I've been teaching for nearly 25 years, and have probably taught over 5,000 students.  Few, if any, have combined the wit, charm, and intelligence of Callie Zipple. Callie is simply one of the best students I’ve had the opportunity to teach.   

Sitting in my statistic course, she knew she could earn extra credit for attending bi-monthly meetings of the St. Norbert College SHRM student organization.  After hearing from a HR professional in the area, and learning more about the profession, she was hooked.  She became my advisee, chose to pursue HR as a career, and soon became President of that organization, and intern for the College's HR department.

Through my conversations with Callie, she has demonstrated a strong respect for other people’s values and opinions.  She greets others with an open mind, interested in learning their viewpoint on a variety of issues.   Callie is also incredibly level-headed who handles conflict with remarkable aplomb.  She is empathetic to her friends' concerns.  She remains relentless in developing a portfolio that will help her succeed in this field. 

One moment stands out.  I remember sitting in the parking lot of Time Warner Cable to get my cable box fixed, when my phone rang, and Callie was in tears on the other line calling me excitedly that she passed the PHR exam. It meant so much to her.  As a teacher, you cherish and celebrate these success stories.

Her career has grown and flourished as she continued to pursue new opportunities and learn more about HR.  She started in staffing and became a HR manager and generalist.  She also gave back to the profession by volunteering in a number of roles with the Wisconsin SHRM State Council and as an inaugural member of the SHRM Young Professional Advisory Council.  Today, she serves as the Field Services Director for SHRM for the upper Midwest.  Very accomplished for someone so early in their career.

So, I was crushed to learn this weekend that she was diagnosed with stage 4 stomach cancer.  At age 31. Stage 4 stomach cancer.


If anyone can fight it and succeed, it will be Callie. 

However, even with great health insurance, the costs can be enormous here in the United States.  So, like so many others, a GoFundMe account has been started in her name.  You can learn more about it here.

So, if you have seen her speak at your chapter meeting, chatted with her at the SHRM booth, or simply been charmed by her in conversation, I hope you can help assist her in this fight.

With the SHRM Annual Conference less than 2 weeks away, I thought the timing was perfect to revisit this post from 2011 about the requests of vendors to meet.  There are only slight modifications to reflect that its 2016.  Note...Since I wrote this 5 years, not one vendor has taken me up on it.

In 12 days, I will be flying out to Washington, DC for the 2016 SHRM Annual Conference.  One of the rites of passage associated with registering and attending the conference is the bevy of mail you receive from vendors hoping to lure you to their booth to discuss the latest in HR technology, drug testing, relocation, etc.   Occasionally, they entice you with the promise of a certain geegaw that you can't find at any other booth.  It would not be uncommon to receive 13+ pieces of mail a day in the 3 weeks prior to the start of the conference.
However, the pitch has changed.......
...........................................................
In 2010, at the SHRM Annual Conference I had the opportunity to be part of the 1st "SHRM Blog Squad," where I had the opportunity to highlight many of the conference events.  You can read more details about it here.  Thanks to Curtis Midkiff (@shrmsocmedguy) and Jennifer Hughes (@SHRMPress), I will once again be able to share my feeble thoughts on the conference yet again.  However, because of my registration as a blogger for the conference, I have yet to receive a single piece of vendor mail.
However, I have been inundated with e-mails from vendors asking me to set up appointments to meet with their CEO or hear about their latest product, presumably as a pitch to feature him or her or the product in my blog.   In addition, I have receive numerous calls from these companies following up on their e-mails.
As a courtesy to these vendors, let me tell you about my credentials:
1.  I am an Associate Professor of Business Administration.
2.  In that role, I make approximately .1% of any decision affecting the human resources of our organization.,
3.  In the words of Lloyd Dobler, in "Say Anything:" "I don't want to sell anything, buy anything, or process anything as a career. I don't want to sell anything bought or processed, or buy anything sold or processed, or process anything sold, bought, or processed, or repair anything sold, bought, or processed. You know, as a career, I don't want to do that"
So, I may be the wrong audience to target.
The one thing missing is a little WIIFM: What's In It For Me.  What do I get out of taking time out of my busy SHRM Conference schedule to hear your pitch and feature your product/service/CEO in my blog?  (One company who shall remain nameless did offer a "blogger gift bag;" if it anything like actors receive at the Oscars or college football players get when they attend a bowl game, count me in).

Which gives me an idea......
.......................................................................
In 2010, Morgan Spurlock released the movie "POM Wonderful Presents: The Greatest Movie Ever Sold:"
In the film, he sets out to finance the movie by getting advertisers to sponsor the film, which is essentially a movie about how advertising is polluting our lives and minds.




Given how many pitches I have received in the past couple weeks, I have decided to become a sell-out myself:
1. Sponsor my blog
If it worked for Morgan Spurlock, it can work for me.  I am more than willing to rename my blog, "(Your company name) presents: True Faith HR."  I'd be glad to include your company logo in every SHRM16 blog post I write.  I'd include your company name in every tweet I issue.  I'd even include pictures of myself in your company clothing line.  As my blog and tweets will likely reach thousands of eyes, what better way to get your name out there.
Just make me an offer.
2.  Draw my name at your booth for your "Grand Prize."
This will be my 16th SHRM Annual Conference in a row.  In my previous 15 years of attending the conference, I have yet to have my name drawn as the winner of a booth's grand prize.  You lure me in with the promise of an iPod, laptop, or GPS, yet each year I leave empty handed.  I remain firmly convinced it is due to the credentials listed above; if I am not likely to buy your product, why give me the prize. 
BUT.....now I have this blog.  Why give the prize to Donna in benefits from Boise, Idaho.  Draw my name instead.  You can be sure as all get out that I will be talking about my newApple Watch on this blog and I'll be giving your company all sorts of props here.   C'mon, what better way to make your company look magnanimous that giving this here blogger your prize?!?!?
So, vendors, what say you?   I'm not expensive....I'll take an Apple Watch, Amazon gift card, pound notes, loose change, bad checks, anything.   Do I have to come right flat out and tell you everything?




Serious inquiries only!

Congrats to the 100 individuals who made the Huffington Post Top 100 Most Social HR Experts on Twitter this week.  Lots of worthy individuals on the list, including 14-15 people I had never heard of before, so it provides the opportunity for new connections.

However, if I am the Society for Human Resource Management, I'd be very worried about this list.  

Why?

I went through the LinkedIn profiles of all 100 individuals and found:

• Only 21 individuals had listed they had earned PHR or SPHR certification (none listed GPHR).  This number could be higher, but some either chose not to list it, or they may have let certification lapse.
• Less than 60 had a formal business education (i.e., a BBA or post-graduate degree in a business-related field).  Some only listed their college, but did not list their educational background.  Others did not have education as part of their LinkedIn profile. 
• Of that 60 or so, less than 25 concentrated in human resources as part of their undergraduate or graduate education.

So, why should this bother SHRM?

1. Is pursuit of certification perceived as valuable?  If a significant portion of those who are perceived as being knowledgeable on the field of HR (or at least a major subset of the field) do not possess certification from SHRM, will some choose not to pursue it as well, as they do not see it as necessary to succeed in the industry?
2. Barriers to entry in the field of HR continue to be low.  Again, many of the individuals on this list have demonstrated through on-the-job experience and success that they deserve to be lauded.  But, it should concern SHRM that many apparently do not need a HR education to be successful in HR.
3. The need to embrace social and its impact on membership.  SHRM has done a wonderful job over the past couple of years of working with many on this list.  Over 50 on the list served on the social media team at the 2013 SHRM Annual Conference in Chicago.  However, with many on the list having little to no affiliation with SHRM, will some HR professionals wonder why they should join SHRM when others are possibly providing valuable information for free?

THE ISSUE

Finding quality speakers to present relevant, up-to-date information to a HR audience

WHY IS IT IMPORTANT?

One of the leading drivers for individuals to attend their local SHRM chapter meeting or conference is the quality of the speaker(s) and his/his/their topic.  In particular, individuals not only want to gain their PHR/SPHR/GPHR certification credits, they want to learn, be entertained, and feel that the dollars and time they invested are worthwhile.

Unfortunately, finding speakers, let alone quality ones, is difficult.  As I noted in this space nearly three years ago, volunteers have to go out and find willing speakers (often at no cost) to provide a compelling hour or more of information to attendees.  Further, volunteers have to go through a somewhat onerous process to get a program approved by HRCI at least 4 weeks in advance to ensure that it meets the requirements to provide recertification credits.

Let's revisit the math: With 575+ chapters offering 8-9 programs a year, along with a significant number of state and national HR conferences, there are at least 5000 sessions a year being offered.  Even with some likely repeat speakers, there is a huge demand that needs to be met, and places a huge burden on the HRCI to approve a significant number of programs

There has got to be a better way.

WHAT'S AVAILABLE FROM SHRM?

To be fair, it must be noted that SHRM does provide a number of resources to assist chapters in finding speakers.

• In their volunteer leader resource center, chapters can contact the SHRM Speakers Bureau to find a member of the SHRM organization to speak on a whole host of topics.
• There is a short non-SHRM staff directory of speakers who have scored 3.8 out of 5 at one of the SHRM major conferences in the last four years
• A SHRM speaker program that contains just under 130 speakers

WHAT ELSE IS AVAILABLE?

• In 2010, the SHRM Chapter and State Council Leadership LinkedIn Group tried to create a list of top 10 speakers from their state conference.  Everyone who commented thought it was a good idea, but it withered on the vine.
• Late last year, the St. Norbert Collge student SHRM chapter tried to crowdsource a list.ly list of good SHRM speakers (you can see it posted on the right), but it hasn't quite taken off.

SOLUTIONS
1.  Expand the SHRM Speaker Program.  This list is a great start, but it is too small to meet the demand.
2.  Have HRCI publish yearly a list of ALL programs approved the previous year.  Ideally, it would be searchable by listing sessions by state, topic, speaker, credit amount (i.e., 1.25 hours), and certification level (PHR, SPHR, GPHR, etc.).  Yet, even providing a link online to a pdf would be a good start.

Its no secret that HR is a female-dominated occupation.  Attend any SHRM chapter meeting, and it is more than likely that there will be twice as many women in the audience than men.

The Equal Pay Act was passed nearly 50 years ago.  Yet, concerns about pay equity abound.  Statistics, such as women make $.76 for every dollar a male earns, continue to be quoted.  Recent legislative efforts such as the Lilly Ledbetter Fair Pay Act and the failed Paycheck Fairness Act continue to try to chip away at inequity.  At the same time, efforts at the State level make this more difficult - in Wisconsin, for example, Governor Scott Walker repealed the 2009 Equal Pay Enforcement Act, arguing that lawyers were clogging up the legal system.

And then I read this: Sigh!

Female physician researchers make less money than their male counterparts, researchers found.

Among recipients of National Institutes of Health (NIH) career development awards, the average reported annual salary was $167,669 for women and $200,433 for men, according to Reshma Jagsi, MD, DPhil, of the University of Michigan in Ann Arbor, and colleagues.

Even after adjustment for differences in specialty, academic rank, leadership positions, publications, and research time, there remained an absolute difference of $13,399 per year between the sexes (P=0.001), the researchers reported in the June 13 issue of the Journal of the American Medical Association.

The study, which is consistent with a previous study of life sciences researchers, "provides evidence that gender differences in compensation continue to exist in academic medicine, even among a select cohort of physician researchers whose job content is far more similar than in cohorts previously studied, and even after controlling extensively for specialization and productivity," they wrote.

Even when taking into account marriage and parenthood, the difference was statistically significant, which means that women were shortchanged over a lifetime of nearly $350,000.

The following question thus remains unanswered:

Given the prevalence of women in HR, the pervasive knowledge about pay differentials, and tools such as the Equal Pay Act and Lilly Ledbetter, why hasn't pay inequity been eradicated?

You have a multitude of women in the primary position to address the concern, yet it persists.   Why?

With the SHRM Annual Conference less than 2 weeks away, and sparked by this tweet from Ben Eubanks, I thought the timing was perfect to revisit this post from last year about the requests of vendors to meet.  There are only slight modifications to reflect that its 2012.

1963

In 11 days, I will be flying out to Las Vegas for the 2012 SHRM Annual Conference.  One of the rites of passage associated with registering and attending the conference is the bevy of mail you receive from vendors hoping to lure you to their booth to discuss the latest in HR technology, drug testing, relocation, etc.   Occasionally, they entice you with the promise of a certain geegaw that you can't find at any other booth.  It would not be uncommon to receive 13+ pieces of mail a day in the 3 weeks prior to the start of the conference.

However, the pitch has changed.......
...........................................................

In 2010, at the SHRM Annual Conference I had the opportunity to be part of the 1st "SHRM Blog Squad," where I had the opportunity to highlight many of the conference events.  You can read more details about it here.  Thanks to Curtis Midkiff (@shrmsocmedguy) and Jennifer Hughes (@SHRMPress), I will once again be able to share my feeble thoughts on the conference yet again.  However, because of my registration as a blogger for the conference, I have yet to receive a single piece of vendor mail.

However, I have been inundated with e-mails from vendors asking me to set up appointments to meet with their CEO or hear about their latest product, presumably as a pitch to feature him or her or the product in my blog. 

As a courtesy to these vendors, let me tell you about my credentials:
1.  I am an Associate Professor of Business Administration.
2.  In that role, I make approximately .1% of any decision affecting the human resources of our organization.
 3.  In the words of Lloyd Dobler, in "Say Anything:" "I don't want to sell anything, buy anything, or process anything as a career. I don't want to sell anything bought or processed, or buy anything sold or processed, or process anything sold, bought, or processed, or repair anything sold, bought, or processed. You know, as a career, I don't want to do that"

So, I may be the wrong audience to target.

The one thing missing is a little WIIFM: What's In It For Me.  What do I get out of taking time out of my busy SHRM Conference schedule to hear your pitch and feature your product/service/CEO in my blog?  (One company who shall remain nameless did offer a "blogger gift bag;" if it anything like actors receive at the Oscars or college football players get when they attend a bowl game, count me in).


Which gives me an idea......
.......................................................................

In 2010, Morgan Spurlock released the movie "POM Wonderful Presents: The Greatest Movie Ever Sold:"

In the film, he sets out to finance the movie by getting advertisers to sponsor the film, which is essentially a movie about how advertising is polluting our lives and minds.

Given how many pitches I have received in the past couple weeks, I have decided to become a sell-out myself:

1. Sponsor my blog

If it worked for Morgan Spurlock, it can work for me.  I am more than willing to rename my blog, "(Your company name) presents: True Faith HR."  I'd be glad to include your company logo in every SHRM11 blog post I write.  I'd include your company name in every tweet I issue.  I'd even include pictures of myself in your company clothing line.  As my blog and tweets will likely reach thousands of eyes, what better way to get your name out there.

Just make me an offer.

2.  Draw my name at your booth for your "Grand Prize."

This will be my 12th SHRM Annual Conference in a row.  In my previous 11 years of attending the conference, I have yet to have my name drawn as the winner of a booth's grand prize.  You lure me in with the promise of an iPod, laptop, Coach purse, or GPS, yet each year I leave empty handed.  I remain firmly convinced it is due to the credentials listed above; if I am not likely to buy your product, why give me the prize.

BUT.....now I have this blog.  Why give the prize to Donna in benefits from Boise, Idaho.  Draw my name instead.  You can be sure as all get out that I will be talking about my new iPad 3 on this blog and I'll be giving your company all sorts of props here.   C'mon, what better way to make your company look magnanimous that giving this here blogger your prize?!?!?

So, vendors, what say you?   I'm not expensive....I'll take an iPad 3, Amazon gift card, Tom Toms, pound notes, loose change, bad checks, anything.   Do I have to come right flat out and tell you everything?


Serious inquiries only!

The calendar is turning toward May, which means as a professor, the academic year is drawing to an end.  As a SHRM Student Chapter Advisor of 15+ years, it means state and regional student HR conference have passed, the merit award application is frantically being completed for submission (due today!), and I am bidding a sad farewell to the latest graduates who are off to greener pastures.

It also means an opportunity to look review what worked, and what didn't work as a SHRM Advisor - what is the state of SHRM College Relations?  We are in the unique position of having a new leader hired at SHRM - Tara Fournier, PHR.  After an exhaustive 7 month search, Tara was hired to be the Manager of Member Engagement, who will focus not only on College Relations, but the Young Professionals network.  She had a trial by fire, so to speak, as within the first few weeks she was already traveling the country to attend the various regional student HR conferences

To assist in her transition in the role, here is one chapter advisor's unsolicited wish list I'd like to see Tara pursue during her first full year in the position:


1.  Rehaul the Merit Award - While the merit award for student chapters moved from a point system to a check system several years ago to mirror what professional chapters do, it has become outdated and activities are not evenly rated.  For example, to earn a single checkmark, section 4.1 suggests chapters:

Conduct a research survey or special project for SHRM professional chapters, government or educational institutions, or local community organizations.  Include an explanation of the project's purpose, scope, procedure and results, as well as the number of chapter members involved.  A minimum of three student members must participate for credit.  Research required for academic courses cannot be counter, and it must be a chapter project, not an individual or class project.

To carry such an endeavor out could take weeks or months, yet it counts the same as displaying a SHRM banner at all official chapter functions (section 2.16) or listing chapter leaders and their contact information on a chapter website (section 2.12).  Similarly, publishing a student chapter resume book, and distributing it to the professional chapter (section 3.7) seems antiquated in the age of LinkedIn.

2.  Revamp the HR Case Competition - Two years ago, after some pilot testing in the Pacific West, SHRM decided to eliminate the popular HR Games competition to a Case Competition, to better reflect real world HR students would be experiencing after graduation.  Unfortunately, for the first since 2000, I did not bring a team to compete, as I found the implementation extremely problematic and flawed.  This year's competition only affirmed my beliefs.  Here is what I suggest should be changed:

Eliminate Graduate School students competing against Undergraduate students.  In the competition, both graduate students and undergraduates receive the same case, but graduate students are given "tougher" questions and then scores are compared to determined the two finalists.  SHRM can spin that these tougher questions thus level the playing field, but I remain unconvinced.  On what version of real world HR is one candidate interviewed with one set of questions and another candidate interviewed with a different set of questions, and then the two candidates are compared?  On what version of real world HR would we offer an easier work sample test to a candidate with less education, and a tougher work sample test to a candidate with more education, and then compare scores?  Its comparing apples and oranges, and would be considered invalid.

Further, just because graduate school teams have not won every region (Graduate school students have won the North Central region each year, and have had comprised three of the four finalists) does not provide causation that the differential works; rather a stronger case could be made that it reflects poorly on those graduate schools who competed and didn't win. In 2011, you had an team of undergraduates competing against a team of graduates.  Watching them compete, you could definitely see a skill differential, but how much of it was simply due to that graduate differential and not the answers provided? Its easy for contrast error to occur marring the results.

Even if you feel the process is fair, it creates a perception of unfairness among the participants.  I have never been more disheartened at a HR competition than this year when I overheard two students (from another school) watching two graduate student teams compete saying "how are we supposed to compete with that?"  This is not the way to build the future HR professionals of tomorrow, and continuing in this vein is sheer folly.   I know I will never bring another team to compete as long as this practice continues.

UPDATE (5/2/2012): SHRM just published the standings from the HR Case Competitions held in each region.  You can find them posted here and clicking on each region for the results.  Four regions had teams comprised of graduate teams (the Pacific West region did not have a graduate school team compete).  Of the four, three regions were won by graduate school teams.  Fairness remains a problem.

Improve the transparency.  While I was pleased to see that rubrics were provided to competing schools, there is still too much secrecy involved in the process.  First, competition scores should be listed prior to the championship round.  While I have complete faith and confidence in the individuals running the system, scoring errors could be made.  It happened several times during the HRGames and were corrected.  Having the scores available ensures that the top two teams are competing.  Second, make the case available to all after the last team begins preparations.  Without knowing the details of the case, it is hard to judge the quality of the responses a team provides.  I know that several observers in the audience thought that the runner-up team in the North Central region provided a better presentation than the winning team.  Having access to the case would give greater credence to the final results.  Third, I understand that you are using one case across five regions and, thus, case security is critical, but since the North Central Region is not competing against the Pacific West, having a unique case would eliminate this problem.

Improve the team interaction.  One of the key factors that made the HRGames enjoyable was the interaction of teams from other schools.  They talk prior to the match, share the common experience together, and engaged in spirited sportsmanship after.  With 4-5 rounds, teams get to meet a multitude of people from other institutions.  Unfortunately, that opportunity is diminished in the new format.  While there are common meals, the four hour prep time means interaction is minimized.  Students check in, sit in a room working on their case, and have limited interaction with other schools.  The solution?  Send out the case a week in advance.  Students can spend the time away from the conference working on their presentation and prepping their answer.  Teams would have to sign a statement indicating that they worked on the case without outside interference.  Then, when they arrive, they can make their 15 minute presentation, and then fully immerse themselves in other aspects of the conference.

3.  Regroup the College Relations Committee - Prior to 2003, a College Relations Committee (CRC) comprised of several academicians and interested HR professionals provided input and guidance to SHRM  on a whole host of student HR-related issues (the student session at the HR conference, the PHR exam, the student chapter toolkit, internships, etc.).  However, in 2003, SHRM made a shift from committees to special expertise panels, the CRC was dissolved, and SHRM has relied on the State College Relations Directors (many of whom are not on the front lines working with students on a day-to-day basis) and other ad hoc committees to provide that guidance.  At the time of its dissolution, there were less than 10,000 student SHRM members.  Today, the number of students members now exceeds 15,000, while the role of Director of Member Engagement now is not only handling Student Programs, but the Young Professionals Initiative as well.  Given the increasing demand on the role, there is no better opportunity than now to reform the committee to help support you in your new role.

Congrats on the new position, Tara, and I look forward to working with you in the years to come

Soon, the glossy brochure with the great HR stock photos will arrive from SHRM HQ on Duke Street promoting the SHRM Leadership Conference to take place in Arlington, VA, November 17-19.   Often cited by the SHRM C-Suite as "their favorite" SHRM Conference, the Leadership Conference is designed for SHRM volunteer leaders to gain professional development as well as share best practices across chapters and state councils.

To SHRM's credit, they provide free registration as well as two-plus nights of housing for many volunteer roles, including Chapter Presidents, Chapter Management Professionals, State Council Directors, State Council District Directors and State Council Core Leadership Area Membership Directors.

However, left to fend for themselves are State Council Social Media Directors.   So, here are a few reasons SHRM should include Social Media Directors to the above group:

1.   Social Media Directors volunteer work is significant.
I've served as a SHRM volunteer leader for over 12 years in a wide range of roles (Area/Regional College Relations Director, State College Relations Director, State Foundation Director, Chapter President, State Conference Co-Chair), and I can say without hesitation that the volunteer work performed is on par, if not exceeds, many of those roles.  Such work includes, but is not limited to:
*Setting up and blogging on a regular basis
*Posting on Twitter, Facebook, and LinkedIn on a regular basis
*Visiting and speaking to chapters about how they can utilize social media for their chapters as well as their own personal development
*Speaking about social media at the state leadership as well as the state SHRM conference
*Helping and mentoring volunteer leaders and chapters set up LinkedIn, Twitter, and Facebook accounts

Given the immediacy of social media, the Director role necessitates vigilance on a daily basis.

2.  It would legitimize the role
Kudos must go out to the concerted efforts of SHRM's own Curtis Midkiff in his capacity as the social media guru for the organization.  From the Bloggers' lounge at the SHRM Annual Conference to the Tweetups and blogtour at various state conferences, Curtis has demonstrated SHRM's dedication and support for the role social media can play for SHRM chapters.   Supporting State Council Social Media Directors would serve to continue the legitimization of this volunteer role.


3.  Social Media Directors are the voice of SHRM and the profession
Social Media Directors provide the PR for the chapters, the state council, and by extension, SHRM itself.   We are the ones trumpeting the latest efforts of the SHRM Foundation on Twitter.   We are the ones highlighting the latest piece of legislation impacting HR from Governmental Affairs on our blog.  We are the ones providing on-the-ground coverage of the state legislative conference or state HR conference.  We are the ones promoting the Pinnacle Award to members and non-members alike.   In the end, SHRM is shown in the most positive light.


So, SHRM, support you Social Media Directors at the SHRM Leadership Conference in November.

The Conference truly kicked off in full gear on Day 3, with sessions starting at 7:00 a.m., and parties lasting into the night.   Here is the recap of the day:

*Arianna delivered the goods.  Opening keynote Arianna Huffington provided an inspiring talk, and it was wonderful to hear a speaker advocating the appropriate use of social media.   She told a few jokes, advocated a sleep policy, encouraged the audience to write her (arianna@huffingtonpost.com), and answered audience questions with aplomb.

*SRO.  With an estimated 18,000 attendees, it was not surprising to discover that many rooms were filled to capacity, and people were turned away at the door.  At least two sessions, I wanted to attend at 10:45 A.M. were full.

*Vendors - use your booth numbers.  While every vendor I spoke with seemed eager to talk about their product, it was often difficult to locate a particular booth because the booth number was either obscured by the fancy set-up, or the vendor simply took down the identifying number.   Make sure your booth number is visible, please.

*The Social Media Lounge was hopping.  SHRM's PR and Social Media Director Curtis Midkiff's effort to enhance the Social Media efforts of SHRM certainly paid off with the Social Media Lounge sponsored by BranchOut.  It was a continual hub of activity with a bevy of individuals writing their blog, tweeting, and conversing in person.  It has been THE place to be at the 2011 SHRM Annual Conference.

*HREvolution planning continues unabated.   Given the mileage that separates many of us, coming together at SHRM allows for greater collaboration.  Today provided an excellent opportunity to get together with HREvolution founders Steve Boese and Trish McFarlane to discuss speakers, agenda, and other HREvolution activities.   If you are liking SHRM in Vegas in June, you are going to LOVE the 4th iteration of HREvolution in October with the HR Tech Conference.  Tickets are available now.

Parties - It was great to meet up with all the Wisconsin attendees at the Badger Bash at Blondies in Planet Hollywood.   The festivities continued at the wonderful SHRM Tweetup at Madame Tussaud's Wax Museum.   Some of the resemblances of the figures were uncanny.

*Dogs are still barking.   The Fitbit tells me I walked 23,945 steps for a total of 13.57 miles.   The bottom of my feet are killing me, but with the day's events, it was worth it

The SHRM 2011 Annual Conference & Exposition is mere days away.  

I know you're excited. You've bought your new outfits from Ann Taylor.  You packed your comfy shoes.  You've been told to take off your badge as you leave the convention center.

However, I have one piece, THE piece, of advice for the 17,000 new and returning attendees that you haven't been told:

KNOW YOUR SURROUNDINGS AND GET OUT OF THE WAY


What does this mean?

1. Slower Traffic Keep Right.
Yes, this is just like the highway, except there is a lot more traffic in a much more confined space.  People are trying to get to sessions, meetings, etc., and walking slowly, in the middle of any pathway, checking your e-mail or Twitter updates on your Blackberry or iPhone is not helping anyone.

2.  If you are wearing a backpack or pulling a rollerbag, be aware of your surroundings especially if you are coming to a stop or turning around.  Most likely, you are going to trip someone, or knock over the $8 Starbucks he or she just purchased.

3.  If you see a friend or colleague, don't stop in the middle of the aisle to start up a conversation.  Keep moving and find a more remote location to continue speaking.  This is particularly true in the crossroads of the expo hall.

If you follow the above, you are not only going to make yourself, but others around you that much happier.

Now, kids, get off my lawn, and enjoy the conference.

In 8 days, I will be flying out to Las Vegas for the 2011 SHRM Annual Conference.  One of the rites of passage associated with registering and attending the conference is the bevy of mail you receive from vendors hoping to lure you to their booth to discuss the latest in HR technology, drug testing, relocation, etc.   Occasionally, they entice you with the promise of a certain geegaw that you can't find at any other booth.  It would not be uncommon to receive 13+ pieces of mail a day in the 3 weeks prior to the start of the conference.

However, the pitch has changed.......
...........................................................

Last year, at the SHRM Annual Conference I had the opportunity to be part of the 1st "SHRM Blog Squad," where I had the opportunity to highlight many of the conference events.  You can read more details about it here.  Thanks to Curtis Midkiff (@shrmsocmedguy) and Jennifer Hughes (@SHRMPress), I will once again be able to share my feeble thoughts on the conference yet again.  However, because of my registration as a blogger for the conference, I have yet to receive a single piece of vendor mail.

However, I have been inundated with e-mails from vendors asking me to set up appointments to meet with their CEO or hear about their latest product, presumably as a pitch to feature him or her or the product in my blog.   In addition, I have receive numerous calls from these companies following up on their e-mails.

As a courtesy to these vendors, let me tell you about my credentials:
1.  I am an Associate Professor of Business Administration.
2.  In that role, I make approximately .1% of any decision affecting the human resources of our organization.,
3.  In the words of Lloyd Dobler, in "Say Anything:" "I don't want to sell anything, buy anything, or process anything as a career. I don't want to sell anything bought or processed, or buy anything sold or processed, or process anything sold, bought, or processed, or repair anything sold, bought, or processed. You know, as a career, I don't want to do that"

So, I may be the wrong audience to target.

The one thing missing is a little WIIFM: What's In It For Me.  What do I get out of taking time out of my busy SHRM Conference schedule to hear your pitch and feature your product/service/CEO in my blog?  (One company who shall remain nameless did offer a "blogger gift bag;" if it anything like actors receive at the Oscars or college football players get when they attend a bowl game, count me in).


Which gives me an idea......
.......................................................................

In 2010, Morgan Spurlock released the movie "POM Wonderful Presents: The Greatest Movie Ever Sold:"
In the film, he sets out to finance the movie by getting advertisers to sponsor the film, which is essentially a movie about how advertising is polluting our lives and minds.

Given how many pitches I have received in the past couple weeks, I have decided to become a sell-out myself:

1. Sponsor my blog

If it worked for Morgan Spurlock, it can work for me.  I am more than willing to rename my blog, "(Your company name) presents: True Faith HR."  I'd be glad to include your company logo in every SHRM11 blog post I write.  I'd include your company name in every tweet I issue.  I'd even include pictures of myself in your company clothing line.  As my blog and tweets will likely reach thousands of eyes, what better way to get your name out there.

Just make me an offer.

2.  Draw my name at your booth for your "Grand Prize."

This will be my 11th SHRM Annual Conference in a row.  In my previous 10 years of attending the conference, I have yet to have my name drawn as the winner of a booth's grand prize.  You lure me in with the promise of an iPod, laptop, or GPS, yet each year I leave empty handed.  I remain firmly convinced it is due to the credentials listed above; if I am not likely to buy your product, why give me the prize. 

BUT.....now I have this blog.  Why give the prize to Donna in benefits from Boise, Idaho.  Draw my name instead.  You can be sure as all get out that I will be talking about my new iPad 2 on this blog and I'll be giving your company all sorts of props here.   C'mon, what better way to make your company look magnanimous that giving this here blogger your prize?!?!?

So, vendors, what say you?   I'm not expensive....I'll take an iPad 2, Amazon gift card, Tom Toms, pound notes, loose change, bad checks, anything.   Do I have to come right flat out and tell you everything?

Serious inquiries only!

I know you come to True Faith HR for hard hitting HR analysis...and what could be more hard hitting than an analysis of SHRM Hotel costs.  Last June, I examined the cost of hotels at the 2010 SHRM Annual Conference, and found some significant differences.  Do those differences remain in 2011?

Once again, I looked at selected SHRM conference brochures (i.e., the ones that I still possessed) over the past 11 years to see what it was cost a person to book a single room on a per night average. Clearly, prices in 2001 will be different than in 2011, so I used an inflation calculator to adjust costs to 2011 dollars. So, how does Las Vegas compare to years past?

Cost of an Average SHRM-Affiliated Hotel (per night)
Using a typical Sunday-Wednesday night as a baseline:
San Francisco (2001): $251.47 (standard deviation = $55.44)
Chicago (2008): $247.23 (sd=$28.46)
San Diego (2010): $243.59 (sd=$41.93)
Washington DC (2006): $225.81 (sd=38.80)
Philadelphia (2002): $214.47 (sd=57.34)
San Diego (2005): $201.03 (sd=$49.02)
Las Vegas (2007): $162.58 (sd=$31.34)
Las Vegas (2011): $126.25 (sd=$17.51)

As expected, Las Vegas is statistically significantly cheaper than every other in the sample.  Its even statistically cheaper than 4 years ago.

Never has there been a better time than to attend the SHRM conference than today with hotel prices at their lowest prices by far.   Even adjusting for inflation, it is $36 cheaper to attend today than 4 years ago.    Once again, you'll be able to nab a 5-star hotel such as the Bellagio ($199 in 2007; $149 in 2011), Venetian ($189 in 2007; $139 in 2011) or Wynn ($215 in 2007, $139 in 2011) for a price of a hotel in the bottom quartile in San Francisco, Chicago, Washington DC, or San Diego).  

But...you better start saving your pennies for 2013, as the conference will be in Chicago, and you'll likely be paying twice as much for hotel rooms as you are today.

See you in Vegas!

The Voice of HR site has been running an excellent series of blogposts offering suggestions to improve SHRM entitled "2011 SHRM Strategic Guidance." My contribution was published Sunday morning and I am reproducing it here. Go check out Voice of HR for more interesting thoughts.

One of my favorite movies is Terry Gilliam’s “Brazil,” which tells the story of a lonely bureaucrat (Sam Lowry) railing against the system in the hopes of winning the heart of his true love. As a long-time SHRM volunteer at the local, state, and national level, dealing with SHRM can often make me feel like Sam Lowry (though love rarely had anything to do with it).

I currently serve in the role of District Director for the WI SHRM State Council. In May and October, we held chapter president forums to discuss general state council expectations as well as the strategic role of SHRM. Using quotes from the movie, “Brazil,” I will highlight the good, bad, and ugly of SHRM from the perspective of our local leaders.

Jack Lint: “This is information retrieval not information dispersal.”

This is a mixed affair. On the one hand, SHRM send a TON of e-mail. In October alone, I received over 20 e-mails (not including several duplicates) from the SHRM Store, HR Week, SHRM Education, SHRM Express Requests, etc. As a District Director, it is expected we pass along a lot of this information. However, it is often difficult to separate the signal versus the noise; the relevant from the non-relevant.

On the other hand, SHRM gathers a lot of information, which is not necessarily shared. All chapters and state councils are required to fill out a Chapter Leadership Information Form (CLIF), which provides SHRM with information about who is involved in the various roles. However, this information is rarely conveyed back to the chapters and state councils themselves. Core Leadership Directors are often left to fend for themselves to determine who fulfills the College Relations or Government Affairs role for a chapter. Similarly, SHRM holds on to the at-large list of members like it was gold, and getting access to it is more difficult than a camel going through the eye of a needle.

Suggestions

1. Limit the e-mails, or at the very least, give me the option of choosing when to receive them (daily, weekly, etc.). We have the option to opt out of receiving e-mails, but not the choice.
2. Once the CLIFs are received, send out the list of chapter leaders to the respective Core Leadership Directors
3. Free the at-large list. Trust the state and chapter leaders to use those lists with discretion.

Harry Tuttle: “Listen, this old system of yours could be on fire and I couldn’t even turn on the kitchen tap without filling out a 27b/6… Bloody paperwork”

Sam Lowry: “Sorry, I’m a bit of a stickler for paperwork. Where would we be if we didn’t follow the correct procedures?”

Harry Tuttle: “Listen, kid, we’re all in it together.”

Collaboration amongst chapter leaders is highly encouraged, but carried out ineffectively. A prime example of this involves recommended and HRCI-approved speaker lists for chapter meetings, state conferences, and the national conference. It is rare for a chapter leader in Green Bay to know what quality speakers have served at other chapters in the state, let alone across state lines.

Suggestions

1. Create a national database of HRCI-approved programs. Chapters can look at the HRCI website and select a speaker that meets their demands
2. Shift the burden for becoming a certified program from the chapter to the speaker, and expand the Approved Provider program. Any speaker who wishes to speak to a SHRM chapter should have to get approved by HRCI. As speakers get recognized, their topics would be added to the database.
3. Recruit past state conference programming co-chairs to serve as panel members to review RFPs for the SHRM Annual Conference. While this duty is currently performed by SHRM staff, the experience of these volunteers would improve the quality of programming at the national level.

Dawson: “I’m glad to see the Ministry’s continuing its tradition of recruiting the brightest and best, sir.”

While Dawson’s quote is intended to be sarcastic, one of the best aspects of SHRM is its volunteers. Hundreds take time out of their busy schedule to serve the organization. However, as expectations of volunteers have grown, the sheer number of meetings, webinars, and conference calls are turning many away, particular in this tough economic climate. Those that do volunteer are not recognized. As one member put it, “It used to be that SHRM sent out a constant reminder that it is a volunteer organization. That message no longer is stated and many volunteers no longer feel that appreciated.” Perks are offered at the local chapter, but it is not enough to attract volunteers.

Suggestions

1. While the current discount for registration at the SHRM Annual Conference is $55, is that significant enough to truly recognize the hard work of volunteer leaders?
2. Create SHRM Pinnacle Volunteer Leader Awards. While SHRM recognizes the significant and innovative work that chapters perform with the Pinnacle Awards at the SHRM Leadership Conference, why not recognize the significant volunteer work at the SHRM Leadership Conference and at SHRM Annual.

Charlie, Department of Works: “Bloody typical, they’ve gone back to metric without telling us.”

Of late, it has been felt by several chapter leaders that there has been too much emphasis on SHRM membership. To some, it gives the perception that there is a problem at SHRM. Are many members no longer renewing? Further, the percentage growth for SHRM membership in the SHAPE document was too demanding, especially for only one year. Some felt it was unfeasible, particularly in today’s economic environment. Further, it focuses too much on numbers instead of the substance of services to members.

Suggestions

1. Lose the tote bag promotion. If you need to attract members by offering a tote bag as a lure, something is amiss. If you have to offer an incentive, why not offer a discount to the SHRM book store or an additional discount to attend a SHRM conference?
2. Lower the percentage growth rate for chapters.

Brazil, where hearts were entertaining
We stood beneath an amber moon
And softly murmured someday soon
We kissed and clung together

Then, tomorrow was another day
Morning found me miles away
With still a million things to say

Now, when twilight dims the sky above
Recalling thrills of our love
There’s one thing I’m certain of
Return I will to old Brazil

Music by Ary Barraso/English lyrics by S.K. “Bob” Russell

With the suggestions made above, there’s one thing I’m certain of….Return I will to old SHRM!

At the HREvolution Unconference last May, I was challenged by a certain Trench HR professional, despite my Ph.D. in Human Resource Management and SPHR certification, that my credibility in the field was limited since I was not a "true" HR professional. Shhh....I have a secret....

I have been practicing HR in my job as a professor for over 15 years. How so?

Recruitment and Selection - As an advisor to the student SHRM chapter, I am always trying to find new members to join the organization. In addition, I have served on several faculty and staff search committees.

Managing Turnover - Unlike many organizations, my turnover rate is highly predictable. Students WILL graduate. As a result, I have to repeatedly build and rebuild our SHRM student chapter as new members of the e-board join the group.

Training - Through the design of appropriate curricula, I facilitate the learning of job-related knowledge, skills, and behavior by students. Syllabi try to meet the ADDIE model.

Performance Management - Through the grading of exams, papers, and other work, I am constantly providing feedback and knowledge of results to students throughout a semester. In addition, syllabi have to be clear with regards to performance standards.

Career Development - I meet regularly with students to help prepare them for their future career. Our college devotes two days a semester for advising students not only on their next semester's schedule, but on their plans post-college. In addition, I serve as the graduate school advisor for our department

Counseling Employees - Its not uncommon to receive e-mails and in-office visits throughout the day and into the night from students requesting help to deal with sickness, injury, and even death. Similarly, I have to deal with poor performing students and try to help them improve.

Benefits - For the past 7 years, I have served on the college's Benefits Advisory Committee. We assist the college in making decisions regarding health care, insurance, retirement, and other benefits. In addition, I serve on the wellness subcommittee as the college looks to improve employees' health.

Harassment - I have also served on our college's Harassment Resource Committee. This committee assists the college in dealing with harassment-related issue and helped form the consensual relationship policy

Mediation - I have served as chair for the Faculty Mediation Committee. The function of the Faculty Mediation Committee is to mediate individual complaints against behavior and decisions arguably inconsistent with the Faculty Constitution and the Faculty Policy Statement.

In sum, my job IS human resources

Last Wednesday, I had the opportunity to sit in on the SHRM Membership Core Leadership Area webinar, "Social Media for Chapters and State Councils: The Rules of Engagement" (powerpoint here; membership may be required), led by SHRM's Manager of PR & Social Media Relations Curtis Midkiff. As described,

Learn how to use social media tools like SHRMConnect, Twitter, Facebook, and LinkedIn to engage your members and recruit new members. If you are new at using social media in relation to promoting and communicating information about your chapter, you won’t want to miss this webinar. SHRM's Social Media Manager Curtis Midkiff will provide an introduction to these tools and how they can assist you in reaching your goals.

The session was repeated on Thursday and over 270 people attended one or both sessions.

It is apparent that SHRM is taking a step forward in adopting Social Media, as evidenced by the hiring and work of Curtis, the creation of the SHRM Blog Squad and Social Media Lounge at the 2010 SHRM Annual Conference, and webinars such as the one presented above. However, if SHRM really "knows next," the next step is to make social media a critical component of SHAPE.

The SHRM Affiliate Program for Excellence, or SHAPE, is SHRM's volunteer centerpiece, ensuring that chapters and state councils align and engage with SHRM's overall objectives, as well as focus on activities and initiatives which are more strategic in nature. In addition, "SHRM depends upon each of its affiliates to operate in a professional manner; effective manage its finances; maintain affiliation standards; communicate with members, the community and SHRM, and promote SHRM. (italics mine)" Adopting social media with SHAPE would seem to be a strong fit with these objectives.


So, what would it take to make social media a component of SHAPE?
1. Top Management Commitment - SHRM has already shown some commitment to social media as already mentioned. Let's hope it continues.

2. Creating a Core Leadership Area (CLA) - SHRM already has a number core leadership areas to support the mission, including:
*Membership
*College Relationship
*Government Affairs/Advocacy
*Workforce Readiness
*SHRM Foundation
*Diversity & Inclusion
*Certification

While each of those areas could have a social media component (i.e., promoting membership initiatives locally and nationally, highlighting a SHRM Foundation silent auction, bringing attention to a particular piece of legislation), a Social Media CLA could spearhead, as well as support, each of those areas.

3. Adopting social media at the chapter or state council level for SHAPE- This would require:

• having a volunteer person on the chapter or state council board, or as a director, responsible for advocating social media
• creating and maintaining a Facebook, Twitter, and LinkedIn page at the chapter level
• creating and maintaining a Facebook, Twitter, and LinkedIn page at the state council
• ensuring that all chapters have a Facebook, Twitter, and LinkedIn presence (if the person is at the state council level)
  
• this volunteer person would participate in SHRM-sponsored conference calls, SHRM-sponsored live webinars, state-council sponsored conference calls, and share best/successful practice discussions with CLA peers

4. Adopting a number of initiatives to support the chapter or state council - these could include, but are not limited to:

• conducting, hosting, or sponsoring a social media seminar, conference, or social media-focused event
• Contribute to an article or write and submit an article on the topic of social media
• Maintain and write a chapter or state council blog
• Be a speaker at a student chapter event

As evidenced by the 270 people attending the webinars last week, there is a demand for an increased social media presence for chapters and state councils. As it was geared to Membership CLA individuals, it does not come close to the number who might have attended but had time conflicts, or were simply unaware of the session. Given this demand, and the growing importance of social media in contributing to chapter growth, it only makes sense to make social media a required component of professional chapters and state councils.

RESOLVED: The HRCI Certification process for chapters is broken.

Prologue

The primary reasons HR professionals attend chapter meetings are networking and earning recertification credits toward their PHR or SPHR. People do enjoy talking with another and seeing what is going on in the HR world in their little neck of the woods. Yet, it is the quality of the session/topic being offered that is the primary driver of attendance. If the topic is poor or the speaker is of low quality, the networking is simply not strong enough to devote 2.5 hours of one's time to a SHRM chapter meeting.

The Problem

Finding quality speakers is a difficult process. Chapter volunteers have to go out and find willing speakers (at no or reasonable cost) to provide a compelling hour or more of information to attendees. As anyone who as attended several meetings, the quality of the speaker can be hit-or-miss. Complicating matters is getting a chapter program to be certified by HRCI.

Having been involved with chapter boards and state councils for a number of years, working to get a meeting or conference is a constant challenge. Chapters have to submit a program a minimum 4 weeks to get approval for credit. Even then, it is a battle back-and-forth to finally get the needed approval. Anecdotally, I have heard of several instances where chapters have taken programs and/or speakers that have previously been successfully approved (when offered by another chapter), only to be turned down when submitted for a second time. HRCI even notes that a program should be "re-submitted every calendar year, even if the activity does not change from year to year." Simply, it is a lot of jumping through hoops.

The Solution
1. HRCI should create a national database of pre-approved programs

*There are more then 575 chapters, a significant number of state conferences, and the national conference
*Most chapters have 9 monthly meetings a year (as most take off summer months), with most of these meetings offering certification credit

Doing the simple math (575*9) tells me that is a total of 5,175 sessions approved per year. If we go 3 years back, that is a total of 15,525 different sessions. Let's say that 25% of those are repeats from another chapter or conference,and we add in all the state and national conference speakers, and we are talking over 11,500 sessions that HRCI has approved.

STOP THE MADNESS! Create a database listing all of these sessions by state, topic, speaker, credit amount (i.e., 1.25 hours), and certification level (PHR, SPHR, GPHR, etc.). Make it easier for the chapter volunteer to find the topic and speaker of choice.

2. Shift the burden for becoming a certified program from the chapter to the speaker; expand the Approved Provider program

If #1 above is accomplished, there might be concern that topics might become stale or out-of-date, and the 11,500+ programs would quickly decrease. Surfing the HRCI website, I discovered that HRCI offers an Approved Provider program:

The Approved Provider Program is for organizations that offer multiple HR-related continuing education activities per year. Approved Providers are awarded a three-year contract in which all your qualified HR activities that you submit to us are pre-approved for recertification credit. After three years, you can continue your Approved Provider status when you renew your contract.

Let's expand this program. Any speaker who wishes to speak to a SHRM chapter should have to get approved by HRCI. As speakers get recognized, their topics would be added to the database.

3. Create a public feedback mechanism for speakers and programs.

Before going out and buying a product, I like to read Consumer Reports. If I am traveling, I like to check out TripAdvisor.com to check the quality of hotels before making my reservation. If I am going out to eat, I might check out Yelp or Urbanspoon, before trying out a new restaurant. A similar offering should be available to chapters looking for speakers. Most information sharing about speakers is word-of-mouth. Let's increase the amount of data available.

ADVANTAGES

1. It eases the burden on chapters

As SHRM is fond of reminding us, they are a volunteer driven organization. Yet, more and more volunteers are feeling pressed for time, and chapters are finding it more difficult to find those willing to serve. This would be one way to ease their burden.

2. It makes for more timely presentations

Some chapters have their programs laid out a year in advance, in part, to ease the process of getting programs certified. Yet, what might have seemed fresh a year ago may quickly be out-of-date. With the menu of pre-approved programs, it shortens the time between selection and presentation.

3. It improves the SHRM brand

Let's face it, why would SHRM want a potential customer to attend a program at a local chapter meeting and come away unimpressed with the product? Over the past 10 years, the gap between at-large membership and chapter membership continues to widen. What was once a 60-40 split of at-large/chapter members has grown to 66/34. What better way to get people to join local chapters if they knew that each session that was delivered was recognized as a quality topic worthy of their time.

4. Speakers get the HRCI seal of approval

Getting identified and recognized as a HRCI-approved speaker may increase the number of sessions the speaker might be offered.

So, let's get to it HRCI. Make the change!

NOTE: I recognize the hard work that HRCI does each day. Trying to certified 575 sessions a month, along with state and national conference sessions, is an arduous undertaking.