20 Burst results for "HR leader"

"hr leader" Discussed on M&A Science

M&A Science

03:44 min | Last week

"hr leader" Discussed on M&A Science

"Deals. I today I'm here with Clink Kendrick Chair of the HR roundtable former director of mergers and acquisitions hr Oracle and HR emanate leader at Boeing in his role with Oracle and Boeing Clinton leads HR teams and oversees collaboration with multiple other functional teams including corporate development finance it shared services and go to market. Recently, Clint published a book the HR Practitioners Guide to mergers and acquisitions due diligence. Today we're GonNa talk about understanding the people leadership and culture risk in a are you doing today Clinton? I'm doing well Qissan. Thanks for having me clean your a tough person and get on this podcast. It took me a long time. Will I try my best to be available but you know how scheduling goes when you're working a lot of deals every year. So the I share with audiences persistance overcomes all forms of resistance and hesitation. Willfully hopefully it'll be a good experience for us as we go through this. Can you kick off with the brief by briefly describing your roles at Oracle and Boeing Sure so during my time at both Oracle in Boeing I led the HR work stream for a number of acquisitions, joint ventures and a handful of divestitures, and in that role I'm responsible for pulling together HR teams and other individuals who touch the people leadership in culture aspects of a deal gray will tell tell me also talking about these roundtables why? Why do you think they're ineffective way to learn skills? Sure. I've started a couple of tables I started one in Seattle when I was living there I've since moved to the mid West started one up in Chicago as what was a virtual roundtable and an annual conference. So clearly, I'm really big believer in the roundtable style of learning. But in my mind roundtable learning is pure learning. So when we work on a deal, we learn the lessons from that deal and we hopefully can apply them to future deals but the reality is that even at my busiest I was working eight nine, ten deals a year most people don't have that kind of experience. They don't have that kind of deal volume they're working with a lot of hr people are pulled into a deal either as somebody who is trying to set up a business for sale or somebody who is the catching, HR leader. For an incoming business unit and it's tough for them to learn those lessons because they're doing one deal maybe in their entire career by setting up a round table where we can learn not only from our own experiences. But from the experiences of other, I, think that we elevate the entire practice of Emini to me. That's really important because I've been that guy who has acquired a couple of times I actually quit a job after they messed with my package and I took a million dollar book of recruiting business with me when I left that job. And so it affected that company. Now, my book of business was obviously not the reason for that deal to happen, but it was collateral damage that affected that company and it affected me and my family, and ultimately my community because I decided to relocate to take another position after having that experience being an acquired employees. So it's really important to me that we do ma as well as possible because it affects companies ended effects real people real families in real communities. So I'm here in peer learning and push the practice forward tell about the bug bite your Bush assured. So one of the things that's Missing out..

Oracle Boeing HR leader Clinton Clint director Seattle corporate development Bush Chicago West
McDonald's Probe of Ex-CEO Investigates HR and Coverups

Morning News with Manda Factor and Gregg Hersholt

00:26 sec | Last month

McDonald's Probe of Ex-CEO Investigates HR and Coverups

"Is investigating whether former CEO Steve Easterbrook covered up other employees misconduct. Pezuela's claims of misconduct in the human resource is department. The company fired Easterbrook last year and suited last month after getting a tip that he had had a sexual relationship with an employee. A Wall Street Journal reports some former McDonald's managers felt HR leaders ignored complaints about the conduct of executives and coworkers. They said they feared retaliation for reporting misconduct a

Ceo Steve Easterbrook Wall Street Journal Mcdonald Pezuela
What sets great HR leaders apart from good HR leaders?

Hacking Your Leadership

04:46 min | 5 months ago

What sets great HR leaders apart from good HR leaders?

"Welcome to hacking your leadership. I'm Chris and Mrs Talent Tuesday. This short weekly segment is dedicated to all things talent related. I A couple of housekeeping items. This Thursday marks the two year anniversary of the publication of the Wren's book. Vision CLARITY SUPPORT. A leadership crash. Course on the three pillars of success to mark the anniversary. We put the audiobook up on hacking or leadership dot com and you can download it and listen for free also started writing our second book and we'll be asking for your insight on a very short multiple choice survey. That'll help us in the process. So expect that available later on in the week all right for this talent Tuesday episode. I WanNa talk about human resources and human resource managers if you want more on. This topic listened episode 167 from November Twenty Fifth on how company Culture impacts the role of HR leaders last week. I spent about forty five minutes video conferencing with a law hopkins for our guest interview segment. It's fantastic interviewing and it'll publish a few weeks. During part of our conversation he spoke about how we're living out the legacy of the industrial age and how the first leaders of people outside the military were engineers and factories. This means a lot of the terminology we use today can tie back to that time. An example he gave was the term human resources and how it makes awesome. Like a bunch of spare parts or consumable items and for many decades it still kinda worked given the scope of the average human resource employee from nineteen twenty all the way up to about two thousand but as we know our language shifts over time in order to better reflect reality. The top human resource employee on virtually all org charts up until recently was simply the chief human resource officer or CHR. Oh but that title has been all but replaced in less than a decade by various names like chief people officer head of people and culture and a few others. The trend started as a way to attract younger talent. By implying that the employee experience was high on the priority list essentially replacing the mechanistic language of the past with more humanistic language of the future and at some companies actually happened. There was a concerted effort to improve upon the employee experience. But that wasn't the case at every organization. Today the language has been hijacked by virtually everyone and this means companies do more than just us cool titles for their executives in order to attract talent. The role of the human resource leader has evolved substantially in the twenty five years. I've been working as business. Needs Objectives. The rules that support those needs much change along with them but the really great successful human resource leaders. I've known over the years all have two things in common one. They don't wait for the business needs to change so they can react an attempt to add value in a different way instead they embed themselves in the daily business objectives of every one of their close co workers and it becomes strategic business partners to those co workers so that they get to be involved in the conversations that happen when business needs and objectives must change. They get to help. Orchestrate whatever changes happen and this means that never have to risk being perceived as reactionary and two they never let the job description assigned to them dictate who they can reach out to who they can form relationships with or who they can support with the tools and specialized skills they have. Let's explore those for a minute. I said that becomes strategic business partners to their coworkers. That phrase has been used to describe great human resource leaders so often in the last decade. It's almost cliche. Everyone can say it less people can define it and even less still can execute it. What does it mean to be a strategic business partner? Immed- you dive in and learn everything you can about another person's role what parts are easy. What parts are difficult for everyone while especially difficult for them? You then help them solve one of their problems or pain points by bringing a new perspective to the table. One that considers the employee experience without sacrificing anything that might be a business objective to that person. This is how the relationship starts by understanding that your objectives as human resource leader are not on some hierarchical list that also has their business objectives rather you and they have the same business objectives and you just happen to have unique skills in perspective when it comes to accomplishing them and when I say they don't allow their official job description to dictate who they get to have a relationship with what means that. There's no way anyone can get an accurate feel for company. Culture employee engagement or overall health of the people business and let's have conversations with employees at every level of the organization conversations not as your human resource leader but conversations just as a colleague who cares someone who wants to see them succeed even though their success doesn't directly impact your own success. These are real relationships. The ones that form even though nothing and no one says they have to. If you're already a human resource leader at your organization or if you WanNa be one these are the things you should start doing immediately. As companies realize more and more that the employee experience might actually be the most important element of their business. Those who successfully navigate these waters are being looked at and groomed for positions at the top of their org chart. Thanks for listening and have a great day.

Partner Mrs Talent Chief People Officer Wren Chris Officer Official
"hr leader" Discussed on CXR Podcast

CXR Podcast

09:37 min | 5 months ago

"hr leader" Discussed on CXR Podcast

"Great swaggie discount on you just gave me a great idea of perfect smack done. It already is Shaker advertising know. What goes there though. We don't want to put a big Acce- I know. I got Shaker. Wash your mouth. I think that does not at a little overdone at having another drink it's okay it's a it's a first effort but I think something that's a little more I think a little our little. You know often aside. Kinda cool maybe funny funny mouth expressions like it looks like it's a mountain dew skin tones and then it's a smile or grin with braces or we could do something like that. That is very clever. We shouldn't be broadcasting this. This is our next. This is our next one hundred thousand dollar idea. I've already I've already passed a speaking I was already ordering. I do that. The domain purchased already problem. Is You have to order in from China and delay and then it may be It may be may not get through quarantine who knows. I think that's GonNa be interesting to see how much of our reliance on on imports is reduced as a result of this and just how many different parts of our business a change in how we do business in business changes You know sort of setting us up for the next as a country. We do not APP. Offshore Defense Related Materials But but there probably should be some conversation around national critical materials like facemask ventilators. Or what have you that suggests that there should be some kind of subsidy for some minimum capacity here in the country So not eliminating offshoring because obviously businesses need to deal with what they need to deal with but within some limits. I think we should be able to maintain some ability to Europe so I thought that the way our business model works as we do live meetings we do anywhere from eight to twelve a year and I thought what this pandemic and all of these stay home orders. We would have less work to do but what has happened is seeing has ended. We are busier than we have ever been multiple virtual meetings. We've now got a at three huge projects that are underway in partnership with a lot of our members resources dedicating not website to stand something up to make things easier. It makes me so my question to you because that took me by surprise right and looking back. Maybe I shouldn't have been so surprised but that really surprised me how busy we became so for Uber and recruiting and talent. Were you surprised at all? What what aspect were you not expecting that? You're now sort of neck deepen. I wasn't expecting covert at all that aspect. I'm knee deep in was not expecting right. I'll tell you what we've seen. That is being absolutely joyous and phenomenal to be apart of seeing the entire company come together. Everyone's in the same boat. Everyone is is struggling but people come together with hustle and heart. That's what I'm seeing across the board at Uber but I'm particularly seeing it in the talent acquisition Org We still have hiring to do so. We haven't stopped tiring with we. We still have. We're doing back fills. We're not doing a lot of incremental hiring so we still have hiring to do. We have asked. The teams to do pipeline particularly diversity pipeline inning and then the third pillar of the recruiting talent related work that we asked them to do is skills building and we have very good skills building and functional platforms both soft skills and an heart skills. But we've also opened the skill set up to the rest of the company saying we we have banned with. We have very very qualified. Recruiters how can we help and the company has asked us to? Do things like Helping the Sales Team. So we've got people out there selling the rights sales team. We're helping with in the freight business. We're helping with loud logistics. We're helping analysis for our sales commissions. Were helping with ticketing for benefits systems. So so we really put the recruiters on a lot of critical. I think company initiatives to to help the company through through this time. I think that's brilliant you and you're certainly not alone. We just talked to a healthcare. Hr leader And the first swath. They took At at looking to try to save some costs was going to be a riff. That ran right through recruiting. They would have had to have gotten rid of or furloughed eleven or twelve recruiters in this. Hr leader came back and said look. This is not the right. Move for us. If you get rid of these recruiters yeah okay. That's that's a temporary solution. We're GONNA need these recruiters back soon and we're GONNA lose them. We let them go. We may not get the recruiters back after furlough and so instead of doing that. They began to reassign the recruiters. Just like you guys at Oberhof done into different parts of the business and he said yesterday it's only been a couple of weeks. Recruiters of loving it is. They're learning another side of the business there upskilling as well as killing that they're making a contribution of course keeping jobs as well that's right. He's Great Chris. Don't have something coming up relative to Alternative Alternative recruiters matter of fact Jerry. We do yeah. One of our virtual sessions coming up. We'll be how recruiters are actually being moved throughout the organization to help internally as opposed to being a move through furlough or laid off or reduced ours. Yeah Yeah I think. That's I think that's awesome. I don't know if the business always realizes how well qualified recruiters are they again. They have hustled heart. They're very motivated. They know the business inside out. They learn fast flexible. That fungible end the business until you have the business view them in this capacity they just don't always realize the talent that we have smart was looking at a using some of her recruiters to maintain new new a new level of communication with the furloughed workers that they did let go because they do want the furloughed workers to come back so from an employment branding point of view. You want to be able to continue that communication with them throughout a furlough so that when when it's over there they have more incentive to come back to you than to stay wherever the hell they are. I think that's very smart. I wonder if there's any Prioritization given to you know when possible given to the actual recruiters clients or customers so putting that recruiter into a work group where there's a need obviously not making a native of where there's need To what they normally serve from recruiting stamp. That's absolutely did. Are you saying having them go into the business I support? Yes so primary right. Yep Yep we're imagined they would appreciate that Yep each recruiters or mostly eats fruit. Recruiters mostly in freight writes mostly in rides and then we have recruiters from all over helping out people in places but yes because again they know the business they they know the people they know the business culture. That's wonderful. I'm ready for my next my next serving. Oh Gosh she asked was this stuff goes down. Catch up this really well right. I'm not Mitra shaking. I'm going to have one more. You can only have two of the one but one of you says. Do you says three art. So I'm GONNA try this. I'm GonNa try this shaken and I want to see what the differences do. You have ice. They are you prepared all right. It goes prepare Tito. You could still have done the stirred you do it over ice in stirred an import off. Oh I think that would have tasted maybe a little better so I I am prepared. For how hard core I was Gonna say I had prepared for nothing. If not prepared to drink I think that that statement resonates with me too on a Friday afternoon. That's right so while everybody's getting the MARTINIS. I'm sort of interested in what technology? U2 are using to keep yourself busy and occupied percent professionally at home like what's your favorite technology and then I'll share mine. That's a good question. That's interesting I I probably use Alexa a law in a variety of things and yes. I got my first Alexa Opportunity. Through as a matter of fact you did. You don't.

Alexa Hr leader Europe China Tito Jerry Mitra
"hr leader" Discussed on No Ego

No Ego

04:12 min | 1 year ago

"hr leader" Discussed on No Ego

"And move it forward is number one in the unit day. Yeah. And I think it's, it's improperly has it hands down. So one of the things I'm hoping to do, we have a improv asylum in Boston is, is offered a space, but I wanna do an event leader mom stand up because they're there are crazy things that happen in I just there's a surgeon, I'm working with now in one of her. She had a outburst on the floor and to the HR leader said to her, you must be tired to can't really do it all, retold the brain being very lazy went to can you have it all know so this is evidence. Can't have it all. And she said, I guess, not in her brain, went with the same way, this, this bias of motherhood incur, is the same for women and men in. So when I sat them down their head of God bless her said, you cannot let her leave without talking to Catherine because there's. Some kind of weird mom thing at play here until we sat down, and I'm talk through it. And basically, the women had been left on the floor with no other providers for like five hours. Somebody did something stupid and she expressed anger poorly rain, and that's it's not about being a leader mom, it's about we need to choose differently. Didn't sure the safety of our patients. And so, my, the, the improv part of it came to me. So I was like, okay, tell me where her kids came into it. And then I just sat there and I was like where they in the building where they without care, did they not sleep the night before. And I was like to tell me where they come into this. Somebody build me, an argument where her being a parent is the cause of this problem. And I just sat there and nobody could do it. And I was like, do you think maybe it doesn't have anything to do with motherhood? It might have to do with a poor decision on the part of her boss, and her needing to learn skillful emotional expression. And they were like yeah. So she still works there. Right. But she's, and she's super happy in a role and changed bosses. But it is, it's so easy to go to this narrative of motherhood, and we let ourselves off the hook and the problems are actually, much like other people's problems, like, how's your boss? What's her job leg? How's your skill us? We'll as women, I think start throttling down. Like when we buy into that narrative down. And we start saying, you know, I just gotta accept the information about having it all is about having a life. I love with the things I want, you know, I know I'm keeping a while and I love this as fast thing. So if you don't want to keep a one, I want people women mom leader moms to flock to your websites, and become a member because it's a safe place, this, a waste where we can go to get some like the real skinny the real scoop on. On from people actually doing it instead of people giving opinions about it is about. What ties employers to do because I can't tell you the number of people that in my past employment say, gosh, you know, now that, you know, we know you at age fifty four if you. So awesome. If you're in our system, you'd be like a CEO of a hostile by now. And I'm like, there wasn't even room for me in your system. I gave birth four babies in. Yeah. And I'm grateful for this because I'm loyal beyond where loyalties do, right? I have a prop out. So if they hadn't of made it completely impossible for me, the fit in that system. I would never gone out and had the courage, I think, to do my own consulting, and really fine. What I was meant to do. I just feel like I'm living that purpose. So I'm grateful for that. But I remember, you know, just not even. Having a place and this was years ago. But I see that even now people to me, women moms leader mom sucked me alive about. Their choices being so limited. And so what's, what can employers do what did you mind from data?.

Catherine HR leader Boston CEO five hours
Apple's top retail exec to leave amid iPhone sales slowdown

Daily Tech News Show

00:37 sec | 1 year ago

Apple's top retail exec to leave amid iPhone sales slowdown

"Breaking knows that could g pig for alerting me to this in the chat room Angela errands announced she's leaving apple retail in April. Yeah. Errands has been about two years for her spring two thousand fourteen so yeah, just about five years Deirdra O'Brien the HR leader at apple will take over his head of apple retail and online store operations and continue to lead the HR team. That's an interesting comedy. And yeah, I was gonna say that's it. That's is that a lateral move. But I guess she's just really good at lots of things. Well, ask apple employ. Maybe before he said,

Apple Hr Leader Deirdra Angela Five Years Two Years
"hr leader" Discussed on 860AM The Answer

860AM The Answer

09:03 min | 2 years ago

"hr leader" Discussed on 860AM The Answer

"Now back to Silicon Valley insider once again, your host Keith coup. Welcome back to Silicon Valley insider with Keith coup today. Joined by special guest Jenny Dearborn who is the executive vice president of HR talent learning and leadership at SAP. And also one of the top fifty women and tech at the end of the last segment, we were just getting into a really important topic about how you can pursue a technology career even without a four year degree. The question of the week. And I'm glad I have in studio with me is what do you think Jenny will be the impact of artificial intelligence on the HR, proficient. We've done a series of shows. And I think can affect all types of. Segments including HR. I'm very excited and optimistic about a in human resources. I see a as really augmenting humanity and being able to allow us to be our best human selves. And so there's a lot of drudgery in in HR, there's a lot of paperwork and spreadsheet cut and paste, and a lot of manual tactical tasks that anybody who's in the HR profession, you know, what I'm talking about. And if you can have a chat badeah, some sort of intervention to to take that drudgery off of your plate that frees you up to be more human to be more of a business partner to be more strategic to be able to do more coaching and mentoring and support all of the good parts of HR that are strategic and impactful to humans, and you know, we can really. Take a lot of that monotony, and and give it over to someone or a thing that does that better, which is a software program. And I think that's the same and a lot of functions, but it especially true in HR one of the really the growing fields in the future. And we talk about the future of the work is roles that are very based in human skills. Right coaching and mentoring in that sort of psychological connection with other people and so one of the roles it's gonna be growing is HR. And I could agree with you more in the timing's perfect last week. Our show was on an accounting, but startup called gap and their plug and play where I do some mentoring for enterprise auto these upcoming companies that want to address things like HR. And so I asked Joe tham Thai the CEO of gap affi- was he gonna go branch out beyond accounting into HR. And he said he could but there's thousands of job tasks that even accounting has to be. Automated. So you can just imagine a company similar to gap affi- doing this for HR as well me, perhaps even SAP maybe. So thanks again for participating in the question of the week. And it was a good question. So now, we come back to the end of the last segment where we talked about it is now possible to not have a four year degree and still get a job and technology. So the question was well, how would somebody go about doing that? Well, there's a tremendous amount of resources available from different apprenticeship intermediaries that are working for different state organizations government organizations city organizations that you can go to and they can put you in their cohort and do a six week boot camp of training things like that. And then these organizations can place you in different companies that are looking for apprentices you can do things on your own by going to organizations like core. Sarah and doing all of the education that you need on your own in all of these advanced skills, and then there's algorithms, for example in the product in corsair that searches and says, oh, look at this one person that's taken fifteen classes in order official intelligence. They will then reference that person to accompany that's looking for that that candidate and say, here's somebody who's proactively trained themselves on. On all of these topic areas, regardless of a college degree or not they are demonstrating this eagerness in this hunger to learn, and that's what companies are looking for. And so with that I can see how I know of companies that are now trying to do job matching artificial intelligence, they're trying to do things like coarser, or when we talked about earlier in past shows SCO, forty two in Silicon Valley were they actually give free software training college level gamified. So if you pass certain levels than you can get a job at pretty much any company my question, I to turn to how then use the HR leader. How's your team get the skills to know not to look for the college necessarily, keep the college degrees acquired? Yeah. It's a strategic decision for an HR organization or for an executive staff to say, we are really seeing a significant talent crunch. We can't find the candidates that we need. Our highest in demand jobs. We just don't have that deep candidate pool. And so we're going to have to look more broadly a lot of companies have diversity and inclusion goals that they set for themselves. And you know, there is a certain demographic that. Moves forward and has a college four year college degree. There are a lot of demographics that are left out of that process of that four year college degree because of the prohibitive cost of tuition and a lot of the third party intermediaries that put together Prentice shit programs, really focus on those underrepresented minority groups, and so it's a great way to really get that foot in the door at a company is by going through one of these intermediary groups. And once you're in a company, your performance is based on what you do on the job. Right. You know, if you're moving from one job to the next inside of a big company like SAP or Hewlett Packard or Cisco or whatever, you know, they're not going to keep going back to your undergraduate grades and your undergraduate major they're going to say, well, what did you do last year in this project or how did you help your team? Right. So once you get that foot in the door you can demonstrate competence and do very well and move up quickly. That's great reminder that exactly how it happens at the corporate world. So is this EP working with these third party intermediaries we are working with several? We recently hosted an apprenticeship summit for Silicon Valley. We it was the the first ever summit that was employer lead. Right. So it was really about sharing best practices across companies. And what all the different companies are doing our cosponsors. I'll name a couple of them approach. Which connects tech industry employers with diverse talent, and that's a national organization tech S F, which is part of the San Francisco office of economic and workforce development that really focuses on underrepresented minorities specifically in San Francisco tectonics. Partners with tech companies to provide tech training for women in the bay area. You know, so there's those are just a couple that I know of, but there are many, and you can look at the state level and the national level for ones that are near you. Okay. That sounds really exciting. So in the peer group of SAP. I know that when one of you or one of us when we were at Cisco did does something very successful dealers. Follow exactly even for call for code, which was sponsored by Microsoft and Google have similar initiatives. Are there Eller folks following your lead? There's there's many companies that are looking at apprentices, and there are many companies also that made a public statement about you know, we no longer require a four year college degree. So that is becoming very much the social movement. We haven't seen the metrics move that dramatically. We haven't seen that sort of the dial adjusted, but a great first step is a lot of companies from being very public about their change in strategy and just to support that point. It was back in August. I believe were thirty companies, including SAP, Microsoft, Google in IBM all said that college abuse no longer required. Which was which was just great. So I also want to mention that Jenny is the author of the data driven leader a powerful approach to delivering measurable business impact through people analytics, and that was published in November of two thousand seventeen and when we come back we'll start to talk to Jimmy about how those concepts in the book we've in everything throughout HR practice..

SAP Jenny Dearborn HR leader Silicon Valley Keith Cisco San Francisco executive vice president Joe tham Thai partner Microsoft Google executive Sarah Prentice CEO Jimmy official
"hr leader" Discussed on This Is Success

This Is Success

01:42 min | 2 years ago

"hr leader" Discussed on This Is Success

"Probably didn't stop and say, is that the right job for me, it's just like that was the next one in terms of figuring out how to deal with that ambition, there's a story that you've told when you're at NBC when you had been going for promotion, but it hadn't been offered. You could. Could you explain that? Yeah. So I was at NBC and there was a head of communications job had opened up. I was at NBC news during communications, and the job had been open for about four six months. And I wanted that job and I was just waiting for them to call me. I was convinced they were gonna call me for the job. They never called me. It's a Finally. I like you go from waiting to then annoyed to then like I gotta go tell them. So I kind of tiptoed into the sea, the HR leader and said, hey, I wanna put my name in the job still open, and he said, yeah, we thought about you, but giving you a young mother, we thought, hey, you, you can't travel in this job requires a lot of travelers. So furious. I was mad at him, but I was especially mad at myself because I had been sitting there all this time. It's a classic business mistake. You wait to be approached. I felt too. I don't know was in business, but I was afraid to show it maybe. And I figured if they thought I was qualified, they'd call me. And meanwhile, they had already thought about me and discounted me for reasons that weren't true. So I was mad at myself and it was a big lesson in one I've tried to take through as I grew, my management expertise was don't assume that about people don't assume, and as a person, if you're looking to your manager, don't assume they know what you want. So tell them if you see one another job in three years, tell them that's what I want you to help me get ready for..

NBC head of communications HR leader four six months three years
"hr leader" Discussed on News Radio 690 KTSM

News Radio 690 KTSM

03:55 min | 2 years ago

"hr leader" Discussed on News Radio 690 KTSM

"Expert he's based in Dallas Andrew, what was your reaction to the findings All. This survey frankly I think as more and more, cases of of different, types. Of discrimination harassment coming to the forefront Across all types of different industries. I think we're going to start seeing this data become more and more prevalent in the workplace. And, everybody involved with it I think it's highly insightful and important for companies to really take this data The state is really calling out company industries that are the one I have high risk and high levels of very discrimination. Or harassment and two that are also tracking retaliatory behaviors which really stems from a number of things but one of the. Most frequent causes advantage really being part of the a cancerous or hurtful culture Contrary where these things are really are rising up transparencies bringing to the forefront it's it's a good thing I think and and, to be clear you think there's going to. Be more reports of discrimination not necessarily a growth in actual discrimination events you know what I mean Exactly Agree, yes there's going to be a lot more reporting and with no, reporting we'll drive better. Behavior Okay and so yeah we're gonna we're gonna see this data ride for a little while I think those people start. Doing the impact of data and behaviors are, changing at in companies at the leadership level on down. We'll start, seeing Ben downtick in those. Numbers which I think will be for the benefit of everybody Andrew louder. Business strategist and culture expert we're talking about why so? Many workers say they're, punished, for reporting, discrimination what's the most. Common type of discrimination at the workplace you think sexual harassment frankly sexual harassment racial discrimination as well we're seeing a, lot of political. Discrimination to the article in question here talked a. Lot, about, technology organizations being credibly susceptible to this the reason being I think, are high stress environments These are people that unfortunately become more and more, easily replaced therefore. Practices of respect tend to go by the wayside And That industry has a lot of men with more men and lex women in. It then you see a tendency to Let's see sexual harassment cases go up but I think really the crux of this too is managers are making. The mistake of trying to avoid these awkward situations of dealing with harassment and also dealing with the central for retaliation there's a client that served not too long ago that I thought they really. Had an interesting way to put In there in. A lot of their leadership discussions the. HR leader would come to the table with with claims that may have come up a relaxing with mixed book openly about who was involved in that not necessarily to pass Blaine the really could drive awareness among. The, team that look the situation could cause some. Interesting, to keep an eye on it let's keep an eye. On retaliatory behaviors those being managers that are maybe holding people back from, from Rangers or or. A rising up the ladder and taking on new. Roles or taking out certain. Type of work and having that kind of level transparency no I, think really. Helps drive. These healthier cultures Andrew Andrew, louder business strategist and culture expert based in Dallas it's twenty one minutes now in front of the hour on This Morning America's first news reminder by the way we can connect on social. Media you confront us on Facebook you can follow us on Twitter with the username at this morning show you You can follow me directly on Twitter as well with the, username.

harassment Andrew Andrew Rangers Dallas Twitter Ben downtick HR leader Facebook America Blaine twenty one minutes
"hr leader" Discussed on KTAR 92.3FM

KTAR 92.3FM

03:39 min | 2 years ago

"hr leader" Discussed on KTAR 92.3FM

"Expert he's based in Dallas Andrew, what was your reaction to the findings I'm not all that shot by the survey frankly I think as, more, and, more, cases of types of, discrimination harassment come into it forefront across all types of different, industries I think we're going to start seeing this data become more and more prevalent in the workplace. And everybody involved with it I think it's highly, insightful and I really, important. For companies to really take this data Yeah, the state is really calling out company when industries that are the one I have high risk compiler levels of various types. Of discrimination harassment and two that are also tracking retaliatory behaviors which really stems from a number of things but one of. The most frequent causes of, that it's really being part of the cancer or hurtful culture And so now it's time period where these things are really rising up transparencies bringing the state of to, the forefront it's a good thing I think and, and to be clear you'd think there's going. To be more reports of discrimination not necessarily a, growth in actual discrimination events you know what I mean Exactly I agree yes there's going to be a, lot more reporting and with more reporting I. Think we'll drive better behavior And so yeah we're gonna we're gonna see this data ride for a little while I think. Those people start doing the impacts of the data, and behaviors are changing at in company that the leadership level on down we'll start seeing then a downtick in. Those numbers which I think will be for the benefit of everybody this. Week with Andrew louder business strategist and culture expert we're? Talking about why so, many, workers say, they're punished for reporting. Discrimination what's the most common type of discrimination at the workplace you think sexual harassment frankly sexual harassment racial discrimination as, well we're seeing. A lot of, political discrimination to the article in question. Here talks a lot about, technology organizations being credibly susceptible, to, this the reason being I think things are. High. Stress environments. These, are people that unfortunately income more more easily replace therefore practices of, respect kinda go by the wayside And also. That industry has a lot of men so with an with more men. And women in it then you see a tendency to? Let's see sexual harassment, cases, go up, but I think really. The crux of this too is managers are making the mistake of trying to avoid these awkward situations with dealing with, harassment and also. The only let's, see the central for retaliation there's a. Client that served not too, long ago that I thought, they, really had an interesting way to put meal In there in a lot of their leadership discussions the HR leader. Would come to the table with with claims that may, have come up a relaxed month with mixed up openly about who was involved in that not necessarily to. Pass blame the really drive awareness among the team that look the situation, could cause some issues. With keep an eye on it let's keep an. Eye on retaliatory behaviors those being. Managers that are maybe holding people back from from Rangers or or a rising up the. Ladder and taking on new roles taking out certain. Type of work and so having that kind of level, transparency and openness I think really, helps drive, these healthier cultures exander Andrew. Louder business strategist and culture expert based in Dallas it's twenty one.

harassment Andrew Dallas Rangers HR leader
"hr leader" Discussed on 106.1 FM WTKK

106.1 FM WTKK

03:55 min | 2 years ago

"hr leader" Discussed on 106.1 FM WTKK

"Expert he's based in Dallas Andrew, what was your reaction to the findings I'm not all that shot by. This survey frankly I think as more and more, cases of us different, types. Of discrimination harassment coming to the forefront Across all types of different industries I think we're going to start seeing data. Become more and more prevalent in the workplace. And, everybody involved with it I think it's highly insightful, and Horton for companies to really take this data Yeah the state is really calling out companies industries that are. The one I have high risk and high levels of very types of discrimination And two that are on the tracking retaliatory behaviors which really. Stems. From a number of things but one of the most frequent causes of that is really being part of the cancerous or hurtful culture Time period, where these things are really rising up transparencies. Bringing the state of the? Forefront it's it's a good thing I think and, and to be clear you think there's going. To be more reports of discrimination not necessarily a growth in actual discrimination events you know what I mean Yeah Exactly what you. Mean I. Agree, yes there's going to be a lot more reporting and with more reporting last, night we'll drive better. Behavior So yeah we're gonna we're gonna see this data ride for a. Little while I think those people start feeling. The impact of data. And behaviors. Are, changing at in companies at the leadership level on down we'll start seeing a, downtick in those numbers Be for the benefit. Of everybody speak with Andrew louder business strategist and culture expert we're talking about why so many workers say they're punished for reporting discrimination, what's the most common type of discrimination at the workplace. You think sexual harassment frankly sexual harassment racial discrimination as well. We're, seeing a lot of political discrimination to the article. In question, here talks. A lot about technology organizations being credible susceptible to this. And the reason being I think are high stress environments these are people that unfortunately become more and more easily replaced therefore practices, of respect tend to go by the wayside In that, industry, has a, lot of men in. It so with an more men Alexis women in it then you see tendency to let's see sexual harassment cases go up but I, think really the crux of this to managers are making. The mistake of trying to avoid these awkward situations dealing with. Iraq, and also the only see the potential for retaliation There's a client but not, too long, ago that I thought they. Really had an interesting way to put in there in a lot of their leadership discussions the HR leader would come to the table, with with claims that may come up a relaxing Openly about who was involved in that not necessarily to pass blending the really could drive awareness among the team that look the situation could cause some issues with keep an eye on, it let's keep, an eye on retaliatory behaviors those being managers that are maybe holding people back from from rain or or a rising up the ladder and. Taking on new roles are taken out certain type of work and having that kind of level Really, helps drive these healthier cultures Andrew Andrew louder business strategist and culture expert based in, Dallas it's twenty one minutes now in front of the hour on. This Morning America's first news reminder by. The way we can connect on social media you can friend us on Facebook you can follow us on Twitter with the username thismorningshow you can follow me directly on Twitter as well with the username.

harassment Andrew Andrew Dallas Twitter HR leader Horton Facebook America Iraq twenty one minutes
"hr leader" Discussed on Newsradio 1200 WOAI

Newsradio 1200 WOAI

03:26 min | 2 years ago

"hr leader" Discussed on Newsradio 1200 WOAI

"Survey frankly I think as more and more, cases of of different, types. Of discrimination harassment coming to it for Types of different industries I think. We're going to start seeing this data become more and more prevalent in. The, workplace and everybody involved with it I think it's highly important for companies to really take this data Is really calling out company industries that are the one I. Have high risk and high levels of various types of discrimination harassment That are also tracking retaliatory behaviors which really stems from a number of things but one of the most frequent causes of that it's really being part of a cancer or hurtful culture Where these, things are really rise up transparencies bringing this. To the forefront it's it's? A, good thing I. Think and. And, to be clear you think there's going to be more reports. Of discrimination not necessarily a growth in actual discrimination events, you know what I mean yeah I understand. Exactly I agree yes there's going to be a, lot more reporting reporting last week we'll drive better behavior So yeah. We're, gonna we're gonna see this data ride for a little while. I think people start The batch of data and behaviors are, changing at in companies at the leadership level on down we'll start seeing Ben down taking those numbers which. I think will be for the benefit of everybody speak with Andrew louder. Business strategist and culture expert we're talking about why so? Many workers say they're, punished, for reporting, discrimination what's the most. Common type of discrimination at the workplace you think sexual harassment frankly sexual harassment racial discrimination as well. Our saying a lot of political discrimination to. The article in question here talks a lot about technology. We're going to be incredibly, susceptible to this and the, reason, being I, think are high stress environments these are. People, that unfortunately income more more easily replaced therefore practices respect kind. Of go, by the. Wayside inn also that industry has a lot of men. And so with more Alexa women in it then you see. A tendency to see sexual harassment cases go up but. I think really the crux, of this too is managers, are, making the, mistake of trying to avoid these awkward. Situations with dealing with the rats and also. The potential for retaliation There's a client but not too long ago that I. Really had an interesting way to put in there a lot of their leadership discussions the HR leader would come to the table with with claims that may have come up a relaxed Openly about who was involved in that not necessarily to pass the really could drive awareness among the team that look the situation could cause some issues, with keep an eye on it, let's keep an, eye on retaliatory behaviors those being managers that are maybe holding people back from from Rangers. Or or rising up the ladder. And taking on new roles or taking out certain type of work having back kind of level transparent Surfing really helps drive, each.

harassment Alexa Wayside inn HR leader Rangers Ben Andrew
"hr leader" Discussed on KTOK

KTOK

03:35 min | 2 years ago

"hr leader" Discussed on KTOK

"Dallas Andrew what was your reaction, to the findings I'm not all that Shot, by, this, survey, frankly I think as, more and more cases of different types of discrimination harassment coming, to the forefront types of different industries I think we're going to start seeing this data become more. And more prevalent in the workplace and everybody involved, with it I think, it's. Highly insightful and Horton for companies to? Really take this data The, state is really calling out companies when industries that are the one I have high risk and high levels of various. Types of discrimination and harassment that are tracking retaliatory behaviors which really stems from a number of things but one of the. Most frequent causes of that it's really being part of the cancer or hurtful Culture Time period where these things are really rising up transparencies bringing the state of to the. Forefront it's good thing I think and and to be, clear you think there's going to be more reports of, discrimination not necessarily a growth in actual discrimination. Events you know what I? Mean, yeah I understand. Exactly I. Agree, yes there's going to be a lot more reporting and with more reporting last, week we'll drive better behavior Okay and so yeah. We're gonna we're gonna see this data ride for a? Little while I think, those, people start, feeling the impact of. Data and behaviors are changing at in companies at the leadership level on down we'll start seeing a downtick in those, numbers which I think will be for the benefit of everybody speak with Andrew. Louder business strategist and culture, expert we're talking about why, so, many workers say, they're punished for reporting discrimination what's the most common type of discrimination at the workplace you, think sexual harassment frankly sexual harassment racial. Discrimination as well we're seeing a lot of political discrimination, to the article in question here talked a lot about, technology organizations being credible susceptible to this and. The reason being I think? These, are high stress. Environments these. Are, people that unfortunately income more more easily replace therefore practices of respect kind of, go by the wayside In all close that industry has a lot of men so with an more men Alexis women in it then you see a tendency. To let's see sexual harassment cases go up but I think really the. Crux of this too is managers are making the mistake? Of trying to avoid, these, awkward situations, of dealing with harassment. And also the only let's see potential for retaliation there's a client but not too long ago that I they really, had an interesting way to put in there in a lot of their leadership. Discussions the HR leader would, come to the table with, with, claims that may, have come up a relaxing month Openly about who was involved in that not necessarily to pass blame the really, could drive awareness among the team look the situation. Could cause subventions keep an eye on it let's keep, an eye on retaliatory behaviors those being managers that are maybe holding people back from from raisins. Or or a rising up the ladder and taking on new roles or taken out certain type of work And. Having that kind of level transparent surfing really helps drive these healthier cultures Andrew Andrew louder business strategist and culture, expert.

harassment Andrew Andrew Dallas Horton HR leader
"hr leader" Discussed on WTMJ 620

WTMJ 620

03:54 min | 2 years ago

"hr leader" Discussed on WTMJ 620

"Expert he's based in Dallas Andrew, what was your reaction to the findings By the survey frankly I think as more, and more cases of, different. Types of discrimination harassment coming to forefront Industry I think. We're going to start seeing the data become more and more prevalent in the workplace and. Everybody, involved with it I think highly insightful and Horton for companies to really take this data State is really calling out company industries that are The one I have I wish compiled levels of very discrimination or, harassment that are on the tracking tally of. Behaviors which really stems from a number of things but one of the most frequent causes being part of a cancer or hurtful culture Where these things are? Really rising up transparencies, bringing the to the forefront it's it's a good thing I think and and to be clear, you think there's going to be more reports. Of discrimination not necessarily a growth it actual discrimination events you know what I mean Yeah Exactly meaning I. Agree, yes there's going to be a lot more reporting reporting last. Week we'll drive better. Behavior Okay so we're gonna we're gonna do data ride for a little while I think those people. Start feeling the impact of the data and, figures are changing at in company that the leadership level on down we'll start seeing them down taking. Those numbers which I think will be for the benefit of everybody with. Andrew louder business strategist and culture expert we're talking about? Why so many workers, say, they're punished, for reporting discrimination what's. The most common type of discrimination at the workplace you think sexual harassment frankly sexual harassment racial discrimination, as well our, saying political discrimination to the article in question here talks. A lot about technology organizations, being credibly susceptible to this and. The, reason being I think are high stress environment. These. Are people that, unfortunately, income more and more easily replaced therefore practices respect tend to. Go by the wayside In that industry. Has a lot of men, with an with more men Alexa. Women, in it then you see a tendency to Feet sexual harassment cases go up but I, think really the crux of this to managers are making the mistake of trying to avoid these awkward situations. Of dealing with harassment. And also the potential for retaliation There's a client but at third, Matt Cooper long ago that. They really had an interesting way to put in there and a lot of their leadership discussions the HR leader would come to the table with with claims that may overlap Months Spoke openly about who was involved in that net necessary to, patch. Blending it really could drive awareness among the team that, look the situation could cause some issues with keep an eye on. It let's keep an eye on retaliatory. Behaviors those being managers that are maybe holding people back from from Rangers or or rising up the ladder and taking on new roles are taking out certain type of work and having that kind of level Really helps drive these healthier cultures singer Andrew louder, business strategist and culture expert based in Dallas it's twenty one, minutes now in front of the hour on This Morning America's first. News reminder by the way we can. Connect on social media you can friend us on Facebook you can follow us on Twitter with the username at this morning show you can follow me directly on Twitter as well.

harassment Andrew louder Dallas Rangers Twitter Alexa Horton HR leader Facebook Matt Cooper America
"hr leader" Discussed on KTRH

KTRH

02:19 min | 2 years ago

"hr leader" Discussed on KTRH

"We'll drive better. Behavior and, so, yeah we're going, to we're going to see this data ride for a little. While I think those people start pulling the data and behaviors are changing at in companies at the leadership level on. Down we'll start seeing Ben downtick in those. Numbers Which I think will be for the benefit of everybody speak with Andrew louder business, strategist and culture expert we're talking about why so many. Workers say. They're, punished for reporting discrimination what's the most common type. Of discrimination at the workplace you, think, sexual harassment frankly, sexual harassment racial discrimination as well we're seeing a lot of. Political discrimination to the article in question here talks a lot about technology organizations being credible susceptible to this and the. Reason being I think are high stress environments These are people that unfortunately become more and more easily replace. Therefore practices of respect kind of go by the wayside In that industry has a. Lot of men more men and women in it then you see a tendency to see sexual harassment cases go up but I think really the crux of this. To managers are making the mistake of trying to avoid these, awkward, situations of dealing, with harassment and also for retaliation There's a client but not too. Long ago that I thought they really had an interesting way to. Put in there in a lot of their leadership discussions the HR leader would come to the table with with claims that may have come out the relaxed month What makes book openly about who was involved with that not necessarily to pass blame could drive awareness among the team that look the situation. Could cause some issues with keep an eye, on, it let's keep an eye on retaliatory behaviors. Those, being managers that are maybe holding people back from from. Rangers or or or rising up the ladder and taking on new roles, taking out certain type. Of work and so having that kind of level. Transparency no I think really helps. Drive these healthier cultures Andrew Andrew louder business strategist and culture expert based..

harassment Andrew Andrew Ben downtick HR leader Rangers
"hr leader" Discussed on WWL

WWL

03:55 min | 2 years ago

"hr leader" Discussed on WWL

"Expert he's based in Dallas Andrew, what was your reaction to the findings I'm not all that shot. By this survey frankly I think as more and, more cases of different, types. Of discrimination harassment coming to the forefront Types of different industries I think we're going to start seeing this data become. More and more prevalent in the workplace and. Everybody, involved with it I think it's highly insightful and important for companies to really take this data Yeah the state is. Really calling out company when industries that are that one I have high risk and high levels of very types of discrimination or. Harassment and two that are also tracking retaliatory behaviors which really stems from a number of things but one of the most. Frequent causes of that is really being part of the cancer or hurtful culture Living in a time period. Where these things are really rising up transparencies bringing the state of to the forefront it's a good thing I think and, and to be clear you think there's going. To be more reports of discrimination not necessarily a growth in actual discrimination events you know what I mean Exactly I agree yes there's going, to be a lot more reporting reporting I. Think we'll drive better behavior Okay and so yeah we're gonna we're gonna see data ride for a little while I think. People start feeling the impact of data and behaviors are changing at in companies at the leadership level down we'll start seeing a downtick in those numbers. Which I think will be for the benefit of everyone speak with Andrew. Louder business strategist and culture expert we're talking about why? So many workers say, they're, punished for, reporting discrimination what's the. Most common type of discrimination at the workplace you think sexual harassment frankly sexual harassment racial discrimination as well we're seeing, a lot of. Political discrimination to the article in question here talks. A. Lot about. Technology, organizations being credible susceptible to this the reason being. I think are high stress environments These are people that unfortunately become more and more easily replaced, therefore practices of. Respect kind of go by the wayside and also That industry has a lot of men more, men, and women in, it then you you see a tendency to Let's see sexual harassment cases go up but I think really the crux of this to managers are making. The mistake of trying to avoid these awkward situations of dealing with the. Rats and also the potential for retaliation There's a client but not too long. Ago that. I thought they really had. An interesting way to put in there in a lot of their leadership discussions the HR leader would come to the table with with claims that may come up a relaxed month Openly about who was involved in that not necessarily to patch blame the really could drive awareness among the team that look the situation could. Cost inventions with keep an eye on it, let's keep an, eye on retaliatory behaviors those being managers that are maybe holding people back from from Rangers or or a rising up the ladder and taking. On new roles are taken out certain type of work and so having that kind of level transparent I think really helps drive, these healthier cultures Alexandra Andrew louder business strategist and culture expert based in Dallas it's, twenty one minutes now in front of the hour on This. Morning America's first news reminder by the. Way we can connect on social media you can friend us on Facebook you can follow us on Twitter with the username at this morning show you can follow me directly. On Twitter as well with the username.

harassment Alexandra Andrew Rangers Dallas Harassment Twitter HR leader America Facebook twenty one minutes
"hr leader" Discussed on KOA 850 AM

KOA 850 AM

01:45 min | 2 years ago

"hr leader" Discussed on KOA 850 AM

"Workplace you think sexual harassment frankly sexual harassment, racial, discrimination as well we're seeing. A lot of political discrimination to the article in question here, talks a lot about technology organizations being credibly susceptible to, this the reason being I think are high. Stress environments these are people? That Unfortunately become more, and, more easily, replace therefore practices of. Respect tend to go by the wayside in that industry has a lot of men and so with more men and, women in it. Then you see a tendency to let's see sexual. Harassment cases go up But I think really the crux of this to managers are making the mistake of trying to avoid these, awkward situations of dealing with the, rats and, also the potential for retaliation There's a client not too long ago that I thought they really had. An interesting way to put in there in a lot of their leadership discussions the HR leader would come to the table with with claims that may have come up a relaxed Openly about who was involved in that not necessarily to pass blame the really could drive awareness among the team that look the situation could conservations with keep an eye on it let's keep an eye on retaliatory behaviors those, being managers, that are maybe holding people back from from. Rangers or or a rising up the ladder and taking on new roles, taking certain type of. Work and having that kind of level transparent keynote. Think really helps drive each healthier. Cultures things Andrew Andrew louder.

harassment Andrew Andrew HR leader Rangers
"hr leader" Discussed on WLOB

WLOB

02:08 min | 2 years ago

"hr leader" Discussed on WLOB

"Well i think it's important to consider all the costs and some of them are hidden it's expensive to hire a professional arborist to trim my trees in my backyard after all i can i can scramble up on a tree with a chainsaw and hope for the best but i think some of us have seen that i think there was a tombstone in my area where i live in ohio it was actually a tombstone from a former electricity and in grief and the the tombstone had said what does this do and so the the last decision that some people can make a really costly one when they don't have the expertise maybe that gentleman decided to save the money of hiring a professional and said i'll be the electricity today i'll cut my own hair there's lots of ways i can do it so if we're looking at one thing only the cost of bringing and retaining an executive recruiter that's one cost to look at and we typically charge a significant percentage of the first years compensation but let's take a look at why it might be a good investment so let's compare the cost of hiring the wrong candidate and what does the head hunter really do a professional in the world of executive search and what are the costs involved with getting that on the right way one of the things that we might think about is expediency or time oftentimes where we wanna hire somebody we can't wait hour after hour week after week month after month we'd want to get that candidate in soon and while the urgency can be they're finding the time to actually get it done is a great reason to outsource this because the recruiters on my team take time to research evaluating interview candidates it takes time away for an internal recruiter the hr leader or the business leader to do this themselves that takes time away from their core business of course it does.

ohio executive recruiter hr leader executive
"hr leader" Discussed on WLOB

WLOB

02:06 min | 2 years ago

"hr leader" Discussed on WLOB

"You would you might look at it this way and say well i'm seeing this evidence all around me this is the way we could save our company money so we need to do this so that's one thing now if you you shifted to hr uh i i have another we have another ff in the book uh whose name was robert richardson and he's somebody who's done biographies of emerson in thorough in and others and he basically said um i have had a very short as saying he basically said if there's anything that henry thorough did it was that he would speak up so i would say the hr people um and business leaders in general you need to speak up you need to speak up when you have issues uh on the micro level or issues on the macro level uh rather than be silent and a lot of times it seems to me that business leaders let's say ceos presidents i i mean i don't i don't i know the chamber of commerce very often lobbies for for this on that but uh for business but i don't see them released speaking up and i wonder if you're if i are if as an hr leader or a manager in a company you're speaking up as much as you could for example does it make sense to cut back on benefits or or pensions or that kind of thing right inside a company in are you as an hr leaders sitting at the table hearing that this was what the leadership wants to do and you're not seeing yourself as part of leadership so you should see yourself as part of the leadership and you should speak up about those things if you can see for example that by reducing benefits and pensions you also reasons reduce the talent but you can hire uh and that we were only we don't have even if they get into the sexual harassment is your right now although we could but um that's that's obviously something where for most of us i'll have to you know plead guilty myself wind occasionally i've heard about something like this don't really haven't really stepped up and now this starting to step up but that's another example of.

robert richardson hr leader harassment henry chamber of commerce
"hr leader" Discussed on WLOB

WLOB

02:39 min | 3 years ago

"hr leader" Discussed on WLOB

"Of communication for h r c i and we're talking about a whole bunch of information first we've talked about the hrc i study uh we went through that the first segment and now we're gonna be talking about the current outlook for hr jobs market this certainly barre is going to have a lot of hr professionals interest because obviously the job market is something that are very interested in from a career standpoint every level from from beginner all the way up to senior level hr profession so what are some of the findings of that hrc ias seeing in regards to the job market itself it it it's robot but i have to say um we looked at job data on all sorts of online courses and including you know job boards then company postings as well we found that job for hr have generally we're on a steady growth between 2012 in 2015 with a very flight downturn in 2016 that had most to do with a very low unemployment rate to be quite honest come little bit where i think we've been hovering under the 45 range for unemployment and because of that it's just a bit of a thatcher aided market and talk twenty sixteen we find that also it definitely the age of the basle but at the same time the general to about one in ten of all hr jomphe fee when i think giro that usually a more strategic hr leader who kinda has the whole hr ball of wax under their control and those jobs are still robustly growing there's just viewer of them to look at our own purfication penetration what we found was that of job that recommended or required certification we were happy to see that about ninety five percent of those job aspirin hrc i certification who that was good news from our perspective again to in today's world in education you know you're graduate from college you're not done studying anymore the world is changing very rapidly and i've think what employers y about certification it shows that she was still committed to staying on the cutting edge twos staying informed and in learning new practices a new way of thinking and so we're finding um that to be very valuable and our credentials have continued to grow no i think you're right of.

unemployment rate hr leader hrc thatcher aspirin ninety five percent