From taxes to jobs to immigration, President Donald Trump addressed the state of workplace issues in his report tonight to Congress and the American people.
Key issues facing the United States play out in workplaces across the country, directly impacting the well-being of employers and employees.
On January 31, @shrmnextchat chatted with special guest Cecile Alper-Leroux (@cecilehcm) about Reshaping the Future of Work in 2018.
If you missed this informative chat, you can see the tweets here:
While President Donald Trump called for paid parental leave in his State of the Union address, the Society for Human Resource Management (SHRM) is supporting enactment of the Workflex in the 21st Century Act.
SHRM strongly encourages the White House, Congress and employers to support H.R. 4219. It addresses the needs of businesses and employees by providing predictability for employers and generous paid leave and workflex options for the workforce.
Managers typically aren't as familiar as HR professionals with employment laws and often land organizations in legal hot water. When it comes to equal employment opportunity obligations, health and wellness initiatives, wage and hour issues, and labor relations and other concerns, a host of laws mandate what employers can and can't do. Managers need to know the ins and outs of these laws, and it's up to HR to help get them up to speed.
Today’s workforce and workplace trends are rewriting the traditional rules of work. Everything we’ve ever believed about how, where and when work happens is rapidly changing. And this is driving organizations to quickly reassess the ways in which they will design jobs, organize work and develop employee skill sets so that technology and people can work together for future growth.
Severe weather events, like the recent “Bomb Cyclone” along the Eastern seaboard, can negatively impact organizations disrupting productivity and derailing employees’ ability to get to their jobs. However, employers who utilize effective workflex practices can help alleviate many of the problems and stresses caused by weather emergencies.
On Tuesday, January 30 at 9:00 pm ET President Donald Trump will deliver his first State of the Union address to the nation (SOTU). In his remarks, the President will address his public policy agenda, which will likely include key HR issues surrounding immigration reform and health care, among others. Future decisions made on these initiatives will impact you and your workplace and may affect the way you prepare for what’s ahead.
I typically write articles here specific to veterans who are transitioning into the civilian sector. However, this one not only is very applicable to the veteran community, but can help anyone who is looking for their next job!
We’ve all heard fellow employees say that all they need is five or six hours per night to function well the next day. But is it enough? And is the quality right?
The National Sleep Foundation recommends that adults sleep between seven and nine hours each night. Many of us don’t get it regularly. But sleep quality is as important as quantity – and just as many issues can arise when it’s lacking.
#1. If you want to change people, change what they believe about themselves.
If people believe in you, encourage them to believe in themselves.
On January 23, @shrmnextchat held a special Tuesday edition of #Nextchat: SHRM Live 2018 -- Leveraging Untapped Talent Pools to Help Your Business Thrive, where we carried the SHRM LIVE 18 virtual event conversation to Twitter to hear from HR and recruiting professionals from around the world about how they’re leveraging untapped talent pools in their talent acquisition strategies.
The holiday season has come to an end. You might be all partied out, but your calendar says otherwise. It’s time to start networking again.
I like to help out students at my alma mater where I received my Bachelor’s degree – the University at Buffalo School of Management. A few times a year they host amazing events I like to be a part of such as “Coffee Cup Conversations” (kind of like speed dating between students and professionals) and “Career Passport Conference” where I present to groups of students on what I did during my time at UB and after, to establish my career.
Rapid development of new business technologies and breakthrough innovations have become the new normal for organizations in the 21st century. Businesses today encounter frequent shifts in the global economy, rapid changes to customer populations and fierce competition in an increasingly crowded marketplace. Change affects organizations and their employees both positively and negatively.
Yes, that’s a reference to I Love Lucy, so let me explain—Damn! There I go again, explaining instead of simply saying what I mean. Do you increasingly find yourself in that scenario? I do, especially in workplace discussions that make me want to pull my hair out (and I’m bald!).
The internet has revolutionized the job search, but it hasn’t really changed job seekers’ attitudes about privacy. People share many details of their lives on social media, but looking for a job remains intensely personal. In an age of oversharing, job searching could be described as the last taboo of the digital age.
On January 17, @shrmnextchat chatted with special guest Anthony Paradiso (@allthingzap) about Employee Terminations.
If you missed this informative chat, you can see the tweets here:
The nation’s unemployment rate is at a 17-year low of 4.1%, fueling the demand for talent and creating a highly competitive talent marketplace. At the same time, technology continues to disrupt business from almost every angle, and industries experiencing dramatic change and consolidation face redundancies and waves of layoffs.
Against this backdrop, maintaining a positive employer brand today is more important than ever.
Make sure you have the knowledge and training you need before any complaints surface.
he general manager of a Massachusetts car dealership testified at trial that he “honestly didn’t believe” a finance manager when she told him that her supervisor often commented on her anatomy, tried to throw coins down her blouse and suggested they sleep together so he could see her breasts.
Saqlain Sher, SHRM-SCP, explains the role of HR in Southeast Asia and what HR can do when an employee passes away.
Today’s we are facing significant new technology and cultural forces, from artificial intelligence, workforce fluidity, and hyperpersonalization, to the demand for equity and inclusion. These phenomena are reshaping the future of work, resulting in three megatrends for HR to prepare for in 2018: people-first AI, highly individualized leadership, and achieving breakthrough diversity and inclusion.
Employee terminations are a fact of life in the workplace. Whether the termination is due to poor performance or layoffs, there is no easy way to deliver the bad news and it’s one of the most unpleasant responsibilities you will ever have as a manager.
by Anthony Paradiso and Todd Cohen
When faced with terminating an employee, it’s sometimes a struggle for employers to know the nuances of the Unemployment Insurance (UI) system. As they go through the complicated UI process, they should be sure they don’t make any of these employer mistakes:
Photo credit: Foter.com
On January 10, @shrmnextchat chatted with special guest Trish McFarlane (@TrishMcFarlane) about The Balance that Creates an Amazing Candidate Experience.
If you missed this informative chat, you can see the tweets here:
Presenters: Victoria Lipnic, Equal Employment Opportunity Commission; and Jonathan A. Segal, Duane Morris LLP
View live: January 17, 2018, 2 p.m. ET / 11 a.m. PT (available for on-demand viewing through May 2017)
Program length: 60 minutes
As someone who’s built, managed, and now advises hundreds of global talent acquisition teams, one question that repeatedly comes up is: How can we hire for “grit” - that quality of tenacity that ensures your next hire will stick it out through the good and bad times.
For anyone not familiar, the “feedback sandwich” is a description of a way to give employee feedback. It’s shorthand for the practice of giving negative or constructive feedback by wrapping it with positive compliments (the bread that contains the meat)
Recruiting technologies that have emerged over the past few years have been a boon for HR when it comes to unloading many of the burdensome administrative tasks that accompany the hiring process. However, with all this new technology, companies can run the risk of alienating the candidate with a cold and impersonal experience. Balance is needed.
As a result of the “great awakening” last year of the persistence and pervasiveness of sexual harassment, we all know that more must be done to tackle this scourge. Companies are looking to enhance their preventive efforts, and, of course, that must start at the top.
Shopping is a process that people either tend to enjoy or hate. I'll go out on a limb and say that some people enjoy shopping less than others. As a result, those who like to shop may choose to optimize when they shop while the others may choose to satisfice. What does this mean and what are the implications for the workplace?
HR Professionals are awesome in many ways. We do great work, for majority of us, we do it not because it’s a job, but because it is truly what we love. Unfortunately, even the greatest HR professional can have down falls, and one might be, not being able to communicate effectively.
Learning to communicate is a key skill for HR professionals, but we sometimes forget one part of communication. Listening.
Philip Humbert reminded me of the importance of building fences. Philip sent a weekly newsletter for years. The TIPS Title for October of 2016, one of his last newsletters, was Good Fences Make Us Rich. He continually asked me a more beautiful question as if he was just across the table enjoying a cup of coffee with me.
Here was Phil's opening One Minute TIP:
4 principles of energy:
#1. People have energy. Lousy organizations drain it.
#2. Energy flows toward meaningful action. When people lose energy they’re doing things that aren’t fulfilling.
#3. Energy increases with clarity and forward movement. Sustained confusion drains.
#4. Leaders impact energy. Successful leaders protect, nurture, and ignite energy inside others. Foolish leaders suck the life out of people.
I hope everyone had a nice holiday season and I also wish you a very happy, healthy, and prosperous New Year! 2017 was a great year for me. I really have enjoyed and learned so much as the Diversity & Inclusion Co-Director with the Garden State Council SHRM (GSC-SHRM). This year, I am also the Diversity & Inclusion Director for the North Jersey-Rockland SHRM Chapter, as well as the GSC-SHRM 2018 Conference Social Media Chair. All good things and all offer great learning experiences.
Every year, between Christmas and New Year’s, I become inspired to set goals for the coming year.
I am notoriously bad at goal-setting, but there is something magical and fresh about January 1st that fills me with optimism that maybe this year will be different.
On January 3, @shrmnextchat chatted about Is Your HR Career Ready to Take on 2018 with special guests from SHRM’s HR Competencies and Professional Development teams: Ashley Miller (@Miller843), Senior Specialist, HR Competencies, Research; Lindsay Northon (@SHRMLindsay), Specialist, HR Competencies, Research; Michelle Keefe (@keefe_mk), Specialist, Education; Elizabeth L
Remember that time when one your high-level managers walked into Human Resources. And that remorseful high-level manager voluntarily confessed to sexually harassing a subordinate — before the subordinate had even registered a complaint — with an apology so genuine and sincere that you got a little choked up.
Yeah, me neither.
What’s the ROI of video?
While it seems like a challenging question to answer, I’ll start you off with two scenarios:
It’s that time again. New year, new you. While the traditional “get back in the gym” and “save more money” resolutions are great, the beginning of a new year is an opportune time to reflect on your HR career as well. Start by identifying goals for the year ahead and designing a plan for achieving those goals and advancing further toward your ideal career state.
Today's workers are disengaged. They lack motivation. They're bored. They're stressed. They're burned out.
Researchers at Gallup, Randstad and Mercer conducting survey after survey have come to these conclusions. In fact, these surveys seem to paint an increasingly bleak picture of life at work.
While everyone will not start assembly with the benefit of this document, it is often a helpful guide. We attain these manuals for most everything that is powered in our world. Ironically, we do not have one for the people who power our world.
As another year comes to an end, I’ve seen sentiments ranging from “good riddance” to “thank goodness that’s over.” We have been surrounded by news of violence, turmoil, political upheaval, personal failure, on-going war and massive natural disasters. That isn’t the only news about what is going on, but it’s all that fills the airwaves and social media.
We're saying goodbye to 2017—and many of us say good riddance to a year filled with workplace scandals, weather disasters, upheavals in federal, state, and local laws, and more. It's time to clear out old workplace trends and usher in new ones. Based on our coverage of the HR profession on SHRM Online and in HR Magazine, here’s a forecast of what 2018 holds in store for employees and employers:
