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Recertification - Tips for Making the Process Easier

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If you are HRCI certified, you know how important it is to keep your recertification file up to date with your continuing education and other activities. Make it easy on yourself and don't wait until your recertification period is about to expire to upload your information to hrci.org -- I speak from experience on this - been there, done that! Here are some tips to save your sanity:

  • Upload your activities regularly, at least monthly. If you've attended BAHREC events and don't have a pre-approval ID number, contact Nancy Nelson at shrm@bahrec.org for help.
  • Keep track of the kinds of recertification credits you need. For instance, if you are GPHR certified, you'll need 15 international credits included in the 60 credits needed every three years.
  • If you are missing a few credits, webinars and elearning can help. SHRM has many webinars available that are pre-approved. Just remember that there's a limit on elearning, no more than 20 credits can count toward certification.
  • Upload more credits than you need. That way, if some are not approved, you will have extra.
  • Remember that blogging on HR topics, teaching HR courses, on the job projects and leadership positions (think volunteering for the BAHREC board or a committee!) can count toward the 60 credits.
  • Did you attend an event that didn't have a pre-approved ID? You can submit it to HRCI and they may approve it after the fact. Just enter the data as requested in your online file.

Hopefully these tips will help to keep your recertification as stress-free as possible.

 


Government Affairs Quick Blast

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Government Affairs Quick Blast
 
As BAHREC members, we have entered into the HR Bermuda Triangle of legislation and government rulings.  The USes – POTUS, SCOTUS and SOTUS (who makes these up?) have recently made our worlds ( companies and clients) a lot more “interesting”.  Here are just a few of the big decisions that SHRM recently listed in its Government Affairs Newsletter:
 
  • ACA - Obama Administration Announces Delay of the Patient Protection and Affordable Care Act (ACA) 'Employer Mandate' Provision Until 2015 
  • Immigration Reform - The Senate passed S.744, the Border Security, Economic Opportunity, and Immigration Modernization Act
  • Supervisor Liability – Supreme Court issued decision on supervisor liability (Vance v. Ball State University
  • Marriage Equality  - Supreme court overturned DOMA and refused to rule on Prop 8 (effectively allowing it to be nullified) 
In this quick blast,  I am going to peel the onion so speak and pick the first decision on the extension of the ACA to write about.  In the coming weeks, I will cover the other big decisions and pending legislation.  I welcome any insights/comments you have – so pls share with the rest of the Members.  Also, if there is an issue you are interested in, pls ping me.
 

 

On July 2, 2013, the Obama administration declared that it was delaying the effective date of the Patient Protection and Affordable Care Act’s Employer Mandate until January 1, 2015. The Employer Mandate, which was scheduled to become effective on January 1, 2014, required all large employers (50 or more employees)  to offer health care coverage to their full-time employees or pay a penalty. Most importantly, this delay means that the penalties to large employers for failure to provide health insurance coverage will not be enforced for another year. 

 

Mark J. Mazur,  Assistant Secretary for Tax Policy at the U.S. Department of the Treasury  indicated that the delay will allow the Treasury Department to meet two goals:

  • First, it will allow the IRS to consider ways to simplify the new reporting requirements consistent with the law (great news for HR since it will fall on us to administer the program). 
  • Second, it will provide time to adapt health coverage and reporting systems while employers are moving toward making health coverage affordable and accessible for their employees (this is probably not a big issue for BAHREC and the SV HR community since I am sure that almost all if not all of our companies are already offering health care to our employees.  However CA wide, only about 60% of companies offer health care to their employees).  Within the next week, the Treasury Department  will publish formal guidance describing this transition. 

 

According to Mazur, the ACA includes information reporting (under section 6055) by insurers, self-insuring employers, and other parties that provide health coverage.  It also requires information reporting (under section 6056) by certain employers with respect to the health coverage offered to their full-time employees.  The Treasury Department expects to publish proposed rules implementing these provisions this summer, after a dialogue with stakeholders - including those responsible employers that already provide their full-time work force with coverage far exceeding the minimum employer shared responsibility requirements - in an effort to minimize the reporting, consistent with effective implementation of the law.

 

Once these rules have been issued, the Administration will work with employers, insurers, and other reporting entities to strongly encourage them to voluntarily implement this information reporting in 2014, in preparation for the full application of the provisions in 2015.  Their plan is to test the reporting systems in 2014 which they hope will result in a smoother transition to full implementation in 2015.

 

Regardless of the extension for large employers, California officials predict that the one-year reprieve for large employers from the federal healthcare law's penalties won't affect the rollout of a new state-run insurance market next year.  Covered California, the state's new health insurance exchange, said it remains on track to start enrollment for consumers Oct. 1.

 

As HR professionals, we need to stay turned over the summer to see what the reporting requirements look like.

 
Best
 
JK
_____________
John Klinestiver
govtaffairs@bahrec.org

Job Opportunity: hrQ

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Position

Vice President/Managing Director

Location

San Francisco Bay Area

Compensation

Competitive Base + Bonus

THE OPPORTUNITY

 

The VP/Managing Director has full P&L responsibility for all service offerings for their respective market. Specifically, the director is accountable for building and executing on a market development plan and creating a great reputation for hrQ through the delivery of high quality work. This includes developing business with new clients, growing business with existing clients, and oversight and/or execution on projects in all three service offerings.

 

For full details of the position follow this link:http://tinyurl.com/lexdec6

 

Or contact Molly McCoy, CEO/Founder hrQ.

Gamification: It's Addicting and Can Promote Learning

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On July 17th BAHREC hosted another stellar program featuring "Gamification" or "Gamified Learning" at SAP's Palo Alto Executive Center.  The event featured Jordan Fladell of "M Level" and Max Meadow of "Slalom Consulting" discussing the benefits of gaming as a method of learning.  As an added benefit all attendees were provide the opportunity to download two games, developed by M Level specifically for BAHREC.

As all attendees at the meeting loaded their smart phones or tablets with the app from M Level (mlevel.com) Jordan and Max discussed gamified learning and why it can be very successful.  It is really simple stated Jordan, "Most people spend the early part of their lives competing for grades and awards.  Then they enter the workforce.  Competition is there, but it is different.  In business you must be self motivated and there is not teacher or assistant to guide you through the process.  Learning can stagnate.  And the competition is fierce, but not for grades but promotions, pay increases and just having a job.  What gamified learning achieves is the ability to provide learning opportunities in an atmosphere that is fun and promotes competition...thus increasing learning!"

Not to say that this concept wasn't lost on the audience.  As Jordan and Max spoke many of the attendees were playing the two games repeatedly with countdown buzzers going off as individuals logged on to the game!  Nancy Nelson, a board member and attendee, was seen playing the game several times and was overheard saying that she couldn't finish fourth.

Brenda Rogers, VP of Program Development for BAHREC was amazed by the participation and engagement of the attendees.  Even though the game was launched weeks ahead of the program, only four people actually played the game prior to the meeting.  Introduce a little bit of competition and pride and, by the end of the meeting, over 20 attendees had played the game, repeatedly.

So if you are looking for a great way to enhance learning at your organization look to gamification or gamified learning as a great solution.

BAHREC would like to thank David Swanson and his staff for their excellent efforts in hosting the event at SAP.  It is a great opportunity to see some of the Bay Area's leading companies facilities up close and personal.  

To find out more information about M Level or Slalom please contact:

Jordan Fladell, EVP M Level.  jordanf@mlevel.com or Max Meadow, Practice Area Director. masm@slalom.com

David Conmy

2014 CalSHRM's California State Legislative and HR Conference

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Keep the following dates open!  On April 23, 24th and 25th 2014 CalSHRM will be hosting their annual State Legislative and HR Conference.  This is a great session for all HR Professionals who are interested in understanding and learning about employment trends in the state.

The 23rd will be a pre-conference workshop focusing on labor law, and the remaining days will focusing on advocacy and trends in the state of California.

Don't miss this session.  The 2013 Conference was the highest rated conference ever put on by CalSHRM and SHRM.

 

SHRM Announces that All Call Center Representatives will be California Certified

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At today's CalSHRM meeting it was announced that all SHRM call center representatives will now be California certified.

This is a great news if you are a SHRM member and need California specific help. 

Cypress Semiconductor Looking to Benchmark New Hire Orientation Practices

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To all BAHREC colleagues, I hope this note finds you all well.
 
I'm currently at Cypress Semiconductor and we're planning to reinvent our Newhire Orientation program/process. Our current approach is powerpoint heavy and not very engaging. As such, it doesn't add much value. To support that effort we want to do some benchmarking with 4-5 Valley companies that do this well to see what we can learn to improve our program. Our goal is to meet with interested companies at their sites and do a walk through of their NHO program/process, goals, etc.
 
If you feel your program stands out and you're willing to showcase it let me know and we can set a date for the onsite meeting. If at all possible I'd like to do the meeting in August and wouldn't expect it to last more than an hour or so. Thanks in advance and see you (I hope) at the next meeting.
 
Best,
 
Dave Fay
faydave@gmail.com

HRBP Opportunity

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Randstad Human Resources is partnering with a global medical technologies client in search of a Sr. HR Business Partner who will be the key contribute in aligning global HR and business objectives.  The Senior HR Business Partner enables the strategy and execution of the business by translating key initiatives to meet organizational capability needs.   Develops and establishes partnerships across the HR function to deliver value added service to management and employees that promote the business objectives of the organization.

  • Contribute to business strategy by helping to identify and build organizational capabilities, behaviors, structures, and processes.
  • Business results focused, and able to develop solutions and alignment of teams.
  • Promote best practices and help to create an environment that supports the company value system to drive a high performance culture.
  • Analyze HR trends and metrics in partnership with the HR Team to develop solutions, programs and policies.
  • Manage and resolve complex employee relations issues and coach business leaders to build strong teams and drive performance.
  • Maintain in-depth knowledge of legal requirements related to day-to-day operations to ensure regulatory compliance.  
  • Drive lean transformation across the businesses, across disciplines, to the production floor.
  • Provide integration leadership on M&A activities.
  • Provide guidance and input on business unit structures, workforce planning, and succession planning.
  • Plan and implement HR programs and services along with identifying skills and training needs.

Requirements:

  • 10+ years HR Business Partner exp.
  • BA/BS in HR, Business, or related field required.
  • Experience working within a large organization required.
  • Must have Industrial, High Tech, or manufacturing experience including engineering.
  • Experience with mergers and acquisitions required.
  • Global HR support experience required.
  • Ability to work cross-culturally with solid business acumen.
  • Excellent verbal and written communication skills.
  • Effective analytical and problem-solving skills.
  • Ability to travel up to 25% domestic and international.

Please contact:

Juelyie Lee

National Executive Recruiter

Randstad Human Resources, formerly Human Resources International (HRi)

Minneapolis, MN

T: 651-683-2447
juelyie.lee@randstadusa.com | www.randstadhumanresources.com


When Work Works - Flexible Work Scheduling

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Want to break away from the crowd and attract the best talent?  Looking to implement effective flexible work schedules for your business?

When Work Works is an initiative sponsored by SHRM and the Families and Work Institute promoting flexibe work programs that work for employers and employees.  

For more information please contact Linda Magyar at linda.magyar@pillsburylaw.com.  

Linda is the California SHRM advocate for the program and can provide you with more information on this subject.

SHRM Leadership Conference: Update from Capitol Hill

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This week I have been participateing in the SHRM Leadership conference in Washington, D.C. 

Yesterday I had the opportunity, along with several chapter leaders from across the country, to present three key employer opinions on legislation and issues effecting business to our elected representatives. I had the opportunity to meet with staff members in the offices of Anna Eshoo, Diane Feinstein and Barbara Boxer. 

The three issues that we presented to our legislators were; 

- Maintaining current tax treatment of employee retirement accounts and benefits in the era of tax reform
- Immigration reform including modernizing and updating e-verify and reviewing levels related to green cards
- Comp time

The good news, most legislators are interested in hearing a Human Resources' opinion on these issues. But, issues like comp time that challenge the sacred cow (FLSA) seem to be a bit more difficult to address. If you would like more information related to these issues, let me know. 

As events occur at the conference, I will keep you up to date.

Regards,

David Conmy

A World Without Performance Ratings

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I would be amiss if I did not highlight some of the key points from our last BAHREC program featuring John Radford and Linda Aumuso of Radford Aon/Hewitt.

On November 13th John and Linda spoke to our group about the outlook for compensation in 2014...and as usual they didn't let us down.  After enjoying a great venue and networking with over 50 colleagues we sat down to listen to John and Linda.

How about a world without performance ratings?  John mentioned that several well known companies have eliminated performance ratings as a way of distributing limited merit budgets.  With the continuing trend of low merit increases John informed us that companies such as Adobe, Juniper and Microsoft have eliminated performance ratings at their companies.  He suggested that in the next 5 years many of us may be facing the same issue in our companies.  Are you ready to consider this fundamental change?

Not to be outdone, Linda addressed several compensation trends relating to short and long term incentives and presented some great ideas in ways of using these incentives as a way to direct performance in your company.   

All-in-all it was a great meeting featuring two industry leaders that not only follow the trends, but set them.  If you missed this one you missed out on some great insights by two experts.  

Q1 2014 CalSHRM Meeting - Great Resource for California HR Leaders

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Attending the 2014 CalSHRM Meeting in 2014 with Marci Fones and Nancy Nelson (fellow board members).  We will be covering information related to:

  • SHRM Update and Updates on The SHRM California Office
  • CalSHRM 2014 State Legislative & HR Conference, April 23 & 24
  • We All Serve Initiative
  • And More

I will provide updates as they occur.  

David Conmy

Hank Jackson, President of SHRM, Attends White House Meeting with President Obama

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Today, Hank Jackson was a guest of President Obama’s to discuss the issue of the long term unemployed.  Hank was joined with several other business executives to address this issue.

This is good news for practitioners working to deal with long term issues affecting the workforce and business.  

SHRM Update

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Elissa O'Brien, VP of Membership at SHRM announced recent updates relating to SHRM and SHRM's strategy in California.  Here is some information:

  • National SHRM Membership is up 277,803 members, an increase of over 4%.  83% of SHRM members are extremely satisified with what SHRM provides.  SHRM programs being delivered in 32 countries. 
  • 2013 SHRM California Key Accomplishments:
    • New Office: 983 9th Street, Sacramento
    • Staffed with Divisional Director and One Lobbyist
    • SHRM Establisihing more California Content Materials 40 online articles; 14 toolkits, 3 how to guides, 8 express requests and 32 Q&As and a SHRM book as a primer on California employment law scheduled for publishing
    • SHRM has been making significant contributions to the California Legislative Conference
    • SHRM working with a Marketing firm to promote benefits SHRM and participation in chapters

2014 California State Legislative and HR Conference

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Here are some important reminders about the CalSHRM conference coming up in April:

  • April 23 – 25, 2014/Sacramento, CA
  • Registration is open
  • Many discounts available
  • Pre-Conference workshop; employment law, Wed 23
  • Main Conference 24th and 25th
  • For more info go to:  http://calshrm.shrm.org
  • Hotel link on the conference registration page (left side)
  • Tentative scheduled sessions:
    • Sex, Lies and Investigate This; Independent Contractors, Interns and Volunteers: Proceed with Caution; DOMA reversal and impact on California employ; The Workplace Agenda of the Brown Administration; Healthcare Reform – A new perspective; Surviving an I-9 audit, Immigration Reform; The Washington Outlook from a California Employer’s Perspective

This is a great session I attended last year.  It goes beyond the standard legal update and provides you with information related to legislative trends affecting California employers.  


Great Talent Resource for Employers - Military Veterans & militaryconnection.com

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Today at the CalSHRM meeting we discussed employment of veterans.  With unemployment rates of veterans running at exceptionally high rates (43% in October of 2013) our veterans are in need of assistance.

We were introduced to a group militaryconnection.com.  Not only did our speaker discuss tax credits available for employers, but resources they provide to help educate and train veterans for your workforce.

Some benefits of hiring veterans:

  • Great diversity amongst veterans.  They are the biggest most diverse workforce to meet your affirmative action needs
  • High level of loyalty when employed

With 1.8 Million vets in California and the need for talent this may be your resource.  Here is some contact information:

SHRM Knowledge Center…Great California Content

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At the CalSHRM meeting today Laurie Chua spoke to the group about SHRM's Knowledge Center and their continuing efforts to provide support for California members.  Here are just a few of the great resources available to SHRM members:

  • A total of 19 Knowledge Advisors, 17 of which have California certifications.  Available by phone or email.
  • All certified advisors are former HR practitioners with 15 years of experience
  • Services include practical advice, Q&As and if SHRM does not have it they will direct members to other content (DOL, EEOC, DFEH, Blogs, etc)
  • Within the on-line Knowledge Center materials is a dedicated California content page!  This includes your opportunity to subscribe to a California Employment law newsletter
  • A good California State Law Chart

If you are a SHRM member don't miss out on these resources.  

 

 

Western Region Human Resources Director

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Attached is a brief description for a job opportunity in the East Bay.  Anyone interested should contact:  

Thomas J. McMahon
Managing Director
Columbia Consulting Group
5525 Twin Knolls Road
Suite 330 & 331
Columbia, Maryland 21045
410-790-3654 Mobile
443-276-2525 Telephone
443-276-2536 Facsimile

THE REGION WEST HUMAN RESOURCES DIRECTOR

Located in San Ramon, California, the Region West Human Resources Director reports to the West Region President with a dotted-line reporting to the Vice President Human Resources at the corporate offices in Irving, Texas.  The position will be responsible for leading human resources, safety and health initiatives for the region west by aligning human capital with the business strategy; the adoption of best practices; and the attraction, development and retention of employees.  The successful candidate must also work closely with region west senior management and the North American (“NAM”) human resources team to accomplish objectives in the areas of safety and health, risk management, benefits, compensation, labor and employee relations, HR systems, internal communications, leadership development, payroll, recruiting and training.  This position provides a path to a more senior role within the organization.

RESPONSIBILITIES

•    Provide sound HR counsel to the region's executive team.
•    With an HR insight, helps determine the short-term and long-term business strategy. 
•    Partners with the NAM HR Team to achieve agreed upon objectives.
•    Provides effective leadership and communication for all aspects of initiatives and campaigns, including Wellness, Safety Week, and company-wide employee events.
•    Leads and facilitates change management.
•    Maintains transparent communication and quickly builds trust across all levels of the organization.
•    Leads and develops potential department restructuring efforts.
•    Ensures that adequate and effective training and development opportunities are provided that meet the business needs.
•    Ensures that an effective performance management program is in place and utilized to drive a high performing culture.
•    Works with region management to ensure that an effective and sustainable manpower planning process is in place.
•    Effectively manages employee relations issues.
•    Develops and implements region policies that are aligned with the corporate policies.
•    Identifies the need for outside expertise to mitigate, manage and/or assess HR system risks, health and safety risks, etc.
•    Ensures compliance requirements are met through organizational and procedural
measures, including implementation of Group and NAM guidelines and training.
•    Proactively manages health & safety to continuously improve the company's health & safety culture.
•    Leads continuous improvement efforts with the region's safety, health, risk management, and HR initiatives and programs.
•    Ensures effective participation within NAM safety, health, HR and risk management initiatives.

 
POSITION SPECIFICATION  CONTINUED 


QUALIFICATIONS

•    Minimum of a Bachelor's degree in Human Resources or related field preferred; PHR, SPHR, CCP, or other related HR certification preferred.
•    Minimum of 10-15 years of experience in a human resources generalist role with increasing responsibility, or equivalent combination of education and experience; prior experience with managing a safety function strongly preferred.
•    Prior experience in a union environment including participation in the collective bargaining process, and handling grievance and arbitration cases.
•    Thorough understanding of state, federal and corporate safety regulations. 
•    MSHA/OSHA experience required.
•    Working knowledge of Federal and California labor and employment laws and regulations required.
•    Experience developing strategic initiatives that align with business goals and budgets required.
•    Experience providing counsel to senior management is required.
•    Experience using creativity and innovation in recommending improvements to HR practices and processes and encouraging this continuous improvement behavior in others.
•    Experience using HRIS, Time and Attendance and other HR computer systems.
•    Experience working with Kronos time keeping system required.
•    Knowledge and understanding of the impact of change on people, processes, leadership and culture.
•    Knowledge of change management principles, strategies and techniques required for effectively evaluating, planning, and implementing change in the organization.

COMPETENCIES

•    Commitment and engagement through high level of work ethic and utilization of abilities for the best of the company.
•    Internal and external customer and market management.
•    Demonstrated openness to change, flexibility, and adaptability.
•    Establish trust and relationships.
•    Entrepreneurial management (i.e., consideration of long-term risks and opportunities).
•    Excellent communication skills, both written and verbal. 
•    Ability to motivate teams and simultaneously manage several projects.
•    Demonstrated drive and initiative.
•    Strong strategic thinking, problem solving, and decision making skills.
•    Persuasion and negotiation skills.
•    Sustainable management (i.e., compliance with laws and regulations).
•    Professional competence (i.e., knowledge of the industry and cross-functional understanding).

COMPENSATION

The compensation package is highly competitive, incentive-driven and includes generous employee benefits.  Our client is an Equal Opportunity Employer.  

Work-Life Balance Survey

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Dear HR Professional:
 
I am a Career and Leadership Coach and also a SHRM Member.  I have commissioned two surveys to understand how employees and employers view work-life balance. Researchscape International is running the study and analysis, and - if you take the survey - I’ll send you the white paper with the research results.
 
Please take this quick, anonymous survey to share your thoughts as an HR Professional and contribute to this research.  Here is the link:
 
Let me know if you have any questions and thank you in advance!
 
Best,
Julie Cohen

Looking for Trainers

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Santa Clara County’s Learning and Employee Development Department (LED) is anticipating to release a Request for Statement of Qualifications for Professional Development Training Services in April 2014. LED will be looking for trainers to provide courses to the county’s 15,000 employees on Professional Development, Employee Development, and Soft Skills topics, including, but not limited to people management, project management, communication skills, presentation skills, customer service, and more. The RFSQ will be released through www.BidSync.com with the NIGP code of 924-78: Teaching & Instruction Services and 924-25: For Credit Classes, Seminars, Workshops, etc. If you would like more information about the RFSQ or how to register for a free BidSync account, please contact Steven Blomquist at steven.blomquist@esa.sccgov.org or 408-299-6858.

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