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Friends in HR !!

 

HR is often a profession practiced in isolation. That’s unfortunate but true. HR folks are isolated both inside their organization somewhat because of the nature of the work that we do, and outside because HR people are reluctant to connect on purpose. I find that amazingly ironic that we work with humans all day, but don’t have many HR connections. I understand that people have different capacities when it comes to how many connections they have, but to continue to work in an isolated manner will only hurt you in your career....

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SHRM Connect: Should I Change the Names for Our 2018 Holidays?

SHRM Connect is an online community where SHRM members can ask questions and get answers on a variety of HR topics. It’s a great place to network with other HR professionals and share solutions. The conversation topics range from “HR Department of One” to Employment Law, are always insightful, and deal with some of the most pressing issues that HR professionals face in the workplace today.
 
On Fridays, I’ll be highlighting a conversation or two in hopes that you’ll take some time to visit. You may want to "lurk"… perhaps respond, but you’ll always learn something.  It’s a great...

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Becoming a better Leader by Listening

I have been blessed to work with people in career transition for several decades.  This first started in a very unstructured manner when I became the vice president of human resources for the YMCA of Middle Tennessee in 1996.  People started reaching out to ask for career advice and this informal role has grown now to be a key part of my paying profession as well as a key volunteer avocation I have through the Career Transition Support Group at Brentwood United Methodist Church in Brentwood, TN.

While leading a webinar last...

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Being Your Best Self

 

 

The other night, I attended DisruptHR Philadelphia. I loved every minute of it. The networking, the speakers, the free-flowing stream of f-bombs, it just flat-out rocked. One of the speakers, Vadim Liberman (@VadimsViews), spoke about authenticity and the need to help our people be not just their true selves, but their best selves. This ignited some inner dialogue about my role in HR. 

I believe, as I always have, that HR should be a catalyst for team member growth and success. But HR needs a catalyst too. Let’s face it,...

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SHRM Says – How to Avoid Culture Failures and their Related Fallout

When an organization is under fire because of certain individuals’ behavior, it’s normal to point fingers and try to find who else is at fault besides the perpetrators. Employees look to HR for remedies, because our profession is centered on people and their performance within organizations. But the reality is more nuanced.

An organization’s culture either allows incidents of inappropriate behavior, or has mechanisms to deter behaviors such as those that have recently dominated the news.   Countless recorded incidents involving sexual harassment and other misconduct never make news headlines...

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The Newest Addition to the SHRM Field Service Director Team

 

Callie Zipple, SHRM-CP, is an HR professional and a SHRM volunteer with a passion for making a difference in the field of Human Resources. Callie has worked in HR for many difference industries including manufacturing, travel management and sports data and technology. As a Field Services Director, Callie will work with SHRM members, chapters and state councils in Indiana, Michigan, Wisconsin, Tennessee and Kentucky. The Membership team is excited to have Callie join the regional team and represent SHRM on the road.

Meet Callie:
I’ve known about and...

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Advocacy as a Core Competency

What's your HR kryptonite?  Is it tracking FMLA leave? Navigating the HR Bermuda triangle of ADA, FMLA and workers' comp? Figuring out who's an employee or independent contractor under the conflicting federal and state laws, regulations and guidance?  And how many times have we been in front of these issues trying to shape these important public policies before they became law? 

Here's to advancing the HR profession and ensuring the answer to that question will always be "100% of the time!"  But advocacy is not a core competency, you say? We think it...

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How You Reject a Job Candidate Defines Your Recruitment Strategy

 

 

An organization's HR team can create advocates out of any applicant—even the rejected ones—by ensuring each candidate has a positive experience. But too many organizations ignore, or blunder through the potentially unpleasant part of the recruitment process in which hopeful candidates must be told "Thanks, but no thanks."

Delivering bad news can be a daunting task, said Diane Nicholas, a consultant at WK Advisors, a division of executive search firm Witt/Kieffer, based in Oak Brook, Ill. "When companies fail to provide feedback and close the loop with unsuccessful candidates, they...

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#Nextchat: The Candidate Experience

 

 

The job description was inaccurate, the mobile application was time-consuming, the receptionist was rude, the interviewer was 45 minutes late and HR never communicated that you didn’t get the job—or why. You never hear from the company again. After all this, you’re glad you didn’t get the job, and you relay your entire horrible experience on Glassdoor to warn others. 

This is just one example of what a bad candidate experience looks like, and how it can damage an employer’s reputation.

Competition for talent continues to drive organizations to innovate their...

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