Have you ever heard about the abbreviation “HRM”? If you know what it stands for, probably, you are somehow interested in business and gaining a relevant degree. The abbreviation refers to human resource management, and it is one of the core business activities.
It is about hiring and training company staff, providing orientation (supervising), developing the professional skills of your employees, rewarding them with wages and other benefits, such as social packages. Also, this process involves inspiring the employees to perform better, ensuring their safety, and supporting good relationships within the organization.
As you can see, there are plenty of activities involved in this phenomenon. It is critical that the company cares about its staff by labor regulations and laws of the country of residence and obeys the orders of the concerned High/Supreme Court. Continue reading
Many companies are redesigning their workplaces so that employees can work from home most or all of the time. Not only does this method alleviate health concerns, but it also saves time, cuts down on office expenses, and reduces employee commutes. If you’re thinking about having your employees work remotely for the long term, figure out solutions to these challenges.
When you’re at work, it’s easy to ask employees a question or give instructions; you just visit their offices or cubicles and have a conversation. When you’re working remotely, though, communicating with employees always takes more time. Thankfully, there are many technological solutions available. You just have to take the time to investigate their features properly so you receive the most benefits. Continue reading
“We map the employee journey and experiences that an employee has. We do things where we can really hear, learn, and better understand the employee sentiment, directly from employees. We have feedback mechanisms built in that allow us to continually evolve, and we really look at that feedback that we get on our experiences as a gift. We welcome it. We want to hear ‘what did we do’ and ‘how did it land’ and ‘how can we make it better?'”
Adella Bell, PayPal
We’re Only Human — Episode 100
Today, one of the most challenging pieces of supporting employees is understanding their unique journeys, identifying their needs at each step, and designing experiences that meet those needs. At PayPal, there is a clear approach that leads to better outcomes, and it hinges on employee-focused design. From how feedback is gathered to how journeys are mapped and more, every piece of this is centered on the employees and what they need.
In today’s discussion, Ben talks with Ramesh Murugan and Adella Bell from PayPal’s HR team to explore how PayPal designs an employee experience that is scalable and high touch, including key insights into how the HR team identifies what the workforce needs through comprehensive voice of the employee efforts.
To learn more about IBM Talent Transformation Services:
Other episodes in this series on Talent Transformation:
Learn about PayPal’s commitment to and support of global intiatives in their Impact Report: https://www.paypal.com/us/webapps/mpp/globalimpact
“So you’re about to go into a meeting physically or remotely, you click on the team on the calendar invite and it’ll pull up the culture of that meeting. Imagine EQ everywhere, and you’re delivering emotional intelligence insights where every person can communicate, collaborate, and connect.” Juan Betancourt, Humantelligence
We’re Only Human — Episode 99
One of the issues with the tools, the technology, and the processes we use in HR is that we sometimes get away from the human at the core of it all. This episode includes an incredible case study of how Ashley Furniture reduced turnover by approximately 30% and saved nearly $5 million in the process by focusing on the real drivers and values of each individual they hire onto their team.
In today’s discussion, Ben and Juan dig into how we can use more emotional intelligence insights in everyday interactions, creating more human and people-focused workplaces. From hiring decisions to team alignment, there are many different types of opportunities to support and enable better communication and connection.
Connect with Juan: https://www.linkedin.com/in/juanluisbetancourt/
Learn more about Humantelligence: https://humantelligence.com/
One of the most popular features here is a series answering reader questions. If you have a question you’d like to ask here or on the podcast, please send it to questions AT upstarthr.com or record a short voice note here anonymously: https://upstarthr.com/question
See other reader questions here. Today’s question is about starting an HR department when the company doesn’t have one yet.
Hey there! Hope all is well with you and your family! My name is Demee and I just finished watching your video on YouTube that you posted several years ago. I will give you some quick background on myself.
I was a Business Manager at a massage business for almost 2 years and decided to step down because I had a feeling that I was on a sinking ship–and it turns out that I was right! So I took a huge leap of faith and changed fields completely! I am now an Oral Surgery Assistant (I had no experience & they trained me) for an oral surgeon group with 9 locations. I’ve currently been at my position for almost 2 years now and I realize that there is no HR department so I see the need for this and want to start one.
Do you have any tips or suggestions for me? I would have to convince my manager of this and he would then have to probably bring it up to the doctors. I have experience hiring/terminations, processing employee verifications, doing payroll, creating/editing the employee handbook (which we desperately need), and I used a payroll technology vendor in the past.
“Human resources is ripe for innovation right now. Innovation is definitely a place of great opportunity within human capital. We should be constantly looking out for how we can leverage what others have done in other areas and apply it to human resources functions.” Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group
We’re Only Human — Episode 98
If you’ve ever wondered why HR seems to struggle with innovation, you’re not alone.
- For some companies, HR expects innovation to come from other departments.
- For some companies, HR tries but fails to generate the innovation it needs.
- But in some firms, HR leads the charge with innovation, creating new opportunities to drive the business and demonstrate the value of HR within the organization.
In today’s discussion with Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group, Ben and Karin talk about how this process works and Karin opens her playbook on how to build relationship capital in authentic ways, what it takes to go from idea to execution, and more. Karin is incredibly insightful and you don’t want to miss her ideas in this special episode.
To learn more about IBM Talent Transformation Services:
Connect with Karin on LinkedIn: https://www.linkedin.com/in/karin-wagner-b26500
Occasionally I get a question from a reader, such as below. If you have a question you’d like to ask here or on the podcast, please send it to questions AT upstarthr.com or record a short voice note here anonymously: https://upstarthr.com/question
See other reader questions here. Today’s question is about software, tools, and technology that HR pros should know about.
As I continue to try to attain entry level Human Resources employment I find it difficult to overcome the issue I keep running into being ‘overqualification’. To overcome this I decided in May to expand my current skillset and work towards software certifications that might increase the chances of getting a role as a Human Resource Analyst. My questions are:
What are some software certifications I could get that organizations would strongly desire their HR Professionals have?
What are some software packages you would recommend that may help stand out within the HR job market? I’m currently enrolled in Python Institute, Tableau Desktop and Alteryx Designer Core eLearning platforms to hopefully earn certifications in each by this July. Any additional online resources may also help.