Tag Archives: SHRM

HR Reincarnate

re·in·car·nate

Society for Human Resource Management
Society for Human Resource Management (Photo credit: Wikipedia)
verb
 ˌrē-inˈkärˌnāt/
  1. 1.
    (as believed in some religions and philosophies) cause (someone) to undergo rebirth in another body.
    “a man may be reincarnated in animal form”
adjective
-nət/
  1. 1.
    reborn in another body.
    “he claims that the girl is his dead daughter reincarnate

Matt Stollak asked me about a piece I wrote back in 2009 called HR – not dead yet, which I wrote while a great debate was raging on one of the old LFR blogs over whether HR was dead or alive.

Here’s part of that piece.

HR is not dying.

I would agree it is bifurcating to a certain extent, from a blended generalist type function into several smaller more specialized areas, like talent management, etc,.  But there is still a need for someone to do the shit work that line  managers hate when it comes to dealing with people.  There is also a need to ensure that the bad managers out there  be required to stick to some form of cultural consistency and conformity.

I think too many HR people hunker down and develop a reactive mentality to issues. We need to stop trying to avoid disasters and litigation.

HR peeps need to step out and make shit happen.

When you do that, you are at the table, whether you got invited or not.

BTW – the invites are not coming any time soon.   You have to create the opportunity. Same holds true for authority and respect. And you have to work to hold on to them once you have them. They are pesky and disappear quickly.

The great companies out there typically have great HR departments under the hood somewhere. But there is also a lot of “What have you done for me lately?”

Stop hiding.

Do the work.

Make shit happen.

HR rocks anywhere that happens.

It still sounds like sound advice to me.

I think the HR conversation has shifted in the blogosphere over the last five years.  Our echo chamber has expanded.  We have more champions of HR like Steve Brown advocating the joys of our profession.  SHRM has adopted social media as an effective means of sharing knowledge.  New bloggers have come on the scene, adding their contributions.

We rarely talk about tables any more.  That’s true progress.

Keep up the good work, HR!

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Today’s Paper.li delivered

Today’s post is a sharing post. Here are some really good paper.ii newspapers that aggregate topical information about various HR and business issues as shared on social media.

People Profit Planet from People Report

Hashtag #Labor


Hashtag #SHRM


Today’s Paper.li delivered

Today’s post is a sharing post. Here are some really good paper.ii newspapers that aggregate topical information about various HR and business issues as shared on social media.

People Profit Planet from People Report

Hashtag #Labor


Hashtag #SHRM


‘Tis the Season: 5 Things That Stress Out HR

The Implications for HR at Christmas

Christmas in the post-War United States
Christmas Tree (Photo credit: Wikipedia)

Christmas is one of the happiest times of the year. The run up to Christmas however, often tells a different story. If you work in HR then you’ll probably understand what I mean when I say it’s the
most stressful time for a business. Although you want to enjoy the festivities taking place around you, you will often find yourself swamped with absences, holiday requests, budgets and recruitment on top of organising the office Christmas do!

So what are the implications of Christmas for a HR department?

Holidays

Christmas is a peak time for holiday requests. Of course everyone wants to be able to spend Christmas with their family, but it’s impossible to let everyone take it off. Make it clear that holiday
requests, especially at Christmas, will be dealt with in line with company procedure. You are likely to be inundated with last minute requests and you’ll probably feel like cancelling Christmas altogether.
It’s important to remember that although some employees will always try their luck with holidays,
you should stand firm, allocate what you can and don’t be afraid to say no.

Absence

As soon as the cold weather draws in, everybody seems to catch a cold. If one person has a cold
then it’s guaranteed to spread around the office. Sometimes it’s better if they take a day off so that
the germs don’t spread. Surely one employee being off is better than ten employees being off?
Employees can overstep the mark though – it’s not acceptable for someone to take the day off, simply
because they’d rather avoid the bad weather or because they have a hangover. To ensure that you
don’t lose productivity within the office when absences occur, ask staff to ring in as soon as possible
so that their work load can be allocated between other employees.

Recruitment

If you work in retail then you’ll know how stressful this can be. Applications upon applications will
fill your desk and you’ll be faced with the task of finding the right person to suit your business.
Recruiting more people over the busiest time of the year is important, given the increased opening
hours and the sheer number of absences and holidays can cause you to fall behind on work. Start
your recruitment process as early as possible so you have enough time to interview and get the new
employees started – it’s a gruelling process, I know.

The Christmas Party

Although this is a chance for everyone to let their hair down, it can be an apprehensive evening
for the HR department. Fuelling your employees with booze from the free bar may make you their
favourite person, but it could also cause some problems. There’s always one person that gets too
drunk; it’s a Christmas party tradition. When the alcohol takes over and the person starts to become
a bit of a loose cannon, it’s time to order them a taxi home. If any situations occur, such as arguments
or awkward attempts to chat someone up, try and nip it in the bud as soon as possible. What
happens at the Christmas party should not be carried into the office as it could affect work morale.

Travel

Christmas brings us some lovely things, such as gifts, holidays and food, but unfortunately, it’s in
winter and winter brings us bad weather. Trains, buses, taxis and basically any form of vehicle is
usually affected by the snow. If your employees are working over the Christmas holidays when
transport is limited or, even worse, unavailable then you need to be aware of this. HR has to think
about how their employees will get to work and if there is anything that they can do to help them
with their travel.

How do you deal with Christmas HR challenges?

This post was contributed by Matthew Leach on behalf of euroffice.co.uk, the UK’s largest online
office and stationery supplier.

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The Social Media Volunteers #MTSHRM #TNSHRM13

Social media is now part of the HR profession

Social Media Outposts
Social Media Outposts (Photo credit: the tartanpodcast)

I’m very excited to be part of the Social Media Pit Crew for the  2013 Tennessee SHRM Conference.   It’s always an honor and a privelege to be asked to participate in an event like this.  For me, this will be the third time I have been asked to be a member of the inital social media efforts at a state conference.  In years past, I have been a part of social media teams at state conferences in Florida, Ohio, and Illinois.

Will I see you at the 2013 Tennessee State Conference?

Looking at what Chris Fields and Lyn Hoyt are putting together for Nashville, I can hardly wait for September to get here!  You should be there too!

So what makes going to a state conference as part of a social media team so awesome, especially when it is the first foray into the wild and wooly world of  HR social technology?

It’s the people, the learning, and the networking – pretty much the same reasons that people who don’t use social media much go to the conference. 

Back in 2009, I was part of the first blogging team at HR Florida.  I got invited to serve on that team because of the individual work I did in tweeting out information and sharing the event via social media as a 2008 conference attendee.  In 2010, I became a volunteer leader for HR Florida at the state level, serving as a member of the Program committee, and the leader of the Social Technology team for three straight years.  That led to speaking opportunties at other state conferences, and a volunteer leader position for SHRM National, and many other opportunities too numerous to bore you with here. 

I share this experience not to trumpet my own awesomeness, but rather to quickly illustrate that something as banal and mundane as “tweeting” can actaully lead to transformative moments in your professional career.  None of these opportunities would have come my way without the connections I made through social media.  People I met via Twitter like Sharlyn Lauby, China Gorman, Carol McDaniel, Dave Ryan and Steve Browne have become tremendous professional connections, and opened doors for me in a way that I never expected.

That’s why I volunteer my personal time to attend state conferences and do social media at these conferences.  By paying this time forward, I hope that someone out there in Tennessee will receive the same kind of mentoring and opportunity that I did.  If you are attending the Tennessee conference, please be say hello to me and the rest of the social media pit crew if you see any us. (click through the link for videos from the whole crew)

A Social media primer for SHRM Chapter Leaders

A few years ago, I put together a primer of tips for SHRM state and local chapter leaders looking to get started in social media.  It included the following advice:

Getting your chapter started

  • Look to other chapters for best practices.  HR Florida is a great case study, if I do say so myself.  I would also include Illinois, Ohio, and Louisiana.
  • Consider getting started by adopting with at least one platform if you are not ready to go full tilt.
  • Blogs are great for sharing information
  • Facebook is great for conversation / events
  • LinkedIn groups offers a semi-private platform
  • Develop policy and guidelines
  • You must believe, and lead by example.
  • Let your “chapter”  hair down a little, and have some fun!
  • You must view your audience as a community.
  • Don’t treat your social media platforms like a bulletin board used only for publishing announcements.  If you do, it will fail.
  • Help is available!
  • All SHRM chapters should have a social media person on their leadership team.

 Today I would also add the importance of developing lasting partnerships with sponsors.  SHRM National has built a great relationship with Dice, the Hive and a kickball charity fundraiser that raised more than $11,000 for No Kid Hungry.  Possibilities are unlimited, if you use your imagination.

Special thanks to MissionPoint Health Partners for their conference sponsorship, and CBIZ for providing the social media sponsorship at the 2013 Tennessee SHRM Conference and Exposition.

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Like Blake Mycoskie, HR can do just a little more #SHRM13

I have a question for the typical #SHRM13 conference attendee.  Why are you here?

Society for Human Resource Management
Society for Human Resource Management (Photo credit: Wikipedia)

Likely answers will be things like HRCI credits to maintain my PHR?SPHR, to learn about the latest and greatest trends in HR, to network, or even just to party and enjoy Chicago. All of these are legit. I think it’s important to remember that we cab do more.  It doesn’t event take much, and it can actually enhance your conference experience.

I’m listening to Blake Mycoskie of Tom’s Shoes speaking right now, He’s talking about how he built his business, built a super brand, and founded a social movement all at the same time.

 

It’s genius, and doable. It just takes a will, and a community

 

. Case in point, the #SHRM kickball  charity game that we held yesterday in Grant Park to raise money for the #NoKidHungry campaign.  About 60 people turned out to  play kickball, and raise  nearly $11,000 from our employers, family, friends and social media contacts.

 

We were able to do this because we had a goal and a community, which led us to build a little movement within SHRM, and with the help of SHRM.

 

Imagine what we could accomplish if we all worked together.   The goal of the #NoKidHungry program is to end world hunger in the next five years.  We did it small  this year.  Blake Mycoskie did it big..  What can we all do together?   That’s the kind of conference experience I want to have next yea

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SHRM endorsed slate wins by large margin over SMFT write-in slate #SHRM

You probably already have this in your email if you are a paid up member of SHRM for 2012,but just in case you haven’t seen it.  Here ya go via Jose Barrios:

The third-party election oversight company that SHRM retains to administer our board election processes, Election Services Corporation, has confirmed the election results; and the SHRM member Inspectors of Voting have certified the results.  Your votes were overwhelmingly in favor of the vetted and experienced group of HR and other business leaders recommended by the SHRM Board Governance Committee.  Each of the elected Directors received at least eighty-eight (88%) percent of the votes cast; and no other individual received more than 6 percent of the votes cast.

You can trust that the SHRM Board takes seriously its role in setting the strategic direction of the Society, so that it can continually meet your needs. Whether in assisting you in meeting the everyday challenges you confront as an HR professional, or in helping you grow in your career by developing business competencies—SHRM will be there to provide what you need. With the support of all SHRM members, I am confident that the board you have elected will continue to advance SHRM’s position as a globally recognized authority on human resource management.

“No other individual” would be the write-in candidates who were running on the SHRM Members for Transparency slate.

 

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Tattoos are the new business card

Do you think this tattoo trend is sexy or silly?

tattoo # 4 - finished!
tattoo # 4 – finished! (Photo credit: Tracy Lee)

It’s  been a great couple of days here in Atlanta! Spent mostly doing volunteer work for SHRM in their social media hub, and  spending time with friends, old and new.  It’s the best part of the conference for me.  It’s also the most fun.

Here’s a link to a wry and witty post by my buddy Paul Hebert, who says he really doesn’t do HR.  Apparently he just likes to hang around with us and party.  Check out his “HR outsider” perspective on #SHRM12, especially his comment on tattoos.

Speaking of tattoos,  I attended the #SHRM12 Tweetup that was sponsored by Glassdoor last night, and discovered a new networking ritual.  Apparent,y HR people no longer need to exchange business cards.  We prefer to show each other our tattoos.  It’s different. It’s fun. It’s even sexy.  I know this because one HR lady told me its floral design thigh tattoo was sexy as she modeled it for me and several other people while waiting in line for drinks.

I found out anther thing  about HR people last night.   We don’t adapt well to change (Jim Collins just said “change” five times in ne sentence!).  Drinks at the Tweetup were widely available for the VIP. Hour last night. They were free inside.  They were only available for cash outside on the patio, where it was much cooler.  This caused a lot of consternation.  People were pissed and a bartender mildly abused.  It all ended well though, after about the second drink round.

That’s when the tattoos started coming out.  A young woman seated at the bar suddenly turned to me, pointed at her thigh and said: “See my tattoo, do you think it’s sexy?”   She then shared a couple more on her arm and wrist.  I wound up baring my left leg to show her my tattoo.  We were not the only people doing this at the event.

Tattoos – the new ice breaker, or perhaps the new business card.  Here’s my tat, and here’s the story behind it.

Yes, for the record, I have one. It’s a winged lizard, on my left leg.  No photos available.

How about you?

 

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A blogging tempest before #SHRM12, go figure!

English: Two examples of Sadler "Brown Be...
English: Two examples of Sadler “Brown Betty” teapots (Photo credit: Wikipedia)

Teapots are shaking as America  and the United Kingdom tremble over a blogging controversy

Ok, it’s a little more serious than that. I haven’t seen a mini-tempest like this for a while, and I’m happy to have helped stir the pot!

Big discussion in a blogger group on Facebook and over on HR Fishbowl about the blogger-vendor relationship at HR conferences, revolving around the 2012 SHRM Conference in Atlanta where I will be blogging .

You really should go check out these two posts by Charlie Judy “SHRM Blogger Beware” and a rebuttal post from Jackie Abramian, a guest blogger  the vendor side which is titled “Vendors and Bloggers: Locked in Love and Hate.”

Here some of what I had to say on the topic.

I’ve shared some of this with Jackie privately via email but here are some general suggestions and observations:

Agencies would be better served by HR bloggers by working to develop on-going relationships, rather than random once a year blasts through SHRM. Do stuff like working with us to involve us on an on-going basis with your clients and their products throughout the year via facilitated chats on Twitter, Google Hangouts, and other forms of new media. Many do that now, but there is more market.

Support our blogs. Comment there. Join our dialogues, and have your client/partners do the same. We’re a community of professionals, not a marketing channel. Approach us from that viewpoint.

In the HR blogosphere, many of us are practitioners and we do this for love and to help advance the profession. I rarely get paid directly. for anything I do on the blog. SHRM is comping me a press pass to the conference, and I am paying my own travel expenses which will be well over $1000. Just my POV as a practitioner with a day job and a lot of passion for my profession.

I echo Charlie’s viewpoint to a certain extent. We are there to share the SHRM conference with our readers, and while the vendors are important, the products they sell and the briefings are really that interesting to readers on my blog anyway.

The other part of it is, as bloggers we get asked to give a lot of free promo, and don’t get much back in return for our time. You and your agency get paid for the time you spend, but we don’t.. Not suggesting you should pay us, but somehow the quid pro quo of the investment needs to be a more even deal. Possibly working with a group of bloggers in your customer product “whelelhouse” and treating them as insiders would be a better idea.

One blogger from the UK, @BillBoorman suggested speed briefings today (15 minutes for a group during a certain set period) – that;s not a bad idea either.

That’s my two cents.

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