HR University

Posts Tagged ‘SHRM’

RANTS

The Legal Environment for Business Professionals - this “pre-conference” was my first stop on the first day.  The presenter, Richard Coffinberger, JD, is an Associate Professor at George Mason University.    He teaches a similar course to undergraduate students, and he asked the class if they knew what television show “Shirley Jones was famous for”.  Most of the people in the class knew about The Partridge Family because none of us were 18 years old.  He has obviously never heard about tailoring his presentation to his target audience.  Also, the case he was referring to (Calder v Jones, 465 US 783) was decided by the US Supreme Court in 1983, regarding a National Enquirer article that was published in 1979. It’s OLD, and it’s about in personam jurisdiction.  Why does an HR professional even CARE about in personam jurisdiction?  The man was personable and engaging, but suffered from a serious case of  “needs to update his notes and presentation.”  He also misspoke about the law on one occasion and was promptly chastised by one of the attendees (he called on her before me so I didn’t have the pleasure).

I’m also going to rant a little about SHRM and this same presentation.  It cost an extra $310, and attendees were promised a Certificate of Completion and extra HRCI credits.  There were no Certificates, and they furnished no program number for HRCI.  I submitted for credit without either, but if  HRCI denies my credit I am going to be seriously pissed off.

How to Lobby Your Member of Congress - This program was presented by Lisa Horn,  who is from SHRM and works on health care, to explain the “ins and outs” of the scheduled Capitol Hill meetings with members of Congress.  I was fence sitting about going to these meetings, and went to this session to make a decision.  At one point an audience member asked about discussing something other than health care reform or Section 127 of the tax code (regarding extension of employer provided educational assistance), which were the two official topics of these meetings.  Ms. Horn made it very clear that SHRM arranged the Hill visits and attendees were there to promote the SHRM agenda.

Funny me.  I thought SHRM existed in some part to provide benefits and value to their members in exchange for dues and the fees from the conference. I didn’t realize that my conference fee was paying  them to promote their agenda. I got off the fence and didn’t go, because I am not a shill for SHRM.

Cocktails & Conversation – Networking Happy Hour - I always thought that networking meant that people came together and actually spoke to each other. That’s pretty hard to do when SHRM has people speaking from a podium.  In fact, Mary Ellen Slater, Mike VanDervort, Paul Smith and I were getting many dirty looks from others because we were actually talking during this billed-as-a-networking event.  We finally went outside.

Other rants? (1) The lack of diversity of opinion, particularly about social media.  See a great post about this from Mike VanDervort. I was there and he’s not exaggerating; (2) My inability to get breakfast at the Thursday morning session because I was 8 minutes late; (3) A total aversion to networking and conversation from the majority of the attendees. I’ve written about this before, and this conference was no different.  In fact, one presenter had no business cards, and offered no address or phone number of any kind; and (4) A program called To Tweet or Not To Tweet?  Is That the Right Question? given by a presenter who admitted to me that she doesn’t use Twitter.  When I told her that I would like to Tweet the program, she said, “You mean you are going to tell people what I SAY?”

RAVES

Washington, DC in mid-March – The weather was stunningly beautiful, mild and sunny.  I had the opportunity to see many of the monuments and buildings lit during the evening- a beautiful sight.  As I asked a companion as we were walking toward the Library of Congress, “How can anyone come to DC and not be emotionally moved?”

VIP Reception and Tweet-Up - This event, sponsored by the employment law firm of Constangy, Brooks & Smith, was nothing less than stunning.  Held in the Great Hall of the Library of Congress, it offered food, drink, photographers and an awesome view.  OK, there WERE speakers (again!), but the venue was so large that it was easy to ignore them and keep on talking and socializing networking. This was what a “networking event” should be.

Immigration Reform and the Employer – This was one of two different programs on immigration law compliance (a personal favorite topic), and it was easily the most superior (I attended both).  In fact, it was the best of all of the substantive sessions that I attended.  It was led by Stuart Brock, a lawyer out of Charlotte, NC who manages a consulting firm called HR Innovators.  Stuart used facts, not emotion, to make the audience understand the huge shift in immigration law enforcement prompted by the Obama administration.  He made it clear that some opinions could differ, and that some of his recommendations were based on the interests of his clients.  He gave us information and many resources, in an engaging and friendly manner, treating us like thinking adults and not children in need of discipline. At this conference, taught mostly by employment lawyers, that was in very short supply.

My local SHRM chapter, the Human Resources Association of Greater Detroit (HRAGD), is like most other organizations – a little behind the times when it comes to social media.  So I was pleased when the communications committee suggested an article about HR blogging for an upcoming newsletter, and chose to write the article about (blush, blush) me.   I was also asked to do a little sidebar-type article called “Five to Follow”, where I suggest five HR-related blogs that the membership should read.  The plan is that each month I will submit a list of 5 new blogs.

The dilemma, as I’m sure you are aware, is limiting my blog suggestions to just 5.  Right now my Google reader has a little more than 100 blog subscriptions.  I need to pick just 5, at least to start, and I NEED YOUR HELP!

I have some thoughts, but I really want to hear yours.  Which 5 HR blogs would you choose for beginners to start following?

In a few short days, many HR and recruiting pros from the world of Twitter will be heading to an unconference called TruLondon.  I am truly heartbroken that circumstances, mostly financial, prevent me from attending this event.  Based on my experiences with some of the attendees, the sessions will be lively and the exchange of dialog and ideas will be electrifying.

What I will miss most, though, is the opportunity to network face-to-face (IRL is the dreaded acronym) with the people that I have come to know and love in the online community.  People whose opinions I seek and whose values I share.  People who have never hesitated to reach out and extend sympathy, laughter, or a helping hand. People who engage you because they want to – which is what social media is really all about.

Based on this experience I have come to the highly unpopular conclusion that most traditional forms of networking are pointless time-wasters. I am not talking about social or family functions, where you happen to mention to Cousin Bill or Friend Mary that you are looking for work.  I am speaking of those events that are billed as “networking opportunities”, where networking sometimes is the only reason the gathering exists at all.

3 recent examples:

1. Local SHRM chapter seminar.  I spoke with a total of 6 people from a crowd of about 120.  Most people came in groups or with co-workers and were happy to huddle with those people only.  Of the 6 people I spoke with 3 were, like me, in transition and moved on quickly.  One woman approached me because she recognized my avatar from LinkedIn. (So much for in-person!)  Cost was $10.  Time spent? 6 hours. Number of real (people you will continue to engage)connections? Zero.

2.  Michigan Chamber of Commerce seminar. I reached out to 5 people in a small group of about 25. At the beginning of the session, one facilitator asked the participants to discuss how their business was doing financially and whether they were hiring.  I approached one woman from an HR consulting firm who claimed to be hiring.  I gave her a business card and explained what I do.  She reacted to me, and that card, as if I was giving her a communicable disease.  I spoke with both of the facilitators, and sent them a LinkedIn contact request when I got home.  They both ignored that request, and I am certain I will never speak with them again.  Cost was $300. Time spent? 9 hours. Number of real connections made? Zero.

3.  Motor City Connect luncheon. MCC is a community created specifically for networking.  Lunch was at a local restaurant and everyone introduced themselves. Most of the attendees were entrepreneurs trying to drum up business.   Cost was $20. Time spent? 2 hours. Number of real connections made? One. I hired him to help me set up this blog and I keep in touch with him through Twitter and Facebook.

In short, I have found that many people at networking functions are there for their own purposes only.  If you don’t fit into that purpose – you are ignored or politely dismissed. Or people come with security blankets made up of other people – and then are afraid to put those blankets down. ROI (Return On Investment) can be pretty slim, if you measure your investment, as any economist would, in terms of time spent as well as dollars.

Online networking – where the people are generally as anxious as you are to connect and go to great lengths through tweets, status updates, blogs, and comments to achieve that connection – is a vastly superior investment of time and emotion, in my opinion and experience.  Still not convinced?  Let me ask you one question: When was the last time you went to a conference, or seminar, or similar event, and hugged almost everyone there?

I like all kinds of live theatre, but I am particularly fond of musical theatre  – what many people call “Broadway musicals”.  I like musicals so much that I read books about them, listen to cast albums, and attend performances at all levels, including local high schools.  I follow many musical-related sites on Twitter; my favorite is @DailyShowtune.

Unfortunately, I am also hyper-critical, which sometimes makes it very difficult to enjoy watching shows.  If a musical takes place in 1958, like Bye, Bye Birdie, and the actors are wearing 1995 shoes, I go a little berserk.  Don’t even think about using a 1960′s radio as a prop in a show set in the 1940′s.  I don’t like the concept of  jukebox musicals (musicals that are written around a song catalog of one artist, like Jersey Boys) at all.  When I see these things, I see so much red that it is hard for me to concentrate on the rest of the show.

So when I am squirming in my seat, trying to ignore Emile de Becque (you know, the guys who sings Some Enchanted Evening)  wearing a Detroit Red Wings tie in a local community theatre production of South Pacific (yes, this really happened), I take a deep breath and say to myself:  What can I find to really LOVE about this show?

Inevitably, I will find something I really love – like the costumes, or a particular performance, or the sets.  Turning aside my critical feelings and finding the good stuff – it’s always there somewhere – keeps me in my seat for the whole show, even though the accepted theatre-goers response to show dislike is to get up and leave.

So what does this have to do with Al Gore? Or HR?

The Society for Human Resource Management (SHRM) announced that Al Gore was going to be the featured speaker at their big, brassy annual convention in San Diego in June 2010.  There was an immediate amount of backlash and negative discussion prompted by his selection, including negative bloggers and a highly critical discussion on LinkedIn.  Many people said they would not go to his speech, or to the convention itself, because of his selection.

See the connection?  These people are letting this one small piece of hyper-criticism destroy their love of the whole.  And if they don’t love the whole, why do they care if Al Gore speaks or not?  I hope these people re-evaluate their positions and decide that it is not worth walking out on SHRM Annual just because they don’t like or agree with Al Gore and/or his politics.  If they LOOK FOR SOMETHING TO LOVE, even in his speech,  I bet they’ll find it.  Maybe he’ll be wearing great shoes.

Audience walks out – why do they come back?

In all of my lengthy professional life, I had never been to a conference. I had been to plenty of trade shows and training seminars, but a conference – where people actually talked to each other and exchanged ideas – was outside of my experience.  Now that I am unemployed, why am I preparing to sign up for two very expensive HR conferences, spending a fortune in travel, lodging, and meals on top of the registration costs, and considering several more?

Twitter.

Jim Mitchem, whose Twitter name is @smashadv, said it best: The best part of Twitter is the humility that comes with realizing that you’re *never* the smartest person in the room.

When I got really involved in Twitter late last summer, I learned that there was a whole group of highly intelligent HR and recruiting pros online that were willing to share their knowledge and insights.   When some of those pros hosted an “unconference” called HRevolution, with the idea that the exchange and engagement from Twitter would come alive, I knew I had to go.

HRevolution was electrifying for me. It was a non-stop exchange of ideas about a profession amongst highly intelligent practitioners, and I was instantly addicted. Now I crave more, because

There are BRILLIANT people that speak at these events—and even MORE brilliant people that are present and networking. MANY of these people have not joined the dialog in our beloved Social Media—but that means NOTHING about the level of knowledge and expertise they have to offer.

That quote, from Monster.com‘s Eric Weingardner (@ewmonster on Twitter), says it all for me.  I’m going to start out with the Employment Law &  Legislative Update given by SHRM, then attend HRevolution in May.  I’m taking advantage of early registration for SHRM 2010, their June annual conference.  I’m sure there will be more along the way, and I am happy to take suggestions.

How about you?  Want to plug your HR Conference or talk about your conference plans?

Saturday afternoon the gloves came off.

The last session of the HRevolution un-conference, introduced in my previous blog, was called “The Future of HR”.  It was facilitated by the incomparable Mark Stelzner, whose admitted purpose was “to be provocative and shake the room up a bit.”  His mission was well accomplished, and the passionate discussion was described by @KristaFrancis on Twitter: Great minds *don’t* think alike and that’s a good thing.  Mark summed up the discussion on his blog, but I want to focus on this particular statement:

There was a great discussion on how people need to quit their HR jobs if they are that miserable. In other words, stop complaining and lamenting your non-strategic role and instead find a company that values your contribution.

That “call to action” has been repeated since on blogs (here ), and the HR Happy Hour blog talk radio show.

Ouch.

Why does it pain me to hear and read that people who want to make a difference should just quit their jobs and go elsewhere? Because it’s a strategy that’s far too over-simplified, and the consequences of failure are too dangerous for that simplification.  I speak from personal experience.

My Personal History

I come from a small (less than 50 employees) food processing/manufacturing plant.  My husband and his partner own the business.  When I began working there, no one knew exactly what my role was going to be.  I fell into an HR function almost immediately, because there was NO HR function there at all.  I started learning, and I made myself a HR Manager/Generalist.  I had a seat at that strategic table, usually at the head.  I made those P&Ls sing.

So why did I leave in June 2008?  Because I had a nagging feeling that there was more evolving to be done, and I couldn’t do it where I was.  There is only so far you can go in a really small company before some of the work becomes redundant, and some becomes impossible. So I quit (read: no unemployment benefits) and went looking for a company that would “value my contributions”.

It’s now November 2009 and I have yet to find that company.  Telling a recruiter or a hiring manager that I left my job because “I needed new challenges” makes them hang up on me.  Layoffs and downsizings create sympathy, self-indulgence does not.

I’m lucky – my husband still owns the company and has a job, so I still have sufficient funds to go to un-conferences and listen to people tell me to do what I’ve already done.  But suppose I was a sole breadwinner with kids to support and a mortgage to meet?  That strategy would have placed a lot of other people in jeopardy.  Is Laurie Ruettiman’s philosophy is the better one? She says, ” You get a paycheck. Be happy.”

Going Forward

By sharing that with you, I want to emphasize a point that was touched on at HRevolution but not sufficiently embraced: the enlightened HR group that we are a part of is a very tiny minority of the entire HR population.  The solutions and suggestions we propose inside of our “HR echo chamber”  will not be embraced by them  and will often be actively resisted.  We need to help others examine themselves and their roles to see how they can evolve and revolutionize, even if circumstances and paychecks keep them in their positions.  A large majority of HR pros don’t even know that people and technology exist to help them make this journey.  In other words, they don’t read our blogs.  Until a very short time ago, I was one of those people.

When Alicia Arenas asked us in a video to leave HRevolution with a commitment to spread the message, she mentioned college students and local SHRM chapters as examples of avenues to spread our enlightenment. Let’s collectively think of more, and start an outreach program, because we will not succeed without  converting others. With that in mind, I am picking up the flag of  HRevolution and making this commitment:

I will use social media, personal connections, and any other soapbox that is available to me to encourage, aid, and advise HR Pros and other business professionals to embark on a course of personal development that will expand their knowledge and engage and enlighten others.

By doing this, I hope to move past the idea that HR people should just be happy to get a paycheck.  The people I will try to reach may not be able to leave their companies, but they may be able to avoid doing everything “The Company Way.”  Viva la revolution!

The Company Way

I attended a strange and amazing “unconference” two days ago.  It was called HRevolution and it was a collection of HR and recruiting pros coming together to discuss social media and its intersection with their professional life.  It was the first out-of-town HR conference I had ever attended, made up mainly of bloggers (including Twitter micro-bloggers).  The ideas flew fast and furiously, and I already have several HR University lesson plans in the works based on thoughts generated at the Revolution. Those lessons will have to be spread out over several posts, but I want to start here with some introductory remarks about the Revolution in general:

• This conference was organized by Trish McFarlane, Ben Eubanks, Crystal Peterson, and Steve Boese. Sponsors included Monster.com, Nobscot, Blogging4Jobs, Sanera, and Fusion Frames.  All of these people and companies live and work in different parts of the USA, but they came together seamlessly for an outstanding presentation.  My local SHRM chapter, where everyone lives and works within a few dozen miles of each other, needs to take lessons.

• One of the attendees at HRevolution, Frank Zupan, lives and work in Cleveland.  He eats corned beef at a deli called Slyman’s; they buy corned beef made at United Meat & Deli (UMD) in Detroit.  The corned beef is injected/pumped with pickling brine with a machine operated by Joaquin Arredondo.  Joaquin is a permanent resident alien (has a green card) – a status that I helped him obtain as the HR manager at UMD.  That circle (Frank to Joaquin to me to Frank) of connectivity wasn’t created by HRevolution or Twitter, but it was discovered there.  It makes a compelling argument for the continuing exploration of social media, and it slaps the argument that “people only connect on social media because they can’t connect in person” right in the face.

• Laurie Ruettiman of Punk Rock HR is a true superstar of the HR blogosphere.  Ooohs and aaahs were audible when she arrived, and I am old enough to be her mother.  In fact, I discovered through conversation with her that I am older than her mother. But she, like the other Gen X and Ys present (which was most of the room), was absolutely energizing.  Boomers like me can learn a lot from these smart kids, if we will listen.

• None of the attendees at HRevolution had met me before; they only knew who I was because of my Twitter presence. Yet almost everyone who knew who I was (because of my avatar) hugged me. It was marvelous because I really like hugging.

• HRevolution attendees have an absolute fascination with bacon.  I have no idea what the origin of this fascination is, or why it continues.  I am happy to indulge the fascination, though.  The first HRevolution attendee who comments (10 words or more required) on this blog post will receive the book “Zingerman’s Guide to Better Bacon” as a gift from me.

More lessons to follow; stay tuned!