Aaron Hurst is the foremost expert on the science of purpose at work and in 2014 brought global awareness to the rise of the fourth economic era in history, the Purpose Economy. He is the CEO and Co-Founder of Imperative, the technology platform for leaders in the new economy.
Katharine Mobley is an award-winning marketer who is blazing a trail for the next generation of women in technology. With over 20 years’ experience in her field, she has witnessed drastic changes in marketing and advertising and the impact they’ve had on technology companies. She is a highly regarded marketing maven, as well as a self-proclaimed data geek and social media addict.
In most working environments, there are no hand-written rules surrounding proper email etiquette. Many of us know to avoid the obvious: politically incorrect cartoons, offensive video content, unforgiving language and other questionable materials.
Q: The weather is getting warmer and I’m already dreading the poor dressing choices my employees will start wearing soon. Last year we had several issues come up, so I know we need to have a dress code policy this year, but I have no idea where to start. Suggestions?
So, you guys know I wrote a book, right? A book on talent acquisition! I truly believe I actually know something about Talent Acquisition and Recruiting! So, it came as a pretty big shock when I took SHRM’s new TA Specialty Credential and Failed It! Well, kind of…
Now that the 116th Congress has settled in and is busy addressing important workplace issues, there is no better time to discuss SHRM’s public-policy priorities that are situated at the intersection of work, workers and the workplace! SHRM is focused on educating new and returning members of Congress on key policy priorities including workforce development, workplace equity, workplace immigration, and workplace flexibility and leave.
On March 13, @shrmnextchat chatted with the SHRM Government Affairs Team and the SHRM A Team @SHRMATeam about SHRM Advocacy-At the Intersection of Work, Workers and
Marla: “Did you know that Sally is sleeping with Gregg?”
Todd: “I heard that. How long has this been going on?”
Marla: “Not sure. Jeff?”
Jeff: “I have no idea but I do know they are a couple.”
Karen: “No kidding. Have you noticed how Sally recently is going on business trips with Gregg for no business reason.”
Jeff: “It depends on how you define business.”
The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, representing 300,000 members in more than 165 countries. For nearly seven decades, the Society has been the leading provider of resources serving the needs of HR professionals and advancing the practice of human resource management. That is a huge responsibility. Emily M. Dickens, Chief of Staff, shares their Guiding Principles with us and a peek into their future.
With the makeup of the workforce changing, the benefits employees value are changing as well. Gen Z and Millennials are edging out Baby Boomers and Gen Xers for the lionshare of the workplace… so what benefits are important to these employees? What will they value that will help you not only recruit but retain top talent? I talk to hundreds of employees each month, and hear firsthand what staff are looking for.
Here are five benefits employees love:
Okay, you’ve selected your HR tech solution. You’ve signed the paperwork. Now it’s time for implementation–are you ready?
Technology implementations, regardless of whether you’re using Oracle, SAP, Workday, or someone else, are challenging. That’s because the average HR leader only gets a chance to do this maybe once or twice in their career. It’s easy to miss the mark, and a bad experience can have career-impacting consequences. That said, a great implementation can make you look like a star to your team and your leaders.
It’s wintertime in the U.S. and as we look towards the coming spring equinox, we are reminded of the warmth, optimism, and the replenishment that the coming months will bring. A similar feeling of warmth and growth happens when we spend time with our friends and families. We have a sense of inclusion, a sense of support and growth, of new beginnings. We are supported and encouraged to be our whole selves and to grow.
On December 31st, 2018 an interesting article appeared in the New York Times. It was titled “Wielding Rocks and Knives, Arizonans Attack Self-Driving Cars“. It wasn’t a lazy review of some crazy future book. The fourth industrial revolution is here and our tools seem to be testing us. And some of us are running out of patience. The world is reacting to change. Like in Arizona, people were pelting stones at driverless cars! Including one man who jumped in front of one driverless car and waved a gun at it saying, ‘he despises it’!
In a nation where a vast majority is obsessed with the male child, I grew up in a female dominated family of three women and one man – my Father, the minority! I was the younger of two sisters and when my mother was expecting me, my maternal grandmother waited with bated breath for her ‘grandson’ to be born.... instead there I was - the second grand-daughter! As the story goes, when I was born, the nurse who came to break the news to my poor fretting and impatient dad pacing the waiting room. She actually started with the sentence - ‘Sir, I’m sorry to say…’.
Creating better workplaces starts with a commitment to excellence. And there's no better place to begin or continue this commitment than the 2019 SHRM Annual Conference & Exposition – #SHRM19.
In today’s candidate-driven hiring environment, job seekers have many options. That’s why providing a positive interview experience is gaining recognition among employers as a pre-requisite for attracting top talent. In my experience, it is an essential recruiting tool.
Imagine that you operate a valet parking service at a large hotel and you’re looking to hire a parking attendant. Your 10 am interview arrives. You say, “good morning.” He responds in sign language.
A deaf parking attendant?!?
What do you do? What if he wants an accommodation to complete the job interview? Is there any reason to go forward at all?
"Of all talent-management processes, a strategic exit interview program—one that is designed to yield ongoing, long-term benefits—may be one of the most powerful yet least understood." -Harvard Business Review
Technology now allows us to live and work in a borderless world. A diverse workforce is more important than ever to increasing an organization’s capacity for innovation and maintaining a competitive advantage in this global marketplace.
Daily frustration is not fun. Poor Mr. Wilson. In the comics, young Dennis would frustrate Mr. Wilson with his harebrained ideas and incessant bantering. Often Mr. Wilson would be screaming for Dennis to leave him alone, to leave his property, to leave the planet. And yet, in about an hour, Dennis would be back to torment. Oh, the innocence of youth.