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    Entries in HR (329)

    Thursday
    Apr272017

    PODCAST - #HRHappyHour 283 - Compliance in a Changing HR Landscape

    HR Happy Hour 283 - Compliance in a Changing HR Landscape

    Host: Steve Boese

    Guest Co-host : Madeline Laurano

    Guests: Angela Lockman, Kristin Lewis - Equifax Workforce Solutions

    Listen HERE

    This week on a special HR Happy Hour Show recorded live from the Equifax Forum 2017 in Scottsdale, Steve Boese and guest host Madeline Laurano are joined by Kristin Lewis and Angela Lockman from Equifax Workforce Solutions on the challenges for HR leaders in keeping up with changing laws, regulations and ensuring compliance in what is a fast-moving and uncertain environment.

    Angela and Kristin shared their unique point of view from the perspective of the leading provider of compliance solutions for HR and organizations on topics such as health care reform, immigration policy changes, and potential tax reform. They shared how Equifax works with employers to help them navigate these issues, as well as how Equifax works with government and regulators to endure that they understand and appreciate the employer point of view and the impact on employers.

    We also talked about how onboarding of new employees is changing from one that for a time seemed to focus primarily on engagement and acculturation, to one where these compliance steps have become even more critical. 

    You can listen to the show on the show page HERE, or by using the widget player below:

    You can't do any 'strategic' HR or talent management unless until I9, eVerify, Visa Management, ACA reporting, WOTCs - are in line. Equifax is the leading authority in this space.

    Thanks to Angela and Kristin for sharing their expertise and thanks to the Equifax team for hosting the show.

    Please check out show sponsor Virgin Pulse - www.virginpulse.com.

    Subscribe on iTunes and everywhere podcasts can be heard - just search for 'HR Happy Hour'.

    Friday
    Apr212017

    PODCAST - #HRHappyHour 282 - HR, Organizations, and Employee Student Loan Debt

    HR Happy Hour 282 - HR, Organizations, and Employee Student Loan Debt

    Host: Steve Boese

    Guest: Jen Bailey, Director Business Development, Tuition.IO

    Listen to the show HERE

    This week on the HR Happy Hour Show recorded live at the Health & Benefits Leadership Conference, Steve Boese is joined by Jen Bailey from Tuition.IO, the leading employer funded student loan contribution platform to talk about employee student loan debt, and the opportunity for HR and organizations to offer student loan repayment contributions as an employee benefit.

    In the US, student loans are at record levels, and more and more employees are entering the workforce with stunning debt levels that they have to pay down. Some progressive employers have turned to student loan repayment contributions to help employees better manage their debts, while also serving as a powerful talent retention and attraction tool. A recent study reported that 86% of employees would remain at an employer for 5 years if student loan repayment contributions were offered as a benefit.

    Jen talked about how the platform works, how an employer evaluates their options in setting up a student loan repayment contribution, and the ROI that employers are seeing from implementing these student loan repayment benefit programs.

    You can listen to the show on the show page HERE, or by using the widget player below:

    This was a super interesting discussion about a very important topic for HR and Benefits leaders, as well as society overall.

    You can learn more about Tuition.IO here.

    Thanks to our show sponsor Virgin Pulse - check them out at www.virginpulse.com

    Remember to subscribe to the HR Happy Hour Show on iTunes or wherever you get your podcasts - just search for 'HR Happy Hour'.

    Wednesday
    Apr192017

    Creating a Narrative for Talent

    Long flight last night out to Vegas and to pass the time (and I needed to since this flight was not equipped with Satellite TV and thus I was not able to watch the NBA playoffs), I was multi-tasking with Jason Bourne on the screen and the SI.com Media Podcast in the ear.

    On the podcast host Richard Deitsch asked guest James Andrew Miller (author of books on ESPN, CAA, and Saturday Night Live), about an ongoing negotiation between cable sports channel Fox Sports 1 and personality Katie Nolan. When discussing how Fox Sports 1 might look to retail Nolan (who apparently will have other options), Miller said something really, really interesting. Check this out...

    Miller: She is a real talent. I think she knows it. I think Fox Sports 1 knows it. And so I would expect if she does stay, they will have to come up with not only something that is more than what she is doing now, they will have to come up with more money, and so it is probably one of those things where she tests the marketplace.

    But this whole idea about testing the marketplace isn't just about dollars sometimes, it's about other opportunities. She might not know what she wants to do yet. She might not even know what she can do elsewhere. 

    Fox Sports 1 has to realize that this is all about creating a narrative for talent, this is about saying, "Look we want to remain your home, and this is what we can put together for you", and then maybe you even have to go beyond that and start to look more broadly about what they can do in their larger Murdoch empire.

    On the pod Deitsch and Miller went on to debate Nolan's ratings, other shows, and other things, but the important thing to me, and the part of the conversation I replayed three or four times was Miller's concept of creating the 'narrative for talent.' Leave it to a writer to come up with such an elegant and evocative description of a standard employee compensation/development/retention conversation.

    Think about what a 'narrative' implies. A story. A beginning, a middle, maybe some twists and turns. Maybe some conflict or challenges. Maybe a hero on some kind of a journey. Maybe a fantastic and delightful surprise. And then, hopefully, a happy ending.

    A 'narrative' just seems cool, fun, compelling, interesting.

    It makes you want to listen. It makes you want to learn more. It makes you want to keep turning the page.

    A comp discussion? Where you talk about ranges and midpoints? Or a review of goal completion? Where you debate whether or not a goal was 25% or 35% complete? Or a look at next quarter's corporate university training offerings to look for some development opportunities? Ugh.

    Those all seem dull. Rote. Required even by the HR police.

    None of those really want to make a talented person want to hear more of your story.

    So that's what I thought was interesting about Miller's way of describing the way that a company needs to approach a conversation with a talented employee that might be on the verge of something big, but also has a ton of options.

    It's all about creating a narrative. 

    Monday
    Apr172017

    People, not projects

    In between games of the NBA playoffs this weekend and as I was digging through a couple of weeks of 'saved' items in my Feed reader, (anyone still using feed readers?), I came across a link to a Quora thread aiming to address the question 'What made Xerox PARC, (the legendary reseearch shop in Palo Alto), so special?'

    One of the responses, from Alan Kay, offered eight reasons why PARC (and the earlier ARPA) were so effective, and in reading Kay's observations, I thought the first five were pretty applicable to just about any organization that is faced with the need to remain, (or become) innovative and dynamic.

    The first five points are below, I think they pretty much are self-explanatory, so I will just repeat them here and send you on your way on a sunny Monday:

    There was a vision: “The destiny of computers is to become interactive intellectual amplifiers for everyone in the world pervasively networked worldwide”.

    A few principles:

    1. Visions not goals
    2. Fund people not projects — the scientists find the problems not the funders. So, for many reasons, you have to have the best researchers.
    3. Problem Finding — not just Problem Solving
    4. Milestones not deadlines
    5. It’s “baseball” not “golf” — batting .350 is very good in a high aspiration high risk area. Not getting a hit is not failure but the overhead for getting hits. (As in baseball, an “error” is failing to pull off something that is technically feasible.)

    Really solid stuff, I think.

    Start with a vision, but one that is short, cogent, and easily rallied around by the right people. Then set about giving those right people support and space to execute on that vision. And allow 'misses' from time to time, after all, even the best baseball players fail more than 60% of the time.

    Easy, right?

    But much easier said than done. Probably why we still talk about legendary places like PARC all these years later. They are the unicorn stories we keep having to cling to.

    That's it, I'm out. Have a great week!

    Friday
    Apr142017

    PODCAST - #HRHappyHour 281 - Live at Oracle HCM World 2017

    HR Happy Hour 281 - Live at Oracle HCM World 2017

    Host: Steve Boese

    Guests: Chris Kiessling, Royal Farms; Yamini Namasivayam, SRI International

    Recorded at Oracle HCM World 2017, Boston, MA

    Listen HERE

    This week on a special episode of the HR Happy Hour Show, host Steve Boese reports from Oracle HCM World 2017 in Boston, and interviews two Oracle customers about their HR and HR tech transformations. First, Chris Kiessling from Royal Farms, a midsize chain of convenience stores in the Mid-Atlantic region talked about the challenges and opportunities that come with modernizing HR systems and processes to support their high-volume, high-turnover business, and set up the company for future growth. Then, Steve was joined by Yamini Namasivayam of SRI International, a high-tech firm that operates in a number of specialty domains. SRI too was faced with modernizing an aging set of HR tools - with the fundamental goal of turning HR technology into strategic and business advantage and driving revenue growth.

    Both these stories were interesting as they help show how HR and HRIT leaders in the real world are generating value from investments in HR technology. 

    You can listen to the show on the show page HERE, or by using the widget player below:

    Thanks to Chris and Yamini for joining the show and thanks to Oracle for having the HR Happy Hour Show at HCM World.

    And thanks to the HR Happy Hour Sponsor Virgin Pulse - learn more at www.virginpulse.com.

    Subscribe to the HR Happy Hour on iTunes or wherever you listen to your podcasts - just search for 'HR Happy Hour' to subscribe and never miss a show.