Technology and Social Media Archives - Page 3 of 60

3 Ways to Stay On Top of #HR Compliance – Friday Distraction

March 10, 2017 by Sharlyn Lauby 1 Comment

I know human resources compliance issues aren’t the sexiest thing to talk about but, they’re a necessary part of HR. In fact, compliance is a part of any business. Even if a compliance issue decreases, we need to know details so we can stop devoting resources to it. And chances are all compliance won’t be eliminated. The sooner we realize that the goal isn’t to make compliance go away – it’s to learn the best way to manage it – the better off we will be.

Our friends over at Kronos offer us one way to manage compliance in today’s Time Well Spent.

All joking aside, there are some things we can do to stay on top of human resources compliance matters in our organization. Thankfully, we don’t have to cite the Federal Register to be knowledgeable about labor law.

Find a handful of excellent resources. The Society for Human Resources Management’s (SHRM) express request service provides links and information about a wide variety of topics including state laws, seasonal topics like OSHA 300 postings, IRS Retirement Plan Limits, etc. HR service providers, like Kronos, offer resources by industry (i.e. banking, hospitality, retail, etc.) There are lots of great resources and many of them are free or low-cost.

Attend webinars and conferences. We are so fortunate to have employment and labor law attorneys who are willing to give their time and knowledge. They write books and blog posts, speak at local association meetings and national conferences, …and they help us with reader questions here on HR Bartender. Granted, it’s not the same as paying for an hour of legal time but it helps us understand the big picture and we learn how to ask good questions.

Know what’s pending in Congress. Even if you have no desire to contact your legislator (of which I hope you’ll change your mind), resources such as SHRM’s Advocacy Team (aka A-Team for short) let you know what government is considering and what it means for business. The SHRM Public Policy Guide is one of my go-to resources.

Here are 3 proven ways for #HR to stay on top of changing labor laws.Click To Tweet

As HR professionals, we don’t always need to know everything off the top. We do need to know where to find it. And that ought to help anyone breathe easy.

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March is Women’s History Month

March 9, 2017 by Sharlyn Lauby Leave a Comment

In the U.S., March is recognized as Women’s History Month. The theme this year is women in labor and business, so I wanted to share a few interesting statistics I found, courtesy of the U.S. Census Bureau.

As of July 2014, women outnumber men in the U.S. – 162M to 157M.
The percentage of social scientists who are women is 63 percent.
Of the firms in the U.S., women own 35.8 percent of them.

Women have been instrumental in developing today’s workplace environment. If you want to learn more about the accomplishments of women in labor and business, check out this Women’s Day video from our friends at Kronos.

In fact, you might have noticed that yesterday was International Women’s Day. It’s been observed since the early 1900’s to inspire women and celebrate their achievements. Originally called International Working Women’s Day, it focuses on respect and appreciation toward women to celebrate their economic, political, and social achievements. The United Nations encourages its members to recognize the day for women’s rights and world peace. This year’s theme was #BeBoldForChange and asks people to help create a better working world – a more gender inclusive world. I think it’s a challenge we should take on all year around.

As part of last year’s Women in Technology event during the HR Technology Conference, I had the opportunity to interview Dr. Tacy Byham, CEO of DDI, a global leadership consultancy with more than 42 offices in 26 countries. She made this comment about diversity programs in today’s organizations. “if organizations want diversity, they need process change. Organizations have to remove unconscious bias to create high potential talent pools. Women must have equal access to the same opportunities for coaching, mentoring, work experiences, etc.”

If organizations want to truly be diverse and inclusive, they need to create cultures that allow for diversity of thought, ideas, innovation, and creativity. Days like International Women’s Day are great for reminding us that we need to promote and celebrate diversity every day, not just one day a year. That might involve being bold for change. Organizations that embrace diversity are better in every way because they hire the best talent and it shows in their bottom-line results.

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13 Tips for #SHRM17 Conference Attendees

March 2, 2017 by Sharlyn Lauby 1 Comment

For those of us in the human resources profession, the SHRM Annual Conference is approaching. This year’s event will be held June 17-21, 2017 in New Orleans. I’m really looking forward to the event. It’s an opportunity for me to see fellow bloggers that I interact with on Facebook and people that I worked with as a SHRM volunteer.

If you’ve never been to a SHRM Annual Conference before or it’s been a few years, let me tell you – it’s a big conference. We’re talking tens of thousands of people. Don’t let that scare you. It also means the conference offers something for everyone…if you prepare yourself properly. So, here’s my list of tips for people who are planning to go to the event:

Download the conference app. If you’re looking for copies of handouts and special announcements, it will all be in the app. You could wait and do it onsite. There will be WiFi during the conference, but it’s not like your WiFi at the office or home. So, download the app before you leave.

Plan your schedule but save some time for impromptu meetings. There’s a delicate balance between sticking to a schedule and taking advantage of last minute opportunities. If you’re a scheduling freak like me, I block off free time to use for last minute coffee meetings (or sneaking off to Café du Monde!)

Some of the best sessions are the early bird ones! I know, it’s New Orleans and the trip wouldn’t be complete without an evening on Bourbon Street – enjoy the parties. But I can tell you from experience, some of the best sessions are early in the morning. I know I’ll be grabbing a dirty chai to make the “Creating a Coaching Culture” session at 7a on Tuesday, June 20.

Don’t miss the legislative update! Mike Aitken, SHRM’s vice president of government affairs will be presenting a session on “The Trump Administration and the 115^th Congress: The Washington Outlook for HR Public Policy” on Sunday, June 18 at 12:30p (right before the opening general session.) This is a session you won’t want to miss!

Download the SHRM Certification app before you leave. If you are a certified professional and have an iPhone/iPad, make life easy on yourself and download the SHRM Certification mobile app. You can track recertification points as you earn them.

Drink plenty of water. I know, everyone says this but it’s true. Personally, I think the most popular booths in the expo hall this year will be the ones giving away Yeti Ramblers or Swell water bottles. (Hint, hint to exhibitors looking for fabulous swag ideas.)

Use the bookstore as a central meeting location. Every time I’m at a conference, there’s always at least one moment where someone says, “Where should we meet?” The answer? Right in front of the SHRM Store. Works every time. And, while you’re waiting, you can check out the excellent books and resources they have available.

Follow the Twitter stream – #SHRM17. I know that not everyone is keen on Twitter but this is one of the things Twitter does well. Dust off your Twitter account before you leave and save the hashtag. It’s a way to follow the action. You might get some ideas about a session to attend, a book to purchase, or someplace fun to eat.

Check out at least one session on the Smart Stage. SHRM has their own version of TEDtalks – it’s called the Smart Stage. The sessions are short (less than 20 minutes) and take on a more conversational tone. I’m hoping to stop by Jonathan Segal’s session on “Social Recruiting and ‘Thong Man’” Tuesday, June 20 at 1:30p.

Pay it forward. We don’t know the plan for the Tuesday night party yet. Whoever it is, some people will love it (and others not so much). If you’re not going to use your Tuesday night ticket, give it to someone who will use it. At some point, you will want someone to do that for you.

EXPO! I simply cannot say enough how important it is to visit the vendors in the expo hall. These companies are the reason that SHRM can get awesome speakers and keep registration prices low. Exhibitors and sponsors offset those costs. So, walk around the expo and see the latest HR products and services.

Bring a FedEx label to mail yourself stuff home. The expo hall is also the home to all kinds of conference swag. If you’re concerned about your luggage hitting the weight limit, just print off a FedEx shipping label and mail stuff home. If you don’t use it, fine. At least you have a plan.

Join the SHRM Foundation Step Challenge. This is a relatively new addition to the SHRM conference activities and one I really enjoy. It gives me a steps challenge and I’m giving back to my profession at the same time. Stop by the SHRM Foundation booth (#1941) for details!

Oh, and one last thing…back again this year is the Social Solutions for HR preconference workshop. The session will be held on Sunday, June 18 from 8a to 12n and it’s focused on sharing social media strategies that will help HR achieve their business goals. I’m delighted to be one of the speakers and I hope you can join us.

As you can see, SHRM’s Annual Conference and Expo offers a lot of education, networking, and fun for professionals looking to stay current with what’s happening in the profession. See you in NOLA!

Image captured by Sharlyn Lauby wondering down Bourbon Street in New Orleans, LA

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Quick Shots for #HR and #Business Pros – Curation Edition

February 24, 2017 by Sharlyn Lauby Leave a Comment

There’s been a lot of conversation lately about what is being termed “fake news”. While the discussion about fake news has been related to politics, it occurred to me that this could easily happen in the business world. ERE had a blog post about it – “Fake News Afflicts the Workplace Too.”

Sue Meisinger, former CEO of SHRM, also talked about “HR and Fake News” in her latest Human Resource Executive Online column.

NPR had a nice read recently on “Fake or Real? How to Self-Check the News and Get the Facts.” What I liked about this article was that the author wasn’t trying to tell you ‘this source is fake news’ and ‘this source isn’t.’ They just provided a list of steps you could use to figure it out for yourself. Step #1 – Pay attention to the domain and URL.

Candidates and employees use the internet for information. There’s no way around it. Organizations should make sure that employees are able to identify good, trustworthy sources. I call it curation. And I believe it’s a business competency that needs to be developed.

In fact, some organizations are implementing programs to help employees refine their curation skills. A couple of years ago, I had the opportunity to hear how Fujitsu Labs was using content curation in organizational learning. Their 3-step approach for learning curation can be used in many organizations.

1) Employees search the topics they wish to explore, identify relevant sources, and select content.

2) After analyzing the content, they synthesize it by adding their point of view or context.

3) Then, employees share their curated materials and comment on others curated materials.

Training Magazine also has a feature story on “The Art of Content Curation.” This article focuses on the connection between subject matter experts (SMEs) and content curation. I believe in today’s business world everyone is an expert at something, so making sure that SMEs are perceived as trustworthy sources of news and information is important to their credibility.

I saw an article that said the world’s internet traffic surpassed one zettabyte last year. I cannot even fathom how big that is…but it’s big. Huge. It goes without saying that there will be some less trustworthy information. And unfortunately, some flat-out made up stuff. We must be responsible internet users and, before we share, make sure what we’re sharing is accurate.

Image captured by Sharlyn Lauby at the Newseum in Washington, DC

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Online Forms Are a Step In the Right Direction – Friday Distraction

February 17, 2017 by Sharlyn Lauby 1 Comment

(Editor’s Note: Today’s post is brought to you by our friends at Kronos, a leading provider of workforce management and human capital management cloud solutions. Kronos recently announced that they’ve been officially certified as a great workplace by the Great Place to Work Institute. Congratulations! Enjoy the post.)

Artificial Intelligence (also known simply as AI) is set to be one of 2017’s biggest technology trends. If you’re not familiar with AI, it’s worth spending a few minutes to read up on it. I found a video on YouTube that can get you up to speed in less than ten minutes.

The reason I’m bringing up AI is because technology doesn’t have to always be cutting edge to be effective. There are still a lot of challenges with AI that need to be worked through. In the meantime, we can use other forms of technology that have more of a proven track record.

Today’s Time Well Spent from our friends at Kronos provides a good reminder that organizations don’t really have to choose between paper and early adoption. There is plenty of middle ground.

When we think about technology, it can be really tempting to think of the latest and greatest being discussed by the media. But there are so many ways to add technology that will have a huge impact – like online forms!

Of course, if someone wants to complete them by hand, they can print and fill them out. However, for many people, online forms are quicker to complete. They allow the user to save a copy to their computer – reducing the need to make a copy. And if you’ve ever seen someone with poor penmanship fill out a form…well, let’s just say readability is fantastic when the form is completed online.

Online forms might not seem as sexy as concepts like AI, but they remain necessary and valuable. While I won’t say that they’ll make everyone jump at the opportunity to complete a performance review form, they can remove a pain point in the process. So, managers and employees can focus on what’s important – discussing performance.

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Managing Organizational Hierarchies In a World of Networks

February 2, 2017 by Sharlyn Lauby 2 Comments

During KronosWorks 2016, I had the opportunity to hear keynote speaker Seth Mattison of FutureSight Labs talk about the future of work. One of the things that I found intriguing about his session was his comment that, “You can’t talk about the future without having some perspective on the past.”

I totally agree with his statement. Understanding where you came from and what makes you successful can be a huge asset for your future success. The key is not clinging to the past so tightly that you miss out on what’s coming next, which I will admit is often hard to identify. I’ve said it before, the world is moving so fast – is the “thing” we’re being exposed to a passing fad or a legitimate trend?

One trend Mattison touched on was the value of networks in business. Today’s digital world is full of networks (i.e. social media networks, web communities, etc.) These networks have been created so we can learn from each other, whether that’s via a YouTube video or a TweetChat. Our networks provide us with information – powerful information – because networks embrace openness, trust, and transparency among the members of the network. Networks provide an exponential reach where everyone has a microphone and anyone can have a platform. Power comes from sharing, not hoarding, information.

Networks provide us exponential reach. Power comes from sharing information.Click To Tweet

However, the challenge both individuals and organizations face is that we work in a world built on hierarchies. A perfect example is the organizational chart. Organizational charts are more than simply a diagram you might find in the employee manual. They speak to how the company operates. They’re about policies, procedures, etc. Mattison even pointed out common phrases like, “The higher ups have a meeting in that room.”, “She worked her way up.”, and “We need to communication this information down to the troops.” that accentuate the point.

As organizations adopt more technology, they will have to figure out how to balance those old-school hierarchies we’ve been accustomed to with new world networks. I don’t want to say replace because I can see where both have their advantages. Hierarchies can be helpful in communicating information and establishing authority. Networks can encourage collaboration and team development. Dr. John Kotter wrote an article in Harvard Business Review several years ago, suggesting that organizations need to support two structures (hierarchy and network) under the same roof. He added that it’s the network structure where big ideas and innovation will happen.

Chances are that most, if not all, organizations have the hierarchy structure in place. It’s the network structure that will need some planning and discussion. And it’s important to note: network doesn’t mean anarchy. Network structures involve leveling the playing field where job titles don’t matter.

Some organizations might tend to think that the fastest way to build a network structure is with technology. But Mattison says the first and the most important component is MINDSET. He defines that as employees being courageous and making the intentional choice to decide how they’ll show up.

I don’t want to minimize the mindset point. This can be difficult. Individuals have worked hard for their titles. This isn’t about ignoring what went into the title. It’s about understanding the audience and learning how to process change so you can adapt to both the hierarchy and network structures as necessary.

Organizations that want employees to be skilled in multiple structures will benefit by investing in training and giving employees the ability to practice in a safe environment. Self-management will give employees the tools to help the organization accelerate their growth.

Image captured by Sharlyn Lauby at the 2016 HR Technology Conference in Chicago, IL

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