HRComatrix

with latest update* T o some, this polemic smells Capitalism and Money , breaking the cycle of "unchartered waters". To others it is personally encouraging - if they support the new SHRM format - or all too simply confusing and unsettling , if they are out -of- the- loop, common HR people.  To observers this is no surprise since they had unfolded the following about SHRM a few years back: "Board compensation increases Board compensation unchecked by independent committee Unrestricted first class travel for board members Only 38 percent of board members having at least a PHR certification Only 60 percent of board members are HR pros SHRM CEO is a finance pro, not an HR pro SHRM board uses a search firm to find board members, including those uncertified and not members of SHRM SHRM board retains nearly all power, with extremely limited member recourse" (References, here ) Updates on SHRM transparency efforts have been published. Get acquainte...

Q uite a buzz these days since SHRM announced the new Competency-based HR Certification . This is a SHRM certification. Bye bye HRCI ?? Just a Follow-up on my previous post. Find that original talk here Y ou  probably have, just like me, received emails after emails from both SHRM and HRCI. Both organizations fight  for their own credentials. Certification ? Yes. Global? Yes. Universal?  ?? ... Read SHRM Read HRCI © 2014 AR_HRCom-_HRCert2 S HRM's argument is that its certification is the evolvement of next credential for HR professionals. No longer about knowledge "only"; rather about how to apply that knowledge in the business world "with positive outcomes" . It announces that the test will be more scenario-based, and does not exclude an interview down the road. H RCI on the other hand confirms that its portfolio of certification is "competency-based" and "relevant" for all HR professionals around the globe...

H ow much experience counts?  T o what extent does experience count? © 2014 AR_HRCom-CertModel "No, not enough experience". Or again, "Too much experience for this position" Some job candidates have heard it all. What is then for them to  think or do? Maybe put into practice the famous advice of Amy Cuddy...     Fake It Until You Know It!   It is interesting to apprehend the definition of "experience"as defined by some HR recruiters or managers, and actually see its translation in levels of competency . Experience level could so often erroneously be evaluated by the numbers of years in the field of HR. Easy to do, right? It also sounds logical. How else would you measure experience? It's like cheese, better aged! How about going for the crazy ones ? SHRM to Create New Certification Based on HR Competencies - See more at: http://www.shrm.org/Publications/HRNews/Pages/SHRM-Certification.aspx#sthash.KBD3aDyD.dpuf SHRM...

Sometimes, we like simple stories. They are the ones that make everyday work life easier, better, smoother. That is assuming that work can be painful or less enjoyable. If work is 100% great, what is to change? Something has to be improved or added to bring a little pizzazz in worklife. Simple story of HR balance. © 2014 AR_HRCom-Marc_WorkLife How About Making Worklife Easier? In HR we talk about strategy, policies, procedures, compliance, conflict management to name a few. That' s the core of the business, right? Maybe. What about the things that make a work day easier, better? Take the example of France in attempting to improve work/life balance. Quality of life is important. American workers somehow envy France's working hours, just the same way French workers wish they could finish the day earlier like their German counterpart s who average just 1 413 hours/year. That is an average of 27 hours a week!! . Things becoming blurry over time, - both countries be...

                         Kenya Smith is a Human Resource Professional with over 10 years experience in the service industry. She has evolved in Hospitality, Healthcare, Technology, and HR Consulting. Her recent encounter with unions has brought new lights to her understanding of employee relations. Kenya is currently working for a Retail/F&B company where she serves as a Field HR Manager for the ATL, IND and DET locations   Keeping Your Voice!!! So there was a plan to open the business and there was a plan to hire people to work for the business…but what is the plan to ensure that there is a balance between taking care of the business “and” the people? Neither should be neglected; however, both should continuously be a top priority if an organization wants to control what will or will not happen in that organization in the fut...

So much buzz on social HR lately...But did it ever occur to you that job postings buzz as much about loss than opportunities? One can argue that it does not tell the whole story. There is a new trend in HR . Check out this recent story in this organization of 100. © 2014 AR_HRCom-Al_TO & SocialHR How would the public know that turnover is voluntary or not? Irrelevant because your people will tell the stories they know and perceive to be true...Reality: your ROI on people is at least depleted. Moreover: the less you share, the worse  the impact could be. Communication is never easy to manage. These days employees at least connect on Facebook or text messages to each other. You could not possibly ignore that fact. So, yes, it does affect your ROI as much as your company morale and branding. Your stats will let you see another side of the story: those numbers will be in your scoreboard. Your stories will be told to others based on what they see and hear. They connect t...

From Normal to Dysfunctional TO Whenever there is an organizational change, we reasonably expect some "coming" and "going." What is unusual is the fact that following peak hiring times and completion of all planned hiring, employees seem to be heading out to the door faster than the time it takes to get them on board. Can we reverse the situation or should we optimize turnover? Stuart Miles - AR_HRCo TO Costs Cost of turnover (TO)  is higher than usually thought or perceived. It is easy to say that TO is normal, expected, or good, if the departing employer does not deliver as needed. But how did we let that happen? What are your trends and your costs? Did you have time to get any return on investment (ROI)? Revolving doors truly exist, in many shapes and sizes of organizations. In my previous post I mentioned that "normal" turnover is generally accepted to be around 10%. A survey by the American Management Association shows that nearly 50%...