Guest Article: Lessons on Culture & Engagement from the Trucking Industry [Podcast] by joel

Host: Ben Eubanks

Guest: Randy Swart, COO, A. Duie Pyle

What would you do if you found out that you were facing a drastic shortage in the primary candidates you hire? How would you work to retain the workers you have while simultaneously marketing your business to potential applicants?

In today’s conversation, Ben interviews Randy Swart to answer these very real questions that he deals with every day. As COO of A. Duie Pyle, Swart helps to run the transportation and logistics company through its normal operations. But the challenges the industry faces are anything but normal: turnover is rampant, the workforce is aging, and predictions of shortages continue to be ever more severe.

In the discussion, Swart shares some of the key practices that A. Duie Pyle uses to not only keep workers from leaving, but to actually help them enjoy the work they do at the same time. Regardless of the industry or company, listeners will have some wonderful takeaways from a true business leader on how to create more value for our employees.

For more information on A. Duie Pyle: http://ift.tt/2s4fs4L

For more episodes and information about We’re Only Human: http://ift.tt/2pVTmky

Subscribe to We’re Only Human and all the HR Happy Hour Podcast Network shows on Apple Podcasts or wherever you get your podcasts – just search for ‘HR Happy Hour’.

Article source:joel - Lessons on Culture & Engagement from the Trucking Industry [Podcast]»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Artificial Intelligence for HR (a practical viewpoint!) by Ben

Cover design for the new book

I’m in the middle of writing a book. Yes, a BOOK! I’m having fun and writing a ton, but I’m also looking for a little help. See, I need some examples from vendors and employers to help me fill in a few case studies and would love to feature you in the book if you’re a fit for my requirements.

The survey below is open to anyone and I would appreciate it if you would respond. This goes doubly for anyone looking to be highlighted (vendor or practitioner) in the book. 

Please take our 1-minute survey

• Vendors: I’m looking for any HR, recruiting, talent, or learning software companies that are using machine learning, natural language processing, deep learning, etc. in their products for purposes of automation or augmentation. I need examples across the spectrum so while I know talent acquisition is going to be heavily represented (and that’s fine) I would also like to talk with those serving talent management, workforce management, learning management, and other HR audiences.
• Practitioners: I’m looking for companies USING these kinds of software tools. Is your recruiting tool doing automated sourcing for you? Is your workforce scheduling tool automatically offering shifts and reducing the hands-on work your team is doing? Maybe your talent management system is giving you red flags on which of your high-value workers are in danger of leaving the company? Is your learning tool recommending highly personalized content for workers based on what their peers are consuming? If you’re using a modern piece of HR technology, there’s a chance you are seeing some of these benefits. I’d love to feature you in the book whether as a small segment in a chapter, a case study, etc. Lots of opportunities to highlight the great work you’re doing as an HR leader!

Click here if you are interested in participating and I will be in touch soon. Thanks so much!

Why write a book about artificial intelligence in human resources?

I’ve had a few people ask me why this topic. In truth, I see it as a public service. So much of what I read (and you probably, too) around how AI will impact human resources is written by the following types of people:

• People who have never worked in HR
• People who want attention by latching onto a “hot” topic

The problem is that very few of these pieces I’m seeing actually talk about solving problems. Instead they talk about theory or high-level impact, which doesn’t help you do your job any better. I’m trying to bring a highly practical perspective to the topic, which is why I’m looking for company stories and examples to weave into the content. I will have to give a basic primer on AI and how it works, but that’s just to get everyone to a basic level of understanding. The vast majority of the book content will be focusing on ACTUAL problems HR can solve across performance, learning, and recruiting.

Plus it’s my chance to write a book for a traditional publisher. I’ve published a Kindle book but have not had this chance previously, so I’ll be sharing the experience and what I think about the process. Look for me to talk more about this topic as the year goes on!

Article source:Ben - Artificial Intelligence for HR (a practical viewpoint!)»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Seek change course with Onploy as UK recruitment start-ups boom by Ross Clennett

Last week two pieces of news caught my attention that suggested that the recruitment industry is ending 2017 in pretty good shape. Firstly, SEEK announced that it was withdrawing Onploy from the retail industry candidate market to focus on the IT candidate market. Industry news service, ShortList, reported “(Onploy) Co-founder Jack Hoi told Shortlist that its software engineering category
Article source:Ross Clennett - Seek change course with Onploy as UK recruitment start-ups boom»

Check out more of Ross Clennett's work at hisblog

Guest Article: HR is Messy by Jay Kuhns, SPHR

A few years ago a member of my team asked me a question. We were discussing a sensitive issue that required some finesse to work through. I was also working toward a specific outcome, and knew I needed to take several important steps in order to get there.

She asked..."do you always have an agenda for everything?"

I Love Plans

For most of us...well, at least for me...I like to be in control of my situation. I want to understand the issues, prepare to address the ever-present political landmines, and be organized so I can deliver the results everyone expects from me.

Good plans do that. Heck, even half-baked plans can often do most of the job. But something happens in spite of having a clear work plan...and it seems to happen consistently.

People get involved.

A Beautiful Mess

Here's the part where I do not vent about people being a source of frustration as I try to get my work done "according to plan."

It turns out I'm one of those people that gets involved...even in my own plans! Sometimes I change my mind, or learn new information, or discover a new challenge that needs to be managed thoughtfully.

HR work is messy....and I love it.

How About You

The next time someone "interrupts" your plans, consider this: the world does not revolve around your view exclusively. If you are always the smartest one in the room, you have a pretty weak room.

Focus on being savvy, understanding all of the dynamics involved, and focus on the end result versus winning every battle along the way.

Oh, and my answer to her question about having an agenda?

It was yes, of course.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - HR is Messy»

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

Guest Article: Should Have Known Better by Jay Kuhns, SPHR

"That time I pushed for what I thought was best, without really listening to what my colleagues were telling me."

I should have known better.

"When I didn't take the time to fully understand all of the politics involved."

I should have known better.

"The new policy I thought would be so good for the bottom line, but didn't realize how ill-prepared I was with the communication plan."

I should have known better.

"I wish the others could have seen how important that was...what's wrong with them?"

I should have known better.

"I wasn't threatened by them...I just needed to have things go my way...and be really popular."

I should have known better.

How About You
Who on your team needs a healthy dose of "should have known better?" Go tell them. Be firm. Stop treating them like they will break in two, or that chaos will follow. They need your coaching wisdom, and bold leadership.

Tell them today.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Should Have Known Better»

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

Guest Article: Want to Meet in 2018? by Ben

As the year winds down one of the things I’m spending time on is scheduling out my 2018 year. Travel, conferences, speaking, etc. I have several events on the calendar already where I’ll be speaking (such as the HRPA Conference January in Toronto and the HR Conference Cruise in February, and about half a dozen others), but if you’re reading this and enjoy the kinds of things that I share here on the blog and you also have responsibilities for planning events in 2018, I’d love to speak at your conference!

To give you an idea of what I’ve been up to in 2017, here is a sampling of this year’s speaking events (and webinars/virtual events):

• SHRM chapter workshop: Evidence-Based Change Management Practices that Deliver Results
• SHRM chapter workshop: Practical Methods for Measuring HR’s Business Value
• Webinar: Informal Learning Myths and Truths
• SilkRoad user conference – topics: Talent Mobility Strategy; Diversity and Inclusion; Employee Engagement and Business Results
• Skillsoft/SumTotal user conference – Employee Engagement and Business Results
• Achievers user conference – Improving Employee Engagement Outcomes
• Webinar: Learning Strategy, Measurement, and Content
• Webinar: Using Talent Mobility for Engagement and Performance
• Webinar: Performance Management: What High-Performing Firms Do Differently
• HCI Innovation@Work – Hacking HR Workshop
• Panel discussion: The Future of Learning
• Panel discussion: The Next Great HR Technology Company

Bottom line: it’s been a busy year!

I already have a great 2018 planned, including both on-site and virtual presentations. One of my favorite things about working on upstartHR these last 8 years is being able to meet each of you when I’m attending an event, so please ping me if you are going to be somewhere so we can connect!

In addition, if you’re looking for a keynote speaker that knows the trends and insights that matter to your audience, feel free to contact me while I still have some room on the schedule. I’d love to speak at your event.

Article source:Ben - Want to Meet in 2018?»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Essential Facts to Know Regarding Sexual Harassment Training by Ben

With the current discussion surrounding sexual harassment and sexual allegations, it’s more important than ever for HR professionals to cover all the bases when it comes to compliance training. Even though behavior that might be considered sexual harassment might seem rather obvious in this day and age, it’s often more nuanced than most employees might consider. Knowing how to properly train and educate employees makes for a safer and much more comfortable workplace.

More Males Report Sexual Harassment Than Females

When teaching employees about sexual harassment in the workplace, it’s important to bear in mind that more males report sexual harassment than females, which might surprise some. For this reason, it’s important HR professionals make training completely gender neutral and stress the fact that both men and women can not only be victims of sexual harassment, but that they should not fear to report any sexual harassment they might experience in the workplace. With this approach, men can become more aware of when they may be victims themselves, something that most certainly hasn’t been ingrained in them by society.

Suggestive Remarks Are Considered Sexual Harassment

An employee doesn’t have to be cornered in an elevator, receive unwanted physical contact or receive inappropriate emails for him or her to be a victim of sexual harassment, a suggestive remark can be considered harassment. Additional behavior often considered sexual harassment includes:

• Use of offensive language

• Compliments with sexual overtones

• Sexual banter

• Bragging about sexual skills

Essentially, any behavior of a sexual nature that makes employees feel uncomfortable in the workplace is grounds for filing a sexual harassment report.

Employee Perception Can Impact the Effectiveness of Policies

Studies have shown it’s not unusual for an employee’s perception of workplace sexual harassment policies to tarnish the overall meaning of those policies. What this means is that sometimes, employers aren’t as clear as they should be when it comes to defining sexual harassment. This is one of the reasons it’s so essential workers are well-aware of what falls under the sexual harassment umbrella so they do not unknowingly violate policies. In some cases of sexual harassment, employees genuinely aren’t aware their behavior, actions or comments could be considered sexual harassment. Here, employers are just as much to blame as employees, maybe more so.

Employers Should Be Aware of Nontraditional Harassment

An employee doesn’t have to directly approach another employee for there to be an instance of sexual harassment. If there is a public computer in the work environment that contains adult images, sexually suggestive emails, bookmarked adult sites or the like, it can be considered cyberstalking or nontraditional sexual harassment. What’s most essential for employers to bear in mind with nontraditional sexual harassment and cyberstalking is they’re illegal acts under U.S. laws. While it might seem like common sense to not look up or save adult content on a public computer, employers should leave no room for doubt in such cases.

Some Employees Fail to Report Sexual Harassment Because of the Potential for Backlash

Much like actors and actresses in Hollywood failed to report sexual harassment because they thought it would harm their careers, the same is true of employees in the workplace. What’s more is those who did report instances of sexual harassment felt there was much to be desired with the final outcome of the situation. For this reason, companies need to make it plain not only what constitutes sexual harassment, but also the consequences harassers will face. Oftentimes, HR is so focused on making sure everyone is aware of the true definition and circumstances of sexual harassment they don’t spend as much time explaining the breadth of the consequences of harassing someone.

Actions to Prevent Lawsuits Should Be Taken

While it’s understandable for managers and supervisors to want to keep their distance from sexual harassment reports and leave the job to HR, the truth of the matter is managers and supervisors should involve themselves in devising a fair resolution to the report. In addition to showing employees their employer takes such instances seriously, the involvement of those in high positions could be just the thing needed to keep employees from filing a lawsuit. On a related note, companies should know that just because they have a sexual harassment policy in place does not mean employees cannot or will not file a lawsuit.

There’s no doubt that sexual harassment is a sensitive and serious issue. All HR professionals should know how to proceed for the safety of everyone in the workplace.

Article source:Ben - Essential Facts to Know Regarding Sexual Harassment Training»

Check out more of Ben Uebanks' work at Upstart HR