Thought For The Day: Not knowing is the beginning of learning.
- How To Advocate For (And Not Create) Controversy
Lance Haun riffs on Five Dysfunctions of a Team by Patrick Len. Haun tries to address the milquetoast and conflict avoiding aspects of the HR personality in most organizations. Conflict and controversy and not mutually inclusive things. This is a good start but the areas deserves a richer and more thorough analysis including definitions. - Things I believe in the Recruitment Space.
Simon Meth lays out his worldview. I particularly liked:- The passive candidate is a myth.
- Every candidate is an active candidate.
- Most metrics that attempt to describe recruitment are worthless.
- Human Resources doesn’t get the respect of upper management because it doesn’t deserve that respect.
- Raging Against SHRM Isn’t Solving HR’s Problems
Okay, so it’s Lance Haun day. He cites Laurie who says, “you can’t make a difference if you stand on the sidelines. Also, you can’t get a fancy SHRM mug if you don’t show up.” I’m not so sure. Making your complaints about SHRM visible and clear does help. It keeps accountability viable, creates a demand for transparency and helps others see that there are and should be alternatives. Criticizing thoughtfully, persistently and consistently is good citizenship, not Rage. Characterizing criticism as rage is a good way to dampen the criticism, bury the conflict and perpetuate the status quo. - Online Monoculture and the End of the Niche
How increased levels of choice lead to decreased levels of diversity. Very interesting analysis of the way that what seems like an improvement becomes a deterioration. Worth wading through the math. - Social Media Summit (Recruiting)
Interesting. Google is hosting a fee based industry event. A not-quite-unconference. This looks like it might be a new model for the trade show in our industry.
I am still collecting information about Online communities in the HR – HCM – HRTech – TotalHR – Benefits – Compensation – Recruiting – Talent Management Industry. Please forward ideas and places I shouldn’t miss to john (at) johnsumser.com. Thanks – js
I’m on Twitter, Facebook, LinkedIn and Friendfeed. Catch up with me.
2 Comments
Conflict and controversy deserve books on the subject.
I think there are HR people out there that simply criticize and continue to do the same things over and over and expect different results (put the same leadership into place, accept the same results, inaction, etc…).
Haven’t we come to the point where HR’s deficiencies have been explored where we can start focusing on potential solutions? That’s how I feel (obviously).
I’m not sure that problem definition and the creation of solutions can be separated. My gut feel is that the problem hasn’t been adequately defined.
HR is badly configured and ill conceived. The organizations that spend their time representing the profession generalize about it improperly. The discipline varies by geography, industry and business model of the host organization.
It might be an interesting project to come up with a standardized list of HR’s deficiencies with references to the places that explore them. I can offer Here Comes The Train and 5 Things HR Can Do. I’m sure there’s more.
Maybe it’s possible to define the problem once and for all. That would be a good thing.