HR Bacon Hut

Tonight: 6pm-7pm cst my SHRM Chapter Middle Tennessee SHRM will be hosting a social media workshop. There will be hands-on learning and tweeting. This is a new strategy for my chapter. I am learning from my #shrmchat friends that in order to get membership to adopt social media, sometimes you have to bring it to them. So we are beginning our education process here. With hope our chapter will be seen as on the leading edge of educating executives about the power of social media.

Yeah- it has been awhile since a blog post over here. Over at Fusion Frames we are re-tooling websites, product lines and our attempt at social media. My volunteer time is scooped up by my local SHRM chapter and kid’s school stuff. So unless I am going to subcontract, something has to give. But, this blog has value to reach my audience. So here I am using it reaching out to you.

I need to illustrate this power tonight. So I would love a tweet or shout out using our workshop hash tags. #MTSHRMeep #WhyMTSHRM and #TNSHRM13  And feel free to follow back at @mtshrm and @tnshrm13

Chris Fields @new_resource will also be helping us on the back channel. He has been an amazing resource for MTSHRM to help move our Social Media education along. It is sometimes hard to see all of social media’s contributions as an engagement tool as well as a business tool. So we begin tonight trying to help approximately 35 of our members do just that.

Show them the love HR fans!

We will also be passing out a “who to follow” list created by Chris Fields along with my bullet list of “How HR Can Use Social Media as A Business Tool”
I hope we accomplish a serious head turn and a bunch of “Wow, I did not know you could do that?”

Wish us luck.

And if you are interested in speaking at MTSHRM or being part of our social media TN SHRM conference team, please contact me! @designtwit

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Lyn | Blogging & Social Media | 01 16th, 2013 | No Comments »

Where is the bacon and nearest power outlet? I need to recharge my battery.

It is that time of year for me again. HRevolution 12 will be held at McCormick Place in Chicago THIS Sunday October 7th. It is somewhat of a pre-event this year leading up to the internationally ‘huge-o’ HR Tech Conference. Fitting since so many early adopters in the HRevolution space are on the tech side of HR. This event is always an important grounding point for me professionally because it has inspired much of what I do in the social media space around HR.

But, there is something different about this year.

I’m trying to put my finger on it. Yeah, as in every year, some of the major players cannot attend. (Group awww.) HRevolution moves on as a well-oiled machine of the best un-conference, bar-camp format. Attendees must be ready to flex with the conversations, ignite ideas, inspire and break ground with honest talk about the Human Resources industry.  Gloves are off. Be ready. Be a sponge. Share. Give back. But, this year feels more like comfortable shoes rather than running barefoot in reckless abandon. Many thought leaders are the same. Speaking in a formats that suit their style, it is a wonderful up-close real conversation with you and 50 to 100 of your HR friends. I expect to be experimented on. To be poked and prodded. To be provided insight and outlandish ideas. But, will there be tension? Yelling? Pumping of fists? I feel this year is more cheerleading than radical revolution. Pom Poms not pitch forks and torches. Yay HR.

This will be my 3rd HRevolution. I’m an original alum. Bacon in hand. I missed the last Chicago event. Arrived the following week of ASTG. Felt the creativity still in the air a week later on the roof of the Whitt Hotel. Also missed the LasVegas tour which made 2011 a double shot and the first piggy back on HR Tech. Must have worked out. Here we are again catching the first HR Tech waves of 2012. Atlanta in 2011 seemed to be the event about action and traction. But, as I recap I can’t help but recall the very first HRevolution with pumping of fists, yelling and the Mark Stelzner exit. Leaving us all with this tension of “what now” like no HR meeting I had ever attended. It was profoundly odd, yet liberating. That liberation, that revolution in the depths of recession was a game changer for many. It was a time where possibly half the room of 50 attendees was jobless, or were soon to be jobless. The rest of us were burned out, had something to sell or really wanted an out of the box experience to inspire a change of direction. Actually some just really wanted a BBQ party. But that is another story.

Did HRevolution inspire the ability for HR thought leaders to weather change? Absolutely. And the magic continues. But in a different form with new characters. Always a catalyst for unique voices and opinions. Welcome newbies! Expect to leave with questions as well as answers.

Revolution Births Business

At the time of the first HRev my company was struggling to find footing in the recession. And I saw a way to reach my customer on social media. With much experimenting, blogging, networking and watching HR masters (especially recruiters) work the social media space, the HRevolution influence grew to viral, industry changing proportions. Eventually impacting SHRM. (Was this not a goal at the first HREv?) The success of my company feels in smaller step relative to other HRev alums who have seen phenomenal success leveraging the social media/tech space and educating others in the process. I’m so excited for my online HR pals like Jessica Miller-Merrell. Blogging for Jobs has become the online go-to HR sensation. And that content and success does not stop there. So many influencers have seen their market share grow. Or in the case of Acquire, (Hi Lois) sold and expanded, making their mark in the HR data world. HRevolution has been an opportunity to plant seeds, grow ideas and realize dreams for many. Sorry if I left/edited out some other all-stars. Please comment roll below!

This does not stop in the entrepreneurial space. HR Generalists have seen their influence grow and the SHRM connection was where my charge was established as social media chair at my local chapter after a challenge was made to join and influence. If HR technology, social media and HR marketing was going to catch on in business we had to bring it local to our SHRM chapters. Social media evangelism is alive and well. I know it is making a difference when I am asked by a SHRM member to sit with an HR VP of a major healthcare company and explain to him how social media can reach his employees via mobile or online. It is real. It is in the C suite. It is a tool the rest of the world now wants to know about. Did HRevolution contribute to that awareness and adoption? I think … yes!

Why is this gathering different?

I feel we are moving on to the next steps. Like any type of pioneer work there seems to be a blanket adoption. Then the tool morphs to fit different segments. I think that is what we are seeing now. The ability for HR to utilize online communication channels to gather data, push information and market their product has now branched out to touch all pieces of business. It is just that, a tool. Tools need training and education. I have certainly seen many HRevolution alum become experts in the HR field around social media. This is still a growing need within training and policy making. I get asked to do it and that is not what I do. I need to refer one of you! I also see the move of the tool to the background. This year’s HRevolution continues the HR conversations that are timeless. Diversity and an international world, acquiring and retaining the best talent, keeping employees engaged… no matter how ‘tech’ HR gets or how ‘social’ we spread our ideas, these basic pieces will still need to be addressed when we get back to the office. People are not machines. They live, breath, need to be engaged and inspired to feel they contribute. Maybe this year’s Hrevolution is different because we know where the social media tool fits now. We have measured outcomes to quote and we have moved into education action mode because people are listening.

Where do we go from here?

I will be asking everyone what are your next steps? Where have you been? Reflect. Where are you going? Strategize.  What is the next big thing? What I hope to gain is inspiration on HR trends, SHRM social media strategy and feedback on my business. The sessions look great. I continue to find it humorous we clamor for this type of intellectual engagement without any HR certification credits. HA. What would the engagement gurus say about that?

New people in my space? Yep. I look forward to Craig Fisher’s LinkedIn pimp out session. I under utilize LinkedIn. And I will also openly admit I am a Craig Fisher Instagram stalker. As a designer/art director I recognize he has an amazing eye, color senses and composition ability. Quite talented at photographer. Love his posts!

My blog here has lost some air. But, I hope to see a better fit with my thoughts and will not give it up. Hoping for a super charge from my Project Social partner Dave Ryan along with some chapter SoMe advice. But, I do admit my time blogging has been taken up by my SHRM chapter, my off-line business needs and overall growth in other directions which include growing kids, a chicken coop hobby and management of employees and vendors vs doing the work myself.

So I hope to listen this Sunday. Share my ideas as a business owner in the trench. Find out about services, ideas and leadership direction. I want to bring back good conference planning direction for my SHRM chapter as we ramp up hosting our state SHRM conference in 2013. And in the end I want valuable networking that cements online relationships in person. Because that connection with real people is the unwavering, unchanging result at HRevolution. There is no better opportunity to mix with the best and brightest in the HR profession. But, what will the next manifestation become? Son of HRevolution?

Agenda link here!

For the complete overview, check out founder Steve Boese’s website for the latest deets.

For those attending, I look forward to sharing with you a little bacon surprise. You know we could not meet without bacon.

Thanks to Acquire, Pinstripe, Ceridian and Silkroad for your sponsorship. And the always appreciated dedication of @SteveBoese @TrishMcFarlane @beneubanks & @akaBruno

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Lyn | Blogging & Social Media, Chew the HR Fat | 10 6th, 2012 | No Comments »

Unless you have been under a rock, you know the National SHRM Conference opened in Atlanta today (Sunday June 24th). And there are many SHRM members that are unable to attend. My ragtag local membership attendees rolled out today headed to Hot-Lanta with a spreadsheet of SM names and numbers and a few twitter handles to be able to spread out yet keep in touch by smart phone.

I’m back in Nashville lurking.

Why lurk?

There is lots of great stuff being talked about through Social Media Channels! Looking for nuggets to tweet under @mtshrm or put on our chapter Facebook. Looking for opportunities to ask questions of attendees or reinforce good ideas. Will tweet out some of my marketing. I’d be in trouble if I did not since that is my day job.

Why do I really lurk?

Okay- I admit, I really want to be there with my friends. The Instagram smart phone posts are killing me with the glasses raised and the great food porn shots. The opportunities to network, talk shop and see the people I interact with on social media in real-life. Connecting in real life is a cement-maker and unmeasurable. It is a powerful moment that social media brings to a conference with thousands of attendees. Who should you talk to and hang out with? Your social media network can be a determining factor. Do you like bacon?

So how am I going to make sure I can catch as much of the missed conversations and conference nuggets as possible?

Tweet Chat Room: Aggregating all tweets with conference hashtag #shrm12
http://tweetchat.com/room/shrm2012

Download the SHRM Conference App on itunes for droid and iphone: you can see all the sessions, speakers and make your own pretend “if I could be there” schedule. (Pain moment for sure when you see all of the great speakers.)

Check out the SHRM Conference Buzz Page: Honestly I have visited the SHRM.org site more in the last few weeks than I have all year because of this page. Even if you are #notatshrm12 you can sign up as a social Media Buzz contributor. The backchannel is important too.

Connect with your chapter tweeters. Know your social media influencers that are in Atlanta and follow them tightly!

Map your favorite sessions and watch for “Sub-Hashtags”. It is a lot to follow such a large conference. The #SHRM12 hashtag is the umbrella. But, with thousands of tweets going by how do you make sure you don’t miss out on sessions and info you’d like to lurk? Watch for the sub-hashtag. A second tag created just for the session or party. They usually appear as the session starts. Or find and follow your session speaker. They sometimes have one in mind already if they are social media savvy and understand the marketing piece that will enrich their session with message reach outside the room. And #notatshrm12 is an active hashtag right now. We are ready to support the conference twitter backchannel!

And the Bigger Reason for Lurking: Show our Social Media Community Support for SHRM. I quote Dave Ryan @DavetheHRCzar “My worst fear (for SHRM12) is that it has become a case of go big, or go home, with the analogy being this. If we (SHRM) don’t see some tangible results from this event we will contemplate a “push back” from social media. I hope my fears are unfounded. To help all my fears I implore all of you to share in the conference via social media – even if you aren’t there.”

Yep – you heard it. A rally cry. This “tangible” measure has given marching orders to many a social community manager in the corporate world. Sad really. This is a new media platform. Metrics for measure are in its infancy. There is so much intangible that it is almost unfair results could be based solely on the SHRM Buzz Page. Ridiculous really. Engagement is the meat of social media and that is taking place on chapter Facebook pages, locked down LinkedIn groups, personal tweets, instagram posts, blog posts and scads of unmeasurable sharing that is the larger reach of influence in the Human Resources online space. Want to engage the under 40 crowd? You’d better be on social media. Just saying.
AND
It will not stop after the conference is over. We will KEEP talking about it. Blogging about it. And those conversations will continue to happen in spaces unmeasurable in forgotten hashtags and bad SEO unseen by metrics monitors and hard data bots turned off since the conference is over and everyone is headed home.

So here is some reading and requests from me. Go sign up on the BUZZ. And if you are not a SHRM member, consider becoming one. The value of membership is worth it beyond all this social media stuff and after all isn’t that the real measure.

http://hrofficial.com/2012/06/the-buzz-site-shrm12-and-social-media/

http://list.ly/list/1Gc-the-shrm12-social-circle

http://news.investors.com/specialreport/607212/201204271449/social-media-making-friends-is-serious-business.aspx

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Lyn | Chew the HR Fat | 06 24th, 2012 | 2 Comments »

It is a fact. Not every small business is sizable enough to be able to afford a full-time certified HR professional. My manufacturing company is a bonafide “Mom & Pop”. And as any small business or startup knows, you wear many hats! HR is one of them. My design degrees did not prepare me for the business world very much. Much less HR. I learned the process of designing & marketing. Running a small business for 10 years has been “baptism by fire.” I do have some great support on the numbers side with my business partner / husband whose background is environmental engineering & safety. Coupled with an MBA (he had a few HR classes), he can tell me if my business head is full of shit. But, he is not the people person in the equation. That is me. I’m sure you can now make some assumptions about how we divide up our Human Resources roles in the business. And we cover the bases well. We have reached out for help. We discover quickly when we are over our heads.

Experts Rock

My biggest perk as a SHRM member is to have access to experts and literature. I idolize people who are experts in their field. I am realistic that I cannot be an expert at everything. I know my core competency as an individual. Ummm… it is not HR. I also feel that a major strategy to successfully navigate running a business is to always assume there might be a better way. I am always learning, reading, observing. I love case studies. I hate paperwork. I love using SHRM’s HR forms a starting point to help me understand how to organize my employee relations, onboarding and retention. With every SHRM luncheon lecture and conference I add to my bag of tricks. With every blog read or interaction with my social media network I gain some nugget of knowledge that helps me make less mistakes. I am also realistic that mistakes will be made. And I also observe the mistakes of vendors. Hoping to not repeat issues that bug me, like employee turnover.

Dumb it Down

Not like “d-u-m” dumb. But, there are parts of the HR equations that are daunting. Labor relations, the legal system, distractions of employees’ personal lives and absenteeism, risk management and government regulations. We have mostly hourly line positions. But, still have to manage web/internet and product component vendors. We can even get swept into subcontractor’s HR issues. I hate that. But, the worst thing we can do when growing our business is take a “put out the fire” position with HR. I know, because of my amazing HR online network that we must continue to align our Human Resources objectives with our business growth. I think emphasis on concrete objectives, actionable HR strategies, can turn heads in the “owner’s box”. What are HR’s objectives? Dumb it down for me please. Show me stats. Give me examples with results that make me want to go deeper.

Mistakes Shorten the Learning Curve

Examples don’t all have to be these rosy outcomes. Lay down the dirt. Trench HR is the meat. You white collar recruiters and HR software tool developers are entertaining and all. But, I need stories about docked pay, employing someone with criminal record, illegal aliens, OSHA inspectors, personal injury, family leave, rights violations and what happens when you screw up those situations. Amongst others. I have a healthy respect for what can go wrong. When you are a small business it can be devastating. I don’t need scare tactics though. Just sound advice and real examples. I hate to hear “What? You don’t do that?” But, sometimes it is what you need to hear. Damn rules.

When Certification is a Necessity to Make a Buck

I have never looked for a punch list that would flag a need for a certified HR professional. Though I’m sure it exists. Business tends to think about it in terms of number of employees we serve. Or we think about HR in terms of risk management. While my employee numbers might not align for even part-time HR services, I’m sure there are businesses out there teetering on the edge of hiring or needing more than part-time help. There are many uncertified, but no doubt qualified people, working in the HR function in businesses world wide. I would love to hear from them or business owners or from HR managers that were hired on by a small, growing company. What pushes a business to the point of hiring an HR Manager? It is a numbers game to be sure.

I’m in this for the long haul as a pro-hr business owner. When the time comes to implement HR at a higher level I want to have the budget and resources and a big picture understanding. I don’t want to be the executive that brings it on because of some problem. The panic. You’ve seen it. I want to transition because of efficiency and employee growth. Efficiency adds to the bottom line. Any advice to prepare now for that transition would be a fantastic thing to offer up to any non-hr person or business owner still trying to do HR ourselves so we can make a buck. SHRM membership is an asset. Especially for small business. I wish more businesses knew that. Might be a marketing direction for SHRM to make a buck? How can SHRM do a better job growing membership for non-HR?

Come join me in the tweet stream to discuss this topic “How to Help Non-HR people do HR” at the next twitter #SHRMCHAT. You can catch the conversation on twitter Tuesday May 8th 8pm EST/ 7pm CST. Check out the next  show summary or last show Recap Here with your host Joan Ginsberg.

Shamleess SHRM plug – The 2013 TN SHRM Conference is officially calling for speakers. Let me know if you need the contact to submit your info! Thanks for reading.

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Lyn | Chew the HR Fat | 05 4th, 2012 | No Comments »

Wanted to share some happenings in the HR Bacon Hut world. Content has slowed down over here a bit. But, I have good reason. Let me catch you up! With two new recognition product launches starting to wrap up, we have had a great Spring at Berkeley Tandem, Inc.  And that has certainly dominated my time. Not to worry, the conversation of influence still swirls by phone or a lucky moment to grab lunch when one of my fave HR pals comes to town. I am listening and commenting! The goal? To inspire content. I’m seeing content in the HR and social media space grow in exciting ways. Let me share with you what I’m having conversations about.

Rich Social Media Pie

For those bloggers truly putting content out there, you need to get listed on the two hottest influencer platforms. And even get paid! To be an HR Blogger (The Mashable of HR)  you have to post at least 4 times a month. To be in the HR Blogger Network, PPC you have to post once a week.  Once a month or less for me is obviously not getting me a seat on the list. But, I encourage my readers who can pour out this kind of content to check out these two opportunities with Star Conspiracy and Blogging for Jobs.

Flavor of SHRM Pie

My poor SHRM chapter  has been neglected this Spring as well. Not as much as my blog though! We’ve been wrapped up in the pitfalls of social media multi-account ownership and needed website re-make. Along with my business social media, MT|SHRM is getting my live time. And my SHRM chapter social media network  is growing with a target of 2013, hosting our State Conference, and tightening our social media presence. Look for more to come SHRM fans! Very exciting. Be sure to follow us on Twitter. 

Teach Making Pie

Tying into SHRM is the new Project Social HR site in soft launch. Victorio Milian and I have been working hard to bring this HR blogger mentoring alive. The site is staged to become a publishing and educational platform for those who want to break into HR blogging. Project Social is a crowd sourcing opportunity that leverages everyone’s network to disseminate a message and “practice blogging” within a support system of other HR bloggers. I’m so excited to see this go live and buffer, the sometimes daunting task, of putting yourself out there in a professional circle. My long-term goal is to help facilitate this site as great educational tie into my SHRM chapter. It would be great if the site can help open a door to my chapter members who would like to try blogging. Victorio is doing a great job keeping me on task. He is social media community manager extraordinaire! (My French word for you Victorio.)

This influence is coming home to roost. Shout out to the Middle TN State University, Organizational Communication Majors smcorco.blogspot.com and the Special Topics Course “Social Media”. Taught by long time personal and social media pal Dr. Lynette Long, @smcorco. They have been studying me…. and you. (Amongst others.) I spoke to the class Thursday. They are a handsome crowd. A mix of blogging causes, artistic expression, college musing and insight into the mind of the college student’s introduction and perception of social media. They are learning how social media makes an impact. Dr. Long has done a wonderful job coaching these students into the world of blogging with assigned topics and required regular posts. I am schooled! It is fascinating to see their social media expression mature into their online voices. The semester is wrapping up and they now see this social media “stuff”  can serve them in their job and internship search! I encourage you to check them out.

Let me introduce you to some of the class blog roll:

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Lyn | Blogging & Social Media | 04 7th, 2012 | No Comments »