Guest Article: Announcement: New HR Certification Materials are Live! by Ben

I had a powerful moment last week. I went back and checked some of the statistics on the website for how people find the blog, and there have been tens of thousands of HR pros that found upstartHR via Google because they were looking for help with HR certification content. That truly blew me away!

It’s that kind of support that has encouraged me to work on developing critical study materials that fill the gaps in the HR certification industry. I made a quiet announcement last week to all of our customers so far this year, but today I’m announcing publicly that our new revised courses for PHR and SPHR certification prep are both available.

(read on for how to get a limited time 20% discount on the course you need!)

Why a new course? What was wrong with the old one?

The changes in this year’s HRCI body of knowledge prompted me and the team to make changes to the content, and I’d already been thinking for some time that I wanted to move away from the old format to a more comprehensive study platform. I have partnered with Thinkific, an online learning system, to transition the PHR and SPHR courses to a new format that helps learners wherever they may be.

Additionally, during the transition I not only was able to weave in some additional content from video, audio, and external sources, but I was also able to pull together hundreds of practice questions to assist with study preparation. Now students that use the course are not only getting the industry’s only study materials that offer a practical perspective—they also get a wide variety of practice questions to help them test those concepts they’re learning.

Is this the end goal?

Not by a long shot. The course has always been designed to be used alongside another study tool. HRCP has been a great partner in that regard, but I also recommend the Reed books on Amazon for anyone that needs something more budget-friendly (even if it’s for an older version of the test, 99% of the principles are still the same!).

However, those resources are highly academic in their approach, and the number one reason people fail the HR certification exams is because they lack the practical insights around application. In other words: you learn the theories, but you fall down when it comes to talking about how they really work in practice.

The content in the upstartHR course is very practical and written from an “in the trenches” perspective, which means students aren’t just memorizing terms with no idea of how they function in the real world. It’s my plan to continue fleshing out the course until it is able to stand on its own, though this is a long-term plan. Additionally, I will be incorporating new resources, research, and information into the course on an ongoing basis to ensure students are always receiving the latest and greatest information.

What about the SHRM exams?

These tools have been used successfully by dozens of students in the last year. I was hesitant to make this claim without some evidence to back it up, because the course was designed for the HRCI exams. However, there aren’t two wildly different ways to practice HR, there’s one right way. The feedback from SHRM-CP and SHRM-SCP students has been very positive and I’m proud to say that it can help those studying for the SHRM exams with key concepts and practical insights and case studies.

A note about the popular audio course

A final note: the audio course was developed as a tool to help solve a variety of problems (students wanted to listen to materials, study on their commute, etc.), but I’ve heard from some students that the content navigation and user interface is not as easy as they would prefer. I’m working on a solution to this, but, as with the course, it isn’t a quick fix. Some of the audio content is being merged into the PHR and SPHR courses and some will stand alone, but I am working on this to create a better experience for students.

Celebrate with a discount!

Bottom line: this is an exciting time for me and the team. To celebrate, for a limited time I am offering a 20% discount on the new courses if you are preparing for the PHR or SPHR. Use discount code “20launch” at checkout. This code is good until Halloween (October 31st, 2018) so don’t miss your chance! Access to the course does not expire so you can take the exam this winter or any time next year if you’re already thinking about it.

As always, if you have questions feel free to reach out to me in the comments below or via email. It’s an honor to serve the HR community and I look forward to another great year of success with my students!

Article source:Ben - Announcement: New HR Certification Materials are Live!»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: We’re Only Human 41: HR Leaders, Stop Treating the Symptom by Ben

“HR should see themselves as the sole source of people exertise in any organization… You don’t go to IT to get ideas on how to formulate product. You go to them for [technical] expertise.”

How many times do you solve a problem only to have it come back around again? Are you treating the symptom instead of treating the root issue? In today’s conversation with Cheree Aspelin, Ben asks about how HR leaders can get beyond this common issue.

In Cheree’s words, HR needs to “buck up” and make some tough choices about how to lead the business and the function. It’s an encouraging conversation because Cheree’s passion and excitement about HR as a profession come through in her words, tone, and message.

Connect with Chereee on LinkedIn: https://www.linkedin.com/in/chereeaspelin

If you enjoyed this episode you’ll want to check out “How to be a Chief Troublemaker in HR.”

What about you? Does this resonate? Are you treating the symptoms or the real problem? 

Article source:Ben - We’re Only Human 41: HR Leaders, Stop Treating the Symptom»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Reunited and Returned by Jay Kuhns, SPHR

A question for you today...do you feel as if you've 'figured it all out?' I'm not being a smart you-know-what here. I'm actually curious if you feel that way. 

Honesty is the Best Policy
To be honest with you, I kinda feel like I had it all figured out for a while. That turned out to be a pretty self-centered viewpoint. Think about it...with all of the challenges of work, our personal "stuff" that we carry...or have carried around with us...plus a world that seems to be so bitterly divided, how in the world could anyone have it all figured out?

Lots to process. Lots to think about. Lots of people we interact with each day, and all of this internal noise blasting nonstop.

Or maybe it's just me?

Stepping Up
It's an odd thing...wanting to step up and be better. Who puts that pressure on us? Is it our coworkers or family? Is it clients or our network of peers? Perhaps it's our faith perspective, or simply our sense of justice, duty or doing the right thing that is the source?

What drives us to push ourselves so hard to improve? 

Yes, I'm going deeper today...it's good for me...and you too. When do we thoughtfully, intentionally, commit to 'being better people' and then execute on that plan?

I'm all in.

How About You
What drives you? Is it work, personal healing, an inner passion, or something else happening in the world? 

For me, it's as if I've been reunited with...well...myself. Returning to that person who saw everything as an exciting opportunity to make a difference.

I'd love to hear from you

No Excuses.

pic
inspiration
Article source:Jay Kuhns, SPHR - Reunited and Returned»

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

Guest Article: 1-1 Meetings Getting Stale? Make this Change for Better Results by Jennifer Miller

Acknowledging team success via a “Friday Wins Meeting” like this one at content marketing tech firm Percolate has become standard practice at many companies. Many teams also informally share wins at their daily huddle meetings.

There’s something exciting about celebrating a win with members of your team that can start the day off right, or wrap up an especially busy week.

Beyond the momentary buzz that celebration provides, focus on success aids in a broader goal: enhanced performance.The late social psychologist Kathryn Cramer coined the phrase “Asset-Based Thinking” in which she encouraged people to focus on what’s going right in their world, rather than focusing solely on problems that need fixing. When leaders shine the light on what’s working, it opens up the potential for even bigger gains.

In addition to group settings, there’s another way you can use the idea of “wins” in your leadership role: during one-to-one meetings. Here’s an example from my home life. Every Sunday night, I check in with my 17-year-old son, who will soon start the college application process. We review the week’s progress and set goals for the upcoming week. At the start of each meeting, he lists three wins (he defines what constitutes a “win”) for his week and we talk about it.

This process works well because:

• It starts the meeting on a positive note
• Incremental success is recognized, which maintains momentum as he works towards larger goals
• He decides what serves as a win; therefore it’s more meaningful to him
• It’s part of an established process that perpetuates framing of activities in terms of success
• Although he dislikes public praise, my introverted son is comfortable sharing his wins in a one-to-one setting

Although I stumbled into this “wins” process on my own, it turns out that research backs up my hunch that a positive focus aids in goal achievement. In the Harvard Business Review article “The Power of Small Wins,” researchers Teresa Amabile and Steven J. Kramer describe the “progress principle” — the human desire to feel that one is making progress on work that matters.

“Whether they are trying to solve a major scientific mystery or simply produce a high-quality product or service, everyday progress—even a small win—can make all the difference in how [workers] feel and perform,” the authors write. Leaders who act as “nourishers” providing respect, encouragement and recognition are those best poised to help their team members capitalize on their daily (or weekly) wins.

If your one-to-one meetings with staffers have become bogged down in detailed status updates and problem-solving, consider changing up the agenda. Ask your team members to start the next meeting with a list of two or three wins. Listen carefully and without judgement. Assure them that you aren’t looking for huge, blue ribbon achievements. If you continue this process for a while, you’ll discover precisely what each of your employees finds worthy and rewarding.

As Amabile and Stevens point out, their progress principle only works if people feel that their work is meaningful. Luckily, “meaningful” doesn’t have to be “life-altering.”

“Meaning can be as simple as making a useful and high-quality product for a customer or providing a genuine service for a community,” they explain.

As a leader, it’s up to you to help connect the dots between team members’ wins and the value their work provides to your company and customers. In the process, not only will your team members experience satisfaction, their output will improve as well. And that’s progress everyone can feel good about.

 

This article appeared on Smartbrief Originals and is used with permission.

Article source:Jennifer Miller - 1-1 Meetings Getting Stale? Make this Change for Better Results»

Guest Article: Should Employees be Paid for Commuting Time? by Ben

An interesting piece of research on publicly available WiFi access in England led to a question that made me pause. Should employees be paid for commuting time?

As someone that travels a fair bit for work, I know the value of being able to connect and work from any number of strange locations–restaurants, hotel lobbies, airports, etc. But what about the commutes that make up a significant part of the day for so many workers? From the piece:

Interviews with customers revealed why internet access was as important for commuters as business travellers. Many respondents expressed how they consider their commute as time to ‘catch up’ with work, before or after their traditional working day. This transitional time also enabled people to switch roles, for example from being a parent getting the kids ready for school in the morning to a business director during the day.

Until now, there has been little research to evaluate the impact free Wi-Fi provision has had in the UK, despite government encouragement for companies to provide access on transport networks. The researchers looked to Scandinavia to see how commuting time could be measured differently, and found that in Norway some commuters are able to count travel time as part of their working day.

Dr Juliet Jain told the conference: “If travel time were to count as work time, there would be many social and economic impacts, as well as implications for the rail industry. It may ease commuter pressure on peak hours and allow for more comfort and flexibility around working times. However it may also demand more surveillance and accountability for productivity.”

Changing the Script on Work/Life Balance

Twenty years ago commuters riding on trains and other passive modes of transportation (basically anyone that’s not driving, biking, or walking to work) might have been able to work in some capacity, but it was very limited.

Today, with 24/7 access to networks, resources, etc., the conversation has changed. The very technology that has forced us to have very tough conversations about work/life balance could now offer a small way to add more balance to our lives.

We know that more than 90% of workers say they are LEAST PRODUCTIVE IN THE WORKPLACE, which means they need to find other times and places to be productive and meet their work goals. Could this option to get paid for working during commuting hours change that? What’s your take? Is it a good idea?

Article source:Ben - Should Employees be Paid for Commuting Time?»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Finding My Way by Jay Kuhns, SPHR

I'm not exactly sure when it happened, but I've found myself in somewhat of an awkward place. 

Professionally, I have a terrific job with a company that is being recognized in the industry and growing fast. I love human resources work...it just matches everything that I believe is important about the life and success of an organization. 

That all sounds pretty good, right?

But...
Somehow, though, a cynical view has snuck up on me. 

I don't like that. 

I don't want to be someone who complains about the complainers. I don't want to sound like the angry guy who is just another know-it-all. I don't want to be someone who isn't living the way he truly wants to live.

So...I'm doing something about it. A huge part of my personality is based (often times as the brunt of jokes) on being overly positive. Sometimes even missing the reality of a situation because I refuse to see anything but the positive side!

That personality trait...that I have relied on to carry me through for so many years...has become a bit more elusive lately. 

I don't like that either.

Getting Focused
I'm going to dial-in more than ever to what used to be my default reaction, to an intentional, thoughtful response to the world around me. 

Staying positive has to be the starting place. 
Staying positive has to be my go-to style. 
Ending positively has to be the way.

Maybe this all sounds hokey. Probably true. But for me, taking a proactive approach to how I live my life versus my "life living me" is essential. I've taken big steps in my health, faith, nutrition and fitness. Now it's time to lock down the last and most challenging part...

...my mindset.

How About You
What has become elusive in your life? What behaviors have crept in that you want to lock down? Don't be afraid of confronting them...you can do it!

I'd love to hear from you.

No Excuses.

pic
Article source:Jay Kuhns, SPHR - Finding My Way»

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

Guest Article: HR: You're Still Scared to Death of 'Them' by Jay Kuhns, SPHR

I recently attended a human resources conference and found myself leaving a bit disappointed. The conference overall was fine...working hard to find the right balance between content, programming, and sessions to meet the needs of a wide range of leaders from 'brand new' to 'seasoned executives.'

HR Still Out of Touch
What disappointed me however was the nature of the discussion during one particular session on communication. More specifically, communication with our younger employees. The group used the term millennials, although personally I am so sick and tired of generational labels that I'm going to try something new for HR and call them...

...people!

The group spent the majority of the session complaining, venting, and candidly whining like first-time managers about meeting their employee's needs.

Really HR? Still complaining? 

Have you forgotten that...

WE are the people champions of our organizations!

WE are the ones who despise labels and embrace inclusion!

WE are the ones who align and execute people strategies with our company's plans!

WE are the ones who are advocates for corporate culture, employee morale, and overall engagement!

Sadly, it is clear to me that, in the healthcare industry at least, HR appears to have lost it's way.

The Truth Hurts
Has HR remained current with how the world works today? Have any of the contemporary communication tools been adopted by the 'old guard' or are they still hiding behind excuses and fear? 

Some of you may say I'm being too harsh, yet I was the one who watched this embarrassing display of behavior. You may think that I am the one who is out of touch with reality; yet you didn't hear me complain about the future leaders of our world. 

...and yes, those 'younger' employees will ALL be in our jobs one day...so what example are you setting for them?...

How About You
The time has come for a new wave of leaders to take control in HealthcareHR. The brave, the visionaries, the ones who actually want to take action and make a profound difference in an industry that, despite it's massive economic impact, has little to show in the way of true HR executive presence and thought leadership.

Too harsh? Then why don't you do something about it in your organization today?

I'd love to hear from you.

No Excuses.

pic
Article source:Jay Kuhns, SPHR - HR: You're Still Scared to Death of 'Them'»

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