#SHRMChat – March Recap and April Preview

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March Recap

Our March #SHRMChat  on Governmental Affairs was hosted by Lisa Horn,  Director, Congressional Affairs at SHRM. The discussion was spirited and engaging, and every question was enthusiastically discussed. Here is the briefest of recaps, so you can know what you missed, or what type of chat you can expect next time. 😉

 1.  Other than being a CLA, what should motivate chapters and councils to be more engaged in advocacy and public policy?

Most of the answers to this question revolved around two main themes – (1) it helps the chapter or council build relationships with their members, and (2) advocacy and policy is a professional issue, not just a SHRM issue, so all HR practitioners have an important stake in the knowledge and development that advocacy activity creates

2. Is your membership active with SHRM on advocacy efforts such as the A-Team? What are some of the benefits?

Based on the discussions, state councils are far more active in this area than local chapters are. Somewhat surprisingly, most agreed that advocacy involvement is largely individual instead of chapter or council wide.

3. How do you determine which legislative issues are important to your membership? What do you do the address them?

The three most commonly cited methods were (1) polling, (2) roundtables, and (3) bringing in state directors or volunteers to speak at or discuss with local chapters.

4. What activities should your council/chapter engage in to ensure a positive legislative environment for the sector to grow?

There were almost as many answers to this questions as there were people discussing, but my three favorite answers were (1) have at least a short focus on advocacy at every single chapter meeting and educate your captive audience, (2) position your chapter or council as an expert on workplace issues so policy makers will seek out your HR expertise, and (3) invite the legislative staffers for breakfast or to meetings so that they become aware of your HR role in the community.

5. What is the one most important thing that SHRM national could do to help you increase your involvement in government affairs?

There was one resounding answer to this question, and that was that SHRM already has lots of opportunity for chapters to increase their advocacy activity, and that chapters and councils need to reach out more instead of waiting for SHRM to spoon-feed them.

April Preview

Certification is a topic that pops up in almost every SHRMChat, especially those dealing with member benefits, meetings, and conferences.  So in April we will devote the entire SHRMChat hour to the topic of certification. Our chat will be hosted by Ohio SHRM and the long-time SHRMChat advocate Nicole Ochenduski. The questions that will drive our discussion are

  1.  Are you HRCI Certified?  What certifications do you hold and what percentage of your local chapter/state membership are certified?
  2. How do you most frequently receive your recertification credits?
  3. What percentage of your local chapter meetings are approved for credit?  Of those approved, do you pay for speakers that are accredited?
  4. How do you promote certification within your chapter/state council?
  5. What one improvement/suggestion would you give HRCI and SHRM for their certification efforts?

 Join us on Tuesday, April 8 at 8 pm Eastern/7 pm Central!

 

 

 

What’s Fun at #SHRM13?

Starting this Saturday (June 15th) I will be attending the annual SHRM-a-ganza (#SHRM13)  in Chicago, one of my favorite American cities. That should serve to warn you that this post, and several more to come, will be about SHRM. Or something someone discussed, wore, gave away, or found at SHRM13 or in Chicago. Let’s begin, shall we?

 

SHRMChicago

The annual SHRM conference attracts almost 20,000 HR and related discipline professionals to its learning sessions, speeches, discussions, and events. SHRM has a reputation for being a conservative organization, and to a large degree their annual conference reflects that. Most learning sessions have a pretty traditional focus, like “Drive Results with HR Metrics and Workforce Analytics”. Sounds sexy, huh? Vendors? Most of them are old school vendors we know, love, and are totally bored with. They are  HRIS providers, background checkers, and recruiting firms.

But sometimes a function, event, or vendor at SHRM13 jumps out and sounds downright fun.

Here’s what sounds fun to me:

Vendor – Rocket Lawyer

I just love the name of this company, Rocket Lawyer, which provides legal services and/or advice as an employee benefit. It seems to me that it only takes a second or two to say “it depends” when someone has a legal question, which is probably how they got their name. But it is a fun, attention grabbing name, so I think I’ll stop by this booth and see how you can buy lawyer services for “less than the cost of a boxed lunch” as they promise.

Learning Session – Stand Up Comedy

Who would not want to go to a session called “Comedy Training as a Culture Change Catalyst”? Yes, the co-founder of Peppercomm, a NYC communications and PR firm, is partnering with stand up comedian Clayton Fletcher to show HR how leaders should use comedy to engage employees. This should be worth a laugh/look.

Networking Event – Kickball

Yes, there are all kinds of parties networking events at SHRM13, promising food, drink, and the opportunity to get on someone’s email list. In fact, Blogging 4 Jobs keeps tally of these, and currently has 17 such functions listed. I am sure there are others.  But the most original, interesting event has to be playing kickball in Grant Park. Dovetail Software and Dice are partnering to sponsor this event, which is generously raising money for No Kid Left Hungry. I have physical limitations that prevent me from playing, but I was a cheerleader in junior high, so I will be adding my not-so-quiet voice from the sidelines.

Onsite Activity – LEGO

The Human Resources Certification Institute (HRCI) is having a “playdate”, inviting the HR bloggers and media professionals to build a LEGO mini HR person. I’m not sure if this is going to be available to general attendees of the conference, but I desperately want to build an HR pro out of LEGO bricks. What better way to celebrate the award winning culture of The LEGO Group, acknowledge the importance of HR certification, and spend some joyful time acting like a child again?