We all experience transitions in our careers. Some are sudden and pull us out of our comfort zones like COVID-19, and a welcomed sense of career ownership accompanies others. Effective career guidance can help you get through career transitions. The term transition is essentially a life event causing role change or crisis.
Transitions can be:
Most employers are engaging in some sort of screening for COVID-19 before an employee can enter the workplace.
In some jurisdictions, the screening is required by law. Even where not required by law, most employers have some screening program to mitigate the risk of infection (and liability).
Alexander C. Pullen, HR manager at GWU and a member of SHRM's Young Professional Advisory Council, reflects on the coping mechanisms he has discovered amid recent racial tensions, including practicing self-care and finding ways to impact society for good.
Despite the devastating impact COVID-19 has had on employment, several talent segments are still highly desired and needed for hiring. One segment that is consistently in demand and critical for companies to get right is tech-related workers. With tech workers in tremendous demand and their skills and tools continuing to change, it’s imperative HR leaders learn how to attract, manage and retain this critical talent pool.
Several years ago I did some really interesting research into what HR hiring managers wanted from candidates applying for entry-level HR jobs. I wrote about some of the findings in two ultimate guides:
I use to think the title ‘HR Partner’ was played out and it probably was for a time. There was a point a few years ago when every HR Pro had to change their title from HR Manager, HR Director, etc., to HR Partner. It always made me feel like we were all apart of a bad cowboy movie, ‘Giddy up, Partner!’
Q: I want both my staff and customers to feel safe. As an employer who is trying to figure out how to safely re-open my business, among the things I’m considering is requiring employees to be tested before they come back. But now I’ve heard conflicting facts about how useful or not useful testing can be. What do you recommend?
Need tips for finding a new job quickly?
In this video, Self Made Millennial Madeline Mann will tell you everything you need to know about how to get hired fast, regardless of your circumstances.
Originally posted on YouTube.
Businesses around the world face a changing normal, where it’s hard to say what things will look like in one year, much less six months from now.
Q: Our team has been working pretty effectively from home since mid-March. We’ve found ourselves having to learn a lot of new technology on the fly, which is easy for the younger members and more challenging for the older workers.
I responded to a recent SHRM #Nextchat Question of the Day post regarding some of the greatest changes to your organization as you rebuild your business after COVID 19. To my surprise (delight and honor), I received a response from SHRM requesting that I elaborate on that response to the question of the day.
Recently, at a conference I was asked how I develop good leaders. “First,” I responded, “you need to know what a good leader looks like.”
As you prepare to develop leaders, which type of person do you want to be? Do you want to know what you’re looking for in potential leaders and be able to find them? Or do you want to hope somebody comes and finds you? It’s your choice.
As an HR manager at an IT and business solutions firm, I’ll be the first to admit that my company’s approach to diversity and inclusion needed a fresh, more modern take. I know I’m certainly guilty of writing policies and procedures solely from the HR perspective, while the employee point of view is often glossed over. This can lead to us (and others) struggling with disability inclusion.
“Never! Work smarter not harder!”
Shut it. I wasn’t talking to you idiot.
Think back to your high school or college commencement speeches. Do you remember who delivered them? Do you remember what they said? Did any of it have an impact on where you are today or how you got there?
HR is a profession that requires continuous professional development.
Human resources professionals are an integral part of every business. It’s important they are taking care of their needs so they can fully assist others.
Steve Browne, SHRM-SCP, tells his story about how HR professionals can recognize the beauty in people.
See more HR Storytellers.
Even with COVID-19 reshaping the talent marketplace, companies are still challenged to make sure the right talent is in place for long-term objectives. Talent strategy is just as crucial as financial, marketing, or operational strategies in driving future success. The ability to develop, recruit and retain the right people—at high velocity—to fill talent gaps created by the evolving business strategy is a DEFCON 1-level priority.
Human resources professionals are an agile group of people (but you already knew that, right?!). We are always shifting to keep up with the latest laws, workplace trends, HR tech innovations, employee needs and expectations, and now our latest challenge: the fallout from a global pandemic. This brings a multitude of new considerations to the workplace, and to HR professionals.
