On Friday, June 4, 2010 I was once again a guest on DriveThruHR. It is a show that takes place Monday through Friday from 12pm – 12:30 EST, discussing anything related to the Human Resources industry.

On this episode we discussed doing “Training in a tough economy.” Many organizations, small shops and consultancies are being hit hard and Training has traditionally been considered a operational expense. In tough markets it is the first to go and the last to be brought back.

Click Here to Listen (For RSS)

Some points that were discussed:

• Recognizing what gaps and issues you have with your organization for Organizational Development and for Training,
• Do an overall assessment at an organizational level, executive level and employee level,
• Assess your people, your organization, resources and budgets,
• Create a plan,
• Look at what is key to maintaining and improving your business,
• Why is it such a challenge for an organization to have, develop and deliver training programs,
• Low cost resources for training,
• Major League Baseball (MLB) and Spring training,
• Are organizations in “survival” mode or are they ready to ‘survive and thrive’ after the smoke clears.

Do you have any resources for free or low-cost training that you use? Any thoughts or added parts to share?

HR-The New Cool Kids

Recently, I came across an article from Fast Company written in 2007 entitled “Why We Hate HR” stating many reasons why Human Resources functions are ineffective at driving ethics, business strategy and the culture of an organization. Some points raised that were proof of this: HR people, at a Las Vegas HR conference, held education in communication at a higher value then Law, Business and Strategy. Even stating that the function did what was organizationally expedient rather then what actions were more valuable to the business. While there were many statements that were listed, one quote summarized many of the points in the article best by saying, “most HR organizations have ghettoized themselves literally to the brink of obsolescence…” ouch. A Big Lebowski ouch.

So here we are almost three years later and what has changed about the function or the people within it. I think a lot. At least from what I am seeing. While this article and those within other areas of business may find HR obsolete. I believe that this is a time where HR, HRD, OD and all the other acronyms you can list has started to see a rise in the times. In my personal opinion, I feel that HR has never been given it’s just do. But you have to get over that and suck it up because; as Tom Hanks would say there’s no crying in baseball.

Even while many of us within are doing what is needed to provide value and access, I believe that in the past, the business world has never allowed or given permission for us to be effective. It may be as if it has subconsciously set HR up for failure. Even with this past, I feel that we have the potential to be needed now more than ever. Here are some of the reasons why:

1. Building the Company Brand – An employee experiences all of HR. They are often interviewed, on-boarded; take part in performance reviews and disciplinary hearings with us present. There is no doubt that with as many people that are unemployed there will be damage to a company’s brand during the off-boarding process as well. You see this person being let go is not just an employee but may have been customer and referrer of your products and services. The negative feelings at departure could turn into negativity towards the company and a severely bad attitude toward its reputation as well. When I hear negative comments about a company, I most often times hear it in context or in direct connection to HR. While HR may not have been the cause of that employee’s unemployment, they are definitely a part of that employees experience at departure. We can be the next big game-changer of the perception of that employee and all in the future. If anything, there is a possibility that we can help turn around that person’s idea and perception of the company.
2. Re-Acquisition and Retention of Talent – “Gatekeeper” is often a word closely associated with HR. Within the recruiting cycle we source, attract and can even grant entrance to key positions within the company. With the unemployment rate reaching 9.5% as of October 2009 there are more people, talented and educated, that have been downsized. Many of these individuals are not only looking for security, but also the opportunity to help create value to the bottom line within the company. Regardless of industry, we are positioned to help the business and its managers understand who is out there and how to attract them. We, as HR, also have the potential to help management understand what it takes to develop and retain this talent so they can become a dedicated force that helps to build commitment to the company and marketers of its products and services.
3. Strategy, New Ideas and Approaches – Just under the surface, a new crop of HR professionals are molding and changing the landscape as we know it. All across the landscape in articles, un-conferences, on internet radio, blogs, tweets and in the marketing of HR, professionals are speaking up, being open and honest about the direction of the field and where we need to be as it relates to the effectiveness of the employees.
4. Law and Benefits – Let’s face it, who knows better about how new employment law, benefits and legislation changes affect the employee and business. They need us in order to assess and evaluate what options are best available. Well maybe they don’t but maybe they do!
5. Good HR can improve performance – Read the article!

SUPER HR

With the economics of today, more candidates understand the importance of contributing to a company. Yet at the same time more and more individuals are not only wanting a great career with growth opportunities, but also a work life balance with the knowledge that a company will not only let them be a functioning employee but also a fully functioning individual. When it comes down to it, good HR is good business. These are just a few of the many reasons why I know Human Resource people are the new cool kids in town. Let’s not just show everyone how cool we are; let’s make them all see just how cool of an asset have been and will be in the future.

Organizations make the case that employees need the best and the brightest. They use this to capitalize on ways to improve performance, increase productivity and ultimately increase the bottom line. A company may be able to snag the best and the brightest but how can they keep them. More pay, more benefits can increase the retention. Work environment is definitely a no brainer as well as the actual workability of the people that we work with.

What does development look like for you?

Yet, something I feel strongly about is Training and Organizational Development which is also a tool. So HRD/Learning professionals do the assessments and needs analysis. We often build the content and are charged with the delivery and facilitation. And at times the HRD people are even held to the operational successes, imposed as ROI, for the results that are tied to the training that is delivered to operations, sales, etc, etc.

Yet, many times, the same professional charged with the success, are often left out of the professional development equation. Budget lines rarely include the continued development and upgrade of certifications for the learning leader.

Ok my own little pity party I know – truth is I started to write this about a month ago and I believe personal & professional development is important. Some suggestions from HRSuperstar made some great. We as HR professionals need to not only argue for but also take charge of our own professional development. Unfortunately if we were to leave it up to our bosses, we would often times be disappointed.

So some approaches I personally have taken in the past:

• Identify low or no cost training: A few online programs are Geo On Demand and GCFLearnFree.org. I actually like GCF for their capability of self study and live online courses you can sign up for.
• Webinars: Many organizations offer free information webinars that are live. These can be viewed from your desktop at work and are offered by a number of organizations like learnshare.org, skillsoft.com, etc. If you are interested contact me and I can send you some.
• Local associations: While they are not the end all be all, an association can not only offer great information within your field, but when used correctly, they can help you build avenues to best practice share and offer networks and friendships that can last a lifetime.
• The key: Make it a habit to stay up to date and fresh. Not just for your own knowledge, but to keep your network and relationships fresh and sincere. Don’t just join, but also take part in groups and committees on a regular basis. While you may not be able to attend a large conference, a small group can offer more informal and intimate learning opportunities that can affect your own results; not just in your function but also within the industry you work.

The important thing is not how many avenues you are a part of, but how deep and wide you make yourself a part! I am an avid reader, twitter’ r r and information junky. I listen to blog radio shows (i.e. HR Happy HR). I have been a member of ASTD as well as ABC (construction trades) associations. I also recently started to attend a Business Seminar at University of Cincinnati. All of these not only give me knowledge in areas that I dot not commonly practice, but help give insight and acumen to the practices, processes and procedures the people within my and other professions face.

We cannot do everything but with so much access through social media, online radio, face to face, I don’t think there are as many excuses as there use to be! Whatever it is that you choose to take part in, whether association, certification, Class, webinar, seminar, whatever – As HR people doing even a little bit will help to increase our understanding of and the delivery and effectiveness of the programs we create both personally and professionally.

Get your learn on!

Innovation in tight times is always hard. It can be especially difficult in the tough economic times we face now. To be the innovative person now is like being Noah facing the task of building an ark in the middle of a desert. You can compare it to the Wright brothers taking their first flight, and the preparations they took in the 1800’s to their first flight of 1903. You could even make the argument that even the person who invented the idea of the ‘pet rock’ was innovative, while a huge stretch. What are you mad! Innovation takes not only time and dollars, but also a grain of insanity and a number of pennies to throw into a wishing well along with your prayers. All in the hopes the idea you created with will be successful.

This brings me to the wheel. The wheel is probably the most important mechanical invention of all time. Nearly every machine built since the beginning of the Industrial Revolution involves this single, basic principle embodied in one of mankind’s truly significant inventions. It is hard to imagine any mechanized system that would be possible without the wheel or the idea of a symmetrical component moving in a circular motion on an axis. Various references all over the internet state that from ancient drawings, the earliest known use of this invention was a potter’s wheel that was used in Mesopotamia (part of modern day Iraq) as early as 3500 BC. You can find a wheel like component in every part of your life. It has been reworked, downsized, enlarged, given spokes and saw like grips. Yet everyone says “don’t reinvent the wheel.”

People have their reasons for saying this because it may be easier to go with the status quo or do what has been supposedly proven and repeated time and time again. Yet, I say, when there is an opportunity to change things, make them better and become innovative in what you do or how you think, by all means – reinvent the wheel. You can use the basis of many proven ideas and build upon them to create your own success.

In time like these, when everything around you seems like a desert, you may have to build an ark just to change things up a bit!