With the current discussion surrounding sexual harassment and sexual allegations, it’s more important than ever for HR professionals to cover all the bases when it comes to compliance training. Even though behavior that might be considered sexual harassment might seem rather obvious in this day and age, it’s often more nuanced than most employees might consider. Knowing how to properly train and educate employees makes for a safer and much more comfortable workplace.
Today’s question is from someone that is trying to get into the HR profession. It’s a common challenge, but her specific problem is whether this is coming too soon or if she is ready for the role. Check it out:
Hello!! My name is Sam. I just started my educational journey in business, and eventually a degree in Human Resource. I’m NEW, I’m EXCITED, and I’m…… uh oh…. I’m given the opportunity to apply for and possibly taking a position, ALREADY?
So, here’s some back story. I’m in our local coffee shop grabbing some fuel for the day, when the owner of my longtime boyfriend comes into line behind me. No big deal, we’ve met many times and he’s a really nice guy. Well, he overhears me speaking about school and asks me what I’m in for. I jokingly say “whatever Company X is hiring for”.
“Human Resources, Janedoe is leaving soon”
Oh. Em. Gee.
THAT’S WHAT I’M GOING TO SCHOOL FOR!
Fast forward, Janedoe is still there, I have been way too chicken to go talk to her. Besides being nervous to get the job (potentially), Im nervous to tell the woman I’ve been working for doing homecare that I’ll be going for an interview for my dreamjob and leaving her in the dust. Continue reading
Earlier this fall I reported on a study we had completed at Lighthouse Research focused on performance management practices that separated high-performing companies (revenue, retention, engagement) from their peers. The infographic below illustrates these points well and is a great set of takeaways. The part I’m most intrigued by? Companies that follow a specific set of practices are more likely to improve engagement and business results, a double shot of positive organizational impact. I’d love to hear your feedback–does this resonate with your own company? Have you seen similar benefits?
This coming year, my wish for you is that you become more of a troublemaker in your business.
Yes, you heard me correctly. HR has a longstanding tradition of being the administrative department. The party planners. The “that’s how we’ve always done it and let’s avoid the risk” police.
But what if there was another way? What if we could be disruptors and troublemakers as a force for good? In this episode of We’re Only Human, I interview Jill Kopanis, a VP of HR that seeks to shake up the workplace every single day. There are some great notes and lessons for each of us and I highly encourage you to check it out.
Host: Ben Eubanks
Guest: Jill Kopanis, VP HR, Dynamic Dies
We’ve heard the “seat at the table” conversation repeated over the years, but what if that’s all just a bunch of nonsense? In this episode of We’re Only Human, Ben talks with Jill Kopanis, VP of Human Resources at Dynamic Dies, about what it takes to break away from that conversation and become what she calls a Chief Operating Trouble Maker within the business.
During the show they discuss a handful of topics that will help any HR leader become a force for positive disruption within the business, including:
- How to get beyond the buzzwords
- How to focus on engagement that matters
- How to avoid the “Millennial” or “Boomer” stereotypes and biases
Disruption can be a good thing, especially if it’s driven by someone that knows the business and how to shape it for the better. Are you ready to be a trouble maker in your own organization?
If you’re interested in joining Ben and Jill on the HR Conference Cruise, learn more here:
Be sure to use code “FRIENDOFBEN” for $50 off the ticket price.
If you know me, you know I’m not a sports person. I don’t watch. I don’t follow.
It’s not that I have some strong dislike for sports. It’s just that when I stopped doing them in high school, I lost all interest. I can watch them, if I am at a live event or if I don’t have an alternative. But when I’m listing things I look forward to each week, that isn’t at the top of my list. If you’re like me, then this post is still going to be valuable for you!
That’s because despite my indifference to sports, at the same time it’s hard as a leader and as an HR pro not to think about some of the innate elements of building a high-performance team that stir my attention.
For several months out of the year, sports fans are focused on the NBA season and its teams and players. Yet one concept that isn’t often considered is the talent management strategy behind these teams. As the New York Post notes, dozens of team changes can happen on the first day of trading. How does the free agent model of employment affect teams and performance? What might enable or prevent new talent from connecting with team members?
The Core Element of Teambuilding
One of the core principles of building a team is this: a team’s existing dynamics change when you add someone new to the mix. In other words, you don’t just add one or more people to an existing team — you create an entirely new team any time you make a new hire. It’s like a recipe. While you might have separate elements, once you integrate them you create something new and different each time.
This concept is important to grasp, both for those leading a team and for those on it. It can be common for hiring managers to believe that adding a new hire to a team will change everything. However, it’s often a surprise to later find out that despite careful planning, things are just not the same after new talent is hired.
If you’re enjoying this post and want to learn more about how to match team fit and stability with a diverse set of individual strengths, click here to read the rest of my article on the ADP Spark blog.
How much does an HR certification impact your salary? While it matters differently at every organization and for each person, let’s answer that question with some data.
Using data from Payscale.com we (hat tip to my youngest brother Barrett for his Excel wizardry) hacked together a calculator that shows you the median pay for job titles in HR as well as the adjusted rates based on whether the person has a PHR or SPHR certification (at the time of this data gathering there was no data on SHRM certifications, but assume similar levels of competency for PHR and SHRM-CP and SPHR and SHRM-SCP).
Additionally, we threw in a 10-year impact to show you the potential for what a certification could mean to your earnings over time. Again, this is a linear projection and does not take into account all the variables that could happen in your career, but it’s a good starting point when considering whether you’re going to prepare for the HR certification exams.
A few notes and caveats: Continue reading
Earlier this year I launched a “beta” version of the HR Certification audio product. That has continued to mature and develop and now has 50+ tracks and several hours of content that ranges from technical to practical. For example, it covers highly technical analyses of specific HR elements, such as:
- Executive compensation
- Validity vs reliability in pre-employment selection testing
- Performance evaluation methods
However, unlike virtually every HR certification prep tool on the market, it goes a step further to more broad explorations of HR’s impact on the business, such as:
- Recruiting and hiring trends
- The impact of talent technology on employees
- How to improve training outcomes
Additionally, since the beginning I have been looking for quality external sources of audio content to throw in as bonus items just to round out the content and give a broader perspective. I’ve referenced a few of the episodes from great HR podcasts like HCI and Xenium, and I’m also adding some of my shows from We’re Only Human to the mix. Why? Because the number one reason people fail the exams is because they don’t understand how to see the big picture–they only study academic terms, take practice tests, and then assume they will understand the strategic impact when it comes test time.
Sorry, but it doesn’t work that way, especially for the senior level exams (SHRM-SCP and SPHR). For these types of exams, learners must critically examine the full scope of decisions in a specific area and how it impacts the larger business. That’s where these additional resources come into play and help.
Because of the increase in content and increased demand for the audio content, the price is going up effective December 1st. If you’re interested in getting it, this post has the links to the course as a standalone or packaged at a discount with the SPHR self study prep course.
For those of you that have already signed up, thank you for supporting the work we do here at upstartHR! I appreciate it.