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Live Payroll Processing Experience in Chandigarh – SBMC School of Human Resource If you are looking to gain hands-on experience in live payroll processing in Chandigarh , SBMC School of Human Resource  is your ideal destination. At SBMC, we specialize in providing practical, industry-oriented HR and payroll training  that equips students and professionals with real-world skills to manage payroll efficiently and confidently. Why Choose SBMC for Payroll Training in Chandigarh? 1. Practical, Hands-On Training Our payroll programs focus on live payroll processing , giving you direct experience with tools, software, and processes used in modern organizations. You’ll learn to handle salary calculations, deductions, compliance, PF/ESI, TDS, and payroll reporting  in real-time scenarios. 2. Experienced Industry Experts SBMC trainers are seasoned HR and payroll professionals  with years of experience across industries. They provide insights into real-world challenges, best practices , and effective solutions in payroll management. 3. Comprehensive Payroll Curriculum Our course covers: End-to-end payroll processing Payroll compliance under Indian labor laws Salary structuring and benefits administration PF, ESI, Gratuity, and TDS management Payroll software training for popular HRMS tools 4. Award-Winning, Practical-Oriented Program SBMC’s HR and payroll training programs are recognized nationally  for their high success rate , practical orientation, and focus on employability and placement . 5. Career & Placement Assistance SBMC provides placement support , helping candidates secure payroll and HR roles in top companies. Our resume building, interview preparation, and industry networking  ensures a smooth transition from training to employment. 6. Live Projects & Real-World Exposure Through live payroll projects , case studies, and simulation exercises, learners gain the confidence to handle end-to-end payroll operations  independently in professional environments. Key Advantages of SBMC Payroll Training Learn live payroll processing  under expert supervision Gain knowledge of Indian labor laws and compliance Work on real HRMS software platforms Acquire practical skills for immediate employability Get placement support and career guidance Access globally recognized HR certifications  for career growth Unlock Your Payroll Career with SBMC If you want practical payroll experience in Chandigarh , SBMC School of Human Resource is your gateway to becoming a confident, job-ready HR professional . Join our hands-on payroll programs  today and step into a successful career managing payroll for organizations of all sizes.

SBMC School of Human Resource – Leading HR Training & Certification Institute in India At SBMC School of Human Resource , we are committed to shaping the next generation of HR leaders by providing award-winning, practical, and industry-oriented HR training programs . With years of expertise in human resource management, corporate training, payroll, recruitment, and HR certification guidance, SBMC has emerged as one of the top HR institutes in India . We specialize in globally recognized HR certifications  including CPHR, SHRM-CP, SHRM-SCP, SPHR, SPHRi , and offer practical training programs that prepare professionals to succeed in real-world HR roles. Why Choose SBMC for HR Training & Certification? 1. Industry-Expert Trainers Our trainers are seasoned HR professionals with hands-on experience  across multiple industries. They bring real-world knowledge, live case studies, and practical insights  into the classroom, ensuring that learners gain actionable skills. 2. Award-Winning Programs SBMC’s HR training programs are recognized for their high-quality curriculum, practical orientation, and student success rate . Our courses are designed to ensure that candidates are industry-ready and confident  to excel in HR roles. 3. High Job Placement Success We provide placement assistance  for HR-certified professionals. Our strong industry connections and recruitment network help students secure positions in top organizations across India, enhancing their career growth and salary potential . 4. Practical Learning & Live Projects Our programs emphasize practical application , including live projects, role plays, HR simulations, and real case studies . This hands-on approach ensures learners are prepared for the challenges of modern HR roles. 5. Flexible Learning Options SBMC offers both online and offline training  to accommodate working professionals and freshers alike. Our courses are designed to fit into your schedule without compromising on the quality of learning . 6. Global Recognition & Certification Support We guide learners in achieving internationally recognized certifications  like CPHR, SHRM-SCP, SPHR, and SPHRi , which give professionals a competitive edge  in the global HR job market. Top HR Certification Courses Offered at SBMC CPHR (Certified Professional in Human Resources)  – For professionals seeking international recognition and career growth. SHRM-CP / SHRM-SCP  – For operational and strategic HR roles, demonstrating global HR expertise. SPHR / SPHRi  – Senior-level HR certifications focusing on strategic HR management and leadership. Certified HR Analytics Professional (CHRAP)  – For HR professionals using data-driven insights for decision-making. Certified Total Rewards Professional  – Specialized training in compensation, benefits, and employee rewards. Key Benefits of Choosing SBMC Enhanced Career Opportunities  – Access top HR positions and higher-paying roles. Industry-Relevant Skills  – Learn modern HR practices, talent management strategies, and compliance essentials. Practical Orientation  – Work on live projects, simulations, and real HR scenarios. Experienced Trainers  – Learn from professionals with decades of HR experience. Global Certification Guidance  – Prepare for CPHR, SHRM, SPHR, and other recognized certifications. Placement & Career Support  – Resume building, interview coaching, and recruitment assistance. Unlock Your HR Career Potential with SBMC Whether you are a fresh HR graduate , a working professional , or a senior HR leader , SBMC provides tailored training programs to help you excel in HR, gain global certifications, and achieve your career goals . Join SBMC School of Human Resource today and become a part of India’s leading HR learning community , trusted by thousands of HR professionals for practical, results-driven, and globally recognized HR training .

How to Get Placement Assistance After HR Certification in India – SBMC School of Human Resource Earning an HR certification  like CPHR, SHRM-CP, SHRM-SCP, SPHR, or CHRAP  is a significant step toward advancing your HR career. However, the next critical step is securing the right job  where you can apply your skills effectively. SBMC School of Human Resource , a leading HR training institute in India, offers dedicated placement assistance  to help certified HR professionals land top roles in the industry. Why Placement Assistance is Important After HR Certification While HR certifications validate your skills and knowledge, competitive job markets  require additional support to connect with employers. Placement assistance ensures that your resume reaches the right HR managers , your interview skills are polished , and you are matched with companies  that align with your career goals. SBMC’s Placement Assistance Services At SBMC School of Human Resource , we go beyond just training. Our placement assistance is comprehensive and practical , designed to help HR professionals launch or accelerate their careers. Key services include: Resume Development & Profiling Create a professional, keyword-optimized HR resume. Highlight HR certifications, practical experience, and skills for maximum impact. Interview Preparation & Mock Sessions Conduct mock interviews , group discussions, and scenario-based assessments. Prepare candidates for real-world HR interview questions , including behavioral and competency-based assessments. Job Matching & Employer Connections Leverage SBMC’s extensive HR network and corporate partnerships . Connect certified professionals with reputed organizations across India , including multinational corporations. Career Counseling & Guidance Personalized career guidance based on your strengths, certifications, and career goals . Help candidates identify senior HR roles, talent acquisition, payroll, and HR analytics opportunities . Access to Exclusive Job Portals & HR Recruiters Candidates get access to SBMC’s network of recruiters and corporate clients  actively hiring certified HR professionals. Benefits of Choosing SBMC for Placement Assistance High Job Placement Success Rate:  Many SBMC alumni secure senior HR roles and leadership positions  shortly after certification. Industry-Relevant Guidance:  Trainers are experienced HR industry experts  who provide real-world insights. Practical Exposure:  Work on live HR projects  during training to strengthen your resume. Nationwide Opportunities:  Placement support is not limited to one city—candidates are connected to top organizations across India . How to Maximize Placement Assistance After HR Certification Complete Your Certification with Practical Knowledge:  Employers value candidates with hands-on skills and live project experience . Engage in Networking:  Use SBMC’s alumni network and professional connections  to explore opportunities. Seek Career Counseling:  Take advantage of career mentoring  to identify roles that match your HR competencies. Prepare for Interviews:  Practice HR scenarios, competency-based questions, and case studies provided by SBMC. Conclusion For HR professionals in India, earning a globally recognized HR certification  is just the first step. SBMC School of Human Resource  ensures that certified professionals receive comprehensive placement assistance , practical guidance, and industry exposure to secure rewarding careers in HR. Take the next step in your HR career with SBMC , and let our expert team guide you from certification to a high-paying, leadership-oriented HR role .

SHRM-SCP Certification Courses in Chandigarh – SBMC School of Human Resource If you are looking to advance your HR career in Chandigarh, earning a SHRM-SCP (Senior Certified Professional)  certification is a strategic step. SBMC School of Human Resource, a leading HR training institute in Chandigarh , offers comprehensive, practical, and industry-oriented SHRM-SCP courses designed for HR leaders and professionals aspiring to senior management roles. Why Choose SBMC School of Human Resource for SHRM-SCP in Chandigarh? Award-Winning HR Training Programs:  SBMC is recognized for delivering high-quality HR certification courses with hands-on learning  and practical workshops . Expert Industry Trainers:  Our trainers are experienced HR professionals and industry experts  who provide real-world insights. High Success Rate:  Students from SBMC have achieved remarkable pass rates  in SHRM-SCP certification exams and secured top HR roles. Practical Learning & Live Projects:  Our courses emphasize case studies, role-plays, and live HR projects , ensuring you gain actionable skills. Flexible Learning Options:  Attend on-site, online, or hybrid classes  designed for working professionals in Chandigarh. Career Support:  We provide resume development, interview preparation, and placement guidance  for SHRM-certified professionals. About SHRM-SCP Certification The SHRM-SCP (Senior Certified Professional)  is a globally recognized credential for senior HR professionals. It validates your ability to develop and lead HR strategies that align with organizational goals. SHRM-SCP certification is ideal for HR leaders in strategic planning, talent management, employee engagement, and organizational development . Benefits of SHRM-SCP Certification Global Recognition:  Opens doors to senior HR roles in India and internationally. Enhanced Career Opportunities:  Positions you for leadership and strategic HR roles  with higher salary potential. Updated HR Knowledge:  Learn the latest HR trends, legal compliance, and best practices. Professional Credibility:  Demonstrates expertise and strategic HR competency  to employers. Enroll in SHRM-SCP Certification in Chandigarh SBMC School of Human Resource offers specialized SHRM-SCP training in Chandigarh  tailored to meet exam requirements and industry standards. Our programs are highly practical, result-driven, and focused on career advancement , making SBMC the top choice for HR certification courses in Chandigarh . Take the next step in your HR career with SBMC Chandigarh , and join hundreds of professionals who have successfully earned their SHRM-SCP certification with our guidance.

Top HR Certification Courses in India SBMC School of Human Resource Offers a wide range of HR certification and training programs. Approved courses for CPHR , including HR Generalist, HR Analytics, Total Rewards, Strategic HR, and more. Provides training for SHRM‑CP / SHRM‑SCP, SPHR, and global HR certifications . Uses the SHRM Body of Competency & Knowledge (BoCK)  framework. SHRM‑CP / SHRM‑SCP Globally recognized certifications from the Society for Human Resource Management. SHRM‑CP is for operational HR roles, while SHRM‑SCP is for strategic and leadership HR positions. IIHR Certified Human Resources Professional (CHRP) Offered by the International Institute of Human Resources (IIHR) in India. Combines self-learning, online classes, and on-the-job training. Executive Programme in Human Resource Management (IIM Calcutta) High-level certificate program focusing on strategic HR, leadership, and business alignment. Offered by a top-tier Indian management institute. PG Certificate in Human Resource Management (XLRI Jamshedpur) Deep dive into HR theory, strategy, and analytics. Ideal for professionals looking to move into senior HR roles. PHRi / aPHRi (HRCI) International certifications from the HR Certification Institute (HRCI). Useful for understanding global HR practices and compliance. www.sbmc.co.in

At SBMC School of Human Resource , we believe in empowering HR professionals with practical, industry-driven training  that transforms their careers. Our award-winning HR Generalist Practical Training Program  is designed for individuals who aspire to excel in all aspects of human resource management—from recruitment and payroll to employee engagement, compliance, and strategic HR practices. Why Choose SBMC for HR Generalist Training? SBMC has been a pioneer in HR training, corporate consulting, and professional development  since 2004. Our programs are carefully designed to ensure students gain hands-on experience  while building globally recognized HR knowledge. Here’s why our HR Generalist program stands out: Practical-Oriented Learning:  Focus on real-world HR scenarios, live projects, and case studies. Expert Trainers:  Learn from industry experts with extensive HR experience  across multiple sectors. Award-Winning Curriculum:  Recognized nationally for excellence in HR education. High Success Rate:  Our students achieve outstanding results in CPHR, SHRM, SPHR, and global HR certifications . Career-Focused Training:  Resume guidance, interview preparation, and career counseling to ensure job-ready HR professionals . Key Features of the HR Generalist Practical Training Program 1. Comprehensive HR Knowledge Our program covers all core HR functions, including: Talent Acquisition & Recruitment Strategies Employee Engagement & Retention Performance Management & Appraisals Payroll Management & Compliance HR Analytics & Workforce Planning Learning & Development HR Policies and Labor Laws 2. Hands-On Training with Live Projects Students work on real-time HR projects , gaining experience in: Conducting recruitment drives Designing performance appraisal systems Managing employee engagement programs Implementing HR analytics for data-driven decision-making Payroll processing and compliance audits 3. Certification and Career Advantages SBMC prepares students to excel in internationally recognized certifications  such as: CPHR (Certified Professional in Human Resources) SHRM-CP / SHRM-SCP (Society for Human Resource Management) SPHR / SPHRi (Senior Professional in Human Resources) Certified HR Analytics Professional (CHRAP) Completing this program enhances your career prospects, global recognition, and employability  while preparing you for leadership roles in HR. 4. Personalized Mentorship and Guidance Our trainers provide one-on-one mentorship , helping you understand complex HR concepts, prepare for certification exams, and develop skills required to handle practical workplace challenges effectively . 5. High Employability and Job-Ready Skills With a practical-oriented curriculum , our students gain the confidence and experience required to secure top HR roles  across industries. Our alumni consistently report higher placement rates, better salary packages, and faster career growth . Benefits of Choosing SBMC School of Human Resource Award-Winning HR Programs:  National recognition for quality training. Practical Learning Approach:  Real projects, case studies, and hands-on experience. Expert Trainers:  Learn from seasoned HR professionals and industry experts. High Success Rate in Certifications:  Extensive support for CPHR, SHRM, SPHR, and global HR certifications. Career Growth & Job Opportunities:  Dedicated career services, resume building, and interview preparation. Industry-Relevant Curriculum:  Curriculum designed to meet global HR standards and industry requirements. Unlock Your HR Career Potential with SBMC The HR Generalist Practical Training Program at SBMC  is your gateway to becoming a competent, certified, and highly employable HR professional . Whether you are a fresh graduate, an aspiring HR manager, or a working professional looking to enhance your HR skills, our program equips you with the tools, knowledge, and confidence to succeed in today’s competitive HR landscape. Take the next step in your HR career with SBMC School of Human Resource  and join the growing network of HR professionals who have benefited from our award-winning training, practical learning approach, and high success rates in certifications and job placements .

For a career in human resources or recruitment, check out these certifications. HR professionals have a wide range of responsibilities, and there are different ranks of HR employees. If you want to move up in the ranks of the HR department, an HR certification may be the key. HR certification is an ideal way for employers to gauge employee performance and dedication to keeping up with HR trends. Employers may also offer higher pay and higher employee ranking to those with an HR certification. When deciding to earn an HR certification, understand the different types of certification options as well as the advantages and disadvantages of each type of HR certification. There is a broad range of responsibilities that fall to HR professionals. The right certification can help you rise in the ranks. Many of us think of HR as the people in charge of filling open positions within an organization, but it's much more than that. Talent acquisition is just one aspect; many HR professionals are also tasked with employee onboarding and training, gauging performance, administration of employee compensation and benefits, and higher-level policy and strategy development. These responsibilities are integral to the success of an organization, and achieving a respected certification helps you prove you've got the chops to handle the job. Benefits of HR certification Earning an HR certification is an ideal way to show professional achievements, which may also help with career advancements. HR certification provides many benefits for both employees and employers: Employee benefits HR certification provides employee dedication to their HR career as well as their interest in staying updated with the latest trends. Certification provides a perception of competency, qualifications and that the person is capable of performing at a higher level. HR certification helps with group decision-making among peers because the certified employee's feedback may be given more consideration. Employees with HR certification are often considered for better opportunities, higher salary and company advancements. Employer benefits Certification allows for easier selection when finding qualified candidates for an HR position. HR certification can help organizations determine whether an employee can perform at an acceptable level within their position. Certifications encourage employees to perform in a better way with skills that are up to date. Top 5 certifications, by the numbers The following table lists top HR and talent acquisition certifications and the number of open positions on a single day that call for the certification specifically or experience with the subject matter. This isn't a scientific analysis in which every job description is examined, just an overall glance at search numbers. Job site search results CertificationSimply HiredLinkedIn JobsTotalCertified Professional in Learning and Performance (CPLP)128142270Professional in Human Resources (PHR)2,8652,1244,989Senior Professional in Human Resources (SPHR)2,0031,6493,652SHRM Certified Professional (SHRM-CP)1,0801,2402,320SHRM Senior Certified Professional (SHRM-SCP)7448251,569The following sections provide details of the top HR and talent acquisition certifications according to job site searches as well as other certifications that didn't make the top five but are still noteworthy. Certified Professional in Learning and Performance (CPLP) The Association for Talent Development (ATD), formerly the American Society for Training & Development, claims to be the world's largest association geared toward the training and development profession. ATD offers the CPLP and the newer Associate Professional in Talent Development (APTD) credentials. To qualify for the CPLP, you must have four to five years of work experience, depending on your level of education. CPLP certification requires you to pass a knowledge exam and a skills application exam. ATD members pay a $900 registration fee; the nonmember cost is $1,250. See the CPLP Candidate Handbook for complete details. Professional in Human Resources (PHR) The PHR, offered by the HR Certification Institute (HRCI), aims at those responsible for HR management and program implementation while ensuring adherence to applicable U.S. laws and regulations. The three-hour PHR exam, available through Prometric, covers workforce planning and employment, employee and labor relations, compensation and benefits, HR development, business management and strategy, and risk management. You must have at least one year of professional HR experience with a master's degree, two years of experience with a bachelor's degree, or four years with a high school diploma. The single exam costs $395 plus a $100 application fee, and the certification is valid for three years. Senior Professional in Human Resources (SPHR) Another HRCI certification, the SPHR, covers many of the same topics as the PHR, but with a focus on strategy and policymaking. The experience requirements are more stringent: Candidates must have at least four years of professional HR experience and a master's degree, or increasing levels of experience with a bachelor's degree or high school diploma. As with the PHR, candidates must pay a $100 application fee and $395 for the exam. SHRM Certified Professional (SHRM-CP) The Society for Human Resource Management, or SHRM, is a member-based organization that offers two competency-based certifications: the SHRM-CP and the SHRM-SCP, which is covered in the next section. In addition to usual HR tasks, a SHRM-CP must understand policy implementation and strategy and service delivery. The SHRM-CP has specific work/education requirements, starting with three or four years of experience for those with less than a bachelor's degree. (See the SHRM-CP page for details.) The four-hour exam has 160 questions, which include a mix of knowledge items and situational judgment items. The exam is available during two annual windows of time – spring and winter – and SHRM members pay $300 (the nonmember price is $400). Senior SHRM Certified Professional (SHRM-SCP) The SHRM-SCP recognizes HR professionals with advanced knowledge of HR strategy, particularly how those strategies meet organizational goals. An SHRM-SCP acts as an HR lead and is experienced in dealing with employee performance metrics and alignment with key performance indicators (KPIs). Work/education requirements for the SHRM-SCP start with six or seven years of experience for those with less than a bachelor's degree. The rest of the details, such as exam length, number of questions and cost, are the same as for the SHRM-CP. What else? AIRS offers the Certified Internet Recruiter (CIR), the organization's most widely recognized talent acquisition credential, and a number of other certifications, including the Advanced Certified Internet Recruiter (ACIR) and the Professional Recruiter Certification (PRC). Some other sources of HR and talent acquisition certifications are the Talent Management Institute, the National Association for Health Care Recruitment and the National Association of Personnel Services. Even LinkedIn has its own credential, the LinkedIn Certified Professional – Recruiter. It hasn't gained a lot of traction on job search sites yet (even LinkedIn Jobs), but that may be due in part to its lack of a unique abbreviation. If you use the LinkedIn Recruiter tool a lot, keep your eye on this one.

With the “Great Resignation”, the “Great Reshuffle”, and millions of workers moving to remote and hybrid environments, HR teams continue to manage the complexities of 2021. This disruption differed from previous labor market changes. According to a recent McKinsey article and research report, 36 percent of workers who quit in the past six months did not have a new job offer in hand. The report linked these departures to the massive supply of jobs, and a likely underestimation from employers about how difficult the pandemic continues to be for millions of workers. To attract and retain talent and build an adaptable culture, HR department leaders will look to expand learning and development to stay competitive in the year ahead. They’ll need to involve senior leadership to strategically offer upskilling, reskilling, and a focus on soft skills to prepare their companies for success in a changing world. Upskilling and the Great Resignation There’s a training gap within corporate America between the amount spent on training and employees’ usage and satisfaction with that training. In 2020, U.S. corporations spent an estimated $165 billion on learning and development. However, according to a Harvard Business Review report, 70 percent of employees said they are not taught skills they need to perform their job. This, of course, doesn’t mean training isn’t necessary, it means it needs to be more intelligent and targeted because the capital investment in it is not producing impactful results. Companies need training and upskilling to provide workers new opportunities, advance their careers internally, and combat the effects of the Great Resignation. Upskilling can also help employees perform their current jobs more efficiently and with greater satisfaction. To achieve these goals, companies need advanced learning platforms that leverage video instruction and are customized to the needs of different teams or business units. Online learning and the anytime access it offers can be the best way to transition away from management and employees focusing on training completion to individual empowerment and business improvements. Companies should also offer a wider range of courses, from a broad selection of business, communications, and soft skills to a more specific curriculum on everything from accounting, analytics, and coding. Continual Learning and Reskilling In 2022, we’ll see a growing emphasis on eLearning, upskilling, and reskilling. Companies should encourage their workers to engage in continual learning, even if that means they lose some top performers to other jobs. With continual learning in place, there’s a greater chance the employee will become more embedded and use the expanded education and training to access new opportunities and positions within the organization. And, as employees remain longer with their companies, their experience and performance levels will increase, which brings value to the brand, improves customer relationship management, and drives growth. As demand for reskilling and upskilling grows, HR departments will need to increase their related efforts in parallel. They need to manage various qualifications, skill sets, and processes throughout the organization to identify gaps and weaknesses, and push new training agendas and platforms forward. HR teams need to understand when and where situations call for upskilling (often in cases where automation or other factors won’t eliminate the job), or when reskilling is necessary to move a valuable employee into a new role. Doing this well requires HR leadership to share data transparently on employee skill sets, spot adjacent complementary skills that might otherwise remain hidden, and allow for broader, more flexible career pathways. This kind of fluid, proactive approach can better encourage employees’ adaptation to changing market and business needs and inspire them to seek out and embrace new skills development. Soft Skills Remain Vital The changing definition of “work”, including remote jobs and flexible career paths, reinforces the need to improve soft skills. Recruiters and hiring managers are well aware of the erosion of soft skills caused by consistently shifting workforce models, courtesy of the pandemic. In a post-pandemic world of digital transformation, collaboration, and virtual connections, it will be vital for workers to sharpen their interpersonal communication, collaboration, and empathy skill sets. Automation is also driving away many process-based and hard-skill tasks that can be performed with greater accuracy and scale when automated. Soft skills encourage workers to collaborate with others and better navigate changes in both the workplace (shifting to remote work) and within an industry. At the same time, HR teams will need to examine their company cultures to identify what they consider as the most desirable employee attributes and if certain skills are more relevant to specific areas or departments. Whether that’s agility, empathy, relationship building, communication, emotional intelligence, or a blending of various other skills, HR can then pair the desired soft skills with the appropriate learning and development program. Soft skills training offers a host of benefits. It builds adaptability and resiliency in challenging conditions, which is a characteristic strength of companies that survived and even thrived in the pandemic. Active listening is another soft skill that enables workers to improve communication with each other and with customers. By stressing active listening skills across a company, communication is more effective, and productivity improves across the board. HR teams should encourage active listening training for all employees, especially leadership who might be struggling with the Great Resignation. These leaders need to engage their active listening skills to understand employees’ unfilled needs, so they have the context to make sustainable changes that improve retention and growth. Improved communication skills help every facet of the organization, especially with the rapid expansion of remote work. Effective communication avoids productivity-killing confusion, gives workers purpose and direction, and creates a positive, healthier trust-based culture. The learning and development trends for 2022 and beyond correlate to broader workplace changes, including remote work, greater flexibility, reassessment of the meaning of work, and the need for a more collaborative employer/employee dynamic. Leadership needs to push forward with the kinds of strategic skills development and training that helps their workers embrace where they are, engage and succeed going forward, and drive long-term, bottom-line success.

As we continue to move through the Covid-19 global pandemic, the leadership skills practiced by senior executives have had to change and evolve. The ability to effectively navigate uncertainty has become paramount. Great leaders have been able to reimagine their work and have found new ways to motivate, engage, and inspire their employees. Despite all these adaptations, none have been more important than the ability to show empathy and compassion for employees. Compassion is about impacting people through communication, social awareness, and what I call “relational intelligence.” Relational intelligence is the ability to successfully connect with people and build strong, long-lasting relationships. When put into practice, it enables leaders to effectively engage and interact with people from different backgrounds, cultures, and experiences. It helps managers understand and appreciate the different interests, values, and beliefs of their people. It creates cultures where employees gain empathy for, and an understanding of, people who are different from one another. Relational intelligence is more than just possessing good social skills or EQ. EQ is about having the self-awareness to understand one’s emotions, the emotions of others, and knowing how to effectively manage emotions. EQ plays a role in understanding other people, but it is not the only factor when it comes to building successful relationships. Relational intelligence is also more than being charismatic, extroverted and outgoing, or being politically savvy. It is not a personality trait or disposition. It is not something that you are born with. Relational intelligence is a set of skills that anyone can learn, develop, and refine over time. There are five essential skills that make up relational intelligence. These skills build upon one another as you become more involved with other people and form lasting relationships. 1. Establishing Rapport: Establishing rapport allows people to create an initial connection. It sets the stage for two people to develop an affinity and appreciation for each other. It can be instantaneous or developed over a short period of time. It’s based on two critical factors – enjoyable interactions and personal connections. There are various factors at play when establishing rapport with people. Some of these include: the choice of words you use, perceptions of different types of people, non-verbal cues and body language, your own self-perceptions, the use of humor, and unconscious biases. Relationally intelligent people who are skilled at establishing rapport know how to make others feel important and understood. 2. Understanding Others: Building strong relationships is a process. It doesn’t happen overnight. You must invest time, energy, and commitment to make a relationship grow. Understanding others is critical to relational intelligence because it allows leaders to identify the things that are most important to others. The foundation of understanding others comes from a strong sense of self-awareness and EQ. Active listening also plays an enormous role in how you build relationships with people. It is an acquired skill. It is about being curious and inquisitive. You have to ask questions and draw information out from others. Relationally intelligent leaders know how to ask deep probing questions. They show empathy and relatability. They are intentional about putting in time and effort to learn about others. They know that understanding others is a continuous process that takes place over time. 3. Embracing Individual Differences: Our differences are what make each of us unique. Leaders who are experienced at accepting peoples’ differences possess higher levels of social skills and are more effective communicators. You cannot build sustainable, long-term relationships without this skill. Embracing individual differences ties directly into diversity, equity, and inclusion. It is about embracing diversity of thought. It means being mindful about individual differences including age, gender, race, ethnicity, sexual orientation, religious beliefs, education, and culture. Relationally, intelligent people are tolerant. They have a favorable attitude towards people who are different from them. They create environments of psychological safety where people can be vulnerable with one another. If you truly want your relationships to thrive, sharing your vulnerabilities is a critical driving factor for intimate connection. 4. Developing Trust: Trust is the most critical part of relational intelligence. It starts with acknowledging and accepting who you are as a person. Have you done the work to truly understand yourself? What motivates you? What makes you tick? What inspires you? Where do you get your energy and passion from? Once you get truthful with yourself, you can be truthful with others. Developing trust is about honesty, integrity and showing up consistently for people. It’s about honoring your commitments and possessing good character traits. It’s also about being open and transparent. Relationally, intelligent leaders understand the concept of reciprocity. They continually make deposits into “the bank account of trust.” This involves taking risks and exposing yourself to the actions and behavior of others. When trust is damaged or destroyed, relationships end. 5. Cultivating Influence: Trust opens the door for influence. Cultivating influence is about having a positive and meaningful impact on others. At the core, relationships are meant to enhance the quality of our lives. When you build relationships deeply enough, you help others develop and grow. Relationally, intelligent people understand that cultivating influence is directly tied to strong leadership. The heart and soul of effective leadership is about the influence and impact that you have on others. It is not about manipulating or using people to achieve your desired outcomes. It is not about being self-centered or narcissistic. Cultivating influence can only happen when relationships are built on a solid and stable foundation. When put into action, relationally intelligent leaders build strong cultures of engagement. Their people have higher levels of job satisfaction. Employees become committed to demonstrating behaviors that promote the growth of their organizations. So, why does relational intelligence matter now? It matters because we are coming out of a global pandemic, where people have been mostly isolated and alone. Leaders and their employees have become accustomed to working remotely and living through video conferences and calls. We have lost the art of human face-to-face connection that is so desperately needed for relationships to flourish. Relational intelligence is also important given the social justice challenges that took place in 2020. Diversity, equity, and inclusion is not just a fad. It is here to stay. Relationally intelligent leaders embrace people no matter where they come from; no matter what their backgrounds, customs, or beliefs are. Lastly, relational intelligence is important today because it is about authenticity. Authentic leaders are servant leaders. They show up for their employees. They believe that the growth and development of people is the highest calling of leadership.

There are so many out there, we’re sharing 10 of our favorite sources for HR articles. Check out these 10 sites that we have bookmarked! 1. Evil HR Lady: Evil HR Lady posts articles featuring her thoughts and musings on HR issues, often with real life examples, and also answers questions from and provides advice to HR professionals and people seeking guidance in dealing with their HR department. At SpriggHR, we believe goal setting is key to employee engagement and organizations achieving their goals, so we love this blog post that helps break down the key steps in helping employees write meaningful goals. 2. The HR Gazette: The HR Gazette’s easy to read format and pulse on the latest HR issues is fantastic and free for HR professionals. Looking for news and opinion on employment law, recruitment, learning, strategy or HR tech? Look no further than the Gazette! 3. HRreview: An old favorite of Sprigg. HRreview has been producing award-winning HR articles for around a decade. This site provides great international perspectives and attracts HR decision makers from around the world. 4.Systematic HR: Systematic HR is a blog located on the point at which HR and technology intersect. The blog deals primarily with HR technology and innovations, keeping its readers up to date on the technology available and the best practices involved with its usage. One topic top of mind today is data security and privacy. This article is a good reminder of data security issues to keep top of mind when downloading reports. 5. HR Bartender: HR Bartender is the blog of Sharlyn Lauby, an HR professional turned consultant. Sharlyn shares her insights on not only HR, but also on the workplace in general, and how to create the sort of culture necessary for a company’s success. 6. HR Ringleader: HR Ringleader strives to help HR employees think outside the box in every aspect of the business, from innovating HR-Employee-Client relationships, to giving advice on making presentations more interesting. In addition to her HR articles, she also offers awesome podcasts that you can listen to on your commute. One of our favourite podcasts is HR Technology Implementation Myths. 7. No Excuses HR: No Excuses HR is all about helping its readers take action, enabling them to change the workplace and company for the better by not putting off difficult decisions and dealing with important problems as they arise instead of allowing them to pile up. Jay is to the point and he has a personal style that feels like he’s in your head. His article on Remote Leader Life will resonate with many of you who may be looking to move to a remote work model in the future. 8. The HR Daily Advisor: The HR Daily Advisor is considered by many to be one of the most unique HR resources available. This blog features free daily updates on news and advice as well as providing daily tips to HR professionals around the world. We like this article on choosing the right HR tech solution for your organization. 9. Workology: This is a blog with the latest tips, trends and tools for HR professionals. The site is led by Jessica Miller-Merrill, a former HR executive turned entrepreneur and speaker. In addition to thought provoking HR articles and great tools, Workology also has a series of podcasts on a variety of topics as well as interviews with HR Leaders across some of the world’s leading corporations. 10. Re:Work: Interested in data-driven HR and some of the latest practices out of Silicon Valley? Google’s re:Work site includes blogs on their latest research, guides and case studies on OKRs, people analytics and more. One of the areas getting a lot of buzz is people analytics. Check-out the People Analytics Guide which outlines step-by-step the question you should ask, how to choose your data and metrics and telling the story behind the statistics before springing into action. Conclusion Creating a team charter is an effective and feasible way to ensure alignment with corporate and/or team objectives and help to drive both individual and company success.

Stumbling over the pronunciation of an employee's, client's or customer's name can be more than a workplace faux pas. When it occurs repeatedly—especially after the person provides the correct pronunciation—it becomes a microaggression, according to experts, and can lead to people being excluded in the workplace. A recent NameCoach online survey of 1,060 individuals in the U.S. found that: 74 percent said they struggled with correctly pronouncing names at work. 22 percent said they didn't introduce another person because they didn't know how to pronounce the person's name. 16 percent said they didn't talk to a co-worker because they didn't know how to pronounce the co-worker's name. 13 percent said they didn't call on someone in a meeting because they didn't know how to pronounce the person's name. 10 percent said they botched a big sales opportunity when they mispronounced a prospect's name. People react differently to having their name mispronounced: 25 percent of people of color felt discriminated against when this happened, 21 percent of Hispanic people felt unimportant, 19 percent of Asian people felt self-conscious, and 50 percent of white people did not care. "People's names have so much significance—from their ancestors, families, religions. They have such connection and bearing on their identity," said Rita Kohli, associate professor and equity advisor at the University of California, Riverside. She also serves as coordinator of the University's Ethnic Studies Pathway Program. She and Daniel Solorzano, professor and inaugural director of the Center for Critical Race Studies in Education at the University of California, Los Angeles, studied the experiences and impact of mispronouncing the names of students of color from kindergarten through high school. Some had their names changed by teachers and peers, the researchers found; others felt pressure to change their names. The result: Students stopped raising their hands, some didn't attend their own graduations and others became socially withdrawn to avoid associating with their name, Kohli said. Madhumita Mallick, head of inclusion, equity and impact at New York City-based Carta, recalled in an article for Fast Company how her name became a source of anxiety even when she was a grade-school student. She was assigned unwanted monikers such as Pita and Mohammed, and over time she gave up trying to tell teachers, supervisors and others how to pronounce her name, she wrote. She ended up shortening her name to Mita. "The workplace is a different context," Kohli acknowledged, "but there are many implications that are still relevant. And while our study was about students of color, the consequence … cuts across all races/cultures." What Employers Can Do Flubbing someone's name seems to happen a lot. Many respondents—276—said they had their name mispronounced in an interview and about the same number said this happened in a customer meeting, NameCoach found. It also occurs at all levels of an organization—from the receptionist to the HR manager to the chief executive officer. Those who most often flub someone's name are department managers (20 percent), HR managers/chief culture officers (15 percent) and chief executive officers (9 percent), according to the NameCoach survey. "In spite of all the investment in diversity and inclusion, in subtle but impactful ways we can still make people feel like an 'other,' " NameCoach founder and CEO Praveen Shanbhag, said in a news release about the findings. Respondents included individuals who worked full time or part time and who were self-employed or unemployed. "Getting someone's name right," he said, "should not be optional." Not everyone is open to learning correct pronunciations—19 percent of respondents indicated in the NameCoach survey that people with difficult-to-pronounce names should be open to having a nickname, and 9 percent said employers should avoid hiring people with difficult names. However, there are actions employers can take to demonstrate inclusiveness: Use pronunciation tools. Voice of America news agency has an online pronunciation guide. Employers can use a new LinkedIn feature to check a job candidate's profile to learn how to properly pronounce the person's name. Similar tools are available from Chrome, Slack and Google. Slightly more than one-fourth (28 percent) of respondents in NameCoach's survey said they would like more user-friendly tools integrated into workplace platforms such as Zoom and Slack. Provide employees with a recorded list of names of everyone in the company. Require employees to learn how to properly pronounce names they may find challenging. "If we want to create ethical work cultures where people feel welcome, included and can be themselves," Kohli said, "we have to respect all aspects of their identities—not just what they can produce for the company. This involves asking how someone says their name, learning and owning your own limitations to pronunciation, [and] not deflecting the burden back to the person whose name you don't yet know how to say."

While news about the coronavirus dominated headlines in 2021, many businesses continued important work in diversity, equity and inclusion (DE&I)—though others found their efforts falling short. A report showing organizations are not holding themselves accountable for DE&I initiatives was SHRM Online's most-read DE&I article this year, followed by the announcement of the creation of a new federal holiday celebrating the end of slavery in the United States. Another top news item was accounts of violence and discrimination toward Asian-Americans, including in the workplace. Here are the top five DE&I articles that caught readers' eyes: 1. Report: Most Companies Are 'Going Through the Motions' of DE&I Corporate attempts to improve DE&I are falling short, according to new research that raises serious doubts about traditional approaches to the business and social issues surrounding DE&I. "Roughly 80 percent of companies are just going through the motions and not holding themselves accountable," according to the report, Elevating Equity: The Real Story of Diversity and Inclusion. The report is based on survey responses from 804 HR professionals working in a range of industries as well as interviews and one-on-one conversations about the findings with leaders around the world. Researchers mapped 84 DE&I practices to determine the five essential strategies and 15 practices that have the greatest impact on business, organizational and workforce outcomes across all industries, geographies and company sizes. Organizations tend to resort to legacy tactics of bias training, diversity recruiting, and programs that sometimes backfire and contribute to more division than unity, according to the report. 2. Juneteenth Now a Federal Holiday President Joe Biden signed a bill June 17 making June 19—Juneteenth—a federal holiday. Most federal employees will have it as a paid day off; workers at some private employers, including Allstate, Citigroup, JC Penney, Nike, Target and Twitter, already do. Others likely will follow the federal government's lead. Juneteenth commemorates Union troops' arrival in Galveston, Texas, in 1865, where they began enforcing the Emancipation Proclamation that President Abraham Lincoln issued on Jan. 1, 1862. Texas was the last Confederate state forced to free enslaved people of color. The Emancipation Proclamation was limited in many ways, according to the National Archives. Most importantly, the freedom it promised depended upon a Union military victory for enforcement. The U.S. House of Representatives voted 415-14 on June 16 to create the 12th federal holiday—the first since Martin Luther King Jr. Day was established in 1983. The Senate unanimously passed a similar bill on June 15. Biden called the establishment of Juneteenth as a national holiday a very important moment in U.S. history. SHRM RESOURCE HUB PAGE Overcoming Workplace Bias 3. Advancing Racial Equity in the Workplace Racial bias in the workplace costs U.S. businesses $54.1 billion annually in increased absenteeism, $58.7 billion in lost productivity and $171.9 billion in turnover, according to Society for Human Resource Management (SHRM) research. Black employees are most at risk for experiencing bias, followed by Latino-American and Asian-American employees. Even employees who don't directly experience bias are negatively impacted by observing others being treated unfairly. "There has been a collective awakening as more people become aware of how pervasive discrimination and bias are," said Evelyn Carter. She is director of training and people development at Paradigm Consulting, a San Francisco-based organization that focuses on DE&I. "We are at a pivotal moment when organizations must answer an important question: How will they restructure their workplaces to truly advance racial equity and inclusion?" Carter said. HR has a pivotal role to play in answering that question. 4. Asian-Americans Face Violence, Workplace Discrimination Law enforcement officials are investigating possible motives in the March 16 shooting rampage across three Atlanta-area spas that left eight people dead, including six women of Asian descent. The alleged shooter's reason for the workplace killings is unclear, though many in the community believe it was racially motivated. Sen. Tammy Duckworth, D-Ill., and other congressional leaders on March 21 called for a "deeper investigation" into the Atlanta shootings and anti-Asian hate crimes in America, including attacks on elderly people in California. As the coronavirus pandemic rolls into its second year, discrimination against Asian-Americans continues. From 2019 to 2020, anti-Asian hate crimes rose by nearly 150 percent in 16 of the largest cities in the U.S. Early in the pandemic, SHRM Online reported on bigotry perpetuated by people falsely blaming Asian-Americans for the virus. Many of these incidents happened in the workplace.