Ohio HR: HR Rocks and I Make Pizza

My friend Tammy Colson calls Steve Browne an “insane genius”.  She is correct.

As the Director of the recently concluded Ohio HR  conference, he chose a fun theme – HR Rocks – and then had vendors, presenters, and attendees spend their time immersed in the theme, listening to, looking at, and even dressed like rock stars. Steve himself opened the show in wig and with guitar in hand. (See the video of his opening act here.) There was no way to confuse this conference with any other.

I spent most of my conference time sitting in on sessions that focused on HR as a business function, not as a compliance, benefits, or health care administration department. The best of these sessions were “Making A Business Case To the C-Suite”, by Mark Stelzner, and “Transform From HR Leader to Business Leader” by Jennifer McClure. Both speakers were excellent as they discussed HR pros as business people first and foremost, and how speaking business language, not HR language, was one of the keys to strategic business success.

The most important thing I heard during my 2 day experience came during Jennifer’s session. She was discussing the need for HR pros to look at themselves as business functionaries. She used Steve Browne as an example:  “Ask Steve what he does for a living. He won’t say, “I’m the Executive Director of HR for LaRosa’s. He says, ‘I make pizza.’ ” Jennifer’s point was, of course, that Steve helps run the business – which is a chain of pizzerias. Making pizza is the main function of LaRosa’s, and Steve’s function in the long run. That kind of thinking is what HR needs more of.

It also shows that Steve is a genius, with or without the insane.

HR Should Quit Fiddling With Social Media

When I was recently asked by a local SHRM chapter (not my own)  if I would be interested in speaking about “what’s new” in HR management, I politely declined. First, in my opinion there is not much new in HR management, and, second, it’s not what I want to talk about to HR peeps right now.

I did offer to speak about social media in HR, titling my presentation “Old Problems, New Tools”. In response, I received the following:

Our group has had a social media presentation before, and for some reason, our members just see it as “one more thing to do”.

Oh, snap.

After I quit banging my head against the table, I was reminded of a great article I had recently read at Human Resource Executive Online, titled “HR Fiddles While Organizations Burn“. If you haven’t read it, do so. Right now.

In the article, author Margaret Morford argues that the biggest problem with the HR profession is that it is overly mired in compliance, compensation, and benefits, paying little or no attention to the strategic needs of talent management and succession planning.

If this sounds familiar, it’s because I have heard many similar complaints from HR practitioners in the social media world since I had the good fortune to become involved almost 3 years ago.

In that same time period, though, I have seen very little evidence that the online HR community is making an effort to fix that problem. Sure, we blog and tweet and write endless words about strategic issues and say great things. But do we impact those people who need it most? Hardly.

Before we try to use social media to teach HR pros how to do their jobs better, we need to convince HR practitioners to use social media. They need to be persuaded that they will earn more professional respect with the knowledge they gain through social media. We need to quit fiddling around, and make a real, concerted effort to convert  HR practitioners to its use. All of the blog posts in the world are not going to change the profession if we don’t change who’s reading.

Think of the impact on the profession that could be made if everyone on Unbridled Talent‘s list of Top 100 HR & Recruiting Industry Pros To Follow On Twitter actually mentored and taught at least one HR practitioner how to use social media to the same extent they do. I don’t mean standing up and giving a presentation to 100 people and hoping for the best. I want them (you?) to find an HR practitioner who thinks social media is an administrative chore, and teach them otherwise. They’ll pay it forward.

Instead of fiddling, let’s build an entire orchestra.

 

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5 Favorite Blogs From SHRM11

One of the things I was most looking forward to at the recent SHRM Annual Conference was working on my ability to blog faster and more in the moment. Right now I have a problem writing my blog because it takes me . . .  forever.  I’m too busy thinking and analyzing and considering and deliberating. I intended to force myself at SHRM11 to post at least once every day, and even more if I was able to find something to video.

Since I wasn’t able to attend, I read lots of  blogs and watched the tweet stream as much as I could, because I still wanted to see if I could learn the secret to blogging fast and well. Here are some of my favorites that were posted during the merry madness that was SHRM11. (During means not before Saturday and not after Wednesday).

1. FAVORITE SNIPPETS BLOG

In a large conference like this, I like someone to give me a paragraph or two about several different topics, so I can get a real overview of the total conference experience. Long, involved posts about a particular session have their place – if you are interested in the topic and like the writer. But telling me about the weather, the crowds, the lines, etc. really gives me a feeling of being there.  My favorite in this category was “Notes From SHRM11 – Day 1, written by Steve Boese and posted on his HR Technology blog.

2. FAVORITE ANALYTICAL BLOG

Attorneys analyze everything to a fault, and I’m no different, so I am a sucker for a blog that takes some kind of fact and scrutinizes it closely. Sometimes I want to argue back, and sometimes I want to jump up and pump my fist in agreement, but the key is that it makes me think. I’m still thinking about this post days later: “The New CEO of SHRM . . . 2011 Version . . .” from Kris Dunn at The HR Capitalist.

3. FAVORITE ACTION PLAN

A lot of people like to blog about the keynotes and their speeches, and I saw a lot of cool quotes from all of  keynotes. What doesn’t happen as much is translating something a keynote said into a real, actionable “go do it” kind of takeaway. In this category, I like how Charlie Judy, author of HR Fishbowl, took one single quote from Arianna Huffington and turned it into “here’s what to do”  bullet points in “The HR Tribe of Trust.”

4. FAVORITE LIVE TWEETING

Tweeting is a micro-blog, remember? Nobody, and I really mean nobody, can live tweet an HR event the way Jennifer McClure (@CincyRecruiter) can. Based on the #SHRM11 stream, I am not alone in this opinion.

5. FAVORITE VIDEO BLOG

In my opinion, more and more written blogs are going to be replaced with videos in the coming years. I watched tons of interviews, but sound quality and rambling answers made me cut many of them short. My favorite? Not an interview blog at all, but Laurie Ruettimann‘s 2011 SHRM 63rd Annual Conference & Exposition Swag Video. Sure, it’s funny and she talks about a lot of “goofy shit”, but her message about marketing and branding isn’t goofy at all.