Tag Archives: Mark Stelzner

My farewell speech to HR Florida (part one)

Goliath has power, but David got game! #HRFL12

Deep thoughts

Good morning. It’s the Sunday of 2012 Labor Day weekend, so it’s a lock that no one will be reading this is until at least Tuesday.  That’s alright. I might not finish it until Tuesday.  We’ll see.

It’s also the first Sunday after the 2012 HR Florida State Conference, and something of a transition point for me personally.  I’ve been involved with the HR Florida social technology efforts, formally and informally since 2008, but that’s ending.   It’s been a wonderful experience, but it’s time to pass that torch to someone with new ideas.  It’s also time for me to go try some new things I have been wanting to do for a while.

So this is the blog equivalent of my “I won the Oscar” and now I have to say something speech.  I have some thank yous to give out, some love to share, and even a small call to action or cause to share with you.  Please indulge me, at least until they start playing the get off the stage music, or bring out the big hook.

Giving Thanks

I hate “thank you” lists because I KNOW I am going to miss somebody, but here goes.

Thanks to every conference team member I have worked with over the past five years.  You always make me feel like I was a part of something dynamic and wonderful  when I get to share your passion and dedication getting  the Conference done every year, bigger and badder than the year before.

Thanks to the blogging team members over the past few years for everything you did.  You know them all:  Kris Dunn, Laurie Ruettimann, Jessica Lee, Michael Long, Steve Boese, Trish Mcfarlane, Mark Stelzner, William Tincup, Bryan Wempen, Victorio Milian, Ben Eubanks, Franny Oxford, Amanda Hite, Joe Gerstandt, Jason Lauritsen, Lisa Rosendahl, and  Joni Doolin. (kept away only by a hurricane that actually damaged her house)

I’m really grateful to Sharlyn Lauby for asking me to be part of that first social media along with Laurie, Kris, and Jessica.

No SHRM state chapter has done more to advance the adoption of social media into our profession, and into the conference experience than our team at HR Florida.  It’s so important to have leadership with vision, and the balls to take some risks.   None of this would have happened without the leadership of a very special of people that includes Kitty Fields, Dana Chatelain,Stephen Harrison, and Heather Vogel.   I know I left some names off this list, but this group has been working to advance our profession for the past five years, and longer.

My final thanks is for Carol McDaniel.  Thanks for everything you have done for me over the last five years.  My life is different because of you.

That almost 500 words, just for the recognitions.  I’ll be back later with more.



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Help Wanted: Crowdsourcing some questions for my HR Florida Panel

I need your help with moderating a panel next week

Next week, I am going to be moderating a panel of really smart people at the HR Florida State Conference.     We are going to be talking about why it is becoming increasingly critical for human resources professionals to have at least a general understanding of social media in today’s ever changing business environment.

Topics already on the agenda include:

  • New social media issues that HR needs to be aware of
  • The positives and negatives of the “real time” web to employers
  • How social media is impacting communication in your organization
  • Using social media to build a powerful virtual network of HR contacts
  • How you can protect your employment brand using social media

So here is my question for you.  If you could ask my panel of smart people a question about social media, what would it be?    Leave your question in the comments, and if I use it, I’ll make sure you get credit in the #HRFL10 Twitter stream as a consulting expert!

Oh, who is are the smart people on the panel?   You may know a couple of them:   Steve Boese, Trish McFarlane,  Franny Oxford, Mark Stelzner,  and William Tincup.    I think they might know a little bit, so get your questions in right away!

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What I wish I had learned at SHRM 2010

Final thoughts and comments on 2010 SHRM Global Conference

From Drop Box

Things were very well done at SHRM 2010 from a conference point of view.  There were lots of hopeful signs about the organization listening more closely to some of its more vocal constituents, like bloggers.   The social media effort was ambitious, and a great start.  The promising alliance with Monster was worthy of note.   There were plenty of opportunities for improvement.  Mark Stelzner published a piece on his blog that does far more justice to this thought track than I can.   Check out what he had to say here.

Things I learned at SHRM 2010

My big learning was really just a verification of what is an old discussion – HR needs to reinvent itself, and it is the practitioners who need to make that happen through aggressively transforming the way we think and work.   Here’s how I plan to do that in the next 12 months:

Aggressive Transformation #1 – I am going to take the advice I got from Gerry Crispin.  I am going to get more involved personally in SHRM at all levels.  (National, state chapter, local chapter)

Aggressive Transformation #2 – Doing so will permit me to try and bring some impactful change to the organization and the HR profession by  working angles from inside and outside the organization to make changes.

Aggressive Transformation #3 – work to ensure that the voice of the loud minority of bloggers and HR peeps who want to see continued proactive changes at SHRM remains strong, and  even louder than it is now.  SHRM is listening to the soft core dissidents that are us.   We need to keep the “pressure” on SHRM to change by continuing to share meaningful ideas with our commentary,commitment and contributions. We need to own our organization. If the rules weren’t stacked against it, I’d say we should be striving to lead our organization.

Things I wish I had learned at the 2010 SHRM Global Conference

  1. I wish I had learned that it was a hoax that China Gorman resigned from  SHRM.   Alas, that was not to be.  If you want to keep up with what China is doing, you can check out her new blog here.
  2. I wish I had learned that Lon O’Neil actually made it to the first ever SHRM Tweetup.  He didn’t, even though it would have upgraded his cool factor among the social media hipsters.  He did launch a Twitter account, which is sort of semi-cool.
  3. I wish that I had learned that someone had written and released the perfect  “How to do social media in HR” book through the SHRM book store.  That didn’t happen.  Over the next 6 months, I am going to be working on two separate projects intended to correct that gap.    The first of those will be taking place  as part of a large social media effort that will be taking place as an integral part of the 2010 HR Florida State Conference and Exposition.  More details coming soon!
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My Post HRevolution post

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Continuing the evolution of HR

I am just getting ready to check out of The Wit hotel in downtown Chicago now that the curtain has come down on HRevolution 2010.  I won’t rehash all the sessions.  I am not going to try and detail all the awesome conversations and personal connections I got to make or renew.  Those mostly speak for themselves.   So, what do I have to say?

The upside

There was a lot of upside to this conference.   Like what?   Well, like:

  • unparalleled opportunities to network across the HR space
  • vibrant locations, including downtown Chicago, the gorgeous meeting space at Catalyst Ranch, and the aforementioned the Wit hotel
  • a great mix of track topics and track leaders that resulted in great discussions
  • an ambitious attempt to extend the conference experience and the learning opportunities beyond the day of the conference, which we will need to wait to see the results of.

I am thrilled to have been part of two tracks, one on diversity with Franny Oxford and Paul Smith, and the second on blogging with Ben Eubanks.

Overall a awesome event with a lot of returns for the participants.  I’ll definitely be back next year, and would love to see the show come to Florida some time soon.

The downside

I am not sure that the event lived up to either the advance hype or my widely hopeful expectations.   To be fair, I am not sure it could have lived up to what I hoped to see.   In some respects, I feel this morning like Mark Stelzner said he felt last year after the first HRevolution:

“The event was great. What happens next?”

For some reason, I am left feeling uncertain and unfulfilled, mostly over my concerns about the long term impact of the event. I find this incredibly frustrating.   I wanted a silver bullet for HR, and frankly, there is no such thing.   We have a lot of hard work to do, and we have to do the work. 

Part  of this frustration is due to my complete dismay at the news of China Gorman and her resignation from SHRM.

Laurie Ruettimann and Lance Haun did what might be called the keynote closing of the event of the event,  with a track that was called Getting HR out of the Echo Chamber.  This track was intended to be a call to action to the people attending HRevolution.  They spoke about things that HR people can do to move what we are doing in the HR/ social media space deeper into the mainstream HR community. You can click the link to Lance’s blog to see a recap of what they talked about and didn’t.   The presentation was good, but I came away from it frustrated.

It wasn’t the silver bullet I hoped for, and candidly, they told us (me) to do a lot of things I am already doing.     They also left me vaguely confused when they began their call to action with a disclaimer:  “We are not in HR anymore.  We are industry pundits.”     While it is true, it caused cognitive dissonance for me.   Sort of, “I am not in the game anymore, but here is how you should play the game”.   Personally, I think that they are both still in the game since they spend their time talking about or speaking to the profession, but it is not my place to define their world view on this.  It still confused me, and I felt it detracted from the rest of their message.

What’s my beef?

I am not sure it is really a beef, but I did have few things I would like to have seen.  Not from Lance and Laurie specifically, but rather from the whole event:

  • More tracks led by practitioners
  • More time for small group discussions
  • more time for personal networking
  • Less consultants leading the discussions
  • More  involvement of the crowd in crowdsourcing/brainstorming of the “moving HR forward, where do we go next discussion”
  • More attendee involvement in selection of track topics

All in all, a great event with an ambitious agenda trying to push our field in new directions.  It wasn’t a home run, but it was a great at bat, and I can’t wait to see what happens the next time they step up to the plate.

Many thanks to Trish McFarlane, Steve Boese,  Jason Seiden, Ben Eubanks, Joan Ginsberg, Crystal Peterson, and Mark Stelzner for everything they did to make this event the success it was!  Great job!


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HRevolution: not just for Bloggers

IZEA Blogger Advisory Board
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Blogging: Get All Your Questions Answered

HRevolution is only 3 days away!

I am thrilled to be co-leading  a track on blogs and blogging with Ben Eubanks.   I hope that with the diversity of our blogging experience, Ben and I will present some diverse, yet useful information on how to put a blog together and make it viable.

The resources on blogging are practically limitless, and certainly there is no way to share even a small percentage of them here, but I thought it would be useful to have at least one resource on how to blog as part of the track.  With that in mind,  here are some useful resources on blogging for you to check before, during or after our track,  Blogging: Get All Your Questions Answered.

HRevolution Agenda

8:30 am Welcome from the HRev planning committee & Breakfast

9:00- 10:00 Can HR Be Trusted With Your Secrets?     Jennifer McClure & Lisa Rosendahl

Teamwork in the Age of Social Media: What Happens When The
Employee Gets Bigger Than the Brand?    Crystal Peterson, Eric  Winegardner, Amanda Hite

What the @#$% does diversity mean today?   Joe Gerstandt
10:00- 11:00

The HR Apprentice: Bring your A-game or ‘You’re fired’  – Trish McFarlane, Steve Boese, and Mark Stelzner as ‘The Donald’

Influencing Behavior    Paul Hebert & Jason Seiden

Healthcare Reform: Do We Know What It Means?     Will Manuel

11:00- 12:00

Blogging: Get All Your Questions Answered Ben Eubanks & Mike  VanDervort

Informal Learning    Marc Wenzel

Generations: Do They Really Make A Difference in Business?    SarahWhite, Joan Ginsberg, Benjamin McCall

12:00- 1:oo Networking Lunch

1:00- 2:00

HR Technology- Q & A for HR Pros      Bryon Abramowitz, Mike Krupa, Bill Kutik

The World Beyond HR Craig Fisher, Jessica Miller-Merrell, Charee Klimek

HR: Where Brand meets Culture – A discussion about HR’s role in Corporate Brand Building       Jason Lauritsen

2:00- 3:00

The Secret- Sports & the Future of HR     Steve Boese, Tim Sackett, Lance Haun

Global Recruiting and the Relationship with HR     Bill Boorman & Geoff Webb

Breaking Out of the Echo Chamber: Expanding the HR Social Media Community  Laurie Ruettimann & Lance Haun

HR Guide to Blogs and Blogging

Blogging Tips

Here are some excellent resources articles covering a variety of topics related to blogging and using your blog as a business tool.

Does your blog ask the right questions?

Do page views matter for the average blogger?

How to use a blog to increase organic traffic to your site

6 ways to leverage the long tail in your marketing via your blog.

BookSneeze: free books for bloggers

#BlogChat on twitter every Sunday

Easy list of Bloggers to follow on Twitter

Bloggers you might want to follow

What follows are links to two different types of blogging resources:

  1. Bloggers I have learned from
  2. HR blogging resources

Chris Brogan

Robert Scoble

Ben Eubanks

Francine Hardaway


Blog tips to help you make money

Copywriting tips for online marketing success

Get started blogging today!

Confessions of a six figure professional blogger

25 Best HR Experts, Blogs and Influencers to Track in 2010

HR blogs on Alltop

Top 50 HR blogs of 2009

50 best HR blogs for Wisdom

John Sumser and his Top 100 Influencers series

Recruiting Blogs and especially, Raye Anne Thorn

Top 50 HR blogs of 2009

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Inside Washington DC: SHRM, Social Media and Fearmongering

Warning:  I am going to rant about Social Media and HR in this post.

I am going to rant about several things.

I am going to rant about:

  • human resources professionals who still practice plausible denial about their need to understand social media
  • lawyers who utilize fear-mongering tactics to create fear about social media at conferences
  • A failure to provide a balanced view of the positives and negatives of using social media as a tool in the workplace

I promise I will write a more thoughtful followup later, but I have to catch a flight this morning,  and I wanted to get in the conversation that apparently has already started – thanks to Mary Ellen Slater and her call in appearance last night on HR Happy Hour. Mary Ellen had also weighed in earlier on twitter – live from the SHRM session on the risks of social media that was cleverly titled “To tweet or not to tweet – Are you asking the right questions?”

From Drop Box

The takes have already started spilling out from HR bloggers including Steve Boese and Mark Stelzner.  These are both good takes, but they are takes with a distant perspective.   My take is from the sessions, and here is what I have to say:

HR professionals are not asking the right questions about social media.

SHRM did not do a good job of ensuring that the point of view HR professionals are getting from them on this important topic was balanced and fair.

Busy HR professionals and their excuses

I had discussions at the conference with a lot of HR practitioners who admitted they were not regular users of social media.   Most of them made it very clear that they weren’t really that interested in being users either.   Apparently someone has been teaching a new mantra – the mantra for avoiding social media.  It sounds something like this (imagine eyes drifting up and to the left, body language indicative of discomfort and lack of engagement)

“I already spend a lot of time on my laptop and my blackberry.  I don’t have time for that social media stuff.  I have staff that takes care of that stuff for me.  I am just going to say la-la-la-la-la-la until it (and you, Mr. Social Media evangelist guy) goes away!  la-la-la-la-la-la-la-la!

How the hell do you understand the potential benefits of social media as a tool to put to work for your organization if you don’t even dip your toe in the water?   And if you are a traditional risk averse, litigation avoiding HR practitioner, how do you learn enough about social media to understand the risk?

SHRM and their scary lawyers

You turn to your industry professional organization, and you attend concurrent sessions that offer lawyers discussing those risks.   At this conference, that would be attorneys Michael Cohen and Cynthia Gibson.  Both gave competent presentations on the risk factors employers can face through from social media.  In my opinion, both presentations were designed to incite fear about social media and did very little to explore the potential benefits that social media can offer to companies as a tool.  Frankly, neither presentation did much of anything to put social media in a positive light.

If you were an HR practitioner who is already reluctant or ambivalent about social media, these sessions could easily provide another check point on the litany of excuses.    “Social media is too risky for us to use here at XYZ Company.  I heard it at SHRM!”

This is dangerous and unprofessional.   I really don’t care if HR people choose to ignore social media as a tool, and something which could enhance their overall skills.   Anyone who doesn’t understand social media and the risks and opportunities it offers is placing themselves at a professional disadvantage to me.    Go ahead and say lalalalalala…

But you are doing your company/employer a disservice.  How can you advise on policy or assess tools or develop strategies around something you don’t understand?

Listening to attorneys isn’t sufficient.

SHRM and Social Media

I bothers me to be writing this when it comes to SHRM.   The people at SHRM are trying to do good things with social media.  They aren’t getting them all right, but at least they are paying attention and trying.    However, in my opinion, this was a fail. It is not that the content presented was awful.  It was just skewed and imbalanced.   I am also biased about social media, but damn, did no one even think about presenting some counter-balance for this conference?

SHRM, you can do better!

There are plenty of competent HR people out there (including me) who would be thrilled to present the positive side of social media at this conference.    It is not just a matter of fairness.  It is a must for our professional organization to be offering a balanced viewpoint on a topic that has such far reaching implications.

Disclosure:  SHRM provided me press credentials for this conference.  I am grateful for this.

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Does HR matter in social media, or are we just an echo chamber?

WASHINGTON - OCTOBER 19:  (L-R) James Flaherty...
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helloooooooo!!!!! hellll-oooooo-oooo-ooo???

Is there anyone out there?

Of course there is.   Otherwise, why would I be writing this?

I had an interesting discussion with Mark Stelzner the other day.  It was discussion that we have been through before, and one that many of us probably have on a regular basis.     Who are we talking to with our blog posts, Internet radio shows, tweets, and various other forms of socialmediaspheric content generation?

Are we writing for a general audience of interested people, or are we chatting inside a comfortable echo chamber of our own making?

I think the answer as it pertains to the HR community at large is a little bit of both.    The discussions we have inside the HR social media sphere are important and do influence a small portion of the dialogue for our field at large, which I believe is a good thing.   But I would be willing to bet my next paycheck that the majority of practitioners in human resources are blissfully unaware of the stirring controversies we generate.

Fortunately there is no way to accurately measure that assertion, so I should be able to make my mortgage payment next month!

They just aren’t pertinent to many people.  Lots of issues on the Internet are like that in the real world.

The echo chamber is a seductive mistress.

Do you know anyone who doesn;t like to have people pay attention to what they have to say?  Even introverts enjoy knowing that people are paying attention to their important ideas.  And there is no better place for that to occur than inside the self-perpetuating environment of the Internet echo chamber.

When you speak pre-dominantly to those  to those who want to hear your message or agree with you, it is easy to believe that your message has influence and is reaching out to a broad audience.   It is easy to become involved in dialogues that reinforce your ideas and create a feeling of importance that may not be totally accurate.

Break down the walls

This is why it is important to make sure you break out of the echo chamber from time to time.   I do this in a variety of ways.

  • I check my messages with other people, including soliciting input from people that are not part of my social media network.  This provides a different point of view, and helps to keep me honest.
  • I engage in dialogue with people who state a position that is obviously different than my own. I do this in order to understand their thought process, concerns and motivations.
  • I read material from a lot of different sources, including many that hold views contrary to my own.

Reader comments are hugely important

Dialogue within your social media community is also important.  Knowing what people think about what I write about is helpful in so many ways.  It generates a conversation. It stimulates additional ideas for further writing.  It helps me to know my audience and my friends better.

This site gets visitors from all over the world, but not nearly as many comments as I would hope.   In the few months, people have visited Human Race Horses from numerous countries, including:


The United States


82.4% +668%
The United Kingdom


3.3% +144%


3.1% +621%


1.7% +417%


1% +367%


0.8% +980%


0.7% 0%


0.6% +208%


0.4% +275%
The Philippines


0.4% +999%


0.4% +999%
New Zealand


0.4% 0%
The Netherlands


0.2% +89%
Hong Kong


0.2% +433%


0.2% 0%


0.2% +100%
Russian Federation


0.2% 0%
South Africa


0.2% +999%


0.2% 0%


0.2% 0%


0.2% +999%


0.2% +500%


0.2% +999%


0.2% +999%


0.1% 0%


0.1% +800%
The United Arab Emirates


0.1% +700%


0.1% 0%


0.1% +600%


0.1% +600%


0.1% +600%


0.1% 0%


0.1% +200%


0.1% +500%


0.1% 0%


0.1% +150%


0.1% 0%


0.1% 0%


0.1% 0%


0.1% 0%
Republic Of Korea


0.1% 0%
Costa Rica


0% 0%


0% 0%


0% 0%


0% 0%
Czech Republic


0% 0%


0% 0%


0.1% 0%


0.1% +150%


0.1% 0%


0.1% 0%


0.1% 0%
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What the HR profession can (and should) be doing about jobs

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Jobs are our Turf

Sharlyn Lauby recently wrote about what she called the single most important component of economic recovery – job creation.  She opens with the following shot:

In his recent State of the Union address, President Obama said the administration was going to focus on creating jobs and getting people back to work.  It’s about time.  Really.  We’ve all known for a painfully long time it will take getting people back to work to kick this recession in the butt.  Employed people spend money and spending money grows the economy.  I’m not Ben Bernanke and even I figured this out.

The initiatives to create jobs can’t come soon enough.  In fact, I’m curious to know what’s going on with the outcomes from the jobs summit that was held last year.  You remember the jobs summit?  My recall of the event was very few human resources professionals were on the invite list.  Such a shame.  You’d like to think that any conversation about creating jobs would have HR pros in the room.

I’ve been biting my tongue about this for quite some time.  I have my own theory on why human resources wasn’t at the jobs summit.  It’s because HR pros aren’t focused on job “creation”.  Instead they’re focused on job “readiness”.

You can read the rest of Sharlyn’s relevant thoughts on job creation and a bunch of good comments by clicking here.

What are HR people doing about jobs today?

There are a lot of efforts going on out there already.  Those I am about to mention are by no means comprehensive.  Rather they are an illustration of the various ways people are approaching the difficult task of job creation.

One of the programs that I would consider a role model program for community effort is Milwaukee Job Camp.

At Job Camp, all they do is:

Unlike job fairs, Milwaukee JobCamp teaches attendees the latest, most-successful job search methods to help you rise above the competition in today’s tough market. This FREE, one-day event gathers the top experts and resources to help you elevate your career and land that great job.

  • Create a personal brand message that quickly communicates “who you are and what you’ve got.”
  • Write a stand-out resume that results in interviews, with one-on-one Resume Doctor analysis.
  • Receive personalized job interview feedback from local recruiters, hiring managers and HR staff at Interview Improv sessions.
  • Get expert training on Social Media sites like LinkedIn, Facebook and Twitter.
  • Hear inside information on the job market and learn job search strategies from motivational speakers, interactive seminars and participatory workshops.
  • Make new connections with Speed Networking.
  • Share info and meet others from your industry at Industry Huddle tables.
  • Join Table Talk discussions to learn more about a myriad of employment-related topics.
  • As part of the registration process, attendees can also submit their resume to our sponsoring organizations.

We need more efforts like these.

Let’s create a National Job Camp Day

What is really need is for the HR community to really step up and put forth a coordinated effort.   Just think of what could be achieved if  SHRM chapters across the country would partner with the chamber of commerce or other civic organizations and put forth efforts like Job Camp across the country.

There is an idea.  There  is more than one model.   If you don’t think my idea is a good one, tell me what you think would be a better one!

Let’s go make something happen!

  • The Double Dip Is Now in Place (seekingalpha.com)
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    Sunday shoutout: HR Florida State Conference and Expo

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    2010 Event Planning season is now open

    Give me an H!  Give me an R!  what does it spell?  Ummm –  HR!

    Okay, maybe that doesn’t work, but it is time to start supporting your state HR conference planning teams around the country as they get ready to launch their various events.

    I am not just cheering for HR Florida. This year, I am a part of the team.

    I spent one day last week at the Rosen Shingle Creek Resort working on planning for the 2010 HR Florida State Conference and Expo.   I am a member of the Programs Committee, which is headed up by Lori Goldsmith, SPHR, GPHR.    We begin choosing presentations for concurrent session next week.  Our conference chair is Carol McDaniel of Hodes.  Other members of the panel you might know from their involvement with social media include Heather Vogel, who writes the HR Whisperer blog,  Stephen Harrison, the social media guru for HR Florida, and the brains behind HR Gumbo, Toni Mayros, who is influential in working with HR students on social media, and  Joyce Chastain who also blogs on HR Gumbo.

    Most of the other conference planning committee  members have twitter accounts as well, and they “get” the importance of social media within the HR profession.  They also understand how social media can be utilized on many levels by an organization, including member outreach, communication and collaboration as part of the conference planning process, marketing, and others.

    In fact, they get it so well, that they have made me responsible for organizing a blogging team that will be a part of the event.   Last year, I was part of a similar group that was organized by Sharlyn Lauby.   The 2009 HR Florida blogging alumni group also included Kris Dunn, Jessica Lee, Laurie Ruettimann, and Michael Long.

    I think I have put together an awesome group for 2010 (even if I do say so myself!), which includes Steve Boese, Trish McFarland, William Tincup, Franny Oxford, and the most influential digital HR person on the planet, Mark Stelzner.

    This HR street blogging team will be an interactive part of the conference via presentations, a panel, a tweetup, an HR Florida episode of  HR Happy Hour (hopefully), and attending events with the conference planning committee.  I think you are going to see some new things from this group.  Stay tuned for more details!

    Oh, in case you didn’t know, 2010 has been officially designated as The Year of Steve Boese!

    The fact that they get it is why I am extremely excited to be a part of the conference this year!  We have some cool stuff planned, and we will be doing some innovative things within the social media sphere as well.   Even if you live outside Florida, this is a conference event that you should get on your personal radar.  It promises to be one of the premier HR events on the East coast for 2010!

    Looking for HR speaking opportunities?

    We are still accepting proposal for presentations for 2010.  If you have a great topic you want to speak on, here is how you can submit for consideration.  In addition to moderating the Blogger panel this year, I will (probably) be presenting on social media and positive employee relations in the workplace.

    If you are interested in sharing your experience and expertise with your colleagues at the 2010 HR Florida Conference and Expo, you may do do by submitting a proposal here.

    Registering for HR Florida State Conference and Expo

    Registration for this event is now open.  Here are the pertinent details:

    The HR Florida State Conference & Expo is the annual conference of the HR Florida State Council, a state affiliate of the Society for Human Resource Management (SHRM).  Each year the event attracts over 1,000 human resource professionals and vendors throughout the state of Florida and across the nation.  These individuals represent virtually every industry and companies ranging from small businesses to large industrial centers.

    Programs presented at the annual conference cover all aspects of the SHRM Body of Knowledge:  Strategic Management, Workforce Planning, Human Resource Development, Total Rewards, Employee / Labor Relations, Compliance, Risk Management and Personal Development.  In addition to multiple educational opportunities, attendees will also be able to network with fellow human resource professionals, check out the latest and greatest services offered by an expo hall full of the top human resource vendors and have some fun at our social event.  The 2010 HR Florida State Conference & Expo will be held from August 30, 2010 to September 1, 2010 at the Rosen Shingle Creek Resort in Orlando, Florida.

    We look forward to another fantastic conference.

    I hope you will be joining me there in August!

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