Comments on: SHRM 2010 – Observations & Conclusions

By: mark.stelzner

mark.stelzner — Wed, 04 May 2011 23:08:02 +0000

That’s the truth. I love my coffee and it was a challenge.

By: Hotel in Manila

Hotel in Manila — Mon, 02 May 2011 08:33:19 +0000

My only nit is that there were not enough coffee shops as the lines were very, very long. If there’s one thing to know about HR, we love our java.

By: The Case For Job Boards, Strong Employment Brands, and Privacy on LinkedIn - ERE.net

Mon, 19 Jul 2010 21:22:24 +0000

[...] Crispin writes: “Mark Stelzner’s blog summarizing his observations was so good as a conversation starter that most of what I could say [...]

By: The SHRM conference – HR self-doubt and other familiar themes | Flip Chart Fairy Tales

Fri, 09 Jul 2010 08:23:59 +0000

[...] Mark Stelzner’s report carries a quote from Conrad Venter, Deutsche Bank’s global HR boss, who predicated that HR will be obsolete in ten years if it stays on its current course. Heather Vogel draws a similar conclusion; if HR carries on with the same people doing the same stuff year after year, it is screwed. Again, we have been saying similar things over here. [...]

By: The July 4th Leadership Development Carnival is up! « TalentedApps

The July 4th Leadership Development Carnival is up! « TalentedApps — Thu, 08 Jul 2010 00:03:50 +0000

[...] SHRM 2010: Observations & Conclusions from Mark Stelzner [...]

By: The HR Whisperer | Going Out on a Limb, Here

The HR Whisperer | Going Out on a Limb, Here — Wed, 07 Jul 2010 22:03:08 +0000

[...] Mark Stelzner from Inflexion Point, “Second, I was sadly disappointed by the attendee reaction to a keynote featuring a panel of HR leaders, including Google, Northrop Grumman, Kaiser Permanente and Deutsche Bank. SHRM’s membership is generally not comprised of the senior-most HR professionals from the world’s largest firms, so when they actually take the time to show up, share best practices and offer advice, you damn well better pay attention. Attendees swarmed from the session, first in 2’s and 3’s and then by the dozens. Are you there to listen to Steve Forbes and Al Gore or should you perhaps learn from those who have theoretically arrived at your career destination? And if you did walk out early, you missed a gem from Deutsche Bank’s Conrad Venter when he predicated that HR will be obsolete in ten years if we stay on our current course…”. [...]

By: #SHRM10: Final Thoughts | Career Management Alliance Blog

#SHRM10: Final Thoughts | Career Management Alliance Blog — Wed, 07 Jul 2010 19:02:18 +0000

[...] Gerry Crispin. Posted under Uncategorized on July 1st, 2010 Mark Stelzner's blog summarizing his observations was so good as a conversation starter that most of what I could say [...]

By: The Human Capital Vendor Space: Rants, Rulings and Ramblings by J. William Tincup, Starr Tincup | » The Carnival of HR – Post SHRM Breakdown

Wed, 07 Jul 2010 17:04:15 +0000

[...] that’s pretty much the real life equivalent of SHRM to the HR community. Don’t believe me? Well, Mark Stelzner breaks it down pretty well in his entry. Here’s an [...]

By: mark.stelzner

mark.stelzner — Tue, 06 Jul 2010 23:44:54 +0000

@Mike V – I agree with a lot of what you’ve said but I also feel we need to do a better job of NOT treating non-social media users like morons. The more we act like those who “don’t get it” are behind or intellectually inferior, the less they will want to embrace new media tools. It’s semantics but I believe it’s important.

@Sean – Great question and I’m glad you posed it. SHRM’s Annual Conference offers incredible personal and professional networking opportunities. Whether with vendors, practitioners, pundits, thought leaders, consultants or SHRM staffers, this is the one place where they congregate annually. So long as you plan your time effectively (and well in advance) you can derive an incredible amount of value for a relatively small investment in time and resources. Hope that helps.

By: Sean Cook

Sean Cook — Tue, 06 Jul 2010 16:30:32 +0000

Hi Mark,

Thanks for the thought-provoking post. Since I’m kind of new to all this, I’ve been trying to figure out what organizations to join, now that I’d stepped over from higher ed administrator to being a career coach. SHRM is definitely an organization I’m familiar with and interested in exploring. So I read your posts to learn more about the HR professional side of things.

So now that I have the downside of the conference, can you tell me some “upsides” as well?

I’m looking to get more involved in the conventional avenues and organizations and build my network and my competencies. I’d appreciate any advice you or other readers/commenters could offer.

What do you get out of SHRM and how could someone like me benefit?