presenter to interview as we gear up for the conference. Paul is not only an established author, but also an HR executive who truly understands talent management, leadership, the hiring process and so much more. We recently discussed his new book and upcoming presentation.
The saying “It’s a small world” has never had more meaning than it does today—especially when it comes to managing our workplaces and workforces.
According to the SHRM Competency Model, “Global and Cultural Effectiveness” is necessary for all human resource professionals to succeed in an ever-expanding global marketplace.
If you cannot feel it radiating through your screen, let me tell you, I’m pretty excited! In a matter of weeks, I’ll be arriving to Washington, D.C. with possibly the best cohort of people you could ever want to conference with. No sarcasm: HR people are the best – we make a difference in people’s lives, we get to work in every industry, and we get to contribute to easily the most interesting part of work – the people!
The class of 2016 is feeling pretty positive about their job prospects - 86% percent of college graduates are at least somewhat optimistic they will find full-time work after graduating, and 92% are hopeful they will land their desired job, according to a new survey by Indeed.
I’m not going to write a big long explanation for this post. If you’re in the HR world, you know that the much-awaited final ruling came from the U.S.
Our world is inundated with health information. Yet even individuals who have all the right information and possess the best intentions can be held back by one major factor: their jobs.
Is it the right thing to do for you Compensation and Rewards HR types?
With all of the focus on the new overtime rules, a major event could be forgotten. One year ago last night we said good bye to Mad Men. For some, it was just a television show. Allow them their blissful naivety. A lot has happened to our friends in the last year with career and life lessons for all of us. So let’s leave the real world for just a moment:
Three years ago, my good friend took his own life.
I remember that morning like it was yesterday. The feelings of disbelief, sadness, anger, and loss. I also had a feeling of helplessness. As an HR professional, I am very good at helping others to cope with loss, stress and pain, but I had never been in a position to help myself. And for the first time in my career, I did what I recommend countless times per week. I called my company's EAP.
May is Mental Health Month. I have written about this for the past few years and I will continue to write about it.
A round up of workplace developments and legal trends to help keep HR ahead of the curve
On May 18, @shrmnextchat chatted with Jonathan Segal (@Jonathan_HR_Law) and Jon Heuvel (@JonHeuvel) about U.S. vs. U.K. Employment Law - A "Pond" of Difference.
In case you missed this informative chat, you can read all the tweets here:
The first thought that went through my mind when the Department of Labor (DOL) issued its final rule on changes to the overtime exemptions under the Fair Labor Standards Act (FLSA) was this: DOL missed a real opportunity to create a rule that works for both employees and employers.
Organizations thrive on information. Whether they are looking to keep customers happy, engage employees or increase revenue, one of the most valuable sources of information is feedback from those an organization directly impacts. SHRM is no exception.
When I was in brand management, social media did not exist. But I can tell you this: I would have had a field day with this exciting medium because I valued the power of ‘big ideas’ to infuse growth into the brands under my wing. Frankly, I had no choice, because I’d worked for small to medium-sized companies competing against giants the likes of Nestle, Kraft, and Procter & Gamble. By any comparison, my brands were under-financed.
May is celebrated as the Asian American and Pacific Islanders (AAPI) Heritage Month: http://asianpacificheritage.gov/about/. At times, this celebration seems to get much less attention than months dedicated to other groups of the diverse fabric of workplaces.
Perhaps, this is because, as a group, Asian Americans have been largely successful. For example, while less than 30% of the general population has a bachelor’s degree, approximately 50% of Asian Americans do.
Any association expanding globally is seeking a return on investment. And those organizations seeking better business returns should place an emphasis on relationship building.
As more and more associations grow internationally, regardless of where they are incorporated or headquartered, so too do the expectations and scrutiny by boards and senior leadership for quick membership growth, financial returns, and tangible programmatic results.
The British are coming!
Well, not really, but when it comes to employment law, considering the differences, would the U.S. be better off with a bit of a British invasion—or vice versa? The answer to that probably depends on whether you’re the employer or the employee.
In January, I participated in the first DisruptHR Orange County event. If you aren’t familiar with DisruptHR, it is a Ted-esque style event with speakers in the HR/Recruiting world speaking for five minutes with 20 slides that automatically advance every 15 seconds. For even the most seasoned of speakers it’s a bit nerve-racking. After much shuffling of speakers, I was asked to close out the night.
Q. How did you get into HR as a profession?
I fell into the HR Profession. I had no idea what HR was when I went job hunting after being released from a company that was closing down and moving operations to another part of the Caribbean. I saw an advertisement in the local newspapers for a Human Resource Assistant and I applied and got the position.
Job growth has been steady for quite some time in the Denver region, where the health care and aerospace industries have sizable presences. And even with recent declines in oil prices, the area’s energy sector still generates significant economic activity.
Jeff Shanley, the co-founder of a Silicon Valley startup wanted to make a career change. So when the opportunity arose to take over Valley Builders, his family’s California-based construction company, Shanley jumped at the chance. With two of the company’s biggest projects in its history looming, his challenge was to build a culture of teamwork within the firm.
We have the opportunity to talk with many people about issues they deal with in their work and professional lives. While doing so, we learn a great deal about what seems to be working well and what does not work so well. This type of discussion often leads to identifying some type of gap either in their professional work, or in the organization they are part of.
Adapting workplace traditions to fit today’s needs
Our world is dramatically different than it was only a decade ago. Today’s workplace sees a mix of ages, ethnicities, and creeds, not to mention a workforce that is splintered between on-site employees, freelancers and log-in remote workers.
As temperatures warm up and many businesses with 50 or more employees start to take on new hires for the summer months, it’s worth taking a pause before rolling out the red carpet to onboard your new hires. Both you and your candidates may think that they are being hired for seasonal or part-time positions, but the federal government may see them in a very different light – one that comes with an obligation to offer health care benefits…
Part-Time Exempt Under the New Regulations
A lot of HR managers are concerned about how the new regulations will affect their compensation of “Part-time Exempt” employees. I would like to take this opportunity to say: “Don’t sweat it!”
Q: I’m so excited. I just got a job offer and in addition to the agreed upon salary they’re also offering me $3,000 for moving expenses. But there is a catch. They’re referring to this as a no-interest “forgivable loan”, a third of which would be forgiven for each year worked. So, as long as I stay with the company for three years, I don’t owe them anything. I’ve never heard of this. Is it legit?
SHRM Collaboration Across Africa on Membership Engagement & Promotion of HR Certification Reveals More Shared HR Challenges Than Differences!
The ‘candidate experience’ has become a buzzword these days. “It’s so crucial to have a positive candidate experience,” and, “What kind of candidate experience do we want our company to have?” These are the ideas swirling around in the already jam-packed brains of human resources professionals and hiring managers. So, how do we define this?
Professional development is an essential part of any successful talent management strategy—and no one understands that better than human resources professionals. While developing employees within the organization is a must to ensure a competitive edge, HR professionals must also take care to nurture their own career growth and advancement.
Conflict is a fact of life. Especially, it seems, in the workplace. (Kelly Ripa and Michael Strahan, anyone?). Daniel Shapiro, Ph.
By Tiffany Bloyer
It isn’t every day when a Human Resources Director from a small local government in Pennsylvania travels to Washington, DC. But, that opportunity presented itself to me and two other HR advocates earlier this month.
If you think about things that are easier said than done, accepting failure has to be towards the top of that list. We all do it. In our hearts and minds we know it isn’t the end of the world. We know that some of the best things have been born out of repeated failures.
When it happens to us we want to crawl in bed, hide under the covers and never come out again.
Failure can be so defeating.
In May, Hiring Activity Will Take a Step Back Compared with a Year Ago
In May, fewer employers will add jobs in manufacturing and services compared with the previous year, according to the Society for Human Resource Management’s (SHRM®) Leading Indicators of National Employment (LINE®) survey for May 2016.
Thinking of moving to the big city to pursue a bigger paycheck? Or perhaps you’re dealing with employees who intend to do so? While it’s true that employers in major metropolitan areas tend to dole out higher wages, new research shows that increased spending power might not come along on the trip.
HR's 'seat at the table' is something that is often waxed lyrical about, again, and again, and again. We're given 10,000 reasons why we should already be there, why we'll never get there, what you're doing wrong, what your CEO is doing wrong and why we need a HR revolution to get there.
A round up of workplace developments and legal trends to help keep HR ahead of the curve
What keeps the people at your organizations coming to work each day? Is it a paycheck? The opportunity to advance? A challenging assignment or worthy mission? All of the above or something else entirely? Find the answer to this critical question and you will have a key to unlocking your company’s full human capital potential.
I was talking with some HR professionals last week, and the conversation of transparency came up. What happens if managers care so much about their employees that they help or prepare them to leave the company to pursue the next step in their careers? Is that a good thing, because you’ve successfully grown someone to the level that they are prepared for that?
As part of SHRM’s 2016 Annual Conference and Exposition theme of “Breakthrough” we’ve asked SHRM Members and HR professionals to share their “Breakthrough Moments.” SHRM member Terry J. Gottleib, a senior manager of Human Resources, shares her breakthrough moment and how it’s helped her gain confidence and confidence in her career.
by Terry J. Gottleib
April 28, 2016
Over the past couple of years, Millennials have become the largest generation in the workplace. A new analysis by SHRM titled “Millennials: Misunderstood in the Workplace?” reports that Millennials will represent over one-half of the workforce by 2020. Keep in mind, that’s just a couple years away.
There is no doubt that the dependence of organizations on external expertise is growing. Deloitte estimates that 30 to 40 percent of full-time workers today are what we term “agile talent” (contractors, gigsters, consultants and other external advisors sought for their special expertise). Our data suggest that number may grow in the future: More than 50 percent of the global companies we surveyed plan to increase their use of agile talent.