This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR has experienced its fair share of disruptive trends in the past couple of years, and that disruption isn’t slowing down. In 2022, there will be even more pressure on HR to design strategic solutions for operational efficiency. Here are some of the disruptive HR trends that you need to be prepared for in 2022. HR continues to be a business partner. HR’s role in driving the business strategy must continue to be proactive. By looking at 2022, business goals and the necessary talents needed are critical in supporting business priorities. Organizations need to prioritize employer branding and experiences. The Great Resignation is predicted to increase in 2022. Employers will need to revisit their branding and value proposition to retain their top performers while recruiting new talent. HR has the opportunity to design a total rewards strategy that drives retention. Examples include internal mobility, a more robust benefits package and providing enriching employee experiences. Organizations will have to redefine leadership. Organizations continue to develop their hybrid work model and policies. HR plays a key role in defining the qualities of leadership in the new structure. In digital environments, managers will need to facilitate work without micromanaging employees. Leadership demographics are also changing, requiring a more diverse approach to recruiting and retention.  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.

Disruptive HR Trends: What You Need to Know Heading into 2022

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Designing and implementing an accessibility strategy empowers your organization to hire persons with disabilities. Supporting accessibility is a strategic investment that can contribute to the inclusivity and productivity of an organization. Here are some possibilities to assist in implementing an accessibility strategy. Control costs — and risks.  Research from the Job Accommodation Network found the costs and tax incentives associated with accessibility accommodations can be a win-win undertaking. Not only is hiring a capability diverse workforce a good investment, it also removes the risk of adverse selection or discrimination in hiring. Enhance accessibility. Not having the perspective of a capability diverse workforce can limit the talent and production outcomes of an organization. Having a solid and enhanced accessibility strategy allows HR to tap into a more qualified talent pool that might otherwise be overlooked. Persons with disabilities bring unique perspectives that can increase innovation, enhance workplace engagement and contribute to a healthier and diverse work culture. Improved productivity. Implementing a universal design strategy that is accessible to persons with disabilities can help employers achieve a work environment that results in non-disruptive hiring or the need to redesign workspaces. Having this strategy will improve productivity and diminish the need for reactionary adaptation or accommodations.  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.

The Business Case for Implementing an Accessibility Strategy

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Today’s leaders face unique global challenges. Tomorrow’s leaders will have to learn to navigate challenges to keep moving forward. Here is how HR can give their organizations a competitive advantage by developing the next generation of leaders. Define transformational leadership. Transformational leaders are committed to inclusion and belonging. They practice self-management and support continuous improvement. Being a transformational leader requires a certain mindset, as well as exercising cultural intelligence, ethical decision-making and resiliency. Create active learning experiences. HR needs to foster active learning, or ways that learners can engage in the learning process that does not rely on passive listening. Training methods include in-depth readings and discussions, critical written reflections and transformational leadership development coaching. Expand your learning resources. Learning tools can include LMS courses as well as appropriate learning tools that include intercultural awareness and methodology. Implementing virtual and augmented reality programs can enable us to bring the world to our teams.  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.

Developing the Next Generation of Leaders

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Given the generational composition of today’s workforce, priorities and expectations are changing drastically. HR must play a pivotal role in meeting the challenges and opportunities of leading a multigenerational workforce. Here are some ideas of how to address multigenerational topics in the workplaces: Create flexible work options. As organizations determine hybrid work options and flexible work hours, job descriptions must evolve to reflect key skills and competencies rather than focusing on experience and education. This will help determine the suitable composition to fit the organization’s work culture, vision and mission.   Increase Communication. Communication is key in any multigenerational interactions. Rather than making assumptions about where employees are in their points of references and experiences, directly assess their preferences for interactions, communications and working styles. Emphasize continuous learning. Legacy learning and development programs often make assumptions about where expertise is concentrated in a multigenerational workforce. Competencies are not necessarily linked to seniority, and education can be shared across generations. Take inventory of the skills, competencies and knowledge available within your multigenerational talent, identify cross-training needs and implement inclusive and culturally sensitive continuous learning programs. 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.

Addressing the Challenges of a Multigenerational Workforce

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR must ensure that corporate social responsibility is part of the organization’s mission, vision and value. Here is how HR can play a significant and strategic role: Refine the corporate value proposition. An organization’s mission, vision and values are defined at the C-suite level. This helps HR redefine and implement the value proposition to enhance the organizational culture and employee morale. Foster an inclusive mindset. HR should lead and facilitate a more inclusive mindset throughout the workplace. Utilizing practical processes with a great sense of purpose reflecting input from each contributor will foster inclusivity. Encourage Engagement. With a clear value proposition, recruit employees that are likely to be passionate about your organization’s mission. This can be strengthened through employee engagement and training, while harnessing the diverse passion and creativity within your workforce.   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.

Understanding the Intersection of HR and Corporate Social Responsibility

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Many organizations still perceive hybrid and remote work as short-term solutions instead of long-term strategies. That lack of commitment could ultimately pose a safety and security risk for your workforce. Here are the essential components of a hybrid workplace safety philosophy to direct decision-making at your organization. Identify necessary safety and security priorities. Priorities include physical safety. Among these are providing employees with ergonomic home office furniture and equipment, addressing mental health concerns and monitoring cybersecurity. Strengthen Digital Infrastructure. A robust digital infrastructure can help employees remain connected. Digital connection can help with the effects of isolation, without putting personal information at risk. Ensure the organization is complying with industry standards and best practices. Communicate, collaborate and create. It is important for HR to communicate with the workforce regarding best practices for hybrid safety and security. A targeted communication and education plan ensures that employees adhere to your hybrid workplace safety philosophy. Hybrid work also offers new opportunities for expanding collaboration experiences through new tools and technology, regardless of physical location. 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.

Designing a Hybrid Workplace Safety Philosophy

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Integrated performance management processes can help break down barriers between departments. Human resource capital is a key component that is deployed throughout an organization. HR plays an important role in supporting an integrated performance process for the human capital across all departments. Here are some ideas: Facilitate the process HR should guide and facilitate conversations that support the implementation of an integrated performance management process. In doing so, all leaders can be aligned on the strategies that drive value creation across the organization. Operational efficiencies. HR’s role in executing strategies, policies and approaches related to integrated performance management processes is critical. Working across functional areas to proactively identify talent gaps and creating recruitment plans will strengthen operational efficiencies. Monitor and evaluate. HR must monitor and evaluate data to better calibrate talent needs. Performance management data provides an important metric that can result in informed decisions and consistencies. 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.

How to Implement an Integrated Performance Management Process

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Traditional versus strategic HR functions differentiate the role HR professionals can play as innovative business leaders. Here is how shifting from a traditional to a strategic HR mindset can support your organization's long-term success. Identify performance indicators. Here are three future performance indicators:   Improving the organization’s mission and vision. Innovative thinking, planning and execution of new products and services. Deploy new sources to measure metrics, trends and insights.  Upgrade your approach Upgrading your approach can impact long-term areas such as collaboration, project management and future organizational functions. Performance indicators can impact business outcomes. Distinguish traditional from strategic HR. Traditional HR is transactional and reactive. Strategic HR involves creating a workplace that is better equipped to clarify a purpose and practices inclusivity. This is where HR can have the biggest strategic impact.  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.

Traditional vs. Strategic HR: How to Guide the Business Into the Future

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Accessibility requires a commitment from the entire organization to facilitate the needs of employees with disabilities. Here are several ways your HR team can improve accessibility in the workplace. Review HR policies and documents. Enhance current HR processes to ensure they optimize HR policies and are inclusive for all individuals, regardless of disabilities.  Go beyond compliance. HR can facilitate a more accessible workplace by normalizing conversations around disabilities. Efforts should be made beyond general compliance, as HR’s ultimate responsibility is to make sure that inclusivity and accessibility is top of mind for everyone. Create a support group. Employee resource groups give employees a voice in the workplace. They can help inform HR of items that need change to become more accessible. Practice intersectionality. Intersectional design is a model of acknowledging individual differences that takes individual identities, circumstances, behaviors and environments into account. By surveying the workforce and understanding employee needs, HR can offer more flexible and individualized options. Create leadership pathways. Design future work flows today that help plan for supporting employees as they move into future organizational leadership roles. 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.

5 Ways to Improve Accessibility at Work

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Global standards are necessary, yet present many challenges. This is particularly significant for HR practitioners, as standards and terms concerning employment laws, social and cultural norms and business processes- including ethics are the backbone of a thriving organization. Let us review the International Organization for Standardization ISO initiative, ISO 30415 standard. It was created by a team of international HR experts from 14 countries regarding the implementation and sustainability of global diversity and inclusion practices. Maintain sustainable development goals. Inclusive workplace cultures support fundamental human rights. This ISO 30415 was built for the United Nations sustainable development goals based on the 2030 agenda. It identifies and incorporates three human rights: reduced inequalities, decent work and economic growth and gender equality. Incorporate diverse perspectives. Drafts of the ISO 30415 were open to comments from global HR professionals from 33 participating countries. This allowed diverse feedback during the development process as the committee worked towards a consensus for an international standard. Building consensus by reconciling comments. The last draft of the ISO 30415 received almost a thousand comments from global HR professionals. Enabling these voices and leveraging critical thinking helped the committee incorporate diverse ideas that are clear and actionable into the standard.  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.

How HR Standards Are Developed

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Employees with disabilities often feel as though they have fewer opportunities for advancement. To change this, the U.S. Department of Labor hosts National Disability Employment Awareness month each year in October to highlight individual contributions to the workforce. Here are some activities that your HR team can organize to support employees with disabilities. Evaluate your organization’s disability policies. Conduct surveys or focus groups to collect disability information from your employees and customers. Determine how HR practices can facilitate job performance or overall accessibility. This data can provide context for potential changes needed. Audit your request process. Audit your organization’s overall accommodation request practices. In addition to mandates from the Americans with Disabilities Act, consider how to implement a confidential and anonymous mechanism for collecting feedback. Offer microlearning modules. Offer relevant year-round learning resources. Consider implementing quarterly training on disability-related topics. Reach out to disability organizations to provide training or information. Finally, as we conclude National Hispanic Heritage Month, think of ways that your organization can continue to recognize and celebrate the many contributions that Hispanic individuals make to their community and workplace throughout the year.  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.

National Disability Employment Awareness Month Activities for Your HR Team

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Inclusion is the foundation of a positive culture. To shift your organization towards a more respectful and inclusive workplace, you have to engage your frontline talent. Here is how to create a more respectful and inclusive workplace. Don’t mistake diversity for inclusion. A common mistake organizations make is choosing to hire a diverse group of employees, while still leaving out potential talent from some historically marginalized groups. To create an inclusive workplace, you must give everyone an opportunity to contribute. Move beyond training and awareness. While training and awareness can help your organization advance towards a respectful and inclusive environment, this is just the beginning. To cultivate an inclusive culture, you must also build awareness into your everyday language and processes. Create opportunities for diverse talent. Recruiting and hiring a diverse workforce does not mean reducing the qualification required for the position. Observe overall candidate qualities and fit when interviewing a diverse group of applicants. As we continue to observe Hispanic Heritage Month, “Esperanza: A Celebration of Hispanic Heritage and Hope,” checkout local events and opportunities that celebrate the many contributions that Hispanics make to your community and 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.

How to Cultivate a Respectful and Inclusive Workplace

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Empathy is an important skill that HR leaders and practitioners must follow. Being aware when to exhibit empathy into your daily interactions is critical. Doing so generates positive behaviors that drive compassion in the workplace. Here are some practices that your organization can implement. Build trust.Regardless of the employee’s role, you must first develop a trusting relationship. Once an employee is comfortable in this relationship, it will open up their trust level and ease of communication, no matter the situation.Practice soft skills.Soft skills, such as kindness and curiosity, can be practiced through ongoing training and real interactions between employees and managers. For example, observe a conversation between a manager and an employee, and offer constructive feedback.Update workplace policies and procedures.Review current policies and procedures. If any gaps exist, research and implement revisions that better serve the employees. When possible, solicit employee feedback through workforce surveys and analysis.As we continue to observe Hispanic Heritage Month, “Esperanza: A Celebration of Hispanic Heritage and Hope,” checkout local events and opportunities that celebrate the many contributions that Hispanics make to your community and 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.

HR's Role in Fostering Compassion in the Workplace

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. 

How to Support Coaching in the Workplace

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.   

How the aPHR Certification Can Transform Your Career

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.

Aligning Workforce Strategies With Business Objectives in the New Normal

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.

Accommodating Mental Illness in the Workplace

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.

How to Learn HR Skills On the Job

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.

5 Classes to Advance Your Career

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.

HRCI Work | Life Podcast

HRCI Work | Life Podcast

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