Another Day in the HR Field

The following is from our local SHRM Chapter.  I thought I would share it as a member to help others who are working on Disaster Plans this month: While we thankfully do not have hurricanes in Illinois, the events along the coast reminds us of the importance of emergency preparation.  This is true of our companies as much as for our employees.  Just as businesses have developed disaster plans to limit down time and loss of productivity, we can help our employees be better prepared as well.  By encouraging their preparation, you are reinforcing that they are a valued employee. Listed below are links for you to share with your employees including GO Bag  instructions.      Also listed are links for businesses to begin or evaluate business disaster plans.  Make - Be Ready!  A part of your company discussions.   For employees https://www.ready.gov/ https://www.illinois.gov/ready/plan/Pages/GoBag.aspx https://www.ill...

The 4th in a series about Strategic Human Resources Management: This week we are covering a couple different topics that are highly interesting to me which are Strategic HRM in Action and International HRM.   I am definitely hoping to see and hear both of these topics live at next week’s SHRM (the organization) annual Strategy Conference.   Here are a few of the case studies which I believe will hit on the “in action” aspect of this week’s readings. Track: Case Studies   CASE STUDY: A Business Case for Employee Investment: A Children's Hospital Story Workplace Application: Using the Children’s Hospital of Pittsburgh of UPMC as a case study, you will learn how they positioned HR as a leader in the organization and are using HR metrics to impact their culture. Wednesday, October 3, 2012 | 3:30 PM - 5:00 PM EDT   CASE STUDY: Creating Client-Centric HR: HR at Your Service Workplace Application: Learn lessons from the b...

The 2nd in a series about Strategic Human Resources Management: This is the second in a series of posts related to the Strategic Human Resources Management course I am teaching here at the University of Illinois Springfield.  This is a shout out to all those I have researched and the students will be researching who are considered by others as contributors to the field.  In addition, it is my way of asking for advice, information, and suggestion on who else might be out there that I have yet to run across. Since the names will be researched and papers will be written on each of them individually to learn more about the field and what contributions have been made, I am specifically searching out those who have published or speak regularly about the topic.  So if you have a moment please comment with any insight you may have and/or share this blog post with others you think may be helpful.  In the meantime, here is our first stab at a shout out for Strategic HRM co...

Key components of a thorough Strategic HR plan consists of many theories, concepts, and tasks that I have both had the pleasure of implementing in companies I have worked for or consulted with as well as teach in my HR Management courses. Most of these components have been covered over the last two days during the annual SHRM Strategy Conference at the Chicago Fairmont. The following is a list in no particular order of comments, phrases, and ideas that I heard or reheard that is important for all organizations to sit up, take notice, & incorporate into management philosophy, style and policy in a very strategic way. Without top down support it just won't work. To put it simply THINK DIFFERENT! -Put People Before Numbers -Drive Systemic Change -Encourage Criticism to Spark Innovation -Engage Employees -Employees First Customers Second -Focus on Talent Management -Create a Marketplace for Talent -Seek to be an Employer of Choice -Embrace Social Media -Encourage R...