Although they are legally separate organizations with different governing boards, SHRM and the HR Certification Institute have been closely intertwined since the 1970s.
The Society for Human Resource Management roared headlong into the certification competition late this spring, leaving the distinct impression that the organization intends to spin HRCI and its cadre of certification letters into irrelevance.
How do I demonstrate the development impact of coaching on our leaders?
— Weights and Measures, health care, Florence, South Carolina
Leaders often focus on what’s expedient and a lower upfront money and time investment, as opposed to what method will most effectively address challenging learning problems.
Our executives have told us they want everyone here to “think like a leader.” The thrust is to get people to take ownership and hopefully boost engagement/morale and make us generally more productive and a better place to work. We have good leadership programs in place but have never applied a leadership model across the entire organization. Although this sounds like a great idea in theory, how do we put it into practice? Where do we start and what steps do we follow?
— Aiming to Please, distribution, Gaithersburg, Maryland
I am searching for examples of measures that can show the “mission impact” of training for employees that provide administrative support. As an example, if the training is for finance managers at an organization that focuses on biomedical research, what metrics would likely demonstrate how the training received affects the organization’s research?
— Mission Impossible or Not, Raleigh, North Carolina