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.
Audio: Mary Hough on the one skill that every HR professional needs to remain competitive in today’s HR environment.
The past few years have been ones of change for Science Applications International Corp. (SAIC) in Washington, D.C.. In September 2013, SAIC separated from its parent company, renamed Leidos Holdings Inc. Mary Hough coached the HR community at SAIC as it adopted a new way of working—a matrix model.
In this structure, an employee may be "home-roomed" in one functional area but deployed on projects elsewhere. "A matrix allows an organization to more efficiently allocate scarce or expensive talent by shifting resources to meet changing business needs," Hough says.
To equip her HR business partners for the new environment, she participated in SAIC's mentor-protégé program, which includes goal setting as well as one-on-one coaching and group sessions, and encouraged her colleagues to mentor early-career students at George Mason University's business school in Fairfax, Va.
"In 2015, SAIC is planning to build competencies in coaching within our HR team," Hough says. Her personal resolution? "Master the waltz!"
With SAIC's shift to a matrix model, building the depth and breadth of our core competencies is essential. For a competency such as program management, we have defined career levels—from entry to mastery—and we mapped the training, experiences, certifications and leadership attributes for each level.
Learn all you can about the business you support. Understanding business drivers, constraints and market challenges will make you a credible business partner.
In HR, we feel we've made a difference when our internal customers seek us out as thought leaders and business partners. I feel validated when I see leaders having meaningful development discussions or taking ownership of engagement scores.
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
SHRM Annual Conference & Exposition
SHRM’s HR Vendor Directory contains over 3,200 companies