HR whY?

Authentic Engagement

September 3rd, 2010 1 Comment

I’m back! After months of ridiculous hours between a huge project at work and preparing for the 2010 HR Florida State Conference & Expo my life has somewhat returned to normal. I returned home yesterday from a week in Orlando for #HRFL10. I wanted to share some thoughts about something I noticed while at the event.

Each year our event schedules three keynote speakers (one for each day) to deliver a variety of messages to the mass of attendees in a general session. These keynote speakers range from high level practitioners to celebrities whose presentations tie-in to the human resource profession. The keynote’s schedule usually looks like the following:

Fly in one day prior to the event starting
Arrive on-site where they are whisked away to their room at the hotel
Up early to be guided to the general session room
Gather themselves and pace back and forth pensively waiting to go onstage to speak to 1,300+ attendees
Walk on stage to a round of applause and/or standing ovation
Deliver their message
Return backstage where they are whisked away to a book signing
Get a hand cramp, take lots of pictures and then they are off to the next event

This year we had one keynote speaker who did not follow the normal “keynote” schedule. China Miner Gorman, former COO of the Society for Human Resource Management (SHRM) was invited to address our audience of over 1,400 human resource professionals. China clearly went above and beyond. In addition to her keynote, China flew in a day early to address 50 human resource students from across the state at our SHRM sponsored student networking event. She encouraged students to find a mentor to serve as a guide for their careers and described the importance of engagement and networking with peers in their chosen profession.

China was also our special guest at the second annual HR Florida State Conference & Expo Tweetup. Sponsored by Monster.com, the Monster Social was a huge success with over 100 human resource professionals and social media advocates in attendance. China made a concerted effort to meet and network with other guests and truly showed her authenticity in support of the HR/social media movement, HR Florida and SHRM.

China completed her presentation early Tuesday morning and came backstage with a smile on her face and a look of relief. She joked with volunteers and thanked everyone for their work and then…she hung around. She wasn’t whisked away to a waiting car or plane. She gathered her items and headed off to the exposition hall to chat with vendors and sponsors. For all three days of the conference China attended a long list of concurrent sessions as an attendee. She genuinely participated – with a smile. What a refreshing interaction to witness. China described her experience and made recommendations on her blog.

I cannot thank China enough for showing our attendees, sponsors, exhibitors and volunteers gratitude and validating her interest and dedication to the human resource profession. I hope that more keynote presenters follow her lead in the future.

Follow China Miner Gorman online at her blog or via Twitter.

It’s Time to Engage

July 28th, 2010 3 Comments

When I was in college a few years back, there was not really any focused attempt to engage students in professional associations or professional clubs on or off campus. Now that I look back at my college experience, I am surprised, as the educational experience was top notch in my opinion I do remember my advisor suggesting that if I was interested in human resources that I join the Society for Human Resource Management (SHRM) as a way to stay informed about the profession. I followed his advice and have been a member since 2003.

In past volunteer roles I have worked with many students who have struggled or are struggling with choosing the best course of study. I wish we all had it easy and knew exactly what we wanted to be when we grew up. If that played true for me I would be an architect and design buildings like Frank Lloyd Wright. Instead, through experiences in college and a comprehensive internship during my senior year I stumbled across human resource management. As a volunteer leader for my local SHRM chapter I have worked with students at length – advising, networking and job hunting. I wish I had that as a student.

This year at the 2010 HR Florida State Conference & Expo I will be participating in an event directed at students who are interested in learning more about human resources and potential career options. Sponsored in part by SHRM, the event is called “HR Road Trip” and will feature fellow Gen Y’er Brett Farmiloe, author and founder of Pursue the Passion. Pursue the Passion is a movement and now a book that is aimed to get people to look at their careers in a new way, hoping to stir up some sort of passion for the choices one has made.

“Pursue the Passion started as a group of college students who had no idea what to do with their lives after graduation. The solution to their dilemma was to hit the road and explore different career options by interviewing people about their career paths. They found a sponsor in Jobing.com, bought an RV, and started exploring the possibilities. Sixteen thousand miles and hundreds of interviews later, their concept has turned into a flagship program of the Jobing Foundation.” – pursuethepassion.com

What an amazing experience and opportunity for these students to have such a monumental impact on people across the country. I’m jealous.

For his day job, Brett works as a social media manager for Jobing where he gets to speak on how to use social media to attract and retain key talent within organizations. Again, I’m jealous. I would love to find a job in which I could put my passion for social media and human resources to work – a paying job anyway!

In addition to listening to Brett speak, students will have an opportunity to network and discuss the multifaceted profession that is human resources with experienced professionals from across the state of Florida. Are you seeing the tie-in yet? Pursue the Passion – road trip across the country – HR Road Trip. Clever I know. The event will run similar to a speed dating scenario, but without the dating. The room will be filled with multiple facilitators from various backgrounds in human resources. Students will have opportunities to speak to each and will hopefully get a detailed look into our industry.

I am also very excited that we will have some big names in attendance to speak to the students. Chuck Salvetti, Manager of Student Programs for the SHRM, Ron Pilenzo, former President & CEO of SHRM and the mind behind the SHRM student chapter movement, and last but not least China Miner Gorman, former COO of SHRM. With the addition of these influential individuals we hope to show the students how important their educational decisions are on their future careers. Engagement is key – introduce them to the various career paths within human resources, inspire them and aide in their professional development.

For more information, click here. If you are attending the conference and would like to volunteer to help facilitate discussions along the “HR Road Trip” please email studentevent@hrflorida.org.

Generation Shmeneration

June 29th, 2010 5 Comments

Last week I read a post on Blogging4Jobs.com about Generation Y that struck a chord and got me thinking. The post, “A Brief History of Generation Y” is written by Blake McCammon, a Blogging4Jobs intern. For someone jumping in head first I think Blake did a great job at communicating his own opinions and ideas about a subject he is interested in and passionate about. He got a conversation going. That is inspiring.

Blake referenced a conversation from a recent #jobhuntchat (Twitter-based messages relating to the job hunt process) that dealt with the topic of Generation Y being an age or a mindset. He states:

“Technically I believe it is an age group, but with the advancement of technology and the ability to be connected from anywhere in the world, it has transformed into a mindset. Being a mindset, companies are able to promote their business in a more attractive manner relative to a broader spectrum of consumers.”

I do not necessarily agree with Blake’s opinion, although his sentiment is argued frequently. In my opinion the Generational stereotypes just need to go away. The term generation has multiple definitions that are applicable today. One such definition is fairly generic: the entire body of individuals born and living at about the same time. Basically, a generation is a span of time. Thus, Generation Y signifies individuals who were born within a certain time frame.

So, remove the term Generation Y from Blake’s statement and I think he’s bringing light to something I have been trying to articulate myself. Technology has in essence completely revolutionized mankind. That is a fact. Whether positive or negative evolution is obvious. My emphasis is on “mankind” not just individuals who fall within the vague parameters of Generation Y. Haven’t we ALL experienced the positive and negative impacts of evolution collectively?

Blake continues:

“Gen Y grew up around the Internet, cell phones, iPods, and video games. They are tech savvy, multitaskers in the greatest sense of the word, able to talk on the phone while surfing the Internet and watching television at the same time.”

Sure, I can see this, I am currently listening to my XM Satellite radio and texting my brother with the TV on in the background. My ability to do this is based on social influence and adapting to competitive needs that have been ingrained in me since I was young. One may say, “Um, duh – Gen Y.” No. I can name multiple individuals who are able to do the same exact things and they range in age from 10 to 65. Generation Y simply cannot take credit for the social and societal norms of today. We may be able to adjust the easiest but that is because of what previous generations have learned and shared.

Think about it, the fastest growing generation using social media is the Baby Boomer generation. What is the reasoning behind this? Technology is becoming more and more user friendly. Communication methods have drastically changed – things have become less personal. Where my mom may have called me in the past, she now sends me a text message or message on Facebook. People and technology are adapting to the resources that we have. Who is getting ahead in the career ladder is the individual who has recognized these changes and capitalized on them.

As we have evolved, the need for broad classifications such as Generation Y, Baby Boomers and Generation X have become far less significant. The norms for business practices have changed, specifically to what Blake references in the beginning of his post. Buying power has shifted and thus companies have had to shift with this to ensure they are successful.

Generation Y is not a mindset. However, the generalized mindset of most individuals who were born within the loosely defined parameters of Generation Y just happen to be part of a larger sphere of influence that transcends generations.

Generation Shmeneration. My name is Steve. I’m a 28 year old who multitasks, plays video games, navigates a computer with my eyes closed and can text and tweet with the best of ‘em.

Thanks to Blake for the inspiring post. Great job – keep it up!

It’s Groundhog Day! …Err

June 10th, 2010 2 Comments

I give you a guest post by my friend Ben Eubanks of UpstartHR and HRevolution fame. Yes, I realize it is about one million degrees outside and far from Groundhog Day but who can resist referencing this hilarious movie!

If you’ve ever seen the movie “Groundhog Day,” you know what I am talking about. The main character is forced to relive the same day over and over again. He tries everything to escape before finally just realizing that he can do anything he wants. Could the plot of “Groundhog Day” be a parallel for your outlook on work? If you wake up every day and do the exact same thing over and over, then it’s time for a change! Here are three tips for breaking the monotony:

New Routine

If you are sitting in your office doing repetitive, boring work, why not get something out of the time you’re spending? Find a podcast to listen to or seek out a free webinar you can play in the background. Or you can daydream about the next event you’ll be attending.

New Partner

If you’re having trouble with motivation, maybe you need a partner! It could be someone else in your department or even someone at another local company who can meet with you once a month to brainstorm ideas and share tips/tricks. Start networking and find someone to hook up with!

New Mentor

If you think you are at the top of your game and that you may need some outside help to continue growing and learning, a mentor could be just the thing for you. A mentor can be nearly anyone who is more proficient than you in a specific area. For instance, if you’re looking to enhance your knowledge of finance, you should look for someone who is already doing well in that area and try to learn from them. One of the greatest lessons I’ve learned is that Twitter is a fantastic way to be informally mentored (if you make the time for it). Find someone who’s talking about a topic you are interested in and ask them a question. When they respond, try to send them a DM or email expanding on the Q&A and asking for their opinion on something. If nothing else in the world is true, people love to share their own opinions! Are you living in Groundhog Day? If so, what are you going to do to break free? And if you haven’t seen the movie Groundhog Day, here’s a little preview. Good stuff.

Photo credit: NotionsCapital

Ben Eubanks is an HR professional from Huntsville, AL. He pretty much lives online, and you can connect with him on Twitter or LinkedIn. He also writes a blog for the entry level pros, seasoned veterans, and zombies in the human resources space.

HR Carnival: Be Inspired

May 26th, 2010 3 Comments

Being a part of the HR blogging community and social media movement has been very interesting since I started over a year ago. In addition to learning about the opinions a perspectives of fellow bloggers on a variety of topics, I have been able to become friends with a great deal of top HR professionals whether newbies or seasoned. One thing this group constantly reminds me of through their writing is that our industry is ever changing. This group of individuals continuously inspires me to hone my skills and become an even better professional.

Be inspired. Take some time to check out the posts mentioned below and figure out how to integrate the knowledge into your daily professional routine. Grab some cotton candy and enjoy the Carnival of HR.

In Succession Planning for the Top Dog, Heather Vogel (@hrwhisperer) reminds us of the importance of succession planning in another piece inspired by Cesar Milan, the Dog Whisperer. Seriously, when is the last time you had succession planning on the agenda? Don’t avoid it, it is necessary!

April Dowling (@adowling) writes about the final session at the last HRevolution in Be more than the title you are given. During this session Laurie Ruettimann opined that to be influencers and taken seriously we needed to get promoted and get titles that mattered. I agree with April, “Whatever.” I’ve done far more in my career that has had absolutely nothing to do with my title. High five to you April.

I am very excited to share a post from the founder of the Carnival of HR Suzanne Lucas, aka Evil HR Lady. In When Your Boss Ignores Best Practices Suzanne offers a response to a scenario in which an employee is struggling to make things work in their current job where they are understaffed and hounded by management. Great post!

Paul Smith (@pasmuz) discusses diversity in Diversity is a Word- another excellent post inspired by HRevolution. Diversity? Multiculturalism? Inclusion? Which do you use in the workplace? Is it just a word or do you have something to back it up?

Point blank, Lisa Rosendahl asks a question, Do Women’s Networks Belong in the Workplace? I expect you to provide an answer!

In It’s Not My Problem! Oh, Really?Cathy Missildine-Martin (@cathymartin) encourages HR to be part of the solution to a problem rather than passing the buck. Treat a problem like a symptom and move on from there.

Mike Haberman discusses his recent guest spot on DriveThruHR in “Concerted Activity”: Why Non-Union HR Needs to Know About It. Regardless of whether or not your employees are unionized, educate yourself and your company!

From the Compensation Cafe, Laura Schroeder talks about the possible disconnect between managers and appropriately implementing compensation strategies in Are Your Managers Ready?

To be honest, has anyone figured out how Ben Eubanksjuggles everything he does and does very well? Geesh. Ben introduces us to SHRM’s latest catch in Interview with Curtis Midkiff, SHRM’s Social Media Guy. There’s also a short video from China Gorman. :*(

Angela Doyle from the TalentedApps team discusses volunteering in Celebrating Mothers Day and Giving Back. I am a volunteer in multiple capacities, both professionally and personally so I really enjoyed this post. Thanks for sharing!

I received a few posts relating directly to social media to share with you. For all you Twitterhaters out there Mark Stelzner (@stelzner) shares Why Twitter Matters in a summary of how using Twitter has had an impact on his life. Good stuff! The Devon Group shares their thoughts in Avert Crisis Communications by Planning Ahead.

A main component of social media is relationship development. In Tap Into Employee Discretionary Effort Susan Heathfield describes the concept called discretionary energy or effort an how it can come to play in the workplace.

Are you or someone you know UNEMPLOYED? It sucks doesn’t it!? Marsha Keefferprovides some useful job hunting tips in 1 Fatal Error Most Job Seekers Make from Mint Resumes. What about the employed who are looking, maybe for growth opportunities within their own company? Tanmay Vorafrom the QAspire blog describes how to best deal with these types of candidates in 11 Ideas on Treating Your “Prospective Internal Customers” Well.

I was a ninja for Halloween on more than one occasion. They make me laugh. Karate chop. Benjamin McCall describes ninja like HR skills in How to be an HR Ninja: Uncover Training Needs.

Apparently leadership is a topic on a lot of minds these days. Unfortunately there are a lot of managers out there that cannot lead or manage. They mismanage talent and put the company at risk. Jacob Flanagin discusses this issue and provides suggestions in Managing People Effectively – Are You Mismanaging Talent? What these less than savvy managers need is good leadership to guide them! When there is a lack of proper leadership how can we expect positive change to occur? Heather Stagl (@enclaria) discusses this issue in 3 Traps that Keep Change Agents from Getting the Support they Need. In Leadership 1.0 in the Organization 2.0 Gautam Ghosh (@gautamblog) discusses social tools and failure of leadership to support change. Interesting post! Kevin Grossman shares Taking a Look Into the Leadership Mirror. For you leaders and executives who feel like you need to brush up on your skills, Mary Jo Asmus (@mjasmus) discusses How to Get the Most Out of Your Executive Coaching Experience. Now if you are not the boss, the leader, or the executive but think you have potential, check out Wally Bock’s post The Perfect Leadership Book for You.

FACT – Interruptions Can Severely Damage Performance. John Hunter (@curiouscat_com) shares his thoughts.

Performance reviews – we cannot escape them. I received two posts related to the same article in the NY Times and wanted to share them. Dan McCarthy shares 10 Opinions on Performance Reviews. Is your organization Utilizing Employee Performance Appraisal Systems Optimally? Maj. Gen. B.K. Bhatia discusses what most organizations currently do and expands on what more can be done on the TalentJunction blog. Do performance appraisals freak you out? Nancy Hess discusses Performance Reviews and Workplace Stress.

HR whY?

HR from the inquisitive mind of Generation Y

Authentic Engagement

It’s Time to Engage

Generation Shmeneration