Tedesha Henry, MBA

SHRM: How can employers decide what to offer? 🤯 Fijoya: You don't have to! 🤗 SHRM's latest survey shows ⛔ Employers are overwhelmed by an 23% increase in available benefits ⛔ Obtaining actionable employee feedback is challenging due to diverse, ever-changing needs and preferences. This is why benefit selection has become overwhelming. With Fijoya, employers can: ✅ Shift the power to employees to access and choose what works for them, with advanced personalized recommendations ✅ Authorize new vendors requested by employees via that platform that Fijoya then quickly onboards, without any extra cost. Read the full article here: https://lnkd.in/dbUyD6BZ

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See if you understand this sentence: HRBP told HRD that the ATS to HRIS transfer is impacting FTE calc & PTO accrual for EEs. Ever feel like HR speaks a whole nother language? 🤷‍♂️ ⭐You're not alone!⭐ Even seasoned HR pros get tripped up by the alphabet soup of acronyms! (We're looking at you EEO, FMLA, and all your friends!) 🤯 Trying to understand an HR conversation can feel like deciphering ancient code. 🔣 Between PIPs, KPIs, and LOAs, it's enough to make your head spin. 😵 If you want to TALK like HR here's what I recommend: ⤵ ➡ Ask your friendly HR rep! They're happy to explain things in plain English. ➡ HR Glossary: Many companies have glossaries online or in employee handbooks. ➡ Online Resources: Tons of websites offer explanations of common HR terms. #HR #HumanResources #Acronyms #Communication #HRAdvice

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Job candidates' contentment has been on the decline since 2019, and their resentment is elevated. Get more data on candidates' frustrations with the hiring process - and recommendations for improving their experience - in this SHRM article: https://loom.ly/OxM1cVs #HRNews #TalentAcquisition #Recruiting

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RIZEWELL Talking with SHRM Princeton (HRCI credit speaker)and revealing the Hidden Costs of Hiring and Onboarding Employees! #employeewellbeing #wellness #futurework #retention SHRM #retention #attraction #hr #humanresource

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📣 We're proud to be listed on SHRM's Vendor Directory. That's because, as the trusted authority in all things work, SHRM is "a member-driven catalyst for creating better workplaces where people and businesses thrive together." Let's break that down. 🧭 Member-driven: SHRM empowers their members to steer the ship. 🌱 Better workplaces: A few conversations SHRM facilitates include civility, DEI, and AI. 🤝 People and businesses thrive together: SHRM keeps the "human" in focus when it comes to "human resources." We believe that how you do business matters. Thanks to SHRM for leading the way for over 75 years.

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Navigating the delicate balance between upholding civility and respecting employee rights is crucial for employers facing derogatory remarks on social media. SHRM provides great insight here: https://lnkd.in/e3dXhsJs

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Interesting world of SHRM and HR. HR is having an existential crisis right now...and it's about time! Does it feel like the entire world might be in crisis? Perhpas. The world of work is evolving rapidly, (talk to me about AI) and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. People Operations comes swooping in to shake things up as well! 💣 SHRM announced they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... sounds like this has been happening for years and frankly, it needs to end now. To be a successful HR Professional who is ready to take on this ever-changing space you have to think about some main pillars 🏛 You are in service to your people. 🏛 When you can see the value in Equity. 🏛 When you understand that the community you're building is for us, not for you and your ego. 🏛 You think strategically about the 'now' and the 'future of work' Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources #peopleops

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Saw an interesting story from SHRM regarding 2024 salary increases (see link below). Industry experts were expecting 4%+ increases but according to the SHRM article, they're coming in lower in the first half of 2024:  2024 Salary Increases Lower Than Projected (shrm.org)

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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.

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Managers matter – but we’re not showing them that Read now: https://rpb.li/bafKW #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #management

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Acording to SHRM, most employees only spend about 30 minutes reviewing their benefits each year? Fact. Many employees don’t fully understand what’s available to them! This year, it's time we shift how we communicate about benefits, not just during open enrollment but consistently throughout the year. Helping employees see the true value of their benefits can go a long way toward improving engagement and retention. Here are a few ideas that could help: Here are three personalized strategies that align with your brand’s focus on humanizing recruitment and employee engagement: 1. Personalized Benefit Check-Ins: Much like how you take the time to deeply understand your candidates, encourage managers or HR to schedule one-on-one benefit reviews with employees. These check-ins can make employees feel heard and provide tailored guidance on how their benefits can best serve them based on their individual life circumstances. 2. Interactive Storytelling Through Employee Spotlights: Feature stories from real employees who have used their benefits in meaningful ways, tying back to your brand's value of helping people. Highlight how these benefits supported their career growth, well-being, or personal life. This humanizes the benefits and makes them more relatable. 3. Tailored Benefit Resources Based on Employee Life Stages: Much like recruiting for potential, consider creating segmented benefit resources for employees at different stages of life (e.g., new hires, parents, retirees). By aligning benefits education with their current life needs, it can feel more relevant and timely—just as you tailor placements based on a candidate’s transferable skills. These ideas keep the focus on adding value and personal connection, reflecting your company's human-centered approach! #EmployeeExperience #WorkplaceCulture #HRInsights #Retention #employeebenefits

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💰🧠 I'm seeing a lot of compensation discussions as orgs face financial headwinds — or anticipate them. One thing to consider: shrinking pay increases could have a seriously negative payoff when it comes to employee satisfaction. A recent SHRM piece (🔗https://ow.ly/TlAu50Uyp9k) sketched out the picture. Basically, financial stress is hitting employees hard, and it's affecting employee engagement. Anyone surprised? A full third (33%) of employees feel negatively about their current financial compensation, up from 23% last year. Half (50%) of employees struggle to make ends meet due to rising costs (and they're exhausted). 56% of employees feel senior leaders lack an understanding of what it means to live on a typical wage. Men get higher increases than women: 4.8%, as compared to 2.7% for women, on average. So much for equity. I know how hard HR teams work to maintain engagement and retention. But if increases are minimal, what does that do to your workforce? Might be time to renew the business case for better raises. We'll see how this plays out. #Engagement #EmployeeRetention #Compensation #Employeedissatisfaction

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HR is more than just the department to bring complaints to or a scary department. HR can be helpful to your career journey and developmental opportunities. Check out this quick video clip featured on TODAY show where CEO/President of SHRM talks about how HR can help. Johnny C. Taylor, Jr., SHRM-SCP https://lnkd.in/gDzvSH_v

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In 2024, employers have more than 200 benefit options. It’s no wonder that choosing which benefits to offer employees is a challenge. And, the selection process for employees can be equally complex. The attached SHRM article describes the conundrum that both employers and employees face.   For employers, the key issue is determining what will provide the highest value for employees. #Benefits that support the working family, such as childcare, eldercare, and pet care, remain very popular. The return on investment for these benefits, which can boost productivity by reducing employee stress and absenteeism, may be higher than one can track. Providing a feedback mechanism to understand what their employees want or need is a helpful tool in finding the right mix. Analyzing health or retirement plan data also can provide valuable insights into employee needs.    The challenge for employees is understanding what they need and making sure their benefits package aligns with their age and domestic status. A comprehensive marketing and communications plan will help employees understand their options. Also, a system for gathering unsolicited feedback may help you learn what interests them.    Because #employeebenefits are becoming increasingly complex, new tools are being offered in the marketplace to attract employees. Navigators and calculators are becoming increasingly popular to help employees choose the right plans at the appropriate level. Reward programs also help communicate and encourage employees to try some of these programs.   It is an especially difficult decision when an employee has multiple plan options -- such as between their plan or a significant other's. Employers may need to provide more guidance to ensure their employees make the right plan selection, as this can impact an employer's costs. Employers also need to make sure they know which programs they want to guide employees toward. A simple example is a smoking or weight loss program. You can set up an environment where these types of plans can be offered over multiple choices, so you want to guide your employees to the most effective one.    I have seen a marked increase in the need to help guide people to these programs and to get the most out of them. If you are interested, let me know, and I can walk you through this new, complex world. Link to article in comment below. #hr #humanresources

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