Just Joan

Posts Tagged ‘#SHRMChat’

“Just because you’re paranoid doesn’t mean they’re not after you.” – Jospeh Heller, Catch 22.

 

I’m beginning to think the gods really are after me. About a week and a half ago I explained a little about some physical limitations that were keeping me away from my keyboard. Since then, things like 6 days of no internet connectivity and sick dogs have conspired to keep me even further away. It is because of those issues that I am forced to cancel #SHRMChat, which should have been held tonight (May 14th). I plan on being back full force on June 11th at 8pm Eastern to discuss the annual SHRM conference. Forgive me now and join me then.

In case you are asking yourself if I made a mistake about including a preview of the April chat, the answer is, “Are you kidding?”  :-)  The April SHRMChat will be hosted by the HR Official Dave Ryan, and he will have the preview and questions on his blog here.

So what happened in March, with our topic of  “What role does and should SHRM and its state and local affiliates occupy in the HR profession?”

 Here is the summary, broken down by each specific question asked:

     1. SHRM national wants to be a professional society and not a membership association. Which is it to your affiliate?

This question prompted my favorite tweet of the night: “If SHRM wants to be a professional society, it needs to push value and not tote bags.” Thanks to John Jorgenson for that response, which sums up the basic attitude of the participants: SHRM’s idea is a good one, but its actions don’t match its message, making most chatters highly skeptical of SHRM’s ability to change the perception of them as a society.

     2. What are the benefits, if any, of a “professional society”? Are they different for a mere membership association?

Most chatters felt that the primary benefit of being a professional society is a large emphasis on professional development of the HR industry as a whole, and not just on the individual development of its members. But while the chat participants were somewhat in agreement that a professional society is more desirable, there was a scattershot discussion of how to achieve that goal with absolutely no consensus of opinion.

     3. Should SHRM and your chapter embrace the middle, or stretch the boundaries of the HR profession as a whole?

Stretching the boundaries of the profession was desired by most SHRMChat people, but there was a sizable minority of people (including me) who had some doubts about the effectiveness of this type of strategy. One of the themes of the dissenters, which ran through the entire evening discussion but was prevalent in this question, was that the size of the chapter has a lot of impact on the ability to embrace some of these forward strategies, with smaller locals at a distinct disadvantage.

     4. How can one association meet the needs of the CHRO and the HR administrator?  Should they?

The majority of the chatters were optimistic that all levels of the HR profession could be reached with one professional society, BUT – and it was a large but, echoing the discussion of the first question, there has to be a very different approach by SHRM than is currently the norm. Several suggestions were put forth, including

“Know your audience and create content specifically for it”

“Have roundtables or other alternatives to address different levels of practitioners”

“Focus on professional development versus a program at a monthly meeting.”

Thanks again to our guests Steve Browne and Donna Rogers for their insight from the SHRM Regional Leadership Conference!

Tune into our next SHRMChat on Tuesday, April 9th at 8 pm Eastern/7 pm Central.

In February, SHRMChat happened to fall on the evening of the State of the Union address, so we teamed up with SHRM’s Governmental Advocacy Team, who was already holding its own #GATChat around that topic. We were fortunate to have Chantral Bibral from SHRM as our guest, and we posted these three questions:

1. Are you currently engaged in advocacy activities on behalf of the HR profession? If not, why? If yes, what do you find most gratifying about your engagement in public policy?
2. What challenges or road blocks do you face in your advocacy efforts? How can SHRM help your group become successful advocates on behalf of the HR profession?
3. What HR public policy issues are most important to you and why?

I am not going to separate the discussion for each question, because the summary of the evening’s chat is simple: SHRM members – at least those represented by chatters who attended – don’t care about advocacy. The answer to question #1 was a definitive “no” – chapters/councils are not engaged because there is not enough time and interest in this area to do anything meaningful. In fact, the word apathy could be used to describe our entire February chat, as well as the attitude toward the topic by those brave few who participated.  I think this topic might be revisited in the future if things change a bit.

I would like to thank Chantral again for being our guest, though. It has been hard for SHRM to embrace unfiltered and uncontrolled social media from outsiders, but they were there and willing in February.

March 2013 Preview

In February, SHRM holds a Regional Leadership Summit for State Council Directors, so while their memories are fresh, I have asked Steve Browne, Ohio State Council Director, and Donna Rogers, SHRM Membership Advisory Comittee (MAC), to be our guests on SHRMChat to discuss issues that may have been brought forward during this summit. Based on that, our March topic will be “What role does and should SHRM and its state and local affiliates occupy in the HR profession?”

These are the questions:

1. SHRM national wants to be a professional society and not a membership association. Which is it to your affiliate?
2. What are the benefits, if any, of a “professional society”? Are they different for a mere membership association?
3. Should SHRM and your chapter embrace the middle, or stretch the boundaries of the HR profession as a whole?
4. How can one association meet the needs of the CHRO and the HR administrator?  Should they?

Join the #SHRMChat discussion on Twitter – Tuesday, March 12th at 8 pm EST/7 pm CST.

Don’t forget to add a name or three to the “Crowdsourcing SHRM Speakers List here before then!

JANUARY 2013 RECAP

Last month participants were asked to “think outside the lines.”  We wanted to know if chapters/councils attempted to promote programs and conferences outside of their specific geographical area, and if there were benefits or disadvantages to doing so. We asked

• Q1. Does your state or local promote your conference or program to those who live outside of your boundaries? Why or why not?

Most of the participants did not actively promote their programs outside of their geographical area, although many relied on social media and word of mouth to do so in an informal way. Some felt that there were geographical disadvantages to doing this in their specific state and other chatters stated that they were met with some resistance from other councils when they asked to promote their conference. It was suggested that if some locals made an attempt to hold joint meetings, state councils and SHRM national might be able to interact with more chapters.

• Q2. Do you have specific strategies to suggest for promoting your conference to other states without creating internal jealousies or competition concerns?

The chat participants were a little stumped by this question, not seeing why outside promotion of their programs and conferences would cause others to be concerned with competition.

• Q3. Have you ever attended a conference outside of your state (not including SHRM national conferences)? Why?

Most of the chat participants, social media devotees that they are, had attended conferences outside of their state. They were quick to point out, though, that most people were limited in time, resources, and geography, limiting the likelihood of multiple-conference attendance.

• Q4. What are the benefits or disadvantages of attending other conferences?

Cost, travel time, and missed work were mentioned repeatedly as disadvantages of attending conferences or programs outside of traditional boundaries. The most frequently mentioned advantages were networking and the building of personal relationships. I was surprised that the potential diversity of program offerings was not mentioned in this discussion, although I personally believe in that as a major advantage.

• Q5. Based on tonight’s discussion, will you do ONE thing you will do to promote your program outside of the state or to change your attendance plans to include another state? Name it.

Most of the chatters agreed that there was sufficient advantage for them to invest in the concept to some degree. One chatter mentioned running announcements in neighboring states via LinkedIn. Another made a commitment to attend another state conference, and yet another participant vowed to promote their future state conference to neighboring states. Everyone agreed that social media can help chapters and councils think outside of their geographic lines.

FEBRUARY 2013 PREVIEW – Government Advocacy

SHRM National recognizes that it is at necessity for the human resources professional to be concerned about public policy. To that end, they have an Advocacy Team (the “A-Team”) to help create a relationship and dialog with legislators to help them understand relevant issues. But advocacy isn’t just a national issue – it means involving people at the state and local level, too. So we’ll discuss that issue this month, with special guest Chatrane Birbal, who is SHRM’s Senior Member Advocacy Specialist. Our suggested questions are:

1. Are you currently engaged in advocacy activities on behalf of the HR profession? If not, why? If yes, what do you find most gratifying about your engagement in public policy?
2. What challenges or road blocks do you face in your advocacy efforts? How can SHRM help your group become successful advocates on behalf of the HR profession?
3. What HR public policy issues are most important to you and why?

I am only posting a few questions this month because after the 1st half-hour, I am going to add the hash-tag #GATChat to our discussion, which is the official chat hosted by the SHRM Advocacy Team during  the State of the Union address. We hope that our participants will stay for at least a while and join in the #GATChat.

Join the #SHRMChat discussion on Twitter – Tuesday, February 12th at 8 pm EST/7 pm CST.

Don’t forget to add a name or three to the “Crowdsourcing SHRM Speakers List here before then!

December Recap

Like many workplaces during the December holidays, SHRMChat was pretty quiet during December. We had the usual gang of suspects, but no newbies or novices. Hopefully we can attract more people from outside of the HR social media bubble in 2013. Tell your friends and acquaintances to join us!

That doesn’t mean that our questions weren’t discussed, because our regulars are never at a loss for words. Here are the questions posed, with a quick summary of the discussion that followed.

•  Does your chapter or council do anything to recognize December holidays for their members? SHOULD THEY?

There were as many different responses to this question as there were people chatting. Some chapters take the month off, some have special holiday themed events, and some chapters focused on charity events. It was the general opinion of the chatters, though, that December should be a time for board, holiday, or recognition programs and charity-based works. Take the focus off chapter or council events during the holidays.

•  People in the HR discussion space often call for HR to get out of the party-planning and gift-giving business.  Do you agree? If parties and gifts are not the responsibility of HR, who should be taking care of them?

Participants in the December SHRMChat were almost unanimous in their belief that holiday parties should not be an HR-only function. But they were split almost down the middle into two groups: (1)HR should jettison all parties, or (2) All work groups or departments should contribute in some way to holiday functions. What do you think HR should do – let me know in the comments for a future discussion.

•  Other than cash or praise, what is the best or worst year-end gift you have ever received from an employer?

The majority of our December attendees didn’t receive any kind of year-end gift, so the best and worst answers were a little sparse. Here were a few of my favorites: Best (1) Getting off work early, and (2) Layoff notice from a hated job. Worst (1) Forced to work through Christmas party, and (2) a cheap plaque.

•  Do you have a resolution for your chapter/council for 2013? What is the most important thing  your chapter/council should do in 2013?

Mostly our December chatters wanted more and better chapters – more members, a bigger and better conference, greater support to students, and a better system to find/rate speakers. Don’t forget to support the Wisconsin effort to rate speakers here!

January Preview – Thinking Outside of the Lines

Does your chapter or council focus your marketing and program attendance on members or potential members inside of your specific geographical area? Do you, as a SHRM member, confine your program attendance to your own state or local?  The January SHRMChat will discuss the potential benefits of attending and promoting outside of your geographical box or lines. Here are a few questions; feel free to add your own during the chat!

• Q1. Does your state or local promote your conference or program to those who live outside of your boundaries? Why or why not?
• Q2. Do you have specific strategies to suggest for promoting your conference to other states without creating internal jealousies or competition concerns?
• Q3. Have you ever attended a conference outside of your state (not including SHRM national conferences)? Why?
• Q4. What are the benefits or disadvantages of attending other conferences?
• Q5. Based on tonight’s discussion, will you do ONE thing you will do to promote your program outside of the state or to change your attendance plans to include another state? Name it.

#SHRMChat is held on Twitter the 2nd Tuesday of every month at 8 pm EST/7pm CST. Join our next chat on January 8th!

NOVEMBER RECAP

Our November SHRMChat was all about programs. Here are the questions asked, followed by a brief recap of the discussion.

Q1.How do you determine programming for a year, and how far in advance are programs scheduled?

There was a lively discussion about how far in advance programs are planned, often a year or so before, and the need to be more responsive to current affairs and issues. Sometimes, our chatters thought, programs planned so far in advance become stale. It was then mentioned that people still tend to like old topics, which created a discussion around whether programs should be geared toward what attendees want or what planners think they need.

Q2. Do you pay for speakers, or other parts of your program, such as room rental or food?

The general consensus is that speakers are almost always free, and that other program costs, such as rooms and food, vary. This led to a discussion about the quality of free speakers, invoking the old saying, “you get what you pay for.”

Q3. Where do you find most of your speakers?  Do you actively recruit them?

Chatters stated that it is very hard for chapters and councils to find quality speakers. It has been mentioned before that there should be a database of dates/names/topics that chapters could access, perhaps maintained by SHRM. Matt Stollak, Director of Social Media for Wisconsin, called for a Yelp or Urban Spoon- type list of reviews for speakers. The name “WikiSpeaks” was suggested by a clever chatter. Matt decided to put his money where his mouth is and started a speaker list. You should visit it here and add your thoughts.

Q4. Are there other programs besides a traditional “speaker with power point” that you are doing?

The answer to this was a resounding ‘no”. Participants felt that the need for HRCI credits limited alternative programming.

Q.5. How do you evaluate the success of your programs?

Some groups are using Survey Monkey and some a printed evaluation form or email. Attendance numbers was also cited as a way to determine the success of a program.

DECEMBER PREVIEW – HOLIDAYS AND YEAR-END

December is the month of holiday and year-end celebrations, so SHRMChat will jump on that bandwagon and ride it along. In addition to asking about how your SHRM affiliated chapter or council deals with the holiday, we will talk about parties and celebrations in the broader HR world, too.

• Q1. Does your chapter or council do anything to recognize December holidays for their members? SHOULD THEY?
• Q2. People in the HR discussion space often call for HR to get out of the party-planning and gift-giving business.  Do you agree? If parties and gifts are not the responsibility of HR, who should be taking care of them?
• Q3. Other than cash or praise, what is the best or worst year-end gift you have ever received from an employer?
• Q4. Do you have a resolution for your chapter/council for 2013? What is the most important thing  your chapter/council should do in 2013?

#SHRMChat is found on Twitter the second Tuesday of every month at 8:00 pm Eastern/7:00 pm Central. Join us on December 11^th!

Apologies for the two-fer post, but I have been galavanting around Europe without a reliable internet connection, and blog posts became difficult. Doing a recap and preview together is one way to try to catch up.

OCTOBER RECAP

Our October SHRMChat was about membership, and you can find the questions we asked here. Once again we had a small-ish turn out, but the dedication and knowledge of those who managed to stop by was top shelf (as always).

Paul Hebert participated in our October chat, and I need to give him special thanks. In case you don’t know, he is an incentive and recognition specialist, and his insights and suggestions about those areas – so crucial to membership recruitment and retention – were invaluable.  His blog is a great source of information if you want to know more.

Early in the conversation it was made clear that recruiting and retaining were two different sides of the membership coin, each group with different motivators, so the strategies and tools necessary to maximize each group are going to be different.  It was suggested that it may help your state and/or local to split the membership committee into two different pieces to effectively manage each group.

It was suggested that people join SHRM locals because they are looking to learn, network, and have fun – probably in that order. Making sure you promote and enhance those aspects of your chapter will help if you are looking to increase your membership numbers. As Paul Hebert stated (shown above), make sure you don’t have barriers to entry.

But keeping members seemed to be more difficult, and some “barriers to leaving” that were suggested were (1) more rewards for volunteers, (2) medals or levels based on longevity and engagement, (3) badges, points or other gaming recognition for attending or contributing. potentially redeemed for rewards.  Asking the members by way of survey is often used by chapters/councils to determine engagement levels, but it was cautioned that what members say and what actually works are not always the same thing.

NOVEMBER PREVIEW – PROGRAMS

Without learning programs of some kind, SHRM state and local chapters would cease to exist. Many groups ramp up their program efforts in the fall, after taking a summer break or at least slowing down for the summer. But finding the right kind of programs at the right price for many groups is difficult. So this month we are going to chat about programs – where to get them, how much they can/should cost, and what types work best. Here are the formal questions:

1. How do you determine programming for a year, and how far in advance are programs scheduled?
2. Do you pay for speakers, or other parts of your program, such as room rental or food?
3. Where do you find most of your speakers?  Do you actively recruit them?
4. Are there other programs besides a traditional “speaker with power point” that you are doing?
5. How do you evaluate the success of your programs?

It’s been a while since I have done a rants and raves blog about a conference I’ve attended (this was the first), even though there have been several conferences I’ve been at that I could have ranted blogged about.

I can’t overlook the recent Michigan conference, held last week in Novi, MI, though. I have previously avoided attending the Michigan conference because I have felt that my personal professional development dollars were spent in better venues. But this year my home SHRM chapter, Detroit SHRM, was the conference sponsor, so I felt a little more obligated to be there. Plus, it was held about a 3 minute drive from my Michigan house (still unsold!) so travel arrangements were cheap and easy. Cheap and easy is a huge motivator sometimes. I was also able to volunteer during the conference, which always makes me feel more productive. So here are my thoughts about MISHRM12:

RANTS

No social media presence - At least not much of one. To be fair, the organizers did create a blog site this year, but it contained nothing much but presenter or exhibitor advertisements for their session or booth. There was no useful content or information on the blog at all. There was no Facebook page at all. There were a few brave souls on Twitter (I was one of them). Here’s what one person sarcastically said about the MISHRM Twitter presence:

No, there weren’t even baby steps – more like a comatose baby in a crib. It makes me wonder if anyone from MISHRM even attends and understands their own sessions, since the always-wonderful Curtis Midkiff, Director of Social Engagement for SHRM (the national organization) gave a compelling session on why social media is important. Sad.

Sponsored sessions - MISHRM sold sponsorships of each learning session, so someone from the sponsor introduced each session speaker. BUT – not until after giving a little commercial for their company and why it was wonderful. I hated this with a passion. I didn’t think it was appropriate for people to be forced to listen to a sales pitch before they got what they paid and came for – learning. I wasn’t the only one who felt this way.

Nice theme, but poor execution - The theme of the conference was “The Difference is U”. It was all supposed to be about learning and college/university. A lot could have been done with the theme – encouraging everyone to wear their college logos or colors during the conference, cheerleaders with pom pons announcing things, and presenters and vendors getting into the act. It would have made the conference FUN. But attendees, presenters, and exhibitors still wore their business clothes, with the exception of a “Tailgate Party” at the end of the Thursday session day. Unfortunately, most people left the conference hall right after sessions ended – it was clearly a commuting group of locals who wanted to hightail it home. Allowing people to have more fun during the session day would have held a lot more of them there for evening festivities. Ask Steve Browne the marketing value of letting your theme set your tone, who started his 2011 “HR Rocks” conference in Ohio dressed as a rock star and lip syncing a rock song. People still talk about that conference.

RAVES

Location - In a recent #SHRMChat about conferences, location and facilities was considered to be highly important when planning a conference. I loved this facility because the session rooms were fairly close together, the exhibitor hall was large and spacious with a lot of room to sit, and it was conveniently located right off an expressway. There was no attached hotel, but since I wasn’t staying at a hotel anyway it didn’t bother me a bit, and kept the walking to a minimum. The official hotel was only a few minutes away, and shuttle service was offered.

Location - There was WiFi capability, which put it ahead of many conferences I have attended, and was also rated as hugely important during the previously mentioned SHRMChat. I’m not sure many people were using it (see Rant #1), but it was there. Kudos. By the way, there was also a mobile conference app – which has nothing to do with location but shows that the organizers CAN be up-to-date if they want to be.

Location - Lots of available parking and food service was . . . serviceable. The biggest complaint from attendees was that there were no soft drinks, even during scheduled meals. Being a local, neighborhood girl, I was able to go out for meals and get back in plenty of time. That’s a rave in my book.

This month SHRM hosts its annual mega-conference in Atlanta, June 24-27 (SHRM12). In order to take advantage of the opportunity to have SHRM staffers together in one room to participate in our chat during Atlanta, it has been decided to have two chats around one topic.

Our topic is SHRM – What It Can, Will, and Should Do For Your Chapter or Council.

During our regular 2nd Tuesday chat time on June 12, we will have a preliminary-type chat, without guests. The purpose is to discuss this topic and decide which questions or issues are most important. Then we will use the first discussion to firm up the questions and issues, and live chat from the SHRM conference with the appropriate SHRM staff guests. By doing this in two parts, we have to opportunity to find SHRM members who are best able to address our specific concerns. It also allows people who are not able to be present at one or the other to have the opportunity to participate in the topic.

Here is a general outline of questions for #SHRMChat on Tuesday, June 12, 8 pm EST/7 pm CST:

1. Name a program, service, or initiative that SHRM can do for your state or local. Is it something you have used to your benefit? Is it a service you know they have but haven’t tried yet? What can SHRM do that others may not know about? What do they do best?

2. Maybe it’s not a formal service or program, but have you had experience with SHRM doing something when you asked or sought specific help? Can you provide an example of something that SHRM will do?

3. The relationship between SHRM and its state and local affiliates is critical. Is there a service or program that you have really needed but haven’t been able to get from SHRM? What should they do?

After the June 12 chat, we will announce the time for the live chat from Atlanta, so be sure to stay tuned!

There was one theme that the tweeters returned to frequently in the busy hour that was the May SHRMChat:

Marketing to and educating businesses without an HR function is a huge opportunity that is generally overlooked by most state and local SHRM affiliates.

Most of the chatters admitted that they have a healthy number of members or function attendees that are small business representatives and not specifically HR pros. Some chatters felt that their program offerings were targeted to generic business issues that would benefit everyone, even if their audience was not HR specific.

But more felt that their SHRM affiliate didn’t do enough to market to small business, and needed to reach out to them more specifically instead of waiting for the business to come to the chapter. Some of the suggestions for increasing non-hr attendance at events and programs were

• Direct marketing and announcements to Chambers of Commerce and local business schools
• Marketing and reach out efforts through local business press sources
• Meeting attendance incentives such as free guest attendance and free student admission
• E-books or other publications on basic HR topics for small business
• Make sure the Board and volunteer positions includes business pros who are not necessarily HR pros

There was also a robust discussion about the type of programs that would be of interest to small business without an HR function. One of the chatters, Alicia Arenas, a small business strategist, offered some specific suggestions regarding the types of topics or issues that small business wants to address

• How to have a performance discussion with employees
• How to motivate employees
• How to tell when an employee is lying

In short, chapters and councils need to think basic when considering how to attract and educate the business without a dedicated HR pro or consultant.

Finally, the chatters – ever vigilant about how to get their chapters to buy into increased involvement in the non-HR community, discussed how chapters tend to do things that get measured. SHAPE plans that require some type of initiative to reach small business was discussed.  One of my favorite comments was that an initiative that focused on educating and engaging the small business community would be “ripe for a Pinnacle Award.”

Although it wasn’t the last discussion of the chat, this probably best sums up the feelings of the May SHRMchat participants:

Small business access to chapter and council initiatives doesn’t have to mean an increase in membership or revenue. Connecting to your community, and improving human resources business function should be the ultimate goal.

Join us for a special two-part June SHRMChat. Our June topic is “SHRM national – what can they, will they, and should they do for the state/local affiliate?” We will be chatting on Tuesday, June 12, at 8 pm EST/7 pm CST to flesh out these issues in preparation for a special live chat from the SHRM conference in Atlanta. The Atlanta date and time will be announced as soon as it is finalized.