I am having 2 interviews lined up in this area and i found this video helpful not only in my preparation but also to my personal life on focusing on my welbeing
Dr. Duxbury is an expert in her field. However, the title of this session is misleading. It avoids sharing best practices to help small to large employers plan, promote and execute an employee wellness (health and wellbeing) strategy that meets the specific needs of the employees and the sponsoring employers. A more appropriate title for this interview might convey Change Management, Training Supervisors and Managers to Impact Absence and Productivity, Job Crafting, Leadership Training & Development, Enhancing Human Capital Benefits or Creating Cultures of Success and Wellbeing. These discussions often shade the merits of a comprehensive employee wellbeing program ("employee wellness doesn't work") when the discussion is led by experts in the functioanl areas outlined above.
Hi Charlie. Thanks for the thoughtful critique. My take isn't the same. I was interested in all the things you are talking about, but she squarely put more responsibility for wellness on the shoulders of employer practices. That is in a basic sense of work quality and quantity. So wellness programs are not going to be helpful if the work is poorly structured, employees are overworked, managers are jerks etc. I thought it was a great reminder of not using wellness programs as 'lipstick on a pig.' If anyone has a different take, I'm interested.
@@hrhubtalk Thank you for your reply. I agree with the need for enhanced work structure policies and practices (which is the responsibility of the CFO/HR/Benefits leadership). However, the session title and the narrative shades the good work results-focused and comprehensive (not "check the box" models) employer health and wellbeing delivers. Thank you for your commitment to positive work structures and enhancing employee wellness.
@@charlieestey138 No shade intended for those employers or programs who are really trying at both the programs and the systemic factors driving a lack of wellness! No one is going to get it perfect, keep trying!
Love the videos, highly resonating especially as an HR professional. Can you call over an industry professional explaining if CHRP is essential when you have extensive work experience under your belt and perform well with HR? How far does licensing signify your credibility and worth in the industry?
Hi Fizzamemon. I might attempt, sometime, to confront this head on. I did do an episode on it 3 years ago with the head of CPHR AB. He was fairly balanced, but he doesn't represent industry. He doesn't represent hiring managers in HR. It's a question I am asked fairly frequently. Certainly you don't require it to get a job. Once you're in an organization, it's unlikely to be more than a minor factor in promotions. But for some careers, it's more valuable. It can make you stand out when you're applying for jobs. It also forces you to do continuing education when you might not without the extra motivation. But it isn'tg cheap and the effort to get it is considerable... hours and hours. There are lots of tradeoffs! I'll tell you this: I wish I had not let mine lapse because re-qualifying has been sooo much work. :)
I am having 2 interviews lined up in this area and i found this video helpful not only in my preparation but also to my personal life on focusing on my welbeing
That's fantastic! I hope you did well!
Dr. Duxbury is an expert in her field. However, the title of this session is misleading. It avoids sharing best practices to help small to large employers plan, promote and execute an employee wellness (health and wellbeing) strategy that meets the specific needs of the employees and the sponsoring employers. A more appropriate title for this interview might convey Change Management, Training Supervisors and Managers to Impact Absence and Productivity, Job Crafting, Leadership Training & Development, Enhancing Human Capital Benefits or Creating Cultures of Success and Wellbeing. These discussions often shade the merits of a comprehensive employee wellbeing program ("employee wellness doesn't work") when the discussion is led by experts in the functioanl areas outlined above.
Hi Charlie. Thanks for the thoughtful critique. My take isn't the same. I was interested in all the things you are talking about, but she squarely put more responsibility for wellness on the shoulders of employer practices. That is in a basic sense of work quality and quantity. So wellness programs are not going to be helpful if the work is poorly structured, employees are overworked, managers are jerks etc. I thought it was a great reminder of not using wellness programs as 'lipstick on a pig.' If anyone has a different take, I'm interested.
@@hrhubtalk Thank you for your reply. I agree with the need for enhanced work structure policies and practices (which is the responsibility of the CFO/HR/Benefits leadership). However, the session title and the narrative shades the good work results-focused and comprehensive (not "check the box" models) employer health and wellbeing delivers. Thank you for your commitment to positive work structures and enhancing employee wellness.
@@charlieestey138 No shade intended for those employers or programs who are really trying at both the programs and the systemic factors driving a lack of wellness! No one is going to get it perfect, keep trying!
Love your new look! Thanks for great HR content.
Thank Lori! I dressed up for this one. LOL Maybe I should more often? Also took a new bank of thumbnail photos.
Love the videos, highly resonating especially as an HR professional. Can you call over an industry professional explaining if CHRP is essential when you have extensive work experience under your belt and perform well with HR? How far does licensing signify your credibility and worth in the industry?
Hi Fizzamemon. I might attempt, sometime, to confront this head on. I did do an episode on it 3 years ago with the head of CPHR AB. He was fairly balanced, but he doesn't represent industry. He doesn't represent hiring managers in HR.
It's a question I am asked fairly frequently. Certainly you don't require it to get a job. Once you're in an organization, it's unlikely to be more than a minor factor in promotions. But for some careers, it's more valuable. It can make you stand out when you're applying for jobs. It also forces you to do continuing education when you might not without the extra motivation. But it isn'tg cheap and the effort to get it is considerable... hours and hours. There are lots of tradeoffs! I'll tell you this: I wish I had not let mine lapse because re-qualifying has been sooo much work. :)
A very comprehensive response. This has left me with more clarity in terms of CHRP for personal consideration. Thanks a bunch. 🙂
@@fizzagmm Thanks for the question. I always want to know what questions I could answer.
💯 *promo sm*