Tue, Apr 26, 2011
No one grows up wanting to be a “human capital strategist” or a “talent acquisition consultant” or, really, any of the litany of titles that add to our profession’s mystique of mistaken identity (at least for those professionals who aren’t HR professionals).
Because no one really knows what HR does. And, most of the time, that includes HR itself.
See, for people in the people business, there are some instances where HR is seen as, by employees at least, more of an antagonist than an ally. If employees work in a global company, it’s likely they couldn’t pick their HR business partner out of a line-up.
And it’s easy to ascribe blame to a faceless group who many employees think are responsible for their career development and job satisfaction. Particularly when that group writes policies and governs things like promotions and compensation.
If employees could really see what HR does, if they could put a face to the signature on their annual reviews, they’d likely be surprised. And maybe, just maybe, they’d understand that HR and talent professionals are just like them, a diverse group of people from a confluence of backgrounds.
People whose careers happened more by happy coincidence than careful planning. People whose professional passion and purpose is to help improve the work, lives, and working life of their employer’s employees.
But the HR trenches have a protocol. HR is rarely visible, by necessity, design or choice, and operates beyond closed doors and self-service HRIS, employee relations resolutions and miles of red tape.
While HR professionals are rarely understood, the truth of the matter is, they’re also not fully appreciated for doing the mission critical work they do. It’s not an easy job, but it’s an important one, and one that touches the lives of every employee, every day. That goes for you, too.
The HR and recruiting professionals converging on Atlanta this weekend for the third HREvolution represent a cross-section of specialties, companies and geographies. They also share a belief in transparency, in sharing best practices, solving problems and driving real change, not in a theoretical vacuum, but on the front-lines Monday morning, at an office near you. Hope you’re paying attention.
According to the official website, HREvolution “is an event for human resources professionals, recruiters, and business leaders to come together and talk about the problems facing businesses today. This is where thought leadership and action meet.”
Another big surprise that’s very un, well, HR: “The format for HREvolution encourages interaction and every participant has the opportunity share ideas and opinions in an open manner.”
Obviously, #TChat shares a similar online format and supports HREvolution’s mission of facilitating interactions and creating an open, democratic platform where all voices are heard. That’s why tonight’s #TChat theme is: “Trench HR: Trends on the Frontlines from HREvolution.”
As always, we’ll be joined by a diverse group of employers, job seekers, HR thought leaders and social media mavens. We’ll take a candid look at HR perceptions vs. realities from a variety of perspectives, and explore some of the topics and themes that are on this year’s HREvolution agenda.
Join HREvolution presenter Kevin W. Grossman as he leads tonight’s discussion before heading to Atlanta. If you weren’t one of the 150 people lucky enough to get tickets, don’t worry. Tonight’s #TChat is a way to make your voice heard about the issues that matter to both HR professionals…and the employees they support.
Help shape the HREvolution conversation with tonight’s #TChat at 8 PM ET/5 PM PT and let HR and recruiters know what’s really on your mind…and what should be on theirs. And maybe, just maybe, see the real people behind the policies. We’re pretty cool.
To get you thinking and to help you get ready to #TChat, here are tonight’s questions, along with some recommended reading to help inform, and inspire, your participation in tonight’s conversation about trench HR and trends affecting the front-line – and the bottom line.
Q1: Employees: What does HR need to do differently to be an effective people manager and business partner?
Read: Employee Engagement: Top Trends in 2011 by Kevin Sheridan
Q2: HR Pros: What can employees do differently to be a better business partner and collaborator with HR?
Read: HR: 10 Things Employees Want Most by Issie Lapowsky
Q3: Is HR finally seen as a strategic executive partner in business today? Why or why not?
Read: Finding A Seat at the Table by Ed Newman
Q4: In your opinion, what is the biggest challenge facing HR today? How can it be overcome?
Read: Superstar Leadership: Workforce Culture Damage Control by Meghan M. Biro
Q5: How is technology today improving the HR and talent acquisition functions?
Read: Recruitment Strategies: Virtual Recruitment Tools and Tactics by Melanie Berkowitz
Q6: Is education and intellect enough to be a great people manager? What about emotional intelligence?
Read: For Good or Ill Will Come the EQ Skills by Kevin W. Grossman
Q7: What’s your biggest HR pet peeve? What about your biggest HR thrill?
Read: Top 5 Recruiter Lies (And How to Avoid Them!) by Matt Charney
Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!
Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”
We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!