current events

What The Girl In HR is Reading: Monday Nov 7

I’m coming up for air to share what I’ve been reading that is not baby, toddler, eating, breastfeeding, motherhood related 🙂

I also decided to mostly steer clear of anything 2016 election related (for now) … but that doesn’t mean that there still isn’t a TON of stuff going on that might peak your HR interest!

Here are a few things that got me thinking over the last week!

  • As an HR girl who is currently focusing in on the “compliance” space –this one was one worth sharing– I for sure feel it in my space and know that others are as well. If you’re having a hard time getting your fellow HR peeps or even your managers on board, this is a good read to help understand the “why” and maybe even get you (and your organization) thinking about what might be next… and maybe even what you can do to be more proactive –>

    As compliance pressure mounts, businesses turn to regulatory technology

    https://techcrunch.com/2016/10/18/as-compliance-pressure-mounts-businesses-turn-to-regulatory-technology/?ncid=rss#comments

  • Let’s all shed a tear as we say GOODBYE to Twitterfeed which shut down as of Oct 31. Bummer– I LOVED Twitterfeed — if you were a Twitterfeed lover — what, if anything, will you be using now?

Twitterfeed To Shut Its Doors

http://www.aristocratworld.com/2016/10/twitterfeed-to-shut-its-door.html

  • Competition much? … er, its in my top 5 😉  — what do you think? Agree?

The good and the bad of keeping score at work

http://www.humanresourcesonline.net/good-bad-keeping-score-work/

  • Okay … so ONE thing related to the elections — things that you might need to look at depending on which candidate wins on Nov 8.  That’s not picking or advocating a side, that’s just gathering information — 🙂

Possible Clinton & Trump Results for Human Resources

http://www.cutimes.com/2016/11/02/possible-clinton-trump-results-for-human-resource?ref=hp-top-stories

8 Presidential Election Issues That Impact Your Workplace

http://www.blogging4jobs.com/hr/8-presidential-election-issues-workplace/

What caught your HR eye recently?

Yours,

I’m Still Here! What the Girl in HR has been up to!

WOW — its been a while!

I’d like to say that its because I’ve been taking a break – but its actually been almost anything but. I’m burning the candle at both ends and my blog here has suffered a bit.

I just wanted to give a quick update on where else has been taking me away these last few months 🙂 –and where else you might be able to find me, in case you need to get your Girl in HR fix 😉

  • I’ve put a ton of energy into my HR mentoring program and trying to take it to a “whole. ‘nother. leevl.” 🙂 Its been fun and a lot of great learnings — and has been a great playground to try new things and experiment (that will likely make its way on to this blog!). Working with new HR pros has been so fun for me and exciting for me and while I’ve been pouring a whole lot in — I feel like I’m getting a ton out!
    • See what I’ve been writing and talking about on the blog here — there are a number of ways to engage with the group including Facebook and Twitter. While the mentoring program is geared towards students thru new HR pro many of the topics that we discuss span across all HR pros regardless of how many years of experience that they may have– what changes is what you bring to the topic depending on your experience. I introduced a series (well do two posts really count as a series… uh, yeah, I just decided it does) called “Imagine Your the HR Person” — inspired largely by what I do here on taking current events and “making the HR connection”
  • I’m working on my third stint as a committee lead for the South Texas HR Symposium. ITS AWESOME –and its gonna ROCK!  The event will be Jan 15-16 and is one of the best deals in HR conferences. Its a great event (and I’m not just saying that as a member of the team who plans it) — we have lots of great speakers and things planned (networking, happy hour, silent auction. Yes, Yes and YES!!) I can’t wait to tell you more about it — and introduce you to the conference if you’ve never heard of it before — we’d love to have you out event in Jan, but if that doesn’t work with your schedule then want to get it on your can radar for 2016 (yes we’re already talking about the 2016 event!) Find out more at the symposium website and follow the thread on Twitter #STXHRS and #HRRocks

These are some fellow committee members Raquel, Melanie and Carey #HRRocks

 

  • Also happening in January, I officially officially become a board member of the San Antonio HR Management Association (SAHRMA)— I was elected as the college relations board member. I’m honored and stoked to serve with these amazing HR pros!

The 2015 SAHRMA Board

 

The holidays are coming up — so that some extra cray cray that coming to my world (seriously, is Thanksgiving really next week?!?!) but I love this time of year! … and honestly, wouldn’t have it any other way! I do miss my blog tho – but find me on Facebook, Twitter, and in a few other my other side projects :).

What about you — whats been going on with you? Are things getting crazy in your world with the holidays around the corner?

Making the HR connection, yours,

Two Monkeys Were Paid Unequally, See What Happens Next

For those of you who know me or read some of my other articles, you know that I have an academic background in science — and I love science! I actually loved doing experiments and research — so imagine my surprise when I saw this excerpt related to two things that I dig — science and HR-related matters.

So first, some of the things that make this cool — just the primal drive for all things that are “fair” and “equal” — the monkey on the left knows immediately what is going on and his actions cry out “hey, that’s not fair” … actually it was more, “hey, that’s not fair and I don’t want your stupid cucumber — I know the grape is better.” Honestly — I’m not all that surprised by the result — are you? You may have been around children, or even remember times yourself as a child when you said, “that’s not fair!” But its neat to see the physical response of the monkey on the left.   (sidenote: I might add, I am not sure that “equal” and “fair” are the same thing.)

I’m not sure that I want to venture too far into a “fair” and “equal” discussion (hey, its an early Saturday morning and I’m a bit off my game) — also if you’ve seen some of my photos — I have multiple cultures and backgrounds (as do many of us) — so I bring to this discussion a my own perspectives of what I see and have observed — even when talking just about gender inequalities and leaving anything racial out of it. I’m not interested in having “THAT” discussion either — but what I will say, is that I think that while this an easy display of a reaction to what is perceived as in-equal — I think that it may only be part of the picture.  Pay equality, at least in the US, is not this simple.  Plus, I don’t know much about the social constructs of this type of monkey. However, while many people might focus on the monkey on the left – -what about the monkey on the right — seems to be okay that they are doing the same thing and he gets grapes and the other monkey gets cucumber — what, if anything, does that say? Also, by rejecting the cucumber, is there some parallel between understanding what one is worth in terms of compensation?

This is only an excerpt from de Waal’s study and the clip below is only an piece of what he presented at the TED Talk — so I’d be curious to know more about the conditions and scope of the entire study — and what was the overall goal (hypothesis to be tested). What would happen if the monkey on the right was paid in grapes, and THEN cucumber? What would happen if the monkey on the right had to give two rocks to get a grape and the monkey on the left still only had to give one?I don’t know — I guess that there are tons of permutations. I’ve also been saying “he” in reference to the monkeys — I have no idea their sex — but wouldn’t it be curious to know what the genders where and if different combinations gave different results?

I’m not sure that I have any ground breaking to conclude — but I just wanted to share, especially in light of some of the recent discussions on the  Fair Pay Act.  But if YOU have any thoughts or conclusions that you want to share —  love to hear ’em!

What was your reaction to the clip? Are there any parallels or similarities to what we are seeing with people?

Making the HR connection, yours,

 

 

 

Still Don’t Know What Heartbleed is all About? Here is a Resource for You.

Still not sure what Heartbleed is and what you need to do about it — check out this great infographic from Symantec for more information and resources: http://www.slideshare.net/rapidsslonline/symantec-heartbleed-interactive-version-2-rapidsslonline

There is a lot of information out there — my best piece of advice — change passwords (regularly) and carefully monitor your accounts and sites.

What about you — how has Heartbleed impacted you and/or your employees/workplace?

Making the HR Connections (and changing passwords — uugghh!),  yours,

 

 

 

 

What You Need to Know about the Paycheck Fairness Act (PFA)

I got an email today from SHRM to tell me more about the Paycheck Fairness Act. It could go to a vote as soon as tomorrow, April 9, you want to get versed on it pretty quickly.

SHRM’s take on the PFA is that the PFA would significantly limit the flexibility of HR professionals to compensate their employees.

After doing a bit of research, I’m inclined to agree. We have the Equal Pay Act of 1963 — why do we need the PFA? I’m not sure that I totally buy that it will help equalize pay between men and women. I actually still have some questions on the “wage gap.”

Here are a few more points from SHRM (quickly and nicely packaged) in why the PFA is not a good idea:

*  Restrict employee compensation – The PFA would effectively prohibit an organization from basing its pay decisions or compensation system on many legitimate factors, such as an employee’s professional experience, education, or the company’s profitability. In practice, this would take away many factors HR professionals use to compensate their employees and could particularly discourage employers from providing bonus pay. Also, employees would be barred from negotiating for higher wages because of the wage disparity that could result.

*  Allow government wage data collection – The PFA would empower the U.S. Equal Employment Opportunity Commission and the Department of Labor to collect wage information from employers of all sizes, a time-consuming and unnecessary exercise that would only facilitate litigation.

I personally am not all about the second bullet — one, it feels too “big brotherish” and two, its one more administrative thing for HR pros to have to spend time on managing.  The bill is suppose to help impact the wage gaps between men and women… but I don’t think that this is the way to go about it.

Here are a few other reads that I think you should check out — but you know me, I’m always going to tell you to do some research, get the information, and arm yourself with knowledge — make your own opinion. Put down Facebook, Pinterest, and Instagram and get after it.

Now this isl egislation — as always, don’t think about this from a “party line” issue — look at it objectively — look at the issue and THEN make up your own mind. Let’s discuss — but keep to the issues of HR and pay — and not the politics. Although so many of the articles are pinning things one party against the other — try to ignore that and stay neutral.

These will help you get started:

So what do you think?

          OR      

Get your research on!

Yours,

Hey Girl in HR, Whatcha Reading April 7, 2014

 

What a week that I’ve had… and what a week for HR. I was keeping an eye on NLRB (college athletes who are now allowed to unionize), baseball players taking paternity leave, and more on STEM careers and the overall lack of skills. AND — I also found time to hang out with some new friends and some old friends … and do some training for the upcoming Junior League year (I’m going to be the league’s website manager — surprise surprise 😉 ).

So here are some other reads that caught my eye this past week:

  • Evernote’s Libin a Big Believer in Wearables from the Wall Street Journal — this space fascinates me. I honestly don’t totally get Google Glass — but think about some of the other wearables that are out there — have a fitbit or another similar device? Underamour and Nike are working on other types of wearable clothing — think its not related to HR? It screams wellness programs to me…  Its also one of the big trends for HR tech according to a conversation I had a few months ago with a board member from IHRIM.

  • March Was a Darn Good Jobs Report Any Way You Slice It from TheStreet.com — so technically I didn’t read it, I watched it — its a video 😉 but still a good watch …  plus, ” … unusual number he discovered was that female unemployment in March was worse than male unemployment” … unemployment is always an HR concern, and looking at numbers from a gender perspective always fascinating… not sure what it means… yet.

  • … and speaking of unemployment, check out this story: It’s more than a lack of jobs. Why Do Graduates Leave Their State by Payscale.com — in some states, that same student body leaves after graduation, essentially causing the public system of higher education to invest in the workforce for other states. I don’t know that I got a whole lot of real answers from the article, but there is an interesting graphic (although I wish it was laid out differently) and some real questions here as to what might be the underlying cause. Potentially a big impact on university relations, intern programs, work-study programs right??? … worth looking at another look to your relocation program (and maybe offering to new grads?),  what do you need to do from a recruiting standpoint to attract the talent if you are in one of the states where people are getting degrees and the fleeing?

Just a few — but there were many more. I also got some great recommendations from you — keep ’em coming! Its times like this I miss Google Reader — it was such a great way to get news — were any of you fans and now using another RSS reader that you just love love love?

What was on your list of reads this week — and if you are curious to know about all the articles and news that piqued my interest over the week check out the Facebook page or the Girl in HR board on Pinterest (or other boards).

‘cuz you’ve got to know what people are talking about in order to make the HR connections,

Yours,

We Should Applaud NY Mets’ Daniel Murphy for taking Paternity Leave

So many of you know, I’m not a “big” sports fan (Horns, tennis, boxing, and MMA is about all I follow .. and poorly at that), but we’ve got a big story with some HR implications coming out of sports news.

photo credit: Yahoo! Sports

Mets second baseman Daniel Murphy put fatherhood ahead of baseball, and now, some outraged New York Sports radio hosts are outraged.

Since 2011, Major League Baseball has allowed players up to three days paternity leave, but some outraged New York Sports radio hosts say that when you’re making millions, “one day off is plenty.”

“All right, one day, I understand,” said WFAN morning host Mike Francesa. “In the old days they didn’t do that. One day, go see the baby be born, and then come back. You’re a Major League Baseball player — you can hire a nurse!”

“You get your a** back to your team and you play baseball,” added WFAN’s Craig Carton. “That’s my take on it. There’s nothing you can do anyway. You’re not breastfeeding the kid.

Read more: http://www.wjla.com/articles/2014/04/mets-player-daniel-murphy-s-paternity-leave-causes-controversy-101816.html#ixzz2xv5D3JLk

You know me. I’m going to have to throw out my typical “girl in HR” catch-phrase, “seriously?!?” Three days is hardly extraneous… and I find the other comments just offensive. Just because a man doesn’t birth the baby doesn’t mean that he has any less right to have bonding time with the child. These radio hosts views are just off, imho. Do they think its ludicrous for the man to be in the delivery room, to go to parenting class — I border that their comments might lead someone who doesn’t know them better that they think that birth and raising children is “woman work.” We’ve moved SO far past that.

photo credit: bavia.com

So stepping off the soap-box and let’s make the HR connection. Paternity leave. In the US, women AND men can take up to 12 weeks off to care for a newborn if they qualify for FMLA leave. Some companies go beyond that and have added additional maternity and paternity benefits to help encourage employees to take that time off by helping to eliminate some of the financial burdens of staying home to care and bond for a child. I wish I could put my hands on some updated data, but the trend is that many men don’t take full advantage of benefits that may be available to them — now the reasons for that can be anything from financial to thoughts on their place on raising children — and every combination in between.  I think that one thing that we can do in HR is to help put programs in place that will help facilitate and encourage expecting parents, regardless of gender, to take the time off that they need… if they want to. We should also applaud and speak positively about examples, such as Daniel Murphy, of men who are taking the time off and using their benefits. Parental leave is not a “working woman’s issue” anymore… its an issue of work-life balance and that is bigger than either gender alone.  We don’t need to force the choice, but provide options for people to use and make their own decisions — and don’t talk crap or be negative when people take advantage of benefits afforded to them.

As an aside, on this story Daniel Murphy takes high road while Terry Collins fires back after Mike Francesa and Boomer Esiasion question Mets’ paternity leave from NY Daily News there is a poll for readers to partipate in that asks: Do you think Mike Francesa is over the line questioning Daniel Murphy’s paternity leave? When I took it the results showed 86% YES and 14% NO.

I’m interested to see where the story develops — from a work-life, parental leave, and HR perspective — I’m sure that the story will continue to be popular over the next few days or week — but let’s try to keep the underlying point of the story developing and out front.

Making the HR connection, yours,

 

 

 

Want to see more of the story — here’s a few more links and a videos: