since the economy started recovering. We
have lost touch with what motivates our
employees and their need for recognition.
In addition, a specific challenge in
recruiting and retention exists within the
public sector as our employees leave for
private-sector positions. The challenge
regarding retention is how to keep
qualified, seasoned employees when the
private sector is increasing hiring efforts
for positions that carry higher salaries.
Most governmental agencies are running
very lean budgets for recruiting activities.
of. I started my HR career as an HR
coordinator. Back then, obtaining
certification in human resources was the
furthest thing from my mind. My goals
then included moving to a lead position as
a coordinator. However, my director, who
was also my HR mentor, had other plans
for my HR career.
With her encouragement, I returned
to school to finish my bachelor’s degree
and joined the local HR association. This
was my introduction to becoming certified
in my profession. At the time, I could
A law degree teaches how to research the
law, and an SPHR teaches how to weave the
legal requirements into a strategic plan.
We are challenged with thinking outside
the box to find qualified individuals.
So, we meet this challenge head on by
conducting targeted recruiting. However,
we are then challenged with being ever
vigilant to ensure that our efforts do not
violate HR laws or regulations.
These challenges, in my opinion, exist
due to the perception of the government’s
current relationship with the community
it serves. We have challenges in rebuilding
the relationship and changing the
perception that the community may have
about the local government on a next-tonothing budget.
C: How does certification help you in your
job?
GZE: Obtaining my certification as Senior
Professional in Human Resources
(SPHR®) is one of my top-five lifetime
accomplishments that I am very proud
only dream of becoming a Professional
in Human Resources (PHR®). Later, as
I gained HR academic expertise and my
career began to move forward, I realized
that the SPHR was on the path toward my
HR goal of becoming a leader in human
resources.
My SPHR certification has provided
expertise and credibility among my fellow
HR leaders in the other 19 judicial circuits
within the Florida State Courts System.
My certification, along with my degrees,
has provided me with an unexpected
level of credibility among employment
attorneys as well. The employment
attorneys that I have encountered say that
they are more impressed with an SPHR
than a law degree. I can understand their
statement: A law degree teaches how to
research the law, and an SPHR teaches
how to weave the legal requirements into
a strategic plan.
C: What HR practices do you now implement that
you believe are on the leading edge?
GZE: The leading edge I am implementing
within our circuit is old school. My HR
team and I are working on bringing
customer service back to human
resources. For the past several years,
most HR departments have been
concerned with doing more with fewer
workers. Unfortunately, this shifted our
focus from serving the employee’s needs
to executing the organization’s financial
plans.
As a consequence of being the internal
department known for layoffs, human
resources stopped being the department
that an employee could contact to
get assistance with handling work-life
balance. In our circuit, we are dedicated
to re-establishing a higher level of
customer service for our employees.
Our customer service goals extend
beyond fixing a payroll error or resolving
a benefit question. We are working toward
showcasing the soft benefits of working
for the state. Such benefits include the
recognition of employees’ outstanding
performance at a quarterly event, staff
meetings where employees’ contributions
are acknowledged and where ideas are
exchanged, and departmental educational
efforts to keep employees’ current skills
up-to-date.
I believe these efforts will change the
perception within our local community as
wel