SHRM Chapters-Life as a Board Member

SHRM Chapters are local SHRM (Society for Human Resources Management) affiliates that live out SHRM’s mission on a local scale. I’ve been serving on the board of NASHRM, my local chapter, since the middle of 2009, and at the end of this year I am stepping down from my position on the board to focus on some other priorities in my life (family, work, etc.).

For those looking to have an impact on their profession on a local level, SHRM chapters provide a great way to jump in, get some volunteer credits, and develop a strong local network for career and professional development opportunities. (If you’re already volunteering with a SHRM chapter, be sure to check out the free SHRM Chapter Leadership guide.)

What to expect Continue reading →

The Next Generation of HR

next generation of hrTomorrow evening I have the pleasure of speaking to a group of local HR students. The problem is I have time to talk on one topic, but I have several in mind! In a perfect world I’d have the chance to come back a few times and expose them to the full realm of knowledge I’ve picked up over the past few years since my own college days, but this might be the only shot I get. So what’s more important?

Topics of choice

  1. Using social media as an HR/recruiting professional (professional development, recruiting, networking, etc.) Continue reading →

How to Take Action and Get Results

How to Take Action and Develop an Action Oriented Culture

take action get resultsWe recently had a new employee start on our executive team, and her fresh take on things is incredibly valuable for us in our quest for continuous improvement. One piece of our action-oriented culture that I have taken for granted was especially interesting for her.

Recently at our executive off-site retreat, we had a lot of discussions on strategy and the direction of the company. Throughout the day we touched on many topics, and there were several times when an attendee was asked a pointed question about their process area (HR, finance, contracts, etc.).

Before anyone was allowed to leave, we took the time to assign action items to each person who had a request sometime during the day. There were several dozen actions assigned among the various participants, and nobody (including our CEO) walked out without an action item, a due date, and a scheduled follow up plan.

For us, it was a standard meeting, just with topics of broader scope.

For her, it was a peek into a world of accountability and an action-oriented leadership team that she hadn’t previously known.

Normal Isn’t Good Enough Continue reading →

#HRevolution HR Improv Session Videos

HR Improv was a session at HRevolution where participants had to present on a slideshow that they had never seen before and somehow tie it back to employee relations, recruiting, etc.

Please forgive the shaky portion of the videos. I grabbed the camera halfway through the session when I realized how hilarious this was going to be. I didn’t have a tripod, so I did the best I could with what I had.

Sean Conrad

Sean Conrad of Halogen Software was one of our volunteers. The random presentation we drew for Sean was a slideshow invitation to vacation in Nnoordwijk, Holland, and he had to try and relate that to the recruiting and talent management process. The first few minutes of his session were cut off, but this was the winner of the contest, so I wanted to get him a little love anyway! Continue reading →

Playing the “Boss” Card (Leadership 101)

How the “boss” card damages your leadership potential and how to avoid it

Why? Because I said so, and I’m the boss, that’s why.

the boss cardIf you’ve ever heard those words, you’ve probably transported yourself back mentally to a time when you were a young child being chastised by an adult. If you spend any amount of time around kids, there eventually comes a time when you’ll have to say, “Because I said so” in response to a protest.

We’ve all seen that scene play out in its various flavors and settings in the parenting world, but the real question is still unanswered.

Why is it so common in the workplace?

Let me clarify-I’m not talking about doing day to day tasks that are routine. Most normal people wouldn’t challenge their manager with regard to the little things and how they are done.

I’m talking about situations and scenarios outside the norm where the question is clearly laid out there: is this going to be your way or mine? Continue reading →

HRevolution 2012-What Just Happened?

Wow. As I’ve said before, it takes a little time to decompress and consider just what is going to come out of the event, and this is no different. There were amazing sessions, fun times, and all kinds of new experiences for the attendees.

A few highlights:

  • the HR Improv session was a hit-hoping to post some of that video soon
  • the deep, honest discussions in the Diversity and The Oreo session were sworn to secrecy
  • nearly 50% of the attendees joined us for their first time; great to expand our circle to include some new voices

I clarified a handful of things with regard to my own HR role, but they were good ones. This event is always tough for me, because the discussions are often theoretical (though certainly not always).

I was discussing the event with Jason Lauritsen, and he framed it as a chance to recharge and renew his spirit to face challenges on day-to-day basis. I thought it was appropriate and a fitting tribute to the reason we started the event in the first place.

Some people walk away with action items. Some people walk away with new ideas and concepts. Some people, apparently, walk away with the spirit and energy they need to continue their own “revolution” in their workplace. That’s just incredible for all of us who created this event to see how much of an impact it’s having on people everywhere.

Quotable Quotes

You don’t create a great place to work. You defend it. –Bret Starr Continue reading →

I9 Verification Documents-How to Get Employee Cooperation

I9 verification documents-challenges and solutions

i9 verification documentsI was wondering what suggestions you or others in the HR community have related to ensuring that new hires show up for orientation with the required forms(s) of ID for completion of the I-9. Currently, I include a copy of the back of the I-9 form when I send their employment offer letter and include instructions to the new hire that they will need to bring the appropriate form of ID with them to their orientation.

I am amazed at how many folks show up for orientation without the necessary ID. Then they want to fax a copy of their Social Security card, passport, etc. to me the next day – which in reality ends up being a week or so later, if at all. I don’t think faxed documents are acceptable but sometimes that is all I can get. Am I the only HR person who has this problem? Thank you for any advice! -L-

When I got this email from a reader, I was secretly relieved. Not because she was having problems with her I9’s, but because I realized I wasn’t the only one who had those same issues. It’s such a critical piece of the hiring process that our companies expect us to get right, but we are dependent on employees (many times at remote sites) to get us the I9 verification documents we need.

And as a side note, no, faxed copies are not supposed to be accepted, because you haven’t seen them in person to verify their authenticity. You need those originals or someone from your company to see those originals who can verify the documents in person.

So how can we combat this issue?  Continue reading →