Attending the 2018 NYC SHRM Conference on April 27th, 2018 was a great experience. The conference concentrated on three-core elements, Focus –Align – Transform. HR was surely at its best! This was an event that certainly was not worth missing and definitely improved us professionally.
I typically write articles here specific to veterans who are transitioning into the civilian sector. However, this one not only is very applicable to the veteran community, but can help anyone who is looking for their next job!
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.
by Mariam Ganiyu, Joe Jones and Ashley Miller and Lindsay Northon
Implementing human capital strategy in any enterprise requires proficiency in business acumen.
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?
Taking your HR career to the next level is not always easy—even if you are a super performer at your current job. Moving to the next level often requires many different competencies and skill sets that will allow you to grow into a strategic executive who is action-oriented and who embraces technology. It also requires an understanding of your strengths and of how others view you—and this is where your personal brand steps into the picture.
It’s always interesting to hear how the people management profession differs worldwide. Workplace laws, business culture and social mores vary country by country. What works in one nation, industry or even company, may not work in another because when it comes to managing people—the most complex but critical aspect of business—there is no one-size-fits all approach.
Still, some keys to HR’s success are universal.
Study Examines the Importance of Globally Competent Leaders
SHRM CEO, Hank Jackson
On March 11, @shrmnextchat chatted with special guests Alex Alonso, vice president of SHRM Certification (
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Quits Rate Continues to Rise, Signaling Worker Confidence
By Roy Maurer 3/11/2015