Deena Eckroth, SPHR, SHRM-SCP

Check out TriNet's State of the Workplace 2024 report - some of the findings might surprise you. These unique insights from over 1,200 employers and employees cover pressing business issues like employee engagement, AI, benefits, work-life balance, and more. #TriNetResearchReport24

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Stepping into the shoes of your team members (literally, if possible) and actively participating in their processes can be incredibly enlightening. Always take the time to listen to your team—you never know what valuable insights you might discover. #Leadership #Teamwork #workplaceculture #innovation

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Nicely done Brianna Grimes, PHR, MBA & Christian Timol! Some highlights from my listen: Understand and use your company EAP! You got the HR horror story, we got the resources. 🤣 Don’t immediately react to situations which create/change policies. Give PuzzleHR first podcast a listen! 🧩

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Long-Term Onboarding: Beyond Day 1 Because it has become increasingly difficult to find qualified employees, a lot of focus has been put into onboarding programs. Companies spend a lot of money attracting and wooing candidates to apply, interview and ultimately to accept their job offer. However, if your company stops onboarding on Day 1, you are at risk of wasting all that time, effort & money on rapid turnover. Long-term onboarding refers to the process of integrating new employees into an organization over an extended period; typically, several months to the first year of employment. Unlike short-term onboarding, which focuses on immediate orientation to policies and procedures, long-term onboarding aims to foster deeper connections, understanding, and growth within the organization producing increased company loyalty and decreased employee turnover. Here’s how a long-term onboarding process might look: 1. Extended Training & Development: Rather than a brief orientation, new employees undergo ongoing training and development sessions tailored to their roles and career aspirations. 2. Regular Check-Ins and Feedback: Managers and mentors regularly meet with the new employees to provide feedback, assess progress, and address any challenges or concerns. 3. Integration into Company Culture: Focus on integrating them into the organization’s culture such as team-building activities, involvement in company events, and opportunities to collaborate with colleagues across different departments. 4. Career Path Planning: Rather than just focusing on the immediate role, consider employees’ long-term career goals with development plans that outline potential career paths within the organization and the steps needed to achieve them. 5. Building Relationships: Encourage new employees to build relationships not only with their immediate team members but also with colleagues throughout the organization to foster a sense of belonging and collaboration. 6. Evaluation and Adjustment: Feedback from both new hires and their managers helps refine the onboarding program to better meet the evolving needs of the organization and its employees. Ultimately, the goal of onboarding is to ensure that the new employee is equipped with the knowledge, skills, and resources they need to be successful in their role within the organization. Developing and implementing a well-designed onboarding program that provides new employees with the necessary information, support, and resources to succeed in their roles while also fostering a sense of belonging and purpose within the organization will pay dividends in your company’s success! If you need help developing a long-term onboarding program that’s right for your organization, contact Katie at www.KGroHR.com. 

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⏰ Just a Few Days Left—Don’t Miss Out on This Incredible HR Event! ⏰ Are you ready to elevate your HR leadership and drive meaningful change within your organization? There’s still time to register for Inland Empire SHRM (IE SHRM)'s in-person professional development and networking event: "Dynamic HR Leadership: Navigating Change and Inspiring Growth"—but hurry, registration is closing soon! 📅 Event Details: Date: Thursday, September 19th Time: 4:45 pm - 7:15 pm Location: FoundrSpace (Rancho Cucamonga) This dynamic event is your opportunity to learn from one of the best in the industry, Kenny Braxton, Director of Inclusion, Diversity & Talent Acquisition at HF Sinclair. Kenny will share his expertise on fostering inclusive work environments and leading change management efforts, giving you the tools and strategies needed to inspire HR growth and drive organizational success. 💡 Key Takeaways: Master advanced leadership skills for navigating organizational change. Motivate and inspire your HR team for sustained growth. Learn actionable strategies for effective change management. Build resilience and adaptability within your organization. 🗓️ Event Schedule: 4:45 pm: Check-In & Registration 5:00 pm: IE SHRM Membership Presentation 5:15 pm: Dynamic HR Leadership Program 6:15 pm: Networking Hour 7:15 pm: Conclusion This is more than just a leadership session—it’s an opportunity to connect with fellow HR professionals, share ideas, and expand your network. Whether you’re new to HR or a seasoned professional, this event will equip you with the skills to lead with confidence and navigate the complexities of change. Don’t wait! Time is running out to secure your spot. Register now and take the next step in your HR leadership journey! 🔗 https://lnkd.in/gDbvitgq #HRLeadership #ChangeManagement #HRGrowth #InlandEmpireSHRM #ProfessionalDevelopment #Networking #Inclusion #Diversity #TalentAcquisition

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My SHRM Certified #SHRMCP #SHRMSCP folks--Those needing to do annual CEUs--Anyone reading a business book (listed on their website CEO section) for SHRM credits? If yes, from which platform do you prefer to get your books? Anyone doing this with an electronic book? How many credits do you earn per reading? (Photo for visual interest--Not having my son read the books for me. 😁)

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DOL’s new overtime ruling for exempt employees will go into effect July 1. Attend this webinar to learn the details you need to know to ensure your business remains compliant. Register now. #OvertimeRuling

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Great career advice at any stage!

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If you work in the Staffing industry or employ contingent labor, and you would like to understand how safety and risk works in a joint-employer relationship, you must read this book. Scott L. Debow clearly describes the safety challenges that may arise in a joint employer relationship. He suggests how host and staffing employers can cooperatively work together to reduce risk and protect all employees including contingent workers. Friends in Staffing - order this book from ASSP today! Sorry the picture is a bit fuzzy.

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This is the way. SHRM is an elitist group, then have and the have nots. I will never have those letters. Taking a test and paying them to keep it doesn’t mean anything. What HR professionals need is a national board like the joint commission for hospitals that goes into offices and evaluates them based on criteria set by a governing body made up of scientists, academics, HR pros, and research. There are ways to improve our functionality and we need to open our profession up to real scrutiny. Are we doing what we say we do? Do we really care for employees? Are we in compliance? The rubber must meet the road. Enough of this “be kind” toxic positivity. Shine a light on our shadow and let’s get to work.

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Ready to prove yourself? The SHRM-CP and SHRM-SCP certifications measure the ability of an HR person to apply what they learned in the classroom in the office. See what we mean: https://shrm.co/xu31v4

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What are some situations where you might benefit from outsourced or fractional HR? Find out in this video! Learn more about Purple Ink llc's outsourced/fractional HR services here: https://loom.ly/BPXDqBw #PurpleInk #HR #FractionalHR #HRHelp #HRExperts #HRConsulting

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Why get bogged down in HR headaches when you can have a PEO do it all? From ensuring HR compliance to managing workplace risks, a PEO (professional employer organization) is like having your own HR superhero squad—without hiring more staff. Leaders can focus on big-picture growth like recruitment and leadership while the PEO handles the rest. Watch this short video to learn more. Or check the complete video series here: https://lnkd.in/eJfk3xDw. #PEO #HR #EmployementLaw #HRCompliance #EmploymentLaw

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Why get bogged down in HR headaches when you can have a PEO do it all? From ensuring HR compliance to managing workplace risks, a PEO (professional employer organization) is like having your own HR superhero squad—without hiring more staff. Leaders can focus on big-picture growth like recruitment and leadership while the PEO handles the rest. Watch this short video to learn more. Or check the complete video series here: https://lnkd.in/e8P3q-4z. #PEO #HR #EmployementLaw #HRCompliance #EmploymentLaw

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