Peter Kim

We’re proud to offer you the Advanced Family Medical Leave Act (FMLA) workshop. Dive deeper into FMLA complexities with our enriched curriculum and specialized resources. Ready to master FMLA intricacies? Learn more: https://bit.ly/3UOk0IH #HR #HCItraining #Hrtraining #workshops

1

This #AAPIHeritageMonth, we’re honoring our diverse team members with inspiring Asian American and Pacific Islander backgrounds. Learn more on our blog: https://bit.ly/3JGzEiO

1

When hospital leadership is unstable, Interim Leadership has time and time again been a useful solution. In this KBA blog, we're sharing three real-life challenges and three real solutions for how Interim Leadership can support your organization.

5

We’re proud to offer you the Advanced Family Medical Leave Act (FMLA) workshop. Dive deeper into FMLA complexities with our enriched curriculum and specialized resources. Ready to master FMLA intricacies? Learn more: https://bit.ly/3xZuETN #HR #HCItraining #Hrtraining #workshops

1

It often starts innocuously: first, you have a payroll system. Then, you add an HRIS, followed by an applicant tracking system, a benefits enrollment program, a wellbeing platform, and a compensation management tool. Before you know it, you've fallen victim to HR software sprawl. Welcome to #HRThursday! To minimize this issue, our SHRM leaders offer a few pieces of advice. First and foremost, start with governance. Before rolling out any new HR software, look across the organization and ask: do we already have an existing system that can meet this need? At a previous employer, our HRIS vendor tried to sell us project management software, but upon further inquiry, I discovered that IT was already using a similar tool. It made perfect sense to connect the project managers with IT and leverage their existing platform, reducing the number of systems to log into and ensuring easy access. (other takeaway - make IT your best friends) A recent Gartner study of 500 HR leaders found that 83% regretted a recent HR technology-buying decision. Before making a purchase, ask killer questions, request multiple demos, interview current customers, post inquiries in online forums, and tap into your local SHRM network - like HRP - to gather insights from nearby users. Moreover, take the time to map out your 3-5 year vision for your HR software ecosystem. Resist the temptation to be an early adopter solely for a discount; I've learned the hard way that buying into new software before the bugs are worked out can lead to deployment challenges. Technology is evolving rapidly, and the plug-and-play model is becoming increasingly prevalent. Early in my career, it was easier to simply turn on all the modules within a single HR system. However, today, there are multiple vendors that can integrate seamlessly. Determine your "hub" – likely your payroll system (remember the first rule of HR: Don't Mess Up Payroll), and then map out which systems can plug into it. When signing contracts with new vendors, ensure they can seamlessly integrate with your hub. As you build out the "spokes" of your technology wheel, identify opportunities for systems to share information and consider developing APIs to facilitate data exchange and reduce manual uploads. Finally, if you have a dedicated purchasing team, leverage their expertise! Vendors are becoming increasingly savvy, so partner with your procurement professionals to ensure they scrutinize the fine print in contracts. They can also assist in identifying potential overlaps with other systems already in use across the organization. (reminder - make IT your best friends!) By following these small planning steps, you can help reduce technology debt and ensure a streamlined, integrated HR software ecosystem. https://lnkd.in/e6xRT9rc

10

2 Comments

When I heard about California’s Right to Disconnect Bill I thought… wait, what? Happy #HRThursday !   A bill has been introduced in California legislature that would give employees the "right to disconnect" from their jobs during nonworking hours. If passed, California would be the first state to create a "right to disconnect" for employees. Similar laws have already been enacted in 13 countries. The proposal extends to both non-exempt and exempt salaried employees. As I read this, I just wonder, how did we get here? Perhaps it is the unintended consequences of technology, if leaders have our cell phone number it’s just easy to shoot a text with questions after hours. What does it say about leaders that they are also working off-hours and need assistance?     I find these new laws so interesting. Something happened to someone(s) that got us here. Managers took advantage of employees and they spoke up. Instead of needing legislation to enforce basic workplace respect and boundaries, we should strive to build positive organizational cultures where leaders prioritize open communication, work-life balance, and valuing employees as human beings – not just workers. At the core of this issue seems to be a disconnect (pun intended) between leaders and their employees. If leaders made efforts to build real relationships with their teams, listened to their needs, and set reasonable expectations around work hours, there would be far less need for reactive laws like this. Are leaders even asking employees if they mind being contacted off-hours? Or are they just operating under the assumption that 24/7 availability is expected? This unilateral stance shows a lack of regard for employee #wellbeing and personal time. An open dialogue allowing employees to voice their preferences would go a long way. The fact that this bill extends to salaried, exempt employees is particularly concerning. The entire concept of exempt status is that these employees have more flexibility and autonomy in managing their workloads. Regulating their off-hours communication feels contradictory to that principle of workplace autonomy they're meant to have. Ultimately, I believe the healthiest company cultures are the ones that prioritize mutual understanding, empathy and respect between leaders and employees. If that mutual consideration was the norm, we wouldn't need heavy-handed legislation to enforce common decency. Building trusting relationships through active listening could preemptively address so many of these workplace issues. Here is SHRM’s stance on the situation, what are your thoughts?   https://lnkd.in/e4jk3QPq   #hr #hrcommunity #humanresourcesmanagement #retention #hiring #recruitment #recruiting #hiringtrends #hiringtips #TalentAcquisition #LearningAndDevelopment #LearnerExperience #EmployeeTraining 

13

4 Comments

Great opportunities

5

🔑 Unlock the Secrets to EHR Hiring Success! 🔍💼 Looking to hire top talent for your EHR team? Dive into our latest blog post to discover essential interview questions across key categories. From technical proficiency to problem-solving skills, we've got you covered. Elevate your hiring process and find the perfect candidates to drive your EHR initiatives forward. Read more: https://ow.ly/Y1pe50Rrn4R #EHRHiring #InterviewQuestions #HealthcareIT 🏥💻

1

View my verified achievement from HRCI.

26

3 Comments

Did you know DaVita has an all-electric, net-zero dialysis center? Sustainability is always top of mind for us at DaVita. This #EarthMonth, learn more about how we’re making strides toward a more sustainable future: https://ow.ly/UqKL30sBLXE

13

May is #AAPIHeritageMonth. Learn more about how it got started in the U.S., how it’s celebrated nationwide, and why it takes place this month.

8

This #AAPIHeritageMonth, we’re honoring our diverse team members with inspiring Asian American and Pacific Islander backgrounds. Learn more on our blog: https://bit.ly/4blJFOo

1