Comments on: PRHR Contest: SHRM & Greater Than Yourself

By: HRM Today - Blog Archive » SHRM, Greater Than Yourself, and The Marketplace

HRM Today - Blog Archive » SHRM, Greater Than Yourself, and The Marketplace — Mon, 20 Apr 2009 18:57:19 +0000

[...] contest is over and you gave great advice to SHRM regarding their forthcoming social networking platform. Too bad you guys don

By: HRM Today - Blog Archive » Building Social Communities in Human Resources (and SHRM!)

Mon, 20 Apr 2009 18:54:52 +0000

[...] Ruettimann has a contest running over on Punk Rock HR that is seeking advice from Human Resources people on what kind of social networking community SHRM [...]

By: Laurie

Laurie — Mon, 20 Apr 2009 00:39:39 +0000

Holy crap, you guys are awesome and should CHARGE for your social media advice. All of you. Winner announced shortly, yo.

By: Eva

Eva — Sun, 19 Apr 2009 23:02:13 +0000

What could they do to get it right?
-Make sure there is A LOT of content, updated daily.
-Provide value to everyone in some way.
-Keep people in the loop on industry trends daily.
-Recruit some tech-savvy leaders to get the community started.
-Host it on ning.com (http://clonetwork.ning.com/ for an example)

What could they do to mess it up?
-Restrict access to SHRM members only.
-Overmonitor or overcensor posted content.
-Heavy focus on outdated topics.

By: China Gorman

China Gorman — Sun, 19 Apr 2009 21:41:33 +0000

Laurie: once again you engage the extraordinary HR online community in a discussion of substance and great wisdom! Well done — and thanks!

By: The Red Recruiter

The Red Recruiter — Sun, 19 Apr 2009 19:46:26 +0000

A few points on this topic…

1. Most people agree that social networking platforms are the future of communities. While yes, we do have Facebook, LinkedIn and Twitter (among others) to network on a larger scale, this does not remove the need for focused communities. With that said, for HR specifically, there are some great communities popping up that provide and will continue to provide value (HRM Today comes top of mind). However, as with everything else, variety in the specialty is needed. Over time, different opinions, stances and initiatives will likely become a part of the uniqueness of each community.

2. From my interview last week with China Gorman (COO of SHRM), they are very interested in doing this the right way. While they are engaging in Twitter, they are also spending time trying to learn about what has happened with HR outside of the traditional chapter-level interactions. Listening to the community, according to China, is a priority. What they do with the information they learn is ultimately up to them.

3. SHRM is actively engaging some of the more well-known HR bloggers (Punk Rock HR included) to be a part of the dialogue. Not just with SHRM, but with the larger HR community as a whole. If I were a betting man… I would put my money on Social Media being one of the hottest topics in New Orleans! It will be interesting to see what the attendance to the HR blogging panel turns out to be

By: Michael VanDervort

Michael VanDervort — Sun, 19 Apr 2009 18:30:59 +0000

Sharlyn – I don’t disagree with your suggestion of tapping resources regulary – just the idea that there should be a special panel. One of the big strengths that Web 2.0 brings to the table is the new paradigm of providing equal access. I think it is really important for SHRM (and us HR peeps) not to fall into our old habits. This is a rare opportunity for SHRM to get it right – with fresh approach and an entire new approach.

Let’s break down the walls and go for broke! (while doing our best to avoid chao, I suppose!

Michael

By: Sharlyn Lauby

Sharlyn Lauby — Sun, 19 Apr 2009 17:56:02 +0000

I think it’s great that SHRM is asking for feedback in developing their social media platform. One way to keep the platform current would be for SHRM to form a special expertise panel on social media. They could tap into this resource on a regular basis.

By: RMSJr

RMSJr — Sun, 19 Apr 2009 13:39:54 +0000

Does SHRM really need its own independent social platform when several others exist – LinkeIn, FaceBook, Twitter, et al? At one point does cyberspace become so clogged with redundancy that all is heard is noise?

Is SHRM going to shut down the HRTalk channel concurrent with standing up a replacement online community? The rampant Anonymous posting abuse & abuses over there has deadened any usefulness.

For SHRM to make a good go at this iniative:
Shut down HRTalk and use that structure as the foundational organization of topical boards.
Eliminate the ability for anonymous posting.
Have on-staff SMEs monitor the content for tone and accuracy of responses.
Beyond the on-staff SMEs, have volunteer SMEs out here in the real world to supplement and enhance the content, context and conversation.

Why doesn’t anyone @ SHRM blog?

By: roolvoel

roolvoel — Sat, 18 Apr 2009 18:42:52 +0000

I’m with @amy..SHRM’s website is my research go-to. Templates, forms, updates, etc. I give SHRM credit for being one of the first community boards (back in the day), but now I rarely consider visiting SHRM’s message boards. Other sources are more concise and interesting. Plus SHRM message boards are prone to name-calling, topics that are then LOCKED,etc. And I still cannot get used to SHRM’s re-designed website; too hard to search and find.

SHRM’s problem with initiatives in this arena will be the same hurdle they always have; being of value to a varied constintuency. Sally SVP has different wants/needs/expecations than Nancy New-Graduate or Olive Office Manager (yes, LOTS of those are SHRM members). 250,000 members have vastly different outlooks and senses of humor; someone will always be pissed off so SHRM would have to tiptoe – lots of disclaimers or non-endorsements or something.

SHRM should be at the forefront of identifying trends and identifying how they will or CAN influence HR and business. HR’s problem always seems to be that we are catching up at the back end (a la Oprah yesterday..) of trends rather than leading them. It’s akin to how many HR depts operate.. wait for the CEO to “request” something rather than bringing it TO THE CEO as an initiative.

I’m a long-time member, chapter past-president and state council member and can barely get my board and state council members to get on LinkedIn for god’s sake. It’s a long road…

p.s. I loved getting the Jack Welch update for nationals via twitter. THAT’s working it!