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    Entries in HR (511)


    What is the meaning of Hard Core HR Professional?

    That was the question posed by an anonymous reader who found his or her way to this blog after hitting 'search'.

    It is a pretty good question, and I don't think they found the answer here, at least not a complete answer.Flickr - valentin.d

    From my perspective as an HR Tech guy, 'Hard Core' HR would certainly involve staying current on the latest tech trends and developments, strongly advocating for and implementing new tools and technologies to streamline processes, improve talent management, and enhance organizational communication and collaboration.

    But most of all it would mean challenging the status quo, pushing the technology envelope in HR, and trying new things even if they make your 'traditional' HR colleagues uncomfortable. 

    Start an internal blog, claim your company's Yammer domain and get the HR staff signed up, post a 'Why its great to work here' video on YouTube, create a free Wiki for posting frequently asked HR questions, use Rypple to get feedback from staff on HR policies and programs.

    Maybe those are not really 'Hard Core' steps, but if your HR department is still relying on blast e-mails, a boring intranet, and the hidebound annual employee survey, then 'Hard Core' really is not needed yet.

    'Medium Core' will probably do for a start.

    What do you think?

    What is the meaning of Hard Core HR Professional?


    Guest Post - Leveraging the Age Difference in HR

    NOTE - This Guest Post is authored by Ben Eubanks, from the Upstart HR blog.  Ben is a young HR professional with lots of great ideas and boundless energy.  Have at it Ben!


    "I want you to know that also I will not make age an issue of this campaign. I am not going to exploit, for political purposes, my opponent's youth and inexperience." –Ronald Reagan—

    I hate to be forced into speaking for new HR people here, but I don’t see many others stepping up to take on the issues facing us today. HR is a tough career nut to crack. Getting in requires experience, and the experience only comes after getting in. It boggles the mind. Want to hear something interesting? I think that HR needs to open its doors to younger candidates. We have some valuable gifts to offer that are not normally seen in an HR department.

    We are good with tech, but we don’t know the operations side of the business nearly as well as the veterans do. The veterans may know enough about technology to do their jobs, but the younger folks could probably teach them a trick or two. Both sides of the workforce have a specialty, and they also have an obligation to each other.

    The seasoned professionals must teach the business and be open to change.

    The newbies must be open to learning the business and propose change.

    We’re young, (partially) reckless, and willing to try anything. The employees at Google get 20% of their time to chase innovative ideas. Some of their best products and applications have come from that block of time provided by the company. Sure, giving people the freedom to work one day of every week on their personal projects seems like a risk, but with great risk comes the opportunity for great reward.

    We get the reputation of thinking we know everything. I don’t know who’s spreading that idea around, but it’s not true for most of us. Sure, we are great at lots of things, but if we’re going to go through the trouble to get into the HR field, we want someone to teach us how the business works from top to bottom. In recent weeks, I’ve had more than a handful of HR veterans tell me that one of the keys to being successful in HR is to get out of it. By that they mean that a truly successful HR professional will need to broaden his/her focus to see the company as a whole and adapt a human resources strategy to fit business needs.

    Young people, are you with me? Stand up and tell it to the veterans in your organization. And to you senior HR professionals out there, I have four words for you straight from my generation. Teach us. We’re waiting.


    HR Happy Hour - Episode 3 - West Coast Special

    We are back!

    After a one-week hiatus the most popular live internet call-in show about HR and held on Fridays returns!

    That's right, HR Happy Hour will be back live, this Friday, June 19 and this time my co-host Shauna Moerke (The HR Minion) and I have decided to push the show start time back to 9 PM EDT that is 6 PM PDT.

    So West Coast USA folks, you have no excuse not to join in on the fun.

    Here are the particulars:

    If you want to listen live go to: HR Happy Hour - Episode 3

    If you would like to call in and participate - call 646-378-1086 during the show, and you can chat with Shauna and I and whomever else wanders in to Happy Hour.

    I don't really have an agenda in mind, just a casual and fun hour and hopefully some folks that I have never had the chance to speak to before will call in to chat.

    After the show is over, you can listen back here:

    See you at the Happy Hour!


    HR Happy Hour - With some Special Guests

    So last night Mark Stelzner tweets:


    As I tend to agree with the sentiment in Mark's tweet, I offered this reply:


    After a quick convo on Twitter where Mark agreed to call in, and a hasty round of promotion and soliciting other callers, about 25 minutes later we went live on my Blog Talk Radio show, (the one I normally use to record interviews for my HR Technology Class).

    It was a blast!  By my reckoning the following folks were live and participating on the call at one time or another:

    Mark Stelzer, Charee Klimek , Shauna Moerke (you may know her as the HR Minion), Sharlyn Lauby (the HR Bartender), Joyce Chastain, Becky Allen, Michele Wagner, Susan Burns, and Michael Krupa.

    Since the call was not planned, scripted, or rehearsed in any way, the conversation was pretty free-flowing and ventured into many topics: what is happening with JobAngels, an update of the upcoming Social Recruiting Summit in June, and some interesting discussions about employer branding from Charee and a great story from Shauna about 'coming out of the blogging closet'.

    You can listen to the 'Happy Hour' here:

    I really had fun doing this, and if there is interest from the HR community to do more of these, I am certainly happy to organize and host.  Hit me up in the comments, or sent me a Tweet.

    Thanks so much for everyone that called in, and anyone who listened live to the show.


    HR and New Technology - follow up

    A quick follow up to the HR and New Technology post from earlier this week.  A point I should have made originally, in fact. Here it is:

    If HR does not start learning, trying, embracing some of these new Technologies (Twitter, Yammer, YouTube, Facebook all the usual suspects), they will take root in the organization anyway, HR won't know what the heck happened, and jump back into classic 'regulate, monitor, make a policy so we don't get sued' mode.

    Months ago I 'claimed' the Yammer domain for my organization.  I invited two or three HR colleagues (who are pretty tech savvy) and tried to get some interest and momentum in the tool.  But nothing happened.  Could not get the HR folks to see the value (or even attempt to see the value) in a tool that allows micorblogging, threaded discussion, image and file sharing, groups formation etc.  In a 'perfect' world, HR would lead the drive to adopt these types of tools in the wider organization.

    Today, out of nowhere, I noticed a flurry of activity on our Yammer network.  It appears like one class of students have decided to sign up for Yammer and create a group to facilitate collaboration and information sharing. This could have just as easily been a faculty or administrative department, the specifics don't really matter.  What matters is that the organization did it on its own.

    And what happens if this group discovers Yammer to be a great tool and spreads the word to the wider organization?  Maybe they'll get some kind of recognition or be recognized as 'innovators'.

    Exactly he kind of PR that most HR departments really need.  That's ok, keep processing the forms, keep folks paperwork up to date, and try not to get noticed.

    Rant off.