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Professor Erin Meyer sat down with SHRM Online to discuss how HR and business leaders can effectively manage global teams, and strengthen cross-cultural engagement.
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HR pros can influence health care reform by ensuring that policymakers hear your concerns, especially with regards to proposed regulations. Here are tips on how to provide feedback to regulators and lawmakers.


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Perhaps you’ve been on the workforce planning journey for a year or two or perhaps even longer. You’ve come a long way and now you are starting to wonder how mature your workforce planning function is relative to “best practice” and other companies. It may be time for a third-party audit of your strategic workforce planning initiative.

For those less familiar with workforce planning, I’ll list the five basic steps that I outline in my book, “Strategic Workforce Planning: Guidance & Back-up Plans.” I list them here because research will show you multiple models and the steps listed below will put this article in context.

  1. Determine the roles of interest (critical, pivotal roles).
  2. Establish the current state and historical trends.
  3. Determine desired forecasting scenarios.
  4. Perform gap assessments.
  5. Establish action plans.

Suppose you take a look at this list and say, “yes, we’ve done all of that inside our company.” The level of maturity of your workforce planning function is not in checking the box on each of these steps but in the details behind each step and how integrated some of the actions are within the company. By having an expert audit your workforce planning function, you will be able to establish whether you are “best in class” or still “on the journey.”

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Business Leadership : Scorecards, Strategic Human Resource Management  Consulting : Consulting General, Metrics Consulting  Global HR : Metrics Global  Organizational and Employee Development : Metrics Organizational and Employee Development, Process Improvement  Staffing Management : Metrics Staffing Management, Workforce Planning, Workforce Readiness

Roughly half of large U.S. employers expect to find themselves ensnared in health care reform's 40% excise tax on "high value" health plans, which hits in 2018, unless they take action.

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The pervasiveness and severity of domestic violence impacting the workplace demands the attention of employers, managers, human resources and security staff, experts agreed.
Read about creating effective workplace domestic violence programs here:
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More than a third of the world’s employers are struggling to find the right talent.

ManpowerGroup’s 2013 Talent Shortage Survey canvassed more than 38,000 employers worldwide, and 35% of them reported “difficulty filling jobs due to lack of available talent.” What’s more, their struggle has been worsening; the 2013 findings were the highest proportion of employers expressing concern about talent shortages since 2007.

Surprisingly, this news comes at a time when talent pools are virtually brimming with people, and when a recent Harris Interactive study shows that 74% of workers would consider taking a new job immediately. With all of this talent available, what’s causing our shortages? The debate around this question has been lively. An aging workforce, unexpected and rapid growth in specific sectors, the sudden need for entirely new types of jobs (in the technology and data niches, for example), poor
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If your company is a manufacturer based in the Midwest, your midlevel, midcareer workers are most at risk for garnished wages. The mid-adult years are most prone to divorce -- and child support -- the key culprits behind wage garnishment.

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Employers can beat the Department of Labor (DOL) to the punch by conducting their own review of Family and Medical Leave Act (FMLA) practices before the DOL audits.
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Being a Human Resources professional, I have worked alongside many different managers. I have had the privilege to work with exemplary leaders who inspire greatness and loyalty in the people surrounding them. So much so, their employees strive to do their very best everyday because they want to make their leader proud. I have also worked with managers who believe they are great leaders, but even after extensive coaching and counseling, they still don’t get it. With that said, I am not one to shy away from a challenge. In fact, I have always thrived on trying to get through to these managers. Sometimes, I actually succeed and it is extremely gratifying when I do. Below are some of the qualities I believe true leaders possess.


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I wonder if high school seniors still receive memory books.  Do you remember those? They were something like a “this is your life” and a “where will I be” collection of thoughts, pictures, etc. I still have mine stored somewhere and I mention this because of an entry I included. Responding to future job wishes I wrote that I would like my own talk show. Time has passed since 1991 but, while I do not have my own talk show, I was lucky lucky to be included as the guest on the April 11th airing of Driv

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t begins with one. One word. One thought. One idea. One sentence. One paragraph. One post.  One article. One book. One writer. One reader. In the end and above all else, anything else doesn’t matter. All that matters is where it begins...with one. Your written word? What impact do you have? What do you write?


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Do we work too much and allow our jobs to bleed over into our personal lives? Does work become so all-consuming that it destroys whatever it was that motivated us? Can an imbalance in the work-life equation even cause harm to the employee both mentally and physically? Is it generational leaving some only wanting to work 8-5 and others content with 24/7? Basically, do we work too much?


4 Questions About Work Life Balance


Work Life BalanceI’ve heard a lot of talk and read a lot of articles recently on the concept of work-life balance. Do companies expect too much? Are we, the employees, equally to blame.  Or, is it even an issue?

It is my opinion that social media and the technology powering it blurs the lines between the two more than any other time. I never disconnect - by my own accord - and am often told "turn off the iPad" or "get off the computer" when I'm off work.  Do I have a healthy work-life balance?  Maybe.  Maybe not.

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I said last weekend that it is sometimes best for a blogger to be silent and let others speak. I said that it was sometimes best to ask questions because you can learn so much about a person from the answers they give. My interview with Rory C. Trotter, Jr. proved to me that this was true. So, with that said, I would like to present the second in the HR to Who Interview series.

The HR to Who Interview: Michael Carty

This week’s interview features Michael Carty. The perk for me this week was twofold because I was able to discuss human resources with him but he and I also share another interest - Doctor Who.

Good day, Michael. Let’s begin by asking a few traditional questions. Share with the readers your basic information – the who and the what. Basically, who are you?

A very good day to you, sir. And to anybody reading this. I'm Michael Carty. I work as Benchmarking Editor on XpertHR UK.

To read the entire interview, click here.
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Wow, the 2014 NC-SHRM conference was absolutely AWESOME to say the least.  So much was offered to the HR professionals who attended the conference:  Great stuff all around including networking and FUN!  You can review some of the fun by going to Facebook ( or Twitter at #NCSHRM14. 

As I reflect back on the conference I think of all the wonderful sessions that were afforded to the attendees that will add tremendous value to them individually as HR professionals, collectively among their colleagues as well as to the employees and organization they serve.  From my observation, the tone of the conference was not only to discuss the many avenues and resources available to HR professionals to support their functional role but there was so much information available to add value to the career of the HR professional as well.  The sessions hit on the economy, the dynamics of varying workplaces and industries as well as CHANGE!  We know that word very well.  Keeping up with change is one of our greatest challenges.

The sessions I attended were exceptional!  From career coaching to diversity and inclusion, we walked away with an unlimited amount of resources plus made additional contacts to have as resources in the future.
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Flu season is quickly approaching. According to the CDC, flu outbreaks can begin as early as October each year. Have you started your communications campaign to educate your employees about the key facts of the flu, the flu vaccine and good health habits to help stop the spread of germs such as the flu? Even if your company didn't offer on-site flu clinics, you can still engage your employees by sending e-mails about how they can protect themselves, their families and co-workers against this serious disease. The Centers for Disease Control ( and Prevention and websites have a lot of helpful information and resources such as flyers to create awareness among your staff.

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As with just about every aspect of performance management, opinions are divided on the question of whether managers should focus on the performance or the engagement level of their people.

Those on the performance side of the debate say that performance-oriented managers drive bottom-line benefits such as profitability, market share and competitive dominance by helping their people achieve specific performance goals and remain closely aligned to the company’s/department’s objectives. Those on the engagement side of the debate say that engagement-focused managers help reduce costly turnover and increase employee productivity and loyalty by sustaining high levels of employee motivation and discretionary effort.

Both sides make sense. So what’s the right choice?

Well, a Gallup survey of more than 8,000 employees shows that we really shouldn’t make a choice at all. The best managers focus on both performance and engagement.
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Despite modest growth in health premiums, deductibles for group plans have risen 47 percent since 2009.
That hike needs to be explained in open enrollment communications. 

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I recently attended a new product roll out put on by a national insurance company and the "Big Deal" was a "Private Exchange!" One agent sitting next to me commented "Well that's planting roses in the manure! 

"Planting roses in the manure", "Lipstick on a pig", a "Hog in fancy Armor", "New hairstyle, same abuser" are all terms that describe the process of dressing up some old or less attractive product to be more acceptable. They are like the elaborate hand gestures a magician uses so you think you saw magic.

"Private Exchanges" is a recent term for a marketing process to sell insurance to the American buying public and compete with the Federal Exchange called the "Marketplace". But what is behind that fancy brocade curtain?

All insurance depends on spreading risk across a large population of people who may not use it so we can pay the claims for those who do use it. For decades,  medical insurance companies have used "risk pooling" to group similar risks together so they can provide affordable coverage to their clients. In many cases a process called "Multiple Employer Trust" was used to offer medical coverage to employer groups. These were all risk spreading methods. In addition, multiple plans were offered in the same employer to provide employee choice.

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What offends people--as demonstrated by recent objections to the Washington Redskins name--is subject to change. That's as true with the images on the T-shirts people wear to work as with the pennants they hang in their cubicles.
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Social Media Policies by now are well in effect at most companies. But how has your company specifically decided on how to effectively manage social media in the workplace?

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