HRCI Work | Life Podcast

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

The gender pay gap has not improved over the past five years. This gap is further marred when race and culture is a factor. HR practitioners must work towards greater pay equity and career opportunities for qualified individuals. Here is how to enact pay equity for your organization

First, review pay policies and procedures.

Set pay equity objectives that begin at the point of recruiting and hiring. This should carry through for performance reviews and career promotions. Compensate employees equally when they perform the same or similar job duties, while accounting for other factors such as their experience level, job performance and tenure with the employer

Second, address work process changes.

Determine how virtual and work force fluctuations impact your organization's processes. HR must remain agile in monitoring work culture and shifts in performance. Adapt policies and practices that reward behavior and pay based on the individual's efforts to meet and exceed ROI goals.

Lastly, ensure pay equity.

Pay transparency is a vital component of pay equity. It is becoming more common that pay practices and processes adhere to labor requirements and laws. Managers must be comfortable answering compensation questions that align with the organization's mission and labor strategy.

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 coronavirus pandemic created disruption as well as provided the opportunity to review, revise and adapt HR practices. HR and their organizations are looking for ways to re-engage, re-train and retain their current workforce. Here is how to implement improved HR strategies and techniques.

First, determine what skills and practices are needed.

Adopting agile HR processes supports organizations while navigating through any ambiguities within their work environment. One way is to create an inclusive and diverse culture, where team members feel supported, empowered and confident.

Second, modernize your HR practices.

Applying modern HR practices is significantly different from legacy HR practices. Strive to maintain your organization on the cutting edge of best practices and technology. Integrate both HR and business practices to strengthen credibility, invoke trust and maintain customer loyalty.

Lastly, emphasize organization mission and values.

By modernizing HR practices, you create policies and procedures that bind together the workforce and the community they serve. Merge company values that are reflective of your work culture. For example, the value of "doing the right thing" can be woven into your diversity and inclusion programs and initiatives.

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.

When the global shift to remote work occurred last year, HRCI was able to quickly transition. We can partially credit quick technology adoption and distribution, however, it was HRCI's IT team that powered the transition. Here is how:

Having an established trust between HR and IT served as a foundation for their collaboration throughout the entire transition. HRCI invested in tools and processes that allowed for a smooth adoption of remote work.

HRCI already had a smaller remote workforce in place prior to the pandemic. This allowed us to listen, learn and improve our IT operations to accommodate what is currently a fully remote workforce.

Our customers and their changing needs are HRCI's top priority. We made sure to keep listening and learning. This has allowed our organization to respond to customer needs and ensure that we will be ready for any future challenges.

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.

Without a common baseline or defined metrics, building a successful Diversity, Equity and Inclusion (DEI) program is challenging. To solve this problem, the International Organization for Standardization or ISO recently published ISO 30415, a human resource management standard devoted to diversity and inclusion. Here is how to use this standard to improve DEI metrics at your organization.

The DEI standard was intentionally designed for implementation for organizations of all sizes. You can utilize and compare where your organization's DEI efforts match up against that baseline, and where there are opportunities for improvement.

The standard promotes evidence-based practice by providing key outcomes to measure progress towards your goals. It allows your organization to move systematically and progress in measurable ways.

Driving sustainable change requires regular iterations and follow-through. With leadership's commitment and resources to implement and maintain the necessary actions based on the standard, organizations can improve their adherence and create change to their diversity, equity and inclusion policies.

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.

Legacy playbooks no longer apply to human resources practices. HR professionals must develop new processes for the modern world of work. In a conversation with author Lars Schmidt, an HRCI Higher Standard speaker during the upcoming June 17 Summit, he discusses current challenges facing modern HR and the steps HR professionals must take to keep pace with change.

Lars mentions that going forward, employees will want the continued flexibility of hybrid work. While this new era demands personalization, HR tends to operate from a legacy perspective. According to Lars, companies should prioritize building programs with flexibility and offer considerable advantages to recruit great talent.

According to Lars, more guidance, learning and direction are coming from peer-to-peer sharing and collaboration. Open feedback from communities and networks are much more valuable than following legacy playbooks.

Organizations have improved their approach to open and honest dialogue about mental health. Lars adds that this openness will remain a priority and be a driving force behind employees' career choices as well as where and who they choose to work for.

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 boundaries between our personal and work lives have become blurred. Two out of three Americans report working during vacation, which can have negative consequences on their health and wellness, as well as their overall performance. In the post pandemic work life, here is how you can help your workforce disconnect and avoid working while on vacation.

Explicitly state that employees are expected to completely disconnect while taking PTO. Let employees know that they are not expected to attend organizational meetings and their inboxes should have an appropriate out of office message, so that they can unplug and come back refreshed.

Train managers to balance schedules and reshuffle duties to help employees leave work behind during vacation. Managers have to communicate to employees that their work will be covered so they don't feel compelled to work during their time off.

Taking a break from work after a traumatic pandemic year is essential for mental recovery. Assure employees that they should not feel guilty for taking vacation time and that it's important for their wellbeing to disconnect and focus on themselves and their families.

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.

Applying to work at an entry-level position is a great way to begin an HR career. How you develop your resume and perform in an interview will make a significant difference in how your application is received. Not having formal HR experience or education should not deter you from aspiring to pursue an HR career. Here are some best practices:

First, highlight your transferable skills.

Since HR is a people-focused profession, try to showcase skills like collaboration, leadership and the ability to work well in diverse groups of people. Sharing experiences you have in volunteer positions or on a sports team can help you build a compelling case for learning HR-related soft skills.

There are free learning resources available, such as podcasts and webinars, to help you catch up on what is happening in the world of work. Certification programs are another effective way to learn the basics of HR. As an example, HRCI's Associate Professional in Human Resources, (aPHR), does not require prior experience to apply, take and pass the exam.

Always review the job posting before the interview. The interview is also an excellent opportunity to demonstrate your communication skills. Be prepared and ready to express yourself clearly and effectively. Quality HR professionals are good listeners and have exceptional organizational skills. Organizations look for these same attributes in their candidates.

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.

Today in honor of Military Appreciation Month, we are going to share how certification advanced the HR career of Sergeant First Class Ashley Lowery. Ashley has her dream job in the U.S. Army in the field of Human Resources. As her career progressed, she continues to benefit from her HRCI certification journey. Here is how her PHR and SPHR certifications played a role in supporting her Army career path.

Before the pandemic, Ashley was a traveling military pay instructor. When the pandemic suspended her travel, Sergeant Lowery decided to invest her extra time into obtaining a professional HR certification.

Within a year, she earned the Professional in Human Resources and the Senior Professional in Human Resources certifications. She continues to enjoy learning about HR and encourages other military HR personnel to start their own HRCI certification journey.

The U.S. Army's order of merit list identifies top performers for training, specialized assignments, and other opportunities. Sergeant Lowery believes that her HRCI certification helped place her in the top 10 percent of all HR professionals in the Army at the same rank.

Sergeant Lowery stresses the importance of becoming certified as soon as possible. She believes that her certification and ongoing education will prepare to transition her to a civilian HR career focusing on either talent strategy or acquisition.

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.

Within the workplace, conversations around mental health have progressed. Employee assistance programs or (EAPs) are often associated with the need for therapy. HR has contributed to positive changes in the perception and acceptance of mental health well-being in the workplace. Here is how to launch and manage an EAP at your organization.

First, evaluate potential vendors.

In order to select the right program, you must decide on the needs of your organization. Larger providers tend to offer more comprehensive benefits but may be cost-prohibitive for smaller organizations. Smaller providers may offer fewer options or use an as-needed model for individual services.

Second, communicate EAP program offerings.

Develop a targeted communication strategy for advertising your program's offerings. Organic exposure among employees is most effective. Encouraging employees to share a positive experience using an EAP can be a powerful motivator for others.

Lastly, cost and benefits analysis.

Your provider can share utilization rates and overall positive outcomes of programs used by employees. These quarterly reports should automatically provide you with a cost benefit analysis and the efficacy of this valuable employee benefit.

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.

Culture is vital for developing and sustaining a healthy, high-performing organization. An intentional design is required to develop a high-performance culture, especially in today's workplace climate. Here is how to drive higher performance at your organization.

First, distinguish between culture and climate.

Climate consists of the systems and processes your organization has in place, such as rewards and performance management systems. Culture involves elements that we cannot see, yet it shapes our organizational perceptions and attitudes. This can include personal values, beliefs and assumptions.

Second, identify high-performance culture and behaviors.

Identify top managers who set inclusive cultural behaviors. Define the behaviors that drive a healthy and productive culture. Build language used to describe the behaviors you want to see used daily.

Lastly, develop a model.

Culture is driven by shared learning experiences. Create a model that explains why culture is important for performance. Culture builds a baseline for measuring progress and strategies to meet your organization's target goal.

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.