Washington, D.C., SHRM chapter president Nicole Belyna, SHRM-SCP, explains the value of providing career opportunities to a wide range of candidates and taking a non-traditional HR career path.
I’ve been very fortunate to have worked at the same company for the past 13 years. I don’t take it for granted. What you may not know is that having this length of tenure is still considered “new” to many whom I work with. It’s true. I get to regularly celebrate anniversaries with our Team Members, and it’s not uncommon to have people reach their 15th, 20th, 25th, 30th and even 40+ year milestone.
Let’s find out.
Last week, the National Labor Relations Board’s Office of General Counsel released this Advice Memorandum. It involves a Missouri law firm that required all newly-hired support staff and attorneys to sign an employment agreement containing the following non-disparagement provision:
It is that time of year. The end-of-year holiday party. And the elephant in the room is who should be in charge.
I have been an advocate of leaving HR out of the equation even though many believe this is part of HR’s role.
Hiring is up in today’s tight labor market, including among people with disabilities and other often-overlooked groups. As more job seekers with disabilities are hired, employers are realizing the great potential in this large and diverse talent pool.
You might’ve read about Microsoft Japan testing the four-day workweek in the summer of 2019 recently. The story swept across the internet, in part, because the results were so eye-opening: Microsoft Japan found that employee productivity jumped 40 percent. Efficiency was increased in many other areas, too, from lower electricity costs to less use of paper.
As automation and digitalization continuously reinvent work, employers and employees alike face the urgent challenge of keeping up with ever-shifting skill requirements. Doing so effectively in an endlessly evolving workplace, however, requires that organizations move from episodic corporate training to continuous, on-demand learning.
On January 1, 2020, the recreational use of marijuana for adults 21+ will be legal in Illinois, and now is the time to learn the facts and develop a strategy for your organization.
Here’s what to consider:
What’s the law?
I just returned from the SHRM Volunteer Leader Business Meeting in Washington, D.C. This is the year-end “thank you” for volunteer leaders from around the country. I’ve been going to this conference for many years, and it’s honestly my favorite one !! The reason it’s my favorite is that I get to be around my peers – HR professionals who also happen to volunteer their time and talent to the profession.
“Education is for improving the lives of others and for leaving your community and world better than you found it”—Marian Wright Edelman
There are several different classifications of employees and identifying an employee incorrectly can have major repercussions. Seasonal employees and temporary employees may seem as one in the same, but in fact, there are differences.
First-of-its-kind app transforms training, putting inclusion at employees’ fingertips
Have you ever gotten the ‘nice enough but clueless’ look from someone on your team when you talk about diversity and inclusion? They have good intentions, but they don’t necessarily have the knowledge or the tools needed.
We live in an amazing time of technological change. The pace of advancement is greater than at any time in human history. Yet there are things we can learn from the history of technology and human productivity that can serve us well. Brookings Institute just did a great piece on looking at the history of technology to inform the regulation of AI. There is far more than regulation – how do these technological advances impact our workforce?
When employees have questions, they go to HR.
When HR professionals have questions, where can they turn?
SHRM Connect is an online forum where SHRM members can post questions and get answers from peers within the SHRM community. It’s a great place to network with other HR professionals while sharing solutions and advice on a wide range of HR topics.
Coming out of the 2019 HR Technology Conference & Expo, there seem to be a thousand emerging technologies to improve the hiring process. Machines can organize databases, create a better user experience and track end-to-end processes. Once we've conquered those things it's up to the humans to refine the courting process.
Last week, SHRM hosted its sold-out 2019 Inclusion Conference—formerly Diversity & Inclusion. We welcomed over 1,000 workforce professionals to New Orleans to explore the theme of “Shifting Workplace Culture.”
When a small business owner offers employment to a candidate, it can be one of the best feelings in the world for both sides. But what happens if somewhere along the process, mistakes are made that can eventually come back to harm the business?
Even worse, what happens if the same mistakes get repeated over time - resulting in catastrophic financial losses and disruption of the business?
I recently started with a new company and when I paused to think about what I learned and what helped me be successful in the first month, here’s what I found:
Most multinational companies should have global employment policies that are lawful and reflect company culture—not a global handbook that dictates exactly what must be done under any circumstances. Employers often would prefer a uniform approach, but uniformity has proven problematic when it comes to certain policies.