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Human resources (HR) often gets seen as just the department that handles hiring and payroll. But strategic HR goes far beyond these tasks. It plays a vital role in shaping an organization’s future by aligning people management with business goals. Companies that treat HR as a strategic partner tend to perform better, adapt faster, and build stronger teams. Strategic HR means planning and managing human capital in a way that supports long-term objectives. This approach tran

I ended my last post by saying every organization requires at least one HR function.&nbsp; Some people wonder if an organization that consists of one person requires HR functions.&nbsp; The answer is yes.&nbsp; A one-person organization needs at least two HR functions, a job description and payroll.&nbsp; You have to be able to explain to [&hellip;]</p>

To say that HR is not a vital part of an organization is an insult.&nbsp; Bare minimum it’s an oversimplification of what goes on in HR departments. Whether people know it or not HR is the backbone of every organization.&nbsp; Without HR,&nbsp;organizations cannot run like well-oiled machines.&nbsp; The responsibilities that HR professionals have support every [&hellip;]</p>

Last week I had a random conversation about HR in the church.&nbsp; Someone was telling me that their church is growing at a rapid pace. As a result of the growth, they’re experiencing growing pains.&nbsp; The growing pains they’re experiencing are going from a small church to a medium-sized church.&nbsp; Some of the issues the [&hellip;]</p>

No, church leaders and their congregations don’t understand HR.&nbsp; I’m not suggesting they should understand HR.&nbsp; I’m also not suggesting that lacking an understanding of HR is a bad thing.&nbsp;&nbsp;&nbsp; Here are a few reasons why church leaders and their congregations don’t understand HR.&nbsp; First, on the surface HR and the church have nothing in [&hellip;]</p>

In my previous post I talked about having a proper business perspective of the church. Having a proper business perspective of the church means you view the church as an organization that has financial and human resources that need to be accounted for. A church may have to get its members to perform tasks in

In my previous post I compared HR in churches to HR in companies. In this post I am going deeper into this issue. Unbeknownst to them, many churches have HR issues.&nbsp; I get it, most people don’t like to think of the church as a business.&nbsp; The mission of a church is to meet the [&hellip;]</p>

When people think of HR they don’t usually think about the church.  The church is no different than any other organization that has human resources.  Like other organizations, churches try to maximize their financial and human resources.  A small church has the same HR problems that a small company has.  A large church has the same HR

<p>I’m a big sports fan, and I understand why a new owner, General Manager (GM) or head coach would bring their own people in.&nbsp; Many times, it has nothing to do with the staff that is already there.&nbsp; It’s about trust.&nbsp; The new owner, GM or head coach trusts the people they’ve worked with before.&nbsp; [&hellip;]</p>

President Trump is moving the federal government towards meritocracy in hiring. I agree with hiring and promoting based solely on merit. If the federal government wants to truly hire based on merit then they must use blind resumes. Blind resumes involve removing the names, colleges, and any other identifying information from resumes. This is the

<p>During President Trump’s campaign, he promised that he would shrink the federal workforce. &nbsp;He also promised that he would bring federal employees back to the office.&nbsp; One method President Trump said he would use to shrink the federal workforce is to bring federal employees back to the office, assuming those that don’t want to return [&hellip;]</p>

<p>Small and mid-sized organizations encounter HR problems all the time.&nbsp; One of the difficulties they have in solving HR problems is that they don’t know how to accurately determine what the problem is.&nbsp; Once the HR problem has been accurately determined the other difficulty is figuring out the right HR strategy(ies) to implement. In today’s [&hellip;]</p>

In my previous post I explained the history of Affirmative Action and Equal Employment Opportunity (EEO). Affirmative Action and EEO are based on Presidential executive orders, the Civil Rights Act of 1964 and other laws. The EEO protected categories are race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age

<p>Nowadays you hear the word diversity everywhere. &nbsp;Because there is so much discussion surrounding diversity, I felt the need to do a series on diversity. &nbsp;Mainly because many people don&#8217;t know the history of Diversity, Equality, Inclusion (DEI), what DEI looks like in practice, and the benefits of it. I want to start at the [&hellip;]</p>

<p>In the age of work-life balance and flexible work schedules, the U.S. Department of Agriculture (Agriculture) is taking a step backwards.  I saw a news report last week where they are moving from employees being able to work remotely four days a week to one day a week.  Amazing!  The idea of teleworking in the [&hellip;]</p>

<p>Newly minted first-time managers and new leaders are usually part of the biggest population of leaders in any organization: frontline, first-line, and entry-level managers, supervisors, and directors. They directly manage more people than any other managerial level. The stats show first-time managers and new leaders rarely get the training they need to be effective in [&hellip;]</p>

If you poll everyone you know in the workforce you will find that all managers aren’t good managers. Whether you’re a front line manager, mid-level manager, or in upper management the people you manage expect you to lead. I’m not talking about mentoring or coaching I’m talking about being the decision maker. The line “I’m

<p>As I stated in my previous post, without a passion for HR there won&#8217;t be any innovation.  As Rory explains his passion for HR his thought process changes.  As his thought process changes his focus changes.  Follow his thought process and you&#8217;ll see the innovation coming from his passion. …So it has been about 6 [&hellip;]</p>

My favorite HR practioner from India, Ankita Poddar, hit another home run earlier this week. In my post, HR Professionals Create Something, earlier this week I was urging my fellow HR professionals to come up with something new or different. Well I’m not alone. In her post Where Are the HR Innovation Conferences Ankita laments

<p>Employee engagement has been a hot topic in HR world-wide for the past few years. Employers across the globe are trying to figure out how to get and keep their employees engaged.  For the most part engaged employees are happy employees.  Engaged employees stay at their jobs longer than disengaged employees and engaged employees provide [&hellip;]</p>