The Society for Human Resources Management (SHRM) is the premier professional organization for HR managers, generalists and directors. The SHRM offers human resources related news, forecasting and public policy support. They provide online and in-person training, events and resources. The SHRM certification is the standard credential for HR professionals.

Employee Engagement

The key to success for any company is strengthening employee engagement. This improves the organization and helps to retain talent because engaged employees are usually satisfied with their jobs, take pride in the company and believe their employer values their individual contributions. Highly engaged employees are much less likely to quit and much more likely to be safe and productive. The SHRM teaches HR professionals how to increase employee organization For example, user-friendly job designs will increase autonomy and meaningfulness, while better recruitment and selection practices will focus on hiring and promoting from within the company.

Introduce Best Practices

Many small to medium sized businesses are run by entrepreneurs who take on HR duties along with all their other managerial duties. Even though they lack for HR training, the SHRM provides industry best practices to help these entrepreneurs achieve success in their business. For example, most business owners are unaware that exit interviews for employees leaving the company are an excellent way to increase employee satisfaction and resolve chronic problems. The SHRM urges business owners to use neutral interviewers who are trained to use a structured interview format that promises confidentiality. The information gained from exit interviews can be used to make positive changes in the company. SHRM’s research shows that offering telecommuting, sabbaticals, fitness facilities and transportation subsidies drastically decreases turnover.

Teach Tools and Techniques

The SHRM conducts scientific research in order to introduce new HR tools and techniques. For instance, a needs assessment is a formal business evaluation that grades the implications of turnover like future labor demand and availability. The SHRM teaches businesses to conduct needs assessments in order to consider industry, labor market and economic supply and demand trends. Certain trends, such as new industry growth, may quickly increase the demand for specific employees who have value and skills. However, labor trends, such as the planned retirement of baby boomers, may drastically reduce the available supply of skilled labor. The main source of bench-marking data is the through the Department of Labor’s Job Openings and Labor Turnover Survey (JOLTS).

Improve HR Effectiveness

The SHRM teaches HR professionals how to streamline their organization’s HR systems and processes. HR professionals can access guides that explain how to strengthen employee cohesion by providing mentors, designing work teams, encouraging employee referrals and company activities. HR professionals can support community involvement through supporting recreational leagues and community service organizations. In order to attract the right job candidates, HR professionals are taught how to provide realistic information about the job and company during the recruitment process. They learn how to incorporate job expectations and organizational culture into the employee selection process.

Publish Research

The SHRM regularly publishes internal or external scientific research. For example, they may publish research on the financial harm of high turnover rates. Organizations that ignore retention levels will inadvertently cost the company a lot of money. Their research shows that direct replacement costs are around 50 to 60 percent of an employee’s annual salary. Employee termination and separation costs include labor, such as HR staff and manager’s time, accrued paid time off, production and customer service delays and overtime for remaining employees.

The Society for Human Resources’ certification teaches HR professionals how to use clear communication to achieve goals, how to use strategic planning for HR purposes and how to properly develop and compensate employees.