One of the things I’ve noticed since I started blogging is that a lot of bloggers like banging on SHRM (Society for Human Resource Management for the uninitiated or uninterested). When you’re talking about an organization that represents more HR people than any other organization, they are going to be fair game. And when SHRM speaks as the voice of HR politically, there are going to be disagreements as to what they are doing right and wrong.
Most of the criticism I’ve read about SHRM has been fair. There are some that expect SHRM to move the moon and the stars but those people are few and far between. Some of the criticism has been directed at their political activities and their educational pursuits for HR professionals. My criticism is that they haven’t been a player in bringing HR into the 21st century.
Despite criticism, SHRM has and is doing some good things. Laurie had a great perspective on it that I don’t feel the need to repeat. But they are going to follow their own agenda, the one where they believe they are going to move their organization forward in the best possible way. Many times, that is going to align with HR professionals. Other times, I would argue that it is more for SHRM’s benefit than the HR profession’s benefit.
With all of those facts laid out, what value are you as an HR professional getting out of raging against SHRM? Being a man of action, I simply believe there are better things we can be working on besides hating on SHRM. There are two basic routes that I think are more productive than just writing about how bad SHRM is:
The first option is you work hard within SHRM to make it better. You stop sitting back and being a passive complainer about the way things are and start trying to make it better. A great example of this method is Sharlyn Lauby. She is willing to get her hands dirty and put in the time necessary to make a real impact there. There are other people of course but she is a good example of that because she is moving SHRM in the direction I would love to see.
The second option is you work hard outside of SHRM to create or support the type of people and organizations that can help you achieve what you want. This is the way I’ve chosen to operate (full disclosure: I am not a member of SHRM so I am biased). Some see this as an anti-SHRM approach but I see it as simply an independent way of doing things (that also includes supporting SHRM when they are doing things right). The downside is that you’re responsible for your own education, networking and other things that SHRM was providing to you.
I’ll be honest, that second option hasn’t been such a bad thing. If I am dumb about law changes or pending legislation, I only have myself to blame. If I am missing out on best practices, I need to be more plugged in with my peers. It adds a new level of accountability when a few others in the field use SHRM as a crutch for ignorance.
I used to spend a lot of time thinking about cases where SHRM was failing HR and making a big stink about it. Now I use that time to align with SHRM when it makes sense to me and make progress in education, networking and political advocacy outside of the organization when it makes sense. Which option are you choosing?
March 30, 2009 at 3:06 pm
Good stuff Lance! I’m actually a SHRM member but definitely appreciate where you’re coming from. Similar to your point…nothing is more pathetic than attending some SHRM related function and listening to the attendees complain about not being recognized as strategic partners or “having a seat at the table” (gag). Instead of banging that drum with your colleagues at a luncheon, how about you do what is necessary to prove HR’s worth as a true business partner. Show how you can impact the bottom line and the powers that be will start to listen and eventually invite you in. Enough of the belly-aching already.
March 30, 2009 at 3:29 pm
i think this is smart.
option one… Sharlyn is such an excellent example and her attitude towards SHRM was actually what made me rethink my approach towards the SHRM beast and what i see as their deficiencies.
option two… it’s like taking the high road in the HR vs. Finance debate, or the always so popular “i hate HR” discussion. rise above, and do something else, or do better. simple.
good stuff.
March 30, 2009 at 4:20 pm
I’ll bang on my local chapter of SHRM, if asked. I’ve invested time in that organization and realized it was ill-spent. I learned and moved to alternative groups as well as solo. You don’t need to be a “member” of SHRM to affect change SHRM: 1) The market is big enough for competition 2) People vote with their feet and pocketbook. When SHRM figures out they have customers – not members (a critical difference), their leadership will be able to see its potential.
March 30, 2009 at 8:27 pm
I’m a member of SHRM, but I find the ongoing frustration about no seat at the strategy table or no direct lines to organizational power both tiring and frustrating.
I also think that 21st century HR desperately needs to lead in ways that to many in the field seem outside the pale.
I also suspect that much of the national and political restructuring in the fields of health care and retirement will wreach havoc on HR. That may require some bail-outs of HR execs not unlike those of some auto-execs.
This national, governmental, business and community restructuring is going to be really messy–but necessary.
http://www.danerwin.com
March 31, 2009 at 10:39 am
Excellent Article Lance
You made some fantastic points, and indeed it does take the Village to Raise the child..
The one position that caught my attention is the following quote – “ther times, I would argue that it is more for SHRM’s benefit than the HR profession’s benefit.”
Which unfortunately creates the conundrum – and one that I have personally seen happen on several association on several occasions – When Big Bucks, or Larger Influence is inv0lved, even the best of intentions can be diminished, squelched or quieted.
Sometimes unfortunately even the squeaky wheel may be burned instead of getting the grease.
karen mattonen
April 1, 2009 at 9:16 am
I think this is an excellent call to action. Choose option one or option two; it’s time to get off the pot.
Blog-Squawking gets HR nowhere. For better or worse, for the most part SHRM is an ACTIVE participant. If you think they can do then better- get involved.
-sjd
April 1, 2009 at 2:51 pm
@Jason – I love complaining but it only takes us so far. Recognize the problem, formulate a plan and act.
@Jessica – High road. I like it.
@William – I agree. Working outside of the organization can help push it forward.
@Dan – I think you hit some excellent points there. I don’t know about a bailout but certainly a different way of thinking.
@Karen – I think that’s what pushes people to move away from SHRM. They are big and they have good money. They assume a small member can’t do much.
@SJ – Yes. I’m not quite sure I would have picked that analogy but it is true.
April 2, 2009 at 10:41 am
Lance,
I completely agree with the second position. I was working with SHRM for a full two years, and running into problems with them at ever turn. Like you said, working outside of them is not that bad! Right now I’m working with a smaller online company that gives me all the knowledge and tools that I could possibly need, and since they are a small company, they actually value my business! The company I use now is iworkwell.com, they are just one option to try outside of SHRM. I think that people shouldn’t bash SHRM, but they should just look for other alternatives…
April 5, 2009 at 9:41 pm
Powerful post Lance! HR is truly responsible for its own fate and can’t afford to wait for an organization like SHRM to earn the respect it so sorely desires. I’ve shared you post with my readers in weekly Rainmaker ‘Fab Five’ blog picks of the week (found here: http://www.maximizepossibility.com/employee_retention/2009/04/the-rainmaker-fab-five-blog-picks-of-the-week.html) so that they may feel the same sense of inspiration I felt after reading your post.
Be well Lance!
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