In episode 119, Coffey talks with Rose Ann Garza about October HR-related news that relate to the impact of AI in HR, mental health at work, and new hires getting cold feet.

They discuss which jobs will be most affected by artificial intelligence; AI’s use in HR; why 50% of candidates are changing their minds after accepting a job; the importance of an onboarding process to engage new hires; the importance of supervisor training to prevent workplace toxicity; and the shift in meeting employees' needs such as childcare, mental health, and a healthy work environment.

Links to stuff they talked about are on our website at https://goodmorninghr.com/EP119 and include the following topics:

- Indeed’s AI at Work Report: How GenAI Will Impact Jobs and the Skills Needed to Perform Them

- Survey Finds Half of Candidates Have Accepted a Job Offer Before Reneging

- No more crying at work: How to prevent a toxic workplace

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About our Guest:

Rose Ann Garza, SPHR, SHRM-SCP, is the Chief Human Resources Officer for Kerbey Lane Cafe, Inc. During her time at Kerbey Lane the organization has more than doubled in size and has won several prestigious awards related to their impact in the community and to their team members. 

Prior to joining Kerbey Lane in 2006, Rose Ann built her career in the restaurant and hospitality industry working with Destination Hotel and Resorts and Brinker International.  A member of Kerbey Lane’s Executive Leadership Team, she leads the execution of Kerbey Lane’s people strategy as well as builds organizational capability and team member culture to further enable Kerbey Lane’s growth and impact.  She also serves as the strategic business advisor to senior leadership and the Managing Partners of each location regarding key organizational and management issues.  

In addition to her role at Kerbey Lane, Rose Ann serves on the Texas Society for Human Resources Management (Texas SHRM) Executive Council as the State Director (2022-2024) representing over 21,000 HR professionals at the state and national level.  Rose Ann previously served Texas SHRM in the roles of State Director Elect, Assistant State Director- District Directors and Core Leadership Area Directors, District Director and as the Workforce Readiness Director. Rose Ann also served her local SHRM chapter, Austin SHRM, as President, President Elect, and Vice President of Programs.  

Rose Ann received a Bachelor of Arts from Texas State University and a Master of Fine Arts from The University of Texas at Austin.  In her spare time, Rose Ann enjoys traveling, reading and spending time with family and friends.

Rose Ann Garza can be reached at:

www.linkedin.com/in/roseanngarza

About Mike Coffey:

Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.

In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.

Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.

Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year.

Additionally, Imperative has been named the Texas Association of Business’ small business of the year and is accredited by the Professional Background Screening Association.

Mike is a member of the Fort Worth chapter of the Entrepreneurs’ Organization and volunteers with the SHRM Texas State Council.

Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).

Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.

Learning Objectives:

1. Consider how best to implement generative artificial intelligence in the workplace.

2. Identify ways to keep candidates and new hires engaged throughout the hiring and onboarding process.

3. Identify and develop management training strategies for fostering a healthy work environment.