DonnaRogersHR

Student SHRM Competition. One Students Perspective

2012-03-09T08:47:00.000-06:00

On February 18^th 2012 a group of four UIS students traveled toIllinois State University in Bloomington for the 2^nd annual SHRM HRCompetition. This was the first one thatUIS has ever participated in. Wereviewed a couple of Human Resource cases about a month before the competitionin preparation, but we had no idea what to expect.

When we got to ISU we weretreated very professionally. We wentthrough a couple of presentations in the regards to Human Resources and whycompanies need them. Our team was then escortedto our room where we would be spending the next four hours.

The idea behind thesecompetitions is that a group is given a case to review. No one except the person handing out thecases knew what they were. The cases could be about companies with law, harassmentor personnel issues. After given thecase we then had four hours to deliberate and come up with a solution to theproblem that would inevitably better the company. We are then to create a power pointpresentation and a two page paper explaining what we thought would be the best decisionfor the company.

In the case UIS was assigned, thecompany had to get rid of their V.P. of Sales. They had many people apply for the position and had narrowed it down tothree applicants who were qualified for the position in question. We then hadto figure out who the best fit for the company would be and why. We deliberated on what we thought the bestsolution should be and then set forth in making our power point presentationand typing the paper.

You never realize how fast four hours can go by until you are locked in aroom to complete something like this. Itwas an amazing experience. I was really nervousduring the presentation but we all got through it. ISU ended up winning but there were fiveteams that participated and only ten points separated ISU from all the otherteams. I was really happy to be invitedto participate in this competition and out of everything I was glad to berepresenting UIS.

From this experience I learned skills that should always be done whengiving a presentation. For example:always introduce the participants, explain all of the slides and always speakclearly. I also learned more about mywriting skills. For example: make sureto write in the same perspective through the whole paper and always explain thedecisions and reasons behind them so that the reader can understand what isgoing on. These two things that Ilearned from this experience I feel are things that I can take with me after Igraduate and continue on with my career. Presentation skills, writing skills, problem solving and time managementare the key points that I learned through this competition.

Written by McKenzie Cunningham aka @McKenzieCunnin1 (on left of picture)

Illinois State Council of SHRM: SHRMLead from Students Perspective

2012-03-08T08:33:00.001-06:00

Illinois State Council of SHRM: SHRMLead from Students Perspective: Guest Post by McKenzie Cunningham, UIS HR Student Last weekend was SHRM’s Leadership Regional Summit in Dallas, Texas. My prof...

Fly Your Freak Flag Today!

2012-03-02T12:21:00.000-06:00

I have had the pleasure of knowing, Joe & Jason, from Talent Anarchy for almost a year now. They are unique, talented and genuine. They keynoted at our conference last year and the reviews were so magnificent that we are proud to bring them back again by way of "popular demand". Take a couple minutes to watch the following videos and I know you will agree!!!

http://youtu.be/7wcqprMCAS4

http://youtu.be/2OIzXwolyWs

The ILSHRM conference will be August 6 & 7 in Oakbrook, Illinois. I hope you will consider joining us and flying your "HR Freak Flag with us!"

Blogging Elsewhere

2012-02-19T21:47:00.001-06:00

Over the last couple weeks I havebeen compiling my required annual faculty performance review which summarizesteaching, scholarly work (which is not required for my professionally qualified(PQ) position as opposed to AQ for those with PhDs) and service to the university,community and the profession. Since I had to compile the followinginformation as part of my blogging contribution (service to the profession), Ithought I would share the links here especially as it relates to the two sitesI have contributed to in addition to my own. I have not shared on thissite in the past that I have blog posts elsewhere. So the following isexert from my performance review:

“While I do not write scholarly works, I do write for mystudents, clients, and the HR community via blogging which I started in2010. In addition, I am a contributingauthor for two other blogs called Women of HR and Illinois State Council SHRM). In 2011, I wrote a total of 41 posts betweenthe three sites.

DonnaRogersHR Author (31 Posts)

I have been officially blogging since July 30, 2010 – Thisyear my posts increased from eight (8) to 31 which included a series of ten(10) posts dedicated to Teaching/Training with Technology. This eight (8) week series is labeled Part 1through 8 and has two follow-up posts called 23 Ideas for Online Instructors/Trainers and a Trailer. Ihave had a few guest writers but primarily I write about ILSHRM and a varietyof HR topics. This year I discussedtopics such as: Email, Bias, CEOs Thinking Differently, Second Life, Rock Star Employees, HRs Role onDisaster Preparedness, Why I teach HR and more. I feel like this is a great way to contributefrom an educational and informational standpoint beyond what I do in theclassroom.

Women of HR Contributing Author (3 Posts)

· ThePerfect 10 on February 4, 2011 about Workplace Flexibility

· Bride to Be = Discouraged Employee on June 17,2011 about Harassment & Discrimination

· Is the Good Ol’ Boy Network Just a Myth? onOctober 3, 2011 about Gender Issues in the Workplace

ILSHRM Contributing Author (7 Posts)

· About Me & My ISC-SHRM Goals for the Next 2 Yearson January 7, 2011 on Strategic Planning Goals for ILSHRM

· Upcoming Illinois Legislative Conference April 1,2011 about Employment Laws

· Membership Queries Via Texting June 22, 2011about Polling Services

· StrategyEquals Improved Bottom Line on September 19, 2011 about Strategic HR

· Birds Fly…Supervisors Die! on October 8, 2011about Supervision

· ILSHRM Represented at SHRM Strategy Conference onOctober 5 about the SHRM Strategy Conference

· SHRM Strategy Conference Wrap-Up on October 18about the SHRM Strategy Conference

· SHRM Diversity & Inclusion Conference Access Deniedon October 25 about Conference Planning Tips”

I look forward to more contributionsto the profession in 2012 on all three of the sites. I hope to be invitedto share on other sites as I have time to do so. Recently, I agreed tobe a contributing author to another multi-contributor HR site called Project SocialHR. I am really looking forward to that opportunity. Thank you for reading my posts and pleasefeel free to comment as I enjoy hearing your perspective as well.

My HR Hero, My Friend

2012-02-15T22:56:00.001-06:00

Next Thursday I will be on my way to Grapevine, Texas to spend a couple days with #SHRM staff and all my state council director counterparts from all over the country. It will be my third Regional Summit to attend and while my directorship will be coming to an end this December I am sure my volunteer positions for SHRM will not end. I am happy to meet our state director elect Cathy aka @MarathonHR there to do some planning so her transition into this position is smooth.

However, she is not the only special person I will be spending time with on this trip besides those attending and hosting the conference. As I began to think about this trip and the idea that my best friend from grade school is accompanying me on this trip, I thought to myself "how fitting". It is fitting because I feel I have come along way over the last 21 years in this HR career and she was the person who started it all. Heck, she was an HR professional long before me. She is also the one that introduced me to our local chapter back in the day which started my 15 year SHRM volunteer career.

You see I decided to go back to work after I had my daughter and called her one day to ask if she knew of any openings anywhere. She was a recruiter and asked about my public speaking experience at my former employer. The next thing you know I was a corporate trainer for the same company. We worked together for a few years before she moved on.

Having been friends since we were five years old we kept in touch and are very close. While she is going along for some private mom time while I am in the meetings, we hope to have a couple nice dinners and snag some pool time together before we head back to the mommy grind on Sunday. I also think she might enjoy the fun run with Cathy while I walk it because she too has run Marathons.

My HR Hero is my friend who started my HR career and introduced me to the best organization in the world supporting my profession. It is truly fitting she join me on one of these trips. Thank you Gina!!!

Blast the DAMN Email!

2011-12-21T11:03:00.001-06:00

Seriously! I have been trying to find time to write this post for some time now. Over the years I have been hearing time after time about companies who have serious communication issues. I have worked for and consulted for companies like this. As hard as one works to improve the problem, the reality is bad communication in organizations is like smoking, overeating, & cussing. Sometimes its just a hard habit to break.

Communication problems are not new but what seems to be a commonality in companies in more recent years is they seem to rely too heavily on EMail rather than picking up the phone or walking 10 feet across the hall to talk "in person" to their coworker, supervisor, or owner. Personally I think hours of employee labor could be saved if folks would consider the good old fashion way of communicating.

Don't get me wrong, I too have been known to rely on it too heavily at times as well. I'm not perfect by any means but I can recognize that at some point a little personal contact can do the organization and people involved a great deal of good. I had a situation like this just yesterday and could tell when one individual who threw out the ball (opinions overhead) they started feeling bad that they did. I picked up the phone as soon as I could and I think the result is that we are both more clear about what was going on and are better equipped that we were before to handle the situation proactively as we move forward. Had I let the problem continue via email we may not have been able to move on and get it behind us as quickly as we did.

I am not sure where and when this overuse of email problem starts. I do know that I have to remind my students often to use the phone when they don't hear from group members. What I have noticed is that it seems to be a cultural acceptance issue. I have one client who use to send "written notes" before email became a popular means of communication. That same client now uses email to demand information from each other, blame others for the job not getting done, and drag the problem on for much longer than necessary. Imagine how much more productive they would be if they put people first and blast the DAMN email in their business. Until someone steps up and says STOP it the shit will continue to stir. Employees and Managers alike need to recognize when the email is driving communication down and do something about it.

Linking Up With LinkedIn

2011-12-16T08:44:00.004-06:00

While the concept of “networking” has existed for some time, “social networking” is still quite new. We all know what “social networking” is, right - Facebook, Twitter, LinkedIn, 4Square, Tumbler, and on and on. The growth of social media is on the rise and firms are eagerly participating or looking to participate in the craze. Human Resource “HR” professionals are finding many uses for social networking websites, including recruiting, screening, as well as branding (Society for Human Resource Management, 2008).

Of all the social networking sites today, one particular site has over eight years of experience in professional networking, LinkedIn (Linked In Corp, 2011). In 2005 LinkedIn was already recognized as “one of the more popular professional online networking sites” (Berkshire, 2005). Today LinkedIn has over 120 million members and a valuation of close to $8 billion (Raice, 2011).

Aside from LinkedIn’s prominence in the social networking marketplace, it plays a huge part in recruiting. According to a 2010/11 Jobvite survey, “LinkedIn has led in recruiting usage each year and now almost all of those surveyed (87%) use the professional network, up from 78% last year” (Jobvite, 2011). In the same survey, 64% of firms used two or more social media sites for recruiting and 95% of firms reporting, hired from LinkedIn. Clearly, LinkedIn is a powerhouse in online professional social networking. Just as well, LinkedIn is known for having a comprehensive resume database (Light, 2011).

LinkedIn’s demographics matter too. About 55% of LinkedIn users are male, about 61% are between the ages of 35-54, about 57% have at least a bachelor’s degree, and somewhat interesting is that about 27% earn between $50,000 and $75,000 annually (Chappell, 2011). LinkedIn users also average about 60 connections (Ramirez, 2011). Most often, LinkedIn users are recognized as “white collar professionals” (SHRM Foundation, 2011, p. 13). These demographics play a pivotal role in how firms use LinkedIn as well as what distinguishes LinkedIn from Facebook with regards to how it is used as a recruiting tool.

Firms entirely cannot ignore social media; they must find a practical and effective use, if they do not their competition will (SHRM Foundation, 2011, p. 13). Social media’s influence on recruiting is self-evident; it is far more interactive than job postings on corporate websites or on national job boards. Moreover, networking plays a vital role in recruiting as well as employee relationships. This is where the distinction in the social media offerings of today appears. For example, LinkedIn CEO Jeff Weiner said, “users prefer to keep personal and professional social networks separate” (Light, 2011). Twitter and Facebook all have areas that set them apart from each other as well as LinkedIn.

Nevertheless, the power of LinkedIn shines in relationships. LinkedIn allows users to join groups of shared interests, or firms can find ways to promote opportunities in unique ways on LinkedIn. For example, PricewaterhouseCoopers developed an application on LinkedIn that allows college students to track career paths of graduate trainees currently at PwC, to allow them to see the development of their careers (Espinoza, 2011). Fascinating to note in Mr. Espinoza’s interview with the PWC Chairman, Mr. Dennis Nally, is that Mr. Nally feels the “human capital agenda is driven by the CEO” but yet, is “so strategic today that you want to have great support coming from the HR organization.” Mr. Nally also goes on in the interview to describe why his firm has to have more dynamic polices to suit newer generations of workers, specifically the Millennium generation, who tend to be more technological (Espinoza, 2011).

The relationship building goes beyond the millennium generation. One of the best pools of potential candidates for employment are the “passive candidates.” LinkedIn allows users to share the word of their “latest accomplishments, ambitions, and employment changes” and this information is valuable to recruiters in finding passive candidates (Adams, 2011). While recruiting passive candidates is still recruiting, it is also about building that relationship to ultimately attract or convince the candidate to make the job or career change, as if there were actively seeking opportunities the recruitment process would be more re-active.

LinkedIn is not Facebook. Facebook has more national and global users and users of Facebook spend more time on Facebook than most other social media (SHRM Foundation, 2011, p. 13). LinkedIn continues to grow and is developing additional user specific applications to assist businesses; LinkedIn will continue to distinguish itself from Facebook and Twitter (Morrison, 2009). LinkedIn is a valuable tool for recruiting, but is also a valuable tool for networking among professionals, including HR professionals.

LinkedIn, nor Twitter or Facebook, will replace the face-to-face connection. LinkedIn strives to provide the online networking arena for job seekers of all sorts to connect with firms. It also provides an online venue for like-minded professions to establish as well as maintain connections, connections made either online or in person.

References

Adams, S. (2011, April 27). Make LinkedIn Help You Find A Job. Forbes.Com , p. 37.
Berkshire, J. C. (2005, April 1). 'Social Network' Recruiting. HR Magazine , 50 (4).
Chappell, B. (2011, April 6). 2011 Social Network Analysis Report – Geographic – Demographic and Traffic Data Revealed. Retrieved October 22, 2011, from Ignite Social Media: http://www.ignitesocialmedia.com/social-media-stats/2011-social-network-analysis-report/
Espinoza, J. (2011, July 11). PwC Chairman Aims to Keep Millennials Happy. Wall Street Journal .
Jobvite. (2011). Jobvite Social Recruiting Survey 2011. Burlingame: Jobvite.
Light, J. (2011, August 8). Recruiters Troll Facebook For Candidates They Like. Wall Street Journal , p. B.1.
Linked In Corp. (2011, October). About Us. Retrieved October 16, 2011, from Linked In: http://press.linkedin.com/about
Morrison, S. (2009, December 30). LinkedIn Wants Users to Connect More --- Amid Threat From Rivals, Business-Networking Web Site Takes a Page from Facebook's Play Book. Wall Street Journal , p. B.6.
Raice, S. (2011, September 19). LinkedIn CEO Tries to Look Past Valuation, Take Long View. Wall Street Journal Online .
Ramirez, K. (2011, August). Recruiting via Social Media. Smart Business Cincinnati/Northern Kentucky , p. 6.
SHRM Foundation. (2011). The SHRM Foundation Thought Leadership Retreat; HR's Role in Managing Business Risk. Executive Summaries (pp. 12-13,19). Chicago: SHRM Foundation.
Society for Human Resource Management. (2008, October 24). SHRM Poll – Social Networking Websites and Recruiting During Financially Challenging Times. Retrieved September 12, 2011, from Society for Human Resource Management: http://www.shrm.org/Research/SurveyFindings/Articles/Pages/SocialNetworkingWebsitesandRecruitingDuringFinanciallyChallengingTimes-SHRMPoll.aspx

Posted with permission from a UIS HR student who wishes to remain anonymous.

Accommodating Employees Who Serve as Senior Caregivers

2011-12-09T10:01:00.005-06:00

Aging population impacts business operations and its bottom line due to the effects of senor care-giving on staff. The average worker will spend more years caring for a senior than they will care for children. Care-giving falls on women more often than it does on men. How does this issue impact your business and what can you do to ameliorate its effects?

The senior population is large enough that it is statistically improbable that any employee could avoid care-giving issues. These events most often occur for employees in their 40’s 50’s and 60’s. To date, there are no “Senior Lamaze” classes to prepare adult children for this role and its management. While couples have nine months to prepare for a baby, the role of senior care-giver usually begins with an emergency telephone call. The surprise leads to an adrenaline rush as our bodies prepare for fight or flight. Prolonged exposure to stress causes deleterious health effects. Thus, your bottom line health care costs can be improved by preparing and supporting staff who are senior care-givers.

One worker stated that his mother was still able to drive and care for herself. He recalled that, last February, he had taken her to the ER four times. He commented that these previous emergencies could lead to his future care-giving role. Most employees have not had a conversation with a senior professional. Does your human resources department have information available? Do you know about the “Lunch & Learn” program for care-givers run by the Area Agency on Aging for Lincolnland and its Caregiver’s Conference on August 16th? Did you know about the care-giver support programs through Third Age Living at ST. John’s Hospital?

When discussing care plans after the telephone call, many adult children recall events that were actually indicators but not recognized. When emergency calls come to your employees, they must take time off to handle the crisis. The parent who lives out of state requires even longer periods away from the job. Is your business prepared for that? If the emergency comes during your busy season, have you cross-trained others to keep things going if an employee is out? What would happen to your business if you were out? We have tornado shelters in this area Does your business have a senior caregiver support shelter system?

The effect on the employee goes beyond the time away from the office. Other care-giving related calls will happen during the day. Doctors, medical labs and nursing services operate during business hours. Staff who have been up all night may be more likely to have accidents or become ill themselves. What policies for family leave does your company have and are these shaped for the special needs of senior care-giving?

Every work place has celebrations of baby showers or funeral gatherings. Aside from social functions, these events herald a new status for the employee. They can become forums for advice, support or information-sharing. Our culture has not yet evolved a social forum for the new senior care-giver. It is helpful for a new care-giver to know of others in the same situation. Who is the ‘social leader’ in your organization? Does she know the current senior care-givers? Could she be assigned to put staff in touch with the new care-giver?

Part of the stress adult children experience comes from the aging process. Parents will often tell out-of-town children that they are “fine”. Parents may not ask for help before a crisis occurs. Simultaneously, adult children, aged 40-to-65, are in the most responsible portions of their careers. Thus, care-giving crises collide with the rising duties on the job. One adult child, a business owner, received a call from the police department. Her father had forgotten to pay the telephone bill and service was cut. He fell crossing an icy street to reach the neighbors. Her parents lived out of town. Employees who expect their parents to ask them for help will rarely receive such a request. In fact, as the capacities of the parent begin to diminish, they may be even more insistent on their autonomy. Insight is the mind’s most fragile flower, and it’s first to wither with age.

This is the first time in human history people are living to ages of Biblical length. Information geriatric professionals are learning has not filtered down to the average employee. One way to improve your bottom line and keep your employees in good health is to create a conduit for information by offering lunch time sessions, to discuss care-giving. An adult child said that his mother lived out in the country. She called him one night, fearfully, because a strange car was driving up the road to her house. He did not know which authority was responsible for her safety, nor did he have that telephone number. Sometimes a stress-reliever for the employee is as simple as acquiring basic information ahead of events.

Employee stress can also come from the interpersonal dynamics of adult siblings facing the parent care issue. Whether you notice an employee distracted after a sibling’s call or an employee quits and moves to care for a parent; you are not getting the help you hired them to provide. To keep good staff, help them to keep good relations as they deal with these parent-related issues: another good lunch-time forum topic. Remember Dicky Smuther’s classic line; ”Mom always liked you best!” It’s funny on television; it isn’t so funny when siblings deal with their parent’s care.

Another adult child asked, “When are they going to offer a course called, “Becoming a Parent to Your Parent”? She explained the emotions involved in the role reversal as well as her efforts to recognize that her parent as an adult. There are a number of books on this subject or this topic could be a lunch-time discussion. Would the capital expense of putting together a small lending library be less expensive than paying for the health care and operations costs incurred from senior care?

This is a Guest Post by Sara Lieber, Senior Sidekicks, Medical Visit Companion Services
seniorsidekicks@gmail.com; (217) 787-5866; www.seniorsidekicks.com

Twitter / Home & EMail Subscriptions Link

2011-12-03T11:49:00.000-06:00

Twitter / Home

Would you like to get periodic emails from me sharing #HR Training Opps, Articles, Company news? Then click: here: http://eepurl.com/g63E-/

Get the Most Out of SHRM Leadership Conference

2011-11-17T07:51:00.003-06:00

After listening to Bryan Wempen & I on the archived Drive Thru HR show recorded Tueaday, I started to think of some additional ideas to help others get the most out of their #SHRMLead experience. Having gone to this conference for about a decade, I hope the information shared on the show and this blog post can help at least one attendee.

On the show I talked about networking with other leaders and with staff as well as taking in a night tour of DC id time allows. Additional ideas for attendees are:

*Sign up for SHRM12 in Atlanta and get your leadership buddies to go with you to schedule just the right hotel and save yourself a bunch of emails trying to coordinate when your back in the office.

*Think about or jot down some questions you have for other chapter leaders or SHRM staff and ask them in the breakouts or during the breaks.

*If your a program or conference chair check out the speakers as a possibility for your chapter or state council. We had a speaker from this conference speak at our state Leadership conference last January and have another speaking at our upcoming Leadership conference. Also, SHRM staff is available to come to your event for a $500 donation to SHRM foundation plus travel. Get to know them personally before you make a commitment to ensure they are a good fit.

*Meet with HRCI to see how you can promote certification at your chapter meetings or state conference.

*Meet with SHRM Foundation to see how your organization can get ideas for raising money and communicating what they do for our profession. Pick up some research or DVDs that can be used for programming. The 8 DVDs are a set up to be facilitated by a board member in a Roundtable type setting. You show the PowerPoint followed up by a very thorough DVD hosted by Dr Wayne Cascio. A great backup in case you have a last minute speaker cancellation.

*Meet Vince at the SHRM store. He's the real @HRBookie quite literally. He can help you set up "SHRM in a box" or the real deal with he or Andy coming out and managing the store at your conference live.

*Go to the SHRM Open House. As a chapter or state council it's like visiting the mothership. My favorite is the SHRM store sale. Pick up giveaways for you meetings or conference at a very significant discount offered at no other time of the year. Don't forget to treat yourself. I have snatched up $3 shirts and $13 sweater sets in the past that retailed for $30-$60. Plus you can get a picture on the cover of HR Magazine to fool your friends and family. Food and networking opportunity is definitely worth the trip. My vote is to take the metro and don't waste time waiting for the buses who get stuck in traffic.

*Finally be sure to go to the pinnacle awards to get great ideas for your chapter and state council as well as a relaxing time to enjoy your dinner and network.

Networking is the theme but the main thing is to enjoy the conference, the people, and the ideas to come. Most important are to return from your trip with enthusiasm and ideas to share and motivate the rest of your volunteer team back home.

On Friday introduce yourself to one of our volunteers in red. Happy Conferencing!

@DonnaRogersHR, #ILSHRM State Council Director, www.ilshrm.org

#DTHR Appearance & SHRMLead Bound!

2011-11-13T14:27:00.005-06:00

After attending the SHRM Leadership Conference since 2000 as a volunteer either at the chapter or state level this year promises to be one of the best of 10. I can't say 11 because I did skip the 2001 conference due to what happened on 9/11/01. This year, like last, will have one of the largest contingencies attending from Illinois ever. We will have almost 100% from our Chapter Presidents/President-Elects and several new CORE Board Members will be in attendance this year for the first time in their state roles. I look forward to building relationships with all of our fabulous volunteers and meeting others throughout the country to learn from and share with ideas that can help each other. I also look forward to the red carpet type of feeling we get from the great #SHRM staff. Thanks to ILSHRM board of directors and all of our chapter presidents and their boards of directors. You are the face of #SHRM in #Illinois!

On Tuesday, I will be on the Drive Thru HR blog talk radio show for the first time talking about the conference and my experiences. Click here to listen live from 12-12:30 CST or listen to the archive.

Identifying Your Own Bias is Key to D&I

2011-10-23T19:47:00.002-05:00

Earlier tonight I was reminded of an incident that occurred just yesterday on my own front porch. This flashback came as a reflection-having just finished listening to author, Howard Ross (@HowardJRoss) and SHRMs VP of D&I (Diversity & Inclusion), Shirley Davis (@SDavisSHRM) have a conversation primarily surrounding his new book.

The book is titled ReInventing Diversity: Transforming Organizational Community to Strengthen People, Purpose, and Performance. The focus of his talk is based on the idea that we as a community of Diversity minded individuals have pushed the envelope over and over again to encourage people, business, authorities, etc. not to do or say things that is inappropriate, against the law (now that there are laws), and other related "dont's". He provides lists of statistics and metrics in the books to continue to foster diversity and inclusion in his book but the bottom line is we need to look at ourselves. We need to look in the mirror. We need to do the work to identify the bias we all have as individuals.

He said we need to take away the idea or belief that bias is either good or bad. Instead we need to recognize that bias is part of human nature. We are programmed to develop bias as a way to make decisions, keep ourself safe, and manage life in general. This is not to say what we have done thus far should be criticized. It was necessary but in order to move forward to a country even more diverse than it has been over the last 30 years of D&I efforts, it's time to reinvent it.

The reinvention is putting a flashlight on ourselves (those of us who do the D&I work day in and day out). Are our communities similar, different or diverse? Do we leave the job and go back to our own world of indifference? Do our friends look like us? If the answers are yes, then perhaps we are not living the life that we protest to others as the way to be. This affects our integrity and credibility on the job This work is again not to judge ourselves as good or bad. It is to identify what is reality (conscious or unconscious). Then we can help others identify their reality. When we can begin to have open and honest straight forward communications in organizations then we can see another breakthrough in our D&I work. The thing is we will never be done. This is something we have to continue to do for the rest of our life.

You see the reason this talk reminded me of my porch yesterday is because I wonder what is going on in my own mind with regard to unconscious bias. Consciously, I have worked to be inclusive of African Americans because I feel I was brought up in a home that was not tolerant of indifference. As an adult I did not agree and recently when I watched the movie "The Help" I cried almost the entire movie thinking i could not believe (although the history proves it) that any human could openly treat others the way they do just because of the color of their skin.

However, just as Howard Ross described himself instinctively locking the door as a young African American male passed in front of his car, I turned down a young boy yesterday who was selling candy on my front porch. Consciously, I remember looking at the candy choices (milk duds, thin mints & something else that I can't recall) thinking I don't need them and I really don't want to spend the money. I was also worried I would eat them as I have a serious sweet tooth and it shows. However, unconsciously, I wonder. His skin was dark.

Online HRCI Approved Webcasts Nov/Dec 2011

2011-10-12T20:05:00.005-05:00

Cheaper, faster, and more succinct is the goal in this HR Tuesday Lunch-N-Learn program. In November I will embark on a new experience. I have been teaching HR for years in organizations and at universities and now I am going to be teaching via the World Wide Web! I admit I have been teaching online via UIS since 2008 but this will very different. My office doors will be open to any interested HR professional who wants to learn more without taking a full 17 week course. The courses are designed to sit at your desk with your lunch and learn on Tuesday’s in November through mid-December. As an HRCI pre-approved provider I have submitted all of these programs for 2 hours of recertification credit. The programs are co-sponsored by Rogers HR Consulting and University of Illinois at Springfield.

Affirmative Action Plan: Where do I start? 11/29/11 11am-1pm (2hr)

If you have been told by a vendor, a consultant, a department of labor specialist that your company is required to prepare and maintain an Affirmative Action Program but you have no idea what it is let alone how to prepare one, this is the course for you. We will go over all the required ingredients, research necessary to include and how to find it, as well as give you a chance to see an example. In addition, a sample timeline will be provided with a checklist of all the steps you would need to take to accomplish the goal along with an annual follow-up to maintain the program once it is in place. http://bit.ly/affirmativeactionplan

Hire and Develop Top Employees 11/30/11 11am-1pm (2hr) (Wednesday)

The focus of this course will be on what I call the “Rock Star” Employees. Typically by default and interruption primarily, we focus on the low performers, whiners, and to be quite honest the folks we really should be getting rid of. This program will provide ideas on how to find the “right/top” employees in the first place. And once you have them, how to keep them, and how to develop them into being even better performers and possibly inspire those non-engaged employees in the middle who are on the fence of being not engaged and/or being one of those employees who sucks the life out of you! http://bit.ly/hiredevelop

Conducting Your Own HR Audit 12/6/11 11am-1pm (2hr)

If you would like to determine the company effectiveness of the HR function, identify any restraining forces that affect the achievement of company goals and strategies, or identify any potential compliance issues that can affect a company’s defense in employment practices and policies, then this program is for you. You will learn how to conduct an HR Audit, practice using sample tools that can be tailored and used in your organization. http://bit.ly/hraudit

Conducting Employee Disciplinary Investigations 12/13/11 11am-1pm (2hr)

Have you ever had an employee situation that could be described as a “he said-she said” situation? Have you wondered just how to investigate it properly and cover all your bases just in case the situation turns into a fire later on? This program will walk you through an investigation process that utilizes company policy and documents the necessary paperwork regardless of the outcome that will help minimize risk and save on attorney fees. http://bit.ly/disciplinaryinvestigations

Conducting a Salary Comparability Study 12/20/11 11am-1pm (2hr)

Have you ever wondered if we are paying employees competitively? Why employees keep leaving the company? How to attract the best and the brightest workers in the business? If your answer is yes, then this seminar is for you. You will learn how to conduct a compensation study and compare it to what you are now paying your employees. http://bit.ly/salarycomparability

Birds Fly...Supervisors Die

2011-10-09T10:43:00.001-05:00

Check out this post:
http://ilshrm.blogspot.com/2011/10/birds-flysupervisors-die.html?m=1

From Illinois SHRM blog site. This article is the last of a series of three posts covering the 2011 #SHRM Strategy Conference. This article has links to the first two articles.

CEOs Sit Up, Take Notice, & Incorporate THINK DIFFERENT

2011-10-06T16:52:00.001-05:00

Key components of a thorough Strategic HR plan consists of many theories, concepts, and tasks that I have both had the pleasure of implementing in companies I have worked for or consulted with as well as teach in my HR Management courses. Most of these components have been covered over the last two days during the annual SHRM Strategy Conference at the Chicago Fairmont.

The following is a list in no particular order of comments, phrases, and ideas that I heard or reheard that is important for all organizations to sit up, take notice, & incorporate into management philosophy, style and policy in a very strategic way. Without top down support it just won't work. To put it simply THINK DIFFERENT!

-Put People Before Numbers
-Drive Systemic Change
-Encourage Criticism to Spark Innovation
-Engage Employees
-Employees First Customers Second
-Focus on Talent Management
-Create a Marketplace for Talent
-Seek to be an Employer of Choice
-Embrace Social Media
-Encourage Risk Taking
-Improve Collaboration in a Virtual World
-Focus on Developing People

Honestly the list can go on and on. The bottom line is strategic planning is crucial for positive impact in any organization. Consider the "Human" in Human Resources will help you get there!

Twitter for HR Risky Business? Perhaps Not!

2011-10-04T13:15:00.000-05:00

Over the last four years, human resource professionals have sought ways to stay with “the curve” for dealing with social media. Social media sites, Facebook, LinkedIn, and Twitter have began to take center stage for firms of all sizes. As firms race to have a presence out there, they also must find ways to use social media as a tool to increase brand awareness, manage customer image, promote products and services, and to attract people to the firm. While those tasks are not new, what is new and changing is the means by which it is done. Whereas print, radio, television, and face-to-face networking may have been the means twenty years ago, today social media is beginning to take over. So how do human resource (HR) professionals utilize the tools of social media, specifically Twitter? One of the most significant ways is though recruitment.

Despite the risks perceived by utilizing social media, including Twitter, firms have determined that the risk is worth it to reach young recruits and new talent. Firms feel it is a more proactive approach in connecting to new and younger talent as most of that talent spends significant amounts of time online (Walker, 2010). Even in spite of changes in job search websites or job boards, firms are choosing to shift money for recruitment advertising toward less expensive social media, including Twitter (Needlehman, 2010). A 2011 Jobvite survey confirms this trend, showing that almost 55% of the respondents were investing more on social media for recruitment, with significant decreases in spending on job boards and third party recruiters or search firms (Jobvite, 2011).

The numbers tell the story about the change in use of social media. According to research conducted by the Society for Human Resource Management (SHRM) in April of 2011 (Soceity for Human Resource Manangement, 2011), from 2008 to 2011there was a 22% increase in respondents that utilized social media to recruit potential candidates. The same research lists the following top five reasons firms use social media: to recruit passive job candidates who might not otherwise apply or be contracted by the organization, less expensive than other methods of recruiting job candidates, to increase employer brand and recognition, to target a specific job level to recruit or contact, and can target job candidates with specific skill sets. The report also indicated that compared to 2008, staffing “other management” and “non-managerial salaried” utilizing social media increased over 23%. The clear indicator the report offers that times are changing is at least a 30% increase, compared to 2008, in the belief that social media is an efficient way to recruit candidates. Clearly, HR professionals “buy in” to the recruiting power of social media.

HR professions also offer their own testimony about using social media, specifically twitter, in their recruitment processes. Blogger and consultant, Jennifer McClure, shares of her Twitter experience in a recent blog post (McClure, 2011). Jennifer looked to Twitter to “brand herself and the company she worked for,” as well as to identify potential candidates. Jennifer found it important to learn how to connect, build relationships, and find business benefits as she began to utilize Twitter. One of the biggest benefits she found was “building an awareness of top talent in her local area… that she could consider for opportunities with her clients.” That statement represents the aspect that Twitter excels in, and that is referrals.

When respondents of the Jobvite Social Recruiting Survey 2011, were asked to “rate” the quality of candidates from a variety of ways, referrals (including from social networks) ranked tops, with candidates for social networks in general ranking “mid pack” (Jobvite, 2011). Jennifer McClure also mentions the significance of referrals in an earlier blog post. She states that “Because Twitter is a place where people network, ask questions or mention needs, I’ve spotted a number of opportunities in the last three years where I’ve been able to introduce one of my contacts – which resulted in new clients or new jobs for them. “Social networking” works the same way old-fashioned networking does. It’s about building relationships and connecting people!” (McClure, Celebrating Twitter as a Business Communication Tool, 2011). Her same blog post also stresses building relationships and friendships through Twitter; but also the need to manage time “tweeting” as well as utilizing the tools of Twitter to make it a more powerful tool.

Twitter also allows potential recruits to get a glimpse at the corporate culture. Tweets posted by other employees, HR professionals and even upper management allow for a chance to see what a firm is really like, before the potential recruit even schedules an interview (Walker, 2010).

While recruiting may take center stage for HR’s use of Twitter, is certainly is not the only use. That same younger or newer talent that was sought by recruiters though social media also seems to enjoy feedback that is more responsive once employed (Silverman, 2011). While a “tweet” is not used to offer a performance review, but rather the need for updates and feedback changes the timing and structure of the feedback. In addition, Twitter allows for other HR professionals to network with each other where they can stay attuned to industry changes and trends, which is especially beneficial to HR professionals in smaller firms that may lack access to resources of larger firms.

Twitter, in addition to other forms of social media play a significant role in the work of HR professionals. Twitter is a proven branding, recruitment, and culture tool. Based upon how rapidly Twitter has been adopted, deployed, and utilized it is clear that its place is cemented in the works of today’s HR professionals.

Works Cited

Jobvite. (2011). Social Recruiting Survey 2011. Burlingame: Jobvite.
McClure, J. (2011, August 17). 5 Mistakes Recruiters Make on Twitter. Retrieved September 24, 2011, from Unbrideled Talent: http://unbridledtalent.com/2011/08/17/5-mistakes-recruiters-make-on-twitter/

McClure, J. (2011, March 1). Celebrating Twitter as a Business Communication Tool. Retrieved September 24, 2011, from Unbridled Talent: http://unbridledtalent.com/2011/03/01/celebrating-twitter-as-a-business-communication-tool/

Needlehman, S. E. (2010, August 19). Dot-Jobs Draws Worry. Wall Street Journal , p. B.5.

Silverman, R. E. (2011, September 6). Managing & Careers: Yearly Reviews? Try Weekely. Wall Street Journal , p. B.6.

Soceity for Human Resource Manangement. (2011, April n/a). SHRM Research Spotlight: Social Networking Wesites and Staffing. Retrieved September 24, 2011, from Society for Human Resource Management: http://www.shrm.org/Research/SurveyFindings/Documents/Social%20Networking%20Flyer_Staffing%20Conference_FINAL1.pdf

Walker, J. (2010, June 8). Firms Invest Big in Career Sites. Wall Street Journal (Online) , p. n/a.

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