Wende A. Smith

Automation and AI tools are being deployed that can speed up and streamline the talent acquisition process. Does this mean that HR leaders and recruiters are no longer needed or relevant? We shouldn't worry about that. The human eye and discernment will always be vital to making the right calls and knowing the right fit for your organization. However, tools such as these can be useful to potentially reduce bias or excessive hiring time by looking at the facts first and then providing you with data you can use to make the most logical choice for your company. #HR #HRTech #AI #Recruitment

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Check out the ultimate tool for mastering talent management, our newly unveiled People Power Index. Gain deeper insights into where to focus targeted efforts to strengthen your organizations agility, stability and growth! #talentmanagement #ahriaconsulting #transformingwork

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HR's journey from worker advocacy to relentless cost-cutting has been quite the ride. Remember when HR was all about nurturing talent and keeping unions at bay? Well, those days seem like ancient history. Over the years, economic turbulence pushed HR into a cost-slashing frenzy. But guess what? The pendulum is swinging back, and it's time for HR to reclaim its role as the champion of employees. Picture this: a job market so tight it squeaks. Unemployment rates have been rock-bottom, and productivity growth is crawling. With stress levels soaring and workplace demands rising, employees are burning out faster than a cheap candle. Recent strikes and walkouts, like those at Kaiser Permanente and CVS, are screaming for change. HR can't keep pinching pennies and expect to keep their best people happy. We need to shift our focus back to taking care of our people – and fast. Despite CEOs recognizing the importance of their workforce, many companies are stuck in old habits. Real wages are barely budging, promotions are like unicorn sightings, and lack of career development is driving people to quit. HR can be the hero here by showing leaders the true costs of their outdated practices. Imagine the impact when they realize high turnover costs more than a fancy new coffee machine! Remember, a happy employee is a productive employee. HR's mission? Get leaders to see that treating employees well isn't just nice—it's crucial for business success. It's time to make work fun again and remind everyone that a company’s greatest asset is its people. Let's bring back the heart in HR! #humanresources #HBR

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See if you understand this sentence: HRBP told HRD that the ATS to HRIS transfer is impacting FTE calc & PTO accrual for EEs. Ever feel like HR speaks a whole nother language? 🤷‍♂️ ⭐You're not alone!⭐ Even seasoned HR pros get tripped up by the alphabet soup of acronyms! (We're looking at you EEO, FMLA, and all your friends!) 🤯 Trying to understand an HR conversation can feel like deciphering ancient code. 🔣 Between PIPs, KPIs, and LOAs, it's enough to make your head spin. 😵 If you want to TALK like HR here's what I recommend: ⤵ ➡ Ask your friendly HR rep! They're happy to explain things in plain English. ➡ HR Glossary: Many companies have glossaries online or in employee handbooks. ➡ Online Resources: Tons of websites offer explanations of common HR terms. #HR #HumanResources #Acronyms #Communication #HRAdvice

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The countdown has started! Many leaders working for Centra know the meaning of the words "Compensation Overhaul". It is a roadmap that started in the Fall 2022 and will culminate in pay equity and market adjustments in May 2024. The work is guided by these principles: 1.    Planning. 2.    Clarity through transparency. 3.    Process Consistency. 4.    Fairness. 5.    Purpose. 6.    Pay equity. 7.    Leadership accountability. Thanks to organization-wide support for the work, HR has created a compensation program and capability that will be a game changer for Centra's workforce and culture. Centra has implement standard pay structures and policies, clear criteria for promotion, and standardized documentation of compensation to minimize room for bias. Communicating clearly about pay equity is nearly 13 times as important for employee retention and engagement as talking about “high levels of pay and benefits,” according to a March 14 report from The Josh Bersin Co., a human capital advisory firm. "While most companies know they must increase pay during times of inflation, they do not understand the problems they create when people feel the system is unfair,” Josh Bersin said. Nobody said it was going to be easy. But with a thoughtful and flexible plan, collaboration, communication, and execution, success is around the corner, with Centra Human Resources leading the charge! https://lnkd.in/guDNApzR.

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Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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I can't remember the last time I read an article on anything that didn't mention AI (payroll, compensation, talent, workforce planning, etc.). The articles seem to fall into one of three categories: AI is going to revolutionize our lives and work (most), AI is over-hyped (a few) or I need to mention AI since it is the hot trend right now and relate it to HR, leadership, marketing etc. Hence, I was very pleased to see a recent report from Deloitte on AI that does a nice job of laying out what is Generative AI and providing a spectrum of possible outcomes and considerations (but leans towards it is coming, so take the boy scout motto and be prepared). I think it is worth downloading the full report just for the interesting charts. The report is broken down into 3 parts: 1. What is Generative AI and why is it disrupting work? Because it can generate original content (sort of) though text, image video, speech and 3D. Generative AI for companies brings risk (cyber-security, job losses) and reward(more productive workforce, new idea generation). The future of Generative AI is still unknown so companies and leaders need to prepare for different scenarios and determine the most likely outcome(s). 2. What is Generative AI's likely impact on jobs? Goldman Sachs for the US estimated that 7% of jobs AI will be a substitute, 63% complement (data and financial analytics), and 20% being unaffected(plumbers, construction, chef). Work is broken down into jobs, that are further broken down into tasks and skills and AI will probably take over or enhance some tasks and skills, but not necessarily take over the job. Shows great graphs and charts on how this might break down. 3. Executive strategies to prepare organizations for change by taking 5 steps: hypothesis formation, data collection analysis, broad org experimentation, interactive testing and feedback and strategy refinement. I would love to hear about how your org is preparing for AI. Do they have a policy on usage or is it banned? Are they having employees start to play with it? Are you seeing any job eliminations due to it? Is it being used as an enhancement tool or not used at all? Do you think it is hype or real? https://lnkd.in/gCCJWAnT

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Not sure what the difference is between the HR Certifications from HRCI and SHRM? Are you trying to decide how important (or not important) being certified really is? These are the HRCI and SHRM certification details that will clear your mind and guide you to a firm decision and direction. Click the link in the comments for clarity about the HR Certification. #HRCertification #HRCI #SHRM #Blog #HeyyyHR

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The second half of April has brought forth significant changes in #HR and #employment laws for pregnant workers, overtime earners, and non-competes. Below are some quick resources on these critical issues: EEOC Final Rules Implementation of the Pregnant Workers Fairness Act https://lnkd.in/g3fYCCKg Federal Trade Commission's Non-Compete Rule https://lnkd.in/gDyZ4evG Department of Labor's Final Rule on Overtime https://lnkd.in/gVKw28nq We will all need to take a look at our current policies as well as develop employee communications on these issues. #policies #pregnantworkers #overtime #noncompetes

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To any of my introverted leaders, if you're looking for some advice on leaning into your superpower, check out this curated list of tips: #ForbesHumanResourcesCouncil https://lnkd.in/gVMiEGH4

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AI has big benefits for TA – but the human element is still critical. Here's how to ensure your talent strategy balances both for best results. (via Forbes)

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If you’re an HR professional and you’re not thinking about the middle of the employee lifecycle...you aren’t doing your job right. Here's a refresher: the employee lifecycle is attraction, recruitment, onboarding, development, retention, separation, and advocacy. Basically, it's everything people experience from the moment they see the job posting to the exit interview. However, it’s more than just about attracting star candidates and a seamless offboarding—what happens in the middle is equally important. Are you thinking about their development and giving them the tools they need to rise through the ranks internally? This includes mentorship and access to educational opportunities, like software bootcamps and conferences. Are you conducting surveys to see how your department can better serve them? Asking your employees how they feel and where to improve is an easy way to do this. Are you creating a culture that allows for a positive reputation when they talk to others in their field? Employee lifecycle should be one of the most important aspects of being in the HR profession. If you don’t think about it, your employees could suffer. #workplaceculture #talent #HR #peopleops

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🌟 Why Conduct Compensation Benchmarks? 📊 💼 Stay Competitive: Ensure your pay scales match or exceed industry standards to attract top talent. 🔄 Employee Retention: Competitive compensation leads to higher job satisfaction and reduced turnover. 📈 Informed Decisions: Base your compensation strategy on data, not guesswork. ⚖️ Fairness & Transparency: Promote a culture of fairness by offering equitable pay. Let's discuss how SortedHat can help you make informed compensation decisions. DM me to chat! #HRAnalytics #CompensationBenchmark #EmployeeRetention #CompetitivePay #FairCompensation #DataDriven #HRStrategy #SortedHat #TalentAttraction #Compliance #BudgetManagement

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A great listen ! Having experienced the business partner role evolution in the last few years across some great companies, I believe that the role goes beyond the job descriptions published and is more about knowing everyone ( business leaders, HR COEs) , knowing a little of everything ( internal and external business and talent landscape) and finally connecting the dots to arrive at THE solution. Josh Bersin

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Join Our Live AI & Data in Compensation Discussion Today! Don’t miss out on today’s insightful session where you can ask your questions live or opt to receive a recording post-event. Dive into how AI and data are revolutionizing compensation strategies. Link to register: https://lnkd.in/enpDSf2Q #compensation #ai #comptech #comp #hr #hrtech #learn

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Interesting world of SHRM and HR. HR is having an existential crisis right now...and it's about time! Does it feel like the entire world might be in crisis? Perhpas. The world of work is evolving rapidly, (talk to me about AI) and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. People Operations comes swooping in to shake things up as well! 💣 SHRM announced they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... sounds like this has been happening for years and frankly, it needs to end now. To be a successful HR Professional who is ready to take on this ever-changing space you have to think about some main pillars 🏛 You are in service to your people. 🏛 When you can see the value in Equity. 🏛 When you understand that the community you're building is for us, not for you and your ego. 🏛 You think strategically about the 'now' and the 'future of work' Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources #peopleops

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As of January 1, 2024, most California employers are required to provide employees with leave for reproductive-related loss. This new law extends bereavement leave, enabling employees to take up to five days of protected leave following a reproductive loss event. Supporting employees through such difficult times can be challenging. Here are some tips to navigate this sensitive issue.

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