One of my favorite organizations for keeping on top of current events and practices about human resources is the Society for Human Resource Management. It isn’t the only place where great information about the field of HR is stored, but it surely ranks in the top five for me. It also ranks highly with me for another more personal reason.
For (nearly) the past three years, I have been involved with a special group of people. This group is called the SHRM Workforce Planning HR Standards Committee. I serve as a taskforce member in this group, which comprises dozens of other HR volunteers. When I was approached by SHRM about serving on this committee I honestly wasn’t sure the time commitment was going to be possible, but given the number and sincerity of the people involved as well as their willingness to give of their time and expertise, it has been a volunteer effort that I’ve been able to fold into my work life. This is not a shameless plug for me or my associates involved with the committee. I’m writing this post out of admiration for the way the Society for Human Resource Management keeps the course for its progressive pursuit of HR excellence.
I’ve been a member of the national SHRM organization for years and have readily used the resources provided through my membership and have been pleased with the quality of the content. What I didn’t realize until three years ago is that SHRM relies upon its members to help develop some of the content in the form of best practices and standards. It’s an honor to be included in this group, which is assembled to enhance, re-evaluate, and recommend changes to the current HR Standards currently advised by the Society of Human Resource Management. I view participation by this assembled group of HR professionals as an opportunity to have a say in the best practices that are disseminated to HR professionals from around the world. The fact that SHRM serves as the conduit and advisor — but not the decision-maker — on determining what standards and best practices should be used is the right role for SHRM to take. Decisions on crafting best practices should be left in the hands of those individuals who will reap the most benefit, namely HR pros.
One of the initiatives that my group was tasked to develop was a cost-to-hire standard that can be used and understood by any HR practitioner, regardless of the individual’s experience level. This document was a pretty big undertaking, and it underwent many revisions and edits before finally being polished to shine with the quality of a finely tooled product. The information in this document provides beneficial information to help inform recruiters, hiring managers, and heads of HR about what it actually costs to hire job candidates; further, it goes on to describe the various costs associated with different recruiting options (i.e., referral vs. job board vs. internal transfer vs. direct sourcing vs. third-party recruiter). This document is available now at SHRM.org. Please stay tuned, as there will be other HR standards coming in the future.
I want to applaud SHRM and the many professionals who support this organization for never settling, for never compromising, and, most importantly, for never giving up on the field of human resources as a legitimate, value-based profession.
Cyndy Trivella has multiple years of media planning, employment branding, and human resource communications strategy experience at a management level from both the media and agency sides. She has managed the human resource communications function for many clients including the IRS, Applebee’s, Merrill Lynch, GE Capital, Corning, Colgate Palmolive, Helzberg Diamonds, PriceWaterhouseCoopers, Lowe’s, LensCrafters, and Home Depot. You can connect with Cyndy here, here, and here.
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