Today I don’t have to ramble at you (aren’t you thrilled?). My pal’s going to do it for me. My buddy Allen Robinson has given me permission to republish the post he’s written about his SHRM experiences. He says they’re not as bad as everyone makes them out to be. I’m not going to agree or disagree with his assessment, but I will shut up and let Allen do some talking. Here we go!
How many times have you heard that SHRM is more or less a waste of space, a dinosaur of an organization or just not meeting the needs of the HR community? I have been hearing this more and more lately.
My view of SHRM apparently is different than the growing disdain among my fellow HR Professionals. As I was developing my knowledge of HR at the University of Michigan, I was given a great deal of support by SHRM either directly or indirectly. There in lies the key to why I feel that SHRM is still a relevant organization. Continue reading
How can SHRM chapters and members get more out of membership? Read on for a few ideas. This post is a part of the SHRM Chapter Leadership Guide.
HR Barbie, AKA Tamara in Ohio, asks the following:
I am so glad I found your site. It is so important for the newly minted HR Professionals, like me.
It was extremely hard for me to transition into HR, and like you, I did not find an HR position until I began attending CSHRM meetings (Cleveland chapter).
My problem with SHRM in general, is that it is directed more towards the management side. For professionals new to HR like myself, who only implements policy and is not a policy maker, it can be very off putting or in some cases a waste of time to attend.
I really want to join / attend on a more regular basis. Perhaps in one of your next posts you can write about how we can make chapter SHRMs benefit all levels of HR.
I’ve heard from others like my buddy Tamara here, and I know it isn’t a local problem for her. I don\’t know if these chapters are expecting the national chapter\’s offerings to make up for their lack of value or what, but it seems pretty silly to me.
In all of the HR certification talk that I get into, I really don’t know much about the Global Professional in Human Resources (GPHR) exam.
What’s on it? Who takes it? Is it worth the effort?
GPHR Tips and Advice
Recently I had the opportunity to interview Lori Goldsmith, SPHR/GPHR (LinkedIn, Twitter) about what her experience was like. If you’re wondering what the GPHR exam is all about, you’re going to learn from someone who’s been there and done that.
If you like this post feel free to subscribe or check into the study guide. It’s not GPHR specific, but the testing tips are definitely helpful for the HR certification exams and you have a money back guarantee. If you are looking for a GPHR specific study tool, here’s the one I would use.
Me: Why did you decide to get GPHR certified? Continue reading
Today is going to be exciting. I get to join the rest of my peers and kick off my SHRM chapter mentoring program (known as NASHRM Mentor University). Why is it exciting? Well, I get to spend some close, personal time with a wide range of HR professionals in all stages of their careers, and I get to do it for $50. While I debated the value of other high cost HR conferences, this thing sounds like it’s value-packed and dirt cheap. Check out the post below that I wrote forRocketHR after I found out about making the short list.
Want to get mentored? Well, you\’ll have to wait until next year. This year\’s participants in the NASHRM mentor project were announced last week, and I am thrilled to be on that exclusive list. The mastermind of this project, Rusty Brand, passed along this comment: Continue reading
This post has some ideas for why you should think about, and maybe even join, a local SHRM chapter… Enjoy!
Wouldn\’t it be nice if there was something to make this HR thing easier to do? Maybe if there was some sort of way to meet other professionals, share ideas, and trade best practice tips, then we all would feel less like we\’re treading water and more like we\’re making a difference. Wait a minute, there is a way to do that, and it\’s your local SHRM chapter!
Now, before I get into the meat of the post, I’d like to say that not all SHRM chapters are great. Some of them just plain suck. And you know what? This post may or may not be for you. If not, check back later. Or read something inspiring. On the other hand, some chapters really do rock, and this post can help you leverage that for your own career. Continue reading
SHRM 2010… It’s coming up in just a few short months in San Diego, California. Are you going? Back when SHRM 2009 was going on, I was salivating to attend, and I was really looking forward to SHRM 2010. When I found out it was going to be across the US, my excitement waned. I can’t make that trip.
People often ask if I will be attending this event or that function. Remember, people, I’m an entry level HR pro (in terms of years worked, anyway). I do not have the means to support multiple conferences each year. And my employer being a nonprofit doesn’t really help, either. I’d love to be able to meet some friends (like my pals at HRCP), be a social media evangelist, and generally raise some havoc. But as of this moment, it’s not going to happen.
Note: this post is not encouraging anyone to spam a group of people. It’s only a recount of my own experience. If you spam your local HR pros, you could get booted from the SHRM chapter. Fair warning!
Back in the spring of 2009, I started looking for my first HR job. While I graduated college a year earlier than that, I had to work for my employer for a year since they paid for my final semester of college. I knew that it was time to step out of the small pond and jump into the world of HR with both feet. At that time, I was working with Andrew at Jobacle as a staff writer. In a fortunate coincidence, I had interviewed JT O’Donnell for a story on the Jobacle blog, and after a brief mention that I was job searching, we began to work together. JT is a great career coach, and her company, CAREEREALISM, is the place to go if you’re a job seeker looking for help.
Within a week, an entry level HR position with a local nonprofit opened up. I went for it. I wrote a cover letter, attached my resume, and sent it to their in-house recruiter. The only problem is that I knew that everyone else who applied for the job would do that exact same thing. I had to make it better. Continue reading