Human Resources Group of West Michigan (HRG)

There is still time to sign up! It is a virtual event! Grab a cup of Coffee and listen to this fantastic speaker this Thursday, Jan 16th, at 8:00 a.m! https://lnkd.in/e5JQbnFq

Are you registered for this month's virtual meeting? Time is running out. Register today! Diana is a great speaker on a very current HR topic!

🌟 HR Professionals: Share Your Goals and Lessons Learned! 🌟 As we step into 2025, it's the perfect time to reflect on the past year and set our sights on new goals and initiatives. We want to hear from you! What are your top goals and initiatives for the new year? Whether it's enhancing employee engagement, implementing new HR technologies, or fostering a more inclusive workplace, your insights can inspire others in the HR community. What are some big lessons learned from 2024? Share your experiences and the valuable lessons you've gained over the past year. How have these lessons shaped your strategies for 2025? Let's start a conversation and learn from each other. Comment below with your goals, initiatives, and lessons learned. Together, we can make 2025 a year of growth, innovation, and success in the HR world!

🎉 Happy New Year 2025 from the HRG Board! 🎉 As we step into a brand new year, we’re filled with excitement and anticipation for all that 2025 has in store. Grand Rapids, get ready for an amazing year ahead! Let’s make 2025 a year of growth, learning, and incredible achievements! Here’s to a fantastic year ahead filled with opportunities, growth, and success. Cheers to 2025! 🥂

Is your organization in need of a boost in civility? A lack of civility can undermine both professional and personal relationships, creating a negative ripple effect across teams and organizations. But it doesn't have to be this way! Join us on January 16th for an insightful webinar with Diana Damron, where she'll share her proven 5-step framework to transform your relationships - whether it's with individuals or teams. Diana’s dynamic session will provide actionable, step-by-step guidelines and interactive, thought-provoking activities that ensure you'll leave with practical strategies you can implement right away. Don’t miss this opportunity to build a more respectful and collaborative workplace! Register Now ==> https://lnkd.in/gszR_8px

🌟 Navigating the HRTech Landscape: Key Strategies for Success 🌟 Today’s HR executives face the challenge of balancing employee experience, organizational goals, and data security in a complex tech landscape. Here are seven essential strategies to guide your HRTech investments: Determine Your Technology Needs: Assess your existing technologies before investing in new ones. Set clear objectives to ensure your tech investments are strategically aligned. Engage Key Stakeholders Early: Collaborate with finance, IT, InfoSec, and legal teams to address critical questions and ensure a smooth implementation process. Prioritize Enterprise-Grade Solutions: Focus on data security, compliance, and privacy standards to protect employee trust and organizational integrity. Evaluate AI-Enabled Offerings: Consider AI capabilities for identifying at-risk employees, assessing skill gaps, and providing targeted development. Review Proposals Carefully: Opt for flexible and scalable pricing models that align with your organizational needs. Pilot Solutions First: Test usability and relevance with a small group before a full rollout to minimize disruptions and maximize success. Communicate and Train: Ensure clear communication and provide training to secure employee buy-in for new technologies. By applying these practices, HR leaders can make informed, high-impact tech investments that support organizational goals and create a thriving workplace. 🔗 https://lnkd.in/gp-9fYvf

🌟 The Evolving C-Suite: A Call to Action for HR Leaders 🌟 The modern C-suite is expanding and becoming more specialized, reflecting the growing complexity of today’s business environment. For HR executives, this shift underscores the need to navigate a more intricate leadership ecosystem while preparing for future disruptions. “As the C-suite becomes more specialized, HR leaders play a pivotal role in shaping executive teams that reflect both organizational needs and societal priorities like sustainability and diversity,” said SHRM CHRO Jim Link, SHRM-SCP. Key Insights: C-Suite Growth: Senior executive teams have increased by 160% from 1990 to 2023, with large organizations leading this trend. Emerging Roles: New positions like Chief Revenue Officer (CRO) and Chief Diversity Officer (CDivO) are gaining prominence, highlighting organizational priorities. Strategic Importance of CHROs: CHROs are now the seventh most common C-suite role, emphasizing the critical role of HR in driving organizational success. Actionable Steps for HR Leaders: Benchmark and Customize: Align your C-suite composition with industry norms and strategic needs. Navigate Role Evolution: Clarify and support the expanding responsibilities of CHROs and CDivOs. Use Vacancies Strategically: Reassess organizational priorities when filling open C-suite roles. Prepare for the Future: Stay attuned to trends in specialized roles to position your company as a leader in innovation and governance. The path forward requires HR leaders to strengthen existing leadership teams while anticipating future needs. By leveraging data and aligning strategies with organizational goals, HR can drive long-term resilience and agility. Link below for more information: https://lnkd.in/giwb_58j

🎉 Happy Holidays from the HRG Board! 🎉 As we wrap up an incredible year, we want to extend our heartfelt thanks to each and every one of you for making 2024 so special. Your support and dedication have been the driving force behind our success. ✨ Thank you for this great year! ✨ We're excited to continue this journey with you and can't wait to share more amazing things in 2025. Stay tuned for more updates, and let's make the upcoming year even more spectacular together! Wishing you all a joyous holiday season filled with happiness, warmth, and cheer. 🎄🎁

📊 Employee Well-Being: Progress and Challenges in 2024 📊 Despite ongoing burnout and financial stress, employees are feeling slightly better about their overall well-being compared to last year. The 2024 Workplace Wellness Survey by the Employee Benefit Research Institute (EBRI) and Greenwald Research reveals some key insights: Mental Well-Being: Concerns dropped to 5.5 out of 10, down from 5.8 in 2023. Financial Well-Being: Concerns decreased from 6.9 to 6.3 out of 10 between 2022 and 2024. Physical Well-Being: Concerns fell from 6.2 to 5.7 out of 10 over the same period. While these improvements are promising, financial health remains a significant issue. Half of the surveyed workers expressed moderate concern about their financial well-being, with many struggling with debt driven by everyday expenses like groceries, vehicle costs, and utilities. Signs of Improvement: Mental Health: Despite a 33% increase in mental health-related leaves of absence in 2023, there is a slight uptick in overall well-being scores. Employer Support: About 1 in 5 workers reported increased efforts from their employers to help manage their well-being. “Workers broadly agree that their employers have a responsibility to ensure employees are mentally, physically, and financially healthy,” said Jake Spiegel, research associate at EBRI. As HR professionals, let's continue to support our employees' well-being and address these challenges head-on. Together, we can create healthier and more supportive workplaces. Check out the link below for more information: https://lnkd.in/g4CyTi8E

🌨️ Navigating Inclement Weather Policies in the Era of Remote Work 🌨️ As remote work becomes more prevalent, clear inclement weather policies are essential to reduce workflow disruption and ensure wage and hour compliance. Key Considerations: Establish Clear Policies: Employers with brick-and-mortar facilities should create inclement weather policies to prevent confusion and reduce business disruption. Adapt for Remote Work: For remote employees, revise policies to address internet or power outages. Adopt Remote Work Policies: Even for full-time office workers, consider remote work policies for inclement weather days. Exempt vs. Nonexempt Employees: Exempt Employees: Must be paid for full days if the office closes, but can use PTO. If they work from home, they must be paid for the full day. Nonexempt Employees: Generally paid only for hours worked, but must be paid for any work done from home. Ensure systems are in place for accurate time tracking. Legal and Compliance: Be aware of state and local predictive scheduling and call-in laws. Ensure compliance with Fair Labor Standards Act (FLSA) rules for both exempt and nonexempt employees. Policy Crafting Tips: Define “inclement weather” based on geography. Prioritize employee safety. Plan for business closures, late openings, or staying open. Ensure employees have the necessary equipment to work remotely if needed. By planning ahead and implementing clear policies, HR leaders can ensure smooth operations and compliance during inclement weather. Link below for more information: https://lnkd.in/eZZTTa7d