Hey, everyone! More of a personal note today. If you’re looking for something more meaty, check back tomorrow. Thanks!
For the past three and a half years I have worked at Pinnacle, an amazing company with some amazing people who do amazing things. In short: it’s been an awesome experience and I can’t imagine my life without it.
And this is my last week with them.
See, I really have been curious about trying something new. Recently I was approached to join another organization that impacts the HR/talent community on a much broader scale, and I was intrigued. I’ll tell you what I told everyone I work with: I’m not really moving away from anything at Pinnacle. I truly have enjoyed the work and the culture. However, a new opportunity has presented itself, and I am incredibly excited to give it a shot.
What’s in store
So if you’re a SHRM member and/or volunteer leader, you probably saw the news yesterday that SHRM is no longer supporting the PHR and SPHR exams after 2014. Read on for how this impacts you, and for those considering a SHRM Learning System alternative, I have a recommendation for that as well at the end. Here’s the note that many of us received earlier this week:
Dear Volunteer Leaders,
As an important and valued member of the SHRM community, I am pleased to share some exciting news with you. The Board of Directors of the Society for Human Resource Management (SHRM) has approved a plan to create a competency-based certification program for human resource professionals.
The new HR certification is based on the SHRM HR Competency Model, which consists of nine primary competency domains defined with behavioral proficiency standards across four professional levels — entry, middle, senior and executive. The new certification will be the first of its kind focused on teaching and the testing of this practical, real-life information that HR professionals need to excel in their careers.
“The differentiator for HR professionals will not be what you know, but what you can do with what you know,” said SHRM Board Chair Bette Francis. “SHRM has a responsibility to lead the profession towards a certification process that proves competencies. That will benefit the individual, the profession and employers by aligning HR with the changing demands of business.”
Over the last three years, SHRM had conducted and validated research on behavioral competencies and has developed its own competency model to serve as a foundational resource for all HR professionals. SHRM is currently working on a certification program that will create a testing regime and governance model to provide integrity to the exam process.
SHRM plans to offer the first exam for the new competency-based certification in mid-2015. However, to ensure that no applicants are disadvantaged by this transition, SHRM will continue to support the PHR and SPHR certifications programs through the December 2014 – January 2015 test window. Other exams will be supported through their last test window in 2014.
“We have been working towards this for several years and are taking steps to ensure a smooth transition for SHRM members and HR professionals,” said SHRM CEO and President Henry G. (Hank) Jackson. “We are creating a clear pathway for HR professionals who are already certified under knowledge-based credentials so they can move to the new SHRM competency-based certification. This certification will be relevant to all career levels, across all industries, and organizations around the world.”
I know you are as excited as I am about SHRM’s focus on competency-based certification and SHRM will be sharing updates with you about the new program in the coming weeks and at the Annual Conference.
Elissa C. O’Brien, SPHR
Vice President, Membership
So this weekend I participated in something I’ve never done before. Dragon boat racing.
Yeah, I had never heard of it before, either.
The gist of it is this:
- Each team has 16-20 paddlers in the boat at once, plus a drummer
- You’re racing a straight course against other teams
- First boat to cross the finish line wins
And that’s actually pretty much the whole thing. We had a great time, and we actually missed out on placing in our division by less than one second. I think our best/final time was around 1 minute, 16 seconds. Neat stuff!
A reminder for the workplace
As we ran through our practice run last week, we were all pretty clueless at the beginning. We were all splashing and paddling as hard as we could to try to get the boat moving. However, it wasn’t until we slowed down and got in sync that we really started moving.
I’ve posted several HR Carnivals here before. I try to make each one special, because I know how important the world of HR blogging has been to me as a hands-on HR pro, and I don’t want anyone else to miss out on that opportunity.
I’m currently subscribed to 25-30 HR blogs in Feedly.It’s a great tool for keeping up with multiple websites, because it pulls the latest content into one place where you can read without visiting 20 different sites. Very handy. Anyway, I have used HR blogs over the years to help me stay motivated, learn new tips/tricks, and improve my HR service delivery. And the cost on those improvements? A little time. If you’d like to get free updates via email, just plug in your email address here.
Hopefully you’re reading this site and others that help you to learn and do more as an HR pro. I think that’s where the true value lies in the HR blogging world, at least for us practitioners.
With all that said, let’s check out the posts submitted from other authors. I hope you enjoy!
The excellent posts
Last week my friend China Gorman wrote about the lack of trust in the workplace. Here’s the stat:
According to the American Psychological Association’s 2014 Work and Well-Being Survey released last Wednesday, only half of U.S employees believe their employer is open and upfront with them, indicating that despite the mending U.S economy and the return of many organizations’ profitability employees are still struggling to trust their organizational leaders. This distrust comes with serious negative consequences. via China Gorman
That amazes me to hear that. Not that I don’t think it’s accurate–plenty of employers/employees have trust issues; however, I never would have guessed it was in the 50% range. Consider this: if you think someone is not being trustworthy (or “worthy of trust”), then how much effort are you going to give to help them succeed? Not much, I wouldn’t think.
How the other half live
Recently I was talking with a handful of candidates we plan to hire. One of the selling points I use for Pinnacle includes talking about our scores on the annual Best Places to Work survey. Our “trust in leadership” survey results always are in the 99% range every year.
Earlier today the latest workplace flexibility research from the Families and Work Institute and SHRM came out, and there were some very interesting data points in the study. A few quick hits from the 2014 National Study of Employers (link to the full study below):
- The presence of women/minorities impacts offerings: Organizations with more women and racial or ethnic minorities who are in or report to executive leadership positions are more likely to offer a high level of health care and economic security benefits than organizations with fewer women/minorities in those positions.
- How are employers preparing their people? Employers are more likely to provide training for supervisors in managing diversity and least likely to have a leadership development program for women (63% vs 11%).
- The all important culture discussion: Respondents were asked to assess the supportiveness of their workplace cultures… The majority of respondents indicated “very true” to statements assessing whether supervisors are encouraged to assess employee performance by what they accomplish rather than “face time” (64%) and whether supervisors are encouraged to be supportive of employees with family needs and by finding solutions that work for both employees and the organization (58%). Far fewer employers, however, responded “very true” to statements asking whether management rewards those within the organization who support flexible work arrangements (11%) and whether their organization makes a real and ongoing effort to inform employees of the availability of work-life assistance (24%).
- Twenty one percent of employers overall indicated they must comply with the FMLA but fail to offer at least 12 weeks of paid or unpaid leave for at least one type of leave. In other words, approximately one in five employers appear to be out of compliance with the Family and Medical Leave Act.
It’s day two of the 2014 SHRM Talent Management conference, and I attended a great session on Quality of Attrition: Management’s Favorite Human Capital Metric. The bottom line is that we know that every person that leaves the business is not the same. Why they left, how valuable they were, and what the organization could have done to change the results are all elements of attrition quality that can (and should, arguably) be measured.
So who’s doing it?
According to data from i4cp, high-performing companies are more likely than low-performing companies to measure various factors relating to employee attrition. In fact, 85% of high performing companies measure factors such as voluntary/involuntary attrition, whereas low performers only measure that data approximately 70% of the time.