I had some fun on Monday at the SHRM Legislative Conference — but I had the most fun at the after-hour networking event. It was held at the Newseum, which is an amazing place to visit. I was a TV reporter and made a video. More on this — soon.
In a crappy economy, it’s nice to see SHRM investing in its members. I’m tough on SHRM, but I know there are tremendously talented men and women who work to make HR a more credible and visible profession. Just recently, FrannyO reminded me that I’m standing on the shoulders of giants. I am able to criticize the HR profession because SHRM has been there during the past sixty years and fought the early HR battles.
I thought about Franny’s comment, these past couple of days, and I decided to confirm my trip to New Orleans. SHRM isn’t perfect — and I’m all for raging against the machine and kicking the establishment in the teeth — but you can’t make a difference if you stand on the sidelines. Also, you can’t get a fancy SHRM mug if you don’t show up.
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I’ll also be in New Orleans. How could I turn down SHRM in my home state? Though I must warn you, New Orleans … in late June …
Hey tell them they should send me a mug, too – or maybe a free year’s membership – for getting you to come around.
I may have to to go NO as well, it was great fun last time they had the annual conference there.
As you know, I’m no friend of SHRM. I feel that they have often perpetuated mediocrity in our profession. When I was a member (worst money I’ve ever spent by the way, and I once bought a Clapper), I was nothing short of appalled at the speakers at their events that were so far behind the times (my speciality is recruiting, so those are the sessions that I attended) in technology, tools and technique. It was laughable is that sad sort of way, like when something horrible happens and you know there is nothing you can do but laugh. It was clear from the majority of speakers that they (an to me by extension SHRM) felt that recruiting was the red headed step child of HR, and not a specialty worth their notice. That slight, and the lack on any attempt to change that perception, have forever fouled me on SHRM. I do appreciate that they may have at one time been fighters and as you say giants, but I am reminded of the words of General George Patton: “For over a thousand years Roman conquerors returning from the wars enjoyed the honor of triumph, a tumultuous parade. In the procession came trumpeteers, musicians and strange animals from conquered territories, together with carts laden with treasure and captured armaments. The conquerors rode in a triumphal chariot, the dazed prisoners walking in chains before him. Sometimes his children robed in white stood with him in the chariot or rode the trace horses. A slave stood behind the conqueror holding a golden crown and whispering in his ear a warning: that all glory is fleeting.”
SHRM you rested on your laurals and your glory has gone.
Nice post (as always). I’ve always felt that I can’t complain unless I’m willing to get off the side lines and be a part of the solution. No organization is perfect and SHRM is no exception. But if SHRM is going to change with the growing needs of the profession, it needs our input and active participation.
Look forward to meeting you in New Orleans! We must plan a Tweet-up.
I’ll be in Nawlins as well
Laurie, a convert? Never thought you would cross the road on SHRM, but I must say I am proud that you can see things from a big picture and respect what got HR to this point. Now we need individuals such as yourself to be an evangelist for change and new ideas for the HR community…
I am in your corner, and you will accomplish more with them as allies then enemies…
- signed your favorite “Corporate”, SHRM loving blogging buddy…
PS – they keep giving me awards so I can’t bite the hand that feeds me!
M
@ME I know, it will be hot. I have friends in Bogalusa and I’ll be spending a few days out there. I’m preparing myself by doing some Bikram yoga.
@Franny You’ll get your mug!
@Jimmy I know, I know, but what other organization exists out there? Until I can take it over, I need to learn how it operates.
@Sharlyn Tweet-up is confirmed!
@Michael Whoo hoo!
@Mark I’m not a convert. Here’s the punk rock HR secret: I love to complain about everything. (This is no secret.) SHRM is no different than the old man who drives 5 mph in my neighborhood. If I can honk at the old dude, I can honk at SHRM.
Laurie, I liken SHRM to the Catholic Church of yore, the Catholic Church before the reformation. Bloated, arrogant, and completely self serving. Like the Catholic Church, they sell indulgences, but they call them certifications, for minor penance (studying to pass a test, not studying to enrich knowledge) and paying the required fee, viola you have SHRM’s holy blessing that you are a “professional” gifted and knowledgable in a portion of the “church of SHRM’s” teachings. They placate masses by giving them meaningless distractions – providing unfettered access to a limitless supply of cheap chotchkies at their conferences, hoping that this will distract the masses from the weak and useless messages they convey in their sessions (you can only repackage the same non-sense so many ways). I could go on and on, and probably will at some time! Before the Reformation there were leaders like Wat Tyler, who not a theologian, knew that something wasn’t right. We need some HR Wat Tyler’s*
*Sorry for the wicked history reference for more on Wat Tyler see: http://en.wikipedia.org/wiki/Wat_Tyler or read: the book Born in Blood http://en.wikipedia.org/wiki/Wat_Tyler
I’m thinking of a word. (HINT: It starts with “S” and ends with “ellout”)
Sounds like you had a good time, Laurie!
What if this is just my first step in total HR domination?
Have you thought about what you could do with several million dollars and the platform to make a difference? I have thought about it, and I’m interested in going where there’s the best opportunity to make a change and shake things up.
Go big or go home, poseurs.
Me too will be in Nawlins
I like the Newseum and I like mugs with cool logos. We used to live across the street from the Newseum while in college (Riverplace)… fun stuff!
Anyway…
In working with my clients it seems that they almost always request the PHR or SPHR.
So, my question is this…
We wake up on Monday and SHRM is gone – no more fancy designations. What would you recommend as the new benchmark for technical competency? I know that there are some other functional tests (CCP, CEBS) and I would be interested in your thoughts on those as well.
@Jimmy – I’m not judging the quality of the tests… just trying to figure out how else you would measure across a large group of professionals without drastically increasing the time that is spent to figure out competency from hands-on experience.