HR Next: Blueprint for OSHA and Ethics | Podcast #Ep11 1 Credit
Comprehensive Strategies for HR Professionals
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Welcome to HR Next, Episode 11! Buckle up as we dive into the thrilling world of HR’s ethical and legal challenges with Dr. William J Rothwell and Dr. Sohel Imroz.
Today’s hot topics? OSHA and the HR Code of Ethics! We’ll break down OSHA’s crucial role in keeping our workplaces safe and sound, and reveal what HR needs to do to stay on top of compliance. It’s all about turning regulations into real-world safety wins! In this Episode, we’ll also crack the code on the SHRM HR Code of Ethics. By addressing common ethical dilemmas and providing strategies to uphold SHRM guidelines, we’ll illustrate how adhering to ethical standards can resolve conflicts and foster a fair work environment. And let’s not forget the challenges of today’s fast-paced HR world. From tackling high turnover rates to integrating cutting-edge technologies, we’ve got the strategies you need to stay ahead.
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Join us for actionable insights and practical advice that will transform your HR game. Don’t miss out—tune in and let’s make HR smarter, safer, and more dynamic together.
| License details | Credits | Status |
|---|---|---|
| Behavioral Ethics for Certified Public Accountants (CPA-US) | 1 CPE | Approved |
| Ethical Practice for SHRM Professionals (Approval No. 26-JCMN5) (Valid upto : Dec 31, 2026) | 1 PDC | Approved |
| HR (General) for Human Resource Certification Institute (HRCI) (Approval No. 687702) (Valid upto : Nov 30, 2025) | 1 RCH | Approved |
| Behavioral Ethics for Delaware Licensed Public Accountant (DE-LPA) | 1 CPE | Eligible |
| Behavioral Ethics for Iowa Licensed Public Accountant (IA-LPA) | 1 CPE | Eligible |
| Behavioral Ethics for Maine Licensed Public Accountant (ME-LPA) | 1 CPE | Eligible |
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HR and OD professional with twenty years of experience in organization effectiveness, diversity & inclusion, employee engagement, and human capital management. Expert within recruiting, process and performance improvement, instructional design, team development, and policy development and implementation. Demonstrated talent in executive coaching, change management, regulatory compliance, and HR research and development. Visionary leader establishing successful learning opportunities for all staff levels, improving customer satisfaction, quality, productivity, and retention. Articulated communicator, with exceptional skill in effectively leading individuals and work teams to accomplish objectives and maximize impact.
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPLP Fellow is President of Rothwell & Associates, Inc. & Rothwell & Associates, LLC. His consulting focuses on succession planning and talent management. He is also a Professor at Penn State University, University Park, where he teaches graduate courses in Organization Development and Change.
Before becoming a professor 28 years ago, he had nearly 20 years of full-time human resource management experience in government and in business. He has consulted on succession planning with corporations, small businesses, family businesses, charities, and Federal, State and local government agencies. He has traveled to China 83 times and has consulted on succession on nearly every continent. Among his 127 published books are these, which are relevant to this webinar: The essential HR guide for small businesses and startups; Optimizing talent in the federal workforce; Building a talent development structure without borders; Effective succession planning: Ensuring leadership continuity and building talent from within; The leader’s daily role in talent management: Maximizing results, engagement and retention; Career planning and succession management: Developing your organization’s talent for today and tomorrow; The competency toolkit; Talent management: A step-by-action-oriented guide based on best practice; Becoming an effective mentoring leader: Proven strategies for building excellence in your organization; Working longer: New strategies for managing, training, and retaining older employees; Invaluable knowledge: Securing your company’s technical expertise-Recruiting and retaining top talent, transferring technical knowledge, engaging high performers; The manager’s guide to maximizing employee potential; and Cases in government succession planning: Action-oriented strategies for public-sector human capital management, workforce planning, succession planning, and talent management.
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VL
There wasn’t a lot of detail or specific examples. More like a big picture instead of here is what you will be face with and here is an example and how to overcome it. But it was a good overview
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