Jordan Noll-Lamantia, SHRM-SCP

Are you evaluating a people analytics solution in an effort to prioritize and improve your organization's workforce management? Steve Boese and I have pulled together a guide to help you navigate the process. We'd love your feedback on guide helpfulness. It's a free download so be sure to share it too! Thanks https://lnkd.in/g-TwavCp #wfm #HR #hrtech #analytics #peopleanalytics #workplace #workforcemanagement

14

3 Comments

This article shares a recent study that found those over 60 in the US are the happiest age group. It also attempts to illustrate how the workplace impacts those over 60 in a more positive way than perhaps the rest of us... With that said, engagement trends often show those in this age group are less engaged than other age groups. Is it work that makes those over 60 happier? Or what do you think are the true contributors to those over 60 being the happiest among us in the US? #employeeengagement #happiness #workplacehappiness https://lnkd.in/gwZYVQSm

10

HR Pros, Stop Worrying—The Robots Aren’t Here to Replace You, They’re Here to Elevate You. The panic about robots taking HR jobs is overhyped and misguided. Here’s the truth: AI doesn’t do what you do. It doesn’t build relationships, understand nuance, or foster workplace culture. What it can do is take the tedious, time-sucking tasks off your plate so you can focus on the work that actually matters. Think about it: • Screening hundreds of résumés? AI can handle that in minutes. • Writing another repetitive job description? AI’s got it. • Tracking engagement metrics? Done before you finish your coffee. What AI doesn’t do is connect with people, innovate solutions, or lead with empathy—and those are your superpowers. AI isn’t competition; it’s your new secret weapon. The real opportunity is in learning how to use it. HR pros who embrace AI aren’t just keeping up—they’re setting the pace. They’re hiring smarter, engaging better, and making strategic moves that drive real business results. So, no, the robots aren’t coming for your job. But if you’re not embracing the power of AI, someone else might—and they’ll be way ahead of the game. Adapt. Evolve & Lead the Charge! #AIinHR #FutureOfWork #HRTransformation

2

Information Session for SHRM CP and SCP certification, Friday August 23, 2024, start time 9am - 10:30am. Session is offered In-Person and Zoom. https://lnkd.in/gmuf9SC3 I will preview Topics and Situational Judgment scenarios you need to know to pass the Certified Professional (CP) or Senior Certified Professional (SCP) exam. I will preview practice tests, sample questions and answers, content, etc. I will cover strategies to use on the exam questions, also mind-reset to "think like the examiner" on each exam question and answer. SHRM certification credential holders are recognized as experts and leaders in the HR field. Those who hold a SHRM certification designation report significantly higher levels of credibility. In-Person & Zoom Classes start September 2024, just in time for the next SHRM Test Window: Dec. 1, 2024 - Feb. 15, 2025 Onward and forward, Dr. Ernesto Escobedo, SHRM SCP https://lnkd.in/g3-HzxjA

6

Today I listened one episode of Future of HR Podcast ( my fav HR podcast, subscribe if you want to learn and upskill yourself in HR topics) and feel inspired by the conversation between Angela & JP Elliott, PhD about Servant Leadership... Leadership is about connection, not complexity. Organizations often get caught up in building complex, million-dollar systems to address leadership development and career growth. But let’s pause for a moment and think—what are the basics of foundational leadership? It’s not about fancy tools or systems. It’s about having genuine conversations. It’s about investing time to understand your team members’ aspirations. It’s about dedicating yourself to co-creating career paths that make sense for them and the organization. Here’s a simple truth: you don’t need a sophisticated platform to do this. Open an Excel sheet. Schedule dedicated time. Ask questions like: “What are your career goals?” “What skills do you want to build?” “How can I support you in getting there?” Leadership starts with showing that you care enough to engage. Sometimes, the most impactful things are the simplest ones: listening, guiding, and taking action. Let’s not overcomplicate what it means to be a good leader. Start small, but start today.

19

2 Comments

Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

125

10 Comments

Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

239

10 Comments

In the last 6 months, I’ve had several friends impacted by company downsizing. This is a scary, difficult and frustrating time, and I in no way want to minimize their experience as it is a vulnerable place to be. With that said, this article takes an interesting look at company layoffs from a different angle- the impact to those still in the organization. Increased workloads, fear of losing their job and not understanding if there is future growth for their career are several key reasons engagement decreases after companies go through a layoff. As Talent & HR professionals, we should be prepared to support our organization through the ups and downs of business. How has your company supported current employees after a layoff? https://lnkd.in/gUSdfm-3

17

Not sure what the difference is between the HR Certifications from HRCI and SHRM? Are you trying to decide how important (or not important) being certified really is? These are the HRCI and SHRM certification details that will clear your mind and guide you to a firm decision and direction. Click the link in the comments for clarity about the HR Certification. #HRCertification #HRCI #SHRM #Blog #HeyyyHR

27

6 Comments

Complicated HR comms are a problem.   They make sense in our HR bubble. But confuse employees.   When that’s true? You’ve lost. 3 tips for simplifying your HR communications: 1️⃣ Remove redundant information   ❌ Employees are required to submit a requisition form prior to receiving reimbursement for those expenses that are reimbursable under the company’s expense reimbursement policy.   ✅ Employees must fill out a requisition form to be reimbursed for expenses. 2️⃣ Simplify your word choice   ❌ Your benefit plan provides coverage for a range of preventive and diagnostic services, and you will have access to a network of preferred providers for all of your healthcare needs.   ✅ Your plan covers a wide range of health services, and you can choose from a list of preferred providers.   3️⃣ Remove filler language   ❌ Please provide feedback on the extent to which organizational objectives are being met, and the degree to which you feel empowered in your role.   ✅ Let us know if we're meeting our goals and if you feel empowered in your role.   The world of HR can be difficult enough for employees to navigate. Don’t add to that complication with your messaging. Simplify. --------------------------------------------------------   ♻ Repost if you found this helpful and follow me, Amy Mencarelli, to grow your HR career.

384

49 Comments

Thoughtful ideas around implementing skills based learning. Let’s hear it for the early adopters in your company!

5

#SHRM24 is blazing! Great discussion and thoughtful insights on the matters HR professionals and practitioners face today. Two more days filled with knowledge, guidance, and actionable steps! SHRM #SHRM24 #HRToday #CHRO #HRProfessionals #HRPractitioners

17

✨ Be prompt. Be concerned. Stand out. ✨ In today’s fast-paced world, being responsive and genuinely caring about others can set you apart in remarkable ways. As HR professionals, our ability to act quickly and show real empathy isn't just valuable—it’s essential. 💼💡 When we prioritize these traits, we not only build stronger relationships but also cultivate a workplace that values trust, collaboration, and growth. Let’s strive to be the kind of professionals who make a difference. 🌟 #HR #CareerGrowth #ProfessionalDevelopment #BeUnique #HRBP

100

2 Comments

Have you ever participated in an ice breaker that was both memorable and effective? If so, I want to hear about it! I'm looking for fresh ideas to use for team meetings and staff events that are engaging, but not too cheesy. Share your favorite ice breaker activities in the comments below! Let's help each other make our events and meetings more fun and productive. #teambuilding #staffevents #icebreakers

5

1 Comment

As summer ends, we often look to establish (or re-establish) routines and schedules. This is the perfect time to evaluate those routines- are they helpful or restrictive? Do they give you energy or drain you? Do they allow you to spend time doing what you love? This week I challenge you to reflect- are you living out of habit or are you intentionally spending time the way you want? There's never a better time to live more intentionally than right now! #personaldevelopment #intentionality

19

1 Comment