Thriving and Surviving Today

The future of HR is collaboration, communication, and credbility. It's in the hands of HR professsionals, business leaders and communities of well-intentioned, idea-driven, and thought provoking people. On most days, the future of HR is an energizing, possibility generating conversation.

On other days, the future of HR is not much more than me making it to the end of the day, project or action with my sanity intact.

From employees expressing their displeasure in words that send an HR pro to Dictionary.com, to suspenses looming like the dementors of Azkaban and staff members not playing nice, HR leadership is not for the faint of heart.

For those in the game, it goes with the territory and each instance is an opportunity shine. Before I start sounding like I've got my head in the clouds, let me stop and say, it's all how you play the game. Call it perspective, priorities or emotional maturity - it's still the same.

The madness is there. It's yours. Manage it.

Right there alongside my Black's Law Dictionary, Codes of Federal Regulations and employee relations resources galore, I have a few other tools of my trade. You won't find these at a SHRM Conference but let me tell you, they are just what the doctor ordered when the tensions rise and your psyche is strained.

Left to right we have "People," "People Pieces," and "Noone is Immune."

 

Elementary? Yes. Fun? Yes. Effective? Yes. For me. At the risk of you questioning my emotional maturity further, I ask, "What HR pro couldn't use a little voodoo every now and then?" 

Why do I have these? First, they were both given to me as gifts and second, I doubt I'd be able to convince my staff to line dance Joe's Crab Sack or Texas Roadhouse style to add a little pressure release in my day.

Seriously, it comes down to dealing with what comes my way every day so I can get back to the business of making a difference today - and in the future.

When the tensions rise and you need to thrive and survive, what works for you?

How Do I Break into HR?

Last night, I had the opportunity to participate in a Human Resource/ IO Psychology Panel at St. Cloud State University.

Arranged by Professors Kevin Mlodzik and Elaine Davis, our panel represented public and private sector firms and broad range of HR experiences and my partners in crime were:

• Pete Miller, VP of HR, Connexus Energy
• Mardi Noyes, SPHR, Director of HR Catholic Charities
• Corrine Carlson, Human Resources, St. Cloud Hospital
• Lance Fenton, Global Survey Center Administrator, Korn/Ferry
• Chuck Gorres, Director of Employee Service, Cold Spring Granite

We talked about our education and entry and progression into HR as well as current issues in the field. From the audience and professors, we addressed questions about networking (do it), finding internships (pound the pavement), differentiating yourself from others (highlight critical thinking skills), and what we enjoyed most about our jobs.

Clearly, top of mind for everyone in the room was breaking into the field and getting that first job. I wished (upon a star?) that we could tell them that if they do well in school, they will easily find a job. But that would not be true. The market is not that way. It's tough out there and Pete said it best when he said, "The best people don't always get the job."

I'd like to offer the students links to "getting that first job and breaking into HR" posts you've written or read. I am looking for been-there-done-it-and-here's-what-worked-or-didn't-work-for-me kinds of things. Whatcha got? Leave a comment or send me an email.

Last night, I saw an engaged audience of HR and Psychology students. If this is the future of our profession, we are going to be in great shape.