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shrm certification social media and online guide

​Handles, hashtags and home pages! With this convenient guide to SHRM's presence online and on social media, you'll stay up to date on the latest information of concern to HR professionals. Listings in bold are dedicated exclusively to SHRM certification, and all SHRM sites frequently include related items of interest to certified HR professionals. So start following today.LinkedInSHRM Certification Group. Your forum to learn about and discuss SHRM certification and the SHRM-CP and SHRM-SCP credentials.SHRM Official Group. The best way to keep track of SHRM updates on the HR [email protected] The official handle for tweets on #[email protected] Insights and updates on #SHRM and #[email protected] News, research and resources on the workplace and workforce from #SHRM Pub

taking recertification to the next level

SHRM's announcement that its credentials received accreditation for meeting the highest standards in testing inspired Anthony Ray, SHRM-CP, to look back with satisfaction on his HR career to date—and to look ahead with confidence. "Great news. I'm going to take the SHRM-SCP as part of my recertification," he commented on the SHRM Certification LinkedIn Group, a 6,000-member online forum for professionals to discuss the new credentials. We asked Ray to tell us about the motivation behind his ambitious plan. After all, not every SHRM certificant seeks professional development credits by reaching for the next level of credential."Certification shows a commitment to my craft," said Ray, for whom HR is a second career. Now executive director of HRand ombudsman at Morton College in Cicero, Ill.,

join the hr haiku contest

​To honor the creativity and ingenuity of our readers and in preparation for National Poetry Month in April, SHRM Certification is pleased to announce the inaugural SHRM HR Haiku Contest—we'll call it HRaiku.Think past Twitter's 140 characters and explore the 17 syllables and three lines of a haiku poem (five syllables in the first and third lines, seven syllables in the second line). Haikus usually don't rhyme. Each HRaiku should touch on some aspect of HR, certification or SHRM. Three winning entries will be published in the April 2017 issue of SHRM Certification Update.Not sure how to begin? Here are some HRaiku examples to inspire or amuse you:SHRM-SCP andSHRM-CP: Each puts you on the road to success.   Next-generation credentials for smart HR pros. It's true—SHRM rocks!   Society for

more shrm recertification providers approved

​Take the guesswork out of the recertification process for maintaining your SHRM-SCP or SHRM-CP credential. When you see the SHRM Recertification Provider seal, you know that these programs have been pre-approved for Professional Development Credits (PDCs).Here are the latest companies to be approved as SHRM Recertification Providers. Congratulations!A-Check GlobalAssessments 24x7Associated Equipment DistributorsAureonBaker Donelson Bearman Caldwell & Berkowitz, PCBoomer Consulting, Inc.Business inSITE GroupCHRO.OnlineClarus Benefits GroupColumbia Business School Executive EducationDominionFirstPersonFranklin & Prokopik, PCHarvard UniversityHCAHigh Performing Systems, Inc.Houston Business Coalition on HealthIce Miller, LLPInternational Bridge, Tunnel & Turnpike AssociationKlinedinst, PCKPM

member spotlight: carrie patton

​Carrie Patton, SHRM-SCP, started her career as a receptionist in the HR department at a financial services company. She says she worked hard and showed up on time every day with a positive attitude. That was 20 years ago, and she jokes that she’s still doing the same thing—that is, working hard and showing up on time with a positive attitude. In reality, she’s doing much more. In addition to providing HR leadership and services to more than 600 employees for her employer, she is president of the Twin Cities Human Resources Association, the Minneapolis-St. Paul chapter of the Society for Human Resource Management (SHRM), which has more than 900 members. She’s also an advocacy captain for the national SHRM Advocacy Team, which helps raise HR professionals’ interests with federal and state l

recruiters reveal their biggest turnoffs

The interaction between candidates and recruiters during a job interview plays a key role in whether or not an applicant is hired. Everything from a candidate's appearance to how well he or she communicates creates either favorable or unfavorable impressions for recruiters tasked with determining the candidate's fit for the organization and the role before moving him or her along in the process.[SHRM members-only toolkit: Interviewing Candidates]SHRM Online asked a few talent acquisition professionals what most alarms or impresses them—with either red or green flags—during candidate interviews. Here's what they said.Warning SignsBeing unprepared or inauthentic trigger the most common alarm bells for recruiters. "One of the biggest red flags when candidates are interviewing is when they sho

when two workers doing the same job earn different pay

In a recent discussion on SHRM Connect, the Society for Human Resource Management's (SHRM's) online member community, several HR professionals weighed in on what to do if a longtime employee discovers that her compensation is significantly lower than that of a new hire performing essentially the same job. Since HR departments try to keep wage and salary information private, the issue may not arise often. But when it does, it can be tricky and uncomfortable for an HR manager to address such a complaint. There may be legitimate reasons for the pay disparity. But sometimes, there may not be, and a salary analysis may be advisable. Not only that, there could be legal issues involved, so an HR department's response needs to be well-considered. If the pay difference isn't due to discrimination,

is your noncompete agreement enforceable?

Employers may think that their noncompete agreement or restrictive covenant prohibiting departing employees from taking a similar job at a competitor is ironclad, but that's not always true.The laws in many jurisdictions generally support reasonable noncompete agreements in employment, but other regulations limit restrictions on separated employees. David B. Ritter, a partner in the Chicago office of law firm Barnes & Thornburg, spoke to SHRM Online about the enforceability of restrictive covenants, what to consider when crafting them and which states limit enforcement of these agreements.[SHRM members-only how-to guide: How to Create an Offer Letter Without Contractual Obligations]SHRM Online: What should HR know about the enforceability of restrictive covenants?Ritter: The law varies fro

cash balance plans help fill the retirement savings gap

In many ways, cash balance pension plans suffer from guilt by association—but once employers learn that such plans have fewer liabilities than traditional pensions, they become more attractive. Many employers have long shied away from traditional defined benefit pensions because of the associated regulatory burden, uncertain future funding requirements and rising premiums paid to the federal Pension Benefit Guaranty Corporation (PBGC). Cash balance plans are technically classified as defined benefit plans, but these hybrids feature elements of both traditional pensions, including PBGC premiums (with
an exception for some smaller plans), and defined contribution plans, such as employee contributions. Significantly, their lack of a guaranteed payout amount combined with their high limits

tech trends will elevate sourcing in 2017

Data-driven decisions. Candidate personas. Sourcing on-demand? These are some of the trends sourcers can expect to face in 2017. SHRM Online asked some of the leading sourcers in the industry to comment on how their roles and responsibilities will likely be changing in response to this year's trends in talent acquisition strategy and technology.[SHRM members-only toolkit: Introduction to HR Technology]What Part Will Data Play in Sourcers' Work?Sourcing is increasingly becoming more data-driven, and more employers are looking to automation and predictive analytics to find candidates, said Angela Bortolussi, a partner at Recruiting Social, a social recruiting firm based in Los Angeles and Vancouver, British Columbia, Canada. "This is one trend that is here to stay," she said. "This year, rat

boost your talent management strategy with shrm in chicago

Approximately 1,500 talent acquisition and management professionals will take advantage of the learning sessions, networking opportunities and vendor solutions at the Society for Human Resource Management (SHRM) 2017 Talent Management Conference & Exposition, to be held April 24-26 at the Hyatt Regency in Chicago.The informative, energetic event is designed for recruiters and HR professionals who want to grow their network; fine-tune their recruiting skills; learn the latest trends in talent acquisition and management technology; and increase their confidence in compliance, hiring practices, onboarding techniques and engagement strategies. In addition, the Exposition provides contact with vendors to discuss the latest in technology solutions for optimum recruiting and engagement results.Ke

questions abound about employee cellphone privacy

If your employees are accessing their work e-mail from their personal mobile devices, should they have an expectation of privacy on those devices?What about when it comes to their Internet search histories?          The answer is that it depends, say workplace legal experts interviewed by the Society for Human Resource Management (SHRM).Recently, White House Press Secretary Sean Spicer and President Donald Trump's attorneys were trying to crack down on leaks coming from the White House by searching through the mobile phones of White House staffers.Whether companies are allowed to do that depends on workplace policies and state law—and those laws vary depending on jurisdiction.Employees may believe that because they're using their own device they can have an expectation of privacy. As SHRM

california lawmakers introduce more employment bills before deadline

California legislators put forth a number of potentially significant employment bills before the Feb. 17 deadline.As SHRM Online reported earlier in the session, lawmakers have introduced bills to:Here's a quick overview of a few more employment bills that are likely to generate attention, especially since some may be more likely to pass with the Democratic supermajority in both chambers. This gives Democrats the ability to potentially override any veto by Gov. Jerry Brown. 'Ban the Box' Bill (A.B. 1008)Over the last few years there's been an emerging national trend to pass "ban-the-box" laws at the state and local level. These laws prevent employers from asking job applicants criminal background questions until a certain point in the selection process.  In 2013, California enacted a law p

california lawmakers introduce more employment bills before deadline

California legislators put forth a number of potentially significant employment bills before the Feb. 17 deadline.As SHRM Online reported earlier in the session, lawmakers have introduced bills to:Here's a quick overview of a few more employment bills that are likely to generate attention, especially since some are more likely to pass with the Democratic supermajority in both chambers. This gives them the ability to potentially override any veto by Gov. Jerry Brown. 'Ban the Box' Bill (A.B. 1008)Over the last few years there's been an emerging national trend to pass "ban-the-box" laws and the state and local level. These laws prevent employers from asking job applicants criminal background questions until a certain point in the selection process.  In 2013, California enacted a law prohibit

little change to maternity, paternity leave at u.s. employers since 2012

​The average amount of parental and caregiving leave that U.S. employers offer has not changed significantly since 2012, according to a study conducted by the Families and Work Institute (FWI) and released today by the Society for Human Resource Management (SHRM).High-profile organizations such as Netflix, Amazon, Microsoft, Johnson & Johnson and Ernst & Young have announced in recent years that they were expanding parental leave. In December 2016, for example, American Express, a global financial services firm, increased its paid parental leave policy to 20 weeks and provided a comprehensive package of family-friendly benefits, SHRM Online reported in December 2016.But while large companies may be trying to one-up each other with flexibility arrangements as they engage in a recruiting and

house votes to block last-minute osha rule

The House of Representatives voted on March 1 to block an Occupational Safety and Health Administration (OSHA) rule that would have extended the agency's authority to issue citations for record-keeping rule violations from six months to about five years.The rule does nothing to improve workplace health and safety, Rep. Bradley Byrne, R-Ala., said during a House committee hearing on Feb.  27. Byrne introduced the resolution to block the rule under the Congressional Review Act.He said he would rather see OSHA spend its time and resources helping small and medium-size businesses understand what they need to do to prevent injuries and illnesses from occurring in the first place. [SHRM members-only how-to guide: How to Determine Regulatory Requirements for Safety]Defending the agency's rule, Re

house votes to block last minute osha rule

The House of Representatives voted on March 1 to block an Occupational Safety and Health Administration (OSHA) rule that would have extended the agency's authority to issue citations for record-keeping rule violations from six months to about five years.The rule does nothing to improve workplace health and safety, Rep. Bradley Byrne, R-Ala., said during a House committee hearing on Feb.  27. Byrne introduced the resolution to block the rule under the Congressional Review Act.He said he would rather see OSHA spend its time and resources helping small and medium-size businesses understand what they need to do to prevent injuries and illnesses from occurring in the first place. [SHRM members-only how-to guide: How to Determine Regulatory Requirements for Safety]Defending the agency's rule, Re

paid leave benefits can sharpen your competitive edge

​Whether caring for an aging parent, welcoming a newborn or handling family medical issues that require extended time off, employees experiencing these and similar life events may face stressful and demanding challenges. For those without the benefit of employer-provided paid leave, the burden is even heavier, as these workers are left to rely on the federal floor of unpaid leave guaranteed by the Family and Medical Leave Act.
While there is no federal requirement for organizations to provide paid leave after the birth of a child, 26 percent of employers offer some form of paid maternity leave and 21 percent offer some form of paid paternity leave, according to the Society for Human Resource Management’s (SHRM’s) 2016 Employee Benefits research report. Even more companies offer short-ter

how to plan out your hr career

​In today's highly competitive and constantly changing employment landscape, it is critical that you have an action plan to move your career forward—whether you intend to work in HR throughout your career or use your current HR role as a steppingstone to lead you into new directions, new positions, new industries and new opportunities.You are not going to be able to control everything that happens in your career. But a strategic and tactical plan will guide you in making career decisions that fulfill your personal needs and advance your professional goals.No matter what you hope to achieve in the working world—and, frankly, no matter the stage of life that you're at—creating and following a career plan should be high on your list of priorities. [SHRM members-only HR Q&A: What is a dual car

your career q&a: how to be promoted

​Best-selling author Martin Yate, a career coach and former HR professional, takes your questions each week about how to further your career in HR. Contact him at the e-mail address at the end of this column.  I read your article on how to get promotions in HR. It all sounds good, but what do you do when you are an HR assistant and your supervisors won't promote you? Sometimes, having a low-level title is hard to break out of. I have been working in a bank for nine and a half years and am not being promoted, despite doing much of the HR work and onboarding the past assistant vice president. This is very frustrating. I am studying to be certified in HR and have a bachelor's degree, but none of that is helping.AnonymousAll companies exist to make a profit, and profitability is maximized when

‘bill of rights’ proposed to improve california ems field

During his 22 years in the emergency medical services (EMS) field as a firefighter, emergency medical technician (EMT) and paramedic, Justin Schorr has been bitten, punched, scratched, elbowed and kneed by patients."We are discouraged from fighting back," said Schorr, who lives in the San Francisco Bay Area. Fighting back is dangerous because it could upset a patient further. It could also bring complaints by patients or bystanders and punitive actions, such as being fired, he told SHRM Online.Schorr's experiences highlight the often hazardous and stressful conditions in the EMS field. To help combat these situations, California state Assemblyman Freddie Rodriguez, D-Pomona, has introduced A.B. 263. The purpose of the bill is to reduce incidents of workplace violence, improve access to men

uber engineer’s claims could offer lesson on how not to run an hr department

​After a manager propositions female subordinates for sex, the company's HR department lets the guy off the hook because "he's a high-performer." After a woman complains about sex discrimination, her stellar performance review is secretly changed to include negative remarks. When the woman tells HR that her manager said she'd be fired if she complained to HR again, HR says there's nothing it can do. These must be some of those textbook examples—probably from the 1950s—on how to never, ever run an HR department, right? No. These are allegations leveled at Uber, the ride-hailing app company, in a blog post this month by a former employee—allegations that rocked Silicon Valley and led Uber's CEO to launch an investigation with the help of a former U.S. attorney general. Uber has not
responde

uber engineer’s claims could offer lesson on how not to run an hr department

​After a manager propositions female subordinates for sex, the company's HR department lets the guy off the hook because "he's a high-performer." After a woman complains about sex discrimination, her stellar performance review is secretly changed to include negative remarks. When the woman tells HR that her manager said she'd be fired if she complained to HR again, HR says there's nothing it can do. These must be some of those textbook examples—probably from the 1950s—on how to never, ever run an HR department, right? No. These are allegations leveled at Uber, the ride-hailing app company, in a blog post this month by a former employee—allegations that rocked Silicon Valley and led Uber's CEO to launch an investigation with the help of a former U.S. attorney general.  [SHRM members-only re

creating a supportive workplace

In a world of increasing competition for talent, HR professionals may find it especially valuable to better understand job attitudes, which are key drivers of employee behavior. Related yet distinct job attitudes include job satisfaction, work engagement and perceived organizational support. Knowing how these factors differ can help HR professionals best utilize them to create a satisfied and engaged workforce, enhance business performance and profitability, and retain key employees.Knowledge of job attitudes is an important part of the SHRM-defined technical competency of HR Expertise, specificallyin the functional area of Employee Engagement & Retention. By assessing, interpreting and influencing the job attitudes of employees, HR professionals play an essential role in their organizatio

how to conduct a fair-pay audit in california

Recent changes to pay equity laws in California make it essential for employers to periodically audit their pay practices. But employment attorneys say it's critical for HR professionals to get executive buy-in before starting the process.The Golden State has had a pay equity law for decades, but it was given more teeth in 2016 when the Fair Pay Act took effect. Instead of requiring "equal pay for equal work," the state requires fair pay for men and women who perform "substantially similar work, when viewed as a composite of skill, effort, and responsibility." Effective Jan. 1, the fair pay law was expanded to include race and ethnicity. If there is a salary disparity that needs to be adjusted, that can lead to a significant monetary decision for the business, said Michelle Lee Flores, an

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