• The SHRM Certifications – Game Changing

    The SHRM Volunteer Leaders summit is in the books.  I have had a day or two to reflect on it and have gathered my thoughts on the event.

    For those of you who don’t know me well, in addition to the HR/twitter/social media thing, I also am involved in hockey.  I am part of a board that runs a local high school hockey league, and I referee youth, high school and senior men’s hockey.  I have found many times that these things all intersect which is good blog fodder.

    Well it has happened again.  While I was at the conference, I was speaking with Andrew Morton, SHRM’s Director of Social USAHockeyRefCardEngagement, and we were talking about the new SHRM certifications.  I was telling Andrew that this year USA Hockey (the governing body of youth hockey) had implemented a number of new training requirements for officials.  This year in addition to attending an 8 hour clinic, taking and open book and closed book test, we had to watch and test on over 6 hours worth of video material.   The material covered a number of new penalty situations as well as an overall change in the way on-ice officials are to conduct the games.

    There is a reason for all of this. The game is changing. No longer is acceptable to punish or intimidate your opponents in USA Hockey.  The reason for that is this. USA Hockey wants to reduce the number of concussions caused as a result of playing the game. Going forward they want today’s current players to understand that the game has changed and the wreckless style of play will not longer be tolerated.  All of this requires new systems, new training and a new understanding resulting in an enlighten view of the game.

    The old systems that USA Hockey was using no longer meet the needs of today’s game.  Now let’s compare that to the SHRM certifications and how the world of Human Resources has changed.

    For the past several years SHRM has been saying and working to change the certification process. Why? Because they are the governing body of this, just like USA Hockey and they see the long game and understand things need to change.

    They have recognized this, and acted upon it.SHRM-SCP

    This has been troubling for those who like the level of homeostasis that HRCI has given to many for decades.  Well those days are gone. The new certification is here, SHRM is certifying members. We have moved on.   I think the HRCI certifications will be around for a while longer but unless HRCI can go through some radical changes in a very small space of time they will be a thing of the past.

    I have my new SHRM-SCP. I am proud of it and will begin sporting it everywhere.

    Now for the conference review, in my word(s) – “AWESOME“.   If you want more details Steve Browne has a great wrap-up right here.

     
  • Talk Time An Ohio SHRM Takeaway

    Bill Boorman (in the tie died shirt) making his point at OHSHRM

    At the end of day two of the Ohio SHRM conference, I am a little wiser than I was when I arrived.  People attend conferences for a number of reasons, some more honorable than other reasons. But regardless of the reason you can not sit through these sessions and not take something away. My big takeaway is this. Implementation is hard.   I suppose you could use change interchangeably with implementation, as they are generally one in the same.

    At the typically conference you hear about how others have done it, You hear about why you need to do it.   You can learn all of the techniques that have worked in the past, but ultimately YOU have to go do it in your organization. Usually whatever it is, no one else has any interest in getting it done or helping you do it.

    Well today I got a pretty good tip from Bill Boor man on how to get things done.  Bill’s presentation was on global HR, but one thing he talked about must be a universal concept.  During Bill’s program he discussed how HR wasn’t willing to put the TALK TIME into things.

    Talk time is when you sit down with someone and look them in the eye and tell them what you are feeling and thinking.  By and large this needs to be done with all of the staff – they get talk time.   Technology is making it really easy no to grant talk time, or how we can come up with other ways of communicating a message without talk time.

    I guess it seems elementary, but it isn’t. Many of the conversations are difficult. They involve tough subjects, and matters that people don’t want to hear.  These conversations are going to make more work for the employee. It is going to make the employee feel less positive about the organization because of what you are telling them. Nobody wants to hear it, nobody want to deliver the message. So we choose to communicate in way that is less confrontation – but yet removes the human element.

    When I send an email it does not show my facial expression.  When you leave a voicemail you can’t pat someone on the back.  If you use an intermediary they just say, so and so told me to tell you.

    Talk time will make implementation easier. We need to give more talk time and we need to get more talk time. I am going to work on this – thanks Bill!