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    #HRHappyHour LIVE Tonight - 'Happy HR New Year'

    So are you back at it as we start 2013?

    The holidays are over and you are (hopefully) back to work, back to dealing with all the drama, intrigue, and mystery of life in the modern workplace?

    That description sort of makes work seem like a made for Lifetime original movie. Which would probably be more fun I suppose than real work.

    Well my friends, as you start your 2013 HR and Talent journey, you are not alone. The HR Happy Hour Show is back with you as well, with our first live show of 2013, tonight, Thursday January 3rd at 8:00PM ET.

    You can listen to the show live tonight at 8:00PM on the show page here - on the listener line 646-378-1086, or on the widget player below. Also, you can participate on the show backchannel on Twitter - hashtag #HRHappyHour.

    Listen to internet radio with Steve Boese on Blog Talk Radio


    And, if for some reason you miss the show live, you can always catch the replay on the show page, or on iTunes - just search the podcasts section for 'HR Happy Hour.'

    Joining us to talk the about the upcoming year in HR will be long time friend of the show and HR executive Trish McFarlane.  We will be taking your calls about:

    The biggest HR and Talent Management challenges you see for 2013

    The buzzwords from 2012 that need to go away, and which ones really have legs, (I am looking right at you 'employee engagement').

    What trends in HR and consumer technology might have the biggest impact on the workplace?

    What industry events and conferences do you have on your calendar for 2013?

    How do you plan to keep yourself educated, up to date, and challenged in 2013 - especially if you've been in HR for a long time?

    These questions and more will be answered on the next episode of the HR Happy Hour Show - LIVE tonight at 8:00PM.

    I hope you can join us tonight, else risk a disastrous 2013....


    #HRTechConf (un)session Preview - Social Tools in the Organization

    Today at 9:00AM Central time at the HR Technology Conference, I will be co-presenting along with Trish McFarlane a session titled: #HRevolution : How Social Tools Can Empower a Global Organization.

    The session, about how organizations are leveraging both public-facing social networks and platforms like Facebook, Twitter, and LinkedIn, as well as behind-the-firewall tools like Yammer and Sharepoint, in HR, Recruiting, and Talent Management processes; will be conducted in classic HRevolution 'unconference' style - as a facilitated discussion among and by peers and colleagues in the industry, with the goal to open the lines of communication and share lessons learned, challenges, and goals with each other.

    The HRevolution style of facilitating presents some risks of course - if attendees are shy or reluctant to share openly with the group, then the session presenters are under the gun to some extent, and there's nothing worse than a interactive session with no interacting.

    So attendees of our session tomorrow are expected to play an active part - sharing their knowledge, discussing their approaches in bringing social technology to their workplaces, and even challenging some of the widely held and often repeated assumptions about social technology and its role in the workplace. 

    In addition to the conversations that will happen in the room at HR Tech, we also encourage anyone following the #HRTechConf hashtag on Twitter to engage with us as well.  The hashtag for the session is #UNSESSION and the basic questions we will raise in the room will be tweeted out on my user name @SteveBoese as follows:

    Q1 - What social recruiting success stories can you share? #unsession #HRTechConf

    Q2 – What collaboration tools are you using and getting positive results from? #unsession #HRTechConf

    Q3 – How can social  technology encourage recognition in the workplace? #unsession #HRTechConf

    Q4 – How can social tools help drive innovation in the organization? #unsession #HRTechConf

    Q5 – How can social tools fix, improve, or blow up existing processes? #unsession #HRTechConf

    We will be checking the backchannel throughout the session for questions, answers, comments and for general feedback from the Twitterverse.

    Trish and I are really looking forward to the session, and if you are at the HR Technology Conference we hope to see you there, and if not, we hope you will join in the #UNSESSION discussion on the backchannel.


    These might be the next HR roles you need to fill (or perform)

    It has become kind of edgy or possibly trendy, (my guess the first three times a new idea is pitched it is edgy, after that it becomes something else, and trendy was the only term I could think of in less than five seconds), to talk about Human Resources in the future in diametrically different contexts that the traditional ones most of us are familiar with. Think about how many times you've read about 'HR is the new PR' or 'HR (and more likely recruiting), is really Sales and Marketing', and even takes that advocate HR as the organization's owners of social media and internal collaboration and productivity initiatives. While sometimes these kinds of analyses and predictions about the evolution of HR are optimistic, (if occasionally sounding a little bit like wishful thinking from veteran HR pros just a little weary of FMLA claims and 401(k) migrations), if they are going to prove true, or at least directionally correct, then there are some implications for the roles that will be required in HR, and naturally, the kinds of skills the HR professional of the (near) future will need to possess.Mark Rothko - Untitled

    What might some of those roles and skill sets entail?

    Well, that sounds like a hard question, and rather than try to figure it out for myself, I will take the lazy route, and co-opt some examples from a neat piece on the Simply Zesty blog, titled 'The Job Roles You Should Be Hiring For', an examination of the roles, skills, and titles that are sought after in the Digital and Social Marketing space.

    Think you know how to staff the HR department of the future? Or perhaps a more important question for you personally - Do you think you have the right skills for the potential evolution of HR?

    Well, take a look at some of the roles and skill sets that the Simply Zesty piece thinks the modern digital marketing team needs and then think about your answers: (NOTE: roles and descriptions lifted entirely from this piece, please don't sue me)

    Data Analyst - With a large amount of data being collected by brands across social profiles as well as more traditional data-gathering channels such as email marketing or phone lists, there is a pressing need for smart analysis of this data to ensure you reach your customers (employees) in the best way.

    Futurologist - This is a slightly more adventurous hire and likely only really feasible for those companies with larger staffing budgets, but it’s an important one. With communications technology developing at the rate it is, there is a demand on companies to stay relevant and also impress their customers with the future-thinking stuff that gets talked about and shared, (by employees, perhaps?)

    Designer - Most brands will have a designer or graphic design team already, but it is an important hire even for smaller businesses to bring an element of this in-house. The need for beautiful design for your website (or company career site), or product to live online is more important than ever. Where once it might have been enough to just have a website, then a mobile site, then a Facebook Page and then an app, now there is a need for these to be beautiful and responsive.

    Creative Thinker - So not exactly a descriptive job title, but that’s sort of the point. While we get bogged down with the technological aspect of social media, it’s tempting to subject the creative process to the same process as you would approach a technological solution. This is an important role if you want to develop the kind of content that you see dream brands such as Innocent, Nike or Red Bull executing. Creativity should be as high on the agenda as marketing or sales, with proper investment made to get the best ideas you can

    A Good Copywriter - One of the highest demands on a social media manager is the expectation that they will suddenly be an able copywriter, able to write just as effectively for email marketing, Twitter updates, Facebook Page copy, websites, online ads, etc. And while many social media managers will of course be more than adequate at this, given the amount of time they will spend across these different formats anyway, there is a huge difference between copy that just does what’s required of it, and copy that makes people stop in their tracks and think. Unless you’re making this a key role in itself, you will always get sub-standard copy that just does the former

    There are a couple of other roles listed on the piece, but you get the idea I think.

    If the conception, practice, and profession of HR is really going to morph to look more like marketing, PR, and digital advertising, then it seems logical the HR department of the future will at least partially be populated with the kinds of folks in the roles listed above. Whether or not people with those particular sets of skills want to actually reside in HR I suppose is a question for another day.

    Today, I will leave you with these, simpler questions: 

    So, do you have some or all of those skills on your HR team?

    Do you have some or any of those skills yourself?


    READER QUESTION: Who is the new Dave Ulrich?

    I usually don't like these kind of 'Reader Question' type blog posts because the cynic in me secretly thinks that they really never cover an actual reader question, but the blogger just pitched it that way to have an excuse to write about a topic perhaps they would not normally cover, and they feel like somehow people will get the impression that the blogger gets all manner of back channel questions and comments from readers, which I also secretly think almost never happens.

    Having said all that, and asking you to put your natural cynicism aside*, I want to submit to you, dear readers, what I swear is an actual reader question that I received this week, one that I think is pretty interesting, and one that I (and the reader who hoped I'd have something intelligent to offer), could use some help from the crowd to try and answer.  Here is the question, in its entirety:

    Hi Steve. A question came up with the Sr. HR leadership team for my company "Who are the new thought leaders in HR?  Who is the new Dave Ulrich?", I thought - I bet Steve would know.  I would thrilled to recieve any thoughts you might have. Thanks!

    That's it, the Big $64,000 question for a Summer Friday. I did reply to the question, and offered up some thoughts, but after realizing that my views probably were not typical, (one of the names I submitted was Tim Sackett), I asked and received permission from the reader to post the question here, and see if we could crowdsource some additional responses or ideas.

    So I put it to you my friends - Who are the new thought leaders in HR as you see it?  Who is the new Dave Ulrich?

    And I think the answer could still be Tim Sackett. Or maybe it still is Dave Ulrich.

    I'd love to know your thoughts and many thanks to the actual reader who submitted an actual question, (I swear it really happened that way).



    * I am quietly working on a new presentation with a working title of 'Everyone is Lying to You', so I am even more cynical than usual lately.


    EVENT: The Social Media Strategies for HR Seminar

    In two weeks I will be attending and participating in the Conference Board's 'Social Media Strategies for HR' seminar, along with many other fantastic Human Resources practitioners and leaders. If you are thinking that the 'Social Media in HR' angle is getting really played out and overdone, then you might be right, but you also might be in the tiny minority of HR professionals and leaders that actually have been working with social media, social networks, and proactively using these platforms to support their business and talent strategy.  I think, generally, that the opportunities and challenges that social media present to the typical HR organization are just beginning to be explored. Remember, unlike many of us in the social media bubble almost no real HR leaders spend their year attending seventeen conferences, fourteen tweet-ups, or diving into one of the myriad new HR-themed Twitter chats. Mostly they are too busy in their day jobs, and when they have time, they are trying to figure out how to better their function and their performance, and using social media can be one of those ways - if they could ever find some spare time to try and sort it out.

    That is why a dedicated event like the Social Media Strategies Seminar for HR is so compelling to me.  In the early days of social media in the workplace, there were hours of trial-and-error while learning because there were no classes or conferences or case studies where you could learn how to use these platforms more effectively.  The benefit for today’s professionals getting into the space or for those who are using the platforms but want to take that use to the next level is that there are events where you can go and learn more in a day than many of us did in a month or a year.

    If you or someone in your organization is wants to learn more about using social media platforms for HR and recruiting, you need to mark your calendars now for The Conference Board’s Social Media Strategies for HR Seminar.  Join me in New York City on April 17- 18, 2012 as we discuss and learn how to:

    • Leverage social networks to benefit the entire organization
    • Implement and manage social networks to spur innovation and knowledge sharing
    • Use social media to increase employee engagement and bolster employer branding
    • Manage the legal implications of social media in the workplace

    I’ll be co-leading a session on how you can use social media to strengthen your employer brand and bolster employee engagement.  My co-presenter will be Trish McFarlane, Director of Human Resources for Perficient and co-founder of the HRevolution.

    Use discount code SB1 to get $250 off the registration cost!  You can register for one day or both.  I hope you’ll join us, you won’t be disappointed.