Posts Tagged ‘SHRM’

The Labor Market Squeeze

Thursday, November 17th, 2016

The post below is a guest blog from Dax Hill who serves as Principal, Health & Welfare Consultant for CAI’s employee benefits partner Hill, Chesson & Woody.

Many employers are expressing concerns that it’s becoming increasingly difficult to find qualified applicants.  A couple of recent surveys outline the problem facing employers: labormarketsqueeze

  • Graham Personnel found that 59% of employers are having difficulty hiring qualified applicants.  They also report the top three employer concerns are:
    • Retention and employee relation issues (28%)
    • Recruiting (27%)
    • Other factors in their organization including sales and marketing (10%)
  • A 2016 SHRM survey found similar results. In their survey, SHRM reports that 68% of employers had difficulty filling full-time jobs in the past 12 months.  In 2013, only 50% of employers reported hiring difficulty.

These elevated numbers are concerning.  Employers understand the importance of recruiting the right talent, and the impact it has on their growth and productivity.  Recruiting and retaining talented individuals with the needed skill set has always been the lifeblood to organizations.

With the tightening labor market, employers are assessing what they need to do to either become, or remain, competitive.  Health benefits are an area of focus that employers are using to differentiate themselves.  In fact, 38% of SHRM respondents stated they leveraged their health and welfare benefits to gain a competitive advantage in recruiting.

What is your strategy towards offering health and welfare benefits to your employees?   How do you want your benefits to compare to the competition?  What benefits do you need to offer to recruit, retain and reward your employees?  What are other organizations doing to control cost and to also remain competitive?  These are all questions you should be asking yourselves.

If you are curious how your medical benefits “stack up,” we can assist you.  For the past 11 years, we have partnered with Capital Associated Industries (CAI) to produce a North Carolina state wide survey with nearly 650 respondents.  This survey allows you to compare your medical benefits and cost to other organizations of similar size, industry type and in your area. Having this type of information can be valuable, especially as you recruit in this tight labor market.  If you are interested in learning more about benchmarking your health plan, contact us!

Compensation Rises as Top Contributor to Job Satisfaction for Employees

Tuesday, July 15th, 2014

money blogAccording to a recent research report by The Society for Human Resource Management (SHRM), employees in the US are now connecting their compensation to their happiness at work. The report, Job Satisfaction and Engagement: The Road to Economic Recovery, revealed that when asked what was very important to them, 60 percent of the participants said compensation/pay, which made it the biggest contributor to job satisfaction. SHRM conducted the survey in 2013 and polled 600 randomly selected employees at small to large companies.

Compensation/pay held the top spot in the employee satisfaction survey before the recession hit, specifically between 2006 and 2007. During the years of the recession, compensation/pay held lower rankings. SHRM conducts this survey annually.

“Incomes have grown slowly since the recession, and that undoubtedly is having an impact on workers’ priorities and one explanation for the leap to the forefront by compensation,” said Evren Esen, director of SHRM’s Survey Research Center.

Other noteworthy data the survey showed include that four generations of workers ranked compensation/pay as either the top or second-choice aspect of job satisfaction and employees at all job levels, with the exception of executives, ranked compensation/pay as one of the top three contributors to overall job satisfaction.

For more information on how compensation affects job satisfaction, retention and recruiting, please join us for the 2014 Compensation and Benefits Conference at the McKimmon Center on August 14 and August 15. Specific presentations that will focus on employee compensation and salary data include:

The Future of Attraction, Retention and Motivation: How Compensation Fits into the Process Anne Ruddy – WorldatWork

Leverage Marketplace Trends When Making Decisions about Compensation and Benefits Strategies Molly Hegeman – CAI

Taking the Mystery Out of Salary Survey Data Sherry Hubbard-Bednasz – CAI

Proactive Uses of Compensation Analysis – An Employer’s Perspective Kaleigh Ferraro – CAI & Member Company Panel

Additional topics presenters will cover include: why performance management fails, driving engagement and reinforcing culture, building high-performing teams, controlling healthcare costs, wage and hour regulations, retirement planning, and more! Visit for detailed information about speakers and session topics. Register today!

Photo Source: Miran Rijavec Stan Dalone



Passing Your HR Certification Exam

Thursday, November 17th, 2011

HR professionals who earn an industry certification distinguish themselves from their peers. More organizations are recognizing the benefits of hiring HR professionals who meet rigorous industry and education requirements. Employers understand that certified HR employees or job candidates are dedicated to the HR industry and have mastered the skills and tasks required to manage an HR department successfully.

The most notable HR certifying organization is the HR Certification Institute (HRCI). There are three main credentials HRCI offers: Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) and Global Professional in Human Resources (GPHR). To receive a certification, HR professionals are required to obtain a specific amount of work experience, which is based on their education level, and pass the HRCI exam.

Passing the exam is no easy feat. Only 57 percent of PHR test takers and 52 percent of SPHR test takers passed the exam in HRCI’s most recent test period. Many organizations provide study aids to certification hopefuls. Some HR professionals regard the materials from the Society for Human Resource Management (SHRM) as the official study guide for the HRCI exam. Workforce explains that many professionals make this assumption because of the confusing affiliation SHRM has with HRCI, but HRCI’s executive director released a written statement that indicates the two HR organizations are separate and SHRM is not involved in any aspect of the HRCI exam.

Unlike SHRM, CAI offers multiple instructor-led study courses for PHR and SPHR Certification preparation. David Siler, SPHR, GPHR, Managing Partner of Distinctive HR, Inc., leads the study courses that boast superior results. His PHR and SPHR students have an extremely impressive pass rate of more than 90 percent. CAI offers flexibility in preparing for the exam with its web-based courses and its evening classes. The webinar format allows HR professionals outside of North Carolina to participate in the study courses as well.

In addition to exceptional classroom instruction and interaction, participants will receive many tools to prepare for the exam, including:

  • Study manual
  • Complete library of audio CDs
  • On-line access to videos on tough topics
  • On-line access to hundreds of practice exams
  • On-line access to learning and testing games
  • Flash cards
  • Tips on how to take standardized tests
  • Comprehensive final practice exam

Elizabeth Fuss, an HR consultant at the Cascade Employers Association, currently is enrolled in CAI’s PHR/SPHR Web-Based Certification Study Course. She is participating remotely in Oregon. Elizabeth has been blogging about her study course experience for the past six weeks on her company’s blog. During her first week in the program, Elizabeth offered insights on the course and David Siler to her readers:

Never have I been so engaged in a webinar. His approach was logical. The plan for the class: master the knowledge needed for the test and master test taking skills. He has been certified for 30 or so years and has always recertified by re-taking the tests. So when he says that he knows what he is talking about, I believe him. His style is laid-back, but focused. He held me captive talking about test taking – that is no easy task.

Visit CAI’s Certification page if you are looking for a proven system for preparing for the HRCI exam. Decide which course is right for you, and contact a member of CAI’s Learning and Development Team at 919-878-9222 or 336-668-7746.

Photo Source: albertogp123

Job Satisfaction: What Matters Most to Employees?

Thursday, September 23rd, 2010

Job security was rated by employees as the most important factor contributing to job satisfaction in the annual Job Satisfaction Survey conducted by The Society for Human Resource Management (SHRM).  Benefits and the ability to use skills and abilities on the job ranked second and third.

The survey, conducted in January 2010 and released on June 27, asked employees and HR professionals in the United States about contributors to job satisfaction.  Most interesting in the survey results is the difference between what employees see as most important and what HR professionals think employees see as most important:

  • HR professionals expected the relationship with the supervisor to be first.  Relationships with the supervisor was not even in the top six of employee selections.
  • Employees ranked the work itself as fourth, while HR professionals perceived it would be much further down the list (13th).

Key learning points from the survey are that employers should:

  • Emphasize effective communication with employees
  • Look at employees’ skills and abilities and find ways to use them in the organization for mutual benefit
  • Utilize employee feedback and knowledge to develop short- and long-term goals that contribute to the organization’s strategic plan

While this survey provides interesting data, it may not be representative of what your employees think.  Breakdowns of the data by age and sex revealed differences in what employees ranked as most important to job satisfaction.  A survey of your employee population may yield totally different results.

As the SHRM survey revealed, perceptions of what is important to employees may be very different from reality.  CAI’s Employee Opinion Surveys can help you determine what is most important to your workforce.  To assess your employee satisfaction and engagement, as well as organizational climate, contact Molly Hegeman at (919) 878-9222 or  You can also visit our Employee Opinion Surveys Web page.

Photo Source: Y’s Photostream