HRCI Work | Life Podcast

As companies start a new year, the tight global job market means stepping up efforts to attract top talent. Senior executives are thinking strategically about designing benefits that appeal to a global workforce.

Intro

This is your HR News Flash for Monday, November 12, 2018 your weekly briefing on talent management and the world of work from the HR Certification Institute.

News Item

As we look ahead to the last few weeks of the year, let’s take a look at the latest employment numbers.

No surprises here — the unemployment rate is still at 3.7%, the lowest it's been since 1969. The US created 250,000 jobs in October.

And earnings are ticking up, too.

Average hourly earnings are up 83 cents an hour compared to last year, which is the fastest wage growth pace since 2009.

As you’re probably experiencing right now, a tight labor market means tough competition for top talent and high expectations from your own employees.

An investment in training can help meet those expectations and keep your team members fully engaged, says Dr. Amy Dufrane, CEO at HR Certification Institute.

Deloitte research released earlier this year found this is especially true for younger workers, who highly value on-the-job training, continuous professional development and formal training offered by their employers.

In many cases, they value access to learning opportunities even more than short-term increases in pay.

Outro

Well, that’s your HR News Flash for Monday, November 12, 2018 from HRCI. Thanks for listening, and check back next Monday morning for the workplace news you need. HRCI prepares HR leaders for the digital age. Learn more at HRCI.org

HR News Flash

*Intro music*

This is your HR News Flash for Monday, October 22, 2018, your weekly briefing on talent management and the world of work.

And this week we’re trying something a little bit different by kicking off the week with a Facebook Premiere of the HR News Flash so we can watch it together at the same time and you can ask us your questions and talk with each other about the Flash Briefing itself. It’s a test and we’re excited to see what you think!

As always, to read more about related workplace topics, please visit the HR Certification Institute Blog, HR Leads Business, at HRCI.org.

— *spooky music*

Are monsters hiding in your workplace? Are Jekylls and Hydes poisoning your organization’s culture?

With Halloween upon us, let’s talk about the spookiest challenge faced by employees: the Bad Boss.

A new study, conducted by job board Monster, finds that 3-in-4 workers now have or recently had a toxic boss. Respondents described bad or “toxic” bosses as being power-hungry, micro-managers, incompetent and “just never around.”

What does a good boss do?

”To maximize employee engagement, a manager should be both a coach and a mentor,” says HRDIVE. “And to attract and retain staffers, managers must be capable of having regular career conversations. The responsibility has never been greater for those who oversee employees.”

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In related news, experts say that managerial performance is an overlooked area for business growth.

The truth is, most people are promoted to managerial positions without much training on people management skills.

A survey of 500 managers conducted by West Monroe finds that the many managers – especially those with a small number of direct reports-- say they’ve had zero managerial training. If they do receive training, it’s while they are already on the job, not before they start their new management role.

“With these findings in mind, executives can better understand the importance of quality training for their managers – especially if they want them to better contribute to the organization’s bottom line and help insulate the business from economic volatility,” West Monroe advises.

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So, how do you ensure your company has managers and values with more treats than tricks?

Companies and HR teams need to look beyond the standard attraction and retention benefits such as pay, vacation time and work-life balance.

Workers now seek “relationships and respect,” cultures that allow them to reach their “fullest career potential” and corporate cultures free from negative office politics, finds Randstad US.

In its study of more than 700 employees, 86 percent said “they would not apply for or continue to work for a company that has a bad reputation with former employees or the general public.” Most also go to news and social media sites to check on an organization’s reputation.

“Today’s workers have high expectations — and the tight talent market suggests employers should be listening closely,” said Jim Link, CHRO of Randstad North America. “While salary and PTO will always be factors in attraction, engagement and retention, the intangible benefits and day-to-day experiences at work have risen in importance.”

Today’s workers are placing greater emphasis on boss and peer relationships, emotional support and other lifestyle factors. If your company is seen as a haunted house, employees with go elsewhere.

HRCI is addressing these challenges by introducing a new suite of micro-credentials to help HR and non-HR professionals develop vital people management skills.

Called HRCI upSkill, each micro-credential and micro-learning module is delivered 100 percent online and focuses on specific tactics to help you reduce people management risks and optimize talent to drive business success.

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Well, that’s your HR News Flash for Monday, October 22.

Thanks again for listening to the HR News Flash from HRCI. And check back next Monday morning for the latest podcast from HRCI, a leader in the certification and professional development of HR professionals. Learn more at www.hrci.org.

HR News Flash

This is your HR News Flash for the week of October 8, 2018, your weekly briefing on talent management and the world of work.

To read more about related workplace topics, please visit the HR Certification Institute Blog, HR Leads Business, at HRCI.org.

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Are you ready for the holidays? For businesses, preparations for the holiday dash began as early as August in the rush to attract the best seasonal employees.

Retailers, hotels, restaurants and other businesses say they have more seasonal job openings than ever. And many are offering significantly higher wages than they did in 2017 to compete for talent.

A survey conducted by Snag, an online job board for connecting hourly workers with jobs, finds that the average seasonal worker will earn an hourly wage of $15.40 in 2018, up nearly four dollars from 2017 seasonal wages.

The competition for talent is expected to be “fierce,” employers say. More than 3-in-4 businesses report they will offer perks such as paid time off, training and development opportunities, childcare, tuition stipends, health insurance and transportation reimbursements.

HRDIVE reports that many employers started early to get a jump on seasonal hires. Kohls, for example, began hiring seasonal workers in August.

Harver, a pre-employment screening company, advises companies to make sure they have the resources they need to attract and onboard seasonal workers. It may be smart to hire temporary HR and recruiting professionals to handle high-volume recruiting challenges.

“If your hiring team consists of just a few people,” Harver says, “the chances are high that they will struggle to keep up with hiring for the multiple seasonal vacancies in such a short time.”

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In related news, recruitment robots are now helping companies win the war for talent.

Chatbots, as they are known, are helping recruiters at L'Oréal improve how they process the more than 2 million applications the organization receives annually, TechTarget reports. A chatbot is an application that allows a company to simulate a text or voice conversation. Chatbots are commonly used to respond to routine tasks or questions. They are also used by companies to provide faster responses to customers.

L'Oréal is using chatbot technology developed by San Francisco-based Mya Systems. The chatbot answers questions from job seekers and the transcript becomes part of the applicant tracking systems. L'Oréal says that the chatbot’s initial vetting of candidates saves the recruiters time and allows them to spend more time to focus on the most qualified candidates.

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Finally, at 3.7 percent, the unemployment rate for September hit a 49-year-low.

This is the lowest the jobless rate has been since the Vietnam War.

With a strong labor market and economic activity on the upswing, the Fed is forecasting the economy will grow 3.1 percent this year — up from the 2.8 percent it projected in June.

The tight applicant market means more competition for talent, even part-timers. Employers, HR managers and recruiters will have to be more agile and creative than ever to land top talent.

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Well, that’s your HR News Flash for Monday, October 8.

Thanks again for listening to the HR News Flash from HRCI. And check back next Monday morning for the latest podcast from HRCI, a leader in the certification and professional development of HR professionals. Learn more at www.hrci.org.

HR News Flash

This is your HR News Flash for the week of October 1st, 2018, your weekly briefing on talent management and the world of work.

To read more about related workplace topics, please visit the HR Certification Institute Blog, HR Leads Business, at HRCI.org.

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This week’s topic: Do Employers Need to Censor Political Talk at Work?

There is one thing we can all agree on: The current climate of political discourse has - occasionally if not often - brought out the worst in people.

Political opinions have created unprecedented rifts between friends and family members.

But what about political discussions at work?

Officially, the views are mixed. An Indeed poll of 2,000 U.S. employees shared that more than half of employees – 54 percent – say they are generally comfortable with the current level of political discourse at work. Only one-in-five say there should be more censorship.

But this doesn’t erase the tensions that many are experiencing.

Passions seem to be running high these days in what some people are calling a growing tribal society. Some experts believe we are living in a "Cold Civil War" period. This puts human resource managers in a tough spot — with a responsibility to keep discussions respectful.

"Educate your employees on the value and importance of having a diverse and inclusive environment," advises Courtney Mudd, Director of Human Resources at Influence & Co., commenting as a member of the Forbes Human Resources Council.

"Let them know that dialogue is encouraged, but the office is not the environment for debates. If employees aren't open to hearing different points of view, they should refrain from starting and/or joining the conversation."

Heather Bussing, contributing as an HRExaminer analyst on the topic of politics and work, reminds us that harassment, bullying and discrimination – even of the political variety – should not be tolerated.

The danger, she says, is that "we are starting to equate humans with their political views. This is a mistake. We should judge people by what they do or fail to do, not what they believe or whom they voted for."

Her advice includes encouraging people to "take a break from politics while they are at work" and eliminating hate speech.

"Some people," she says, "are feeling emboldened to make derogatory remarks to minorities, [the LGBTQ community], the disabled and women. If there are extenuating circumstances, a few days or a week of unpaid leave can be an effective deterrent to future problems. Otherwise, this should be grounds for immediate termination."

Keep in mind, as well, that political affiliation is a protected class in most states.

HR plays an important role as advisor and counselor in the politically charged world we now live in. Political harassment, like other offensive behaviors, can be thwarted with proactive measures to remind employees of "right and wrong" behaviors.

On the plus side, people are more politically motivated and involved than ever before. But political passion should not become disrespectful or disruptive to the point where it creates a hostile work environment or even turns workers against each other.

Educate employees, managers, and leaders that diversity and inclusion also require openness to different political points of view. After all, the customers that our organizations serve also diverse political opinions.

"R-E-S-P-E-C-T," as the late Aretha Franklin would say, is what we all need in this highly heated political environment. Just a little bit can go a long way.

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Well, that’s your HR News Flash for the week of October 1st, 2018.

Thanks again for listening to the HR News Flash from HRCI. And check back next Monday morning for the latest podcast from HRCI, a leader in the certification and professional development of HR professionals. Learn more at hrci.org.

HR News Flash

This is your HR News Flash for Monday, September 24, 2018, your weekly briefing on talent management and the world of work.

To read more about related workplace topics, please visit the HR Certification Institute Blog, HR Leads Business, at www.HRCI.org.

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What skills will most prepare you for future success?

Curiosity and a spirit of innovation. Or so says HRCI CEO Dr. Amy Dufrane. Those skills are the most vital as new technologies continue to redefine workplace norms and the roles of employees.

[Quote from Amy Dufrane]

Recently, a 2018 survey of 100,000 HR professionals by Payscale found that earning certifications is one valuable way to both gain and demonstrate an inquisitive spirit.

[Quote from Amy Dufrane]

“In the HR profession, getting an HR certification is generally seen as a good way for HR pros to learn new skills, earn more money and move up in their careers,” Payscale finds.

HRCI, notably, was the No. 1 choice for HR certifications. Dufrane believes that’s because HRCI, itself, continues to innovate – even in an industry such as certification that – in many fields – has not changed much since the industrial revolution. HRCI sees certification differently.

[Quote from Amy Dufrane]

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Well, that’s your HR News Flash for the week of September 24th, 2018.

Thanks again for listening to the HR News Flash from HRCI. And check back next Monday morning for the latest podcast from HRCI, a leader in the certification and professional development of HR professionals. Learn more at www.hrci.org.

HR News Flash

This is your HR News Flash for Monday, September 17, 2018, your weekly briefing on talent management and the world of work.

To read more about related workplace topics, please visit the HRCI Blog, HR Leads Business, at www.HRCI.org.

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First, our thoughts are with all those who are impacted by Hurricane Florence and other catastrophes that have impacted lives.

As the hurricane and tropical storm makes its way across the East Coast, the event serves as an important reminder to all businesses:

If you haven’t already, now is the time to review plans and have preparations in place. This is the best way to protect your employees from harm and ensure organizational sustainability in the event of a natural or man-made disaster.

"Natural disasters and man-made disasters occur in all parts of the world and present real threats to employee well-being and business survival," says Sandra Reed, SPHR, an HR and management consultant at epocHResources and author of A Guide to the Human Resources Body of Knowledge™. "Acts of terrorism, acts of workplace violence and natural disasters, such as hurricanes, have prompted companies to expand the role of human resources to prepare for disasters."

OSHA safety standards require emergency action plans for emergency response. At a minimum, your employer should have procedures in place that:

• Provide a system to communicate a fire or other emergency such as a hurricane.
• Direct employees what to do during an emergency evacuation, including exit route assignments.
• Prepare instructions to employees who must remain to operate critical functions before they evacuate.
• Detail a process to account for all employees after evacuation.
• Provide procedures for employees who perform rescue or medical duties.
• Share the name or job title of employees who can be contacted to answer questions about the plan or employee duties.

Ready.gov is an excellent website for disaster preparedness resources. Developed by the Department of Homeland Security, the website has several examples of plans and actions employees can take to be ready in a crisis.

Planning ahead and providing open dialogue are the keys. Keep in mind that the most valuable output from the planning process is not always the written plan.

"The process of assessing risk, talking with employees and reaching out to the experts serves to create depth in organizational behaviors for managing risk," Reed advises. "HR must advocate for thoughtful, engaged action to produce effective programs that have management and employee support."

HR News Flash

"Here is the HR News Flash for Monday, August 27, 2018, covering talent management and the world of work.

To read more about HR, talent management and workplace issues that are being talked about around the world, please visit the HRCI Blog, HR Leads Business, at HRCI.org.

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Up First: Will the Trump Tax Cuts and Jobs Act Legislation Mean Increased Salaries for Employees?

Probably not, according to a 2018/2019 US Compensation Planning Survey conducted by Mercer.

"Despite a windfall of cash from December’s Tax Cuts & Jobs Act for most organizations, only 4 percent [of organizations] say they are planning to redirect tax savings into their salary increase budget for 2019," Mercer says.

68 percent of companies said they are NOT redirecting savings into salary increase budgets.

Also, 28 percent do not anticipate any tax savings from the Tax Cuts and Jobs Act.

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In related news: Employers Predict Only Slight Pay Increases in 2019

U.S. workers will see pay increases in 2019, but bumps in salary will be slight.

Both exempt and non-exempt employees will see pay increases of about 3 percent, according to a survey conducted by Willis Towers Watson Data Services. The same 3-percent increases are expected for managers and executives.

It’s been a decade of flat pay raises, but companies are “feeling pressure to boost salaries," says Towers Watson.

“A growing number of companies are coming to grips with the fact that employees are more willing to change companies to advance their careers and to talk openly about their pay. As a result, organizations are facing increased pressure entering next year to devise a focused strategy and plan on how to allocate their precious compensation dollars or risk losing some of their best talent."

The takeaways?

HRCI believes many workers will continue to grumble since they are likely to continue to feel pinched by salary increases that are not keeping up with rising inflation.

In a tight labor market, companies are challenged to be creative with pay, incentives and total rewards — especially for high performers and employees with in-demand skills.

Top HR challenges will remain – attracting and retaining top talent in 2019 — as well as creating best-in-class workforce cultures and high-performance teams.

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Thanks for listening to the HR News Flash from HRCI. Tune in every Monday morning for the latest flash briefing from HRCI, a leader in the certification and professional development of HR professionals. Learn more at hrci.org.