Are challenging HR leadership questions stressing you out? SHRM HR Knowledge Advisors answer questions from executives and senior HR leaders every day, providing them with much-needed resources and advice on topics such as artificial intelligence, leadership, talent trends, and more.
Below are a few real examples of questions that SHRM Members have asked advisors recently, along with some of the resources the advisors provided. The questions and answers have been edited for clarity, length, and style.
Q: I would like to get information and examples on building my executive brand within my organization and communicating with my more than 1,000 team members in an authentic way.
A: To build your executive brand and communicate authentically with your team, consider these key insights and resources:
Building Your Executive Brand
- Focus on defining your unique value proposition and consistently showcase it through your actions and communications.
- Leverage digital platforms to enhance your visibility and influence, ensuring your online presence aligns with your professional goals and values.
Communicating Authentically
- Emphasize empathy and active listening to foster genuine connections across diverse groups.
- Implement structured communication strategies to ensure consistent and transparent messaging across your organization.
- Engage in proactive communication to anticipate challenges and address them before they escalate, maintaining trust and credibility.
Building Strong Executive Relationships
- Develop strategic relationships with key stakeholders by understanding their priorities and communicating effectively.
- Tailor your communication style to resonate with executive audiences, focusing on clarity and strategic insights.
Q: I’m looking for resources and statistics that show the value of investing in learning and development. Specifically, I want to show how this investment positively impacts a company’s bottom line. Could you send to me or point me in the direction of compiled resources on the topic?
A: Learning and development (L&D) significantly impacts a company’s bottom line by boosting employee productivity, retention, innovation, and overall performance. Companies with robust L&D programs often experience higher profit margins and increased revenue per employee.
Key statistics to track include:
- Increased employee retention.
- Higher productivity.
- Improved job satisfaction.
- Profitability impact.
- Innovation enhancement.
It’s important to quantify the return on investment of training programs to justify budgets and align with business goals. This involves calculating the benefits of improved onboarding, reduced turnover, and fewer operational errors.
Customized L&D programs are crucial for attracting and retaining talent. Evaluating employee needs and offering tailored training can enhance satisfaction and retention.
It’s important to ensure the training is relevant, frequent, and engaging, while also aligning with company goals and recognizing employee progress.
Q: I want to establish my organization as an employer of choice. What initiatives, trends, and changes will increase the odds of this over the next two to five years?
A: To establish themselves as employers of choice, organizations should consider the following strategies, each linked to specific insights.
Creating a clear employment branding strategy involves understanding and promoting your company’s unique attributes and values. Conducting comprehensive internal and external research will help align the employer brand with the organizational identity.
A robust employee value proposition should highlight tangible and intangible benefits, such as career development and workplace flexibility, that align with employee needs and business goals.
You can effectively manage your employer brand through internal promotions and positive candidate experiences by leveraging employee testimonials and ensuring a smooth candidate journey.
Prioritize employee well-being by tailoring benefits based on feedback. Focus on comprehensive well-being programs and mental health support.
Use cultural adjustments to address drivers of employee turnover by improving communication and flexibility in the workplace, all without additional spending.
Q: Our board is looking for trusted materials on anti-racist inclusion and diversity (I&D) practices. Can you help me find resources?
A: Share with your board how U.S. businesses can restructure their workplaces to advance I&D to save $54.1 billion in absenteeism, $58.7 billion in lost productivity, and $171.9 billion in turnover.
Ensuring racial pay equity requires organizations to conduct thorough pay audits, address unconscious bias, and implement transparent compensation practices to eliminate racial disparities and promote fairness in the workplace.
Adopting clear anti-harassment policies and conducting regular training can prevent workplace discrimination and place emphasis on building an inclusive culture.
Q: What are the regulations around AI for job applicant screening and selection in each state?
A: Currently, two states (Maryland and Illinois), as well as New York City, have specific laws or provisions dealing with the use of AI during hiring.
A Colorado law will add requirements for developers of “high-risk” AI systems to “use reasonable care to avoid algorithmic discrimination” and to disclose information about the systems to regulators and the public when it takes effect in 2026.
Additionally, the Equal Employment Opportunity Commission provides guidance on assessing the adverse impact of AI used in employment selection under Title VII of the Civil Rights Act of 1964. It’s important to note that AI regulations are still evolving, and not all states have specific laws addressing AI in the workplace.
Learn more about SHRM HR Advisors and get access to SHRM Express Requests for more resources.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
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