Chapter Newsflash
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SHRM is a great resource for
Disaster Planning. They have a toolkit available to be downloaded and several
archived web casts to assist in your efforts. SHRM Newsletter Article #1 - "Need HR
Help Now?? Get it with LIVE HELP from SHRM" SHRM Newsletter Article #2 - "How About
Those New SHRM Forums?!" The forums are new resources at SHRM for information and networking. They provide news, research, interactive dialogue, member information sharing and specialized web casts for specific "niches" of HR. There are forums for:
Most have been pre-approved for recertification credits for PHRs, SPHRs and GPHRs. The web casts are then archived and are available for viewing and listening 24/7. SHRM Newsletter Article #3 "Managing
Smart: Teaching Line Managers how to Supervise" Best of all as a member of SHRM, you are authorized to distribute copies, excerpts or e-mails of the newsletter for educational purpos3es internally within your organization. Topics of articles include performance appraisals, wage and hour regulations, motivating employees, diversity, retention, and many others. SHRM Newsletter Article #4 - "HR Metrics
Resources on the SHRM Website" 1) The SHRM HR Metrics Toolkit provides a number of factors that can be measured to show how HR contributes to the business Measures such as absence rate, health cost per employee, and HR expense factor show that HR has a sense of the importance of human capital measurement in supporting business objectives. Use the SHRM HR Metrics Toolkit to compare your metrics against other organization's metrics, survey data, etc., to evaluation your performance. Metrics can show the benefit of your HR practices and the contribution to your organization's profit. Benchmark data and designate time frame (plan year, fiscal year, etc.). Compare data going forward using same time frame (year 1, year 2, year 3, etc.) to show improvement/decline. Read more about HR Metrics at http://www.shrm.org/hrtools/hrmetrics. 2) You will find a new resource on the new HR Metrics Forum on the SHRM website, www.shrm.org/forums. If you are looking for the latest news, articles, research or member input on HR Metrics, this is the place! A quick glance at the homepage shows a highlight of the Human Capital Resource Guide. This comprehensive reference and research aid highlights resources focusing on the management and measurement of human capital. The Guide is available in HTML format, with extensive links to resources on SHRM online and elsewhere, as well as for download in PDF format.
SHRM Newsletter Article #5 “Why Become Certified?” By Alisa Goldschmidt It wasn’t too long ago when we were riding high on the technology wave. It was a job seeker’s paradise—too many jobs and not enough workers. Today, workers struggle to keep their jobs, job seekers are finding new jobs scarce, and employers are trying their best to keep up with the changing economy without sacrificing the quality of their products and services. During challenging times, an effective HR staff must demonstrate more than “good people skills.” “Good people skills” won’t overhaul an organization’s compensation structure, won’t develop and assess an organization’s training program, won’t help an organization be proactive in developing a culture free of sexual harassment, and won’t develop an OSHA-compliant health safety program. One way to assess the effectiveness of an HR professional is by certification. An HR department whose staff is professionally certified can—and should—make a significant contribution to the management and strategic direction of an organization. They can ensure that the organization’s people strategy is correctly aligned with its business strategy. How do you determine which professional certification to look for when staffing your HR department? The most respected certifications for HR professionals are the Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) and Global Professional in Human Resources (GPHR) from the Human Resource Certification Institute (HRCI). Earning one or more of these designations validates that a professional possesses significant knowledge and experience in all areas of HR, including strategic management; workforce planning; human resource development; compensation and benefits; employee and labor relations, and occupational health, safety and security. Today there are more than 70,000 HR professionals certified by HRCI. Most HR professionals who take on the challenge of the PHR, SPHR, and GPHR exams demonstrate more than knowledge. They display a true dedication to the HR management profession. They show it when they agree to study in excess of 40 hours and when they arrive at the testing center to take the examination. Certificants continue to demonstrate dedication to the profession when they maintain their designation by recertifying every three years through professional development or by retaking the examination. They are leaders in the HR profession. Recruiters take note of the designations as well. Although there may not be an abundance of jobs available today, the lack of jobs has not eased the skills shortage. The lack of a skilled labor pool is still a serious long-term issue. Recruiters should routinely include “PHR, SPHR or GPHR preferred” in advertisements for professional-level HR jobs. Recruiters need not worry that adding this preference may decrease the applicant pool. In fact, stating this preference may likely increase the pool of qualified candidates for the position and help separate the wheat from the chaff. Many certified professionals are members of local chapters of the Society for Human Resource Management (SHRM). This organization is an excellent source for certified HR talent and resources. To learn more about how professional certification for HR professionals can benefit your organization, please visit the HRCI web site at www.hrci.org.
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