Finally get that promotion? Get exclusive content, tips and tools to help you excel.
Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Penny Miller, SHRM-SCPVentureHRO LLC, Wichita Falls, Texas
In 2007, after 25 years working in HR as an Air Force officer and then as a director at a health care company, Miller founded VentureHRO. She offers virtually every HR service to clients with head counts ranging from three to more than 100 employees, though much of her work involves coaching supervisors and managers.
One client needed a recruitment plan, employment policies and an employee handbook. Once Miller completed those tasks, she implemented a leadership program for the firm’s supervisors.
That work had a huge impact on the company’s culture, Miller says. Communication improved, and supervisors learned how to deal effectively with their subordinates, colleagues and executives. Feedback was delivered more effectively, and managers were better able to put together goals for their employees and themselves.
One of the frustrations of working independently is that you don’t always get to see the results of your efforts, she says. Or you must watch as a client neglects to implement the programs you’ve designed. On top of that, it takes a lot of time to drum up new business.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies