Podcasts about as hr

Send us a textRemember that cringeworthy moment when Michael Scott signed his diversity training completion form as "Daffy Duck"? Or when Kelly slapped him after his offensive impersonation? These unforgettable scenes from The Office's "Diversity Day" episode reveal something fascinating about workplace culture both then and now.Twenty years after this controversial episode first aired, we're taking a deep dive into what made it simultaneously problematic yet ahead of its time. The episode brilliantly showcases what happens when an untrained manager attempts to handle sensitive topics without proper expertise – resulting in multiple terminable offenses that would likely get someone fired on the spot today.What's particularly striking about watching "Diversity Day" in 2024 is noticing how Mr. Brown's professional approach to diversity training was surprisingly progressive for 2005. When he corrects Michael's "I don't see color" statement by explaining that's "fighting ignorance with ignorance" and instead emphasizes celebrating diversity, he articulates principles that have become fundamental to modern DEI work.The episode serves as both a time capsule and a cautionary tale, highlighting an essential lesson for organizations: some training topics require specialized expertise. As HR professionals, we see this episode as a perfect example of why sensitive issues like diversity and inclusion often benefit from bringing in qualified external trainers rather than handling them in-house without proper training.Whether you're an Office superfan or an HR professional looking for entertaining examples of workplace don'ts, join us as we analyze all the cringe, examine what's changed in twenty years, and extract valuable lessons that remain relevant today. And stick around for our next episode where we'll tackle "Healthcare" – another HR nightmare courtesy of Dunder Mifflin's most problematic manager.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

As HR becomes more strategic, CHROs are building their presence inside the boardroom.     The latest research from The Conference Board shows that chief human resource officers (CHROs) are engaging much more with corporate boards in recent years. How can CHROs continue being a strategic partner while helping companies navigate the future of work?     Join Steve Odland and guests Rita Meyerson, EdD, principal researcher in The Conference Board's Human Capital Center, and Andrew Jones, PhD, principal researcher in The Conference Board's Governance & Sustainability Center. They discuss what the CEO-CHRO partnership should look like, how CHROs can improve cross-functional collaboration, and how CHROs are engaging more with boards these days.     For more from The Conference Board:  The Evolving Role of the CHRO in the Boardroom  Seizing the Future as CHROs: A Guide to the 2025 C-Suite Outlook  Productivity Through People: New Opportunities for CHROs 

In this episode of TribePod, host Matt Staney tackles two of the most transformative forces in today's workplace: economic recovery and the rapid advancement of AI. As HR and recruitment leaders face both challenges and opportunities, Matt provides valuable insights into navigating job displacement, AI integration, and strategic talent development. Are robots coming for our jobs, or is there a brighter future ahead? Drawing from recent key studies, Matt explores how talent leaders can stay proactive, leverage AI as a tool, and create new pathways for talent. He shares actionable strategies for enhancing recruitment, focusing on reskilling, and making AI a partner in growth. For more details, check out the referenced studies: World Economic Forum - Future of Jobs Report 2023 McKinsey - Generative AI and the Future of Work PwC - Global AI Study 2023 Accenture - Technology Vision 2023 Deloitte - Human Capital Trends 2023 Learn more about Proactive Talent. Subscribe to our Newsletter

While Ireland is known for its rich diversity and inclusive spirit, the reality is that racism remains an active issue in many organisations. As HR professionals, it's crucial to not only recognise and address these challenges head-on but also to proactively foster a culture of inclusion and respect. So today, we share practical advice on how to effectively combat racism in the workplace - from implementing robust policies and training to conducting fair investigations and driving meaningful change.   Chapters 00:00 Addressing Racism in Irish Workplaces 04:14 Building a Culture of Inclusion 08:01 Proactive Measures Against Racism 12:29 Handling Allegations of Discrimination 16:01 The Importance of Speak Up Policies 19:35 Post-Incident Analysis and Follow-Up 24:02 Advice for HR Teams on Diversity and Inclusion   P.S Check out our new Guide For Employers: Managing Dignity At Work Investigations here!   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice on how to create the HR systems and workplace culture that's right for your business. If you need any HR support in Ireland, get in touch with us at Insight HR. Whether it's conducting a complex workplace investigation, filling a gap by providing you with a virtual or an onsite HR resource, or providing advice via our HR support line, as an expert HR consultancy in Ireland, we'll help you resolve whatever Human Resources challenge your business is facing.

As HR professionals, ensuring an inclusive and supportive workplace is a fundamental responsibility. A recent Irish survey conducted by Red C on behalf of Bank of Ireland revealed that almost 1 in 10 adults in Ireland identify as neurodivergent, yet only half of neurodivergent employees have disclosed their condition to their employer. Neurodiversity refers to the natural variation in how the human brain works and processes information, leading to diverse behavioural traits and interactions in the workplace. Despite this, many organisations overlook the importance of raising awareness about neurodiversity and fostering neuroinclusion.In this webinar, Declan MacQuillan, Senior Associate from Arthur Cox joins Victoria Smith from Legal Island to discuss the significance of neurodiversity in the workplace. Declan outlines the practicalities and provides his legal insights to help you:Understand your legal responsibilities under the Employment Equality Acts 1998-2015 and how to avoid discrimination claims.Review case law examples of how some organisations mishandled their neurodivergent staff, and what we can learn from these mistakes.Outline best practices in supporting and empowering your neurodivergent employees.Victoria also discusses with Emma what HR can and should be doing to promote neuroinclusion.

As HR professionals, safeguarding the well-being of our employees is a paramount responsibility. Unfortunately, domestic abuse is an issue that affects many; in 2023, more than 54,000 domestic abuse complaints were made to An Garda Síochána, marking an 8% rise compared to the previous year. Domestic abuse and its repercussions often extend into the workplace, impacting productivity, morale, and overall health. It is essential HR makes a positive impact by fostering a supportive workplace culture to those affected.In this webinar, Emma Quinn from Eversheds Sutherland firm joins Victoria Smith from Legal Island to discuss this topic. Emma sets out the practicalities and provides her legal insights to help you:• Gain practical strategies to support employees dealing with domestic abuse, ensuring their safety and well-being at work.• Know your legal responsibilities under the Work Life Balance and Miscellaneous Provisions Act by providing Statutory Domestic Violence Leave for staff.

Generative AI is a powerful tool, but it's one without checks and balances. As HR, you can introduce a usage policy to prevent employees from misusing AI while encouraging their innovation and development, as ChatGPT and other AI tools change the way businesses work. Don't fall behind the competition, but remain mindful, compliant, and appropriate to shepherd your workforce into an uncertain future. Payroll + HR + Benefits in an all-in-one solution. Request a BerniePortal demo today!https://www.bernieportal.com/get-a-demo/Find us at https://www.bernieportal.com/hr-party...BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy. http://bit.ly/2NEQ5QbWhat is an HRIS?https://www.bernieportal.com/hris/BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources. Approved for SHRM & HRCI recertification credit hours. Enroll today!https://www.bernieportal.com/bernieu/Join the HR Party of One Community!https://hubs.ly/Q02mNML90▬ Contents of this episode ▬▬▬▬▬▬▬▬▬▬00:00 Intro01:24 Cons of Generative AI in the Workplace05:02 Pros of Generative AI in the Workplace07:25 3 Questions to Ask Before Writing a Generative AI Policy09:18 Final Thoughts▬ Episode Resources &...

As HR professionals, we know driving change is difficult. But we also know that driving change is essential – not just for organisations to grow and thrive, but most importantly for our people, of all backgrounds, abilities and characteristics to grow and thrive also. One thing that does make managing change easier however, is data. So where do we get it, and how do we properly use it?  Well to talk to us about this today we're delighted to be joined by a guiding light in this area, and a familiar face to many of you event goers, podcast listeners and the likes, the wonderful Siobhan McKenna, Head of Equality, Diversity & Inclusion at Public Jobs.    About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice on how to create the HR systems and workplace culture that's right for your business. If you need any HR support in Ireland, get in touch with us at Insight HR. Whether it's conducting a complex workplace investigation, filling a gap by providing you with a virtual or an onsite HR resource, or providing advice via our HR support line, as an expert HR consultancy in Ireland, we'll help you resolve whatever Human Resources challenge your business is facing.

In a special live episode of the LinkedIn Presents: Redefining Work, I explore the evolving world of generative AI within Human Resources, featuring insights from Johannes Sundlo, a forefront thinker in HR technology. This episode was recorded live as part of the Amplify Talent Community Plus VIP Webinar series, where we host interactive workshops with leading thinkers across the HR, talent, and recruiting industries. As HR transitions into a more digital and automated era, this episode uncovers the transformative potential of generative AI tools like ChatGPT in streamlining HR processes and enhancing efficiency.

As HR is increasingly becoming a strategic partner in driving organisational success, the call for evidence-based practice (EBP) in HR is louder than ever. But what exactly does it mean to adopt an evidence-based approach? How can it transform how we attract, develop, and retain talent? And how is it different from people analytics? In this episode of the Digital HR Leaders podcast, Rob Briner, Professor of Organisational Psychology at Queen Mary University of London and Associate Director of Research at the Corporate Research Forum, underscores the simple yet profound impact of integrating data, scientific research, stakeholder insights and professional expertise to improve HR effectiveness. Throughout the conversation, David and Rob explore: The principles of evidence-based practice and its critical role in contemporary HR strategy Practical case studies demonstrating the application of evidence-based HR and guidelines for its implementation within organisational structures What the differences are between evidence-based HR and people analytics How these two approaches complement each other to enhance the HR function Recommendations on when HR should lean towards people analytics versus evidence-based HR practices to make informed decisions A debate on whether all HR practices should be evidence-based Expert recommendations for Chief Human Resources Officers (CHROs) and HR leaders on incorporating EBP into organisational frameworks Essential skills and competencies HR professionals that are vital for mastering evidence-based HR This episode is a must-listen for HR professionals eager to build a data-driven HR function and elevate their strategic value and effectiveness through evidence-based practice, a testament to the power of integrating science with the art of human resource management. Support from this podcast comes from global platform leader for employee experience, Culture Amp. Learn more about how Culture Amp can help you create a better world of work at http://cultureamp.com Additional Resources: Evidence-Based HR: A New Paradigm Hosted on Acast. See acast.com/privacy for more information.

Today I am joined by Tim Jones, founder of Grow Good, an ESG and B Corp consultancy and host of the B Better Podcast! Tim is one-man B Corp legend and as a speaker, motivator and expert B CORP CONSULTANT, Tim joins me today all the way from Christchurch, New Zealand to talk to the HR L&D Podcast listeners all about the b-corp businesses, sustainability, finding purpose, and more!Since 2015, Tim has since helped more than 100 businesses on their journey to becoming B Corp certified, and Grow Good itself is a 3x certified B Corp.As HR leaders we are all committed to building inclusive, equitable and regenerative environments for our people, but why should we stop there? Why not build an equitable and regenerative planet too? Why can't we start to use business as a force for good?Key Highlights:Understanding Human Resources: We kick off by dissecting the term "human resources," exploring its multifaceted implications for both individuals and organisations.Introduction to B Corps: Learn what a B Corp is, its history, and the values it stands for in the business community.The Role of Leadership in Systemic Change: Discover why HR and business leaders should consider transforming their organisations into B Corps and how they can spearhead this monumental shift.Benefits of B Corp Certification: We delve into the tangible and intangible benefits of obtaining B Corp certification, highlighting the impact on company culture, employee engagement, and brand reputation.Innovative Leadership Models: Uncover the modelling behaviours that B Corp business leaders embody to foster a more ethical, sustainable, and inclusive business environment.Becoming a B Corp: We provide a step-by-step guide on how organisations can join the ranks of B Corps, including the certification process and the commitments involved.Cost vs. ROI of B Corp Certification: A candid discussion on the investment required for B Corp certification and the return on investment, addressing both financial and non-financial benefits.Connect with Tim Jones:The B Better Podcast - https://bit.ly/BeBPodFeeling like you're ready to B Better and want to see if we can help? Let's have a chat! Book a call here - https://bit.ly/BookGGCallFacebook: https://www.facebook.com/GrowGood.CoINSTAGRAM: @thegrowgoodcoLINKEDIN: www.linkedin.com/company/grow-goodConnect with Nick Day:• ✉️ Email: nick@jgarecruitment.com • Phone: 01727800377•

As HR professionals and leaders, if we want to start taking a more strategic approach that will elevate the business impact HR has, we need to evolve from being process-focused to becoming strategic partners. This means taking ownership of people data and insights, and using them to drive decisions that have a real impact on the business. Take, for instance, employee experience. How can we make this more strategic? What can we learn from marketing and the strategies that they use to enhance the customer experience? To delve deeper into this topic, on this episode of the Digital HR Leaders podcast, host David Green sits down with Kaz Hassan, Employee Experience Industry Lead at Unily, and Luke Farrugia, VP of Marketing at ScreenCloud. Both guests bring unique insights and expertise on the topics of employee experience, internal communication and digital transformation, having both dedicated their careers to helping businesses improve their employee and customer experiences alike. In this episode, listeners can expect to learn: Lessons from marketing on their data-driven journey and how HR can apply these strategies Innovative strategies for effective employee listening and engagement Insights into why retention is still a major issue and the importance of focusing on employee engagement and a high-quality experience Strategies for enhancing digital experience, including the effective use of digital signage and internal communication tools Areas where HR professionals can upskill themselves to effectively manage the transition towards a more digital experience-driven workplace. This episode is for every HR professional responsible for improving the employee experience and driving digital transformation in their organisation. Support from this podcast comes from ScreenCloud – the digital signage platform that helps HR around the globe elevate their digital employee experience, with 'screens that communicate'. To learn how ScreenCloud can enable your organisation to increase employee engagement, drive productivity, and improve compliance, visit screencloud.com Link to research article referenced in the conversation: Have employee experience leaders given up on retention? Hosted on Acast. See acast.com/privacy for more information.

As HR pros adapt to the ins and outs of artificial intelligence, compliance is top of mind for most leaders. In the past year alone, President Biden issued an executive order that seeks to manage the risk of AI and the EEOC created a resource on AI and its relation to Title VII of Civil Rights Act. Tune in for best practices for AI compliance in 2024!

Employee complaints can reveal a lot about the people in your team and the values they hold. Complaints are unavoidable, and people want to be heard. As HR, you have to ensure you create an environment where people feel safe enough to make complaints. However, it also means having the right managers in place who can implement practical solutions to help employees address their concerns. It's also necessary to address complaints quickly and correctly to promote job satisfaction and better productivity.Remember, complaints are an opportunity for growth and positive change. In this episode, we'll show you how to handle them.Here are the highlights:(05:46) Encourage open communication channels. (16:33) As HR, you also need to determine, 'What does a good manager in my organisation look like?'(19:00) Being a nice person is not a skill set; that's a personality!(21:43) You should only succeed when your employees do.(27:09) What are the things that your manager ought to be doing to ensure that you're reducing any toxicity that is building?(29:39) By understanding the different types of complaints and how those can be appropriately handled, then you can build trust!Links: Aurora Executive Roundtable https://forms.office.com/e/32UN0mQAeY Take the Aurora 360 Quiz: How Effective Is Your Company's Wellbeing Strategy? Click HereConnect with us here:Website: aurorawellnessgroup.co.ukLinkedIn: NgoziLinkedIn: ObehiBook a Call here

As HR and People Analytics Leaders, we know that personalised employee experiences have a profound impact on organisational success. It's the secret ingredient that unlocks the unique needs, aspirations, and journeys of your workforce – enhancing employee engagement, loyalty and productivity. So in the latest episode of the Digital HR Leaders Podcast, we're diving deep into how Genpact, the global professional powerhouse organisation, are achieving just that. Joining David Green on this quest, is Piyush Mehta, the Chief Human Resources Officer at Genpact, to unravel the strategies and innovations that have shaped and personalised the employee experiences across Genpact's vast global footprint. In this episode, topics covered include: The transformative power of personalised employee experiences in achieving organisational success Insights into Genpact's innovative strategies for tailoring employee journeys The role of data-driven tools and technology in shaping employee experiences The impact of HR on business growth and client satisfaction The potential of generative AI in HR and its real-world applications Inspiring ideas on how HR can shape the future of work and the world Don't miss this opportunity to gain exclusive insights that will propel your employee experience to new heights. This episode was brought to you in partnership with eQ8, a strategic workforce management tool. Explore eQ8's cutting-edge solutions at eQ8.ai/Insight222. Hosted on Acast. See acast.com/privacy for more information.

As HR leaders, we carry a heavy burden supporting our people while often not tending to our own needs. In this episode of the HR Leaders Podcast, Jasmine Francis, Head of People & DEIB at Pliancy opened up in a raw, vulnerable way about the unspoken truth about trauma.

As HR leaders, we're in the business of people – and if your people aren't happy, it can cause major roadblocks for a business, drive top talent away, and affect company culture. We invited Jennifer Decker, Director of HR and Senior Client Services Manager at Donaldson Capital Management, to join HR Unplugged and share her insights into what HR can do to boost employee happiness, wellbeing, and engagement. Jennifer and BambooHR's Anita Grantham and Vanessa Brulotte explore the actions HR leaders can take, why employee happiness is decreasing across industries and the best practices for improving morale. For more, don't forget to subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/ Join the conversation with our HR Heros Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw Key Moments: Why employee happiness is decreasing How the economy is affecting employee satisfaction Why HR leaders should focus on increasing employee engagement Best practices for improving employee morale Pro tips for boosting engagement Actions HR leaders can take to enhance employee wellness Key Links: Connect with Jennifer: https://www.linkedin.com/in/jmdecker/

This week, I have a truly inspiring guest joining us, Amad Thompson. Amad is a seasoned HR professional with a wealth of experience in Talent Development. He currently serves as the Talent Development Manager at Sysco Bahamas Food Services and wears the hat of CEO at Astute Talent Management. In this episode, Amad takes us on a captivating journey through the world of Talent Management, sharing insights, experiences, and invaluable wisdom. Together, we delve into the heart of Talent Management, exploring how it plays a pivotal role in shaping organizations and nurturing their most valuable asset – their people. Amad's journey into Talent Management, also known as Learning and Development (L&D), is inspiring and instructive. He shares his personal story, highlighting the passion and dedication that led him to this dynamic field. Amad's journey reminds us that sometimes, our career paths are not linear, and embracing change can lead to extraordinary opportunities. One of the central topics we explore in this episode is why Talent Management often faces unique challenges when it operates within HR departments of one. As HR professionals know, managing the entire HR spectrum single-handedly can be a daunting task. Amad sheds light on how to navigate these challenges and unlock the true potential of Talent Management, even in smaller HR teams. Throughout our conversation, Amad shares practical strategies and actionable advice on how aspiring HR professionals can step into a Talent Management role. From developing a deep understanding of your organization's needs to honing critical skills in talent development and employee engagement, Amad provides a roadmap for anyone looking to make a meaningful impact in this field. A standout moment from this episode is when Amad shares this thought-provoking quote: "Learn the difference between accessibility and availability." In a world where HR professionals are constantly pulled in different directions, this quote reminds us of the importance of balancing our own well-being with our professional responsibilities. Remember, the HR Sound Off Show is created by an HR professional for HR professionals. Our mission is to amplify HR voices and empower the HR community. Amad's Resources 16 Undeniable Laws of Communication - John Maxwell As We Grow Together - Wellington Hepburn This episode is powered by HRatHeart Consulting Inc.

As HR leaders, we're working inside broken systems. How do we positively influence our organizations despite the systemic issues we face? Kara Kirby, CEO of Insights Leadership Group and host of the Pop! On Leadership podcast, shares how HR leaders can borrow skills from sales to influence their organizations for the better. In this conversation, Kara emphasizes the importance of advocating for yourself, speaking the language of your audience, and starting small. She discusses the most broken pieces of HR today and shares how to address them to make a lasting impact on your organization. For the entire interview, subscribe to HR Superstars on  Spotify, Apple Podcasts, or Stitcher. Or tune in on our website. Original podcast track produced by Entheo. Want to connect with thousands of other strategic HR leaders like you, join the HR Superstars Community! Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.*

Welcome back to HR to HX! This ongoing series is all about the "no rules" rules, guidance, and lessons learned from my over 25 years in the human resources space.  I have some incredible guests with even more experience right around the corner, but today's episode is all about the inside-out job of HR and the power of building strong habits. I recently did a webinar with Verified First, and it got me thinking about the importance of self-compassion. This is a game-changer, not only for us as HR professionals but also for our teams and employees. It's all about showing ourselves kindness and grace, especially after tough conversations or challenging situations. In this episode I'll explore three steps to cultivate self-compassion: mindfulness, connecting with common humanity, and self-kindness. It's not just about "woo-woo stuff"; it's about embracing our emotions and being present in our own human experience. As HR leaders, we navigate through tough decisions and interpersonal dynamics daily. The inside-out work is key to how we show up for our teams and make a true impact in the organization. So let's dive into this powerful practice of self-compassion and discover how it can be a game-changer for you and your HR journey. And a special thank you to our sponsor, Verified First, for supporting this episode and our shared mission of cultivating a positive human experience. Go to VerifiedFirs.com for more information, and join us on HR to HX as we continue this journey of growth and empowerment.  More episodes at StacieBaird.com.

Welcome to another exciting episode of HR to HX! In this new series, we're diving into the rules—or maybe the no rules—guidance, and gifts of the human resources practice. I'm your host, Stacie Baird, and after 25 years in this field, I've learned so much about what works for me, my teams, and the personal growth I've undergone to get where I am today. And guess what? I'm still growing every day! Throughout this series, we'll have amazing guests sharing their own learnings from their extensive experience in HR. From CHROs to talent acquisition experts, we'll explore the valuable insights they've gained over their careers. But for now, let's kick off this series by sharing a few of my own stories. My first "non-rule" rule is something I discovered about 16 or 17 years ago, which I call "Let them order the cake—or don't order the cake—but you can eat it." Let me explain. Back in my mid-twenties, I was invited to a large-scale integration call for a Fortune 50 company after a merger announcement. They asked me to order cakes for every single location involved in the integration. At the time, I was so eager to make an impact and be relevant that I didn't hesitate to say yes. However, looking back, I realize how this kind of non-strategic, administrative task took away from my true value in HR. Today, studies show that women, minorities, and marginalized populations tend to accept non-promotable work more readily, and it's time we change that. As HR professionals, we must prioritize strategic functions over event planning or other administrative tasks. I'll discuss seeking validation from your leader and having an open conversation about your workload and priorities. And HR leaders, stand up for your team and teach them how to decline non-strategic tasks with respect and dignity. Join us in the coming months as we explore more lessons and experiences from HR professionals, reflecting on the impact of their special gifts. Until then, see you next week on HR to HX! More episodes at StacieBaird.com.

As HR professionals strive to create competitive benefits packages that attract and retain top talent, it's essential to think beyond traditional offerings. AIM HR's Mary McNally and Stacey Wenczel join Pete Wright on this episode of Human Solutions as we discover how to design a benefits program that aligns with your company's culture, values, and the needs of your employees. Just as a chef creates a menu that reflects their restaurant's identity while catering to their customers' tastes, you need to align your benefits program with your company's values and culture while providing benefits that resonate with your people!From generational differences to financial, cultural, and family needs, Mary and Stacey explore how to personalize benefits for your company.  This episode also covers communication strategies, compliance issues, and low-cost team-building activities to ensure your benefits program stays fresh and engaging. Tune in to discover how to take an ongoing approach to your benefits program and evaluate what your employees want while aligning your benefits program with your company's culture and mission.Links & NotesPublication 15-B (2023), Employer's Tax Guide to Fringe Benefits — IRS.gov

Are you challenged by conflict? Do you have what it takes to be a successful mediator? If you feel like you are constantly navigating a maze of disagreements, misunderstandings, and hard feelings, know that you are not alone. Conflict is a significant part of human interaction, and it's particularly present in our professional lives. After all, we spend more than a third of our lives in the workplace, a space that brings together different personalities, perspectives, and values. When conflicts arise, as they inevitably do, they can be buried, mishandled or left unresolved, marring our experience and performance.In this episode, we delve into an in-depth exploration of the nature of conflict and its role in both our professional and personal lives. We attempt to unpack the complexities and dimensions of conflict, looking at its root causes, its evolution, and its potential to catalyze change and growth. Rather than viewing conflict as an undesirable aspect of our lives that needs to be eradicated, we aim to understand it as an integral part of human relationships that, when handled properly, can lead to innovation, empathy, and collaboration.With Kimberly's expert guidance, this episode will equip you with a fresh perspective and effective tools to transform how you perceive and handle conflict in your personal and professional life.THE FINER DETAILS OF THIS SHOWWhat is involved in mediation? [06:38]As HR professionals, how do we employ mediation in a balanced way? [15:10]If you've just mediated a conflict for colleagues who see each other daily, how do you ensure that they are applying the lessons learned? [21:35]What role do we have as individuals to learn to work with our own emotional triggers? How do we learn to work with the triggers of others?[27:05]KEEP UP WITH KIMBERLY BESTWebsite: bestconflictsolutions.com Linkedin: https://www.linkedin.com/in/kimberlybestmediator/Read her book “How to Live Forever, A Guide to Writing the Final Chapter of Your Life StoryEPISODE RESOURCESVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewKIMBERLY BEST'S BIOKimberly Best, RN, MA, is a Tennessee Rule 31 Listed Civil Mediator and Tennessee Rule 31 Trained Family Mediator. Kim's practice focuses on Family Mediation, Health, and Elder Care Mediation, Civil and Business Mediation, and Conflict Coaching. She is serving her second term on the board of the Tennessee Association of Professional Mediators. Kim is also a volunteer Senior Mediator with the Los Angeles City...

As HR professionals, we play a critical role in supporting our employees and organizations' well-being and success. However, we often neglect our own self-care needs in the process. In this podcast, we will explore the importance of prioritizing self-care as an HR practitioner and discuss practical strategies for managing stress, promoting well-being, and achieving work-life balance in this demanding profession. Julie Develin, the Sr. Partner, HCM Advisory at Ultimate Kronos Group, who adds a wealth of expertise and experience to our debate, is here with us for the same.  So, whether you're an HR practitioner looking to improve your self-care practices or just interested in learning more about the topic, we hope you'll find this discussion informative and engaging. So without further ado, let's dive in!

In this episode, we will be discussing what makes a successful organization, and how its work culture contributes to overall success. From the importance of collaboration to the challenges of creating a cohesive culture, we will be diving into the best practices for building a strong and unified team. We'll also be exploring how to create an environment that encourages creativity and innovation, as well as how to motivate staff members to reach their highest potential. As HR leaders, managers, and employers, these are essential elements to consider when creating a successful work environment.

As HR professionals, you know sometimes it feels like you're overwhelmed and under-appreciated.  Maybe you're in a constant mode of firefighting.  Have you taken time to work on your own professional development?  Our guest today, Andrew Bartlow is Co-Founder and Managing Partner of People Leader Accelerator, a program that helps HR professionals and their organizations grow.  Andrew gives us some tips for development and identify some upcoming trends in the world of work.

As HR professionals, we talk so much about how to create an environment where people are fulfilled in their work, but one area we often miss is how we can support our people even when we don't know what's on their plate—while also meeting business outcomes. Retired Navy captain and former CEO of Sparton Corporation, William Toti, joins the show today to discuss how we can optimize for a very specific group reintegrating into the workforce: our veterans. William has been doing the work of serving organizations and veterans in the reintegration process, so tune in to learn from his impressive knowledge and wisdom! You can find show notes and more information by clicking here: https://bit.ly/3Hdt43s

“Nobody wakes up in the middle of the night going, ‘Oh, great, tomorrow is my performance review,” said Jamie Aitken in a moment of light-hearted sarcasm during this episode of #HRTechChat. My latest guest on our video podcast, Jamie is vice president of HR Transformation at Betterworks. In 2017, Adobe published a report titled "Performance Reviews Get a Failing Grade." The results to the associated survey painted a bleak picture. Startlingly, 22 percent of respondents admitted to having cried after their performance review. From the same survey, 58 percent of respondents said performance reviews are stressful, and 37 percent began searching for employment elsewhere following a performance review. One-fifth of respondents were so impacted by their performance review that they acted on a decision to quit immediately afterward. “Why are we doing this?" Jamie asked. "It's stressful not just for employees, but for people managers. Traditional performance management doesn't even move the needle when it comes to performance or productivity.” It really doesn't. And it really doesn't matter that the results to Adobe's survey are from nearly six years ago. In the time that's passed traditional performance management has surely become even more anachronistic. The old way of doing performance management is, in fact, antithetical to the implicit goal of any company attempting to track and measure their employees' performance: to improve it. Providing evidence of a viable alternative is Betterworks' own report: "2022 Global HR Research Report: The State of Performance Enablement." Surveying 2,500 employees and managers at a wide range of employers, the vendor found that respondents who were indeed users of Betterworks saw a 25 percent improvement in employee engagement and 44 percent increase in employees' willingness to exert discretionary effort on the job. Betterworks' term for this alternative is modern performance enablement. Jamie and I spoke at length on the idea: to dispense with standalone annual employee performance reviews in favor of promoting continuous year-round conversations between managers and their team members. This building of rapport may culminate in a much more meaningful and empathetic annual retrospective on employees' performance informed by the substance of these conversations. As you can imagine, modern performance enablement is also a huge factor in HR transformation. First, the efficiencies found in modern performance enablement free HR from the often overwhelming administrative tedium of babysitting annual reviews. This helps significantly in delivering HR from its cost-center shackles. Second, modern performance enablement is highly engaging and, therefore, highly inviting. It's a boon to companywide participation rates, which, in turn, produce rich longitudinal data on the performance of the organization's people. With the newfound time and mental space to devote to understanding and interpreting this data, an HR department can become a strategic partner to leadership by being the source of deep insight into the company's people. Jamie put it best, and I encourage you to watch this episode: “As HR professionals, we now have ways to articulate why what we do matters for the business, and I would say HR should be really excited. Don't wait for the seat at the table to be given to you. Just take it.”

As HR professionals, as recruiters, we are in direct control of the diversity of our company. I truly believe we all always want the best person for the role. My, my challenge is to always ask, are there not more females that are the best possible fit for the role? Are there not more minority […] The post Episode 362: Understanding the Operations With Dona Costa, CPO at Gordon Ramsay North America appeared first on Workology.

In HR we deal with many upset people. Perhaps it's not daily but it's pretty frequent. This video will give you some tips on how to deal with situations like: "My leader is an a**hole... RIGHT?" You: "Look at my nice presentation about [policy]." Employee: "We don't want to talk about that, let me tell you about

As HR professionals and employee advocates, we are quick to remind our corporate clients that – regardless of the market they serve or the solutions they provide – their greatest asset is their people. And as such, we are always influencing our clients to thoughtfully consider and take meaningful steps to improve employee experiences. Today on the Stop Hating Mondays Podcast we're discussing employee experiences – some of the ways that organizations miss the mark and some ideas for how business leaders can create better employee experiences. --- Send in a voice message: https://anchor.fm/stophatingmondays/message

As HR leaders, it's on us to provide equitable experiences to our employees. But how can we make sure our actions reflect our intentions and we deliver on that promise?    Jenn Hultman, leader of global operations and strategy for talent acquisition at Amazon, joins host Summer Salomonsen to discuss how we can build equity into the employee lifecycle starting with recruitment. Together, they walk through how to adopt an equity-focused mindset about recruitment, and ways to uphold equitable processes and practices to give every employee access to the same opportunities. Equity is a crucial part of every conversation we have about creating a workplace that “works” for everyone. But if you're looking for more DEI&B resources, check out HR Labs season 3, where we delve into topics like unconscious bias and microaggressions in the workplace, and provide actionable tips for HR leaders. 

As HR professionals, we are busy. We are busy handling the day to day tasks and responsibilities that come along with our job, we are busy handing our lives outside of work, and we are busy trying to stay on top of all the tips and trends that help make workplaces better! Perhaps, though, we are too busy to focus on something that is vital to making everything else work--ourselves and our well-being. This episode will explore ways HR professionals can (and should) be aware of the importance of self-care, self-advocacy, and other mental health awareness considerations. Understand that if you don't take care of yourself, it's hard to take care of your employees.

Being a leader doesn't mean you have it all figured out. Executive blind spots exist, and a good leader is someone who acknowledges that and knows when to ask for help. George Randle and Tom Lokar discuss all things executive coaching in this episode of The Talent War Podcast. As HR professionals, they dive deep into how investing in executive coaching and leadership development can have huge returns not just for individuals but for the company as a whole and in the long term. George and Tom also break down when you should hire a coach and the differences between a good and a bad one. They also talk about the Peter Principle and discuss what to look for in a good executive coach.Read the full blog post here: https://talentwargroup.com/005-why-everyone-needs-an-executive-coach/

Veronica Burns and Karen Williams, MGMTinsight (Nashville Business Radio, Episode 21) The human resources side of the business presents complications for most owners, and it’s the mission of MGMTInsight to make it easier. As HR and legal professionals, co-founders Veronica Burns and Karen Williams joined host John Ray to discuss the maze of HR issues […] The post Veronica Burns and Karen Williams, MGMTinsight appeared first on Business RadioX ®.

The CHRO role is about so much more than hiring; it includes being a part of the processes that achieve the overall targets for the organization and contribute to its growth. As HR continues to move beyond a traditional role to a more strategic one, conversations around HR's value continue to be relevant. In this episode of CHRO Champions, I sat down with Issac Jayaraj, Chief Human Resources Officer at Accscient, to discuss different factors CHROs should consider that add value to a business. What we talked about: -How to take smart risks in your career journey for long-term success -The best way for someone in HR to learn the financial components of a business -How to build rapport in a remote environment -The evolution and future of HR To hear more episodes like this one, subscribe to CHRO Champions on Apple Podcasts, Spotify, Google Play, or wherever you listen to podcasts.

As HR moves into the digital age, it shouldn't miss this chance to stop filing paperwork and focus on advancing the objectives of the organization. See acast.com/privacy for privacy and opt-out information.

Currently, the need for companies is increasing and there are more challenges to survive. As HR practitioners, we need to have a more advanced approach in supporting ongoing business processes. In this episode, we will discuss how to be an HRBP that can help organization to survive.

As HR leaders, we’ve been having conversations about supporting remote workforces for some time now. While larger percentages of employees have been working from home over the past several years, the global pandemic in March of 2020 really threw us into the deep end when it comes to shifting to a virtual workforce. While we […] The post Episode 268: What Learning & Talent Development Looks Like For a Remote Workforce appeared first on Workology.

If you work in HR, you’ll recognise this. If you don’t, this may be an eye opener for you. As HR professionals, we are the vault for a lot of secrets. We hold so much information for other people. Life happens right in our workplaces, and HR professionals take on a big part of dealing with that. Hiring to firing – for right or wrong reasons. New life to health issues and death. Financial troubles. Harassment, discrimination. Politics. Too often, we get little space to process that. And it dramatically impacts the way we interact in the organisation. The way we authentically interact with other humans. Because when there’s no room to process, we feel the need to put up protective blockers that makes us more robotic; that dehumanise us. Julie Turney, our new guest, cares for the people that care for our people every day. After a solid career in HR and corporate, she now is an HR for HR support coach: supporting the people who support the people. Julie warmly recommends you to (re)familiarise yourself with who you are and why you entered into your HR career. To understand your HR voice. You are not defined by your organisation. You are so much more than that. And you’re not a robot. This is how we (re)humanise our workplaces. Referenced: Julie Turney’s podcast HR Sound-Off https://anchor.fm/hrsoundoff Book: Confessions of an HR Pro (to pre-order now) https://hratheart.co/book/

As HR prepares for the new year, it's key to stay ahead of the curve on important dates and compliance requirements. One noteworthy takeaway is that in 2021, some employees and employers can expect 27 pay periods during the payroll calendar instead of the typical 26. In this episode of HR Party of One, host Ryan McCostlin answers why you should rethink your approach to addressing this extra paycheck.  Find us at https://www.bernieportal.com/hr-party-of-one/ (https://www.bernieportal.com/hr-party-of-one/) BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy.  http://bit.ly/2NEQ5Qb (http://bit.ly/2NEQ5Qb) What is an HRIS? https://bit.ly/what-is-an-hris (https://bit.ly/what-is-an-hris) BernieU: Your free one-stop-shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources.  Approved for SHRM & HRCI recertification credit hours. Enroll today! https://university.bernieportal.com/ (https://university.bernieportal.com/) The HR Party of One Blog https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c (https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c) Follow HR Party of One on Twitter https://twitter.com/HRPartyofOne (https://twitter.com/HRPartyofOne) ▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬ CityLab: The Death & Life of the 13 Month Calendar https://www.bloomberg.com/news/articles/2014-12-11/the-death-and-life-of-the-13-month-calendar (https://www.bloomberg.com/news/articles/2014-12-11/the-death-and-life-of-the-13-month-calendar) George Eastman: The Importance of Calendar Reform to the Business World http://myweb.ecu.edu/mccartyr/eastman.html (http://myweb.ecu.edu/mccartyr/eastman.html)  Referenced Site: University of Minnesota HR: 27th Pay Date FAQs https://humanresources.umn.edu/pay-and-taxes/27pd-faq (https://humanresources.umn.edu/pay-and-taxes/27pd-faq)  Referenced Blog: 2021 Changes to HSA, FSA & Commuter Benefits https://blog.bernieportal.com/hsa-fsa-commuter-contribution-changes (https://blog.bernieportal.com/hsa-fsa-commuter-contribution-changes)  ▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬ ► LinkedIn: https://www.linkedin.com/company/bernieportal (https://www.linkedin.com/company/bernieportal) ► Twitter: https://twitter.com/HRPartyofOne (https://twitter.com/HRPartyofOne) ► Facebook: https://www.facebook.com/BerniePortal (https://www.facebook.com/BerniePortal) ► Instagram: https://www.instagram.com/bernieportal/ (https://www.instagram.com/bernieportal/) ▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬ ► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115 (https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115) ► Spotify: https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA (https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA) ► Google Podcast: https://www.google.com/podcasts?feed=aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vaHJwYXJ0eW9mb25lLw%3D%3D (https://www.google.com/podcasts?feed=aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vaHJwYXJ0eW9mb25lLw%3D%3D) ► Amazon Music: https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One (https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One) ► iHeartRadio: https://www.iheart.com/podcast/269-hr-party-of-one-57127074/# (https://www.iheart.com/podcast/269-hr-party-of-one-57127074/#) ► Pocket Casts: https://pca.st/o6e2auqq (https://pca.st/o6e2auqq) ►RSS: https://feeds.captivate.fm/hrpartyofone/ (https://feeds.captivate.fm/hrpartyofone/ ) ► Other: https://hrpartyofone.captivate.fm/listen (https://hrpartyofone.captivate.fm/listen) #HR, #HumanResources, #HRTips, #HumanResourcesTips, #Payroll,...

How self-aware are you? As HR professionals, we are conscious of giving to others but how do we take care of ourselves, so that we can continue to be of service to others? In the Soundbooth with me to discuss this and more is author and speaker Eliot Kelly. Eliot is recognized as a Serial Entrepreneur, and has been featured on CNN, BBC Three’s Be Your Own Boss, and an extensive list of magazines and articles. His four books have been translated into over 7 languages and are sold in 29 countries, recently being shortlisted for Best Self-Help and Best Advice Books 2019 by The Author Academy. In this episode we discuss: Dealing with loss and burnout as an HR Professional Feeding your why Humanizing the interview process during Covid-19 Eliot had lots of information to share. Be sure to connect with Eliot and to check out his books. https://www.linkedin.com/in/eliotkelly/ Eliot Kelly TV Eliot Kelly books

Host: Jeremy Cherny interviews Amy Fallucca, CEO of Bravent  “Bravent has been around for about four years. We are an HR consulting and recruiting company. On the HR side, we help with anything from handbooks, to advising on terminations, or employee performance. Then on the recruiting side, we work on a range of positions; professional, technical, and executive. We leverage technology to be really efficient in our process, and by doing that, we're able to save our clients money. We're typically about half the cost of contingent placement firms.” Can you speak a little about security around your process in HR, and why security is important around that? HR is not typically known as being the most tech-savvy group of people, I would say. Things are advancing and I'm fortunate to have worked for over 10 years within information technology companies so I think I'm a little unique from that standpoint. Security and human resources, it's so important because it's our biggest asset within our businesses. As HR professionals or business owners, it's so critical that we securely store that sensitive information we collect from employees, because, if we don't do that, we're really breaching trust.  How do you stay on top of the security threats and issues that are out there in the HR world? One major thing that I would advise people is just don't collect sensitive information you don't need. Minimize the amount of information that you even have. For example, I saw an application that had a social security number on it- that really doesn't need to be on the job application. You can collect that at a later point in time. So, number one is don't collect sensitive information that you don't need. Number two would be to leverage digital collection. If there is that type of information - social security numbers, dates of birth, medical information - leverage self-service entry as much as possible. So for example, if you're running a background check, many of the services give the candidate a link where they can go and enter things like their social security number - I recommend that as much as possible. The same thing goes for your employees or the people who are on your team. As much as possible,  have your digital records and an HRIS system that's secure, versus physical files. Then the third. If you use physical storage, really make sure that it's secured. This is something that we see frequently when we go and do audits of companies. The employee files might be in a file cabinet, but it's in an office where the door is open and the cabinet isn’t locked. So really, fundamental physical storage best practices, like keeping it in a locked file cabinet, having designated key holders to prevent any unauthorized access, and then knowing your record retention standards and purging things regularly. You talk about the storage, the physical versus the digital. Are there rules for how long they have to keep any copies of any of that specific information, either paper or digital? There are federal and state standards for how long to retain certain types of documents. It depends on the document and where you're located. I would say typically, it's between five and seven years. Again, one thing I commonly see is either they haven't stored it for long enough or they store it forever. So we've gone into companies that have been in business for 30 years, and they literally have all their paperwork for employees with social security numbers, going back that whole length of time. I think it's always great every few years to take a look at what records you have, and purge those old records according to those standards. You can do a quick Google search to find human resources record retention regulations. Are there any best practices for HRIS systems for protecting important data? Having proper permissions set up is a major thing. Ensuring that the human resources department vs. the managers vs. the employees all have the proper permissions - that’s one thing that can go wrong. Other than that, making sure that you do good research on the tool and understanding what their approach or level of sophistication related to security is. At this point in the game, there are tons of great HRIS systems out there that are affordable and secure. I think it's always nice to go that route, especially in a situation like COVID where you can access your data wherever you're at as opposed to having them look in those physical file folders. So I love digital. What do you see as the future of HR information security? As we look at the technology, I think automation of low value, repetitive tasks is really going to continue to increase. We're seeing it now, but it's just going to expand as technology advances and becomes more sophisticated. When I first started my career, I remember using a recruiting system that was so basic, it was basically an access database. It was really difficult to search, difficult to track people through a workflow. Now, we have really great recruiting systems that can post jobs automatically. I can remember going on Dice or Milwaukee Jobs and having to manually post in each of those places and now with just the click of a button that can be done. Also with things like workflow automation. If we have 50 applicants for a position, we can do Boolean search strings to find the people that are the closest match. This helps us with reviewing. Maybe in the future that happens in a more automatic way, as opposed to having to build those strings. We also have an AI sourcing tool, which is really neat. It pulls the job descriptions that we have and uses the language to go out on the web on a huge number of different sources to find people that are fit for the job. They also have some indicators in terms of who they think is more active vs. passive. It's good now, but I think in the future it's going to be great if it can do some things in terms of automating outreach in a more personalized way rather than just sending out generic emails. I think that's coming, it's just only a matter of time until it starts happening.

As HR leaders, we’re always focused on culture in the workplace – measuring employee engagement on a cultural level, improving morale and the culture that our employer brand represents. Particularly in the tech sector, competition has become hard-wired into so many company’s cultures, including hack-a-thons and internal time to market goals, leaderboards, and awards for […] The post Episode 255: When Competition Is Bad in the Workplace appeared first on Workology.

As HR professionals and other business leaders work to help employees navigate the COVID pandemic, benefits advisors can be a key resource in helping them chart the path forward.  But while there are many ways in which employers and their broker partners can assess and understand employees’ needs and make informed decisions about resources and benefits, it’s imperative that those systems, tools and partners are held to a high standard. “It’s on us as advisors, HR directors and employers to pressure test what we have in place and be real about what we’re using and whether it’s working,” says Dennis Hartin, president of Hartin Dynamics.  He adds that while there are a growing number of ways to approach the issues presented by the pandemic, the key is to first figure out the specific problems for each employer.  Hartin notes that three major challenges exist when it comes to solving mental health issues: stigma, lack of awareness and access to care. Like so much in the benefits and health care space these days, the key to moving forward lies in innovation, adaptability and teamwork.  Listen to Dennis Hartin and Editor-in-chief Paul Wilson talk about the complicated issues surrounding mental health, financial wellness and overall well-being, as well as practical ways in which benefits advisors, business leaders and other partners can work together to create benefits strategies and company cultures that set employees up to succeed. 

As HR professionals, we're adept at conducting great interviews. However, playing the role of a great interviewee is a very different art, and one that seems daunting for many. In this episode, Lucinda talks to Jo Irwin, of i4 Training, about the practical ways in which you can sell yourself at interviews. Indeed, how you can make the most of your chance to score the positions you aspire to! KEY TAKEAWAYS Certainly, many people are remarkably adept at their professions, but don't always have the skills to sell themselves in competency-based interviews. This can be down to preparational structure. Being an interviewee requires us to step into a sales role. Instead of focusing on volume when applying for jobs, we should strive for quality, including roles specifically targeted at our skills. Furthermore, never discount the value of a well-written, specifically-aimed cover letter. Remember to focus upon not just the spoken parts of the interview, but also the non-verbal side. Indeed, an interview should be viewed as a presentation, and tailored as such. Certainly, endeavour to give three key reasons why you are the most suitable candidate for the role. These should be formatted as strap-lines, easily digestible, and attention-catching. BEST MOMENTS ‘You've got to both tailor the cover letter, and tailor the CV using the job description' ‘It's all about giving them what they are looking for, not what I want to show' 'Think about this as a presentation, not a conversation' ‘3 x 3 is greater than nine - three things said three times will be retained and remembered by the interviewers' VALUABLE RESOURCES Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/ Practical Interviewing Techniques - https://hruprising.com/episode-22-practical-interviewing-techniques-for-hr-and-managers/ The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group Change Superhero Resources Book: How To Be A Change Superhero - by Lucinda Carney Free Change Toolkit: www.changesuperhero.com Latest Performance Management Blog       ABOUT THE GUEST   Jo Irwin has 18 years' experience working in the pharmaceutical industry in sales, training and management positions. Since 1997 she has been involved in the delivery of tailored training programs to staff working within a range of industries. She set up her training company, i4 Training in 2012, and Jo works in both Ireland and the UK where she designs and delivers training specializing within the healthcare environment. Jo has developed a strong reputation in Interview skills, from the perspective of both candidate and panel interviewer member. Besides team building sessions, she regularly runs the following workshops; Staff Engagement, Performance Management, Resilience and Assertiveness Skills. Her most frequently booked workshops is Effective Interview Skills and she regularly coaches candidates preparing interviews. She is delighted that her current success rate is running at 85% for 2019!   Jo Irwin LinkedIn - https://www.linkedin.com/in/joirwin/ i4 Training - http://www.i4trainingservices.com       ABOUT THE HOST   Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising See omnystudio.com/listener for privacy information.

Since the outbreak of COVID-19, it has been a challenge for employers in various industries to support remote employees, stay connected to and engaged with employees, adapt communication strategies to reach a dispersed workforce, and many other factors that come from the unprecedented disruption of a global health crisis. As HR leaders, we’re working to […] The post Episode 244: Building Workplace Culture For Remote Employees appeared first on Workology.

Listen to Stephanie Hammerwold, HR Director at Arcules, discuss how to keep up employee morale during the COVID-19 pandemic. What you’ll learn from this episode: How do you keep morale up during COVID-19? As HR, how to avoid being viewed as the ‘bearer of bad news’? How to detect low morale amongst your employees, and […]

As HR professionals, we'd rather be hiring than firing.  But sometimes a termination must be done for the betterment of the business and its workforce. To make matters more difficult, the way in which you terminate an employee can have huge legal ramifications down the road.  Listen in as ADP Director of HR, Laura Strickler, joins the Insights@Work podcast to discuss the topic that no one likes to talk about, and walk away with a step-by-step guide to employee terminations. Let's dive in!   Copyright © 2020 ADP, LLC. All rights reserved. This content may not be distributed, reproduced, modified, sold or used without the written permission of ADP. The information is provided "as is" without any expressed or implied warranty, is based on generally accepted HR practices and is advisory in nature. This content is provided with the understanding that neither the presenters nor the writers are rendering legal advice or other professional services. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This material is current as of the date of this episode (September 1, 2020)

[music] 00:03 Karin W: What's uniquely yours?  00:05 Paola G: Isn't this a wonderful way to start this episode of the World of Work podcast or the WOW, as we continue to explore, what are some tips; what's some advice we can provide for those who may be looking for a job at the moment. In the previous episode, it was all about how to manage transitions and how important that is. And now we go a little bit more into the depth and into the detail on what to do, what are the can do's, you should do's, and absolutely the must-do's when you're ready to face the job market once again. And figuring out what's uniquely yours sounds like a really really great place to start and to consider. 00:45 Paola G: But before we do that, a quick introduction regarding the guest speaker of today's episode. So I'm joined by Karen Wierinck, she's a global HR business leader in the pharma and the biotech industry. She has lived and worked in the USA and various locations across Europe. And in the course of her almost 30 years career, she has led, lived through, and experienced herself downsizings and reorganizations numerous numerous times. And I've asked Karen before actually kicking it off, why is it that she wanted to take part of this podcast. 01:21 Karin W: Because I have seen a lot of this. I have lived it myself, I've experienced it, either because I was being relocated or I lost my job. I've led consultations, and I think over the years, I may have had hundreds of conversations with people in this particular context. So, that's why I think there's probably some lessons that I would love to share with the audience. 01:56 Paola G: I thank you for your time and for your contribution, which I'm sure many people will value. Because, the purpose is actually to make these conversations as real as possible as well, and as authentic as genuine and as practical, so that people can walk away with some gems and some inspirations of particularly what they can do in these moments if their job has been impacted and there's no one magic solution or one magic bullet. But what would you say to those individuals like right now, who have lost their job, are struggling and don't even know where to start, what would you tell them? What would you recommend?  02:48 Karin W: Maybe a little bit of a step back; what I will bring to the table will be a combination of these experiences, and having lived them as HR, as a manager, and I'll weave all of that into hopefully what are some pragmatic suggestions. What I would say is, it's important that you take stock, what is it that you bring to the table? What are the achievements that you have made over the course of a period of time? What's the impact, and can you quantify that?  03:28 Karin W: How can you express that? It's important that you start thinking about what your unique experiences are, your unique skills, where is it that you're at your best, what might be the circumstances for that? What is it that you've learned? What are the lessons you have accumulated? What is it that you're proud of, and what is it that you want to do next? And this one maybe might be hard, because if you're finding yourself on the crossroads, then it might be not entirely clear to you what it is that you want to do next. 04:08 Karin W: I've done some coaching certification, and a tool that I find useful is that you can say yes or no to certain things. So you can brainstorm a little bit with yourself and say, "What would I want you say yes to in terms of tasks? What would be some of the things that I would say no to? What about the culture, the manager, the context? So that you start building what that next horizon looks like a little bit from the ground up. And if it's very clear to you what it is that you want to do, then, you're maybe already a step further ahead in the process, right?  04:54 Paola G: Would you see this as well an opportunity to... Like you were saying before, like to step back and really reflect as well of course on your past, what you've done, what you've achieved, what your passions are, and also, like you were saying, you're looking in the future, determining what is the yes and what's the no? What are those things that, exactly because of the past, you say, "Now I'm... I... Even if it may be a difficult situation economically... " 'cause that's another important component, right? If your job has been impacted then that has an impact on your finances, of course, I think that does require perhaps a different reflection and conversation. But it does sound like it's a thoughtful process, it's not an immediate type of answer. 05:41 Karin W: Yeah. Well, I'm like... People are different, and, some need more, some need less time. Depending upon how you are feeling as a result of the process, where are you in it? And, does it come as a relief, or does it come as a shock, or, is it something that you're grieving over? The answers might be different, right? I do think that how much time you need will be dependent upon all of that. But, I do think that, or I very strongly believe and suggest that it's better to go with what is right for you, than to go with the first that presents itself. I think there's a very big difference there. 06:37 Karin W: Is it what you want? Is it the company that you want? Is it the context that you want? The industry… that would be... Yeah, because if you're in your sweet spot, whether it's role, whether it's context, it will be so much easier for you on the job, as well, right? And it will be so much more WOW, with so much joy. 07:02 Paola G: Right, that's what it's about exactly, exactly. And how would you say people can find that sweet spot?  07:11 Karin W: I had a manager at Pfizer and I was struggling at Pfizer because I had come from a very different... Culturally, very different organization. His name is Phil Sleeman and if Phil would listen to this, he may recognize this story. Phil had an incredible knack of helping someone find both what they're good at and what helped them, or what would make them trip up or what their own personal hurdles were. One of the things that Phil talked about is, what's uniquely yours? And I always... I love this expression. What's uniquely yours? And try to find what that is. What's your value proposition? In HR, I will sometimes ask when people come and interview, "Why should I hire you as opposed to Liz or John who are maybe also very qualified? What is it that sets you apart?" So, I think to reflect on that, to ask people that know you well, or that have insight, but also to really think about when are you in flow? When are you at your best? And to think not only about the what of that... What is it that you do? But the context, the circumstance... I think that that could be helpful. 09:02 Paola G: Sounds like we owe him some copyrights on that expression. [chuckle] What's uniquely yours, wasn't it? And oh, we could have him as well as a guest one day in these WOW moments. And I completely agree with you by the way. When we're on the other side, recruiting or interviewing candidates for roles, of course, we do look into the qualifications, we do look into the experience, we look at all of that, but we also do look at differentiation, what is it about John versus Mary versus Steve versus Laura that really makes them unique in their own way and most appropriate as well for the context within which somebody's being hired. Because to your point, and I think perhaps that would also be an important call-out, is for individuals not to feel frustrated if... They are unique, everybody is, they have an amazing value proposition, they think they're the best ever for that job, and yet they don't take it, they don't get it. And often it's probably because of the context, or probably because of the culture or the fit may not be the best fit. What would you say to that, to the importance of the right fit, like you were mentioning before?  10:30 Karin W: Critical. I'm like, it will be the difference between doing a job and enjoying a job. Between being and thriving in a way, right? As HR, if it's someone who is on paper perfect, but not the right fit, I would recommend not hiring, because it's gonna be a short-term proposition, and as a candidate, an employee, it's the same. I'm like, you're entering to a degree into a marriage, and if already from the start, it doesn't click, then it's gonna be short-lived. So for me, it's critical in every way. And you alluded to something else a little bit in your question Paola, and I thought you were gonna ask me something else, what if you see a job and you really want it and you don't get it? Then how do you recover in a way? And like and if this happens a couple of times, how do you recover? I thought you were gonna ask me that. [chuckle] 11:51 Paola G: That is a very important question, absolutely. Yeah, it's how do you manage these frustrations which do happen along the way, that things may not pan out the way you want them to. What would you say to that actually?  12:03 Karin W: And this has happened to me, and I really wanted that job, and I probably wanted it too badly, because I think there's also something as being too eager or come across as too desperate, so I would always say, whatever the situation... If this would happen to you and you're so eager and you so want it, try to find some balance before you go into the interview and don't overwhelm the counterpart, in a way, right? So yeah, I'm like, this sounds maybe funny, but for someone like me, that could happen. So how do you then recover from that? In my case I got a lot of support from others, others being both colleagues, both family, who knew, who could feel that I was deeply disappointed and helped me. 13:15 Karin W: And I had to grieve because it was like, "Oh, I really wanted it." And I allowed myself... I had two hours of crying and I allowed myself to try and get it out of my system, but I also used it as a moment to really think about, Okay, I thought it was really right and I really wanted it, and what was or what wasn't because clearly, I felt it was right. But the other party didn't. And what was it that if I would do it over again that I would do differently. Didn't I do enough of my homework, were there certain things that I didn't approach in the right way, or was it simply not the right fit, in which case then truly it's for the better, right? But I use it also as an opportunity to really (yeah) reflect and think and then get ready for the next... 14:30 Paola G: Exactly, for bouncing back, and I'm wondering, did you use that as an opportunity not only to do your own reflections, but also to ask for feedback because sometimes when things don't go the right way and then we get the bad news saying, "Sorry, we didn't choose you. and sometimes we don't take that opportunity to kind of say, "Well, why not... Could you tell me the three things you'd liked about me or the three things that perhaps would have worked really, really well in this role and the other three things, or that one thing that really made the difference?" Did you take that opportunity to ask the question... Would you even recommend that to some candidates ask for feedback, if they get a negative response?  15:15 Karin W: Yeah, the answer is yes. You take the opportunity to ask for important feedback, you may not always get as much as you would want... That's maybe... That's been my experience. And a little bit leading to as HR, I would then say look, and like, I do think that you have the responsibility to give that feedback, right, and if you care about an individual, a candidate, also as part of building your brand for that organization, I think it's your responsibility to give feedback, but it's not always that you get lots of or very deep feedback in a way, so... And sometimes, sometimes it's circumstantial, right? And then that's just the way it is. But the answer is yes. Something else that came to my mind, if you're entering into a process and before there is a decision on: are you progressing in the next step? What I have always liked as an HR, that I practiced as a candidate as well, because I'm kind of linking the two things that, that is that after a conversation, I also share some of my thoughts on what I have perceived, right? What are some of the things that I've learned through this interview, through this engagement? In what way could I make a contribution and what are maybe some of the things that I'm curious about? And then to express at the same time, either my interest or if you're not interested, that you also express the why not. Because it could go either way, right? But I would also recommend that in the course of the process. 17:25 Paola G: Very valuable, definitely very valuable. And especially having this double perspective of being an HR as well, and a candidate at the same time, I do tend to think we are very privileged in HR, although sometimes the function may not be perceived the way we would like it to be perceived, let's put it this way. But it has given us as professionals as well, valuable inputs on what not to do or what to do, because we see in others our own reflections sometimes of our own mistakes, or what we can learn through others. If we stay a little bit on the HR topic, and you put your HR hat on as a professional, and then as an executive HR leader, once again in these moments of uncertainty and... There are lots of rumor talks as well in the moments of uncertainty. So let's say there's a rumor mill that starts spreading in the company about redundancies, or restructuring, etcetera, would you, as an HR now, as an HR professional and as a leader, would you recommend that these employees speak up or speak to their managers or even go to HR, would you recommend that they open up and kind of talk about it with the company, allow me that word, as opposed to only the corridor talks, would you?  18:48 Karin W: I'll answer it from two sides. So as HR and as a leader, I would always say your responsibility is to continue to build trust, to be worthy of trust, and that comes with openness and transparency in my book. So, assuming that this is an environment that you work in, where this is indeed a value set that is being applied, then I would say to the employees, yes, right? I'm like, open up, raise your questions, bring them forward. If this is a good intent, caring organization, hopefully, you will get straight answers. Of course, you're an adult, then also expect to be treated like an adult, I would say so look for the clear answers and hopefully you'll also get the clear answers. Now, if this is not the situation that you find yourself in and there is no trust, and it may give you more stress, then don't do it, because then what's the value? I would say, right?  20:08 Karin W: But normally, I would say yes, towards HR, but also towards the manager, so even though I say yes, be open and transparent, I would also say err on the side of the positive, because unless things are clear, decided, but if it's not, if it's in a situation of discussion, then don't go to doomsday scenario because that also doesn't help anyone. So it's that balance between openness, transparency, treating someone like an adult and erring on the side of positive that I would say to them. And as the HR... As the employee, so let's now assume that Laura comes and opens up the conversation, then I would say to Laura: Don't only go asking questions about what does this now mean? But also maybe come a little bit more prepared with: What is it that you could do if not this, then what else could there be; in what way would your skills be transferable?  21:38 Karin W: This could be either thoughts that you have yourself, where you're asking for confirmation, if they would see it similarly, or where you're asking for support because maybe you would like your manager or HR to connect you in a way, shape or form, or because you're keen on participating in projects or whatever. So I think, yes, your purpose hopefully, when you open up that conversation is dual. So it can be a purpose of only one hand clarity, but on the other hand, also being proactive to start thinking ahead of what this could mean. And I guess now with Corona and so many different industries experiencing huge pressure in a way, right? It may also be around in what way could my role become different? Or in what way could there be other things that are more important? So to start, thinking ahead, and to open up dialogue around that, I would say, if I have an employee like that in my organization, I would also find that hugely valuable that they're proactive and they are thinking ahead. 23:01 Karin W: I would think, "Okay, that's someone that has a lot to offer," and I would begin to then say, "Okay, in what way can I support that individual either here or outside of the organization?" So it's good business to be proactive, right?  23:15 Paola G: It absolutely is good business to be proactive and to take leadership of your life as opposed to be led by it and by the many events that impact all of us at some stage, and maybe at multiple stages of our lives too. Should you be interested to listen to part two, you already know to subscribe either at the transistor website or my website, Paolagranati.com and you'll have access to the second part of this episode. And by the way, a couple of reminders, if you've subscribed once, you don't need to subscribe twice, you're really part of the community, and secondly, feel free to forward the link to those who you believe could benefit from these listening sessions. Thanks as always. Till the next time, take good care. [music] 

As HR and business leaders begin to evaluate how and when to start bringing their people back to physical workspaces, employee wellbeing has never been more top of mind. But regardless of whether your people are headed back to the workplace or will continue to work remote for the foreseeable future, the importance of maintaining a happy, healthy and productive workforce remains a constant. Employees are looking to their employers to help support their holistic wellbeing now more than ever before, and organizations need to be ready to adapt their strategy to meet those needs.

In the employee recognition industry, much of the recent conversation has been about social recognition, but financial rewards still have a strong impact on employee behaviors. As HR departments are considering a service provider, they need to be aware of their choices when it comes to these services - and this episode, featuring Alex Alaminos of Madison Performance Group, has all the insight you'll need. Visit https://www.madisonpg.com/ to learn more. For more information, please visit hrotoday.com.

We all know that stress leads to reduced productivity – and at its most extreme is can result in absenteeism, grievances and low morale. As HR we champion the message that a happy workforce is a productive one. However, it is not always easy to know who is stressed in our organisations as stress can affect people in different ways, and it isn't always visible. Organisations are often left wondering how they can manage stress and put into place strategies which help manage team dynamics, creating resilience within our workplaces. Emma O'Connor, Head of Training at Boyes Turner LLP and trainer and author Geraldine Joaquim of Mind Your Business discuss their recent Managing Stress and Building Resilience training event and explain how we can manage not just our own stress and stressors, but also how to build resilience within our teams whilst developing initiatives and driving engagement and productivity.

We all know that stress leads to reduced productivity – and at its most extreme is can result in absenteeism, grievances and low morale. As HR we champion the message that a happy workforce is a productive one. However, it is not always easy to know who is stressed in our organisations as stress can affect people in different ways, and it isn't always visible. Organisations are often left wondering how they can manage stress and put into place strategies which help manage team dynamics, creating resilience within our workplaces. Emma O'Connor, Head of Training at Boyes Turner LLP and trainer and author Geraldine Joaquim of Mind Your Business discuss their recent Managing Stress and Building Resilience training event and explain how we can manage not just our own stress and stressors, but also how to build resilience within our teams whilst developing initiatives and driving engagement and productivity.

Change. Change. Change. Repeat. That’s the new normal for every organization. As HR leaders, how can we build teams that are resilient in the face of that constant change? Mark Stelzner says the biggest mistake we can make is stopping and waiting. In this interview, he tells Meghan M. Biro that HR should lead the way, updating the way our organizations work to survive and thrive in our new reality.

As HR professionals, your job is often thankless and stressful.  Sometimes you don't have the respect that you deserve.  You have two choices:  rollover and take it, or FIGHT BACK!  Our guest on this episode, Emily Barrosse, will give you tips on how to be BOLD.  This episode is primarily for women but if you're a man, listen anyway.  There are some suggestions on how you can work on your organization's culture and make it more inviting and offer better opportunities for women to succeed.  My daughter is entering the workforce soon and I want her to have all the opportunities she deserves.  So LISTEN!!!

Produced by Pikkal & Co - Award-Winning Podcast Agency. With over 25 years of international HR experience at world-class companies and ultra-high-growth start-ups, including Morgan Stanley, Apple, Uber, and Alibaba, we have seen one consistent pain-point for both HR and business leadership: access to meaningful People data, analytics and insights. As HR pros, commercial leaders and developers we know the challenges and the needs of HR and the business. You want to see how your recruiting practices impact employee performance, how email and chat behaviour predicts turnover, the relationship between compensation and performance, benchmarked across the company, or your industry.

With over 25 years of international HR experience at world-class companies and ultra-high-growth start-ups, including Morgan Stanley, Apple, Uber, and Alibaba, we have seen one consistent pain-point for both HR and business leadership: access to meaningful People data, analytics and insights. As HR pros, commercial leaders and developers we know the challenges and the needs of HR and the business. You want to see how your recruiting practices impact employee performance, how email and chat behaviour predicts turnover, the relationship between compensation and performance, benchmarked across the company, or your industry. *Note: If you are a Startup and want to tell your startup story on our Pitchdeck Asia show, Click here - http://www.pitchdeck.asia/pda-soundcloud*

As HR professionals, you're used to operating at full speed, both at work and at home.  Do this long enough and you're sure to burn out.  But what happens when burnout hits?  Our guest today, Alexa Beavers of The Axela Group suggests having a mindset of gratitude is the remedy.  Alexa gives us strategies and suggestions for coping with the factors that lead to burnout and even introduces us to a great tools known as a Karma Card.  Stay tuned until the very end to find out where you can get help!

Discover more tech podcasts like this: Tech Podcast Asia. Produced by Pikkal & Co - Award Winning Podcast Agency. With over 25 years of international HR experience at world-class companies and ultra-high-growth start-ups, including Morgan Stanley, Apple, Uber, and Alibaba, we have seen one consistent pain-point for both HR and business leadership: access to meaningful People data, analytics and insights. As HR pros, commercial leaders and developers we know the challenges and the needs of HR and the business. You want to see how your recruiting practices impact employee performance, how email and chat behaviour predicts turnover, the relationship between compensation and performance, benchmarked across the company, or your industry.

With over 25 years of international HR experience at world-class companies and ultra-high-growth start-ups, including Morgan Stanley, Apple, Uber, and Alibaba, we have seen one consistent pain-point for both HR and business leadership: access to meaningful People data, analytics and insights. As HR pros, commercial leaders and developers we know the challenges and the needs of HR and the business. You want to see how your recruiting practices impact employee performance, how email and chat behaviour predicts turnover, the relationship between compensation and performance, benchmarked across the company, or your industry. *Note: If you are a Startup and want to tell your startup story on our Pitchdeck Asia show, Click here - http://www.pitchdeck.asia/pda-soundcloud*

With over 25 years of international HR experience at world-class companies and ultra-high-growth start-ups, including Morgan Stanley, Apple, Uber, and Alibaba, we have seen one consistent pain-point for both HR and business leadership: access to meaningful People data, analytics and insights. As HR pros, commercial leaders and developers we know the challenges and the needs of HR and the business. You want to see how your recruiting practices impact employee performance, how email and chat behaviour predicts turnover, the relationship between compensation and performance, benchmarked across the company, or your industry. *Note: If you are a Startup and want to tell your startup story on our Pitchdeck Asia show, Click here - http://www.pitchdeck.asia/pda-soundcloud*

Part 2 of 2, Donna and I wrap up our discussion on Well-being in the workplace with how HR can support the organization. As HR evolves beyond the transactional and become more strategic, we have the challenge or remaining human while being progressive. In this episode we talk about how HR supports the organization’s well-being agenda as a coach, resource and program developer and manager. We look at interesting scenarios that HR may encounter while advancing the well-being agenda and suggestions on how to navigate from the difficult conversations to supporting the decision makers. In the ‘Truth and Myth’ segment we look at how well-being is often overlooked in the workplace and some of the common myths organizations still use as reasons to not support a wellness program.

CareerBuilder recently launched a first-of-its-kind talent discovery platform that is an expansion of CareerBuilder’s end-to-end solutions. As HR turns to tech, this latest addition is reducing the time it takes to source job candidates from hours/days to a matter of minutes and providing an unprecedented level of speed and efficiency to recruiters. Talent Discovery is bringing data science, machine learning and AI to recruitment/HR, helping to get new employees in the door faster. CareerBuilder is also adding a new, robust onboarding offering via a strategic partnership with SilkRoad too.  I invited Scott Helmes SVP of Product Development at CareerBuilder onto the show to find out more how technology is revolutionizing HR and recruitment.

CFO's Russ Banham interviews Derek Beebe of Towers Watson. As HR technology has become more user-friendly over the years, its successful implementation offers companies many opportunities. Hear how HR cloud solutions can move your organization in the right direction.