Hey, it's Yonica! I’m here to help you navigate the HR space by sharing tips, strategies and trends that affect your career as a Human Resources professional. Whether you are new to your role & responsibilities, or you have been in this career for a while; my mission is to serve as a resource to you. If there is a topic you would like for me to discuss, submit your suggestions to yonica@hrgirl411.com.
I'm also available for 1:1 HR Career Coaching and Mentorship. To learn more visit www.hrgirl411.com
When I'm not making RU-vid videos; I provide HR consulting services to small and midsized organizations. If you would like to learn more about my business, visit www.orbishumancapital.com
I do believe that HR has a lot of functions but as an applicant I must say that application processes as conducted by HR are often horrible: Completely intransparent, elusive, and low effort towards the applicant. Jobs are still being advertized when they are already filled, declared contact persons cannot be contacted and do not call back, declared requirements are incomplete or wrong, declared tasks are misleading as are conditions, applicants are ghosted, lied to when rejected and met with unreasoned secrecy. Messages are lost or ignored, important things told to them are not taken seriously nor noted. Questions are dodged and they most superficially skim through e-mails and application documents. They go on vacation for weeks without telling anyone. Declared company values and statements in the job ad are trampled on, accountability concerning the promoted job towards the applicants is zero. Instead of writing a simple 1 minute e-mail where they openly communicate that they currently cannot reply in the next few days, need to wait for another party to feed them information, or that they are not allowed to share some information, they keep completely silent for weeks and months on end and, then, instead of giving the slightest apology for the inconveniences they cause, they ask for understanding for their bad policies and work ethics without explaining anything and claim not being able to answer every applicant allegedly for time reasons despite being able to before the rejection or in other circumstances and without making any of their overload and unavailability transparent. That face-saver is also shifted between confidentiality and overload. And then they are surprised at bad ratings on company rating sites, try to deny the issues being raised there or relativize them, profess their proclaimed values again that they for some reason could not stick to before and suddenly find time to talk with the applicant (or former worker) in an effort to remove the bad rating. It would give HR much more sympathy if they openly communicated.
Thank you for this wonderful breakdown! I am looking to enter the HR field and have a particular interest in the Talent Management space. This video was helpful to showcase how broad HR truly is and is a great primer for anyone interested in exploring HR. Thank you!!!
Not in all cases. Most employers will label terminations "For Cause" or "No Cause". But it depends on the state in which they are operating because some states regulate terminations.
You can start with your local chamber or small business networking opportunities. Some companies don't realize HR consulting or outsourcing is an option. They always immediately think about an attorney or try to hire someone part time to deal with the employee issues.
Figure out new and creative ways to fuck the people that actually make the company run. I work for a fortune 100 company, HR does not know anything about safety or compliance they are neither lawyers or licensed safety professionals. Managers handle payroll in most companies. HR doesn't even help employees being bullied or discriminated against unless it's in the interest of the companies financial benefit. HR works for the CEO who works for the shareholders, who singular interest is increasing shareholders profits. Anyone tells you different is a liar.
Great video. I’ve been in a lot of those situations you described. Your point about getting a mentor is really important. Having someone to bounce ideas off of is really important. This person will help you stay focused on the right things and resist pressures to cut corners. (Everything is all fun and games until you have to sit for a legal deposition) People should also know that there will be times when you are not going to be appreciated for doing the right thing, you might even pay a price for it. In the long run, the immediate cost of doing the right thing will always be less than the long term cost of being labeled a liar or unethical. It’s on us to lead by example, and if it doesn’t work out at one organization, you will find a different organization that does value your commitment to doing the right thing. If you want to be a good HR person, you have to be brave. My other advice for HR people that want to rise up in the future is to become comfortable with data and analyzing data to explain why you want to make a certain decision. Many of us got into HR because we’re not the best at “math”, but you will limit your career if you can’t use evidence based decision making to justify the things that you believe will help your company. Training and new benefits cost money, HR needs to get better at showing ROI. Also, I hate that this is true, because the certification orgs operate like a cartel. Passing your certifications aren’t like passing the bar exam for a lawyer, but recruiters treat them that way. You’ll save yourself a lot of time and aggravation if you make certifications a priority. I have 2 masters degrees in HR but recruiters seem only to care that I’m certified. If you’re considering a masters in HR, get your certification(s) first then decide if a specialized HR degree, a JD, or an MBA will serve you best in the future. Keep up the good work!
Great video! Hourly billing seems like the most straightforward way to go, but I have heard this model gets the most pushback from clients who want to argue about how long a process takes, so project-based billing might be a better approach with those kinds of clients. Can you share some learn from moments you’ve had with clients when it comes to billing?
Tried Medical Assisting for a year but didn’t like the clinic I worked for as they kept calling patients customers so now in retail now Looking to find a more fulfilling job making a positive , influential and effective difference where I go with empathy, kindness, …been in customer service for 10+ years and interested in law and psychology but currently with a sociology major thought HR was a better fit than social work so - just starting my journey in HR (: hope it all goes well.
can someone tell me what the top HCM companies are? Is oracle a good one? i’m in southern california and work in healthcare and government so i was wondering if Oracle is the best to learn more of??
It would highly depend on the size of the organization and which Oracle product is being considered because I would not recommend Oracle to a small business. You’ll need at least 2,000 employees in order to see an ROI. Oracle has several modules that should be activated for a seamless experience like Onboarding, Core HCM, Payroll, Benefits, HR HelpDesk etc. If your organization decides to go with Oracle, I would recommend getting a team or an external consultant because it takes time to get the system up and running according to your needs.
I love this video! I am currently working as a team lead for a contact center and am working to get my Bachelor's in Management with a focus on HR. I decided to take an internship this fall but I feel like this video made me really think about how it will affect my career going forward.
You are the HR youtuber that I find the most realistic and the most non promotional like Self made millenial LMAO. Thank you for youir honest content :)
It highly depends on the situation. Sometimes there are unwarranted exchanges in the workplace and both individuals become victims. It is however, illegal for a company to retaliate against an employee who files a claim, and then the employer terminates the employee.
I lodged a harassment complaint and then my former employer suspended me and fired me a week later because they claim to have a counter complaint from the person I harassed and ''witness statements'' from witnesses which I know is absolutely false because I kept to myself and never ''yelled'' broke any policies. Everyone has yelled, cursed, and even almost fought and none of these people got fired. I'm a male and most of everyone i work with is female. I have documentation going back a year.
It's unfortunate in so many cases where a manager is a bully. But think about it in a different way, the manager may be under a lot of pressure and is trying to save their own skin, which is the reason why they're only emotion is to be a jerk. It's not an excuse, but see if you can figure out the root cause of their terrible behavior and see if you can find a middle ground. Some people who are hard on the surface are actually afraid.
It is scary and unfortunately, a lot of companies are placing a lot of stakes on AI. But they don't realize the value of having a real human being interact with staff and make strategic decisions.
5:34 THEY CAN’T BE TRUSTED! They DO NOT WORK ON BEHALF OF THE EMPLOYEE SO IT’S ALMOST USELESS TO GO TO THEM FOR HELP OR TO REPORT ANYTHING! Ok so that was my personal experience at the job I was forced to resign from due to most of these ☝🏽 7:06 ABSOLUTELY!! 7:23 ABSOLUTELY!! Moral of the story: PLEASE don’t drown in a cesspool of a job. It’s not worth it.
Most organizations that are large enough to have an HRBP will likely have a dedicated HR & IT department. Try to connect with each of the departments to see if there is a support gap. Aside from that, you can reach out to your network to see if they have any open opportunities in that space.
Unfortunately, I’ve dealt with all of these. She told us but I’m here to assure you. Look for other employment! You can’t beat the department that will do the investigation if you open a case!
I was sexually assaulted by an executive and reported this to Human Resources and the CEO. However, this led to me being retaliated against and harassed by my peers as well as being placed under the Human Resource directors supervision where she ended up really creating problems for me so I ended up resigning. I reported this to the EEOC which is the branch located in Mississippi. Can you explain to me why In Mississippi the EEOC does not take sexual harassment serious when it comes from black men? What can an individual do when the EEOC discriminates against men by minimizing sexual harassment experience…it is not unheard of if black men being sexually assaulted or sexually harassed. This poor bias behavior results in cases being closed due to those investigators turning a blind eye. I presented timelines and emails/text messages. I also went to law school so I understand how to handle documentation. I truly believe based off how the investigator verbally responded that she maybe homophonic even though I was the victim and not the predator. I understand that I am a man that could have physically hurt that predator but I wanted to keep my job and not create a criminal problem for myself. This type of situation could have easily turned deadly but I choose to believe in the law but I see it doesn’t work for black men!!
HR has a multiple scope for various career for skill development in brief.HRM is the need of the time for Competitive world.There r different Training Methodology for any sector for increasing Efficacy of the ODnd OB in nutshell.Good Trainers r the backbone of any organization.Vry.Inspiring nd innovative vdo.lecture on HR.
Jam packed with information & very eloquently presented. Thank you for this - really clears up the day-to-day scope of the role for those that are curious about this topic.
Was just thinking I agreed with everything when you said to look out for your own mental health. So true, wouldn’t change my career for anything at the moment but this mental proficiency is core to the role
