current events

July 2017 #CarnivalofHR

july2017carnivalI’m SUPER excited to host this month’s Carnival of HR! I’m still riding high from last month’s #SHRM17 and all the amazing learnings and take-aways. I asked this months’ carnival participants highlight “topics that have been top of mind for you.” I know that for me I’ve been doing a lot of  thinking about healthcare and benefits (ACA? Repeal/Replace? Open Enrollment?) — but I know that there has also been ton of talk about  leadership or the rise of AI in recruiting.  But really — I asked the bloggers:  Tell me whats’ been happening in YOUR corner of the world!  They didn’t disappoint!  As a long time reader, occasional submitter, and first time host — welcome to the July HR Carnival!

As HR becomes more strategic, so does need for outsourcing

Judy Lindenberger

You’ve got a seat at “the table” … now how are you using it? Judy discusses how to leverage outsourcing in order to allow HR to have an even more strategic presence for their organizations.

Older workers as the solution to unfilled jobs?

Michael Haberman 

Mike offers a fresh take on the generational workplace highlighting some of the reasons why we should incorporate “older workers” in our talent strategies and what it takes for your firm to make that transition.

New generations are spawning! Birth of the Nano-Generation

Paul Hebert

And because I like a little bit of balance, Paul gets readers up to speed on the new generational group – the Xennials — what I like to think of as a kind of proverbial middle child to the Xers and Millennials.

Take note: addressing bad behavior in the workplace

Stephanie Hammerwold

I love a good pun! Stephanie discusses the whys, hows, and whats of taking notes and documentation for workplace investigations.

Why women lose the he said-she said debate

Dorothy Dalton

A great post from Dorothy! “My recent interest has been sexual harassment in tech and elsewhere and how a situation shifts a gear if a woman gets male support.”

Evaluating character

Yvonne LaRose

“There’s a lot on my mind at this time… [I’ve submitted a piece] about scrutinizing the truth of representations candidates make about their abilities and interests and another piece that relates to diversity and surviving under the pressure of stereotypes.”

Send a note !!

Steve Browne

I dig Steve’s message — “I want to see humans (especially HR) connect more.” I couldn’t agree more!

Lookin’ for HR love in all the wrong places

Robin Schooling

As someone who is TOTALLY guilty of buying all of the “I love HR” gear I can get my hands on … for myself — and others… I loved this piece from Robin on looking to gain promoters for HR OUTSIDE of HR professionals.

Are you a first-time manager? 6 tips to start off right

Jesse Lyn Stoner

“The leap from individual contributor to first-time manager is one of the biggest leaps you can make. Here are 6 tips to help ensure your leap isn’t over the edge of a cliff.”

You’re wrong about HR

Katee Van Horn

Whether your company’s firm is “good HR” or “bad HR,” Katee walks you through the responsibilities of an HR department to curb sexual harassment and what makes HR an approachable place for employees.

The victim language of Mitch McConnell

Tim Gardner

“…this isn’t … an HR post, though it reflects how important it is for HR folks to listen carefully to the word choices of their employees.”

L&D Roundup

Jennifer Juo

“Today’s learning & development (L&D) professionals must rethink how they approach workplace learning and constantly think out of the box when it comes to nurturing talent. Our L&D roundup highlights the top 5 most innovative L&D ideas and trends to take a look at…”

Hope you enjoyed this month’s HR Carnival!

Yours,

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,