David Kovacovich is an Engagement Strategist, Organizational Culturalist, and Behavioral Economist. He has been a member of the SHRM Annual Conference Social Media Team since 2013 and is a keynote speaker in the NCHRA lecture series.
David is on Twitter at @DavidKovacovich and blogs at Dave's Weekly Thought.
The Society for Human Resource Management have concluded our 69th Annual Conference. Ideas were shared, people spoke and exhibitors exhibited while HR Pros braved the rain and well-functioning air conditioning.
This having been my 10th SHRM Annual Conference, finding new and intriguing information was a bit of a challenge.
The rain has come to New Orleans and it may be possible to hold #SHRM18 before the end of the week with the amount of HR rock stars who may be stranded in the airport... :(
Day 3 had a very direct theme: Performance Management (and the need to improve upon the process)
On Sunday I will awake at 5:00 a.m. to make my way across country to the city of New Orleans. Many will already be filling the conference center halls at SHRM17 in celebration of our great profession.
i don’t believe there is a more-progressive suite in the tech space than that of Human Resource related technology. Call it HCM or HRIS or HRIT, so much has happened so fast and there is a technical solution for every employee support function.
The questions can be daunting for an HR Professional seemingly forced to turn IT expert:
It’s been a decade since I first attended The Society for Human Resource Management Annual Conference. While there are always new buzz words and evolving trends, many of the HR related topics from 2007 are still on the #SHRM17 agenda.
If I may voice my concern:
1. Why haven’t we mastered social performance management?
2. Why is external recruiting more important than Leadership development?
The Society for Human Resource Management (SHRM) Annual Conference is a month away. This is the largest gathering of HR Professionals on earth and a seminal opportunity to network, find new ideas and gather certification credits.
The difference between success and failure is execution. Many people do not take control of their lives because they do not execute on their intuition to ignite change.
So, How did I make the transition from eternal pessimist to brain scientist?
1. I learned the art of deconstruction
2. I developed an understanding of Behavioral Economics
3. I learned to connect numerical reason to map results
I live in Silicon Valley, the technology capital of the world. You’d think a person of my regional bias would turn his nose up to the Mid-West when tackling the subject of technology design. But, there is something about the creative force that exists in the purple city of Minneapolis. Is it the time spent on the lake or the fact that the weather is less than ideal 10 months out of the year? Either way, if you are a Human Resource Professional, you’ll find your fair share of Minneapolis-Based companies in the Exhibitor Hall at #SHRM17.
As The 2017 SHRM Annual Conference grows closer, the SHRM Social Media team is continuing to analyze the SHRM Competency Model's profound effect of leadership development.
Today we review the second competency: Relationship Management
As I navigate my 10th year in the Human Capital Management space, I honestly don't believe there has ever been a more exciting time in our industry! Technology is vibrant and scale-able, workforce engagement has become of paramount strategic importance and new leadership minds are empowering HR Professionals to lead the charge in improving business process.
As I enter my tenth year in the Human Capital Management space, I figured it would be beneficial to my readers to reflect on how our industry has (and has not) evolved over the last decade's time.
* The following scenarios are built on real life business engagements. The names have been changed to protect the innocent.
It started with a lamp... a logo-ed lamp....
The guys who used to sell class rings out of the trunks of their cars began imprinting corporate logos to belt buckles as a side business. If you performed well, you got a trophy, literally. People appreciated the recognition! My Dad still has every logo-ed ash tray his company gave him.... even though he never smoked a single cigarette his entire life.
Times have changed, not as rapidly as one would have expected, but times have changed.
Every day, we contemplate the best way in which to engage our employees and the metrics to determine the effective nature of the aforementioned.
Should we do a survey, pay for a study or ask an expert for their insight on Best Practices?
