Podcasts about hr what

HR can be your greatest asset as a leader - or it can feel like a frustrating roadblock. The difference? How you engage and leverage your HR team.In this episode, I sit down with Lisa Young, HR Coach and Founder of HRHQ, to unpack how new and emerging managers can build a strong relationship with HR to lead better, avoid costly mistakes, and create high performing teams.Whether you're navigating performance management, employee engagement, or leadership development, this episode will help you shift from viewing HR as a compliance function to seeing it as a strategic partner that makes leadership easier.Here's what you'll learn: - Why HR is a critical function for leaders to engage with- How to use HR strategically to improve leadership skills- The biggest mistakes leaders make when working with HR- What happens when leaders ignore or underutilise HR- Three practical ways to leverage HR to lead betterHR isn't just for policies and paperwork. It's a tool that can help you lead better, faster, and smarter. If this episode resonated with you, let me know! Send me a DM on ⁠⁠Instagram⁠⁠ or ⁠⁠LinkedIn⁠⁠ and let me know how you're going to leverage HR in your leadership.If this episode changed how you think about working with HR, share it with another new manager or business owner who needs to hear it.Links and Resources Mentioned:⁠⁠- The one minute manager [book] ⁠⁠- Join the ⁠⁠Leaders Lounge⁠⁠ - The coaching and community membership for new and emerging managers who want to lead with confidence (without the overwhelm). Get real time coaching and strategy to level up your leadership skills without doing it alone! Join now before the next quarterly challenge kicks off in April!Are we connected? If not, connect here:Website: ⁠⁠tashpieterse.com⁠⁠Instagram: ⁠⁠@tash_pieterse⁠⁠LinkedIn: ⁠⁠tashpieterse⁠⁠Want to connect with Lisa?Website: https://yourhrhq.co.nz/Linked In: ⁠⁠https://www.linkedin.com/in/lisa-young-exceedhr/⁠⁠Are you enjoying the Lead With Less podcast? You can leave a review on Apple or Spotify, or submit a question in the Q&A section on Spotify and we'll get back to you!

This episode of Big Blend Radio's SUCCESS EXPRESS Business & Career Show features author, professional coach, and organizational trainer Rita Sever who discusses HR in small organizations.  Along with sharing her career background in HR, she talks about: * When a small organization should invest in HR  * What are some of the dangers if they don't have HR * What are some of the challenges HR face Rita Sever is a regular expert guest on Big Blend Radio. She is the author of “SUPERVISION MATTERS: 100 Bite-sized Ideas to Transform You and Your Team,” and “LEADING FOR JUSTICE: Supervision, HR, and Culture.”  Learn more at https://supervisionmatters.com/ 

070124 2nd HR What 30 Time Span Most Free And Profitable In American History Get Our Country Back by Kate Dalley

Description: FMLA is one of our top requested topics from our 30 minute Thrive podcast subscribers. We are glad to have this opportunity to talk about the complexities of FMLA eligibility, outlining who qualifies, and exploring the spectrum of covered events. This episode will help provide some clarity on navigating leave requirements!  Resources: FMLA Toolkit  FMLA Made Simple - Training  HR and Employment Law Essentials - Training  FMLA: Tips for Tackling 5 Everyday Challenges - Training  MRA Membership  About MRA  Let's Connect: Guest Bio - Rob Lapota  Guest LinkedIn Profile - Rob Lapota  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler and we are so glad you're here. 00:00:21:05 - 00:00:46:09 Unknown Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute THRIVE. FMLA is one of our top requested topics from our podcast subscribers, so no pressure on today's guest, but we're really glad to have this opportunity to talk about all of the complexities of FMLA eligibility, outlining who qualifies and exploring the spectrum of covered events. 00:00:46:11 - 00:01:12:21 Unknown So our goal really for today's podcast is to help provide some clarity to you on federal FMLA. So I'm joined by Rob Lapota HR director, part of MRA Learning and Development Team. Rob, you have over 30 years of HR experience. You've answered more than 15,000 member calls on the HR hotline, and you're recognized as one of the top knowledge experts on our topic for today. 00:01:12:21 - 00:01:33:09 Unknown And that's a federal FMLA scrub. I'm really excited to have you here today as the subject matter expert and thanks for joining us. Thank you for asking me to be here today. And welcome to everybody for our interesting talk. Yes, I like I like to tell people in our training program with FMLA made simple, get your notebook out because you're gonna be taking a lot of notes. 00:01:33:11 - 00:01:56:03 Unknown Yeah, absolutely. Get them out. Well, Rob, let's kind of start out with the big overarching question here, and that is what is FMLA. I know we have a lot of HR Professionals obviously, who listen to the podcast, who know what FMLA is, but some of our other listeners who may not be in that HR professional may not know exactly what FMLA is. 00:01:56:03 - 00:02:28:15 Unknown So can you kind of just give us an overarching picture? So we start out the first acronym, FMLA. First, let's talk about that Family Medical Leave Act. So that took on a federal basis, that was a law. Those passed back in 1993. And it impacts employers that have 50 or more employees anywhere in the United States. Here's a kind of like a short definition of here's what the law is all about 12 weeks of unpaid leave with no penalty to the employee. 00:02:28:17 - 00:03:01:09 Unknown Now, that sounds like a very simple one sentence definition of what is FMLA, but they're in wise the complexity, the no penalty to the employee. That's a challenging aspect of the law. And what qualifies as a reason for taking FMLA. That's the other big challenging portion. And then the overriding complexity of this law by the employee when I'm going to be off of work, I don't ask for FMLA. 00:03:01:11 - 00:03:19:15 Unknown So, for example, if you are a supervisor, I don't call in and say, Hey, Sophia, it's Rob. Last night, my daughter, she was knocked unconscious in a soccer match, but she's actually been admitted to Children's Hospital in Milwaukee. That's where I am right now. I'll give you a call a little bit later today and I'll give you an update on what's going on. 00:03:19:17 - 00:03:48:12 Unknown That said, I the employee is not mandatory under the law for me, the employee to say, and by the way, Sophia, why don't you give me some of the FMLA stuff? The way the federal law is written, it is the employer's responsibility in all circumstances to designate leave as FMLA qualifying. So therefore, because of the complexity, that's what makes it our number one call on our hotline. 00:03:48:18 - 00:04:14:22 Unknown Yeah, I was shocked. Over 20% of our calls are just on FMLA. I was just going to mention that this is one of our top calls on the HR hotline and still remains to be. Yes. And we've had some topics on the podcast on FMLA, just because it is one of our most highly requested topics. And like you said, there's so many different complexities within that, even though that one sentence you gave us seems so simple, it's not as simple as you may think for experts. 00:04:14:24 - 00:04:42:16 Unknown What factors and determine an employee's eligibility for FMLA, FMLA leave? And how does an employer ensure compliance with these criteria? So there's several criteria. And the first is I need to be working at a covered employer for FMLA. And a covered employer is one that has 50 or more employees on their payroll anywhere in the United States. And it also includes temporary employees from a temp service. 00:04:42:18 - 00:05:02:13 Unknown So if I have 25 employees that are on my payroll and I use 25 from a temp service, I actually have 50 employees for federal employee purposes. I'm covered by the law. So for an eligible employee, first of all, I have to be working for a covered employer. Then I have several other criteria that need to be met. 00:05:02:15 - 00:05:24:20 Unknown Number one, I need to be working for at least 12 months for that employer. Number two, I work at least 1250 hours in the 12 months prior to my need for leave. And third, I have to be working at a facility that has 50 or more employees within a 75 mile radius. Now, again, just like that, a little definition I can give you FMLA. 00:05:24:22 - 00:05:46:18 Unknown Well, that seems pretty straightforward, doesn't it? But there's a lot of twists and turns within those definitions. So, for example, the 12 months service on a federal level, it need not be consecutive. So I could be working, for example, as a college intern. As for an organization, let's say, in marketing and work for four summers in a row of three months each summer. 00:05:46:20 - 00:06:12:17 Unknown And we're recording this in December. So let's say that I'm graduating in December. I'm going to start with the employer January of 2024. Well, you actually cannot my three months of service going back four years because it's a seven year lookback period. Okay. So here's the strange thing. Effective January 2nd, 2024, since my official start date, I'll actually have 12 months of service for that employer. 00:06:12:19 - 00:06:38:19 Unknown The same thing goes when people leave organizations. Let's just say I worked at an employer from 2015 to 2020 and then I get rehired on January 2nd, 2024, by that same employer. Well, again, there could be up to a seven year break in service. That's well within that. So I will actually have 12 months of service on my first day of employment reemployment, I should say, with that employer. 00:06:38:21 - 00:07:04:09 Unknown Second of all, the 1250 hours that is paid time only, that does not include things like holiday pay, PTO, sick pay, self-funded short term disability payments. Those are not included. And that's it's just actual work hours. And then the third criteria, this is and again, another strange one. I work in a facility that has 50 or more employees within a 35 mile radius. 00:07:04:11 - 00:07:33:03 Unknown Well, let's just take it for plain value. Let's say that we have an organization that has three facilities. They're all within 75 miles of each other. And one employs 30, another one employees 20 and a third facility. Employees 20 there, or that's 70 employees. So if I work at any of those facilities, I'm working in a facility that has 50 employees within a 75 mile radius. 00:07:33:05 - 00:07:57:02 Unknown Now, that's also extended to include remote employees and all that's since COVID. You know, a lot of remote work going on. And still today, the little twist with that, I'm included in the headcount where I get my work instructions from. So here we are. We're in Waukesha, Wisconsin, recording our program. And this is our call, our corporate offices for me. 00:07:57:04 - 00:08:28:20 Unknown So let's say that I live in Iowa and I work remotely, but I report to my manager, who is here in the Waukesha, Wisconsin, location for the 50 employees within a 75 mile radius. I'm actually counted in the Waukesha, Wisconsin, head count for FMLA eligibility. Now, some employers don't have that. They might have facilities for example, in one state that are not within 75 miles of each other. 00:08:28:22 - 00:08:53:11 Unknown And we don't have 50 employees within that 75 mile radius. However, they still have 50 total employees. So they're covered employers under the law for now. What do you do? I'm a covered employer, but I literally I don't have any eligible employees because we don't work at a facility that has 50 employees within a 35 mile radius. What do we do? 00:08:53:13 - 00:09:14:08 Unknown Well, if I was your head of HR What i would recommend is that we treat all of our locations as though we have 50 employees within a 75 mile radius. This could also become a little bit of an employer relations issue. Let's say that one of those facilities has 125 employees, and the other ones are outside of the 75 mile radius. 00:09:14:09 - 00:09:42:14 Unknown Let's just say they have, you know, 40 employees each. Well, during employment meetings, I've had this happen before. Our plant that has 125 people that's going to be eligible employees, got 50 employees within a 75 mile radius, the location being C, we're not going to call you covered employers, eligible employees. Excuse me, because you don't work at a facility that has 50 employees within a 75 mile radius. 00:09:42:16 - 00:10:05:19 Unknown So too bad, so sad you lose. Well, for an employer relations standpoint, we need to go have your employee meetings. The employees are company B and C are going to immediately throw their hands up in the air to go. Why does everybody at location, age, how come they get FMLA and we don't get FMLA? Well, you got to understand, you don't work at a facility that's 50 employees with a 75 mile radius. 00:10:05:21 - 00:10:29:16 Unknown That's an employee relations disaster. So that's why I suggest mandatory. But I suggest you treat those locations as though they do have 50 employees within a 75 mile radius. Absolutely. And I love that you're giving those scenarios because that that helps helps a little more to, I don't know, understand. I'm sure a lot of people have these certain situations, laws to absorb. 00:10:29:18 - 00:10:54:19 Unknown So are there any common misconceptions? And with FMLA eligibility that you often encounter kind of sees or working with members in, how can these kind of be clarified? Then the biggest misconceptions for the employee eligibility portion it covers around those the areas of tribute to a seven year break in service. So the example I gave that I'm a college student working in marketing Pimp. 00:10:54:24 - 00:11:14:16 Unknown I work for you through 2020 Rehire Me. A lot of employers are not aware I have 12 months service effective on day one. And the other big misconception about eligibility, All of our members of MRA, they will work on what's called a temp to perm basis, or they'll have employees from a temporary service work for like 90 days. 00:11:14:16 - 00:11:41:11 Unknown And if they work out, they'll put them on their payroll. Well, that's a situation called Joint Employment. So for those temporary employees that we put on our payroll, effective on day one, the hours that they worked and the months of service that they worked actually do count towards their eligibility of 12 months of service and 1250 hours worked through like a walking book of knowledge, you know, like that's what they're on. 00:11:41:11 - 00:12:00:05 Unknown Tell me. Yeah. I've even had some people tell me I know a little bit too much about FMLA, I think, but that's why you're the perfect guest here. You can answer your question. So I have an advantage. I've been in here at Emory 25 years. Yes. As an instructor. We're not attorneys here, but I love the law. I read a lot of court. 00:12:00:06 - 00:12:19:11 Unknown I mean, I've read thousands and thousands of court cases. Keep up with employment blogs, Talk about FMLA. Jeff Nowak is one of the top people in the United States at his blog FMLA Insights. And yeah, I just I actually find it very fascinating. Well, that's right. And you probably get a lot of calls, too, on FMLA, where you are. 00:12:19:11 - 00:12:42:12 Unknown You want to kind of give those scenarios. And here's what I would do in that situation kind of thing. Correct. So next question here. In what situations might employees find themselves ineligible then for federal FMLA leave? And do you have any alternatives or options that may be available to them that you can suggest? So go back to the eligibility requirements. 00:12:42:12 - 00:13:00:04 Unknown I worked for you for 12 months and I have at least 1250 hours worked in the 12 months prior. And we already kind of explained that 50 employees within the 35 mile radius once we don't need to hit that one. That would be a point of ineligibility that I don't can, you know, work there. So let's focus on those first two. 00:13:00:06 - 00:13:26:24 Unknown So for the hours of work, let's say that I get what's the score? January 2nd, 2024, since it's right around the corner here. Let's say that it's my first day of work. Let's see. Then in March 2024, I'm diagnosed with cancer. They catch it early. It's not very advanced, but I do need to miss work or radiation treatments and then, if necessary, to recover from those radiation treatments. 00:13:27:01 - 00:13:50:22 Unknown Well, I still have to send me as the new employee who's only been there for three months now, I still need to get an eligibility notice from the employer. There's three mandatory notices that need to go out, so I need to get that eligibility notice. It states you're not eligible for FMLA, federal FMLA. Why You haven't been here 12 months as of the date of your need for lead. 00:13:50:22 - 00:14:15:19 Unknown This is on the eligibility notice. You've worked X months towards 12 months of eligibility, so the employer would write three months in their hours of work. If I am working part time, I could be working for you for over a year. But again, if I don't have that 1250 actual work hours, that could be our second issue, where I will not be eligible as the employee. 00:14:15:21 - 00:14:39:14 Unknown Now in our training, I always told employers, if you can't give FMLA, if it doesn't qualify, it's an issue that's not covered by FMLA. We need to be much more flexible as employers today with time off and adjusting schedules and what other policies to you have as an employer so that employee can have time off. Maybe you have a policy. 00:14:39:15 - 00:15:06:01 Unknown It's called a force substitution policy. You must use any accrued, unused PTO, whatever you're going to be missing work. Maybe that's what'll be implemented. Maybe there's a personal leave of absence that can be used now if it's for the employee's own medical issues. For example, the cancer that I gave you that's actually now going to fall under the Americans with Disabilities Act. 00:15:06:03 - 00:15:42:13 Unknown Now we have an employee who's suffering with cancer, which is considered a disability, and they're not eligible for FMLA. So we would actually need to provide unpaid leave as an accommodation under the American Disabilities Act. So I'm going to get a eligibility notice. You're not eligible for FMLA, but then I'm also going to receive a cover letter I should from the employer saying, okay, although you're not eligible for FMLA, you are covered under the American Disabilities Act and we will be providing you with unpaid leave as an accommodation under that law. 00:15:42:18 - 00:16:09:24 Unknown So it's very, very important that the employer state specifically what laws are applying during what time of their lives. Interesting. Yeah, well, that's great to know. And I know you've covered this a little bit in her past. Questions, uncertainty, examples of medical leaves. But do you have any other examples that are covered instances or events under FMLA? And are there specific nuance says for each type of leave. 00:16:10:01 - 00:16:13:21 Unknown So how much time do we have? 00:16:13:23 - 00:16:37:00 Unknown This is worth over a long problem. This is where we're getting into the nuts and bolts of the mechanics of FMLA that can get very, very complicated. We were very, very fast. So let's try to summarize this for our listeners and our viewers. So I like to refer to these as buckets of leave. So there's nine completely different buckets of leave. 00:16:37:02 - 00:16:59:23 Unknown All of them can have completely different operating orders. For example, when does that one come into impact? You know, when are we when do we apply to excuse me, I said that when do we apply that particular need for leave? How do we certify it? How long will that individual be off of work? And here's again, another big misunderstanding on employers. 00:17:00:00 - 00:17:22:15 Unknown And I hear this now. I've been doing this for 25 years. The law has been in place for over 30 years now. I will still have no, I'm not surprised. Managers and supervisors in our supervisor in the law, of course, are FMLA overview class and even HR People in our FMLA simple administration class for FMLA. So how long do you need to be off of work in order for FMLA to apply? 00:17:22:15 - 00:17:49:24 Unknown Her hands go up and they go, I know, I know, I know. You have to be out of work. Three consecutive workdays, and then when you're out for three consecutive workdays, that's when FMLA applies. The answer is, No, it doesn't. But I was like, No, nice try. No, no, it doesn't. In fact, all of the buckets of leave except for one can actually be taken in our concurrence. 00:17:50:01 - 00:18:17:11 Unknown wow. So let's talk about the one that you do need to have multiple days of absence, because this is a common one that happens in this particular book. It's called Continuing treatment. And part of this bucket of leave, i.e., the employee need to be out for four consecutive calendar days or I'm off of work taking care of the same family member for four consecutive calendar days. 00:18:17:13 - 00:18:36:21 Unknown Now, it's tricky about this bucket is that this is the only one where the employee can actually just call in and say, I'm sick and it could be FMLA. You know, the reason why we said could be FMLA once it meets these requirements for these particular buckets, well, then the employer response. Remember I said earlier, the employee doesn't ask. 00:18:36:21 - 00:19:02:15 Unknown The employer responds with all the mandatory notices, but all these absences need to be documented with a certification form. None of this is done verbally. It's all documented. So how we use that medical certification form. So, Sophia, it's Rob. It's Monday. Soviets. Rob, I'm sick. I'm not going to be in today. That's not FMLA Tuesday. Sophia, it's Rob. 00:19:02:15 - 00:19:27:07 Unknown I'm still sick. I won't be in today no matter familiar. Now, Wednesday. Sophie Last night, my wife took me to urgent care. I don't have COVID, but I've got some sort of a respiratory thing that's going around. I actually feel worse not going to be in today. We're not there yet. Again, the way the law defines this particular bucket, it says more than three consecutive calendar days of incapacity. 00:19:27:09 - 00:19:55:15 Unknown So literally what that means is I need to call in four days in a row. So now, Thursday. Hey, Sophie, it's Rob. I'm still not feeling good. I'm not going to be in today. Now use my manager. I notify our leave administrator. Could be HR Could be somebody else. Payroll, maybe. And that starts the familiar paperwork process. Okay, so once the employer's notified of my need for leave, which in this case would be Thursday. 00:19:55:17 - 00:20:20:06 Unknown Now, the employer has five business days from that date to give me the eligibility notice. Then rights, responsibilities notice a medical certification form goes along as well, and that needs to be returned within 15 calendar days. And then after that time period ends, there's a third mandatory notice called the designation notice. So this is really it's a paperwork here. 00:20:20:06 - 00:20:44:01 Unknown It really, really is. So we the employer, we act on that fourth day of absence Now for this particular bucket, in order to be covered by FMLA, the employee would have to go see a health care provider medical certification form and need to be returned within 15 calendar days. And on their certification form, it's documented. They were out for four consecutive calendar days or more. 00:20:44:03 - 00:21:07:21 Unknown They saw a doctor in person tell the visits are included in that and they got a prescription medication that's like 90% of the certain forms I've seen in the past. The other could be they saw a health care provider two times in person. When that's documented, that then would be qualified and can be marked as FMLA for that particular employee. 00:21:07:23 - 00:21:29:11 Unknown So the key there for consecutive days of absence calendar days. If I work Friday, I'm off Saturday and Sunday. Friday. So if it's Rob, I'm sick. I won't be in today. I don't work Saturday and Sunday. Monday. So if it's where I am sick, I won't be in today. Believe it or not, under the law, that's considered more than three consecutive days. 00:21:29:11 - 00:21:51:24 Unknown I mean, capacity that actually starts the FMLA paperwork process. Now, the way that the employee says I don't want FMLA. Yeah. Is they never return their medical certification form. Their employer still needs to go through all the paperwork, all those monitoring notices. But eventually you're going to get a designation notice at the end that says absences for these four days, not FMLA. 00:21:52:01 - 00:22:14:19 Unknown Why you didn't return a medical certification form. So that's that's just one bucket, the only one where you can call in sick. And these are short term illnesses and injuries. Now, there isn't a list that I can give you that does not exist, but this could be the area like colds, ear infections, pinkeye. COVID falls into this bronchitis. 00:22:14:21 - 00:22:40:08 Unknown You strange your back moving grandmas are more. Over the weekend you went skiing and you broke both of your arms and you can't work. And it's going to be about 6 to 8 weeks for your bones to heal. So these are short term illnesses and injuries. And a remember for either the employee or covered family member, which would include a spouse, children or parents and then stepparents as well. 00:22:40:10 - 00:23:08:08 Unknown So that's that's one particular bucket. Things like pregnancy covered by FMLA, even absences for prenatal visits or morning sickness, those are covered by FMLA. Anything to do with adoption or foster care placements, those are all covered by FMLA, any pre placement issues that need to happen, court medical evaluations, traveling to different countries, post adoption, post foster care placement, being with them. 00:23:08:10 - 00:23:32:03 Unknown That's covered by FMLA to stay. So let's talk now about the number one headache. And I don't mean to be a pun with that, the number one headache under FMLA is a bucket called chronic conditions. So short term illnesses and injuries, that's the continuing treatment. It's got to have at least three consecutive days. I mean, capacity, chronic conditions. 00:23:32:03 - 00:24:01:20 Unknown However, these are long term or permanent medical conditions. Okay. The employee or the covered family member are probably on some sort of a medication. And with our certification forms, it's very typical for these chronic conditions to be certified for up to a year. And what we need to look for on the certification form, it's actually the last question on the certification form, and it's the area called frequency and duration. 00:24:01:22 - 00:24:24:04 Unknown So the number one medical issue that we get in our hotline is migraine headaches. So as migraines, we send them to their health care provider, they bring back the medical certification form. We're going to go look back at that frequency and duration frequency. How many times a month is this issue going to happen? Duration? How long will any event last? 00:24:24:06 - 00:24:48:05 Unknown Well, the search form states 1 to 2 episodes per month, 1 to 2 days per episode. That means that that employee could be up to four days of FMLA per month, though. Here's why This is the most complicated bucket to deal with. And actually for managers and supervisors, the most frustrating bucket to deal with. When's that employee going to have the next migraine? 00:24:48:07 - 00:25:17:03 Unknown When is their child going to have their next seizure? You don't we don't know. And there's never a good day to be off of work. Yeah. Now, sadly, this is also the bucket where occasionally we may have an employee that will be a little bit abusive with us. For example, Fridays and Mondays is a pattern of absences days before and after paid holidays, even vacation time to make some sort of an extended period of time offering. 00:25:17:06 - 00:25:40:08 Unknown Now that does happen, but thankfully it's not a very large portion of our employees that are using FMLA, But it's going to be the most frustrating one that we have now. Please keep in mind that all these different areas that we're talking about do not require multiple days of absence. These can all be hourly, right? So I think right now it's about 10:30 a.m.. 00:25:40:10 - 00:25:59:08 Unknown I can give you a call or I can come over to you by your office and say, Hey, Sophie, I feel my IBS about to act up your irritable bowel syndrome. I need to get out here and get home. You know, I go home and if I work until 3:00, you can charge me 6 hours of FMLA. So I can charge half a million hourly increments. 00:25:59:10 - 00:26:25:21 Unknown So it's not missing holidays, chronic back parking. It could be parts of days, leaving work early, coming to work late because of that chronic condition. And again, this is why that particular area of leave, that's the most frustrating for employers. These are long term. So I've been in Emory 25 years and let's say that I have the migraines up to four days a month of FMLA. 00:26:25:23 - 00:26:48:22 Unknown Well, if I'm working 12 weeks of leave at my work schedule, that's five days per week, 12 weeks, that's 60 individual days. I work 8 hours a day. That's 480 hours of FMLA. Or if my health care provider certifies me as for four migraines a month for, you know, total days of migraines, well, four times 12 is 48 days. 00:26:48:24 - 00:27:11:12 Unknown I didn't really use up all of my FMLA that I'm eligible for. I still have 12 days left. Once I'm eligible for FMLA for the next 24 years, I could be missing 48 days for migraines, unscheduled partial days coming in late. And there's very little that you can do as an employer. That's why that's one of the most frustrating. 00:27:11:14 - 00:27:37:18 Unknown Now i always told managers and supervisors and HR People when we talk about this frustrating bucket that we take a little bit of pause here. Everyone struggles with this. They all know exactly what i'm talking about and we get upset with these employees and somehow we try to do something to make that person's life miserable. I'm leaving now of irritable bowel syndrome. 00:27:37:20 - 00:28:11:17 Unknown You look at me and you raise your eyebrows and half by suppose under the law, there's two legal things that can happen interference of my ability to take leave and retaliation for taking that leave. So a story that I had an actual event, a manager for a manufactured usual. It's the last week of the month. We do a lot to get everything out, got to get our orders shipped and we're try to get as much as possible. 00:28:11:17 - 00:28:41:22 Unknown So end of the month for a manufacturer, that's a big deal. So on the beginning Monday of the last week of the month, individual again suffered with migraines and this person typically was off at the end of the month because their migraines were stress induced. So on Monday, the manager has pre shift meetings always. So on this Monday morning meeting Cavs all the employees together and talks about the week and the jobs that they're working on right now. 00:28:41:22 - 00:29:01:09 Unknown Then at the very end of the meeting he goes now as you know this is the last week of the month we got a couple new customers. We got to make sure that we get this out the door to make these people happy. And then he looked directly at the individual with migraines right into their eyes and said, and I'm counting on everyone to be here this week. 00:29:01:11 - 00:29:26:19 Unknown Now, I do say kudos to the employee. Actually, congratulations. Employee they went right to their HR Department and they said the right thing. My manager just threatened me that i better not have a migraine this week. So i got that call on the hard line. And the member's question was, did her supervisor create any problems? Yeah. And the answer is, you bet they did. 00:29:26:19 - 00:29:51:03 Unknown They are now interfering with that person's right to take leave. I think I forgot to mention this before when I was kind of going on with another explanation that's really tell about people. The chronic bucket. You might be frustrated with your employees understand you might be here one day right now. Although my time here at MRA, I've actually had three major surgeries, two shoulder surgeries and a major back surgery. 00:29:51:05 - 00:30:15:16 Unknown So I was actually off of work and using FMLA, and none of that was held against me. The revenue lost my coworkers that need to substitute for my training aren't seats. They couldn't get booked because I was not available so that the lost revenue. None of that can be held against that employee. So again, that's that time off unpaid with no penalty to the employee. 00:30:15:16 - 00:30:37:04 Unknown That's why it's a very simple statement. But there's a lot to that implication of the workplace. So we saw the continuing treatment, the chronic conditions at school. We see a lot of her mileage when you use now the other buckets. So we have the employee who literally needs to see something medical. For example, a parent has stroke and end up in the hospital. 00:30:37:06 - 00:31:04:13 Unknown So inpatient hospitalizations, anything to do with nursing homes or hospice care, including home hospice care covered by FMLA? My mom has structures in the hospital that is way, way beyond I'm sick or opiate work today. It's very, very specific issues like dealing with end stage of life covered by FMLA. If the employee needs time off, not the bereavement part, but if I need time off to be with that family member. 00:31:04:15 - 00:31:31:13 Unknown Severe arthritis and getting treatment, for example, physical therapy. How can you dialysis reconstructive surgery after an accident or a cancer? So the reasons for leave are very, very specific medical reasons. Yeah. Now under the law, there's actually two additional military related leaves. One's got a really unusual name called military exigency leave, and the other one's called Care for Recovered Servicemember. 00:31:31:15 - 00:31:54:08 Unknown Now those are for family members of the employee of a covered employer that can take time off when that family member is either deployed on active duty or is injured or become sick because of their active duty deployment. Now, on our hotline in my training programs for the last several years, I have not had any examples of those. 00:31:54:10 - 00:32:11:02 Unknown So if you have an employee that comes in and says, Hey, my son's being deployed in the military, can I get some time off? Well then that said military exigency. You deal with that at that point. But that that's the summary for those two conditions. Basically that is the area of the coverage and a quick summary for our familiar leave. 00:32:11:04 - 00:32:35:14 Unknown All that was a lot. So I hope you all were writing the writing notes. TSA at the beginning, get your notepad out. I take a lot of notes like now would be a perfect time for a pop quiz or something. Right now, let's take a break and look at all your notes so far. But moving on here, what advice do you have for employers navigating intermittent FMLA leave requests and balancing business needs with employee rights? 00:32:35:16 - 00:32:52:23 Unknown So here again with our examples with that chronic condition is probably we're going to see that most often with the intermittent leaves, it can happen with the other areas of leave as well. Let's focus on those products. Yeah, once I'm certified by my health care provider, there's actually very little that an employer can do to manage those situations. 00:32:53:00 - 00:33:16:24 Unknown However, if we do have patterns of potential abuse, there are a few things that we can do as an employer to deal with those abuse issues, and it's a little bit too much for our little overview that we're doing today. But there's a couple things that we can do as employers other than just catching the person an outright fraud, fraudulent use of leave. 00:33:17:01 - 00:33:40:10 Unknown Yeah, it's a bunch of hurdles that we need to come to deal with that specific issues. Yeah, absolutely. Well, kind of wrapping up here, Rob, we've talked a lot a lot today about FMLA and just kind of the overarching picture. But can you end with any insights and best practices for employers to ensure smooth and fair practice regarding FMLA eligibility in covered events? 00:33:40:12 - 00:34:04:19 Unknown So, number one are HR People who are administering FMLA, you need to be trained on how to administer properly. Now that's what we here at emory. We have our FMLA made simple class where we deal with that issue for our managers and supervisors training as well. Not how to administer FMLA but understanding what do i need to listen for those buckets of leave that starts the FMLA process? 00:34:04:21 - 00:34:26:07 Unknown And then also, what does it mean that I have no penalty under the leave and also of the basic rights are under the law. So training and awareness are two big compliance tools that we need to use. Yes, absolutely. It also lets mention about training employees. I've had this brought up many, many times during my training programs on FMLA. 00:34:26:09 - 00:34:53:00 Unknown Well, Rob, this is a really complicated law, so can you come to our organization and just do like a one hour overview for our employees? Well, first of all, the law doesn't state any mandatory training for our employees. In fact, it assumes that any mandatory training for HR People are mandatory. The supervisors but unfortunately, it's not required. You're putting the posters up, responding to the requests when they come in properly. 00:34:53:00 - 00:35:15:08 Unknown That's the way that we deal with FMLA. We have to be very careful about training our employees because if we just did an explanation of what we just covered, literally, you're going to open a Pandora's box. Hey, do you know how to be off on FMLA? Here's how you do it. No, I'm not saying that with a cold shoulder or unsympathetic, but we don't want to encourage the issues. 00:35:15:10 - 00:35:35:19 Unknown We've had a lot of situations in the past where the entire shipping department all of a sudden, though, has chronic depression. because that word spreads, right? So we don't need to encourage that. But again, the majority of our cases that we deal with under FMLA, people legitimately do have medical issues of themselves or a covered family member, and they really do need that time on. 00:35:35:19 - 00:36:04:00 Unknown Yeah, that makes sense. I'm sure you've seen a lot and heard a lot of story. Well, Rob, I want to thank you for being on the podcast today and thank you for sharing your expertise on FMLA specifically, like I mentioned, this is a highly requested topic, so I appreciate you coming on the podcast today to cover that. And to our listeners, if you liked our chat and topic today, I would urge you to come and something new that you learned today or anything that you'd like to add on to this conversation. 00:36:04:00 - 00:36:27:15 Unknown We'd love to hear, hear from you. Don't forget to share out this episode. Consider joining MRA If you aren't a member already. We have all the resources you need in the show Notes below, including resources on our topic for today and training links. So check those out. And we've also included Rob's bio and LinkedIn profile. So if you'd like to connect with him, we've got the resources for you to do that. 00:36:27:17 - 00:36:50:12 Unknown Otherwise, thank you so much for tuning in and thanks again, Rob. Thanks for having me. Here's a lot of fun and we'll see you next week for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other Emery episodes on your favorite podcast platform. And as always, make sure to follow MRA 30 minute Thrive so you don't miss out. 00:36:50:13 - 00:36:55:05 Unknown Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

Description: Explore the intersection of HR and cutting-edge technology in this week's episode of 30 minute THRIVE. Join us as our expert guest, Tricia Shields, VP of HR at MRA member company Naviant, Inc., delves into how AI and technology are transforming HR practices, addressing challenges, and shaping the future of work. Tricia shares valuable insights, examples, and tips for HR professionals navigating this exciting landscape. Resources: Naviant - Human Resource Process Solutions  MRA Membership  About MRA  Let's Connect: Guest LinkedIn Profile - Tricia Shields  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:46:12 Unknown Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute THRIVE. So episode 65, actually. So it's kind of a special one today. But today we're really going to be exploring the intersection of HR and cutting edge technology. So I'm joined with our expert guests on the topic. Tricia Shields. She's a vice president of HR at MRA member company NAVIENT. 00:00:46:14 - 00:00:57:14 Unknown And Navient actually provides business process and digital transformation consultations. So it's a perfect topic to talk with you today. Tricia I'm excited you're here. 00:00:57:14 - 00:01:11:09 Unknown Yeah. Thank you. Sophia. I'm glad to be here, actually. And i know you actually talked on this topic at our HR Conference this past year, too, and this topic has just been a really highly requested one from our listeners to on the podcast. 00:01:11:09 - 00:01:34:11 Unknown So i'm excited to just hear your insights and tips and any advice you really have for professionals that are starting to or in the middle of kind of navigating this landscape. So could you provide just a quick overview on how technology has really evolved over the years and kind of where we are today with technology and in the field of HR 00:01:34:11 - 00:01:38:21 Unknown Specifically? Yeah, that sounds great. Thanks again for having me. 00:01:38:21 - 00:01:59:17 Unknown Yes, i kind of think about the history in a lot of ways. I feel like I've kind of grown up with technology now that technology's always been available to me. But if I think about the beginning of my career, which is just kind of over 20 years ago now, when I was first interacting with technology as it relates to HR, I really wasn't interacting with it at all. 00:01:59:17 - 00:02:25:06 Unknown So, you know, I think about my first job out of college when I needed to do something from an HR perspective, from an employee perspective, I was walking down to the HR department and I was filling out a piece of paper. And that HR professional was taking that information and maybe just storing it in their filing cabinet. Maybe they were untreated it into the system. 00:02:25:07 - 00:02:53:17 Unknown So certainly HR systems were around in that kind of late nineties time. Some organizations had adopted those and kind of the availability of the types of technologies that were available in them was vastly different across different organizations. So certainly we've seen a lot with the evolution of HR systems over the last 20 years and how we're utilizing those within our organizations. 00:02:53:19 - 00:03:26:12 Unknown We've also seen a lot evolve as it relates to process specific technologies. So, you know, thinking about things like our applicant tracking systems or performance management systems, maybe our learning management systems, but we've seen a lot more technologies coming on to the market to help support some of those key focus areas within HR. And then I think about today and just the rapid expansion that's happened maybe over the last five, seven years. 00:03:26:14 - 00:03:46:20 Unknown You know, we're talking about these more robust human capital management systems that are really taking care of a broad scope of a lot of the work we're doing within HR. You know, I commonly am in conversations about integrations and how do we integrate all these technologies so that they're talking to each other. 00:03:46:20 - 00:03:53:22 Unknown Automation technologies is is huge. That's a lot of where we're seeing a lot of the time savings 00:03:53:22 - 00:03:58:17 Unknown and and maybe more of the A.I. components of HR technology. 00:03:58:17 - 00:04:34:02 Unknown And we're hearing a lot more around the automation technology space. So definitely, you know, seemingly more complex technologies. But their technology is nowadays that if we're able to adapt to them and lean in, they should be making our lives easier as HR Professionals know. Absolutely. And i, i would just add on to that just communication like in general, like, I'm just thinking of our HR team here, and, I mean, if our internal HR team needs anything from me or any employee in the organization, I'll get a little chat from them. 00:04:34:02 - 00:04:42:16 Unknown It's not like they need to come walking down and grab me, right? It's just so quick and easy, like you mentioned. And even the two. 00:04:42:16 - 00:04:48:04 Unknown Just like that. Quick, easy automated messaging, like you mentioned tools. Yeah, changed. 00:04:48:04 - 00:04:58:15 Unknown We're kind of just going off of that conversation. Can you provide or do you have any examples of how these technologies today are being utilized in HR? 00:04:58:17 - 00:05:18:15 Unknown Yeah, I mean, even maybe before speaking specifically to any sold technology, you know, I think digitization is a really big foundational piece in the HR space as it relates to technology and how we're going to use technology within our organization. So just that whole, 00:05:18:15 - 00:05:34:00 Unknown you know, we made a commitment certainly at Navient and a lot of organizations have to digitizing their documents so that we're no longer kind of tied to paper processes and the manual process that really comes along with that. 00:05:34:00 - 00:06:01:15 Unknown So just finding opportunities and this was always my question as I built out our automation and technology usage at Navient was, all right, I have paper documents. Do they need to be in paper form? I mean, I'm excited to share that we're 100% paperless at Navient. And, you know, organizations absolutely have the ability to do that. And once your documents are digitized, there's so much more that you can do with those from a technology perspective. 00:06:01:16 - 00:06:28:16 Unknown So I would like to share that kind of kind of as a kind of based or within HR Some of the technologies and I'll just name a few. I mean, we're using technologies for all aspects of HR, so I could really rattle on like, the entire candidate and employee experience and how we're using technology. But one example that I'll give is performance management system at Navient, we call them our quarterly check ins. 00:06:28:16 - 00:06:52:13 Unknown I know some organizations will do those annually, some different timeframes as we do those from a quarterly perspective. And I think about how did that look historically. When I started in my role at Navient 15 years ago, it was a piece of paper and I printed it and I walked it to the manager's office with their kind of stack for their employees, and they gave it to their employee to fill out their portion. 00:06:52:13 - 00:07:14:08 Unknown The employee gave it back to the manager. Hopefully the manager gave it back to the HR Professional performance management was always such a big lift. And HR, like all HR Professionals that had to go through that had it in those historic days will speak to that. You had to be kind of a nagra department nagging people like i got to get these back. 00:07:14:14 - 00:07:40:15 Unknown But now if i look at how we're utilizing technology, so we're utilizing and process automation technology that essentially is taking that digitized document and it's it's, it's re re rerouted that flow or not reroute it, but it's kind of it's designed that flow around how we used to do that manually. So I actually don't even see that performance management process in action. 00:07:40:17 - 00:07:44:18 Unknown The forms are provided to the managers and the employees real time 00:07:44:18 - 00:08:12:10 Unknown specific to some predefined dates and how we want that process structured. Now as an HR Professional, i'm no longer having a follow up on those manual processes, but i also have the information available to me if i do need it. So if i want to look in and maybe have access to the final results when those are completed each quarter or an annual result, i can create my access into that system to see that as well. 00:08:12:10 - 00:08:24:16 Unknown So that's a great example of how we can use technology within that performance management space. I'll even just say on the employee data management side, and you made a great reference to that, Sofi, with 00:08:24:16 - 00:08:41:10 Unknown how you're interacting with HR And I look at just these self-serve options that are available within a lot of the platforms that we're utilizing, whether that's your system or some other type of employee technology system that you've adopted organizationally, 00:08:41:10 - 00:08:49:07 Unknown you know, back in the day, i used to, you know, fill out a piece of paper of my address, change and hand that into HR 00:08:49:09 - 00:09:15:00 Unknown Well, I don't need that anymore. I don't want to spend time collecting that paperwork, needing to store it, doing the data entry into the different systems. Instead, I can utilize technology to give the employee a self-serve option that they can go in whenever it's convenient for them, make those changes, and then really train the technology to make the appropriate updates. 00:09:15:02 - 00:09:42:05 Unknown Like I may never need to know if you just moved from one neighborhood within the same city to the next that navient We're 100% remote and hub remote company across the nation, so i do need to know or one of our HR Professionals does need to know if they're moving multistate and so we can set up that notification within the technology to really give us the information that we need real time for each one of those users. 00:09:42:07 - 00:09:49:13 Unknown Yeah, I love that you brought up the notification aspect, too, because I know personally that's just something that's helped me a lot 00:09:49:13 - 00:10:06:17 Unknown with any anything HR Related time sheets or goal setting or goal setting system. You know, you get your notification every week or so. Hey, make sure. Yeah. So it's not so much a job of nagging people anymore. 00:10:06:17 - 00:10:32:16 Unknown It's like an automated. Hey, make sure you fill this out like an email each week, which is so nice and right. We don't have to, like, manually remember these things either. Yeah, absolutely. And like with our goal setting system, like my manager is able to tell when I go in there and edit something or change something. So I don't always have to be like, Hey, can you go in there and work and write my goals or anything? 00:10:32:16 - 00:10:36:07 Unknown So yeah, examples. But 00:10:36:07 - 00:11:07:00 Unknown kind of going off of that, do you see any specific challenges or really pain points in HR That technology is really helping to improve or address? Yeah. I mean, i would definitely say, you know, one of the key drivers is time. You know, just the scope of what HR Professionals has is working on has really evolved over all the time that all this technology has been available to us. 00:11:07:01 - 00:11:41:14 Unknown You know, i would think back to kind of my early years of HR I was doing kind of the things that HR professionals typically do as far as managing, you know, specific processes. But our world has changed and we're being asked to find ways to be more strategic and how are we being strategic and bringing in really solid candidates to the organization and how are we being strategic to have a really whole employee experience so that we're retain in our top talent And so we need time to do that. 00:11:41:14 - 00:12:02:15 Unknown So if we're still manually processing tasks and and entering things in multiple systems and trying to manage that data, we don't really have that time to be strategic. I just think about, you know, my interaction with other HR professionals during the pandemic and all the things that came up that were kind of additional duties for us to do during that time. 00:12:02:17 - 00:12:17:14 Unknown You know, how do we have time to be strategic? And my answer is lean in and technology, because these pieces are available to help save you time so that you can, you know, spend more time being strategic. My kind of tagline or one 00:12:17:14 - 00:12:25:06 Unknown piece that I always like to say is utilizing technology is allowing us to put the human back in human resources. 00:12:25:06 - 00:12:46:21 Unknown So I don't want to spend my time updating an employee's address or moving, you know, a piece of data from one place in the organization to the other. I want to have meaningful conversations with our employees and with our candidates. And I really feel like, you know, leading edge technology allows us to do that. 00:12:46:21 - 00:12:51:07 Unknown Just that. And the other piece I would bring up is just kind of the management of the amount of data. 00:12:51:07 - 00:12:57:12 Unknown I mean, we are holding so much data within HR And it's hard to keep that all straight 00:12:57:12 - 00:13:07:22 Unknown as far as where the data should be stored. How long should we be storing it for? Who should have access to the data, who needs it at these different periods of time 00:13:07:22 - 00:13:12:23 Unknown to try to do that from a manual perspective or not utilizing technology? 00:13:13:00 - 00:13:21:02 Unknown Maybe it's even in an Excel spreadsheet that you're kind of keeping track of this. There's just so many more opportunities for there to be error with that 00:13:21:02 - 00:13:33:19 Unknown that I feel like, you know, that the managed utilizing technology to manage the data is a huge benefit of these HR Technologies. And I even think about that from a compliance perspective, right? 00:13:33:21 - 00:13:54:13 Unknown It used to be that we would hand out employee handbooks in a paper form and then we'd ask them to sign a piece of paper to say that you received the new employee handbook for the year and turn that back into HR Well, did i get everybody's form back? Did I miss an employee that maybe started while i was doing that process? 00:13:54:13 - 00:14:20:08 Unknown So being able to leverage technology for pieces like that from a compliance perspective is is priceless. Yeah, those are all great, great points. And I'm, I guess I'm curious to know what you're doing at Navient too. Can you share any examples of successful HR Technology implementations that have really positively impacted your organization? Yeah, 00:14:20:08 - 00:14:22:05 Unknown you know, our applicant tracking system. 00:14:22:05 - 00:14:30:24 Unknown So we're utilizing an applicant tracking system to manage our candidate experience. You know, historically, prior to utilizing that technology, 00:14:30:24 - 00:14:46:08 Unknown we were manually managing that. So just, you know, thinking about the number of candidates that we see at any given time for our organization, we're getting flooded with candidates when we open a new requisition. I know that's not the case for everybody. 00:14:46:08 - 00:14:56:13 Unknown And every industry, but certainly being a remote company in the technology space that's opening our candidate pool to the entire nation, that makes a significant difference. 00:14:56:13 - 00:15:10:17 Unknown So that's a challenge. We need to figure out how we're going to manage all the data points that come with that. So, you know, this technology is handling the posting and its handling the communication with candidates. 00:15:10:19 - 00:15:33:08 Unknown It's handling the communication with our internal staff. And that would always be kind of a exchange of emails. And did I send this person this email to communicate that or not about this specific candidate or that's all happening right within the it's platform. You know, this technology can handle scheduling, which can be complex, especially when you get multi interviewers and things like that. 00:15:33:08 - 00:15:40:21 Unknown We're also using that technology for our offer management, so we want it to be paperless and seamless with that process as well. 00:15:40:21 - 00:15:48:17 Unknown And then we have other built in integrations with that for like our assessment tool that we have all new or all candidates complete 00:15:48:17 - 00:16:15:18 Unknown as well as our recorded interview. So that's another one that I'll share. So in this came off of a partnership with Amira is we were introduced to the idea and the concept of utilizing video technology in lieu of recorded or in lieu of phone screenings, which is kind of how all of our organizations, I think historically did that was have an HR professional call and ask questions, not really sharing 00:16:15:18 - 00:16:26:03 Unknown a lot at that time, but just asking questions and receiving the information, Well, why wouldn't we utilize a video technology to do that instead? There are so many wins that come along with that. 00:16:26:03 - 00:16:28:19 Unknown So that's another one that I'll mention. 00:16:28:19 - 00:16:37:18 Unknown And then I guess the last piece just kind of on talking specifically about the Navy and technologies that we utilized is really our employee process automation. 00:16:37:18 - 00:16:41:10 Unknown So in it's candidate and employee, but 00:16:41:10 - 00:16:42:15 Unknown it's a little, 00:16:42:15 - 00:17:06:04 Unknown you know, I guess I'll explain it like these are the technologies like Navient specifically is using a technology called OnBase and OnBase is what is flowing our data through our organization. And you can have different applications, but what's really creating the process flow that in a professional or somebody else in the organization would historically be doing. 00:17:06:06 - 00:17:18:18 Unknown So this automation technology, we've kind of trained it to do the manual repeatable things that HR Professionals or others in the organization have historically been doing. 00:17:18:18 - 00:17:33:09 Unknown So it's everything from the higher process through retire. So it's our performance management system. It's where our new hire surveys are tracked. It's where HR Is communicating with our internal i.t. Team to say we have a new employee. 00:17:33:09 - 00:17:55:11 Unknown Let's make sure that all their i.t. Things are set up prior to their first days. So that's been probably the biggest component of our technology offering and really what's made a big significant difference on an hourly perspective. Absolutely. That's those are awesome ideas and that's great to hear that they're there working out for your organization. They're successful. 00:17:55:11 - 00:17:58:22 Unknown And I know working with technology isn't always easy. 00:17:58:22 - 00:18:25:18 Unknown And some people may say they are like tech savvy or some people are just uncomfortable, or some organizations even are uncomfortable with kind of moving forward with technology. So do you have any or I guess have you seen any like common misconceptions or concerns that HR Professionals have about adopting technology into into their work? Yeah. 00:18:25:18 - 00:18:29:24 Unknown I'll address this one in a really short way and hopefully this is reflective. 00:18:29:24 - 00:19:04:04 Unknown And it's not just any it's not just HR Professionals. I think it's anyone that might be a bit hesitant. Technology. One of my favorite quotes that i heard kind of just working in this space is we're not going to be replaced by technology. So if that's a concern that maybe the technology is going to do my job going forward and the organization will need me, we're going to be replaced by people that have adopted technology and leaned into it and really explored how they can use it, because technology is here and just more of this is coming. 00:19:04:04 - 00:19:24:02 Unknown So your ability to adapt and be open minded to how you can utilize technology and how you can use it to your benefit to potentially be more strategic is a huge benefit to each of us. That's that's a great point too. I feel like I hear that all the time. Like we're all going to get replaced by tech, right? 00:19:24:04 - 00:19:53:03 Unknown But that's like the opposite. Like you want to know everything you can about technology to use that and better yourself and in your organization. Yeah, absolutely. So we've talked about how technology has evolved throughout the years, but how about the role of HR Professionals? How has how is that evolved with the integration of technology and what new skills are really becoming essential now nowadays? 00:19:53:05 - 00:20:25:04 Unknown Yeah. Good question. I think about that even with the question prior, you know, our our role has how that's evolved is we're no longer managing data at a micro level. So hopefully. Right. That's the case and that's certainly how our HR kind of experience is evolving. You know, I may never touch someone's benefit election form where that was likely a multi-touch historically before I was utilizing technology 00:20:25:04 - 00:20:35:09 Unknown and then really kind of what skills can we adapt to be more essential in our roles is becoming more technical and strategic. 00:20:35:09 - 00:21:01:16 Unknown And I know that's kind of a very generic answer, but, you know, HR is not doing what HR used to do. Yes, those core functionalities fall within our space, but our day to day work is really changing. And so finding ways to kind of think outside the box and I think we'll talk in a little bit as well about some of those key skills about how to embrace and engage technology. 00:21:01:18 - 00:21:30:08 Unknown Absolutely. And how about now looking at kind of at a different angle, are there any ethical or privacy considerations that HR Professionals need to be aware of one kind of going through this technological landscape and process. Yeah, definitely. I mean, you know, i think about that ethical and privacy consideration. It's huge in HR Right. We are holding some of the most confidential data within the organization. 00:21:30:08 - 00:21:54:14 Unknown You know, people's personal information is kind of within the realm of what we have in our systems. And really it's the same rules apply as have always applied. You know, we've always had that sensitivity piece and actually it's many more rules because there's a lot more state and federal compliance pieces that are coming out around employment law that we need to track and sure, we're being sensitive to. 00:21:54:14 - 00:21:58:20 Unknown So, you know, I think that piece absolutely still applies. 00:21:58:20 - 00:22:13:03 Unknown I think our own s as HR Professionals as really to ensure that we understand those and ensure that they're supported within the technology cases that we're using and ask those questions of the vendors and partners that we're working with. 00:22:13:03 - 00:22:16:12 Unknown You know, I think about even just digitizing filing cabinets. 00:22:16:12 - 00:22:40:03 Unknown And i think i spoke a little bit to that earlier. And what technology are you going to store that data and who's going to have access to the different types of file? Certainly not always the same people to all the different types of data. How are you doing document retention in a digitized system versus how we used to do that and more of a paper system. 00:22:40:05 - 00:22:45:21 Unknown So certainly employer employee filing cabinets is a significant piece of that as well. 00:22:45:21 - 00:23:08:06 Unknown I'm going to give just a little warning here. So I would say don't avoid technology and the benefits that you can get from utilizing technology because of these fears almost heighten your experience and your curiosity, the technology that you're going to use or thinking about using based on that fear. 00:23:08:06 - 00:23:31:01 Unknown Right. Ask questions, do research, you know, talk to your peers, talk to other partners, like Emory is a great partner. You know, what are they doing from a technology perspective? Certainly when I'm looking to evaluate a new technology, I'm ensuring that I'm feeling pretty confident that those things are answered prior to investing in that technology. 00:23:31:01 - 00:23:34:24 Unknown Absolutely. And I guess that's a perfect way into the next question. 00:23:35:01 - 00:24:00:08 Unknown Some organizations or HR Teams may have not tapped into any technology yet. So do you have any best practices or advice for teams looking to start incorporating technology into their organizations? Yeah. And actually, when we did the MRA conference last year, we did a poll to kind of see where people at from that technology adoption or adoption perspective. 00:24:00:08 - 00:24:26:09 Unknown So, you know, kind of core is digitizing and like finding opportunities to digitize. Are there documents that are in paper form that can be digitized and identifying what those are and kind of moving forward with that? I would say utilizing your vendors so vendors, partners, you know, who is really speaking in that HR Technology space trusted partners that you can lean on to help 00:24:26:09 - 00:24:28:05 Unknown help you with that incorporation. 00:24:28:05 - 00:24:49:10 Unknown You don't have to be a technology expert, but you need to have kind of the right partners and the right vendors that kind of talked about, you know, be curious, you know, look at look at your current processes. I think about that almost every day. Is there a process that I'm doing that I don't need to do because it's very manual and it's not using my human element in order to achieve that? 00:24:49:12 - 00:24:53:02 Unknown Is that something I can put within one of the technologies that are available? 00:24:53:02 - 00:25:06:22 Unknown Yeah. And so kind of that B curious piece. The other thing I'll add to that real quick is, you know, like I remember last year everyone was talking about or me was earlier this year, everyone was talking about techy beauty and what does that technology mean and how are we going to utilize that? 00:25:06:22 - 00:25:27:05 Unknown And I mean, that was true for me too. I was asked by a fellow up here, what did I think about chat and how that was going to change the landscape of human resources and how we adopt technology. And I don't know. So then I look into that. I talk to people who's using chatbot for HR What are they using it for? 00:25:27:07 - 00:25:50:05 Unknown Are there opportunities? You know, and i kind of ask myself these questions rather than why shouldn't i use that you and how should I use that? Or how could I use that? And who else is using it in a really successful way? And would that make sense within our organization? Yeah, absolutely. I always be curious and always be reevaluating your current processes. 00:25:50:07 - 00:26:07:10 Unknown Absolutely. So we've talked a lot about HR Technology implementation with the organization and the employer specifically. But how about from an employee perspective, what are really the benefits of an employee using technology? 00:26:07:10 - 00:26:22:17 Unknown Yes, i think two things i would point out here. One, we've kind of already cover, which is the self-service piece. I mean, there's such a huge value in employees being able to have the data that they want real time, whether that's going in to have access to a system to update their address or is it? 00:26:22:17 - 00:26:34:05 Unknown I want to see what my manager and I collaborated on around performance management last quarter, just to refresh myself, if I'm, you know, kind of keeping up with what we had talked about, 00:26:34:05 - 00:26:46:09 Unknown there's just a huge value in them having real time information and self-serve options. The other piece that I would say is a potential benefit is really how HR 00:26:46:09 - 00:27:07:04 Unknown Can be utilized within your organization. You know, i don't really want to talk to employees about like, here's a copy of last year's w-4. I want them to have access to that so that I can be having really meaningful conversations with our employees. You know, my day is primarily spent talking to employees about, you know, how are they driving their careers forward? 00:27:07:06 - 00:27:35:19 Unknown Are there communication challenges that they're having within the organization that we can walk through and help to strengthen that development for them? How are they learning and growing or things like that that are more of the human element side of HR For sure. Well, you kind of mentioned this chat to bettina. Last question, but everyone always wants to know, like, what's the next biggest technology thing? 00:27:35:19 - 00:28:08:00 Unknown What's the latest and greatest thing? So I guess what trends do you really foresee in the future of our technology and do you have any advice on how HR Professionals can really prepare for these changes? Yeah, you know, i don't know that i would speak to any one specific technology. I think we're going to continue to see more growth in some of our more robust like the risks or hcm technologies we're going to be hearing more about. 00:28:08:02 - 00:28:37:01 Unknown I mean, I think we've just cracked the surface and I don't even know that we're fully utilized in that to its full capabilities within HR So i think more around that artificial intelligence, certainly the automation space as we see our organizations adopting to more automation type technologies for their core line of business. I think our professionals are going to have opportunity to really tap into that, to provide automations for the work that they do. 00:28:37:03 - 00:28:40:12 Unknown Definitely more around integrations. We're seeing a lot with 00:28:40:12 - 00:28:58:07 Unknown technologies that have the ability to integrate with other technologies, but we're also still using some technologies that won't integrate, or they have very limited integration capabilities. So I think we're going to see more around that. And then certainly some of these emerging technologies, you know, and catch up would certainly be an example of that. 00:28:58:07 - 00:29:01:01 Unknown And then I guess maybe I'll answer on the preparing for, 00:29:01:01 - 00:29:03:13 Unknown you know, and I think this kind of just goes back to, 00:29:03:13 - 00:29:23:15 Unknown you know, lean in now so that it almost eases that lift later on. So what aren't you familiar with in the technology space right now, or what gives you hesitation in the technology space? Have, you know, have dialog and learn more about that now because it's not going to get scaled back and it's not going to stay the same. 00:29:23:17 - 00:29:43:19 Unknown We're going to continue to grow this technology experience as we're seen in kind of all areas of our lives. And so kind of jumping on that and starting to take just some initial steps will absolutely benefit folks as they can to as we continue to go. Yeah, absolutely. And there's great resources out there and we'll provide some resources on 00:29:43:19 - 00:29:47:10 Unknown just specific tools or different HR 00:29:47:11 - 00:30:08:10 Unknown Technologies that you can learn more about. But as we wrap wrap up here, are there any other specific platforms, tools or resources that you want to recommend to our listeners and our HR Professionals who are interested in kind of exploring technology in their work. Yeah, absolutely. So, i mean, i would say some of the standard ones, you know, HR 00:30:08:12 - 00:30:35:23 Unknown I asked tools, whatever that might be. Explore what you have, explore what the offering is within that certainly app our applicant tracking systems. I will kind of do a shout out for the recorded interviews where using a technology called badge and we got that through. We got that partnership through our partnership with MRA. But it's been a game changer on the candidate side, both in the candidate experience as well as our internal experience. 00:30:36:00 - 00:30:52:04 Unknown And then I think just this whole piece around document management technologies and automation technologies. So I mentioned we're utilizing OnBase as the technology that we're utilizing. But I think just leaning into those automation processes, it's it's a significant 00:30:52:04 - 00:30:59:00 Unknown value on the side. Yeah, No, that's helpful to hear kind of where you're at and what's been successful for you. 00:30:59:00 - 00:31:19:17 Unknown So that's that's great. But Tricia, I want to thank you for being on the podcast today and really sharing your expertise and tips on the latest in HR Technology. So to our listeners, if you liked our chat and topic today, i would urge you to comment something new that you learn or anything that you really want to add on to this conversation. 00:31:19:18 - 00:31:43:00 Unknown We want to hear what you're doing. What are your trends? What are your ideas? And don't forget to share out this episode and consider joining MRA. If you aren't a member or member already. We have all the resources you need in the show Notes below, including resources on our topic today and Tricia's contact information. If you want to get in touch with her or ask any follow up questions otherwise. 00:31:43:00 - 00:32:03:03 Unknown Thank you so much for tuning in today. And Tricia, thank you again. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute Thrive so you don't miss out. 00:32:03:04 - 00:32:07:21 Unknown Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

HR Means Business 7: HR and Hashtag Outrage - Which Trends Will Really Have Impact Host: Mervyn Dinnen Guest: Allie Nawrat, HR Journalist with UNLEASH In this episode Mervyn talks to Allie Nawrat, an award winning senior journalist who produces content that helps HR leaders to make the right decisions. They discuss:  - With so many stories, opinions and research on digital channels how do you identify which ones are insightful and relevant to you - Are 'Quiet Quitting' and 'Bare Minimum Mondays' real trends - what are HR managers actually seeing in their businesses - ChatGPT and conversational AI - are they friends or foe for HR - What's the reality for HR around the debate on Remote, Flexible and Hybrid working - What are likely to be the big HR trends during the rest of 2023   Thanks for listening! Remember to subscribe to all of the HR Happy Hour Media Network shows on your favorite podcast app!

Welcome to the On the Up and Up podcast! We know that HR can seem boring and not sexy, and we're here to disrupt that. Throughout this podcast, you can expect entertaining anecdotes and insightful conversations as we reframe HR in a new light.In today's episode, our host and founder of Paradigm Consulting, Kira La Forgia, jumps right into what HR encapsulates, how it's always on the growth journey, and precisely what you can expect as you listen to our weekly episodes. Building a team can be incredibly enriching when met with strategic implementation. Let's thrive together through compliance-informed solutions!Disclaimer: these episodes are NOT meant to take the place of an HR or Legal Department.--------------------------In today's episode, we cover:Why Kira started this podcast and how she decided on the nameWhat is Paradigm and what we doHow HR is here to make a positive difference in a workplaceWhat you can expect by tuning inHow this will be the most entertaining podcast about HR What you'll walk away with after each episode-----------------------Like what you hear? Let's get your business Set to Scale - Get started!Get Down With The Up And Up! Join our community for monthly tips, tricks, and all the juicy goss about entrepreneurship, people operations, and team development straight to your inbox. Connect with me at:Instagram: @theparadigmmLinkedIn: Kira La ForgiaFacebook: Paradigm Consulting

David Hutchens's work centers on storytelling for leaders and businesses.  If you've been following this show for any amount of time, you'll know how important story is to understanding who you are and how to find work you love. David's work centers on that idea.  As you'll hear in the interview, he likes working with a few different types of stories. We talk about his transition to his calling for storytelling, we give us some tips and tricks to be better storytelling leaders and even better parents, enjoy the episode. In this episode you'll learn: -What David Hutchens does.  -How David helps leaders to tell stories -Why David uses story types -David's work inside big companies.  -David's journey from advertising to HR -What we talk about when we talk about stories.  -Why leaders should be storytellers -Why you should tell your resilience stories to your kids at the dinner table Show notes here: https://themeaningmovement.com/davidhutchens

In this episode, co-hosts Ron Landis and Jennifer Miller deconstruct natural language processing (NLP), a technique used to drive insights from text based information. They focus on how natural language processing can uncover information from different types of text such as performance management reviews, employee engagement responses, pulse survey responses, and job descriptions.  In this episode, we had conversations around these questions:  What is natural language processing?  How can natural language processing be used in HR?  What are some of the data analytic requirements needed to use natural language processing?  What are some clear steps that HR professionals can take to use natural language processing?  Key Takeaways:  Natural language processing utilizes machine learning algorithms to interpret and process text.  Ron and Jennifer provide an in-depth example of how performance feedback in the form of text could be used in conjunction with quantitative ratings. They discuss the example in the context of the data analytic process. First, what problem are you trying to solve? Second, what kind of data do you have to answer the question? Third, they discuss some of the NLP techniques. Finally, they provide recommendations on interpretation and communication to other key stakeholders.  At the end of the episode, Jennifer and Ron recommend steps for folks just starting out in this space all the way to the more advanced HR professional.   Related Links  Millan Chicago Basics of Text Analysis for HR What is Natural Language Processing, and How is it Used in Workforce Analytics?   

In today's episode, Michael McNally of Pannone Corporate joins us for a Q & A Special on Employment Law & HR:-What is the position for employers regarding mandatory vaccination policies and would they be legally enforceable?-How should employers considering redundancies approach this and what are the most important steps they need to follow?-What if you are an employee faced with voluntary or compulsory redundancy?-From an employment law & practice point of view, what would be Michael's advice for someone suffering from sexual harassment at work? -What can employers do to address loneliness among their workers especially those working from home?-How should employers approach flexibility at work generally and specifically: · the contractual challenges and how to vary contracts· long term discrimination risks· potential redundancy issues· expenses and allowances· recruitment, training, and line management.Likes & Shares on social media appreciated

In this episode of the B2B Leadership podcast, best-selling author and leadership coach Nils Vinje speaks with Michael Erisman, president and founder of People Implications. Podcast highlights: 0:21 - Michael's work - Michael explains the work he's doing now and the companies he works with. 3:06 - Smaller companies with limited resources - Why is it important to focus on helping smaller companies grow? 4:32 - Before the world of HR - What was going on in Michael's life prior to discovering the field of HR? 11:17 - Inside the world of HR - There was a particular job description that caught Michael's eye early on. 21:54 - The root causes of challenges - What's the core of what we all at some point get wrong in our leadership world? 28:10 - Comfort with discomfort - What advice would Michael give to somebody needing help easing into discomfort? 37:00 - Learning more about Michael and his organization - Michael shares where listeners can connect with him. Connect with Michael Erisman: https://www.linkedin.com/in/michaelserisman/ Learn more about People Implications at: https://www.linkedin.com/company/people-implications/about/ Learn more about your own leadership style at: https://www.30dayleadership.com/ This episode is brought to you by the B2B Leaders Academy The cost of not consistently developing your leadership skills is enormous. At the B2B Leaders Academy you can gain access to monthly leadership training and live coaching. Being a great leader isn't hard, you just need a guide and the right set of tools. Head on over to b2bleadersacademy.com and become the leader you have always wanted to be.

With Excitement allow me to introduce today's guest Co-founder Korgen Hospitality Group and Author of The Surprise Restaurant Manager, Ken McGarrie. Ken is also the author of the book The Surprise Restaurant Manager. Ken McGarrie is the cofounder of Korgen Hospitality, a nationwide consulting firm dedicated to helping restauranteurs reach their absolute potential with effective leadership and maximum profitability. For the past two decades, he has helmed many successful restaurants, bars, and entertainment-based venues with a relentless focus on anticipatory service, staff empowerment, and attentive hospitality. He has helped launch new concepts and train hospitality leaders throughout the U.S. and Canada. After failing to start an exceptional college band with only average talent, Ken worked as a server/bartender while writing for magazines and newspapers. He started in management the same way that many people do – by surprise. When his GM asked if he would take a set of keys and open the restaurant on occasion, he was suddenly promoted to manager with no training or preparation, like so many others in the industry. Ken went on to open and manage numerous successful restaurants and entertainment venues. With Korgen Hospitality, he has an exceptional client list, including helping open over a dozen restaurants with Celebrity Chef Fabio Viviani nationwide. Check out Angel's Envy distillery as mentioned in today's episode. Shoutout to The Fifty/50 Restaurant Group inChicago for hosting this interview! Show notes… Calls to ACTION!!! Join with a 30-day trial Restaurant Unstoppable Network and connect with my past guest and a community of superfans. Subscribe to the Restaurant Unstoppable YouTube Channel Join the private Unstoppable Facebook Group Join the email list! (Scroll Down to get the Vendor List!) Favorite success quote or mantra: "Enjoy the ride." In today's episode with Ken McGarrie we will discuss: Past experiences influencing you today Lobbying to be manager right out of the gate Working in nightclubs/as a bouncer Language Apathy Training/empowerment The host position Regrets Membership models? The Five G's Today's sponsor: Ecolab: Streamline your clean with Ecolab's new EPA-registered 2-in-1 solution, Sink & Surface Cleaner Sanitizer. It will help reduce risk, simplify your procedures and help ensure compliance. This solution cleans and sanitizes hard non-porous surfaces with a single product, eliminates the rinse step and equips your staff to clean more efficiently. Clean simplified, confidence delivered. 7shifts is a modern labor management platform, designed by restaurateurs, for restaurateurs. Effectively labor management is more important than ever to ensure profitability and restaurant success. Trusted by over 400,000 restaurant professionals, 7shifts gives you the tools you need to streamline labor operations, communicate with your team, and retain your talent. Best of all 7shifts integrates with the POS and Payroll systems you already use and trust (like Toast!) turning labor into a competitive advantage for your business. Restaurant Unstoppable members get 3 months, absolutely free. BentoBox empowers restaurants to own their presence, profits and relationships. The hospitality platform disrupts third-party services that come between the restaurant and the guest. BentoBox puts the restaurant first and offers tools that drive high-margin revenue directly through the restaurant's website. BentoBox is trusted and loved by over 5,000 restaurants worldwide including Union Square Hospitality Group, Eleven Madison Park, Gramercy Tavern, Lilia and more.   Knowledge bombs Which "it factor" habit, trait, or characteristic you believe most contributes to your success? Obsession What is your biggest weakness? Rumination What's one question you ask or thing you look for during an interview? Preparation "Who not to hire" Chapter 2 pg 11 From Ken's book What's a current challenge? How are you dealing with it? Second guessing myself Share one code of conduct or behavior you teach your team. If you are comped in a restaurant, tip the original amount, not the discounted amount What is one uncommon standard of service you teach your staff? The guest is usually wrong What's one book we must read to become a better person or restaurant owner? The Subtle Art Of Not Giving A Fuck by Mark Manson GET THIS BOOK FOR FREE AT AUDIBLE.COM  What's one thing you feel restaurateurs don't know well enough or do often enough? Anyone who works for you could work anywhere for anyone Name one service you've hired. Talent Distinctions based in LA for HR What's one piece of technology you've adopted within your restaurant walls and how has it influence operations? BevSpot If you got the news that you'd be leaving this world tomorrow and all memories of you, your work, and your restaurants would be lost with your departure with the exception of 3 pieces of wisdom you could leave behind for the good of humanity, what would they be? My book Bill Hicks standup special "Revelations" Fish Bone album titled Truth and Soul Contact info: www.korganhospitality.com Find Ken's book right here. Thanks for listening! Thanks so much for joining today! Have some feedback you'd like to share? Leave a note in the comment section below! If you enjoyed this episode, please share it using the social media buttons you see at the top of the post. Also, please leave an honest review for the Restaurant Unstoppable Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and I read each and every one of them. And finally, don't forget to subscribe to the show on iTunes to get automatic updates. Huge thanks to Ken McGarrie for joining me for another awesome episode. Until next time!   Restaurant Unstoppable is a free podcast. One of the ways I'm able to make it free is by earning a commission when sharing certain products with you. I've made it a core value to only share tools, resources, and services my guest mentors have recommend, first. If you're finding value in my podcast, please use my links!

With excitement allow me to introduce to you today's guest, CO-CEO and CO-Founder of BOKA Restaurant GroupKevin Boehm. After opening 30 restaurants over the last 27 years, James Beard-winning restaurateur Kevin Boehm has become one of the nations foremost visionaries in the field of hospitality. Kevin, along with his partner Rob Katz have built BOKA Restaurant Group on great chefs, inspired design, and enlightened hospitality.Kevin grew up in Springfield, Illinois, and knew at a young age that he wanted to be in the restaurant business. After working in the industry for just a few years, he saved enough money to open a 6 table restaurant in 1993 called the Lazy Daze Café in Seaside, Florida. Restaurants in Blue Mountain Beach, Florida, Springfield, Illinois, and Nashville, Tennessee would follow, and Boehm got his education opening and selling 4 restaurants all before the age of 30. In 2002, Boehm would partner with Rob Katz, and the two would open 26 places together in less than 16 years. We reference Kevin's first episode often, so check it out here. Check out Restaurant That Work: Case Studies Of The Best In The Industry by Martin E. Dorf as suggested in today's episode! https://youtu.be/mA20fwXcISo Show notes… Calls to ACTION!!! Join Restaurant Unstoppable Network and connect with my past guest and a community of superfans. Subscribe to the Restaurant Unstoppable YouTube Channel Join the private Unstoppable Facebook Group Join the email list! (Scroll Down to get the Vendor List!) Favorite success quote or mantra: "Continue to be a student of the game." Last time Kevin was on the show, he said: "The key is not the will to win, it's the will to prepare to win." In today's episode with Kevin Boehm we will discuss: Mentors Communication Major business advice for a FIRST restaurant Track EVERYTHING Early mistakes Choosing the right city to start your career as a restaurateur Learning from failure Navigating partnerships Today's sponsor: 7shifts is a modern labor management platform, designed by restaurateurs, for restaurateurs. Effectively labor management is more important than ever to ensure profitability and restaurant success. Trusted by over 400,000 restaurant professionals, 7shifts gives you the tools you need to streamline labor operations, communicate with your team, and retain your talent. Best of all 7shifts integrates with the POS and Payroll systems you already use and trust (like Toast!) turning labor into a competitive advantage for your business. Restaurant Unstoppable members get 3 months, absolutely free. Bbot is the leading contactless order and pay solution for the hospitality industry.  With Bbot, guests can use their smartphones to order what they want, when they want at bars, restaurants, hotels, food halls, and more.  They can also order from home with extensive takeout, delivery, and catering services, commission-free.  Bbot also creates branded interactive menus and table signage, ensuring the best customer experience. By increasing check size and turn times, Bbot can boost revenues over 30%, while enabling your staff to cover twice as many tables. Ecolab: Streamline your clean with Ecolab's new EPA-registered 2-in-1 solution, Sink & Surface Cleaner Sanitizer. It will help reduce risk, simplify your procedures and help ensure compliance. This solution cleans and sanitizes hard non-porous surfaces with a single product, eliminates the rinse step and equips your staff to clean more efficiently. Clean simplified, confidence delivered. Knowledge bombs Which "it factor" habit, trait, or characteristic you believe most contributes to your success? Doer What is your biggest weakness? Say Yes too much What's one question you ask or thing you look for during an interview? Emotion What's a current challenge? How are you dealing with it? Finding staff Share one code of conduct or behavior you teach your team. People here like taking care of people What is one uncommon standard of service you teach your staff? Black card system What's one book we must read to become a better person or restaurant owner? What The Buddha Taught by Walpola Sri Rahula GET THIS BOOK FOR FREE AT AUDIBLE.COM  Name one service you've hired. People Matters for HR What's one piece of technology you've adopted within your restaurant walls and how has it influence operations? Craftable If you got the news that you'd be leaving this world tomorrow and all memories of you, your work, and your restaurants would be lost with your departure with the exception of 3 pieces of wisdom you could leave behind for the good of humanity, what would they be? Kindness reciprocates Nothing is more important than true relationships Your own mental health is the true definition of success Contact info: Instagram: @kevinboehmboka Email: jobs@bokagrp.com Email: kevin@bokagrp.com Thanks for listening! Thanks so much for joining today! Have some feedback you'd like to share? Leave a note in the comment section below! If you enjoyed this episode, please share it using the social media buttons you see at the top of the post. Also, please leave an honest review for the Restaurant Unstoppable Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and I read each and every one of them. And finally, don't forget to subscribe to the show on iTunes to get automatic updates. Huge thanks to Kevin Boehm for joining me for another awesome episode. Until next time!   Restaurant Unstoppable is a free podcast. One of the ways I'm able to make it free is by earning a commission when sharing certain products with you. I've made it a core value to only share tools, resources, and services my guest mentors have recommend, first. If you're finding value in my podcast, please use my links!

Everything you need to know about pursuing a career in Human Resources, with HR Expert, Pamela Taylor.  We tap into Pamela's vast knowledge of HR after working in this field for 30 years.  She has done it all, seen it all and now shares it all with us! In this episode find out:√ Best Education to prepare you for a career in HR√ Which HR Certification should you pursue?√ Best training/preparation to work in HR√ How to reach senior levels in HR√ What a typical day as an HR Director is like√ Advantages and drawbacks.Pamela is also a Retirement and Career Coach professional.  At the end of this episode, we focus on how Pamela can help you to negotiate your life transition.Kind, smart and gracious...you are in for a treat!Join Our Podcast Email List!   Follow Our Podcast:Website: Listen To Our Podcast HereYouTube Channel   Twitter   LinkedIn  Facebook   InstagramAll Things College and CareerMeg's LinkedIn   Bobbie's LinkedInACADEMIC & CAREER ADVISING SERVICES:Visit Website:  Academic and Career Advising ServicesSchedule an Appointment with Academic & Career Advising ServicesEmail Meg:  meg@academicandcareeradvisingservicesSHOW NOTES:Email Pamela:  pamela@taylorlifetransitions.comPamela’s Website: Taylor Life TransitionsSHRM:  Society for Human Resource ManagementHR Certifications that Pam talks about in the Podcast:SHRMSPHRCPSCPCPPSEBSCCBMAlso discussed are certificates in Coaching and Employee Investigations.  Looking for an Architect in the Seattle area?  Check out:  TYP 

Good morning and welcome back to another episode of the #ChatTalentPeoplePodcast! After a few mishaps, including a power cut, we finally managed to welcome Lucy Williams, the new Head of Talent Acquisition for Sennder. Lucy is an incredible breath of fresh air in our industry and has a real passion for delivering value from a TA perspective. After accidentally landing a job in international recruitment, Lucy found herself living in Dubai for just over twelve years. But now she is back in the UK and very interestingly helping out at a hospitality startup, We All Need A Holiday. We, of course, talked about a number of things, around international recruitment, Brexit and the benefits of portfolio careers. Even though, Lucy didn’t even know she had one. What at first was only supposed to be a break from job hunting and personal development courses, Lucy’s role with We All Need A Holiday has developed into a full-time position. “IT’S BEEN A GREAT EXPERIENCE. I GOT TO TAP INTO SKILLS THAT I DON’T THINK I WOULD HAVE FROM ‘MY NORMAL DAY JOB’.” Lucy’s abilities to use her transferable skills from the world of TA is something that unfortunately a lot of HR and TA people are finding themselves currently trying to do. So I asked Lucy how she did it and what her best piece of advice is: “THIS IS A GREAT TIME TO TAKE A STEP BACK. THINK ABOUT WHAT IT IS THAT YOU REALLY ENJOY ABOUT BEING A RECRUITER. WHAT ARE YOU REALLY GOOD AT? MY BEST ADVICE FOR ANYBODY IS YOU NEED TO BE RESILIENT, QUITE PERSISTENT AND VERY PASSIONATE. AND HAVE THE ABILITY TO BE FLEXIBLE. YOU NEVER KNOW WHAT’S AROUND THE CORNER.” I thoroughly enjoyed recording this episode with Lucy. Exploring the world of start-ups and finding out more about We All Need A Holiday. Is there maybe a ChatTalent + We All Need A Holiday crossover in the future? I’m sure we’ll soon find out. Enjoy! DON’T HAVE TIME TO LISTEN TO THE WHOLE EPISODE? HERE’S AN EASY BREAKDOWN [1.47] Who is Lucy Williams [4.35] Is there a difference between working for an agency and working in-house? [6.44] What do we mean when we say international recruitment and what are the greatest challenges you faced? [8.38] Do you see Covid changing the face of international recruitment? What with WFH and WFA becoming part of the norm? [9.59] Do you think companies fully understand the benefits of opening up to a more international talent pool? [11.58] Jumping back to you helping out at We All Need A Holiday, the start-up travel company. Tell us a little bit about it. [13.38] Portfolio careers are something that a lot of people are looking at. Do you advise that kind of career style to others? [14.39] As you enter the second stage of your TA career, what are the biggest skills you think you’ll bring from We All Need A Holiday? [17.33] Unfortunately, there are a lot of TA and HR people who are finding themselves without work, what would you say to them? From your experience of jumping headfirst into the start-up world?? [19.27] What is a natural step for anybody working in TA or HR? What sort of roles will our background suit best? [21.37] You clearly have a real knack for helping others find their true calling. Have you ever thought of career consulting yourself? [23.02] Where do you see yourself next? What does your next role look like?

Joining us on the Recruitment Flex this week Paula Breeze, EVP HR & Corporate Affairs AND Susan Shea, Founder of Edge Human Resource Solutions If you could chat with your former (or current) VP of HR, what would you talk about? Who would have the b@!!s to tell them that HR is known to never execute?!?

This week founder Paul speaks with Merna Darwood, HR Coordinator at the Ladbrokes Coral Group. Merna gives us a great way to put the pandemic into perspective. Also the family at Everymind also wishes Merna the best of luck with the newest member of her family.This is a great insight into the amazing work that Everymind do. To see how we can help your business, and provide mental health support for your employees visit: www.everymindatwork.comWe spoke about:*Being a Mental Health Champion*Pregnancy in lockdown*The importance of face to face contact*Managing your own mental health as a HR professional *Organising your workload*Why Merna was motivated to work in HR*What the workplace is lacking*Growing up in a war zone*Showing your vulnerability*Being kind to everyoneThe Positive Birth Book - https://tinyurl.com/y4d7r4f2Merna on LinkedIn - https://www.linkedin.com/in/merna-dawood-msc-962664121/?originalSubdomain=ukPlus much more.Sit back, grab yourself a coffee and enjoy this episode.To see how we can help your business, and provide mental health support for your employees visit: www.everymindatwork.comFollow us on Instagram: http://www.instagram.com/everymindatworkConnect with us on Linkedin: https://www.linkedin.com/company/everymindatworkLike us on Facebook: http://www.facebook.com/everymindatworkSay hi on Twitter: http://www.twitter.com/everymindatwork Hosted on Acast. See acast.com/privacy for more information.

As men, we can be cavemen... choosing only to battle physically in fist fights, boxing rings and MMA. But what about matters best suited to HR? What if all of the issues you face as a man attack you in EVERY way except physically? As men we can easily fall into misogyny and mansplain anything that happens to women without a better understanding. What happens when the shoe is on the other foot? What happens when we as men face threats that no one else can see? Then do we go to HR? --- Support this podcast: https://anchor.fm/PlainWayneWins/support

In this week's podcast, Anya and Jack from SwissGulfs Cybersecurity recruitment team are joined by senior Cybersecurity experts Andrew Schumer - Security Systems Consultant at Montdor ANDDavid Williamson - Director at Cisco Security Services, EMEA With hiring in the Cybersecurity space more critical than ever we get the expert's opinions on the areas below. - Are industry certificates a 'must-have' or 'nice to have' when hiring?- Given the rise of fake and easy to come by certificates how reliable are Industry certificates?- What are the expected costs of Cybersecurity certifications?- Unrealistic or Realistic expectations from HR?- What are the qualities to look out when hiring a leading Cybersecurity team?Links to the guestsAndrew Schumer https://www.linkedin.com/in/andrewschumer/?originalSubdomain=aeDavid Williamson https://www.linkedin.com/in/dwilliamson/You can also watch the video of the episode on Youtube here - https://youtu.be/XbhDDCjPfzc

Jon Ingham discusses the future of HR and 'the new normal' post-pandemic in the very first lockdown edition of the HRD Live Podcast. The post COVID-19 and HR: What's next? Jon Ingham on ‘the new normal' appeared first on HRD.

Jon Ingham discusses the future of HR and 'the new normal' post-pandemic in the very first lockdown edition of the HRD Live Podcast. The post COVID-19 and HR: What’s next? Jon Ingham on ‘the new normal’ appeared first on HRD.

The Astros players have finally spoken up about the sign-stealing scandal. Players like Bregman and Altuve offered apologies for the cheating scandal. When asked about using electronic buzzers, the players all strongly denied it. Will we ever know why Altuve was grabbing his jersey after that walkoff HR? What is the league-wide reaction? All this (and more) on today's episode.

In this episode of Building a Modern Employer Brand, I will introduce you the Candidate Journey of the Information Era I've mapped out for us HR-marketers. This Candidate Journey is meant to shift our focus from short term campaign -mindset towards building a continuous dialogue with our ideal talent audiences. ⏱31:02 min In this episode:

Jaime Cummings is the HR Manager for the William Warren Group. Her experience before that spans a number of unique and interesting positions. From Ring (during their startup phase) to Private Equity, her experience is broad and so is her perspective on HR and business as a result. In this podcast we discuss:Grit: Perseverance and Passion.How to become a trusted advisor to those in authority over you.What to do when you are the youngest leader in the group."We are guiders in HR, not enforcers."Burnout in HR and Business (Startups)How to handle itFlip to the positiveFocus on self-careHow to get into HR  What experience should you look to add to your resume?To "start-up" or not to "start-up."Being solution-oriented. A funny story about me trying to get Jaime her next job.The importance of developing a network.Breathwork, being present, slowing down and handling stress.  Taking control of your life as a professionalConnect with Watson and Jaime on LinkedIn!

Ever been to a music gig and wondered how it all came together? Look at the artists on stage - how did they get there? Do they just ring up the venue? Do the venues call them? Do bands have an "HR"? What does being an artist involve? Just play in your bedroom, upload on YouTube, become famous, play at gigs and have fans at your feet? Well - sort of, but there's a lot in between. To unravel that, we have Romario Rodrigues joining Chuck & Naren in the studio as we aim to 'simblify' artist management. Romario has set up a company called Kranti Art Theory that has recently turned one year old, and works with some promising music and visual artists in India. They had a lovely chat about what the whole thing involves, and how (get this!) his company celebrated its first year in business by throwing a party on a boat! Check out Kranti Art Theory on Instagram (https://www.instagram.com/soundsofkranti) & Facebook (https://www.facebook.com/soundsofkranti/) - they have some fun gigs coming up every now and then, and work with some very cool artists. NEW TO SIMBLIFIED? It's an Indian podcast - probably the best to come from Malad West - that takes things that happen around us, and deconstructs them in a language you can understand, often surmounting several puns and PG Wodehouse references along the way. We aim to make you appear smarter during parties, job interviews, and dates. Your hosts (and Twitter / Instagram handles) are Chuck (@chuck_gopal / @chuckofalltrades), Srikeit (@srikeit, @srikeit) and Naren (@shenoyn, @shenoynv). We are part of this podcast network, who, till this day, wonder why they signed us on. You can listen to this show and other awesome shows on the IVM Podcasts app on Android: https://ivm.today/android or iOS: https://ivm.today/ios, or any other podcast app. You can check out our website at http://www.ivmpodcasts.com/

In this episode we explore the paradox of the role HR plays in many businesses and what the role of HR should or could even be. Is HR Dead? In our VUCA world what is the role of HR? What should a line manager be doing and should HR be doing? Is HR here for the employees or the business? Tune in, listen, and we’d love to hear from you! What do you think? Are HR the administrators, the policy makers, the place to build and grow talent, the place to empower people, or something else? Articles referenced: https://techcrunch.com/2018/02/10/hr-has-lost-the-trust-of-employees-here-is-who-has-it-now/ http://fortune.com/2018/02/16/microsoft-hr-problem-metoo/

Karen Carter is the Chief Human Resources Officer and Chief Inclusion Officer at the Dow Chemical Company. She is responsible globally for guiding and directing Dow's efforts to create a more diverse and inclusive environment and workforce. “My job, in a nutshell, is to ensure that we have an environment that gives everyone a fair chance, those processes, those policies, how we evaluate people, and how we hire people…if you’re not focusing deliberately on including, you will ultimately exclude.” Karen has 25 years of experience with Dow, but she only recently moved into the HR space. Before assuming her current responsibilities, she held the role of North America Commercial Vice President, Dow Packaging and Specialty Plastics (P&SP). In her role, Karen was a member of the global business leadership team and was responsible for the overall profit & loss of P&SP’s North America region, which is part of Dow’s Performance Plastics Division and represents more than $18.4B in sales Karen has a bachelor’s degree in marketing from Howard University and a master’s degree in international business from DePaul University. In 2014, Karen was named to the prestigious Forty Women to Watch Over 40 list for her innovative leadership contributions Dow Chemical has been in existence for a little over 120 years. With 50,000 employees around the world, it has revenue in excess of $40,000,000,000. Karen describes the company as a combination of a science and technology organization with a goal to develop and deliver solutions that are essential to human progress. One main focus of Dow is on consumer care, for example ingredients for prescription medications and vitamins.  Another one of their markets is packaging, for instance, keeping meat fresh, and as Karen touches on in our conversation, there's actually technology that is used to make a plastic that enables meat to still be fresh for a few days. The last market that is a main focus is infrastructure - things like roads and bridges and buildings and mega structures like stadiums. What does diversity and inclusion mean?Karen says, diversity is the collection of all of our unique differences. We talk about diversity across multiple dimensions, and most people tend to migrate directly to race, gender, ethnicity, however, there are other dimensions of diversity – for example, military experience or cultural fluency. Inclusion is the intentional and deliberate action we take to create a culture that embraces and values those differences. There are several technologies that Dow Chemical is leveraging in the diversity and inclusion space. They use a Workday People Portal that allows them to be much more transparent with information directly to employees and it allows leaders to have easy access to data that helps them make better decisions. For example, being able to see the last 50 promotions a leader has made to ensure that talent is diverse. As Karen shares in our conversation, we still have a long way to go when it comes to diversity and inclusion in organizations today. Some good strides have been made, but not enough. Things you will learn: Why companies are choosing to hire non-HR people to lead HR What does a Chief Inclusion Officer do? Typical biases that occur in most organizations How to measure D&I How D&I impacts engagement Technologies Dow Chemical is leveraging in the D&I space Why the conversation around D&I is so critical right now Contact: Karen Carter on LinkedIn  

Many entrepreneurs today are extremely talented in their niche, let’s take WordPress development for example. Just because you understand WordPress development and can build kickass websites doesn’t necessarily mean you know how to run a WordPress development business...yet, anyway. Are you thinking about insurance? HR? What about hiring? No? Not good! Simply being aware of this fatal assumption will get you thinking about how you can solve these problems and grow your business quickly and efficiently. Episode resources The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It

Oginga Carr of Epiphany Consulting is back to answer more of your HR questions. He will be hosting a webinar today, July 17th, at 4 PM CT where he will answer the following: What do businesses earning bringing in over $1M in revenue need to know to keep scaling their HR? What do they need to know for the $1-5M range? What do they need to do to grow to the $5-$10M range? Handbooks/policies? Anything new in 2018 that they need to grapple with? Visit pdca.org to register for the webinar or email coconnell@pdca.org.

Is HR on the fast track to irrelevance or what will it take for HR to finally get a “seat at the table?” Those are just a few of the critical questions discussed in this episode of Geeks, Geezers, and Googlization. My guest is Ed Krow, partner and co-founder of TurboExecs and 25 year “veteran” of HR. This episode was prompted by two separate but almost simultaneous experiences shared by me (Ira S Wolfe) and Ed.  When presenting my keynote at a regional SHRM meeting, I noticed something odd.  I was the only male in the room of over 3 dozen participating members. Not that all the women weren’t professional and competent but I couldn’t help to wonder why no men felt the need to attend a presentation about talent acquisition, one of the biggest challenges organizations face. Was it me? Is recruitment considered a “woman’s job?” Was there any significance behind this or were all the men just too busy too attend?  I don’t know the answer but the experience was a bit troubling. My concern was soon deepened when one of the members introduced herself to the group. She stood up and said “how good it was to be back in ‘HR’?  The quotes around HR are intentional because as she spoke the words HR, she raised both hands and motioned air quotes.  Why did she feel the need to air quote HR?  Is it a secret society? A department or profession that is not officially recognized as legit?  Again I don’t have the answers but can tell you that I was beginning to feel that HR might be on the fast track to irrelevance. After leaving the meeting, I checked my email. My friend and colleague Ed shared a similar experience. While presenting at a SHRM conference, a participant stood up and told the group why she chose a career in HR: “to show other that all HR weren’t mean.” What???  Was she the white knight riding in to save all the workers from “mean HR?”   Even HR professionals seem to demean the Human Resources profession, even if unintentional. Those incidents led me to ask Ed to join me on this episode to explore the future of HR. During our conversation, we discuss these topics and more during podcast: What keeps us (and CEOs) awake at night about HR? What skills does HR need to have to become strategic and relevant? Why management must raise the expectations of HR and hold them accountable. Will the COO and CTO take over workforce management if HR doesn’t step up?  

Why does your cocktail come with a tiny piratical weapon in it? Why is Dumbledore so shit at HR? What's the deal with the Center Parcs dome? Find out all this and more in AMT359. There's more about this episode at http://answermethispodcast.com/episode359. Send us questions for future episodes: email words or voice memos to answermethispodcast@googlemail.com, call 0208 123 5877, Skype answermethis. Tweet us http://twitter.com/helenandolly Facebook http://facebook.com/answermethis Subscribe on iTunes http://iTunes.com/AnswerMeThis Buy old episodes, albums and our Best Of compilations at http://answermethisstore.com Hear Helen Zaltzman's podcast The Allusionist at http://theallusionist.org, Olly Mann's The Modern Mann at http://modernmann.co.uk, and Martin Austwick's Song By Song at http://songbysongpodcast.com.

What does it take to reach the top in HR? What knowledge and abilities are necessary for successful HR professionals? For nearly 30 years, the Human Resource competency study has addressed this question. The RBL Group and the Ross School of Business at the University of Michigan along with multiple research partners have collaborated once again to fund and coordinate a global Human Resources competency study, the largest global study on HR competencies. The results of 2016 HR Competency Model: Round 7 of the study will help to continue to shape the future of HR and further define the contributions that make HR a business success, particularly by studying HR competencies aligned with intangible business matters. Mike Ulrich, one of the co-directors of the study, is a statistician at The RBL Group and Assistant Professor of Management at Utah State University. He is the son of Dave Ulrich who is one of, if not the most globally recognized authorities and strategic thought leaders on Human Resources. Click here for complete show notes.  

This episode will perk you up! Shaun Bradley is the Director of People & Organisational Development at Perkbox, a company that provides perks to no less than 600,000 employees across the UK. Questions for Shaun: Who are you and what do you do? Staff perks - why is this important and why now? What's the most popular perk for your users? Hygiene factor vs. purpose/fulfilment If millennials really want purpose - are perks a waste of time and money? How do you engage staff at Perkbox? Has this changed as you have grown as a company? What role do managers play in engaging their staff in addition to HR? What companies are doing it right? What’s the next big thing for Perkbox and perks in general? Where can people connect with you? Show notes are available at: http://employerbrandingpodcast.com

What do you find disruptive in HR? What does HR need to do to reinvent itself to minimize the disruption, to navigate the changing landscape and to rebrand itself to its business partners - to ensure a seat at the table? Nancy Harris joins Kyle O’Connor to discuss these thought-provoking topics. Click here for complete show notes.

Talent management is in a “state of confusion.” Those were the words of Mike Haberman, a long term friend and colleague of mine. I respect Mike a lot and scheduled him for a very long overdue interview. One reason organizations struggle to attract and retain talent is that no one seems to be able to agree on the definition of talent. And if you can't identify it, how can you manage it? During this brief interview we covered a lot of territory from the current state of talent management to the biggest challenges facing HR. We probably raised more questions than answers but we did agree upon this: organizations hinge their growth and future success on talent management as the solution and yet the definition of talent is ambiguous and rarely agreed upon.  Management, HR, recruiters and even employees have different descriptions and therefore different expectations.  What's next for HR? What are the biggest challenges facing HR in the months and years to come?  Listen now to HR expert Mike Haberman and workforce and hiring thought leader Ira S Wolfe the current state and future role of HR and talent management. You can follow Mike on Twitter @MikeHaberman and Ira Wolfe @hireauthority