Angela Schmitz, SPHR, SHRM-SCP

All HR professionals should be aware of the brand-new, conceptual HR model known as "Systemic HR," which is being adopted by the best-performing global companies. The Josh Bersin Company's Kathi Enderes explains what's at stake to HRMorning. https://lnkd.in/enP9rYu3  #HR #humanresources #futureofwork

Struggling with employee retention? You're not alone - 49% of organizations are, per SHRM's new report. But those bucking the trend credit one key factor: outstanding company culture. A remarkable 70% of organizations not experiencing retention issues point to their positive workplace environment as the top reason for keeping employees engaged and on board. Want to retain your best talent and gain an edge over competitors? Prioritize building a great company culture that makes people want to stick around. Check out SHRM's Talent Trends 2024 report for proven strategies. Read the full report here. At Huddle Minds, we believe in the power of a positive workplace culture. Interested in learning how we can support your team? Let's connect and explore how we can work together.

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In the HR world, there’s a new acronym to learn every week. But what if the HR leaders were the ones in charge of deciding what they mean? We put our heads together with our favorite leaders and came up with a quick cheat sheet of some "REAL" HR acronyms you might need. 🤔 Do you or your team have anything to add? Let us know in the comments!

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Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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What is the difference between HR Consulting and HR Outsourcing? I was asked this question again the other day, so I thought I would repost. The difference can dramatically change the amount you pay for services. HR consulting and HR outsourcing are two distinct services that organizations can use to manage their human resources. HR consulting involves hiring professionals who provide expert advice and support to organizations on human resources-related matters. They advise businesses on best practices for policies and procedures, employment law compliance, employee issues and risk management, benefits, and compensation. Many HR consultants specialize in leadership development as it relates to the #onboarding and training of new employees. On the other hand, #HR outsourcing refers to the practice of hiring an external company to manage some or all of an organization’s human resources functions. This involves contracting with a third-party provider to handle tasks that would traditionally be performed in-house by an organization’s HR department, such as processing new hire paperwork, payroll processing and benefits administration. While there may be some overlap between HR consulting and HR outsourcing services, they are fundamentally different in their approach and scope of services. #hrconsulting #hroutsourcing #Consultingvsoutsourcing

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🌟 Don't miss out on the National SHRM Conference! 🌟 Mark your calendars (June 23-26) and secure your spot now! You won't want to miss this chance to elevate your HR game and connect with like-minded professionals. Register today and take your HR career to new heights! #SHRM24

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HR compliance is no joke, so don't be fooled by these HR Myths. With HR laws constantly changing, you need a dedicated team of HR people who live and breath HR. {{linkedin_mention(urn:li:organization:467246|Asure Software)}}'s HR specialists are dedicated to making sure your business is compliant with all local, state, and federal laws, so you can focus on growing your business, not Googling HR laws. Click on the link today and stop believing the myths about HR. https://lnkd.in/edM6BGgB #asure #hr #hrcompliance #nojoke #dontbefooled #hrmyths

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Ready to prove yourself? The SHRM-CP and SHRM-SCP certifications measure the ability of an HR person to apply what they learned in the classroom in the office. See what we mean: https://shrm.co/xu31v4

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Conversational interfaces are increasingly important for all enterprise system and specifically for HR system. If your organization is coming up with a "10 Year Strategy Plan", and it does not involve a conversational HR system, that is the BIGGEST CONTRADICTION you will ever see. Why, because if an organization does not invest in a conversational HR system, the chances of it even existing 10 years down the line are downright abysmal. The data from ClayHR's customer base which launched the Ask HR module (More at https://lnkd.in/d-R7KW3Y) shows us clearly that: 1. Once the employees have tasted the success of a conversational HR system, they simply do not want to go back to a legacy interface where they are able to see the data in boring tabular data format. 2. Employees simply prefer the mechanism where they can talk to the system - whether by typing, or by using voice, but quite literally, "talk to the system". Historically, when we digitized the systems, we came to a tabular interface because the technology of that time (think HTML, XML, JSON, Arrays, Lists etc.) across the board could support just that. However, now that the conversational interface like the ones powered by GenAI are available - that is it. There is no going back. Your employees are not going to go back from a conversational interface.

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What are the benefits of a robust HR tech stack? Dive into HR.com's infographic for insights on how to use technology to maximize efficiency and productivity in your organization. #AIinHR #HRTech

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People-first HR prioritizes equity. Progressive HR prioritizes equity. Human centric HR prioritizes equity. People-first HR doesn't change its tune in the face of opposition. Progressive HR doesn't allow itself to go backwards. Human centric HR doesn't operate with a broad stroke. Nope, this type of HR operates with a diversity, equity, and inclusion lens. This type of HR ensures all three are weaved into every policy, program, and initiative. Why? Because every person in the company has a different lived experience. Because every lived experience comes with certain resources or access (or lack thereof) Because these resources and access (or lack thereof) can have an impact on how and when someone shows up or acquires similar things to their peers. People do not suddenly become equal in the workplace. People-first, progressive, and human centric HR understands this. SHRM hinted that they were none of those things back in 2020. In 2024, they are confirming it with their whole chest. So now is the time for you to decide: What kind of HR do you want to be? #hr #humanresources #peoplefirst #equitymatters

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Only 4 weeks to go until SHRM24!! Are you going?? If so, please be sure to join me at 11:00 am on Monday, 6/24, for my discussion on how to: Unlock HR Potential with the Power of Generative AI! This is not your typical AI in HR speech. I have given this similar speech to over 1,000 business and HR professionals already this year and they walk away: → Excited 🤩 → Blown Away 🤯 → and a little Anxious 🫨 But that is OK!! I help you better understand generative AI so that you are not afraid of it. And attendees will leave the discussion with actions 💥 they can take right away to continue to learn, no matter where you are on the AI learning cycle. Want a sneak peak? Drop me a DM and I will send you my white paper on how to advance your Prompt Design skills. Can you help me out? Please ♻️ Repost this so that folks in your network can join me at the discussion in a few weeks. #SHRM #SHMR24 #AI #AIinHR #HR

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If you couldn't attend HRBench's Q2 'What's New' webinar today, here's a quick rundown of key highlights. 👉 We firmly believe that a comprehensive workforce analytics program requires a three-pillar solution encompassing analytics, employee engagement, and external benchmarks. 👉 Q1 brought some exciting enhancements, including dynamic standard and custom dashboards, deeper level filtering for more detailed analysis, and the introduction of four new metrics. 👉 Looking ahead, we're diligently working on forthcoming features like employee engagement functionality and external benchmarks, which are set to debut soon. If you're interested in breaking down data silos and embracing a solution that streamlines disparate data challenges while minimizing associated costs, let us demonstrate how HRBench seamlessly integrates these pillars into one simple solution. For access to the webinar recording or to schedule a demo, reach out to sales@hrbench.com, or visit www.hrbench.com and click on 'Book a Demo.' #hrwebinar #workforceanalytics #employeeengagement

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The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out Employco USA, Inc. HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." We are happy to provide assistance with your company’s evaluation of employees’ exempt status or other wage and hour topics. https://ow.ly/XpQj30sE8fT #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

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Click on the link to watch the full podcast: https://lnkd.in/eF3-zH_4 Watch the inaugural episode of 'Vantage Point: In Conversation with Dave Ulrich,' featuring the esteemed Father of Modern HR, Dave Ulrich, as he delves into the critical role of recognition in today's workplace with Partha Neog, CEO & Co-Founder of Vantage Circle. In this insightful discussion, Dave transcends the notion of mere acknowledgment and position recognition as a strategic imperative for fostering a vibrant workplace culture. Dave also explores the nuances of a comprehensive recognition framework, emphasizing its capability to elevate employee engagement, well-being, and overall work experience. Watch the video for a comprehensive overview of integrating recognition as a fundamental component of strategic human resource management. The episode is also available on Spotify. To listen, click on the link here: https://lnkd.in/eRkemmD4 Pallav P. Nikhil Norula Atif Ayubi Bhaskar Ballabh Saikia Prasenjit Saha #podcastwithdaveulrich #humanresourcesmanagement #employeeengagement #employeerecognition

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The US Department of Labor has announced a new Overtime rule set to take effect on July 1. While some lower courts may try to challenge this before then, it's wise to use this time to assess the state of your employee's current classifications and ensure compliance. Our latest blog post highlights the pending changes and provides guidance on what you should consider doing next. Check it out here: https://lnkd.in/g9ZMX9sq.

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