HRCI Work | Life Podcast

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR has experienced its fair share of disruptive trends in the past couple of years, and that disruption isn't slowing down. In 2022, there will be even more pressure on HR to design strategic solutions for operational efficiency. Here are some of the disruptive HR trends that you need to be prepared for in 2022. HR continues to be a business partner. HR's role in driving the business strategy must continue to be proactive. By looking at 2022, business goals and the necessary talents needed are critical in supporting business priorities. Organizations need to prioritize employer branding and experiences. The Great Resignation is predicted to increase in 2022. Employers will need to revisit their branding and value proposition to retain their top performers while recruiting new talent. HR has the opportunity to design a total rewards strategy that drives retention. Examples include internal mobility, a more robust benefits package and providing enriching employee experiences. Organizations will have to redefine leadership. Organizations continue to develop their hybrid work model and policies. HR plays a key role in defining the qualities of leadership in the new structure. In digital environments, managers will need to facilitate work without micromanaging employees. Leadership demographics are also changing, requiring a more diverse approach to recruiting and retention.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Designing and implementing an accessibility strategy empowers your organization to hire persons with disabilities. Supporting accessibility is a strategic investment that can contribute to the inclusivity and productivity of an organization. Here are some possibilities to assist in implementing an accessibility strategy. Control costs — and risks.  Research from the Job Accommodation Network found the costs and tax incentives associated with accessibility accommodations can be a win-win undertaking. Not only is hiring a capability diverse workforce a good investment, it also removes the risk of adverse selection or discrimination in hiring. Enhance accessibility. Not having the perspective of a capability diverse workforce can limit the talent and production outcomes of an organization. Having a solid and enhanced accessibility strategy allows HR to tap into a more qualified talent pool that might otherwise be overlooked. Persons with disabilities bring unique perspectives that can increase innovation, enhance workplace engagement and contribute to a healthier and diverse work culture. Improved productivity. Implementing a universal design strategy that is accessible to persons with disabilities can help employers achieve a work environment that results in non-disruptive hiring or the need to redesign workspaces. Having this strategy will improve productivity and diminish the need for reactionary adaptation or accommodations.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Today's leaders face unique global challenges. Tomorrow's leaders will have to learn to navigate challenges to keep moving forward. Here is how HR can give their organizations a competitive advantage by developing the next generation of leaders. Define transformational leadership. Transformational leaders are committed to inclusion and belonging. They practice self-management and support continuous improvement. Being a transformational leader requires a certain mindset, as well as exercising cultural intelligence, ethical decision-making and resiliency. Create active learning experiences. HR needs to foster active learning, or ways that learners can engage in the learning process that does not rely on passive listening. Training methods include in-depth readings and discussions, critical written reflections and transformational leadership development coaching. Expand your learning resources. Learning tools can include LMS courses as well as appropriate learning tools that include intercultural awareness and methodology. Implementing virtual and augmented reality programs can enable us to bring the world to our teams.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Given the generational composition of today's workforce, priorities and expectations are changing drastically. HR must play a pivotal role in meeting the challenges and opportunities of leading a multigenerational workforce. Here are some ideas of how to address multigenerational topics in the workplaces: Create flexible work options. As organizations determine hybrid work options and flexible work hours, job descriptions must evolve to reflect key skills and competencies rather than focusing on experience and education. This will help determine the suitable composition to fit the organization's work culture, vision and mission.   Increase Communication. Communication is key in any multigenerational interactions. Rather than making assumptions about where employees are in their points of references and experiences, directly assess their preferences for interactions, communications and working styles. Emphasize continuous learning. Legacy learning and development programs often make assumptions about where expertise is concentrated in a multigenerational workforce. Competencies are not necessarily linked to seniority, and education can be shared across generations. Take inventory of the skills, competencies and knowledge available within your multigenerational talent, identify cross-training needs and implement inclusive and culturally sensitive continuous learning programs. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR must ensure that corporate social responsibility is part of the organization's mission, vision and value. Here is how HR can play a significant and strategic role: Refine the corporate value proposition. An organization's mission, vision and values are defined at the C-suite level. This helps HR redefine and implement the value proposition to enhance the organizational culture and employee morale. Foster an inclusive mindset. HR should lead and facilitate a more inclusive mindset throughout the workplace. Utilizing practical processes with a great sense of purpose reflecting input from each contributor will foster inclusivity. Encourage Engagement. With a clear value proposition, recruit employees that are likely to be passionate about your organization's mission. This can be strengthened through employee engagement and training, while harnessing the diverse passion and creativity within your workforce.   This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Many organizations still perceive hybrid and remote work as short-term solutions instead of long-term strategies. That lack of commitment could ultimately pose a safety and security risk for your workforce. Here are the essential components of a hybrid workplace safety philosophy to direct decision-making at your organization. Identify necessary safety and security priorities. Priorities include physical safety. Among these are providing employees with ergonomic home office furniture and equipment, addressing mental health concerns and monitoring cybersecurity. Strengthen Digital Infrastructure. A robust digital infrastructure can help employees remain connected. Digital connection can help with the effects of isolation, without putting personal information at risk. Ensure the organization is complying with industry standards and best practices. Communicate, collaborate and create. It is important for HR to communicate with the workforce regarding best practices for hybrid safety and security. A targeted communication and education plan ensures that employees adhere to your hybrid workplace safety philosophy. Hybrid work also offers new opportunities for expanding collaboration experiences through new tools and technology, regardless of physical location. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Integrated performance management processes can help break down barriers between departments. Human resource capital is a key component that is deployed throughout an organization. HR plays an important role in supporting an integrated performance process for the human capital across all departments. Here are some ideas: Facilitate the process HR should guide and facilitate conversations that support the implementation of an integrated performance management process. In doing so, all leaders can be aligned on the strategies that drive value creation across the organization. Operational efficiencies. HR's role in executing strategies, policies and approaches related to integrated performance management processes is critical. Working across functional areas to proactively identify talent gaps and creating recruitment plans will strengthen operational efficiencies. Monitor and evaluate. HR must monitor and evaluate data to better calibrate talent needs. Performance management data provides an important metric that can result in informed decisions and consistencies. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Traditional versus strategic HR functions differentiate the role HR professionals can play as innovative business leaders. Here is how shifting from a traditional to a strategic HR mindset can support your organization's long-term success. Identify performance indicators. Here are three future performance indicators:  Improving the organization's mission and vision. Innovative thinking, planning and execution of new products and services. Deploy new sources to measure metrics, trends and insights. Upgrade your approach Upgrading your approach can impact long-term areas such as collaboration, project management and future organizational functions. Performance indicators can impact business outcomes. Distinguish traditional from strategic HR. Traditional HR is transactional and reactive. Strategic HR involves creating a workplace that is better equipped to clarify a purpose and practices inclusivity. This is where HR can have the biggest strategic impact.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Accessibility requires a commitment from the entire organization to facilitate the needs of employees with disabilities. Here are several ways your HR team can improve accessibility in the workplace. Review HR policies and documents. Enhance current HR processes to ensure they optimize HR policies and are inclusive for all individuals, regardless of disabilities.  Go beyond compliance. HR can facilitate a more accessible workplace by normalizing conversations around disabilities. Efforts should be made beyond general compliance, as HR's ultimate responsibility is to make sure that inclusivity and accessibility is top of mind for everyone. Create a support group. Employee resource groups give employees a voice in the workplace. They can help inform HR of items that need change to become more accessible. Practice intersectionality. Intersectional design is a model of acknowledging individual differences that takes individual identities, circumstances, behaviors and environments into account. By surveying the workforce and understanding employee needs, HR can offer more flexible and individualized options. Create leadership pathways. Design future work flows today that help plan for supporting employees as they move into future organizational leadership roles. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Global standards are necessary, yet present many challenges. This is particularly significant for HR practitioners, as standards and terms concerning employment laws, social and cultural norms and business processes- including ethics are the backbone of a thriving organization. Let us review the International Organization for Standardization ISO initiative, ISO 30415 standard. It was created by a team of international HR experts from 14 countries regarding the implementation and sustainability of global diversity and inclusion practices. Maintain sustainable development goals. Inclusive workplace cultures support fundamental human rights. This ISO 30415 was built for the United Nations sustainable development goals based on the 2030 agenda. It identifies and incorporates three human rights: reduced inequalities, decent work and economic growth and gender equality. Incorporate diverse perspectives. Drafts of the ISO 30415 were open to comments from global HR professionals from 33 participating countries. This allowed diverse feedback during the development process as the committee worked towards a consensus for an international standard. Building consensus by reconciling comments. The last draft of the ISO 30415 received almost a thousand comments from global HR professionals. Enabling these voices and leveraging critical thinking helped the committee incorporate diverse ideas that are clear and actionable into the standard.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Employees with disabilities often feel as though they have fewer opportunities for advancement. To change this, the U.S. Department of Labor hosts National Disability Employment Awareness month each year in October to highlight individual contributions to the workforce. Here are some activities that your HR team can organize to support employees with disabilities. Evaluate your organization's disability policies. Conduct surveys or focus groups to collect disability information from your employees and customers. Determine how HR practices can facilitate job performance or overall accessibility. This data can provide context for potential changes needed. Audit your request process. Audit your organization's overall accommodation request practices. In addition to mandates from the Americans with Disabilities Act, consider how to implement a confidential and anonymous mechanism for collecting feedback. Offer microlearning modules. Offer relevant year-round learning resources. Consider implementing quarterly training on disability-related topics. Reach out to disability organizations to provide training or information. Finally, as we conclude National Hispanic Heritage Month, think of ways that your organization can continue to recognize and celebrate the many contributions that Hispanic individuals make to their community and workplace throughout the year.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Inclusion is the foundation of a positive culture. To shift your organization towards a more respectful and inclusive workplace, you have to engage your frontline talent. Here is how to create a more respectful and inclusive workplace. Don't mistake diversity for inclusion. A common mistake organizations make is choosing to hire a diverse group of employees, while still leaving out potential talent from some historically marginalized groups. To create an inclusive workplace, you must give everyone an opportunity to contribute. Move beyond training and awareness. While training and awareness can help your organization advance towards a respectful and inclusive environment, this is just the beginning. To cultivate an inclusive culture, you must also build awareness into your everyday language and processes. Create opportunities for diverse talent. Recruiting and hiring a diverse workforce does not mean reducing the qualification required for the position. Observe overall candidate qualities and fit when interviewing a diverse group of applicants. As we continue to observe Hispanic Heritage Month, “Esperanza: A Celebration of Hispanic Heritage and Hope,” checkout local events and opportunities that celebrate the many contributions that Hispanics make to your community and workplace. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Empathy is an important skill that HR leaders and practitioners must follow. Being aware when to exhibit empathy into your daily interactions is critical. Doing so generates positive behaviors that drive compassion in the workplace. Here are some practices that your organization can implement. Build trust.Regardless of the employee's role, you must first develop a trusting relationship. Once an employee is comfortable in this relationship, it will open up their trust level and ease of communication, no matter the situation.Practice soft skills.Soft skills, such as kindness and curiosity, can be practiced through ongoing training and real interactions between employees and managers. For example, observe a conversation between a manager and an employee, and offer constructive feedback.Update workplace policies and procedures.Review current policies and procedures. If any gaps exist, research and implement revisions that better serve the employees. When possible, solicit employee feedback through workforce surveys and analysis.As we continue to observe Hispanic Heritage Month, “Esperanza: A Celebration of Hispanic Heritage and Hope,” checkout local events and opportunities that celebrate the many contributions that Hispanics make to your community and workplace. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.   Coaching conversations empower managers to help employees achieve their full potential. Unlike traditional performance management, performance coaching is a more collaborative process. Here is how you can implement coaching in the workplace. Identify new leadership competencies.It is important to identify and develop the leadership skills that empower a coaching mindset. These skills  include being a good listener and thinking holistically. As you continue to develop your hybrid work environment, make these selection criteria part of the hiring process.Facilitate employee self-awareness.Management coaching should empower employees to think independently. Fostering self-awareness is the most effective way to build this type of thinking and results in a better overall performance. HR can train managers to build a learning mindset through ongoing performance conversations. Implement coaching policies and procedures.It is best to switch to a coaching culture using integrated policies and procedures. Take a holistic approach to changing culture. Identify the behaviors you want to see from managers, build them into their performance assessment infrastructure and reward those behaviors. Also, as a reminder, we are now celebrating Hispanic Heritage Month until October 15th. The theme of this year is “Esperanza: A Celebration of Hispanic Heritage and Hope”. We hope that you can contribute by celebrating Hispanic history and culture in your workplace. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org. 

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Earning an Associate Professional in Human Resources®  (aPHR®) certification is a valuable resource for starting an HR career. It will help expand your skill set and deepen your understanding of common HR practices. Here are some benefits of earning the aPHR certification. Launching an HR career. The aPHR certification does not require prior experience, which can give you a valuable opportunity to either change careers or begin a new endeavor focused on HR. The value of doing so can help level up your career or earning potential. Supporting business growth. The aPHR gives you the opportunity to become a subject matter expert in areas that are critical to workplace issues. You become a valuable asset that can provide foundational knowledge and practices while supporting the growth of your business and its workforce. Join the HR community. The aPHR certification can help you develop a personal strategy for putting people first in everything that you do. Becoming HRCI-certified, also rewards you with a community of international practitioners for support and continued career growth. Check out HRCI Voices and our other social media platforms for additional information on how to get involved in the HR community.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.   

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. The pandemic has shifted workforce strategy and behavior. Faced with the unknown impact, HR must adapt through careful workforce planning and redesign. Here is how HR can lead the process of aligning workforce strategies with business objectives. Redesign the work. Offering flexible remote work options has helped employees become more productive. HR can continue to collaborate with other departments to design technology that helps employees feel empowered.  Engage the workforce. The traditional workforce management model involves recruiting, deploying and retaining talent. Today, we must shift our thinking and engage our workforce. Retain employees by offering a more attractive future with opportunities for career mobility and flexibility. Adapt the workplace. In this modern workplace, HR must lead in the alignment of functions across the organization. The alignment has to be a blend of physical and digital environments with technology at its core and with the encouragement of a free flow of ideas.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Recently, discussing and acknowledging mental health concerns have become part of employee wellness programs. Here are some indicators to recognize and understand mental health needs at your organization. Recognize performance indicators. Managers should be aware of how symptoms of mental illness might manifest in performance. These include tardiness, reluctance to engage in a specific task or other performance deficiencies.  Empathize and Understand. Mental illness symptoms are often unrecognized. Encourage all employees to use mental wellness resources like EAPs or virtual counseling. Foster employee trust. Despite the increase in openness about mental health, it is still often stigmatized. Reach out to employees and make sure they know that their health is a priority for your organization.  Collaborate on accommodations. Accommodations can vary from flexible schedules, alternative work arrangements or special projects and assignments. There is not a one-size-fits-all resolution and there should be continuous dialogue about the impact of mental health on job performance. Protect privacy. Compliance with HIPAA and privacy laws are essential to protect your organization and impacted employees. Assure the employee their privacy and any documentation will be protected. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. If you are a seasoned HR professional or just starting your career, learning skills on the job will enrich your understanding of relevant HR concepts. Here are three ways to leverage your daily routine as a learning resource. Know where to direct your learning. As the saying goes, you don't know what you don't know. Self-assess or confer with your mentor or manager to help identify areas where you might improve or gain new skills. Refer to the HRCI Learning Center for additional resources. Connect concepts with actions. If there are concepts that you do not practice through your regular work, volunteer with other teams to help on a project that offers new skills. Reflect on what you have learned. Track your learning progress and goals on a regular cadence. Reflect on how the skills you have learned and the actions you have taken can connect to bigger HR concepts.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Online HR courses provide a meaningful resource for specific knowledge or daily processes in managing your organization. Let's explore five online HR course topics from the HRCI Learning Center that explore how to foster more inclusive, safe and healthy workplaces: Diversity and Inclusion in the Workplace. HR professionals are ethically obligated to initiate change and support all DEI initiatives. Discover how to create diverse and inclusive workforces that are healthier, innovative and resilient.  Recruit Multi-Generational Employees. The workforce has become multigenerational and age diversity must not be ignored. Learn how to recruit multi-generational employees and how to develop a brand that is cross-generational. Promoting Employee Well-Being. Learn about developing a comprehensive plan for long-term employee well-being. It is best to include physical safety, data security and mental health. Marijuana in the Workplace. Marijuana legislation and the legal landscape are changing across the United States. Research drug policies for multi-state workplaces and create practices that comply with various marijuana laws. Handling Workplace Violence. Even with pivoting to fully remote workplaces, organizations are not immune to workplace violence in the form of threats, harassment and cyberbullying. Explore ways to optimize employee safety and minimize risks to health and well-being. This is a quick glance of the over 250 courses offered in the HRCI learning catalog. For additional topics, visit the HRCI Learning Center at: learn.hrci.org. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Workplace evolution impacts every aspect of human resources. Add on a global pandemic and you have HR professionals who have to think and act strategically. Here are five elements of strategic HR management to practice at your organization. First, create an impact. Your workforce is your most important investment. Organizations should calculate their Human Capital ROI to determine whether investing in a new training program is actually improving work efficiency. Second, exert influence. One way to exert more strategic HR management influence is to consider outsourcing any routine HR tasks. Third, harness inspiration. Help managers develop goals that optimize the talent, skills and contributions that each employee brings to the organization. Fourth, encourage innovation. Deploy evidence-based HR practices to innovate and grow both the workforce and the organization's reach. Finally, foster integration. Encourage behavior that impacts performance and sustains talent retention. Celebrate cross functional successes that perpetuate continuous improvement and growth.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Onboarding programs must evolve in order to keep employees invested in their professional growth. Here are five essential components of onboarding to implement at your organization. First, onboarding essentials. Whether you are onboarding new employees virtually or in person, find ways to balance mandatory paperwork with work-life activities offered by the organization. Second, work culture and processes. Provide an overview of the organization's culture, values and expectations.   Third, personalize the experience. Train managers to complement and build on the onboarding program once the employee joins the organization. Fourth, go beyond the basics. Onboarding programs require a clear timeframe, but the practices and habits managers build during that time for connecting with their employees should be ongoing. Fifth, establish collaborative relationships. One of the most important aspects of onboarding is building connections between new hires and their managers, teams and the larger organization. Helping new hires create an organizational network is a component of onboarding that has a positive, lasting effect. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Work models have evolved rapidly over the past year and a half. It is becoming clear that the majority of organizations are in favor of implementing a hybrid work model. What this will look like will vary across organizations. Here is how to maintain efficiency, flexibility and safety as you redesign HR policies to support a hybrid work model. First, getting the job done is still a priority. Supporting employees is essential without losing sight of what needs to be accomplished. As you shift to a hybrid work model, design and implement policies to optimize the tasks and deliverables required from your workforce. Then, consider individual needs and accommodations. Second, build a flexible hybrid work model. Revise your employee handbook to align manager and employees' expectations. Within a  framework of a hybrid model, provide a level of flexibility and freedom for employees to decide how they work best. As an example, offer a window of core operational hours in which individuals can perform their tasks.  Finally, implement new steps for health and safety. A hybrid work model requires additional benefit options for your workforce. As an example, consider mental wellness needs for your employees, as well as any child and/or elder care. Encourage employees to create a safe and ergonomic workspace at home. Additionally, the organization should establish effective cybersecurity protocols to protect technology and data for all hybrid work arrangements. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Despite the recent movements towards acknowledging and mitigating workplace harassment, organizations may not understand the widespread problem. Here is how HR can alleviate harassment in the workplace. First, define workplace harassment. To create an anti-harassment culture, you must think beyond legal definitions. The behavior or action might not have a legal classification as harassment, yet can still adversely impact the recipient. Always include the impacted person when investigating an alleged harassment claim. Second, workplace harassment hurts everyone. Harassment can have severe consequences, especially when left unchecked. This includes your organization's reputation, as well as employee productivity. Workplace misconduct has often been ignored unless it impacted the bottom line. Harassment allegations can damage both your employees and your organization. Lastly, institute changes. While ignoring or tolerating harassment damages your workplace, taking action to minimize harassment helps you attract and retain a diverse workforce. Establish a baseline for tracking progress over time to ensure a harassment-free workplace for everyone.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Last year, the Securities and Exchange Commission mandated human capital disclosure requirements for publicly traded organizations. This elevated human resources to a new level of strategic value. Here is how the standards are validating strategic HR's business value to the organization. First, HR is a profession not a single individual. HR is about the profession not the individual. As a profession, HR leads to universally acknowledged credentials and experience. A set of generally accepted principles systematizes professional practices and creates a baseline for HR to work from.  Second, adopt continuous improvement. HR standards measure your professional progress as well as your organization's HR and leaders business effectiveness and creates a strategic value statement. Lastly, strategic standards support HR. Following human capital standards allows you to implement and track incremental changes across the organization. Standards help set an industry baseline, as well as demonstrate transparency with the public, particularly to investors and stakeholders. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. The gender pay gap has not improved over the past five years. This gap is further marred when race and culture is a factor. HR practitioners must work towards greater pay equity and career opportunities for qualified individuals. Here is how to enact pay equity for your organization First, review pay policies and procedures. Set pay equity objectives that begin at the point of recruiting and hiring. This should carry through for performance reviews and career promotions. Compensate employees equally when they perform the same or similar job duties, while accounting for other factors such as their experience level, job performance and tenure with the employer Second, address work process changes. Determine how virtual and work force fluctuations impact your organization's processes. HR must remain agile in monitoring work culture and shifts in performance. Adapt policies and practices that reward behavior and pay based on the individual's efforts to meet and exceed ROI goals. Lastly, ensure pay equity. Pay transparency is a vital component of pay equity. It is becoming more common that pay practices and processes adhere to labor requirements and laws. Managers must be comfortable answering compensation questions that align with the organization's mission and labor strategy. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. The coronavirus pandemic created disruption as well as provided the opportunity to review, revise and adapt HR practices. HR and their organizations are looking for ways to re-engage, re-train and retain their current workforce. Here is how to implement improved HR strategies and techniques. First, determine what skills and practices are needed. Adopting agile HR processes supports organizations while navigating through any ambiguities within their work environment. One way is to create an inclusive and diverse culture, where team members feel supported, empowered and confident. Second, modernize your HR practices. Applying modern HR practices is significantly different from legacy HR practices. Strive to maintain your organization on the cutting edge of best practices and technology. Integrate both  HR and business practices to strengthen credibility, invoke trust and maintain customer loyalty. Lastly, emphasize organization mission and values. By modernizing HR practices, you create policies and procedures that bind together the workforce and the community they serve. Merge company values that are reflective of your work culture.  For example, the value of “doing the right thing” can be woven into your diversity and inclusion programs and initiatives. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. When the global shift to remote work occurred last year, HRCI was able to quickly transition. We can partially credit quick technology adoption and distribution, however, it was HRCI's IT team that powered the transition. Here is how: First, pre-pandemic investments paid off. Having an established trust between HR and IT served as a foundation for their collaboration throughout the entire transition. HRCI invested in tools and processes that allowed for a smooth adoption of remote work. Second, we listened to our employees. HRCI already had a smaller remote workforce in place prior to the pandemic. This allowed us to listen, learn and improve our IT operations to accommodate what is currently a fully remote workforce.  Finally, we learned from our customers. Our customers and their changing needs are HRCI's top priority. We made sure to keep listening and learning. This has allowed our organization to respond to customer needs and ensure that we will be ready for any future challenges.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Without a common baseline or defined metrics, building a successful Diversity, Equity and Inclusion (DEI) program is challenging. To solve this problem, the International Organization for Standardization or ISO recently published ISO 30415, a human resource management standard devoted to diversity and inclusion. Here is how to use this standard to improve DEI metrics at your organization. First, determine your organization's DEI baseline The DEI standard was intentionally designed for implementation for organizations of all sizes. You can utilize and compare where your organization's DEI efforts match up against that baseline, and where there are opportunities for improvement. Second, measure success with new DEI metrics. The standard promotes evidence-based practice by providing key outcomes to measure progress towards your goals. It allows your organization to move systematically and progress in measurable ways. Lastly, implement and commit to create change. Driving sustainable change requires regular iterations and follow-through. With leadership's commitment and resources to implement and maintain the necessary actions based on the standard, organizations can improve their adherence and create change to their diversity, equity and inclusion policies.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Legacy playbooks no longer apply to human resources practices.  HR professionals must develop new processes for the modern world of work. In a conversation with author Lars Schmidt, an HRCI Higher Standard speaker during the upcoming June 17 Summit, he discusses current challenges facing modern HR and the steps HR professionals must take to keep pace with change. First, what post-pandemic work will look like. Lars mentions that going forward, employees will want the continued flexibility of hybrid work. While this new era demands personalization, HR tends to operate from a legacy perspective. According to Lars, companies should prioritize building programs with flexibility and offer considerable advantages to recruit great talent. Second, let the community guide ideas and practices. According to Lars, more guidance, learning and direction are coming from peer-to-peer sharing and collaboration. Open feedback from communities and networks are much more valuable than following legacy playbooks. Lastly, continue to pay attention to mental health and wellbeing. Organizations have improved their approach to open and honest dialogue about mental health. Lars adds that this openness will remain a priority and be a driving force behind employees' career choices as well as where and who they choose to work for.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. The boundaries between our personal and work lives have become blurred. Two out of three Americans report working during vacation, which can have negative consequences on their health and wellness, as well as their overall performance. In the post pandemic work life, here is how you can help your workforce disconnect and avoid working while on vacation. First, publish a post-pandemic vacation policy. Explicitly state that employees are expected to completely disconnect while taking PTO. Let employees know that they are not expected to attend organizational meetings and their inboxes should have an appropriate out of office message, so that they can unplug and come back refreshed.  Second, train managers to facilitate time off. Train managers to balance schedules and reshuffle duties to help employees leave work behind during vacation. Managers have to communicate to employees that their work will be covered so they don’t feel compelled to work during their time off. Lastly, promote a culture of mental wellness. Taking a break from work after a traumatic pandemic year is essential for mental recovery. Assure employees that they should not feel guilty for taking vacation time and that it’s important for their wellbeing to disconnect and focus on themselves and their families.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Applying to work at an entry-level position is a great way to begin an HR career. How you develop your resume and perform in an interview will make a significant difference in how your application is received. Not having formal HR experience or education should not deter you from aspiring to pursue an HR career. Here are some best practices: First, highlight your transferable skills. Since HR is a people-focused profession, try to showcase skills like collaboration, leadership and the ability to work well in diverse groups of people. Sharing experiences you have in volunteer positions or on a sports team can help you build a compelling case for learning HR-related soft skills.  Second, engage in learning resources. There are free learning resources available, such as podcasts and webinars, to help you catch up on what is happening in the world of work. Certification programs are another effective way to learn the basics of HR. As an example, HRCI’s Associate Professional in Human Resources, (aPHR), does not require prior experience to apply, take and pass the exam.  Lastly, prepare for the interview. Always review the job posting before the interview. The interview is also an excellent opportunity to demonstrate your communication skills. Be prepared and ready to express yourself clearly and effectively. Quality HR professionals are good listeners and have exceptional organizational skills. Organizations look for these same attributes in their candidates.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Today in honor of Military Appreciation Month, we are going to share how certification advanced the HR career of Sergeant First Class Ashley Lowery.  Ashley has her dream job in the U.S. Army in the field of Human Resources. As her career progressed, she continues to benefit from her HRCI certification journey. Here is how her PHR and SPHR certifications played a role in supporting her Army career path. Before the pandemic, Ashley was a traveling military pay instructor. When the pandemic suspended her travel, Sergeant Lowery decided to invest her extra time into obtaining a professional HR certification. Within a year, she earned the Professional in Human Resources and the Senior Professional in Human Resources certifications. She continues to enjoy learning about HR and encourages other military HR personnel to start their own HRCI certification journey. The U.S. Army’s order of merit list identifies top performers for training, specialized assignments, and other opportunities. Sergeant Lowery believes that her HRCI certification helped place her in the top 10 percent of all HR professionals in the Army at the same rank. Sergeant Lowery stresses the importance of becoming certified as soon as possible. She believes that her certification and ongoing education will prepare to transition her to a civilian HR career focusing on either talent strategy or acquisition. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.  

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Within the workplace, conversations around mental health have progressed. Employee assistance programs or (EAPs) are often associated with the need for therapy. HR has contributed to positive changes in the perception and acceptance of mental health well-being in the workplace. Here is how to launch and manage an EAP at your organization. First, evaluate potential vendors. In order to select the right program, you must decide on the needs of your organization. Larger providers tend to offer more comprehensive benefits but may be cost-prohibitive for smaller organizations. Smaller providers may offer fewer options or use an as-needed model for individual services.  Second, communicate EAP program offerings. Develop a targeted communication strategy for advertising your program’s offerings. Organic exposure among employees is most effective. Encouraging employees to share a positive experience using an EAP can be a powerful motivator for others. Lastly, cost and benefits analysis. Your provider can share utilization rates and overall positive outcomes of programs used by employees. These quarterly reports should automatically provide you with a cost benefit analysis and the efficacy of this valuable employee benefit.   This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Culture is vital for developing and sustaining a healthy, high-performing organization. An intentional design is required to develop a high-performance culture, especially in today’s workplace climate. Here is how to drive higher performance at your organization.  First, distinguish between culture and climate. Climate consists of the systems and processes your organization has in place, such as rewards and performance management systems. Culture involves elements that we cannot see, yet it shapes our organizational perceptions and attitudes. This can include personal values, beliefs and assumptions. Second, identify high-performance culture and behaviors. Identify top managers who set inclusive cultural behaviors. Define the behaviors that drive a healthy and productive culture. Build language used to describe the behaviors you want to see used daily.  Lastly, develop a model. Culture is driven by shared learning experiences. Create a model that explains why culture is important for performance. Culture builds a baseline for measuring progress and strategies to meet your organization’s target goal. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR leaders should engage in frequent performance management feedback and conversations. Here is how to thoughtfully implement performance management tools and processes at your organization. First, align performance management with your culture. Incorporate feedback from the workforce to implement tools and processes that work within your organizational culture. Align your company’s cultural norms with your performance metrics and feedback. Second, create a communications plan. Analyze organizational data to create a targeted communications plan. Integrate survey information from the workforce and focus groups to determine any areas of resistance. Lastly, continuous refinement. Continually review your approach and communication plan. Frequent communication with managers and employees are a good source for the enhancement of any performance management plan. Changing your performance management processes requires time, thoughtful approach and execution to refine and adopt the new process.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Improving your workforce’s financial wellness can boost employee productivity, engagement and satisfaction. When employees have a healthier  control over their finances, they tend be happier and more productive. Here is how HR can support financial wellness initiatives at your organization: First, customize benefits to employee needs. Employee populations will experience different financial struggles. For example, some employees might be thinking ahead about retirement, while others could be concerned with college loans. Survey your workforce to determine which financial benefits they would find most useful. Second, communicate helpful resources. Thoroughly communicate your benefits plan so that employees can take full advantage of what is available. Share available resources with employees that are part of their benefits package.  Lastly, encourage financial literacy. Financial literacy is a primary way to reduce financial stress and insecurity. Include financial literacy courses that are relevant to your workforce as part of your learning and development curriculum. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Navigating cultural intelligence is an essential part of business operations and workforce management. Even if your organization does not have a global presence, your products or services could appear in a global marketplace. Here are some steps to build cultural intelligence skills at your organization. First, foster cultural self-awareness. Behaviors that are common in other cultures may seem unfamiliar to us. Possessing self-awareness of how your culture affects behaviors is key to recognizing other perspectives. Second, find common ground. In addition to understanding differences, also get into the habit of searching for commonalities. Always push yourself to leave your comfort zone in order to understand different points of view.  Third, facilitate new ways of working. Being globally competent involves finding success in different cultural contexts. Be aware of the impact of cultural nuances when dealing with a global audience. Always strive to be flexible and adventurous, as warranted. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Data is one of the most valuable company assets. Failure to effectively protect sensitive employee information puts an organization at risk in the event of a data breach. Here’s how to establish effective employee data protection practices: First, create a data safety committee. Develop a committee that is dedicated to governing all of your organization’s assets. Meet at least once a year to review data practices. They should be able to anticipate changes and their impact on employee data safety. Second, develop data protection policies If employees know exactly how their data will be used and stored, they will be more likely to consent to data collection. Always ask for consent when gathering and storing employee data.   Lastly, data safety education. Working toward baseline data proficiency is vital for preventing the misuse of data. Establish concrete policies for requesting and distributing data. Employees at all levels should have enough data proficiency to raise questions and concerns. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Appealing to a global market has never been more vital to a company’s success. Organizations need global HR leaders who can foster healthy multicultural workplaces and manage workers around the globe. Here’s how to manage your global workforce. First, prioritize intercultural competence. Without a comprehensive understanding of different cultures, your organization runs the risk of increased bias within policies, processes and employee interactions. International mobility can help expand each office’s cultural proficiencies. Second, balance centralization with customization. A dispersed global company could be operating in vastly different markets around the world. Establish a baseline culture from your shared mission while allowing for regional differences and preferences. Lastly, prepare for remote work without borders. The pandemic shift to a remote work model has expanded the talent pool for companies already embedded globally. Make sure remote employees have all the tools they need to feel connected to the larger organization. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Fostering diversity, equity and inclusion, known as DEI, is vital for any business. Supporting employee affinity groups with DEI as a guiding principle is an effective way to enrich your organizational culture. Here are some ideas to cultivate mutually beneficial results for affinity groups in your organization.   First, develop a succession plan. Part of succession planning is to identify and include diverse talent for leadership roles. Encourage and invest resources to develop affinity group leaders, such as attending conferences or offering professional certification scholarships. Second, align expectations. Properly align expectations and set boundaries for the benefit of affinity groups. For instance, organizations should not assign affinity groups the role of writing DEI policies. Rather, they should be contributors to the DEI strategy.  Lastly, encourage diverse voices. Highlight diverse perspectives and the voicing of DEI topics as part of an affinity group platform. Affinity groups can help your organization leverage assimilation and dispel separation, which is vital to your successful DEI strategy. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. In order to stay relevant, you must continually chase learning opportunities. But in today’s fast-paced work environment, it can be tough to find the time — and develop the discipline — to engage in continuous learning. Here’s how to embrace the habits of a self-regulated learner. First, commit to learning. Learning should be communicated as an organizational priority. It shows employees that the organization is committed to development and career growth. To foster a sense of psychological safety, shift the mindset from pointing out weaknesses to identifying opportunities for growth. Second, embrace a self-learning mindset. Self-learning affords you the opportunity to read and digest a variety of topics. This can lead heightened curiosity and expansion of ideas and practices. As an example, you can practice by reading often and asking yourself thoughtful questions. Being agile is also important. As new situations arise at work, get into the habit of being responsive and flexible. Lastly, create accountability channels. Set monthly and quarterly goals. Hold yourself accountable to these goals. Celebrate your small wins and acknowledge your growth. These habits will motivate you and give you the momentum to keep learning and moving forward.

This is your HR News Flash, your briefing on talent management and the world of work, from HRCI. Surveying employees for engagement during times of disruption can reveal their work struggles and determine your engagement strategy moving forward. Here is how to leverage employee engagement surveys at your organization. First, define what you are measuring. The concept of employee engagement includes components such as job satisfaction and involvement, motivation and commitment. Drawing accurate conclusions is first determined by how to measure employee engagement.  Second, determine key drivers Avoid a one-size-fits-all approach to driving employee engagement. Identify what is most valuable to each segment of your organization and focus on those key drivers. Third, develop survey practices to meet workforce needs. The type of employee engagement survey you should use depends on your workplace culture and your current needs. For example, pulse surveys are useful for items that you can act on immediately. And annual surveys work better for items that need time for strategic development. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for more of the workplace news you need. Learn more at HRCI.org.

This is your HR news flash, your briefing on talent management and the world of work from HRCI. The pandemic has accelerated employer needs to rethink employee safety training. Here are a few ways to leverage recent trends to educate and protect your workforce: First, thinking beyond compliance. Compliance should not be your only goal. In addition to legal requirements, training is an essential means to incorporate meaningful modules to continuously increase proficiencies, improve well-being, and create a resilient and adaptable workforce. Second, address concerns. Incorporate current concerns into training modules. For instance, apply best practices in employee safety training for issues such as mental health, cybersecurity and inclement weather. Third, leverage digital learning tools. Optimize safety training for digital delivery. Provide mobile friendly training courses using a variety of resources that can easily be accessed by your employees. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR news flash, your briefing on talent management and the world of work from HRCI. A properly incentivized compensation plan can affect your business. Taking on new clients contributes to your organization’s business success. To optimize your entire sales function, you must motivate your team through fair and realistic financial incentives. Having an effective sales compensation plan that pays employees well for meeting expectations is essential. Here are some components of a successful compensation plan, according to Scot Sorenson, senior advisor of Strategic Sales Results: First, find the win-win Tie variable compensation to individual performance, as well as to department or organization performance.  Second, incentivize behaviors Focus on big-picture goals and encourage your sales team to leverage strategy to align your compensation plan in lockstep with your company goals. Third, award top performance Ensure that awards are easy to understand and motivates the team to excel through commissions.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR news flash, your briefing on talent management and the world of work from HRCI. Distributed workforces and economic uncertainty make it challenging for your employees to feel connected and engaged. Successful performance management in this kind of environment requires agile processes and tools. Here is how to standardize your performance management processes to meet today’s challenges at your organization. First, define specific needs Designing a system for managing performance at your organization requires evaluating your needs and resources. Now more than ever, revisit these evaluations frequently to maintain agility in your performance management processes. Second, provide regular feedback Creating a performance management system requires consistent check-ins. Following a continuous feedback model leads to increased productivity, improved performance and higher engagement.  Lastly, utilize performance management software Use technology to help managers document goals and record feedback. HR can use this information to collect and analyze workforce data. Choosing user-friendly performance management systems can increase compliance and frequent communication between managers and their teams, whether they are on-site or remote.

This is your HR news flash, your briefing on talent management and the world of work from HRCI. A code of ethics is an essential aspect of every organization. Not only is this good business practice, it fosters employee retention and customer loyalty. When your mission supports ethical behaviors, your HR leaders can build an ethical workplace at all levels.   First, start with ethical leadership. Leaders must model ethical motivations and behaviors. Employees should be encouraged to   use ethical practices in their decision-making process. Having a well-written code of ethics is a good starting point. Second, integrate ethical training across the organization. Aligning ethical principles with employee behavior requires regular training. Continuous learning, or microlearning, is essential to create a sense of ongoing responsibility.  Third, address ethics concerns. HR leaders must address ethics concerns regardless of the source. Work with department heads and direct managers to look for warning signs. When violations occur, address them, educate the workforce on why they were a problem, and move forward with integrity.

This is your HR news flash, your briefing on talent management and the world of work from HRCI. Worldwide, companies are adapting to new ways of working. Employers need HR practitioners who can support business continuity while guiding their workforces through change. Should you have an HR degree to enter the field? Here is how to make an impression on hiring managers, with or without a degree. First, focus on real-world application. You can gain valuable HR experience from an entry-level job or internship that requires only a high school diploma or equivalent. Some suggestions by the Bureau of Labor Statistics include working as a financial clerk, an information clerk, or finding an entry-level recruiting position.  On-the-job experience is also a valid learning method. Individuals who hold HR degrees still require experience to practice their learning.  Second, broaden sources of knowledge. Learning about topics beyond HR is essential. Employers look for detail-oriented candidates with important traits such as decision-making, interpersonal and communication skills. Additionally, sharpening your critical-thinking skills can help you learn to assess situations and adapt quickly.  Finally, make your case for being a good hire. A good first step is to apply and pass a certification exam. The Associate Professional in Human Resources® can help you demonstrate mastery of the fundamentals of HR and make your resume stand out.  Next, develop a portfolio of your experiences at an entry-level job or internship. Include continuous learning on your own time, as well as any certifications you have earned. This will help secure and continue to grow your HR career. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR news flash, your briefing on talent management and the world of work from HRCI. Microaggressions can occur through our unconscious actions and behaviors. These behaviors in the workplace can leave employees feeling demoralized, isolated and humiliated. Without active steps to prevent microaggressions, they can have a toxic effect on your organization’s culture. Recently, Melissa Dobbins, founder and CEO of career.place, joined HRCI’s Alchemizing HR webinar series, to address how to break the culture of microaggressions at your workplace. Here are a few suggestions. First, promote actionable awareness. Most microaggressions are unintentional and are the result of lack of awareness or exposure to diverse experiences. Combatting microaggressions requires increased awareness accompanied by meaningful action. Melissa provided a three-question model for addressing a microaggression after it occurs: First, ask what did you find exclusionary and/or hurtful? Second, ask why this practice was exclusionary and/or hurtful? Finally, ask what behavior must change, and how? Second, facilitate respectful dialogue. As you begin addressing microaggressions, lay out ground rules. Hold everyone to the same standards, and require that everyone speak to each other with respect. Do not allow name-calling or “us versus them” language. Letting people blame others will only exacerbate division and conflict. Finally, reinforce consistent consequences. Make sure that you acknowledge professional behavior and address any deviations from standards or rules. The key to preventing microaggressions is consistency, thereby creating a workplace that is fair, equitable and safe for all.

This is your HR news flash for the week of January fourth, 2021, your briefing on talent management and the world of work from HRCI. Ethics is part of the core HR practices when managing daily employee interactions and organizational goals. Ethics seeks to resolve questions of human morality by defining concepts such as good and evil, right and wrong, virtue and vice, justice and crime. What is the HRCI Code of Ethics? HRCI’s code of ethics emphasizes the professional embodiment of HR responsibility, professional development, ethical leadership & advocacy, fairness & justice, and conflicts of interest. Ethics and Recertification Requirements - Effective January 1, 2021.

This is your HR news flash for the week of December 28, 2020, your briefing on talent management and the world of work from HRCI. As 2020 draws to a close, our HRCI family would like to wish everyone a safe and happy new year. We have observed the amazing work our HRCI-certified community has produced for their employees and the profession. This has inspired and strengthened our resolve to continue to develop learning and online events to continue to support you in 2021.    To you and yours, Feliz Ano Nuevo!

This is your HR news flash for the week of December 28, 2020, your briefing on talent management and the world of work from HRCI. As 2020 draws to a close, our HRCI family would like to wish everyone a safe and happy new year. We have observed the amazing work our HRCI-certified community has produced for their employees and the profession. This has inspired and strengthened our resolve to continue to develop learning and online events to continue to support you in 2021.    To you and yours, Feliz Ano Nuevo!