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The article discusses the collaborative efforts of the Society for Human Resource Management (SHRM) and the American Association of Retired Persons (AARP) in addressing the challenges of the aging workforce in the U.S. Topics covered include the impact of the continuing retirement of large numbers of Baby Boomers in U.S. companies, the areas that an organization should focus on to resolve aging workforce issues, and the launching of the Aging Workforce Initiative by SHRM and SHRM Foundation.

The article discusses the partnership between the Society for Human Resource Management (SHRM) and the American Association of Retired Persons (AARP) to promote projects that raise awareness about the implications of an aging workforce in the U.S. It states that every organization should view its older workers as highly valuable assets. It adds that human resources leaders will be important in meeting the challenges posed by an aging workforce.

The article discusses the role of personnel management in dealing with change, particularly in business enterprises. It mentions the need for leadership, the role of human resources (HR) departments in developing leaders, and the work of the Society for Human Resource Management (SHRM) in preparing HR to help develop those leaders.

The article presents an introduction in which the editor discusses various articles within the issue on topics such as the Society for Human Resource Management (SHRM) certification, the SHRM Competency Model, and the increased pay of human resources professionals who completed the SHRM-CP or SHRM-SCP program.

The author discusses the activities of the organization the Society for Human Resource Management (SHRM) and briefly previews the SHRM Annual Conference & Exposition, scheduled to take place in New Orleans, Louisiana, between June 18, 2017, and and June 21, 2017.

The article announces the retirement of Henry G. "Hank" Jackson as president and chief executive officer of the Society for Human Resource Management (SHRM) at the end of 2017.

An introduction to the journal is presented in which the editor discusses how an applied family-leave benefit can improve an organization's competitiveness and the When Work Works initiative of the Society for Human Resource Management (SHRM).

The article offers information on the Society for Human Resource Management (SHRM) 2016 Annual Conference and Exposition, to be held in Washington D.C. on June 19-22, 2016.

The author explains the role of the human resources profession in promoting talent economy for companies and businesses. Topics cited include the role of talent in enabling business success through attraction, engagement and retention, the experience of coffee shop chain Starbucks in supporting its workers as business partners, and the Society for Human Resource Management Talent Management Conference & Exposition to be conducted in Orlando, Florida from April 18 to 20, 2016.

The article offers the author's insights on the statement of late former president and chief operating officer Ron Pilenzo of Society for Human Resource Management (SHRM) regarding the relocation of its facility from Cleveland to Washington, DC. It mentions campaign of the organization for the proposed changes of U.S. Department of Labor and the help of international meetings in the development of employment for the world's economy.

The author discusses the impact of Human Resource (HR) departments being strategic on the evolution of HR. Topics include research by the Cranfield Network on International HR Management and the Society for HR Management (SHRM) which suggests an increase in HR professionals as board of director members, the application of business strategy to decision making by HR professionals, and the use of SHRM's Competency Model to select talent for HR positions and assess the strengths of HR professionals.

The article presents comments by the chief executive officer of the journal's host organization the Society for Human Resource Management, discussing the adoption of technological advances into human resource (HR) management practices. Topics addressed include the increasing popularity of mobile technology, a previous special issue of the journal dedicated to the topic, and calls for increased focus on the trend.

The author talks about the trend of increasing workers' benefits amid stagnant salaries in the U.S. He references a Bloomberg headline "Benefits are the New Salary" based on the Society for Human Resource Management's (SHRM) 2015 "Employee Benefits" survey report. Topics include the concerns of policymakers and economists on the need for higher pay for a full economic recovery, concerns of employers and employees, and SHRM's 2015 "Employee Job Satisfaction and Engagement" survey report.

The article presents an introduction in which the publication's chief executive officer discusses reports within the issue on topics including human capital in organizations and business, the Society for Human Resource Management 2015 Conference & Exposition held in Las Vegas, Nevada, and the need for effective talent development in business.

The article discusses the Society for Human Resource Management's (SHRM's) annual Volunteer Leaders' Summit, focusing on the author's belief that every chief executive officer (CEO) should attend this event. An online tutorial, SHRM certifications, and various human resources (HR) management strategies are examined. Awards were handed out to several recipients, including professor Patrick Wright, Ph.D. and the Sears Holdings Corp. multinational firm.

The article discusses the increasing number of older workers in various companies as of November 2014. Topics covered include how U.S. businesses, government and society deal with the aging workforce which is also known as the silver tsunami, the important role of the Society for Human Resource Management (SHRM) and the SHRM Foundation in resolving aging workforce issues, and the launching of the Aging Workforce Initiative by SHRM and SHRM Foundation.

The article discusses competency in human resources (HR) management. Topics include a HR Competency Model developed by the Society for Human Resource Management (SHRM), a 2014 certification program for HR professionals based on SHRM's HR Competency Model, and the role of HR teams in ensuring organizational success.

The article offers the author's insight on the unity in the human resource (HR) profession, focusing on the goals and objectives of the Society for Human Resource Management (SHRM). He states that SHRM continue to focus on serving the HR professionals and advancing the HR profession. He says that SHRM introduce the HR People & Strategy (HRPS), the premier organization for senior HR professionals aimed at better serving the profession at all levels.

The article presents an introduction to the August 2013 edition of "HR Magazine," in which the president of the Society for Human Resource Management (SHRM) discusses the organization's 65th annual Conference & Exposition and presents a preview for SHRM's anticipated 2014 conference.

An introduction is presented to the July 2013 edition of "HR Magazine," in which Henry G. Jackson, chief executive officer (CEO) of the Society for Human Resource Management (SHRM) discusses the need for human resource (HR) professionals to fill skilled labor positions internationally.

An introduction to the June 2013 edition of "HR Magazine" is presented in which Henry Jackson, President of the Society for Human Resource Management (SHRM), discusses how the organization was affected by the Boston, Massachusetts Marathon Bombings in April 2013.

An introduction is presented to the May 2013 edition of "HR Magazine," in which the chief executive officer (CEO) of the Society for Human Resource Management (SHRM) discusses the SHRM Annual Conference and Exposition to be held in Chicago, Illinois, in June 2013.

The author reflects on the personnel administrator organization the American Society for Personnel Administration which was founded in 1948 and renamed to the Society for Human Resource Management (SHRM) in 1989. He states the founders wanted SHRM to offer a clearinghouse for new developments in personnel administration to its members and for SHRM to have a list of qualifications and a code of ethics for practitioners. He reflects on SHRM's history and its pursuit of professional excellence.

The president of the Society for Human Resource Management (SHRM) discusses how the 2012 U.S. presidential election will affect SHRM's advocacy goals for 2013. Topics include how SHRM will help the U.S. Congress avoid the impending tax increases and spending cuts scheduled for 2013, why this "fiscal cliff" needs a long-term solution for employers to remain solvent, and SHRM's work lobbying for the STEM (science, technology, engineering and mathematics) Jobs Act.

The chief executive officer (CEO) of the Society for Human Resource Management (SHRM) presents his opinion on how companies can take advantage of the global skills gap. Topics include how human resource (HR) professionals can attract skilled employees to companies, what companies are doing to train job applicants with the appropriate skills, and how HR professionals and employers can work together to manage the cost of training employees.

The author presents his opinion on flexible hours in the workplace (workflex) and how it will benefit corporations in the long term. Topics include how the Society for Human Resource Management (SHRM) has earned a reputation for its research on workflex, how globalization has forced businesses to reconsider the standard workplace, and research that suggests that employees who are offered workflex are more loyal to their companies.

The article discusses a public relations campaign undertaken by the Society for Human Resources Management (SHRM) and presents comments from the SHRM president on the organization's commitment to leadership. The campaign's planned use of television advertising, an online broadcast series, and social media is also examined.

The article discusses the Society for Human Resource Management's (SHRM) "SHRM Annual Conference & Exposition" held in Atlanta, Georgia in June 2012. Topics include how the conference featured keynote speeches by former U.S. Secretary of State Condoleezza Rice, journalist Malcolm Gladwell, and news broadcaster Tom Brokaw.

The article presents a letter from the chief executive officer (CEO) of the Society for Human Resource Management (SHRM), in which he discusses the human resource competencies model being developed by the society. Topics include the criteria for the development of the model, how the society gathered feedback from other human resource professionals on the model and its comprehensive database, and his hopes for what the model will do to help human resource professionals in the future.

The article discusses the future of talent movement as an increasing number of jobs move outside the United States.

The article presents a preview of the 2012 Conference of the Society for Human Resource Management to be held in Atlanta, Georgia.

The chief executive officer (CEO) of the Society for Human Resource Management (SHRM) discusses the need for human resource professionals to solve human capital issues in the workplace. Topics include the need to raise awareness of what SHRM can do for businesses, the development of a team of lobbyists who represent SHRM's interests when dealing with U.S. Congressmen, and the importance of SHRM's thought leadership in resolving workplace issues.

The article reports on the legislative and political advocacy work performed by the Society for Human Resource Management (SHRM), a professional association for human resources workers. Particular focus is given to the creation of Advocacy Teams (A-Teams) within the organization. Details on projects undertaken by A-Team volunteers in 2011, including reducing health care paperwork, promoting veteran employment, and modernizing the U.S. Fair Labor Standards Act of 1938, are presented.

The article discusses the Society for Human Resource Management (SHRM), looking at the society's activities in the year 2011 and its business objectives for the year 2012. The author discusses SHRM's goal to become an authority in people management, examining the field's importance in recruitment, employee engagement, and workplace flexibility. He says that in 2012 SHRM will work to coordinate chapters, develop a competency model, and expand the partnership with the Families and Work Institute.

The article focuses on social media resources for the Society for Human Resource Management (SHRM). It states that in the summer of 2011 SHRM launched an inhouse social networking platform at http://community.shrm.org and comments on the SHRM blog and microblog Twitter account. It mentions the use of social media in the SHRM Annual Conference in Las Vegas and the Diversity & Inclusion Conference in Washington D.C.

The article discusses the issue of Baby Boomers in the workforce. It makes reference to about 80 million workers turning 65 in 2011 and about 10,000 Americans turning that age everyday based on the statistics of the Pew Research Center. The author explores the partnership of the Society of Human Resource Management (SHRM) and the American Association of Retired Persons (AARP) in developing strategies to deal with talent management for workers age 50 and older.

The article focuses on the contributions made by human resource (HR) managers and workers to employee success. The Society for Human Resource Management (SHRM) seeks to recognize and commend such individuals on Labor Day. It recalls that HR professionals made sure that workplace conditions are improved, training is provided and careers are guided following the labor movement in the 1800s. It adds that HR professionals are working on securing jobs for those affected by the 2009 recession.

In this article, the author emphasizes the importance of human resource management (HRM) in every organization and in this context, the significance of the role he plays as chief executive officer (CEO) of the Society for Human Resource Management (SHRM). The author mentions the SHRM 63rd Annual Conference and Exposition he attended in Las Vegas, Nevada, and gives an overview of the goals of SHRM and the support it provides for human resource practitioners.

In this article, the author discusses his experience at the Society for Human Resource Management (SHRM) 63rd Annual Conference & Exposition held in Las Vegas, Nevada in 2011. He claims that the almost 14,000 HR professionals who attended the conference are the people who achieved success during tough times. He cites the various proof of success of the SHRM as seen in the record attendance to the 2011 conference.

The article offers information on the 2011 Society for Human Resource Management's (SHRM) Annual Conference & Exposition.

The article comments of the role of the Society for Human Resource Management (SHRM) in providing innovative technologies needed by HR professionals. The author stresses that the highest priorities of SHRM for 2011 is to enhance the technological connection between its members in order for them to be able to communicate with their colleagues. He also emphasizes the improvement initiated by SHRM on the search capability of its web site. He also mentions SHRM's launch of mobile applications for exploring the annual conference in Las Vegas, Nevada.

The article details the top priorities of the Society for Human Resource Management (SHRM) for 2011 and the steps to achieve the goals set as presented during the Society's Regional Summit held in Los Angeles, California. It notes that one of the initiatives to make the SHRM an even better organization is to be more of a thought leader which tackles the increasing importance of workplace flexibility. The article also mentions that working with the Families and Work Institute creates a good source on the flexibility issue.

The article discusses the results expected to come out of the partnership of the Society for Human Resource Management (SHRM) with the Families and Work Institute (FWI). As chief executive officer of SHRM, the author believes the partnership will reinforce the society as a global thought leader on a vital workplace issue. He enumerates the benefits that can be expected by member of the society, including new training and educational materials. He also mentions speakers at the announcement event who shared excitement about the partnership.

The author discusses the challenges faced by the Society for Human Resource Management (SHRM) to be a respected authority and assertive advocate of the major issues affecting human resource organizations. He claims that to be a thought leader, SHRM should initiate innovative ideas and must have the insight and foresight to know and influence all the things to come. The author adds that this innovation will begin with SHRM providing the knowledge and resources to keep other organizations competitive, connected and current.

The article focuses on the greater emphasis that the Society for Human Resource Management (SHRM) will place on its goal to be a global thought leader starting 2011. It cites the key issues that are key to SHRM for continuing to serve members and the profession, including workforce competitiveness, workplace flexibility and labor-market economics. Information is provided on the five-year-strategic plan of SHRM.

The article discusses the highlights of the Leadership Conference of the Society for Human Resource Management (SHRM) held in June 2010. It states that the society is better positioned to serve its members and become a world leader on major people management issues. The event attracted about 4,500 more attendees than the previous year.

The article discusses the need for Human Resource Management (SHRM) professional association to communicate and partner with people and organizations outside of its expertise. It states that HR professionals have started working with the American Institute of Certified Public Accountants to sponsor the first Workplace Leaders in Financial Education Awards. It notes that members of the Society for Human Resource Management (SHRM) work with community colleges to shape education and training programs for employees.