Michele Dimmett

Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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It often starts innocuously: first, you have a payroll system. Then, you add an HRIS, followed by an applicant tracking system, a benefits enrollment program, a wellbeing platform, and a compensation management tool. Before you know it, you've fallen victim to HR software sprawl. Welcome to #HRThursday! To minimize this issue, our SHRM leaders offer a few pieces of advice. First and foremost, start with governance. Before rolling out any new HR software, look across the organization and ask: do we already have an existing system that can meet this need? At a previous employer, our HRIS vendor tried to sell us project management software, but upon further inquiry, I discovered that IT was already using a similar tool. It made perfect sense to connect the project managers with IT and leverage their existing platform, reducing the number of systems to log into and ensuring easy access. (other takeaway - make IT your best friends) A recent Gartner study of 500 HR leaders found that 83% regretted a recent HR technology-buying decision. Before making a purchase, ask killer questions, request multiple demos, interview current customers, post inquiries in online forums, and tap into your local SHRM network - like HRP - to gather insights from nearby users. Moreover, take the time to map out your 3-5 year vision for your HR software ecosystem. Resist the temptation to be an early adopter solely for a discount; I've learned the hard way that buying into new software before the bugs are worked out can lead to deployment challenges. Technology is evolving rapidly, and the plug-and-play model is becoming increasingly prevalent. Early in my career, it was easier to simply turn on all the modules within a single HR system. However, today, there are multiple vendors that can integrate seamlessly. Determine your "hub" – likely your payroll system (remember the first rule of HR: Don't Mess Up Payroll), and then map out which systems can plug into it. When signing contracts with new vendors, ensure they can seamlessly integrate with your hub. As you build out the "spokes" of your technology wheel, identify opportunities for systems to share information and consider developing APIs to facilitate data exchange and reduce manual uploads. Finally, if you have a dedicated purchasing team, leverage their expertise! Vendors are becoming increasingly savvy, so partner with your procurement professionals to ensure they scrutinize the fine print in contracts. They can also assist in identifying potential overlaps with other systems already in use across the organization. (reminder - make IT your best friends!) By following these small planning steps, you can help reduce technology debt and ensure a streamlined, integrated HR software ecosystem. https://lnkd.in/e6xRT9rc

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I have never believed that SHRM gave a sh*t about equity and haven't associated with them in years, but I am still talking about their missteps. I've been hearing comments and getting DMs from a few equity minded folks about why we shouldn't be talking about SHRM, and it seems to boils down to two main points. #1 "Why are people upset now?" or "I have known this forever, who cares." I get it, when you've been aware of the issues for so long, it's easy to just be done with it. I fully support folks who don't want to engage, especially those who have been impacted or excluded by SHRM forever. But here's the thing: awareness and change are not linear. Just because we've known about these problems for a long time doesn't mean they're any less significant or urgent. And for some folks this is new information. Either they haven't been paying as close of attention or they weren't as tuned into the inequities so many of us have felt. They see it clearly now. Every new person who becomes aware of and vocal about inequities contributes to the momentum needed for systemic change. So, while it may feel exhausting to hear the same messages, I believe that it's valuable. Every time we speak up, we educate someone new. We remind those who have grown complacent. We grow the support to make a shift away from SHRM as an industry. Change often comes in waves. What might seem like a sudden surge of urgency is usually the result of years of advocacy, of voices speaking out persistently. Each wave builds on the previous one, pushing us closer to true equity in our industry, workplaces, and beyond. So, to everyone feeling weary or disheartened: keep talking. Keep educating. Keep pushing. Keep moving towards action. Our collective voices are powerful, and together, we can create the change we want to see. And if you've been out on them and just want to be out of all of this, go for it. #2: "Why do we care about an organization that has nothing to do with us?" The other thing I've seen is folks who feel like SHRM is irrelevant or doesn't impact them. SHRM plays a significant role in shaping HR policies and practices across industries. They are a powerful lobbying force in government, influencing legislation that affects workplaces nationwide. Many organizations require certification for their HR representatives and rely on SHRM's guidelines and standards to shape their own HR practices. #3: This one I haven't seen but I would add my own critique of the discourse which is that only a small percentage of it has any action associated. Conversation and awareness aren't enough—we also need to be moved to action. I encourage folks to figure out what that looks like for them. There isn't only one way. If you want to see the actions items I'm taking and cosigning, check out the petition linked in the comments. Getting close to 400 signatures!

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Dear SHRM, How did you land up here? How? How do you, with a straight-ish face, propose to support HR practitioners as they seek to encourage their organizations' attempts at creating fairness in the workplace? What's the route to fairness without an E? The route becomes a rout without an e; "a disorderly retreat of defeated troops". Sounds about right. HR people have long fought to have a "seat at the table", but y'all, all tables aren't created equal. Sometimes it's better to stand up and walk away. Whatever table meeting at SHRM generated the piece of bilge about DEI, was a table that sensible people should have left. Look, I understand the insecurities of the HR professional. I am one - both an HR professional and a sometimes insecure one. We worry, not without cause, that our roles are easily eliminated. We are cost centers, not revenue centers and we sometimes fear telling the truth lest it put us on the outs with the powers that be. "What good is it to be right", we sometimes think, "if the end result will be the bread line?" And so, grateful for the opportunity to be seated in coveted seats at important tables, we find ourselves nodding and going along with retrogressive nonsense. I get it. That works for a while, but we should never forget the long-term impact of sacrificing our reputations on the altar of someone else's sketchy ambitions. (see Colin Powell) That the good people of SHRM would offer that the word "equity" should be elided from DEI, and that they would do so in the very week of Black women's Equal Pay Day (July 9), boggles the mind, but does not really shock the spirit. This is very much on brand for the anti-DEI brigade. I'm not even really shocked that the brigade has a platoon in SHRM. This is the same organization that had some performative "sign the pledge'' initiative in the wake of the death of George Floyd. My, how the times have changed! SHRM now says that it will focus instead on D&I minus the E because "current shortcomings of DE&I programs [sic] have led to societal backlash and increasing polarization”. Ah yes, it is the "shortcomings" of such programs that have "led to societal backlash" and not our unwillingness to (i) tell the truth about America, past and present, or to (ii) dwell in the discomfort that truth creates and find a better, more equitable, way forward. Nope, it couldn't be that. It must be the "shortcomings". Well, SHRM, y'all have instructional design teams, have you not? If the "comings" are so "short", why not get cracking and develop some new material? I guess you're too busy trimming your sails to suit current winds. Got it.

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

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I'm a self-identified accidental #HR executive, so I've never had a #SHRM certification or even considered it. #Culture to me has always been bigger and broader than just HR. Yet it's difficult to ignore this week's troubling announcement that the widely recognized organization was removing #equity from it's #DEI framework. This is an organization that provides certifications (for a price) that hold significant weight in hiring decisions for HR practitioners and whose representatives testify in front of governments on behalf of the HR community. You can't have #inclusion without equity. Period. The #futureofwork is equitable. Period. Kudos to Angela R. Howard, Hebba Youssef and others for speaking out and helping to organize action to defend the #DEI progress so many have fought for in the workplace. Let's seize the opportunity to accelerate diverse, innovative voices building thought leadership beyond the traditional HR model (read: expensive accreditations), elevating a new category of invaluable skills and unexpected backgrounds necessary to transform not only the HR practice but organizational #culture as a whole.

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I have been busier than ever in my HR Search world, with interviews taking place in five different states this week! During one interview round in Florida, a VP of HR candidate met with the ELT in a group setting. The conversation focused heavily on employee engagement. My candidate asked the leadership team two critical questions: - Who do you want to be? - What do you want your employees to say about you? These are powerful questions when discussing the actual culture of your business. In my opinion, culture becomes real when the ELT embodies the answers to these questions and employees genuinely feel it. Culture isn't just a top-down directive—it's seen, felt, echoed, and believed. So, is culture a “touchy-feely” HR word, or is it a critical driver of overall business success? My two cents: 💡 Culture affects employee engagement = which impacts productivity = high productivity leads to better performance and higher output. 💡 Culture affects talent retention = good culture reduces turnover rates = leading to lower costs associated with hiring and training new staff. 💡 Culture affects financial performance = engaged employees contribute to increased performance and profitability. 💡 Culture affects reputation = investors, customers, and other stakeholders are more likely to trust and support a company with a strong cultural foundation. #culture #employeeengagement #humanresources

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Why Philly SHRM HR LIFT LAB? Taking your HR Leadership to new heights means balancing what’s good for the business with what’s good for the team. This functional development program will: ✅Increase your functional HR acumen so that you can create more cross-functional impact. ✅Introduce deeper learning cycles that move practices beyond implementation to focus on adoption. ✅Create a stronger outside-in view to access better practices through benchmarking and networking. ✅Play offense with positioning practical ways to upgrade HR operations for the right reasons. ✅All you need to secure your spot is a $250 non-refundable deposit, due by June 21, 2024! https://lnkd.in/eJvZP3Rb #PhillySHRM #HRLIFTLAB #HRLeadership #HRDevelopment #HRStrategy #HRUpgrade #ProfessionalDevelopmen

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Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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SHRM’s self-assessment tool can help companies create a second chance hiring program tailored to their needs: SHRM, the Society for Human Resource Management, has created the Getting Talent Back to Work Self-Assessment. This free assessment can help guide your company if it is thinking about launching a second chance hiring program. The assessment includes 10 multiple-choice […] The post SHRM’s self-assessment tool can help companies create a second chance hiring program tailored to their needs appeared first on Jails to Jobs.

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Evidence-based hiring involves reviewing research and determining, based on your business's unique needs, how to improve hiring outcomes over time. Here’s how to bring this type of program to your organization. https://lnkd.in/grXXQuh9

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How do you word your DEI questionnaire on your ATS applications? I don't have an answer to this, but I know for a fact you're losing DEI data (people won't fill it out) if they don't understand, don't agree, or are uncomfortable with, the choices you give them. For me, these things I'd always suggest: + Woman/Man over Female/Male (birth sex isn't needed for 99.9% of role applications. I feel Female/Male has biological connotations which can make anyone that doesn't neatly tick those boxes feel uncomfortable ticking them in a survey) + I'd take Transgender out of the gender question and ask it as a separate question (from a personal perspective I prefer to say I'm a woman who happens to be trans rather than a trans woman) + Ask your Internal ERG groups what criteria they think should be included. Ultimately, they know best and these questionnaires are easy to change, so get your people to advise you. I appreciate these things change as language changes, and they differ based on culture, but what do you think should be included? Should you be "questioning" your criteria? #dei #ats #surveys

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27th Annual HR Systems Survey (takes 30-60 minutes) The founders of Sapient Insights Group (including their CEO, an old colleague, Teri A. Zipper who I bumped into during my Mercer journey) and Stacey Harris, the thought leader behind this long-standing survey, are at it again to help guide your strategic HR Technology investments. According to Josh Bersin, "the average large company has 80+ HR tools, and many international companies have twice as many." What's impactful is this survey intentionally reflects the perspective of the HR practitioners who actually use these systems. Survey link and more background below. https://lnkd.in/erGEwMGD

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This made my day 😅. HR speak and acronyms making your head spin? Here’s good advise on how to navigate it.

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Time to Reinvent Talent Acquisition Josh Bersin's article, "Talent Acquisition at a Crossroads," lays bare a harsh truth: talent acquisition is stuck in the past. Here's the wake-up call. The Stats are Grim: Only 32% of HR leaders are part of strategic workforce planning. 42% believe their company has no workforce plan at all. 46% are just trying to keep up. In a world where 58% of companies say skills shortages are crippling their business plans, this is unacceptable. CEOs acknowledge the crisis but then slash TA budgets. It's like complaining about a fire and then firing the firefighters. From Tactical to Strategic: Talent acquisition isn't about filling seats; it's about securing the future. We need to shift from being "order takers" to strategic leaders. This means understanding the roles we need, the skills required, and ensuring cultural fit. Spoiler alert: "Just hire anyone with a pulse" is not a strategy. Leverage Internal Talent: Top companies excel by focusing on internal mobility. We need to uncover hidden talent within our organizations using talent intelligence tools. Trust me, your future star employee might be buried under a pile of outdated job descriptions. Technology: A Tool, Not a Savior: AI and modern recruiting technologies can streamline processes but can't replace strategic thinking and human touch. No algorithm can tell you if a candidate is a good fit for your office dodgeball team. Lessons from Big Tech: From my time at Microsoft and Amazon, I learned that throwing bodies at a problem is not a strategy. You need a plan, the right people, and a culture that doesn't just react but anticipates. And, maybe, a few less meetings. Meta Moment: At Meta, I saw firsthand the perils of over-complicating things. We once created a dashboard so intricate it needed its own instruction manual. The lesson? Sometimes, the best solutions are the simplest ones. And no, we don't need another meeting to discuss it. Call to Action: How do we elevate talent acquisition to a strategic level? What are your experiences with integrating TA and L&D? How can we use technology effectively without losing the human element? Let's debate. Share your thoughts, experiences, and ideas. Together, we can transform talent acquisition. Or at least make it a little less bureaucratic. #TalentAcquisition #RecruitmentStrategy #HR #Leadership #WorkforcePlanning #InternalMobility #AI #FutureOfWork

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Pay Transparency is a key HR concern in 2024. One of the ⚡easiest⚡ ways to build it in to your HR practice is by front-loading it, post reasonable and accurate pay ranges on your jobs! Your ATS can probably do it, and we can help you set it up. https://loom.ly/ShHAVKI #paytransparency #hrtech #recruitmenttech

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I can't say anything about the SHRM announcement that hasn’t already been said more eloquently by my HR colleagues here. What I can’t stop thinking about, though, is our new-to-HR folks. If you've already signed up to test, or have recently taken it, you might be panicking to see all these (well-deserved) diatribes against SHRM: What will potential employers think if I put the certification on my resume or LinkedIn? What if I can’t afford to sign-up for a different certification?  Should I just not go through with my test? What does it say about an employer if the job description requires SHRM certification? Can I not use my membership anymore? I want to acknowledge that those of us who are experienced HR professionals are coming at this announcement with immense privilege. It’s not going to affect me at all that I removed SHRM certification from my LinkedIn because I have plenty of real-world experience and a strong network. So if you’re newer and stressed, here’s what I’d tell you: - You don't need to delete your SHRM cert from your resume, and I don’t think you should cancel a scheduled test. Hiring managers, particularly in small orgs, are so oblivious to what this means in the HR world. In fact, these hiring managers are still going to put “SHRM certification required/preferred” on their job postings. - If you're applying for a role in a larger HR department, any good HR leader understands the game, why you kept SHRM certification on your resume, and that your affiliation isn’t an indication of your personal stance on equity. - I would, however, recommend removing "SHRM-CP" from my profile name/resume header, and list it in the Education/Certifications section. It will downplay any association with the org. - It’s unlikely you’ll be asked about it in an interview, but you should be prepared (especially if you have one coming up - this is one of those topics that’s easy to discuss as “small talk” before an interview). I'd say something like “I was so disappointed to see they removed equity from their approach to HR. It’s a core tenet of how I operate, and it doesn’t align with my beliefs. That said, I know many employers value a certification that shows I’m knowledgeable in the field, so I kept it on my resume.” - If you haven’t signed up for the SHRM test but were considering it, I’d look at getting certified from a different org. - If you work somewhere that regularly uses their resources, make sure you really review anything from their site, checking with a careful DEI lens. This is something everyone should have already been doing because SHRM has long had issues with DEI. - Start plugging into other HR orgs and leaders who center equity in their work. - Lastly, don’t panic. Your shiny new certification is not worthless or a sunk cost. You still learned a LOT of HR law to pass that test, and the knowledge you gained is not negated by the shittiness of the org who certified you have that knowledge.

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Why Philly SHRM HR LIFT LAB? Taking your HR Leadership to new heights means balancing what’s good for the business with what’s good for the team. This functional development program will: Increase your functional HR acumen so that you can create more cross-functional impact. Introduce deeper learning cycles that move practices beyond implementation to focus on adoption. Create a stronger outside-in view to access better practices through benchmarking and networking. Play offense with positioning practical ways to upgrade HR operations for the right reasons. All you need to secure your spot is a $250 non-refundable deposit, due by June 14, 2024! #PhillySHRM https://lnkd.in/eJvZP3Rb

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