An interview with Lyn Goodear, AHRI CEO, on SHRM18 & the WFPMA Conference in Chicago, Illinois
HR professionals need to have a presence in the profession, and a fantastic way to do that is to be involved in the daily conversations that take place on social media. Blogging, tweeting and podcasting are great ways to engage others, but how do you know what to say? How do you “find your voice” as an HR professional?
A quick dispatch for a middle of Summer Friday from the often-imitated, easily duplicated Job Titles of the Future series. For the latest offering I submit a job title I've never seen before - 'Chief Non-alcohol Beverages Officer'. For details, see this piece from Fortune:
This morning I had the opportunity to testify before the U.S. House Education and the Workforce Committee Subcommittee on Health, Employment, Labor, and Pensions to express and explain SHRM’s support for H.R. 4219, the Workflex in the 21st Century Act.
On July 24, 2018, SHRM president and CEO Johnny C. Taylor, Jr. testified before the Committee on Education and the Workforce’s Subcommittee on Health, Employment, Labor and Pensions, on the on benefits of the Workflex in the 21st Century Act (H.R. 4219) for both employers and employees.
To view the press release, please click here.
Last month’s Forté Foundation, #PowerUp Conference hosted in Atlanta is still on my mind. Inspiring women as incoming MBA’s were the primary audience. They were each eager for a re-start of their educational journey. Their stories and dreams will set a new standard. Many of you are still on a high from the #SHRM 18 event. I lived vicariously through the posts of your time in Chicago, the re-unions and the new found friends.
“We often forget the ‘I’ in the D&I conversation. The challenge is in having a culture where all employees feel included. It’s a major investment to bring talent into your organization, so why bring them in if they’re not happy when they get here? You’ve got to get the inclusion part right.” – Johnny C. Taylor, Jr., SHRM-SCP, SHRM CEO
As a local Chicagoan, I didn’t have to travel very far for #SHRM18, but it was still a new and exciting experience since I was a first-time attendee to the SHRM National Conference. I was fortunate to be able to attend the conference with two other colleagues - Tony Zamora, HR Manager, and Shannon Yates, HR Manager. Tony is a regular SHRM Blogger and he gave both Shannon and I an inside look at his partnership with such a great organization.
We're joined by Claire Petrie, Talent Acquisition Manager with Remedy Intelligent Staffing in Buffalo, NY. We talk about making the move from corporate HR to third party, how LinkedIn video has helped Claire in networking, and Jon and Wendy introduce a new segment to the show, HR Superfriends!
https://survivingleadership.blog/ (Mary Faulkner)
If you were asked, would you be able to recite your company’s values? Does your company have explicit values?
Diversity and inclusion is top of mind for HR practitioners and employees alike. If we think about diversity as who is walking through the door, then inclusion would be the next part of the employee experience. With the recent focus on workplace diversity trends, it’s important to not forget how important it is to create an inclusive working environment.
The Trump Administration's proposal to combine the Department of Labor with the Department of Education may seem on its face like a smaller-government effort to reduce redundancy and create efficiency. But for our nation’s employers and workers, it could contain solutions to one of the most serious problems facing our nation: the growing tsunami of workforce skill shortages that threatens our global competitiveness and our economic future.
Basically, America’s workforces are not prepared to do the jobs of tomorrow, or even today.
About three months ago, I was invited to a meeting with some of our marketing gurus and newest Field Services Director (FSD) – and when I say newest, Callie’s been here for 10 months and is practically a seasoned SHRM employee at this point. But I’ll get back to her later.
On July 18, @shrmnextchat chatted with Talent Strategist Mary Faulkner (@mfaulkner43) about The Rise of "New Collar" Jobs and Nontraditional Talent.
If you missed this excellent chat on how employers are boosting talent acquisition efforts by removing barriers to hiring, you can read all the tweets here:
Is Diversity and Inclusion important within your organization? Do you do it because it is the right thing to do or because it is the smart thing to do?
This was my first time attending a SHRM conference, local, state or national. I was honored to be one of the recipients of this year’s SHRM Foundation scholarship. Moreover, I was touched as an international student from Ecuador, now working in human resources, to experience the theme and feel of inclusion throughout the conference.
He drove by with a wave, rolled down the window and asked,”Kavi?” In an inchoate two minutes, I was seated settled in the comfortable car with his words “I’ll get you to the airport. Nice and safe” to soothe me.
No degree? No experience? No problem.
A high demand for skills combined with a low unemployment rate have made nontraditional pools of talent an attractive option for employers looking to boost recruiting efforts.
When a fellow HR Blogger invites you to be a guest on their blog, the answer is YES. EVERY. TIME. Wendy has thought this through, and she even provided writing prompts! While there were plenty to pick from, one resonated with me:
“If you could change one thing about HR (as in you have a magic wand), what would you change? What steps can we take today to make that change happen?”
At Google, change is constant. But how we managed and messaged change wasn’t always working. So we developed a simple framework to rethink reorgs and it starts by asking “Do we even need this change?”
There is no single way that Google manages internal change, like a reorganization. But we’ve been piloting a new approach that has been used in different parts of the company, impacting thousands of Googlers.
It's the second part of our conversations with several of the international SHRM18 Bloggers. We spoke with Mofota Sefali (Pan-African as she describes herself), Anish Aravind from India, and Renee Robson from New Zealand, living in Australia!
The SHRM Foundation would like to extend a huge thank you to all of the #SHRM18 attendees who participated in the 3rd Annual Step Challenge, powered by Fitbit Health Solutions.
As a result of your efforts, we were able to achieve the following at #SHRM18:
I need to extend my sincere appreciation to Mary Kaylor & Andrew Morton from SHRM for the invitation to be part of the Blogger team and the opportunity to attend SHRM 18 National Conference & Expo. Their passion and dedication to the profession is evident in all they do to support and strengthen the HR community.
I consistently see organizations with unnecessary barriers slowing their D&I efforts down or blocking them altogether. Want to move forward? Here are six opportunities to consider. I will unpack each of these further in following posts:
It’s HERE! I feel like the dad in A Christmas Story when he gets his leg lamp…
Wendy and I had the great opportunity to talk to several of the international SHRM18 Bloggers and are sharing those conversations with you. First up, Sel and Ben Watts of Watts Next HR from Australia and Kavi Arasu from India!
At the #SHRM18 conference I wandered around the exposition hall and spoke with many of the exhibitors. I specifically asked several of them if they were willing to share why their company is a great place to work. Kronos is one that took me up on the challenge and the following is what I learned:
(Left – Right) Paula Harvey, Anthony Paradiso, Michelle Kohlhof, SHRM CEO, Johnny C. Taylor, Jr., Mary Williams, & SHRM Board Chair, Coretha Rushing
What does last week’s Supreme Court decision outlawing mandatory union fees mean for me?
The law doesn’t affect private employers, so if you’re associated with a private employer simply carry on, there’s nothing to see here.
I love the energy of the Expo Hall and this year’s Expo Hall at 2018 SHRM Annual Conference in Chicago did not disappoint. I did some due diligence and made an Expo Hall plan so that I could have some targeted time. Before the conference, I shared some tips on how to work the expo hall like a pro, and I wanted to share how following those suggestions lead me to some interesting products, services, and technologies.
I can’t believe it’s been just over 2 weeks since the annual SHRM National conference was here in my hometown of Chicago! I’m naturally a very introverted person, so when I attend conferences or big sessions like this I get pretty wiped out; and after reading this post you’ll see why! I even needed to take a few days off to completely unplug and go camping, just to let the mind recharge.
Hosts: Trish McFarlane
Guest: Carleigh McFarlane, Trish's daughter
I’m still recovering from SHRM18. There were so many memorable experiences that it’s hard to capture them all. I had the chance to see old friends, meet some folks who’ve I’ve only known through social media and also meet a ton of new people. If you haven’t gathered my focus yet, the SHRM Annual Conference, and any HR event for that matter, is about the people.
I’ve just returned from SHRM18, and this was one of the best SHRM Annual Conferences I’ve attended. It was the largest and most attended in SHRM’s history, and yet it felt very accessible and easy to maneuver. The attendees were geeked whether they were in sessions, browsing the SHRM store, enjoying the keynotes or taking in the wonder of Chicago.