Category Archives: General

renee robson HR

Does Your HR Career Leave an Impact? [Podcast]

If you know anyone who is considering an HR career transition or has recently moved to a new HR or recruiting role, this is the episode for them!

In my 10+ years in the workplace, I still screw things up. Do you? It’s usually driven by urgency rather than slowing down to take a strategic look at how to make a decision. While I will say I haven’t really made career choice mistakes that way, I could have probably done some of the transitions better. More planning, more prep, better alignment with supervisor expectations, etc.

In today’s episode of We’re Only Human I chat with Renee Robson, an HR leader currently based in Australia. We talk about what it takes to measure your success as an HR leader, how to create an environment where you can succeed, the best things about working in HR, and more. It’s a really fun discussion and you can hear the passion in Renee’s voice as we cover all these points!

The thing I think of when this topic of impact arises? Legacy. What’s your legacy? When you leave, how will people refer to you? What will they say about your work and your impact?

And while you won’t hear it in the recording, Renee gets the award for longest “chit chat” before and after a recording. I think we talked for over an hour total OUTSIDE the conversation you’re about to hear. :-) Also, if you enjoy this episode you will probably like “How to Be a Chief Trouble Maker in HR” as well where I talk with Jill Kopanis about breaking out of the stereotypical HR mold.

Show Notes

Episode link: https://beneubanks.podbean.com/e/33-how-to-measure-your-success-in-an-hr-career/

How do you measure success as an HR leader? Is it in the company’s retention and hiring rates, or is it something more personal? Maybe you think about how you’ve helped others succeed in spite of challenges.

renee robson HRToday’s discussion explores how to measure your success, how to make a career transition successfully, and more. Speaking with Renee Robson, Performance and Capability Manager for Widex Australia, Ben digs into what it takes to stratgically run your HR career and take it to new heights. For example, how do you personally lay a foundation of success before and after you take on a new job?

Renee’s insights include a variety of information, from the best things about working in HR to the best way to measure your success in an HR role. She even offers a way to build out a 30, 60, or 90 day plan when taking on a new role or project to ensure sustained success.

Connect with Renee:

https://twitter.com/reneeroberz

https://www.linkedin.com/in/reneerobson/

See other episodes and information about We’re Only Human: http://lhra.io/podcast

hr certification career options

2018 HRCI Certification Changes: What You Need to Know

If you haven’t heard, HRCI recently came out with some major changes to their learning content structure–the biggest I’ve seen in the last ten years. Below I outline what you need to know, how to prepare, and a major announcement from me about what we’re doing to help you prepare.

Before I jump into the changes, one of the most common questions I’m getting is whether our certification materials help with this NEW exam. I cover this more deeply below, but my most common answer is this: there aren’t fundamentally different ways to practice good HR. There’s pretty much one way. And changing exam weightings, names, or even throwing in a competing certification (SHRM) doesn’t change that, despite the fact that each certifying body tries to make themselves sound unique and different. Our courses and training materials are designed to help HR professionals get their arms around the needs of the business and how HR can align with them, whether in recruiting, learning, performance, or something else.

That said, we ARE making changes to what we offer, and again, I cover that in more detail at the end of this post.

HRCI Changes: The Big Picture

Continue reading

Lighthouse-research-and-advisory

5 Research-Backed Performance Management Practices of Great Companies [Webinar]

Instead of just hating on performance management processes, why don’t we do something about them? We hear a lot of stories about companies with rainbows and unicorns. Everything is perfect and happy. But the reality is most of us have challenges, and this is a real look at the specific practices we can use to improve outcomes.

New insights our team has uncovered at Lighthouse Research reveal a clear distinction between the performance management and engagement practices used at high-performing firms versus their lower-performing peers. The top-performing companies leverage a mixture of recognition, regular conversations, and other practices to create more engaging workplace experiences for their employees, ultimately driving engagement and performance to new heights.

Lighthouse-research-and-advisoryIn this webcast, we’ll look at the research and what it can teach us about how to improve our approach to performance management. More practically, we’ll examine some case studies and stories of companies that have modified their approach to performance management, reaping a variety of rewards. You will learn:

  • the deep links between engagement, performance management, and business results
  • how to adapt performance management practices to improve outcomes
  • how other firms have made the transition, including lessons learned.

This 60-minute training session will be held on Wednesday, May 9th at 11:00am Central. Sign up for the webinar below (subscribers click through to register.

Would You Fire Your Employee for Saying This?

In the last week the media world tied itself into a knot after a writer at The New Yorker wrote a scathing critique of Chick-Fil-A’s continued success in New York. The issue, in part, was that the critique wasn’t totally focused at Chick-Fil-A itself but had its sights set on Christian values. A few quotes from the piece:

  • The brand’s arrival here feels like an infiltration… because of its pervasive Christian traditionalism.
  • Its headquarters, in Atlanta, are adorned with Bible verses and a statue of Jesus washing a disciple’s feet.
  • The restaurant’s corporate purpose still begins with the words ‘to glorify God.’

My question for you today: would you have fired your employee for saying or writing this kind of thing, knowing that his or her actions reflect on you as an employer?   Continue reading

skills future proof

Future-Proofing Your Skills for an Automated Workplace

In a recent interview, I heard motivational speaker Jon Acuff tell the interviewer that he sincerely hopes that nobody looks for their dream job as their first “real” job. Instead, he explained, that first job is there primarily to teach someone how to have a job.

skills future proofHow to deal with people. How to handle pressure. How to solve problems.

Those and other similar soft skills will be increasingly important as the workplace sees increasing automation through artificial intelligence and robotics. Continue reading

kristina minyard

4 Millennial Myths and a Very Hard Truth [Podcast]

I haven’t done a great job of keeping the podcast shared here because I’m now publishing about once a week, and I typically have time to publish about once a week on this blog as well. If you have missed any episodes, like how to forecast your workforce planning (episode 25 interview with H&R Block’s head of hiring) or how to get the most out of an HR conference (episode 26 interview with Donna Quinney of Ignite), be sure to subscribe to the feed by plugging this link into iTunes or searching for the show in iTunes, Stitcher, or your favorite podcast app! 

If you’ve followed me for any length of time you know that this “Millennial thing” gets me. It gets me good. I can’t stand to be lumped into a giant demographic with tons of red flags and stereotypes. That’s why I recorded this podcast with Kristina Minyard (fellow Millennial) to talk about the four myths we see in how people expect this generation to want to be treated. It’s fun, entertaining, and a great opportunity to hear from some actual people that SHOULD know what’s going on, not another “generational expert” that’s milking your fears of what generations want for money.

See? It gets me. :-) Continue reading

stay compliant rif checklist

3 Tips for Staying Compliant with a Reduction in Force (RIF)

Ask any business leader and they’ll tell you that a reduction in force, or a RIF, is one of the hardest activities to carry out. Often times good employees are hit by these decisions through no fault of their own, and the resulting morale issues can doubly affect the workplace in a negative way. That said, there are times when a RIF is an essential part of business continuity and operations. Today we’re going to explore some of the key things to know about RIFs.

What is a RIF?

stay compliant rif checklistA RIF is a time when employers have to reduce their employee headcount. This can be a handful of workers or a significant population. There are a variety of reasons why these might occur. For instance, maybe the company lost a large contract or a product has not sold as well as was expected, which means the workforce planning forecast was too high.

Essentially the employer finds out that the number of workers on payroll is more than the necessary number required to continue operating the business, and those additional workers need to be identified and separated. However, it’s not as simple as seeing that there are twenty extra workers that need to go — it’s important to pick the right ones so that the company isn’t hindered by this process any more than necessary.

3 Tips for Managing a Compliant Reduction in Force

A RIF is hard enough to go through without running afoul of legal requirements. No HR team wants to manage this fairly emotional process only to find out there are additional headaches and legal challenges on the other end. With that in mind, these three suggestions help to run a successful (and compliant) RIF:

  1. Get clear on the skills your company needs post-RIF so that you make the right decisions about who to retain and who to remove as part of the RIF. This is a core part of the HR strategic planning process and should not be overlooked in this exercise.
  2. Understand the WARN Act and its requirements. The Worker Adjustment and Retraining Notification Act requires companies with more than 100 employees to provide 60-calendar days of notice in advance of plant closing and mass layoffs. Failing to comply with the law could cost the employer up to 60 days of back pay and benefits for each employee.
  3. Do an internal adverse impact analysis to understand the likelihood of legal action based on decisions. While we can’t always know what will happen, this is a great preventative measure. For additional ideas and examples, including how to calculate adverse impact, be sure to check out the rest of my post on how to stay compliant with RIFs.

What has been your experience? Any other ideas that might be worth remembering during this process?