HRCI Work | Life Podcast

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Coaching conversations empower managers to help employees achieve their full potential. Unlike traditional performance management, performance coaching is a more collaborative process. Here is how you can implement coaching in the workplace.

Identify new leadership competencies.It is important to identify and develop the leadership skills that empower a coaching mindset. These skills include being a good listener and thinking holistically. As you continue to develop your hybrid work environment, make these selection criteria part of the hiring process.Facilitate employee self-awareness.Management coaching should empower employees to think independently. Fostering self-awareness is the most effective way to build this type of thinking and results in a better overall performance. HR can train managers to build a learning mindset through ongoing performance conversations. Implement coaching policies and procedures.It is best to switch to a coaching culture using integrated policies and procedures. Take a holistic approach to changing culture. Identify the behaviors you want to see from managers, build them into their performance assessment infrastructure and reward those behaviors.

Also, as a reminder, we are now celebrating Hispanic Heritage Month until October 15th. The theme of this year is "Esperanza: A Celebration of Hispanic Heritage and Hope". We hope that you can contribute by celebrating Hispanic history and culture in your workplace.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Earning an Associate Professional in Human Resources® (aPHR®) certification is a valuable resource for starting an HR career. It will help expand your skill set and deepen your understanding of common HR practices. Here are some benefits of earning the aPHR certification.

Launching an HR career.

The aPHR certification does not require prior experience, which can give you a valuable opportunity to either change careers or begin a new endeavor focused on HR. The value of doing so can help level up your career or earning potential.

Supporting business growth.

The aPHR gives you the opportunity to become a subject matter expert in areas that are critical to workplace issues. You become a valuable asset that can provide foundational knowledge and practices while supporting the growth of your business and its workforce.

Join the HR community.

The aPHR certification can help you develop a personal strategy for putting people first in everything that you do. Becoming HRCI-certified, also rewards you with a community of international practitioners for support and continued career growth. Check out HRCI Voices and our other social media platforms for additional information on how to get involved in the HR community.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. The pandemic has shifted workforce strategy and behavior. Faced with the unknown impact, HR must adapt through careful workforce planning and redesign. Here is how HR can lead the process of aligning workforce strategies with business objectives.

Redesign the work.

Offering flexible remote work options has helped employees become more productive. HR can continue to collaborate with other departments to design technology that helps employees feel empowered.

Engage the workforce.

The traditional workforce management model involves recruiting, deploying and retaining talent. Today, we must shift our thinking and engage our workforce. Retain employees by offering a more attractive future with opportunities for career mobility and flexibility.

Adapt the workplace.

In this modern workplace, HR must lead in the alignment of functions across the organization. The alignment has to be a blend of physical and digital environments with technology at its core and with the encouragement of a free flow of ideas. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Recently, discussing and acknowledging mental health concerns have become part of employee wellness programs. Here are some indicators to recognize and understand mental health needs at your organization.

Recognize performance indicators.

Managers should be aware of how symptoms of mental illness might manifest in performance. These include tardiness, reluctance to engage in a specific task or other performance deficiencies.

Empathize and Understand.

Mental illness symptoms are often unrecognized. Encourage all employees to use mental wellness resources like EAPs or virtual counseling.

Foster employee trust.

Despite the increase in openness about mental health, it is still often stigmatized. Reach out to employees and make sure they know that their health is a priority for your organization.

Collaborate on accommodations.

Accommodations can vary from flexible schedules, alternative work arrangements or special projects and assignments. There is not a one-size-fits-all resolution and there should be continuous dialogue about the impact of mental health on job performance.

Protect privacy.

Compliance with HIPAA and privacy laws are essential to protect your organization and impacted employees. Assure the employee their privacy and any documentation will be protected.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

If you are a seasoned HR professional or just starting your career, learning skills on the job will enrich your understanding of relevant HR concepts. Here are three ways to leverage your daily routine as a learning resource.

Know where to direct your learning.

As the saying goes, you don't know what you don't know. Self-assess or confer with your mentor or manager to help identify areas where you might improve or gain new skills. Refer to the HRCI Learning Center for additional resources.

Connect concepts with actions.

If there are concepts that you do not practice through your regular work, volunteer with other teams to help on a project that offers new skills.

Reflect on what you have learned.

Track your learning progress and goals on a regular cadence. Reflect on how the skills you have learned and the actions you have taken can connect to bigger HR concepts.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Online HR courses provide a meaningful resource for specific knowledge or daily processes in managing your organization. Let's explore five online HR course topics from the HRCI Learning Center that explore how to foster more inclusive, safe and healthy workplaces:

Diversity and Inclusion in the Workplace.

HR professionals are ethically obligated to initiate change and support all DEI initiatives. Discover how to create diverse and inclusive workforces that are healthier, innovative and resilient.

Recruit Multi-Generational Employees.

The workforce has become multigenerational and age diversity must not be ignored. Learn how to recruit multi-generational employees and how to develop a brand that is cross-generational.

Promoting Employee Well-Being.

Learn about developing a comprehensive plan for long-term employee well-being. It is best to include physical safety, data security and mental health.

Marijuana in the Workplace.

Marijuana legislation and the legal landscape are changing across the United States. Research drug policies for multi-state workplaces and create practices that comply with various marijuana laws.

Handling Workplace Violence.

Even with pivoting to fully remote workplaces, organizations are not immune to workplace violence in the form of threats, harassment and cyberbullying. Explore ways to optimize employee safety and minimize risks to health and well-being.

This is a quick glance of the over 250 courses offered in the HRCI learning catalog. For additional topics, visit the HRCI Learning Center at: learn.hrci.org.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Workplace evolution impacts every aspect of human resources. Add on a global pandemic and you have HR professionals who have to think and act strategically. Here are five elements of strategic HR management to practice at your organization.

First, create an impact.

Your workforce is your most important investment. Organizations should calculate their Human Capital ROI to determine whether investing in a new training program is actually improving work efficiency.

Second, exert influence.

One way to exert more strategic HR management influence is to consider outsourcing any routine HR tasks.

Third, harness inspiration.

Help managers develop goals that optimize the talent, skills and contributions that each employee brings to the organization.

Fourth, encourage innovation.

Deploy evidence-based HR practices to innovate and grow both the workforce and the organization's reach.

Finally, foster integration.

Encourage behavior that impacts performance and sustains talent retention. Celebrate cross functional successes that perpetuate continuous improvement and growth.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Work models have evolved rapidly over the past year and a half. It is becoming clear that the majority of organizations are in favor of implementing a hybrid work model. What this will look like will vary across organizations. Here is how to maintain efficiency, flexibility and safety as you redesign HR policies to support a hybrid work model.

First, getting the job done is still a priority.

Supporting employees is essential without losing sight of what needs to be accomplished. As you shift to a hybrid work model, design and implement policies to optimize the tasks and deliverables required from your workforce. Then, consider individual needs and accommodations.

Second, build a flexible hybrid work model.

Revise your employee handbook to align manager and employees' expectations. Within a framework of a hybrid model, provide a level of flexibility and freedom for employees to decide how they work best. As an example, offer a window of core operational hours in which individuals can perform their tasks.

Finally, implement new steps for health and safety.

A hybrid work model requires additional benefit options for your workforce. As an example, consider mental wellness needs for your employees, as well as any child and/or elder care. Encourage employees to create a safe and ergonomic workspace at home. Additionally, the organization should establish effective cybersecurity protocols to protect technology and data for all hybrid work arrangements.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Despite the recent movements towards acknowledging and mitigating workplace harassment, organizations may not understand the widespread problem. Here is how HR can alleviate harassment in the workplace.

First, define workplace harassment.

To create an anti-harassment culture, you must think beyond legal definitions. The behavior or action might not have a legal classification as harassment, yet can still adversely impact the recipient. Always include the impacted person when investigating an alleged harassment claim.

Second, workplace harassment hurts everyone.

Harassment can have severe consequences, especially when left unchecked. This includes your organization's reputation, as well as employee productivity. Workplace misconduct has often been ignored unless it impacted the bottom line. Harassment allegations can damage both your employees and your organization.

Lastly, institute changes.

While ignoring or tolerating harassment damages your workplace, taking action to minimize harassment helps you attract and retain a diverse workforce. Establish a baseline for tracking progress over time to ensure a harassment-free workplace for everyone.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Last year, the Securities and Exchange Commission mandated human capital disclosure requirements for publicly traded organizations. This elevated human resources to a new level of strategic value. Here is how the standards are validating strategic HR's business value to the organization.

First, HR is a profession not a single individual.

HR is about the profession not the individual. As a profession, HR leads to universally acknowledged credentials and experience. A set of generally accepted principles systematizes professional practices and creates a baseline for HR to work from.

Second, adopt continuous improvement.

HR standards measure your professional progress as well as your organization's HR and leaders business effectiveness and creates a strategic value statement.

Lastly, strategic standards support HR.

Following human capital standards allows you to implement and track incremental changes across the organization. Standards help set an industry baseline, as well as demonstrate transparency with the public, particularly to investors and stakeholders.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.