#HR Hero - Victorio Milian #TimSackettDay

by Matthew Stollak on Friday, January 23, 2015


Tim Sackett Day began three years ago as a way to recognize those hard working HR professionals grinding away doing the real influencing on a day-to-day basis. The 4th recipient of this day of recognition is the great Victorio Milian.

In 2009, as a professor, I was frustrated with the lack of timely information on 21st century HR.  Textbooks always felt too theoretical and, while grounding the student in some of the basic terminology, they didn't breathe the language HR professionals were talking about on a daily basis.  So, I entered the social online world of Twitter and blogging as a way to better prepare students for the world of work they were entering.

Early on, Victorio was one of the names that began to stand out.  His active participation in the HR Happy Hour caught my attention, and checking in on his Creative Chaos HR blog became a part of my daily routine.

Of particular note was a commitment to furthering the profession by focusing on those entering the field.  His HR101 e-book, featuring perspectives on basic HR topics from expert HR professionals, became a regular part of my students reading list each semester.  I had the opportunity to contribute to another e-book "We are the Future" in 2012 that addressed the fears HR students had as they made the transition from school to work.

As I've gotten to know Victorio over the past few years, his commitment to the HR profession is a reflection of Victorio as a person....devoted father and husband, music aficionado, and comic book fan.

Fortunately, for those who have been helped by and gotten to know Victorio, know he is worthy of being a HR Hero that rivals anything that Stan Lee or Marvel have ever dreamed up.


Congrats Victorio!

You can connect with Victorio on
Twitter: http://twitter.con/Victorio_M

Blog:http://creativechaoshr.tumblr.com/
LinkedIn: https://www.linkedin.com/in/vmilian 

Alternative HR Activities in Las Vegas For Students Prior to #SHRM15?

by Matthew Stollak on Wednesday, January 14, 2015

I've been a SHRM student chapter advisor for nearly 20 years.  For most of that time, I have brought several dedicated students each year to  SHRM Annual, who want to advance their learning as they pursue a career in HR.

Dedicated students are giving up nearly a week of their summer break, sacrificing a few days of work where they earn tuition money, to attend SHRM Annual, often on their dime.  Students have raised money through the student chapter during the academic year to attend, or they are paying for hotel, airfare, food, discounted conference registration and other incidentals out of their pocket.

However, we are not unique. There are many student advisors as well as hundreds of student members across the country who do the same.  Some colleges, including my own, even offer course credit to students who attend the conference

One of the highlights of the conference for them (as well as me) was a stand alone student conference on Saturday and Sunday morning prior to the start of the SHRM Annual Conference.  Faculty members could meet and discuss the future of HR education.  Students get to share best practices and ideas with their peers across the country. SHRM also highlights quality student chapters as well as recognizes the advisor of the year award.

But, of particular note, was the quality of the programming that was geared directly to students.  HR leaders such as Laurie Ruettimann, Jennifer McClure, John Hudson, Matt Charney, Meredith Soleau, Jon Petz, Simon Bailey, Joe Gerstandt, Clint Swindall, Libby Sartain, Tim Sackett, and Ryan Estis have provided quality content to those attending.  Several have offered content multiple years.

Unfortunately, after 20+ years, SHRM will no longer be offering the student conference at this year's meeting in Las Vegas. Like everyone else, students would have to pay extra to attend the Saturday Pre-Conference One-Day Workshops.

So, I reach out to my dedicated readers for suggestions for alternative HR activities to students arriving early to the SHRM Annual Conference.  Unfortunately, a Zappos tour is not available as the last tour is on Friday, June 27 at 1:00 pm.

Are there other plant tours one might take?  Are their readers out there getting into Vegas early, who might be able to give 45 minutes to an hour of their time on Saturday afternoon or Sunday morning to sit with a few students and discuss a HR topic of their choosing?  Starbucks is on me.

Let me know in the comments if you have any other suggestions to enhance the learning of the HR leaders of tomorrow.

What You Need To Know About MOOCs and Mobile Technology #talentadvisor

by Matthew Stollak on Monday, January 5, 2015

I'm up at the Talent Advisor Portal at CareerBuilder's Hiring Site talking about how Massive Online Open Courses (MOOCs) and mobile technology are driving recruiting and retention.

Check out the post here

True Faith #HR Rewind: Best Employment Application Ever - Kris Kringle

by Matthew Stollak on Thursday, December 25, 2014

Originally posted December 25, 2012
From "Miracle On 34th Street"

Merry Christmas everyone

3 Adult Learning Trends You Need to Know for 2015

by Matthew Stollak on Monday, December 1, 2014

I'm up at the Talent Advisor Portal at CareerBuilder's Hiring Site talking how adult learning will impact 2015.  Learn how the problems of adult literacy, MOOCs, and the growth of online competency-based education will likely impact HR.   Check it out here:


MUST SEE: The Conference Concierge #HalfBakedHR #HRevolution

by Matthew Stollak on Wednesday, November 19, 2014


As noted before on the blog, Sir William Tincup and I had the honor of presenting a session at HRevolution on Half-Baked HR, a set of 40 HR ideas that are meant to challenge our expectations of what HR can be.  These ideas aren't necessarily fully thought out and there may be a company out there that is already trying to carry the idea out, but it hasn't gotten much acclaim.  Or, it was a miserable failure and deserves to be in the dustbin of history.  Over the next couple weeks, I will share 10 of these half-baked ideas in a more fully developed form on the blog.  Without further adieu....

HR Half-Baked Idea: MUST SEE - The Conference Concierge

Having attended the SHRM Annual Conference for 14 straight years, tackling the expo hall at SHRM (or any other conference) is among the most daunting of tasks.  Over 1,000 vendors vying for my attention, SWAG hawks searching for their latest trinket, and the risk of rollerbags underfoot, are all perils one must encounter.  In the 48-hour time span that the SHRM expo hall is open, there never seems to be enough time to truly get all the answers one might need while still trying to accumulate those necessary certification credits.  What is a 21st-century HR pro supposed to do?

The Solution: MUST SEE - The Conference Concierge

MUST SEE is a conference concierge company that "shops" the expo hall booths ahead of time to better target what you absolutely, positively need to see.  Looking for specific SWAG (e.g., iPads, GPS, Tory Burch shoes), MUST SEE is your scout.  Need to find a specific relocation service for your pet, MUST SEE sniffs it out.  Tired of timing out with your current payroll vendor, MUST SEE 'checks' out the competition.  When time is of the essence at your conference, MUST see is your answer!

Employee-to-Employee Wellness Challenges #HalfBakedHR #HRevolution

by Matthew Stollak on Tuesday, November 18, 2014




As noted before on the blog, Sir William Tincup and I had the honor of presenting a session at HRevolution on Half-Baked HR, a set of 40 HR ideas that are meant to challenge our expectations of what HR can be.  These ideas aren't necessarily fully thought out and there may be a company out there that is already trying to carry the idea out, but it hasn't gotten much acclaim.  Or, it was a miserable failure and deserves to be in the dustbin of history.  Over the next couple weeks, I will share 10 of these half-baked ideas in a more fully developed form on the blog.  Without further adieu....

Half-Baked HR Idea: Employee-to-Employee Wellness Challenges

Many organizations have adopted wellness programs in an effort to control health care costs.  Healthier employees not only are more productive at work, but are less likely to be absent or get into accidents.  However, several problems exist with the current iteration of wellness programs:
  1. Employees have to jump through a number of hoops to meet the requirements of the program
  2. You are already capturing a significant portion of individuals who are healthy and working out regularly
  3. Limited employee buy-in - terms of the wellness program are often dictated by the organization, with only a small amount of flexibility on the part of the employee on how to achieve the goals
  4. Rewards are not significant enough - will a t-shirt or a small gift card really change long-term behavior?

The Solution: Employee-to-Employee Wellness Challenges

As Robert Cialdini noted in "Influence: The Psychology of Persuasion," loss aversion is critical: 'People seem more motivated by the the thought of losing something than by the thought of gaining something of equal value.' 

With that in mind, what really would move individuals to change their behavior is employer sanctioned employee-to-employee challenges.  For example,
  • John bets Tom that the loser of the wellness challenge has to wear a dress to work for a week.
  • Amy bets Sue that the loser of the wellness challenge has to shave her head.
  • Dave the Democrat bets Robert the Republican that the loser of the wellness challenge has to donate the value of a paycheck to the rival's political campaign.

Not only does this create buy-in on the part of the employee, the consequence has real teeth.  Further, these bets would be public, meaning the loser couldn't back out without backlash from the group. 

Now go out and challenge a fellow employee to improve their health.