SHRM's New Baby Named!

As you read in my most recent posts, SHRM has announced new certifications that will be available in 2015. Several have referred to the fiasco with the announcement and relationship with HRCI as a DIVORCE. While that may or may not be true as the two organizations proceed, SHRM has announced the name of what I have referred to above as their new Baby. They are the SHRM-CP (Society for Human Resources Management - Certified Professional) and SHRM-SCP (Society for Human Resources Management - SENIOR Certified Professional). Here is what the logo's will look like:

Of course, as a career long volunteer for SHRM, I don't mean that in a condescending way. However, it should be treated as such due to the delicate situation that has been created between the two organizations and primarily within the community who is very concerned about the impression this makes on the non-HR community. I know the latter, is by far my biggest concern as I have worked so hard over the years to advance this profession and serve the professional. I do realize the latter is in the plan from SHRM to allow current professionals to obtain the new certifications very easily once they are available. So from what I understand when I go through the certification steps mentioned in a previous blog post, my name will appear as the following in all my professional signatures:

Donna Rogers Skowronski, MEd., SPHR, SHRM-SCP

Wow, that’s a lot of letters. I'm glad I don't have to introduce myself as such. Just kidding. In addition, to the name, SHRM has also announced how this certification process will be governed.

As you can see above, SHRM has also decided how the credits will be handled via SHRM affiliates. What I don't have an answer to yet is, how they will handle pre-approved providers like my company, Rogers HR Consulting, who has been a provider of PHR/SPHR HRCI certified programs since 2007. I have sent my question to the email about and waiting to hear back. I am sure a lot of organizations like myself as well as associations, universities, etc. are very curious.

Having just completed my year as a Membership Advisory Committee (MAC) for SHRM in December, I was considering applying to serve on the HRCI board. Now it seems I will need to make a choice as whether I apply to SHRM's new governance board or the stick with my original plan. Both will have an impact on the certification/educational needs of the professionals I have been serving as a volunteer for SHRM affiliates since 1997. Of course, neither of them may elect me, if I applied so it could be a non-issue. End of my SHRM volunteer career? Who knows? I am still on the ILSHRM board as College Relations Director and I am one of the co-advisors for the UIS Student Chapter aka PStarHR so it's not likely.

If your are going to #SHRM14 be sure to stop by one of the three offered SHRM Certification Town Hall meetings hosted by my friend Brian Dickson and his team. I am sure they will answer all your questions. Remember, HRCI is not going away! Connect with me on LinkedIn and Twitter and give me a shout out to meet in real life (IRL) at the conference if you plan to be there.

55 Active Job Search Sites (Updated 7/19)

I had a company encouraging me to update this list over the last couple of months. Since they focus on veteran hiring and I am a veteran supporting other veterans I am happy to add the following to this original posting from 2017. Silent Professionals is a free veteran recruitment service. Their differentiating factor is that they focus on a very specific subset of veteran employment which is the combat arms veteran. Their site is much more than just a job board because they actually provide a service behind it which is all free to the veteran. As combat veterans themselves, with a vast amount of experience in the private security sector, they are able to use that experience and influence within the industry to act as trusted advocates for the veteran candidate. They boast an incredible 84% job placement success rate for candidates that they recommend to employers. One of the reasons they're able to do that is because of their focus on jobs for combat veterans who are seek

Honest, Vulnerable, and Transparent Communications Can Be a Curse for Women

As we approach yet another end to Women’s History Month where organizations make a sincere concerted effort to raise awareness to the issues women face in the workplace with hope for continued change, I am skeptical. Not because I do not believe in the effort. Not because I have not heard story after story of women who have made history and are honored and respected highly for women’s suffrage progress they have made. Not because I do not believe in change. I do believe strongly in the effort that brings these stories to the public causing change. However, the reason I am skeptical is the same reason so many other women question the possibility of real change. Why, because we have been victims who feel defeated repeatedly and constantly reminded of the loss experienced. When you feel you have taken two steps forward and knocked five steps back every time that original wound opens and reminds us of the curse lived just because we are a woman. I had to be quiet about the real reason I

HR Assessment Risk Summary

In summarizing the potential for risk in the human resources and personnel practices of organizations visited over the past few years, the highest risk of audits, investigations, grievances and the resulting potential for penalties, fines and legal concerns come from six primary sources. The main reason for concerns are because certain federal and state agencies are making it a priority to investigate: Misclassification of employees as exempt, Illinois led the nation in active investigations 3,635 involving 19,765 misclassifications, 245.6 million in unreported taxable wages, 5.1 million in unemployment tax unreported, 270,570 employees impacted. The U.S. Equal Employment Opportunity Commission (EEOC) recently announced that 84,254 workplace discrimination charges were filed with the federal agency nationwide during fiscal year (FY) 2017, and secured $398 million for victims in the private sector and state and local government workplaces through voluntary resolutions and litiga

Another Day in the HR Field

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