Guest Article: Presale: New HR Certification Audio Tools (Limited Time) by Ben

One of the most common questions I get from people interested in certification is where to find something they can listen to in the car, on a walk, or even at work. I’ve mentioned before that as busy as I am with kids and work, I really like to listen to podcasts and other audio programs while I’m washing dishes or chaperoning people around town. Today, I’m excited to announce the presale for the new HR certification audio series.

Until now there has only been a minimal selection in the market for audio prep tools, and they are all fairly pricey. I wanted to develop something that would help to improve the HR certification prep experience while still meeting that need for auditory learners. We are launching this in time for people to use it for 2017 exam preparation.

The Details

This program is in presale and officially opens up later this spring. I have been developing it since late 2016 and expect the first version to be available by the end of February. Presale supporters will be the first to gain access to the audio course when it opens. The course will have lessons spanning all areas of HR to help students better understand best practices and have the most up-to-date knowledge of how to leverage those practices for business success. In addition, these courses can be used for recertification credits! If you’re currently certified and want to use the content in these courses for recertification purposes, you can manually add them to your profile to get credit.

Is this just for the PHR or SPHR?

No. I’ve had dozens of students use our other courses to study for the SHRM-CP and SHRM-SCP exams. I’ve also had some even use it for the aPHR exam with excellent results. The principles explored in this audio study course will be applicable across the spectrum of HR. If you like the kind of work I do here at upstartHR (including the podcast) or if you’re interesting in improving your HR game, this will help you.

What is included? 

The course will initially include audio lessons totaling more than 3 hours of content. This will grow to 5+ hours by June and could eventually reach 10+ hours of training by the fall, depending on the level of interest in the course. It’s my goal for learners to be able to use these audio lessons for reinforcing concepts, examining practical applications, and exploring case studies of HR in action.

What is the format?

The presale will include mp3 audio files so learners can learn anywhere. The official launch later this spring will include a CD option as well. At that time, the course will be offered in either format or as a combined offer to allow learners to study anytime, anywhere. The mp3 files will include lifetime access in the event you need to put off your studies, come back later to refresh, or just want to use them for recertification credits after you pass your exam.

What is the price? 

The presale price has been discounted to allow as many people as possible to access the course. I regularly get questions from people needing tools that don’t cost an arm and a leg to purchase, and these definitely make that cut.

• Digital mp3 audio course presale price: $47

As a reminder, this price is temporary and will increase after the presale period closes.

Special Presale Bonus Offer: For a short time only, we are bundling this audio with our powerful SPHR course to help people get a jump start on their certification prep. The bundle price is just $127, a savings of more than 10% off the combined set of tools. This offer will not be available after the presale period closes. Click here to get the limited time bundle.

If you have questions, please contact me at ben@upstarthr.com and I’ll be glad to answer them. I’m excited about the next evolution of certification preparation support here at upstartHR, where we’ve been helping hundreds of HR professionals like you with certification for more than seven years. If you want to go ahead and get on the list for the limited time presale, click here. If you want the bundle with the SPHR email course, be sure to click here.

Article source:Ben - Presale: New HR Certification Audio Tools (Limited Time)»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Three Sentences that Cost Your Business Time, Money, and Grief by Jennifer Miller

“You can’t change horses in mid-stream.” “When the going gets tough, the tough get going.” “This time is different.” How many times have you heard these (or similar) sayings tossed out at the conference table when you’re making an important business decision? These sentences are short-hand for cautionary tales when it comes to decision-making.  Rather than hash out the many reasons why we don’t want to change direction, instead, to save time, we trot out an aphorism that quickly sums up the logic of staying the course.

Tried-and-true adages can save us time when making decisions. But when the sentences are merely clichés uttered without fully considering the ramifications, they can quickly become very expensive sentences. These sentences, if not carefully examined, have the potential to cost business people a great deal of time, money and grief. That’s the main premise of a new book by Jack Quarles, called Expensive Sentences: Debunking the Common Myths that Derail Decisions and Sabotage Success.

Quarles, who spent decades in the business world as a procurement professional, used to make his living helping companies save money. As he worked with his internal partners, Quarles noticed that certain phrases (like “It’s too late to turn back now”) were often accepted at face value. There wasn’t any investigation into if, in fact, these statements were true. Often, they ended up being false, but the damage had already been done. Over the years, Quarles started to notice themes to the many statements people made. He started to think of these statements as “expensive” sentences that fall into one of three categories:

We are stuck in our current situation (we believe in false constraints)

Someone or something is special (and that uniqueness prevents us from making a different choice)

Something is scarce (there is not enough of something we want or need)

Expensive Sentences is organized according into three sections; each part fully examines the definition of the sentence and then devotes a chapter to each of three most well-known (and costly) sentences in its category. For example in Part Three, “Debunking the Scarce Myths,” Quarles addresses “We can’t afford to let him go,” “The customer is always right,” and, “We can probably do that ourselves.”

The book is well-laid out. For each section, there are “wise replies” to the expensive sentence under examination. Quarles, who is now a business consultant, also offers up excellent “exercises” in the book to help business professionals sort through an expensive sentence when they hear one at work. Many of the suggested activities are based in the logical world of economics—such as doing a 10-minute cost-benefit analysis or exercises to help surface a false sense of urgency.

When this book was pitched to me, I’ll admit to a slight distaste for the premise. I’ve sometimes found myself at odds with procurement professionals when I worked in Corporate America. Their job is to save money. Period. So I wasn’t sure I would like what a “procurement guy” had to say on the topic of decision-making. After reading Expensive Sentences, I was won over.  Here’s why: Quarles takes this book beyond another dry, economics-based treatise on decision-making.  He acknowledges the neuroscience and psychology that play into why humans make decisions, and he integrates this information into his recommendations. It’s a multi-dimensional treatment of the topic that takes people’s “human-ness” into the equation.

And you know I’m a sucker for people equations.

 

Disclosure: I received a copy of this book for the purposes of reviewing it. All opinions expressed are my own. There are affiliate links in this post. See my disclosure statement for details.

Article source:Jennifer Miller - Three Sentences that Cost Your Business Time, Money, and Grief»

Guest Article: As Was by Jay Kuhns, SPHR

"Nothing diminishes anxiety faster than action."
- Walter Anderson

Comfortable
This is not a post about accepting change, blah, blah, blah. It is however, about an important part of the change process that doesn't get much airtime.

For many years I maintained a...comfortable...relationship with change, and risk, and my life. Changing things up were always okay with me, as long as they weren't too much, or too fast, or too risky.

Hmmm. That sounds like I was too boring.

But, feeling comfortable is something we all strive for, right? Feeling good about the company we work for, connecting with our coworkers and knowing we have successfully integrated into the culture are all good things. 

Except...

Restless and Stable
For those that know me, I can barely sit still let, alone not try new tools or strategies in my work. My restlessness is a strength (at least I choose to define it that way!) and I embrace that constant churn.

However, that constant motion could quickly unravel my world if I didn't also focus on building a stable foundation from which to work. This is the part that gets missed so often when talking about the power of change.

If the corporate culture is not relatively stable..if systems have not been built...then change will destroy, not improve the workplace.

Stability is key, and allows you to take action with confidence.

How About You
Have you invested in the relationships, worked to understand the norms and culture of your organization, and then made the bold moves necessary to be successful? If not, maybe today is a good day to start?

I'd love to hear from you.

No Excuses.

inspiration
Article source:Jay Kuhns, SPHR - As Was»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Why I’m Reading A Book A Month by Melissa Fairman

I don’t make resolutions (click here for all the details).  I don’t like the precedent that self-reflection is a once-a-year activity. Yuck. You should take the time to reflect throughout the year.  Despite my aversion to New Years resolutions, I did spend some time reflecting on the prior year and that’s when I realized I …

Continue reading "Why I’m Reading A Book A Month"

Article source:Melissa Fairman - Why I’m Reading A Book A Month»

Check out more of Melissa Fairman's work at HR Remix

Guest Article: Screaming Soul by Jay Kuhns, SPHR

I yelled today.*

It was loud.

It was aggressive.

It was on point.

I'm not one to raise my voice very often. But there are times when it is necessary to break through the malaise of the world of work and cut to the heart of an issue. 

How many times have you watched something fail...knowing it would fail...but you stood by watching it fall apart anyway?

It's not easy to get that fired up and still (hopefully) have the respect of your colleagues. 

It's not easy knowing that the space you're venturing into with your words and energy is going to go beyond "disruption."

But leadership isn't about watching things fail and praising how wonderful the organization is because it is so skilled at failure. I hate that BS excuse.

Leadership is about going hard (and often solo) in order to avoid disaster.

How About You
The next time you see well intended actions headed for a major miss, and the warning signs are ignored, make sure you do something about it. Not only are you getting paid to do the right thing, but others are watching to see if you have the courage to stand tall when it matters most.

I'd love to hear from you.

No Excuses.

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*Happened a long time ago

Article source:Jay Kuhns, SPHR - Screaming Soul»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Interview with 2016 SARA (NZ) Recruiter of the Year: Alex Allan of Randstad by Ross Clennett

Following on from my interview last week with New Zealand SARA winner of the Recruitment Leader of the Year, Randstad’s Brien Keegan, this week I speak to his colleague, Alex Allan who won the New Zealand SARA for Recruitment Consultant of the Year. Originally from the UK, Alex started his working life in professional sport before leaving the UK for New Zealand in
Article source:Ross Clennett - Interview with 2016 SARA (NZ) Recruiter of the Year: Alex Allan of Randstad»

Check out more of Ross Clennett's work at hisblog

Guest Article: 40+ Free HR Training Sources: Case Studies, Podcasts, and More by Ben

Two years ago I wrote an article that has been incredibly popular about how to learn HR for free. Today I’m updating that article here with new information and additional sources, rounding it out at just over 3,000 words–no small task! This is for anyone in HR, not just those starting out their careers, because we can all use some help now and again with sharpening our skills and knowledge across the many subdomains of HR. I’d love to hear your thoughts in the comments below: what did I miss? Which is your favorite? 

Recently on LinkedIn I saw someone asking how to learn HR. Specifically he was trying to learn compensation when he didn’t have a background/foundation in the topic. The people in the comments made some good suggestions, but many of them involved expensive certifications, workshops, and other similar costly avenues. Coming from a background of smaller organizations with limited budgets (and understanding the personal budget of a new HR pro), I know that most of those suggestions are not possible for a significant number of people. Today we’ll look at how to learn HR from the ground up in some of the most practical, and inexpensive, ways possible.

Whether you’re just thinking about getting into HR, you’re just starting out, or you have some experience behind you and you want to grow your skill set, you’re going to walk away from this article with some good ideas on how to do that.

First, Let’s Flash Back to 2009

In 2009 when I started this blog, I was thinking a lot about recent HR grads and the world of HR education. Let’s revisit, because it sets up the rest of this article nicely as far as a true need for HR-related information.

HR education isn’t all it’s cracked up to be. The colleges and universities are living in a different age. And although some of them are trying to upgrade with technology, they’re still using textbooks as the major instructional material. And who writes those textbooks? Well, I’m sure they’re smart people, but for the most part, they are not involved with the day-to-day business world. For some students in technology-rich fields, their college education may be obsolete by the time they graduate. This scathing comment from a recent study:

“College was a total waste of time and money. Computer courses are bordering on obsolete by graduation. There were not nearly enough computer courses in my degree program. I gained no skills to get me a job.”
— anonymous computer information systems grad

Maybe it’s time for someone to offer something revolutionary in terms of HR education?

Here’s a novel idea. Why don’t we take some measure (not all, mind you) of education from the HR blogs that already exist? There are dozens (hundreds?) of wonderful people pouring their hearts and efforts into maintaining a blog that describes the ins and outs of human resources. What if schools had some sort of HR education curriculum that required—or at the very least suggested—its students study from those actively participating in the field? How revolutionary would that be?

I only found out about the prevalence of the blogosphere when I was nearly finished with college. And that was only through my own personal research on topics that are unrelated to human resources. I stumbled across a few blogs and loved the community-like atmosphere and the availability of information.

I have long believed that to be great in HR you need to go beyond the knowledge that formal education offers. That’s only about 20% of what is necessary to be great in this profession. The other 80% is learned afterward in various ways.

Qualitative Data: Put on Your Research Hat

Back when I was a wee lad just thinking about entering the HR profession, I had a mission. This was pre-LinkedIn, so there was no easy way for me to do this. I spent hours scouring websites for local and regional companies and then emailing the HR contacts from the website with a few questions. Unfortunately I don’t have the exact list of questions any more, but here are a few of them:

• What is the average day like for someone working in human resources?
• What sort of training or education did you have that prepared you for this job?
• What is the biggest challenge you regularly face?
• What’s the best thing about your job?

I received dozens of responses from all of those hours of work. I actually created a few research papers in college based on that information, but more than that, it helped me get a glimpse into the world of HR that my classmates did not. This concept is going to come into play again in just a moment, but I wanted to introduce it here first. The purpose is to gather qualitative data about what to focus on and that will guide future learning. Without it the learning is haphazard and without structure.

As you know I am a firm believer in using books for learning (the latest in the series on that is about making a leadership reading list), but I’m staying away from that medium for purposes of this post because they are not free and because I want to focus on nontraditional ways to learn this information.

Finding and Using Case Studies

One of my strategic goals for this year is to find 100 case studies across the HR world, categorize them, and then use them as a reference any time I need some examples of how real companies are facing challenges, solving problems, etc. And don’t let the term “case study” frighten you. It’s really just a story, nothing more. Stories are compelling, valuable, and help to deliver a message in an engaging way.

One relatively new source for case studies is HROS. #HROS stands for HR Open Source, a project designed to help open up the tools and methods used by great companies to help their peers benefit from the approach. This includes everything from actual tools to discussion forums and even in-depth case studies.

It’s really easy to seek and find your own case studies across the web. I did that to complete my recent podcast around talent mobility case studies. I have a few sources I turn to in order to find good stories. For instance:

• FastCompany was my source for this recent blog on Patagonia’s onsite childcare program
• SHRM is usually good about leveraging company examples in its articles, like this one on the federal government’s inability to attract young talent
• HR Grapevine, a magazine/news site, is wonderful about including examples. This one quotes Heathrow Airport’s HR leader.

Vendors, which I cover in more detail below, often provide case studies on their own websites, but they are usually less detailed and more focused on the technology/service that they offer. That’s not to say they are poor examples, just that there may be more of a focus on a single piece of the outcome than necessary.

How to Learn HR Skills for Free

Remember the example I started this article with of the young man looking to learn more about compensation? Here’s the first half of the response I provided:

Surprised nobody here has mentioned Payscale.com for free research, white papers, etc.

Let’s analyze that, shall we?

First, I mention a vendor website. Payscale sells compensation data and tools to businesses. So why would I recommend them? Because they have a wealth of free resources, white papers, webinars, and other information on their site. I could spend a day just reading and listening to the content there and have the equivalent of a basic college level compensation course work of information in my brain. And it cost me nothing but a little time. As far as how to learn HR, that’s not a bad way to go.

And the fun thing is that this is just one vendor. There are hundreds, and many of the larger ones provide these same free tools to help us. Not sure where to go? Here are a few suggestions just to get you thinking. I spent an hour researching these for you guys and this is just scratching the surface!

Recruiting

• Jobvite
• iCIMS
• Monster
• Universum

Talent Management

• Halogen
• SuccessFactors
• Achievers
• OC Tanner

Compensation

• Payscale
• Salary.com
• Glassdoor

Benefits

• Zenefits
• Guardian Life
• Namely

Training

• NetDimensions
• Meridian
• Saba

HR Technology/Various

• Ultimate Software
• Equifax
• Ceridian
• PeopleFluent
• ADP
• IBM
• Infor

Now, obviously when these types of companies are sharing these resources their ultimate goal is to use them as marketing to drive you to their products, but you’re certainly not obligated to purchase anything. These resources are free, and you should take advantage of them.

How to Learn HR (And Get Paid To Do It)

I’ve written fairly extensively on getting into HR, breaking into the profession, etc. On the job training still one of the best ways to explore experiential learning, and if  you can lock in a job, you get paid while you’re learning.

More info on those topics:

• Entry Level HR Jobs: The Ultimate Guide
• How to Get Into Human Resources: Ultimate Guide
• How to Get Into HR (HRYP Series)

You might assume that you have to have some of this education in order to get a job in HR, but it’s certainly not the case. Plenty of people move into an HR career without that sort of education or knowledge.

One thing that is worth noting here: your job will not cover all types of things you can learn in HR. That is why it’s important for you to keep up the momentum in the other tactics listed here so your learning does not suffer and you don’t get stuck in that job forever. If you keep learning and growing, you’ll be ready for the next step on the career ladder when it’s time to make that move.

How to Learn HR from Real People

Now, the other half of the response I provided to the request for information is equally important. Here it is:

Try to find some people in your local HR community that “do” compensation and spend an hour or two with each to understand what works for them, what doesn’t, and what they would have liked to know if they had to start over.

This is exactly what I did when I started learning human resources, and it’s still a powerful tactic today. Again, with tools like LinkedIn this makes the whole thing so much easier.

When I hear from people just getting into the field, one of the first things I recommend is for them to find some trusted contacts to start building out their network. Over the years I have been able to connect with hundreds of great HR pros, and some of them have amazing specialties.

For instance, one lady I coached during PHR/SPHR prep last year is a compensation and tax whiz. If I have questions on how to handle taxes for an employee, I could easily pick up the phone or shoot her an email. If I have questions about incentives and motivation, I’ll reach out to Paul.  Heck, if I just need a pick me up I’ll read anything Steve Browne writes.

Get the picture? We don’t have to feel like we are in this thing all alone. We also don’t have to figure out every single piece of it by ourselves without help or support. There are so many great resources and people out there that we can connect with. Figuring out how to learn HR is not just a solo act.

While the web has helped with this and made it more easy to scale up, it has also made some of those connections more shallow. That’s why I also think it’s critical to build a local network of people as well. Within my local area I have a couple dozen HR pros I could call today if I had a question or just wanted to hash out an HR problem I’m dealing with.

That took time, trust, and effort to build, but I started with just one person who took pity on me as an introvert and introduced herself to me at a SHRM chapter workshop all those years ago. I’ll always remember that first interaction. If you’re looking to build out your own network, I’d encourage you to connect with your local chapter. Being a member is helpful, but the best benefits come when you volunteer on the SHRM chapter board and really get involved.

How to Learn HR: Blogs

Read. A. Blog.

Okay, so not all blogs are worth reading. True. However, if you have curated content from someone you trust, that can help to keep the quality high and give you some good, free knowledge. This has been another key part of my learning strategy, especially in those crucial early months when I was just trying to understand how this whole thing worked.

When I talk with college students about HR, I tell them that with a degree specifically in human resources they know about 20% of what they need to be successful. The rest comes from experience, additional learning sources, networking, etc. I always point them to blogs, because those were a major part of my informal education beyond college. I can still remember reading two PHENOMENAL writers, Frank Roche and Chris Ferdinandi, and I can easily trace some of the philosophies I have about how I do HR back to things I read from those two individuals. There are certainly others, but those were the first two I really ran across and latched onto as I was working on understanding HR.

So, how do you find blogs? The HR Carnival is a “traveling” blog collection of some good content in the HR/recruiting space. I recently wrote one themed on Strategic HRM, and I would encourage you to check it out it if you haven’t already.

Otherwise, check out the sites I link to regularly. I don’t link to low quality blogs or sites that I don’t know.

Pro tip: use a tool like Feedly to double your blog reading speed.

If you want to know how to learn human resources management, blogs provide a very easy way to do that.

How to Learn HR: HR Podcasts

Okay, maybe you’re not a huge fan of reading. I have two things to say:

1. Get over it. You’ll need to use that skill often and it’s better to practice it and do it well than try to avoid it and do it poorly. :-)
2. There are other options besides just reading.

Over the past few years several great HR podcasts have surfaced and they are free and provide great information that you can listen to at work, at home, in the car, on a run, feeding a baby at 3am… Yeah, something has to keep me awake when I’m feeding the little one and it might as well be educational, right? :-)

Plus, in 2016 I joined the world’s largest HR podcast network, and you know you want to check out the We’re Only Human show. Additionally, here are some of the HR podcasts you can catch. Pro tip: certified HR pros can get recertification credits for listening to HR podcasts!

• HR Happy Hour – I’ve been a listener of this show from the very first HR Happy Hour episode, and it has been amazing to follow. Steve Boese has really delivered some great information and entertainment for his audience. The topics for the show (employer branding, the future of HR, technology, and work/life balance, for example) are varied, but the friendly, conversational nature makes it easy for anyone to become an addicted listener.
• Drive Thru HR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals. Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.
• Xenium HR for Small Business podcast focuses on HR topics of interest to all HR professionals, whether at a small business or not.
• Ultimate Software has a selection of podcasts on key topics of interest to HR and payroll professionals, delivered to your desktop on-demand. This series is presented by Ultimate customers and other industry thought leaders on topics that can contribute to company success.
• CIPD publishes a new podcast on the first Tuesday of every month. Each episode is like a short radio show, focusing on a workplace or people management topic.
• SuccessFactors doesn’t update their podcast any more, but there are dozens of great episodes of People Performance Radio you can still use to learn more about HR.

How to Learn HR: HR Videos

The other medium to explore is video. I ran across a few YouTube channels that would be worth checking out for some great content to dig into. While you’re not getting 2-3 hour lectures (I’m sure you can find that if you’re really interested!), you are getting information that will help you to learn HR and improve your knowledge.

• SHRM (link) I haven’t mentioned SHRM anywhere else in this article because much of what they offer is not free and is hidden behind the pay wall. However, the content on their YouTube channel is free high quality.
• MeetTheBossTV (link) I have followed MeetTheBoss for a while now and really like the executive viewpoints, the high quality video, and the interesting discussions. This is not all HR content, but I found over 30 minutes of HR specific, strategic discussions within a minute or two of searching.
• Human Resources Magazine (link) while they haven’t updated their channel in a while, I found some great content that would be worth reviewing.

Learning HR doesn’t have to be difficult or painful! Yes, some lessons have to come with experience and a series of trial and error, but you can pick up much of the knowledge you need from these types of resources.

• What questions do you have about how to learn HR?
• What is your biggest challenge in this area?
• What has worked for you?

Article source:Ben - 40+ Free HR Training Sources: Case Studies, Podcasts, and More»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: I'm Not Talking To You by Jay Kuhns, SPHR

Time moves fast, right? We all seem to be hustling harder than ever, and the months and years keep pace as time literally roars past us. When I started blogging in 2010, I hoped I could avoid flaming out in several months and not completely embarrass myself in the process.

Now, more than 700 posts later, I've finally figured something out. So much of what I focus on here at NoExcuses...and so much of what I say in real life...is often not intended for anyone but me.

Is that an odd thing to say? Perhaps. Let me explain.

Accountability
As I ventured into the blogosphere, I recognized I was not going to change the world. What I did want to do however, was develop a personal voice that helped me stay accountable as an executive. 

Perhaps no one really cares about these words anymore? Maybe I over think the importance of executive behavior, role-modeling, leadership, and the potent combination of high energy and risk to actually make progress?

At this point, I don't care what others think when I write.

I'm not talking to them.

It's All Good
Another brief example I'd like to share has to do with one of my favorite, albeit overused phrases. I use it constantly, particularly when I'm managing multiple stressors in my professional and personal life simultaneously.

"It's all good." 

As time has passed those closest to me have started calling me out on my use of this comment. Their interpretation is that I am not acknowledging my feelings, and therefore am holding back instead of addressing what I need to work through in a healthy way.

Except my amazing, and well-intended friends are actually missing the point.

It's all good...for me...is a reminder of the blessings I have in my life. My family, my oldest friends, my amazing new friends, my faith, my career, my health, my passion for music and fitness and Florida.

You see, it's all good is my own humility check. Because despite what my friends think...

I'm not talking to them.

How About You
What approach helps you stay focused, productive, and still remain grateful for the blessings around you? Does anyone know the hidden meaning behind your mantras? No one knows mine...I guess until now.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - I'm Not Talking To You»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Tim Sackett Day Honors @lisarosendahl – Unsung HR Hero by Jennifer Miller

Oh, boy, is she gonna hate this. There’s a reason some heroes are unsung: they hate the publicity.

But I’m doing it anyway.

My friend (and card-carrying introvert) Lisa Rosendahl is being honored as 2017’s Tim Sackett Day recipient. What is Tim Sackett Day, you ask? It’s a day selected by blogger and entrepreneur Laurie Ruettimann to honor the unsung heroes of the human resources world.

Yes, yes, I know, we all love to hate HR – but truly, if you met Lisa you would revise your hateful opinion. Lisa is Cross-Fit loving, HR pro-turned-senior-leader who’s also a fiercely loving mom and wife. And she’s an Army veteran who keeps her marksman skills sharp with regular target practice. Several years ago, Lisa and a couple of HR friends launched the Women of HR website. She has since moved on as editor in chief, but her imprint on giving women a unique place to share their talents and expertise with a wider audience lives on.

Lisa and I share a passion for writing (as well as kids that are the same age), so we naturally gravitated towards one another when we first began this whole blogging and social media thing. From there, we graduated to Facebook messages, emails and eventually phone calls. I’m still waiting for the time when we’ll meet in real life (hence, no photo of the two of us together.) For now, I am content to seek her wise counsel via long distance.

Lisa Rosendahl has had a big influence on many people’s lives – in the digital world as a mentor to aspiring writers – and as a mentor and leader to those in her everyday life. But she’d never tell you that. So we fellow bloggers have taken it upon ourselves to recognize her good work.

If you want to follow her, here are some ways to do so:

Follow Lisa on Twitter.

Check out her LinkedIn profile.

And most of all – as a favor to all the unsung HR heroes out there- give your local HR rep a break. He or she probably isn’t nearly as evil as you think.

Article source:Jennifer Miller - Tim Sackett Day Honors @lisarosendahl – Unsung HR Hero»

Guest Article: My Must-Attend Conference of 2017 #workhuman by Jennifer Miller

This time each year, many people peruse their industry’s conference offerings to decide which ones to attend. If you’re in the human resources, talent management, organizational development or leadership functions in your company, I suggest the WorkHuman 2017 conference.

Now in its third year, the conference—sponsored by technology solutions provider Globoforce—seeks to help companies build stronger, more human cultures through the power of recognition. Globoforce launched the WorkHuman event in 2015 to explore what it means to be human at work. You would think that’s a given in the workplace, right? Well, it’s not. And that’s why these type of conferences exist.

In 2016, I attended the conference as a blogger and media analyst. From self-serve candy stations, to amazing speakers like Michael J. Fox and Presence author Amy Cuddy, it’s a top-notch learning and networking experience. The event definitely draws a preponderance of people with HR-related roles, yet it’s great for executives and business leaders as well.

WorkHuman 2017 will be held May 30 – June 1, 2017 in Phoenix, Arizona. They’ve asked me to help get the word out, which I’m happy to do. I’ll be there again and would love for you to join me. Globoforce is offering a discount for people who register before January 30, 2017. When you register, use code WH17INF-JVM for a $100 discount.

So far, Globoforce has announced two main stage keynote speakers: Susan Cain, author of Quiet: The Power of Introverts in a World That Can’t Stop Talking  and Adam Grant, Wharton management and psychology professor who is bit of a contrarian when it comes to the importance of emotional intelligence. A few popular 2016 speakers are returning—among them my personal favorites Christine Porath on civility and Rasmus Hougaard on mindfulness. I can’t wait to hear what they have to say this year!

If you want to see all of my posts on the event, check out the WorkHuman tag.

Here’s to working human!

 

 

 

 

Article source:Jennifer Miller - My Must-Attend Conference of 2017 #workhuman»

Guest Article: Deciding to Win by Jay Kuhns, SPHR

Consider your situation right now...personally or professionally. 

Have you achieved your goals? 
Are you hustling with a company that you love? 
Have you found a sense of inner peace...with all of the successes and failures and near-misses and disappoints and noise that are part of "peace?"

Hoping to Win
It's funny how our early dreams of future lives...filled with hope for personal satisfaction and professional success...somehow never seem to get to an end point. It's as if we can...never...quite...get...there...regardless of how hard we (have convinced ourselves that we continue to) try.

There is a tired, but accurate phrase, that says 'hope is not a strategy.' However, it appears to be one of the most common forms of self-evaluation, self-esteem, and overall measure of one's worth.

I vote that we use hope as part of our thinking, but pursue a different path when it comes to actually getting things accomplished.
Deciding to Win
Now consider your situation again, but this time let's use a different lens. One that is not based on workplace hustle, personal bliss, or finding the perfect job. Instead, let's take an inventory of what you have accomplished over the last couple of years.

What bold moves have you made in your career?

How does it feel to be on the other side of major life decisions that caused so much stress, but are now behind you?

What else is different now, but you were in such a hurry to focus on the next thing that you've forgotten how much of a difference you've made?

How About You
As it turns out, winning is not a place, or title, or partner. Winning is what you decide it is. So, will it be the endless pursuit of...pursuing? Or, will winning be something entirely different for you?

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Deciding to Win»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Interview with 2016 SARA (NZ) Recruitment Leader of the Year: Brien Keegan of Randstad by Ross Clennett

In mid-November last year, one week after the equivalent Australian awards, Seek announced the winners of the New Zealand SARAs. The winner of the Recruitment Leader of the Year was Randstad's Brien Keegan. After completing his undergraduate degree at Massey University in 2001,
Article source:Ross Clennett - Interview with 2016 SARA (NZ) Recruitment Leader of the Year: Brien Keegan of Randstad»

Check out more of Ross Clennett's work at hisblog

Guest Article: Hiring at the Push of a Button: An Interview with Wonolo Cofounder [Podcast] by Ben

The idea of a “gig” isn’t anything new, but the concept of using gig workers as an alternative source of talent certainly is. More companies are starting to realize that getting a job done doesn’t always have to mean creating a requisition, posting a job, interviewing candidates, and making an offer. In the case of some new applications on the market, companies can bring talent to their front door at the veritable push of a button. Yes, really.

In episode 5 of We’re Only Human, host Ben Eubanks interviews AJ Brustein, cofounder and COO of Wonolo, an on-demand hiring application. Ben and AJ discuss Wonolo’s beginnings as a startup within Coca Cola to solve a specific talent challenge and how it spun off into its own brand. In addition, they talk about how companies can make use of gigs to not only meet company objectives, but to help meet the needs of workers as well. It’s a fascinating conversation and one that will challenge your assumptions about the on demand workers you meet on a daily basis.For more information about Wonolo, check out http://www.wonolo.com

If the gig economy topic interests you, be sure to check out my previous post on the topic about how to use the gig economy to find talent.

Subscribers click through to stream the show below or click here to visit the podcast site. As always, if you subscribe on iTunes, Stitcher, or your favorite podcast app, you’ll be notified of the new shows and never miss an episode. 

To check out other episodes of We’re Only Human or learn more about what Ben’s up to, check out the podcast or the Where I’ll Be page.

Article source:Ben - Hiring at the Push of a Button: An Interview with Wonolo Cofounder [Podcast]»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: 4 Tips for Staying Humble by Jennifer Miller

One of the biggest egos in the cartoon world belongs to the character Plankton from the Nickelodeon cartoon SpongeBob SquarePants.  Plankton’s over-inflated sense of worth (and his never-ending quest to steal the coveted Krabby Patty recipe) leads him to run roughshod over the inhabitants of Bikini Bottom.

To wit:

It’s funny in cartoon-land. But the humor fades when it’s you who’s faced with a colleague or leader with an outsized ego. Although there’s little you can do to put the pin in someone else’s ego to deflate it, you can keep your own ego in check. After all, at one time or another, we’ve all gotten a little cocky or overconfident . . . only to get our comeuppance—as invariably happens with Plankton.

I tackled the topic of keeping yourself humble for the January column in the Smartbrief Original article, 4 ways to let the air out of your leadership ego . Go on over and check it out; I’d love to know what you think.

Article source:Jennifer Miller - 4 Tips for Staying Humble»

Guest Article: Too Fast for Love? by Jay Kuhns, SPHR

Two years.

It's hard to believe. Two years filled with action, risk, bold moves, incredible support and success. Two years with a group of people who are committed to doing things differently than everyone else. Two years of being part of a leadership team that understands how the contemporary world of work is supposed to operate.

Two years at Kinetix for me, as of today.

Bold Is Where We Live
I'm not kidding. Bold is exactly where we live. 

In fact, we use it as a repellent for those companies that think they want to work with us, but have such weak leadership we actually try to drive them away before we waste our collective time.

That's not just bold, that's bad ass.

Too Fast
As I've reflected on my own bold move to leave my VP of Human Resources role after so many years, one thing is clear about that decision...

Nailed it.

My life is faster than ever...the pace of change is faster than ever...the needs of our clients are more complex than ever...

Fast is where I live...and I love it.

How About You
Do you think work is too fast for you to love? Think again. Fast is not only how the world operates...it's how effective leaders "get it done." After all, it can't just be about the process, right? Results matter.

I'm blessed...and I'm fired up to keep pushing. The faster the better.

I'd love to hear from you.

No Excuses.

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title inspiration
Article source:Jay Kuhns, SPHR - Too Fast for Love?»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Summer down under: the music recruiters will be listening to by Ross Clennett

I love music.   I can’t play an instrument but ever since I was about 9, I have been fascinated by music of all kinds. Growing up in 1970s Hobart there was only two commercial stations (7HO and 7HT) and the ABC. I listened to the only commercial station that played music all the time (7HT) with legendary local radio celebrity, Tim ‘Radar’ Franklin (who sadly passed
Article source:Ross Clennett - Summer down under: the music recruiters will be listening to»

Check out more of Ross Clennett's work at hisblog

Guest Article: 20+ Job Interview Do’s and Don’ts That Good Candidates Follow by Ben

As an HR professional, I am used to being on the interviewer’s side of the hiring table. That makes it easy for me to forget all the hard work candidates put into preparing for their interviews—well, some candidates. There are also people who waltz in totally unprepared, which makes me wonder whether they really want to be hired.

These 21 tips from Company Folders reveal the things prepared candidates do before, after, and during their interviews. Knowing these prep strategies will help you discern which candidates did their homework—and which ones didn’t—so you can get a better idea of who will make a good employee. Besides, it never hurts to brush up on interview etiquette; one day, you may find yourself on the other side of the table.

I’m curious to hear the most impressive behavior you have seen from a candidate during an interview—let me know in the comments.

Article source:Ben - 20+ Job Interview Do’s and Don’ts That Good Candidates Follow»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Making Payment by Jay Kuhns, SPHR

"The important thing is this: to be ready at any moment to sacrifice what you are, for what you could become." 

- Charles Dickens

Entitlement

It seems to me the world is filled with a sense of entitlement. It's not just the wave of younger employees in our organizations that desire some sort of reasonable balance in their lives (oh, the horror!) And, it is certainly not just the old guard that feels like they've paid their dues and for some reason need to do less simply because they've been breathing longer (give me a break...)

While both groups are well-intended, they have missed the mark.

Words and Effort

As a leader for many years I have learned to quickly see the difference between someone (regardless of age) who talks about their work, and the ones who do the work. While you may be thinking to yourself that this is a simple task, you might want to consider the variable of motivation.

Sure, true slackers are easy to see. Yet other productive members of the team may say they aspire to bigger and better roles with expanded responsibilities; yet, their effort does not reflect their intention.

They simply can not, or will not, make the payments necessary to earn that opportunity. 

Often times the only thing holding them back is the view they have through their own narrow lens. It's such a shame. As we know, feedback, particularly thoughtful, direct, constructive feedback is essential to moving past our own self-talk about leadership behavior, and opening our eyes to the larger world in which we desire to lead.

How About You

Are you willing to truly listen...and make your payments...as you push your career forward? 

Once you process the fact that humility is an essential part of leadership, you will be astounded at what comes next.

I'd love to hear from you.

No Excuses.

Article source:Jay Kuhns, SPHR - Making Payment»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: New Research: What Candidates Really Want from Employers by Ben

Last week I published some new research that frankly surprised me. When we hear about video interviews, assessments, and hiring processes, we expect candidates and employers to be on opposite ends of the spectrum.

But it’s not the case. When asked a series of questions, both groups responded similarly, and the priorities for each group matched in terms of ranking, even if not in terms of exact percentages. In short, it was a very interesting set of research. I’ve posted a chunk of it below, but to read the full piece you’ll need to head over to Lighthouse Research.

The Candidate Experience: Perspectives on Video Interviews, Assessments, and Hiring

In some ways, hiring looks very similar to what it did twenty years ago. People search for positions, indicate interest, and are filtered down until the most promising candidate is offered a job. However, the technology we use has upgraded considerably over time. Today employers have tools to increase efficiency and efficacy, including video interviews, automated assessments, and more.

In a recent Lighthouse Research study backed by mroads, we explored some of the key aspects of hiring with video technology from both candidate and employer perspectives. The November 2016 pulse survey reached more than 250 individuals and employers, uncovering some interesting findings that both validated existing beliefs as well as uncovered some new insights. Here’s what we found out.

Key Findings

• Stress Factor: Nearly 8 in 10 job seekers say that video interviews are as stressful or more stressful than in-person interviews.
• Attracting Top Talent: 61% of companies say that peer interviews and interactions would be the best way to attract top talent with video hiring solutions.
• Candidate Preferences: Nearly 25% more job seekers said they would prefer a live video interview to an in-person interview.
• Candidate Assessment Perspective: Just under two-thirds of candidates think the right kind of assessments—those that give them an opportunity to showcase their skills or a work sample—prove their value in the hiring process.
• Candidate Experience: Candidates believe that resumes are just as valuable as employment tests/assessments (25% each), but half of candidates say that video interviews are the most valuable tool for helping them stand out in the hiring process.

Click here to read the rest of the article (1,600 words total)

Article source:Ben - New Research: What Candidates Really Want from Employers»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: You & Google Have The Same HR Problems by Melissa Fairman

  Over the holidays I discovered that we, everyday HR pro’s, share more similar HR problems with Google then you would think. According to this article, many current and former Googlers have a lot of gripes about the company. Now some of this stuff (“everyone is overqualified”) is not a typical HR  issue but the …

Continue reading "You & Google Have The Same HR Problems"

Article source:Melissa Fairman - You & Google Have The Same HR Problems»

Check out more of Melissa Fairman's work at HR Remix

Guest Article: New You? No Chance, Right? by Jay Kuhns, SPHR

This is not a New Year's resolutions post. Here's why...I don't think you're going to keep any of yours. January 1st has nothing to do with changing your life.

I'd rather talk about a hardcore commitment story. It's about someone who struggled with weight, self-control, their career, and self-esteem.

Until that someone decided to completely commit to a new life.

Early Excuses
In the beginning it wasn't hard to justify the behavior. When you're young you can bounce back from bad food choices, lack of exercise, and being undisciplined at work. The excuses come easy, and there is always 'plenty of time' to get back on track.

Along with the excuses came professional highs and low, and a waist line that seemed to follow. At some points reasonably fit...and at others...well...not so much.

Manic Excuses
As the realities of getting a bit older set in, the hyper-focus on fitness took control (in a bad way.) The workouts, without regard for injury or fatigue, became the norm. So did the pain from overuse injuries. Again and again and again.

As the self-esteem went down...the weight went back up.

Surely this must be bad luck! Or life's cruel twist? But there was more to come. 

One day, most unexpectedly, a phone call came through describing a dire situation. Not soon after, the Father was gone at 61. This was a devastating loss which sent this cycle into overdrive. Food, excuses, training, injury, low self-esteem.

Repeat.
Repeat.
Repeat.

How About You
I'm happy to report this person is doing extremely well today. A complete and total commitment to a new way of living was not just necessary, but required.

The focus on eating clean, training hard, a disciplined approach to work, and respecting the limits of what one's body can handle (usually) are now part of a consistent and high energy approach to life.

In short, I'm doing better than I have in years.

So, as you look forward, regardless of the date on the calendar, I hope you too will find the balance, discipline, and drive to dominate every part of your life. I believe in myself now...and I believe in you too.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - New You? No Chance, Right?»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: HR State of the Union: 2017 Edition by Ben

Every year I republish my “state of the HR union” article from previous years with new additions and edits as a challenge to each of you. Am I on target, or did I miss anything pertinent? 

Early every year, the President of the United States makes an address to the nation. The purpose of the annual “State of the Union” address is to give an account of the year’s events and discuss the priorities of the coming months. If communicated properly, this is an opportunity to reach a larger audience, share major goals, and get buy-in from the constituency.

So, why don’t we give it a shot?

I think every HR pro needs to have their own State of the Union address within their own company, department, or team (depending on the level of responsibility). This is strategic HR communication at its best, and it could become a valuable tool to allow leaders to peer into the inner workings of the HR strategy while allowing HR leaders to share key results areas as well. In fact, even compliance can be strategic, if communicated properly.

When I think about this, I remember the best boss I ever had. She did an annual HR “touch base” meeting to get us on the right track, get everyone on the same page, and help to lay out key themes and strategies for the year. In reality it was a team of two of us, but she brought in additional stakeholders and interested parties to hear the session, giving them a peek into our priorities. It also allowed them to see how we might be able to help them and enable their success, a primary part of how I define successful HR.

She was always good at pointing out the need to be agile, knowing that business needs could dictate changes in our approach. Knowing that the HR strategy could change rapidly helped to give me some sense of control, despite the complete lack of it! That’s one reason I put together the following video a while back, because I know that the HR strategy sometimes changes, shifts, or even fails. We need to be prepared for some of those eventualities.

Featured Video: What to Do if Your HR Strategy Fails

HR Needs to Step Up

Are you ready for me to step on your toes? Here’s a quote from one study I found:

“Only 20 percent of [the largest publicly traded] companies discuss HR in their reports to shareholders. About one-quarter provides only limited references to the workforce, and some don’t mention their employees at all.”

Can you imagine how our stakeholders would react if we spent 30-50% of our budget on a resource and then never followed up about how it was being utilized? In effect, this is what’s happening with regard to our human capital investments. People are quick to say that payroll is the largest line item in a company’s budget, but then when it comes to proving how we’re doing in terms of diversity, development, direction, etc. we fall down on the job.

I did a little digging and found a few examples of HR annual reports that organizations have created. You’ll see some interesting insights in them, from hard statistics proving the value of the HR function to strategic plans for the coming year ahead.

• Deutsche Bank-Lays out progress toward long-term “Strategy 2020” goals that belong to the business, not HR. This example also provides the most comprehensive data around specific performance of the various HR practices–for example, 1 in 3 employees were hired from internal candidates and 10,000+ internal staff changed roles during the year, providing ongoing talent and development opportunities for workers.
• John Carroll University-Gives a one-page executive summary followed by monthly highlights of programs and contributions to the organization.
• UCF-Demonstrated specific metrics around HR performance, from increased screening measures to specific training points and diversity improvements.

Nobody said you have to create a full-color, 25-page report to show what you’re doing. But a one-page executive summary with key insights into the core HR areas? That’s totally doable. At a minimum, it should cover:

• Recruiting–what has your performance been like? Common metrics? Best success story as a case in point?
• Training and development–how much, what kind, and most importantly, what has it enabled the business to achieve?
• Safety and health–what is the progress/status? What’s the well-being of your staff? Are they performing and productive?
• Strategy–is your HR team aligned with the business in terms of overarching strategy? Can you demonstrate that alignment with a few examples of how HR projects and accomplishments translated into the business strategy or impacted business outcomes?

How big is your “union?”

As I stated above, depending on where you are in your organization’s hierarchy, you might only be addressing your HR teammates. Or maybe you have the ability to snag an audience with your senior leadership team, and you’re willing to put together a short presentation for that group.

Whatever the case, the size and target audience will be different for everyone, but the tips below will still help you in defining what to discuss.

What to say

Okay, so I’ve sold you on the idea of delivering your own “state of HR” address, but what do you actually say? Here are a few ideas

• Talent retention—Discuss retention initiatives and any cost savings associated with reduced turnover
• Learning and development—Give examples of new human capital capabilities brought about by learning and development investments
• Performance management—Talk about increased performance or reduced turnover expenses associated with improved employee performance
• Leadership strategy—Provide insights into the role the leadership strategy has played in supporting business growth
• Sales strategy and planning—Offer data to demonstrate how HR supported the needs of the sales staff and leadership

These certainly aren’t the only topics you can cover, but this is a good starting point based on what organizational leaders want/need to hear. Remember, your goal is to demonstrate that HR isn’t just a cost center, but that you’re bringing value to the organization and its people on a regular basis.

The bottom line? This is your chance to get in front of a key audience (whether it’s the rest of your team or another influential group) and share your message about how HR’s priorities align with those of the business.

What are you waiting for?

Closing Question to Ponder

• Which stakeholders would benefit most from hearing this address from you or your HR leaders?
• What are the key issues your leaders are facing that you can include in your address?
• What is the best format for your culture, geography, and leadership preferences that makes sense to deliver this? Internal webinar/teleconference? In-person with slides? Handouts and a conference room? Hint: think about how finance or marketing would present something like this and do something similar, assuming those functions are respected within the organization.

Article source:Ben - HR State of the Union: 2017 Edition»

Check out more of Ben Uebanks' work at Upstart HR