Not a Member? Get access to HR news and resources that you can trust.
Here is how HR can help prevent the missteps that could cost your company big in court.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
The nature of work is being radically transformed, placing HR professionals front and center in guiding their organizations through a world of employee relations that previous generations would scarcely recognize, Henry G. “Hank” Jackson, president and CEO of the Society for Human Resource Management (SHRM), told attendees at the SHRM 2016 Annual Conference & Exposition in Washington, D.C.
"More voices are weighing in on issues like health care, wages and immigration—our issues,” Jackson said at the opening general session on June 19. “It takes HR expertise to meet today’s workplace challenges,” which is why “HR professionals—including SHRM-certified HR professionals—are driving business now."
Employers are up against new technology and changing employee needs, he noted, explaining that “They face intense global competition, and their entire business model can be overturned overnight, or their industry can be disrupted in just a few years by a new technology.”
That has forced organizations to make tough choices. “Many had to forgo long-term obligations like pensions. Some scaled back critical investments in workforce training and development. And yet in this environment, they’re fighting to find the right talent with the right skills for their organizations,” Jackson noted.
Workers also face challenges. “Thanks to technology, people can work from anywhere and work at any time of the day—for better or for worse. They face pressure to do more, do it faster and at higher skill levels. But so far, those higher expectations and productivity have not necessarily meant higher pay.”
Organizations and workers are also confronting:
“It’s time for a candid conversation about our evolving workplace, and no one is better qualified to lead that discussion than HR,” he said.
A 21st Century Vision
a vision for the 21st century workplace based on three core principles identified by SHRM and its affiliates:
“Employee benefits packages and talent strategies are about far more than simply putting policies on paper,” he said. “They’re about building a new employee-employer relationship that will work in your company and that will make people, businesses, society and even nations stronger. They’re about making the 21st century workplace work.”
But while cutting-edge organizations are leading the way in building innovative, competitive and equitable workplaces, “not everyone is on the same page,” Jackson cautioned.
recent overhaul of the U.S. overtime regulations,” he noted. “The spirit of the new rule is to boost incomes of hardworking employees who work overtime to help their businesses succeed. But the new standards the Department of Labor set are simply too much too fast and out of step with today’s work environment. Millions of workers may lose the professional exempt status they worked hard for. But more importantly, they may lose the flexibility that goes with it.”
Leaders in Washington and around the world “are developing policies like the overtime rule to try and strike a balance between the needs of companies and the people who work for them. They need our help and ideas because a cornerstone of the 21st century workplace will be getting this balance right,” Jackson said.
SHRM, he added, “will continue that work to ensure your voice is heard” on overtime and other compliance issues and will continue to provide HR professionals with the information they need to comply.
“Let’s lead the way on policies that make sense for today,” Jackson said. “Let’s take the relationship between employers and workers to the next level. Let’s make the 21st century workplace work.”
Stephen Miller, CEBS, is an online editor/manager for SHRM. Follow him on Twitter
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.
Your session has expired. Please log in again 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 3,200 companies