HR conferences are – or should be – about connecting as well as learning. If you look beyond the person sitting next to you in a session or at the same lunch table, you can find all kinds of people who can give you a different view of things.
During the fall conference season, I had the opportunity to talk to an IT/tech vendor several times when he responded to various issues in the conference venue. I’m not sure if he was hired by the HR group running the conference or by the facility, but it was clear that he had spent a lot of time dealing with the HR community just previous to and during the conference. I won’t tell you which conference, and I’ll just call him Kevin because I don’t want to identify him and possibly get him in trouble. 😉
So I asked him, “What do you think of HR people now that you have worked with them so closely on this conference?”
Do his answers surprise you?
- HR cares only about operations and is unadaptable. Kevin explained that HR is “all about process”. HR wants to follow a script, even when it is clear that the script needs to be adjusted or has failed to work in a particular situation. Thinking strategically and changing things doesn’t happen, even when it is necessary to fix a problem or deal with an unexpected event.
- HR doesn’t understand human value or compensate it appropriately. Kevin was stunned by the fact that there were people working during the conference – volunteers – that had paid their full registration fee to attend. “I work a lot of conferences”, he said, “and no one – NO ONE – works at a conference after paying to get in.”
- HR certification is meaningless. It didn’t take long for Kevin to notice that no one was keeping track of attendance and that many people left the sessions long before the end. “How can someone get certification credits for something they left midway through?”
If you follow the online HR chatter even a little bit, you know that many, many HR writers have similar complaints and make similar arguments over and over again.
What no one seems to be able to address, though, is WHY. Why are people still making the same complaints about HR?
Maybe we should ask the IT/Tech department to fix it, because HR isn’t.