I’ve started this post, both in my head and on the computer, more times than I can count. Each time it takes a different direction. I guess I’m conflicted on my thoughts for SHRM10.
First, a million thanks to SHRM for letting me participate on the first Blog Squad! If you’d like to check out the blog, and I know you will, here’s a link.
My purpose for attending the annual conferences is not to learn. I don’t go for a legislative update or to learn about OFCCP. I have a local chapter for that provides that information cheaply and regularly.
I go to these conferences to be challenged with new and innovative ideas from companies that are doing it right. I want to hear what Fortune 50 companies are measuring now so I can take it back to my head of HR. SHRM did hit this point, once, with a panel discussion but I needed more.
As a generalist, I want to be able to take notes back to my office with points of interest greater than the sights and sounds. I want to hear what other generalists are thinking; I want to know what real Trench HR people are doing to make their companies great. Yes I attended the ‘Greatest Places to Work’ session; see my post on how obvious I found it. #snarky
What did I actually take away from SHRM10? A few things.
- The Monster crew was on point, with everything. Their execution and use of social media during this conference was something to be marveled. They hit every session and just so you could follow it, each session had its own hashtag. There are countless videos and posts to be read on their blog, I’ll never catch up. Bravo Monster.
- SHRM is headed in the right direction. They have staff on board that are engaged, aware, and passionate about making these conferences the best they can be. Curtis Midkiff, Manager of PR and Social Media for SHRM, has an endless supply of great ideas that if implemented could make SHRM11 the best conference we’ve seen to date. I don’t know the big guys (or woman) at SHRM, though I did meet Lon at dinner. What I would say to them is this; get out of the way. The people in the ranks have the right stuff, step aside and let them rock it.
- Dear exhibitors: lay off the booze in the expo hall. Its bad enough I have to watch grown men and women push and shove to get a hat but adding liquor to that mix is just fuel for a fire that doesn’t need to be flamed.
- Some of the session leaders get it; for example Gerry Crispins’ session on mystery shopping your recruiting process. When I attend a session and don’t tweet, that should say something. Gerry started the session by interrupting the SHRM presenter when she told us to cut off our phones. It only got better from there. Gerry’s session was current, he provided solid data to back up his statements, and he held a dialogue with the audience.
What did I find lacking from SHRM10? Full engagement, don’t fear social media SHRM. I can’t complain too much about this because I know SHRM tried and know next year will be better. I always feel this after one of these conferences. Maybe it’s the sheer size of the conference. I told Shauna, a first time attendee herself, how I love to watch first time attendees walk through the expo hall with their mouth gapping and their eyes wide open. I said last year that social media made the conference better for me and this year was no exception. The networking events were bigger and had more attendees. The addition of the social media room, all though it was in a far away spot, was a great place to unwind and run into friends. Share these things with all of those engaged in social media, and invite them over; we don’t bite, much.
What I’d like to see for SHRM11? I hope to see a SHRM fully engaged in social media next year. I don’t want to see it censored (aside from the vulgarity). I’d like to see some sessions on how to utilize social media in the workplace. I’d also like to see some sessions on next practices from HR practitioners. And could we get a few sessions on technology, please?
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Good insights. I’d like some sessions on technology, but I’d also like some sessions that don’t seem like a sales pitch for future consulting services. I know that SHRM speakers aren’t paid. They come there to book clients. Isn’t there a better model?
((concurrent sessions)) <– Of course Al & Marcus & Forbes & Hall/Oates were paid.
You and all of the bloggers did a great job covering the event. You were my shining star as a generalist, thinking and working like I do; Kudos!! Most of the sessions I attended were good, a couple were average. I did notice the SM lounge was off in a back corner; I am not sure if that was good or bad. Now if we can just get Lon tweeting, it will have been a sucess,
April, good post and I fully agree with most of what you say. My comment would be to get to know the “big” guys and women at SHRM. They are all approachable and willing to talk to any member or try to seal the dea on a non-member (hello Ben). You saw how Lon operated with us and the first time attendee who approached him as he left the restaurant. I believe he understands the importance of the members. Get to know him better.