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Discover the New Ways Senior Leaders Will Soon Be Grooming Young Professionals Into Future Leaders

Posted By Laurie A. Pehar Borsh, Friday, July 8, 2016
Updated: Thursday, July 7, 2016

Contributed by 

Office Team
Young Professionals Conference Sponsor 
July 20th, Golden Gate University #NCHRAYP


Generation Z, the newest to join the workforce, are eager to step into management positions as soon as possible. That’s one takeaway from a recent
Robert Half study on Generation Z in which 32 percent of college students interviewed see themselves supervising others in five years. Another 24 percent expect to be moving up the ladder but not yet in the leadership ranks.

 
These future payroll professionals need the help of senior leaders to prepare them for the leadership pipeline. Here are some preferences many Gen Zers mentioned in the survey, along with ways managers can not only retain them, but also develop their talents and incorporate them into a succession plan. Do you agree?

 

Generation Z values personal growth. Shaped by trends and transformative events like reality TV, 9/11, mass shootings and social media, they desire connections and fulfillment in their personal and professional lives. Give these future leaders plenty of opportunities for learning and networking!

Generation Z wants to personalize their careers. Rather than following in other payroll professionals’ footsteps, these future leaders want to forge their own way. Senior leaders should help them design their own career path. This includes having quarterly or semiannual conversations with them about goals and milestones, and finding out what motivates and interests them. If you don’t, they’re not opposed to job-hopping to find fulfillment.

 

Generation Z prefers social cohesion. Some payroll departments tend to pick top performers and focus most of the resources on those select few? Millennials care about fairness and feel more comfortable when members are equally valued. So, management cannot elevate some, but not others. Senior managers know that if this happens, Generation Z may gravitate to another workplace environment, where there’s a stronger sense of social connectedness!
 

Generation Z craves feedback. They received a constant stream of reactions and affirmation while growing up from parents and teachers. As employees, they expect it from management. This is in stark contrast to Gen Xers and baby boomers, who tend to be more independent and may even want to be left alone to do their work. When developing millennials to be future leaders, seniors managers know they need to bump up the amount of feedback, instruction, correction and praise. 

 

Young professionals may have radically different outlooks and work styles than Gen Xers and baby boomers. When preparing Generation Z workers for leadership roles, senior leaders should know that the most important step is to get to know them — as a cohort and as individuals!

 

OfficeTeam is the world’s leading staffing service specializing in the placement of highly skilled administrative and office support professionals. The company has more than 300 locations worldwide. For more information, including our online job search services and the OfficeTeam Take Note® blog, visit roberthalf.com/officeteam.

You’re invited to the 5th Annual Young Professionals Conference. Come get inspired and get ready to advance your career on July 20th! You’ll takeaway techniques for transitioning to a leadership role, relating to the C-Suite, using data analytics, and more. Plus, meet potential mentors in a fun, speed-mentoring event at the end of the day. You won’t want to miss this opportunity to meet other YP's and learn necessary skills for competing in today’s business environment. Qualifies for 4.75 SHRM Professional Development Credits (PDCs) / HRCI Recertification Credits. Includes a free HR TechXpo registration. Attendees can sign up with NCHRA at the conference. #NCHRAYP

Tags:  Career  Generation Y  Generation Z  HR  Leadership Development  Young Professionals  Young Professionals Conference 

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Learning How to Humanize HR with Data

Posted By Laurie A. Pehar Borsh, Thursday, July 7, 2016
Updated: Wednesday, July 6, 2016

Young Professional Conference Panelist, Anthony Walter - Director of Workforce Analytics at Gap Inc. says, "HR is in a unique position to use data for good."  Learn more at the NCHRA Young Professionals Conference on July 20th.
Register today.

 There's been a constant push that HR catch up with Marketing and Finance in the way it uses analytics. 

Every decision should be rooted in data. Facts are king. Intuition or "gut decisions" should be a last resort.

A last resort that HR has relied on for far too long. I'm not going to dispute this, but instead, argue that HR is in a unique position to use data for good.

The reality is that HR still has a perception problem. After all, you go into HR because you are a "People Person." 

My question is:  What's wrong with going into a profession because you like dealing with people?

In fact, I would say this is exactly what makes HR uniquely equipped to execute analytics - our data can positively impact people's livelihoods and enrich the employee experience. If you're not in People Analytics to help people, you're in it for the wrong reasons. 

There's a reason Google is such a great place to work - their mantra of "Don't be Evil" (now "Do the Right Thing") permeates their culture and Laszlo Bock's People Operations team walks the talk. For example, Google knows what makes a great manager, but instead of getting rid of those who didn't have these characteristics, they coached managers and saw a statistically significant improvement in manager quality for 75 percent of its worst-performing managers. By treating these employees with respect and using data to ground their actions, Google created invaluable goodwill and loyalty. Their latest research on the keys to a successful team found that psychological safety - the ability for team members to feel safe taking risks - was the most important dynamic to a high performing team. This finding has already led to tailored development programs, which has improved participating team's feelings of psychological safety and the ability for its employees to take smart risks without feeling insecure or embarrassed. Their data isn't just sitting on a shelf somewhere - it's being used to elevate the well-being and performance of employees, and that's the right thing to do.

Every day, companies are using HR data for good. Let's shift the focus from how we're behind other functions in analytics, to how we are helping employees find their happiness at work. Don't sell yourself short if you got into HR because you're a people person. Instead, use that to guide your analytics. Think about how your work will help a top performer be recognized. How it will set someone up for their next promotion. How it will increase diversity and reduce discrimination in the workplace. How it will identify someone who is at risk of leaving, and if they are at risk, how you can address their concerns. No one should be miserable in their job. If you predict someone's turnover risk and that leads to a manager having a real conversation with their employee about career, job satisfaction, and ambitions, so be it. You shouldn't be scared of knowing someone will leave, you should be scared of not knowing what an unhappy employee is telling their friends about their job. Because believe it or not, this will impact your talent brand and your company's bottom line.

I'm optimistic about where HR is headed as a function. And while we can debate all day about whether People Analytics should sit in HR, let's not forget that HR is most closely aligned to a company's greatest asset, its employees. Data can help us determine what's best for employees and the company. It shouldn't have to be an either-or decision. Let's use data to inform our decisions, but let's not forget that most things are a little bit of science and a little bit of art. That's the beauty of it all; numbers can only get you so far, and the rest is intuition. We're pretty good at that.

Note: All opinions are solely my own and may not necessarily reflect the opin
ions of my employer.

Anthony Walter leads the Workforce Analytics team at Gap, Inc. - providing operational reporting, predictive and advanced analytics, and capability building opportunities for a broad range of customers across its 140,000+ employee population worldwide. The WFA team strives to build workforce intelligence and advises business partners on data collection and analytics methodologies to make data-informed people decisions. 
Prior to joining Gap Inc. in 2013, Anthony was a Senior Consultant at the global consultancy firm Booz Allen Hamilton. He also has previous work experience across the HR spectrum, including organizational development, training, recruiting, and HR operations in retail, digital media, and regulatory organizations.

Walter will be a panelist at the
NCHRA Young Professionals Conference on July 20th - "Making Strategic Decisions with People Analytics" a Q&A Session (11:45am-1:00pm) with Ben Teusch, People Analytics, hiQ LabsModerated by: Amelia Barker, Regional Director, hiQ Labs.

About session: HR teams using sophisticated data analytics are four times more respected by their counterparts for data-driven decision-making. What does this mean for your organization? How can you get there? Discover how people analytics (PA) are changing the way HR operates. You’ll find out what building a PA team looks like and describe its day-to-day function. Leave the session able to: leverage PA data to make strategic decisions (without a background in economics or statistics); improve your HR teams and workforce planning; and better retain talent. 

For more information about and to register for the Young Professionals Conference
>> 
click here.
#NCHRAYP


Tags:  HR Conferences  HR Data  HR Management  Young Professionals Conference 

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The Future of Workplace Wellness Programs

Posted By Laurie A. Pehar Borsh, Thursday, June 30, 2016

Contributed by Dr. James Korkos


In California, nearly 25 percent of adults are obese, 12 percent smoke cigarettes, and 22 percent are not getting enough physical activity, according to the United Health Foundation’s  America’s Health Rankings® Annual Report. These negative health markers may have serious consequences and may increase the risk of developing chronic diseases, such as heart disease and cancer. Fortunately, many diseases can be avoided by adopting healthy behaviors.


That’s why an estimated 70 percent of employers already offer wellness programs, and 8 percent more plan to do so during the next year, according to the Society for Human Resource Management. 

 

Employers are investing in wellness programs because these initiatives can support their employees’ desire to improve their health and create a happier, healthier workforce while reducing costs for employees and the company.


Some of these wellness programs give employees wearable devices at no additional charge, helping provide a more accurate and comprehensive summary of the user’s daily activity, sleep patterns and other health markers. Fitness trackers – usually small devices worn around the wrist or clipped onto clothing – give users a snapshot of actual physical activity.


Employers nationwide are expected to incorporate more than 13 million fitness tracking devices into their wellness programs by 2018, according to technology consultancy Endeavors Partners. That’s important, considering a study published in Science & Medicine showed people tend to overestimate how much exercise they get each week by more than 50 minutes, and they underestimate sedentary time by more than two hours. People who use wearable devices are better able to monitor and hold themselves accountable for their physical activity.  

Here are five tips for employers to help improve and enhance wellness programs:
 

  1. Offer Incentives:  More employees may participate in wellness programs when companies offer incentives, which can include gift cards, lower health insurance premiums, cash bonuses, and discounts on various health products and services. Some programs featuring wearable devices enable employees to earn up to $1,500 per year in incentives by meeting specific daily walking goals, while employers can achieve premium savings based on participants’ combined results.  

  2. Gather Biometric Data:  Biometric screenings may give employees a better snapshot of their current health, including weight, body mass index and blood glucose, so offering them onsite at the workplace and at health fairs may encourage more employees to participate. More advanced programs can include connected devices, such as a Bluetooth-enabled wireless scale, blood pressure monitor or thermometer, which can transmit the participant’s vital signs to a case management nurse or wellness coach.

  3. Keep Data Secure: Companies that want to incorporate fitness trackers and other connected devices should first ensure the health plan will keep private data secure. This includes using the latest encryption technology, including medical-grade connectivity for seamless and secure data transmission. Management should never have access to individual employee data; instead, the health plan should report aggregate data to help the company assess the value of its wellness program.

  4. Generate Support: Set up a wellness committee with “wellness champions,” selecting leaders within the organization who are respected by their peers and can motivate others. Use email, promotional flyers and in-person meetings to communicate the goals of the program. Messages from executives will demonstrate leadership support and may improve participation.

  5. Track Results: Evaluate the success of the wellness program each year, taking note of employee engagement and medical costs. While engagement can vary, some companies have achieved participation rates of more than 85 percent.   

Following these tips, including the adoption of new technologies such as fitness trackers, may help employers and employees maximize the benefit they get out of employer-sponsored wellness programs – and improve the health of the company and its workforce.

About the Author

James Korkos, M.D., is market medical director for UnitedHealthcare of California.


Tags:  corporate fitness  employee wellness  HR management  workplace wellness 

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Four “4th of July Reasons” to Attend HR West Seattle!

Posted By Laurie A. Pehar Borsh, Wednesday, June 29, 2016
Updated: Tuesday, June 28, 2016

Have you registered for HR West Seattle yet?


With July 4
th right around the corner, HR West Seattle will be here before you know it. There’s still some space available, so if you’ve yet to decide whether or not to attend this one-day super-charged HR conference, we’d like to give you four good reasons why you need to be there!


4.  Get the credits you need, in one incredible day…HR West Seattle “Best of the West” includes 16 concurrent sessions, all for recertification credit toward your SHRM-CP, SHRM-SCP, PHR, and SPHR. This conference is approved for 5 Strategic Business Credits and 5 General HR credits. See icons in individual session descriptions for Strategic Business Credits.

 

3. Discover and digest the excitement of the Future of HR! Keynote Steve Cadigan, CEO of Cadigan Ventures and former VP of Talent at LinkedIn, will be your guide (this session also qualifies for Strategic Business Credit).


2. It's a Friday Event! Arrive early, and stay late...treat yourself to summer getaway in downtown Seattle (fun for locals too)! Get inspired and re-energized by the urban energy and Pacific tranquility of the Grand Hyatt Seattle—a spectacular conference center and a luxury hotel under one roof. Book your room here.


1. Register by Friday, July 1st and save! With so many HR professionals taking it easy this holiday weekend, what better time to sit back, relax, click and register?

Yes, the full conference is just $50 through this Friday!

Register Today AND SAVE.


Stay connected!
Be sure follow the HR West news, highlights and other offers on Twitter, Facebook, LinkedIn, Google+ and Instagram. Also check out (or check in, if you are already a member) the HR West LinkedIn Group.

#HRWest2016 #Seattle 

Tags:  HR West  HR West 2016  HR West Seattle 

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HR Communication Tip: Say What You Want… Not What You Don’t Want.

Posted By Laurie A. Pehar Borsh, Wednesday, June 22, 2016

By Paul Endresscoach, speaker, and founder of Maximum Advantage International. 

Endress will present Adapting Your Communication Style to Get Results at HR West Seattle on July 15, 2015. Go to www.hrwest.org/seattle for more information and to register for the conference.

This article was recently published on: www.paulendress.com

The Mind Can’t Directly Process A Negative
So Say What You Want… Not What You Don’t Want

In this post, I’m going to give you a tip that you can use to instantly improve your communication, and it comes from something that happened to me recently.  So here’s what happened.

My wife and I went out to dinner at the Harvest Café.  It’s a great place we love to go there.  Sometimes it’s a little slow for us because I’m usually in a hurry, but we went there and then we just were sitting down to enjoy it.  Then I saw this sign that they had up in there and (upon reading it) I thought, what better way is there to do this? Because it’s going to reveal a good communication truth that you can put to use right away.  The sign said, “Don’t forget to vote for 2016 Simply the Best.”

This local magazine, here in Harrisburg, Pennsylvania, has a contest where people submit votes for the best restaurant and then once a year they publish a special issue, then the restaurant can use that in their advertising. -- i.e. “Yes, we are the best restaurant in Harrisburg.” So they’re putting up a sign that says, “Don’t forget to vote.”

This is a great example of the effective communication principle that says: the mind cannot directly process a negative.The Mind Cant Processs A Negative - Small

There’s a famous story about Fran Tarkenton, who was a quarterback for the Minnesota Vikings. They’re in the championship game with two minutes left, and he goes to the sidelines. The game is within reach. They’re six points back, they’ve got to score a touchdown — two minutes.  Which if you don’t know football, that’s plenty of time to score the touchdown if you’re playing well!

Fran says to the coach, “What should I do?”  And the coach says, “Fran, no matter what you do don’t throw an interception.”  An interception is where he accidentally throws it to the other team and that’s exactly what happened when he went back on the field because what had the coach put in his mind?  “Don’t throw an interception.”

The interception might have happened for other reasons, but one of them is that the mind can’t directly process a negative word like “don’t.”  So when something says, “Don’t forget to vote,” the words that we really get are: “Forget to vote.”

“Don’t throw an interception” becomes “throw an interception.”

What could they have done differently? Change it to say, “Remember to vote.”  Which is the positive version of what they want you to do instead of the negative version!

Changing the wording from a negative to a positive greatly increases the chances that people are going to remember to vote for them instead of forget to vote for them.

Putting It To Use

The next time you need to get somebody to do something, and you need to give an instruction, give it instruction in a positive way.  Tell them what you do want... not what you don’t want.

Ask yourself this question: In what situation do you express yourself in terms of what you don’t want --- how can you flip that around and turn it into a positive so you say what you do want instead of what you don’t want?

Just flip it around, express it as a positive.

And whenever you think about this, just think about:  “Remember to vote” versus “Don’t forget to vote.” 

Small change, big difference, great results.

You can also listen to/"watch" Paul discuss his communication style tip on YouTube.*

About the Author

Paul Endress is an in-demand coach, speaker, and founder of Maximum Advantage International, a company that gives organizations and individuals the skills necessary to communicate effectively in an increasingly difficult business environment.

An inspiring speaker, Endress is the author of Dealing With Difficult People and has helped thousands of individuals and business executives from companies such as Shell and Mitusbushi through his seminars, speeches, and products.

His latest project is the Communication Styles 2.0 model and software, which is based upon eight years of research and solves communication problems by creating visual models of interactions between group members.

*Adapting Your Communication Style to Get Results 
HR West Seattle - July 15 • 03:05 PM - 04:05 PM

Register

Tags:  business communication skills  effective communication skills  Executive Coaching  HR  HR coaching  HR Management Skills  HR West 2016  HR West Seattle  Paul Endress 

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