Human resources professionals need to be committed to lifelong learning. Our profession is constantly changing because business is always changing. But, knowledge isn’t enough. We should be able to turn knowledge into action. It isn’t enough to know or recite a theory, we must be able to apply it.
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Articles by Sharlyn Lauby
It's a common assumption that most organizations don’t do succession planning. Often the reasons include the high level of administration involved with succession planning and the difficulty in identifying and developing talent. It’s hard enough to figure out what the business world will look like in three years, much less what the organization’s talent needs will be.
Employees shouldn’t have to fight for recognition. When an employee does something excellent, it should be acknowledged. “No news is good news” isn’t a recognition program. Organizations must also understand that, if employees only see the same one or two people being recognized, it can come across as favoritism.
My apologies to Michael Schrage and the Harvard Business Review for my stealing my lack of creativity with today’s title. But it really spoke to me. And not really because of the HBR article. (Sorry Michael).
Employee engagement and retention continue to be top challenges for business. In dealing with these issues, organizations need to recognize that the two issues are related. Organizations can’t engage employees who don’t stay and employees won’t stay if they’re not engaged. As HR professionals, we have to look for tools and solutions that will help us accomplish both.
Technology is one of those things.
Like any other profession, there are plenty of HR horror stories out there – from the “Why We Hate HR” to “It’s Time to ‘Blow Up’ HR”. That being said, human resources plays an important role in the organization. It’s often the “go-to” place for employees and, as such, they need to feel comfortable coming to HR. Here’s an example:
Organizations expect a lot from managers. They need to hire the best employees then train and coach them for high performance. Managers are the key to employee engagement and retention. It’s a challenge and a huge responsibility. This doesn’t even include the requirements for the department or process they are managing.
(Editor’s Note: The Republican National Convention will be held in Cleveland, Ohio on July 18-21, 2016. The Democratic National Convention will be held in Philadelphia, Pennsylvania on July 25-28, 2016.)
I’m not going to write a big long explanation for this post. If you’re in the HR world, you know that the much-awaited final ruling came from the U.S.
Over the past couple of years, Millennials have become the largest generation in the workplace. A new analysis by SHRM titled “Millennials: Misunderstood in the Workplace?” reports that Millennials will represent over one-half of the workforce by 2020. Keep in mind, that’s just a couple years away.
A wide variety of articles exist about the need for human resources to change. Often those articles talk about the need for HR to be more of a “business partner” or “strategic” or “transformational.” But rarely do we see articles that address what the future jobs in human resources will look like.
I’m very excited to be speaking a couple of times during this year’s Society for Human Resource Management (SHRM) Annual Conference and Expo in Washington D.C.
One of my favorite quotes is by celebrity chef Alton Brown, "Organization will set you free." I know he’s referring to being organized in the kitchen, but I think it also applies to our personal and professional lives. And I’m reminded of it every January because I’m starting a new year with my calendar/planner.
During the 2015 SHRM Volunteer Leaders’ Summit, one of the activities I participated in was a visit to Capitol Hill. I’ve visited the Hill before but it had been a long time so I wanted to do it again.
Human resources professionals are going to be busy in 2016.
As 2015 comes to a close, it’s time to focus on what we think are the hot topics for 2016. Whether you call them predictions, prognostications, or whatever, senior management wants to know where human resources should be spending their time. It drives strategy, goals and budgets.
Here are three areas that I believe HR will be focused on in the year to come.
Bullying is an important topic and there’s a lot of attention being focused on the subject of bullying in the workplace. All I can say is it’s about time and hopefully together we will be able to do something to stop this destructive behavior.
In order to start a dialogue about bullying, we need to define it. Wikipedia defines bullying as “aggressive behavior manifested by the use of force or coercion to affect others.” They add that it can include verbal or physical harassment. It can also be directed at a person based upon race, religion, gender, sexuality or ability.
This is a Catch-22 situation if I’ve ever seen one:
I was helping a friend with his job search. He is trying to obtain an entry level HR position. A position he found indicated the minimum education required was a high school diploma but 5 – 8 years of experience was necessary. Neither of us understood the logic. We do not know how a high school student can get that level of experience by the time they graduate. Could you please explain why this is common on most entry level HR positions?
Competency is defined as an ability or skill. Every profession has competencies. And we want competencies; they are the things that make us successful. You could say that jobs are made up of tasks (the actual things we do) and competencies (the skills we need to do them).