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SHRM Article: A Fitting Role (HR Magazine) SHRM article: M As Make a Move (HR Magazine) SHRM article: Mergers Acquisitions: Making a Merger Work (HR Magazine) SHRM article: Culture Management

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12 Tips for SHRM Annual Conference Attendees: #SHRM18 HR Bartender APRIL 12, 2018 Download the conference app. So, download the SHRM Annual Conference app before you leave. Download the SHRM Certification app before you leave. Download the SHRM Certification app before you leave. You might get some ideas about a session to attend, a book to purchase, or someplace fun to meet and eat. The answer? Bookmark This! #HR Project Management Edition HR Bartender MARCH 9, 2018 I was in a meeting recently where someone commented that HR pros don’t know project management. Some of the activities that come to mind are launch meetings, maintenance plans, communications, pilot programs, and project plans. Again, the goal isn’t to download and test-drive all of these. And I thought, really? Join 2,000+ Insiders Sign Up for our Newsletter Employee Coaching Isn’t Always Visible – Friday Distraction HR Bartender JULY 28, 2017 You can download the first chapter here. I’m not necessarily talking about regularly scheduled one-on-one meetings, although those are great moments for coaching. Managers and employees interact regularly outside of the 1:1 meeting. Department meetings. I know that I just mentioned 1:1 meetings. Enjoy the post!). [Free Download] Employee Exit Checklist & Guide AIHR DECEMBER 20, 2022 Download the employee exit checklist as an Excel spreadsheet or a Word doc. Is it appropriate to set up face-to-face meetings with some clients? Exit interviews are confidential meetings between an HR professional and an exiting employee. Download the employee exit checklist as an editable

HR Magazine by SHRM (Society for Human Resource Management

To help manage their team’s schedule and hours workedPayroll & Tax FilingWith multiple pay groups and complex tax rules for players and personnel, the Bengals trust Paycor’s 30+ years of experience managing all aspects of payroll and tax filing. Compensation Planning FAQs Featured ResourcesThe HR COE is an action plan based on Paycor’s proprietary data and research. Think of it as your roadmap to achieving HR excellence in talent management, workforce management, benefits and the employee experience. Live Webinar Live Webinar Cultivating a Culture of Accountability HRCI & SHRM credit available Accountability is the cornerstone of high-performing teams, yet it’s often the toughest to achieve. This session provides practical tools and proven strategies to set clear expectations, foster a culture of ownership, and address performance issues with confidence. 2:00pm ET, April 22nd, 2025 Register Now Live Webinar Are Your Managers Coddling Employees? HRCI & SHRM credit availableYour company culture has taken a hit post-pandemic and — despite your best intentions – it’s been really difficult to bounce back. Human Resources interventions can only do so much. 11:00am ET, April 3rd, 2025 Register Now Live Webinar Creating a Culture of Owners vs Renters HRCI & SHRM credit available Every leader has a responsibility to foster the mindset and behaviors that serve as the foundation for an ownership culture. Attracting owners to your company and cultivating an ownership mentality in employees is often the difference between satisfactory efforts versus great performance. 2:00pm ET, March 25th, 2025 Register Now Interested in Plans + Pricing?

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Of Business Administration from Seattle University.Ana Armas-Rullan - Senior Director of Human ResourcesAs the Senior Director of Human Resources, Ana Armas-Rullan helps harness the value of Red Dot’s most valuable asset: its employees. By aligning HR strategies with the overall business goals, it is Ana’s job to make sure the company has “the right people in the right seats”. She believes in HR being a function that acts as a strategic partner in the business, and pro-actively contributes to the achievement of key results.​Ana has been in Human Resources in various professional roles for almost 20 years. Before joining Red Dot, she worked at Boeing in the commercial airlines division supporting manufacturing, quality and final assembly. Ana has her Professional In Human Resources (PHR) designation from the Human Resources Certificate Institute (HRCI) and a graduate of University of Washington’s Human Resources Management program. She is involved in Washington State SHRM, and has been honored to be asked to be a speaker/mentor at several of their events. She also mentors students from the University of Washington’s Foster School of Business HR program.Todd Thurnau - Director Of Operations SupportAs the Director of Operations Support for Red Dot, Todd Thurnau is integral to ensuring the manufacturing, engineering and facilities teams work together efficiently and effectively, so that Red Dot can deliver on what it does best: providing high-quality mobile HVAC systems to partners nationwide.Todd is responsible for leading Red Dot’s ongoing commitment to adopting LEAN practices and realizing operational synergies across our U.S.. SHRM Article: A Fitting Role (HR Magazine) SHRM article: M As Make a Move (HR Magazine) SHRM article: Mergers Acquisitions: Making a Merger Work (HR Magazine) SHRM article: Culture Management SHRM article: Business Benefits from Academic Diversity (HR Magazine) SHRM article: Is Diversity Working? (HR Magazine) SHRM article: Mentors in Demand (HR Magazine)

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Outplacement. The Occupational Assessor enables users to create custom reports for compensation and career planning. Alternative work opportunities are calculated based on user input for an individual's education, work history, interests, physical capabilities, and cognitive/emotional limitations. View Occupational Assessor Lesson DLC Course Complete a FLSA determination estimate #15 Federal Employment Laws That Impact Compensation and Benefits Utilize/rewrite ready-made job descriptions #33 Conducting Job Analysis Assist employees with outplacement based upon their transferable skills #58 Comparing the DOT, O*NET, and eDOT "You have a very complete offering of on-line courses. A colleague introduced me to the website. I have a PHR and am looking for good continuing education courses at a reasonable price. Having also used another HR training website, I found your course more engaging." "ERI Distance Learning Center courses not only provide valuable information that is relevant to my field (Compensation), but the courses also give historical background information pertaining to HR Law, which is an essential part of Compensation administration...I also like the mimic-to-real world scenarios to further enhance my learning experience." Kim Buxton, JCA Compensation Analyst FedEx The ERI Distance Learning Center is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: ERI Economic Research Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®

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An earlier study, 56% of employees said that additional paid time off would make them more loyal to an organization. (Fierce Inc)Likewise, 54% of companies with onboarding programs reported higher employee engagement. (SHRM)A 2018 study found that 77% of employees who had a formal onboarding process were able to reach their first performance goals. (Urban Bound, 2018)Of those who don’t hit their first performance goals, 50% did not have a formal onboarding process. (Urban Bound, 2018)89% of HR leaders surveyed by SHRM agreed that ongoing peer feedback and check-ins have a positive impact on their organizations. (SHRM/Globoforce, 2018)92% of employees believed showing empathy is an important way to advance employee retention. (Business Solver, 2020)Employees who participate in a structured onboarding program are 69% more likely to stay with an organization for 3 years. (ClickBoarding, 2020)76% of new hires feel socialization is most important. (ClickBoarding, 2020)On-boarding Engagement IssuesA recent Qualtrics study found that in the US, there are 62% engaged workers overall. (Qualtrics, 2020)For other countries, the same study found that Australia has 56% of workers and 42% in Hong Kong are disengaged. (Qualtrics, 2020)Meanwhile, businesses spend $37 billion to maintain unproductive workers annually. (Urban Bound, 2018)Onboarding lays down the groundwork for the entire employee experience. A lackluster onboarding experience can result in poor performance and employee disengagement. An employee’s onboarding experience can even affect the rest of his/her time with your company. To better keep track of how they spend their time, using employee monitoring software will help a lot.6. Workforce Retention StatisticsOnboarding has a tremendous role to play in employee retention. Does your company have a good onboarding program? These retention stats will show its relation to onboarding.Traditional OnboardingAside from salary, 75% of employees say that the important factor that they consider when applying for work is benefits. (CareerBuilder,

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Little say in your work responsibilities or schedule. Poor communication: Lack of clear direction or insufficient feedback from managers and the organization. Ineffective leadership: Managers and leaders who provide little support, guidance or recognition. Lack of appreciation: Feeling undervalued or not recognized for contributions. Toxic work environment: A culture of conflict, negativity, or workplace bullying. Work-life imbalance: Difficulty disconnecting from work due to long hours or constant connectivity. For remote workers, the blurred lines between work and life can add to burnout. Constant change: Frequent organizational restructuring or changes in priorities cause stress. The external environment is also contributing to burnout and stress. Layered onto these burnout causes are new, external factors. Worries about the economy and rising costs are causing significant financial stress. There is anxiety about the geopolitical landscape and our own political divisions. Climate disasters have disrupted many parts of the country. All of this is leading to what some are calling the Great Exhaustion, and it naturally spills over into how employees show up to work each day. What is the risk of high levels of stress and burnout in organizations? Organizations struggling with employee stress and burnout are likely to see impacts in a few key areas: Employee retention. According to SHRM data, workers experiencing burnout are nearly three times more likely to be actively searching for another job (45 percent versus 16 percent of those who did not report burnout). In addition, a Kronos study in the Employee Engagement Series found 95% of HR leaders admit employee burnout is sabotaging workforce retention. Productivity. SHRM reports that workers who feel burned out are less likely to go above and beyond at work (40 percent versus 56 percent). When employees are stressed, work performance suffers, leading to reduced productivity. In fact, a study cited by the National Institute of Medicine found that “there is a negative correlation between overall stress and productivity: higher stress scores were significantly associated with lower productivity scores.”1 Employee engagement. Gallup’s November 2024 poll finds just 31% of employees are engaged, and 17% are actively disengaged. It’s the lowest level of employee engagement we’ve seen in a decade. Reduced team morale. Burnout doesn’t just affect the individual worker. When a team member is burned out they may become withdrawn, irritable and less engaged, impacting overall team morale and performance. Employee health. Stressed workers may be more likely to engage in unhealthy behaviors like substance misuse, poor nutrition, and lack of exercise. And because stress can exacerbate existing chronic conditions, it’s possible to see an uptick in absenteeism and presenteeism. Mental health can also suffer. In our work with clients, we’ve noticed a strong correlation between stress and depression—60% of individuals at high risk for depression are also at increased risk for stress.2 How organizations can help reduce stress and prevent burnout. It’s tempting to view burnout as an individual problem—one that can be solved by self-help interventions: saying “no,” practicing deep breathing or increasing resilience.3 And while those strategies do help, burnout

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A strategic business function that focuses on the development and implementation of policies and processes that support the organization’s overall objectives.HR Management is responsible for optimizing employee performance, fostering a positive work environment, and promoting organizational growth. It includes activities like workforce planning, talent management, labor relations, and performance management.While the two are related, the difference between Human Resources and HR Management is that the former focuses on the administrative aspects of managing people, while the latter focuses on more strategic objectives. The second one is also often called Strategic Human Resources Management (SHRM). Human Resources and HR Management both have an important role to play in the success of an organization and should be given equal priority.Human Resources vs People & CultureThe terms Human Resources and People & Culture are often used interchangeably, but they are very different concepts. Human Resources is an umbrella term used to refer to the field of managing and directing the people working in an organization. It involves the management of employee-related issues such as recruitment, performance management, payroll, and employee benefits.People & Culture, on the other hand, is a more holistic approach to managing an organization’s workforce. It focuses on creating a positive work environment and culture, promoting employee engagement and satisfaction, and developing a strong team. People & Culture looks at the bigger picture by taking into account the entire work experience, not just the individual tasks associated with Human Resources.People & Culture looks at how the organization can create a positive, productive, and joyful environment for all employees. It takes into account the organization’s culture, values, and beliefs and how they fit into the overall workplace experience. People & Culture is more than just a Human Resources term.Strategic Human Resources ManagementStrategic Human Resources Management is an important part of any organization’s success. It is the process of developing and executing HR strategies, policies, and practices that align with the organization’s mission, vision, and goals. It involves the careful selection and deployment of personnel, the development of systems and processes to create a positive work environment, and the implementation of initiatives to improve productivity and performance. It all happens in close interaction between the HR Front Office and line managers of the business.Strategic HRM is focused on the long-term objectives of the organization and emphasizes the alignment of HR practices with the overall strategic goals. It is a proactive approach to managing the workforce and ensuring that the organization has the right people in the right roles to maximize efficiency and productivity. SHRM is always supported by a strong HR Strategy.To be successful, strategic HRM requires a comprehensive view of the organization, strong communication between the management and the employees, and the. SHRM Article: A Fitting Role (HR Magazine) SHRM article: M As Make a Move (HR Magazine) SHRM article: Mergers Acquisitions: Making a Merger Work (HR Magazine) SHRM article: Culture Management SHRM article: Business Benefits from Academic Diversity (HR Magazine) SHRM article: Is Diversity Working? (HR Magazine) SHRM article: Mentors in Demand (HR Magazine)

SHRM-CP and SHRM-SCP Certification Exam

That degree requirements may vary depending on the company.Executive Leadership ExperienceBeing at the top of the HR career ladder, a CHRO role typically requires senior leadership experience, such as holding a prior vice president or senior vice president role. It’s important for anyone in a CHRO career path to gain experience leading through influence and with emotional intelligence — both in their actions and in their communications. Many Years of Experience in Various HR RolesAs the head of all HR functions, it’s important for those pursuing a CHRO role to gain experience in all functions of HR. A well-rounded expertise and understanding of all HR functions enables a CHRO to design and lead an overall people strategy that aligns with a long-term company strategy.HR certificationsVarious organizations such as SHRM, HRCI and AIHR offer certification programs for HR professionals who are looking to expand or strengthen their HR knowledge and expertise. Depending on the company, these certifications could make a CHRO applicant stand out so it’s important to consider earning an HR certification as you’re mapping out your education and career goals.

Is That a Threat? - SHRM

Get on with my job. What do you like best?I like that making forms fillable is super easy and that the platform is affordableWhat do you dislike?pdfIller can be a little confusing to use, so it isn't necessarily intuitive when I'm trying to find my docs that I created versus the filled out ones that come to meWhat problems are you solving with the product? What benefits have you realized?getting forms signed remotely! Katherine Rohrer, M.A., SHRM-SCP 2020-08-21 Edit and Open VWX as PDF Document conversion takes on a crucial role in streamlining your workflows and enhancing the efficiency of your regular operations. For this reason, you will want to ensure that your go-to editing software can Open VWX as PDF in only a few mouse clicks. If you can change your paperwork to any format you want, making modifications becomes simpler, as will data extraction and the automation of other tasks that depend on your editor. A reliable document administration platform will guarantee the accuracy and dependability, and efficiency of these operations, factors which will eventually transform your overall workflow efficiency. With pdfFiller, you can Open VWX as PDF as quickly as you could complete almost any other file editing task. Edit, annotate, add fillable fields, and create your documents from scratch on a single platform. Edit and annotate It is simple to set up your team collaboration on paperwork in real-time almost anyplace, as you only need a solid internet connection to manage it all successfully. Enjoy more. SHRM Article: A Fitting Role (HR Magazine) SHRM article: M As Make a Move (HR Magazine) SHRM article: Mergers Acquisitions: Making a Merger Work (HR Magazine) SHRM article: Culture Management SHRM article: Business Benefits from Academic Diversity (HR Magazine) SHRM article: Is Diversity Working? (HR Magazine) SHRM article: Mentors in Demand (HR Magazine)

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Cary, North Carolina, February 19th, 2025, CyberNewsWire2025 marks a time of unprecedented volatility in the technology job market. On one hand, dependence on technology is soaring. The growth of AI and machine learning is propelling a surge in new technologies, tactics, and ideas.At the same time, organizations are trying to adapt to the changing dynamic. This has led to more job uncertainty, which the technology sector usually avoids. This year alone, roughly 7,000 jobs have been cut across dozens of tech giants, fueling growing concerns among industry professionals. As the technology job market weathers this volatility, INE Security, a global leader in networking and cybersecurity training, is highlighting its commitment to equipping IT professionals with the skills they need to thrive. INE focuses on practical training, certifications, and preparation. This helps networking and cybersecurity professionals succeed in a changing job market."Continuous learning and adaptation are more important than ever for individuals hoping to succeed in their networking and cybersecurity career," said Dara Warn, CEO of INE Security. "It is vital that professionals maintain a continuous cycle of learning. Training gives learners the knowledge and skills they need to succeed. Hands-on practice helps them understand tasks better. Certifications show that they have learned well and prove their skill mastery.”Key Benefits of INE’s Training and Certification Programs: Enhanced Employability: Executives, supervisors, and HR professionals are completely aligned in considering industry or professional certifications the most compelling during the hiring process, according to the Society for Human Resource Management (SHRM). Practical Experience: The