Joe Rotella has been a SHRM Annual Conference mainstay for a number of years. He is a warm and engaging speaker who never fails to both inform and entertain. While his previous sessions have focused on HR technology, this year he is helping HR professionals become better business partners. He shares his insights and more below.
Last year on the SHRM blog, I bemoaned the sorry state of affairs of speaker evaluations by those HR professionals who are supposedly experienced in the art of giving feedback. Too often, the comments given to speakers are rarely helpful, or, frankly, downright rude.
In less than a month, individuals will be heading to Washington, D.C. to attend the 2016 SHRM Annual Conference. This will be my 16th straight SHRM Annual Conference, and, based on my years of experience, here are the things you do NOT want to do while attending.
In about two months, individuals will be heading to Washington, D.C. to attend the 2016 SHRM Annual Conference. This will be my 16th SHRM Annual Conference, and, based on my years of experience, here are the things vendors should NOT be doing as they prepare for the big event and the thousands attending:
1. Do NOT treat students with disrespect
Several years ago, long-time family and friends got together over the holidays for a good meal. Grown children were back in the nest, and we enjoyed the repast reminiscing about days gone by.
Several years ago, long-time friends and family got together over the holidays for a good meal. Grown children were back in the nest, and we enjoyed the repast reminiscing about days gone by.
In about a month, individuals will be heading to Las Vegas to attend the 2015 SHRM Annual Conference. This will be my 15th SHRM Annual Conference, and, based on my years of experience, here are the things you do NOT want to do while attending.
Its long been mantra that great employees want to work with other great employees. The organization can only be better when great employees see others putting out quality effort. In "First, Break All The Rules," Marcus Buckingham wrote that one of the critical 12 questions that measures the strength of an organization is "Are my co-workers committed to doing quality work?"
Dear SHRM Foundation,
We’ve known each other for years. We’ve had our ups (your support of the HRGames) and our downs (the 247 Director’s Circle pins you sent me as a sign of your affection). However, despite this rollercoaster of emotions, I’ve always supported you and been in your corner. So, in this public forum, it is time to declare my love for you and say that you’re the best thing under the SHRM umbrella. How do I love thee? Let me count the ways:
If you're a newbie to the SHRM Annual Conference, you'll see that a major attraction to entice people to attend is the array of keynotes providing guidance and inspiration. Perhaps this was one of the critical factors influencing your decision.
After attending for 14 years, you'll see that their are 4 major types of keynotes (h/t to Matt Charney for inspiring the post) that SHRM brings in.
The CEO/Major Executive.
Advice has already starting flowing in about what to do while in Chicago for the big event. In case you missed it: China Gorman provides some excellent advice about maximizing your SHRM Conference experience. Jessica Miller-Merrill provides you with the top 10 things to do while you are in Chicago and not going to the conference.
Sadly, a 2013 college graduate writes:
"So I am coming to you for some advice. I started a job on the Monday after graduation. And I can honestly say it is the most boring thing I have done in my life. I almost dread going to work in the morning and it is only day 4 tomorrow. 8 hour days seem to last forever and I just know it is not going to get better. However, I dont just want to give up right away because I know it may reflect bad on me on when I search for jobs in the future. What do you think I should do? Any advice would be much appreciated. Thank you so much."
One of my favorite terms in HR is "base rate of success." Its also rarely discussed, but absolutely critical.
Simply put, the "base rate of success" tells us the proportion of employees who would be successful on the job if we hired randomly instead of applying some predictor.
Dear 
