Calling All Strategic HR Mgt Contributors

The 2nd in a series about Strategic Human Resources Management:

This is the second in a series of posts related to the Strategic Human Resources Management course I am teaching here at the University of Illinois Springfield. This is a shout out to all those I have researched and the students will be researching who are considered by others as contributors to the field. In addition, it is my way of asking for advice, information, and suggestion on who else might be out there that I have yet to run across. Since the names will be researched and papers will be written on each of them individually to learn more about the field and what contributions have been made, I am specifically searching out those who have published or speak regularly about the topic. So if you have a moment please comment with any insight you may have and/or share this blog post with others you think may be helpful. In the meantime, here is our first stab at a shout out for Strategic HRM contributors:

1. Angel Baron

2. Bill Conaty

3. Dave Lurich,

4. Ed Lawler,

5. Ed Schein,

6. Farhad Analoui

7. George Dreher

8. Gerry Lake,

9. Greg Stewart

10. Jac Fitz-enz,

11. Jack Phillips

12. Jeffrey Mello

13. John Purcell

14. Julia Connell

15. Kenneth Brown

16. Micheal Armstrong

17. Micheal Losey,

18. Norm Smallwood,

19. Peter Boxall

20. Ralph Christensen

21. Randall Schuler

22. Stephen Teo

23. Susan Jackson

24. Thomas Dougherty

25. Wayne Brockbank,

Don't forget about the upcoming SHRM conference specifically covering this topic of Strategy.

Comments

55 Active Job Search Sites (Updated 7/19)

I had a company encouraging me to update this list over the last couple of months. Since they focus on veteran hiring and I am a veteran supporting other veterans I am happy to add the following to this original posting from 2017. Silent Professionals is a free veteran recruitment service. Their differentiating factor is that they focus on a very specific subset of veteran employment which is the combat arms veteran. Their site is much more than just a job board because they actually provide a service behind it which is all free to the veteran. As combat veterans themselves, with a vast amount of experience in the private security sector, they are able to use that experience and influence within the industry to act as trusted advocates for the veteran candidate. They boast an incredible 84% job placement success rate for candidates that they recommend to employers. One of the reasons they're able to do that is because of their focus on jobs for combat veterans who are seek...

Honest, Vulnerable, and Transparent Communications Can Be a Curse for Women

As we approach yet another end to Women’s History Month where organizations make a sincere concerted effort to raise awareness to the issues women face in the workplace with hope for continued change, I am skeptical. Not because I do not believe in the effort. Not because I have not heard story after story of women who have made history and are honored and respected highly for women’s suffrage progress they have made. Not because I do not believe in change. I do believe strongly in the effort that brings these stories to the public causing change. However, the reason I am skeptical is the same reason so many other women question the possibility of real change. Why, because we have been victims who feel defeated repeatedly and constantly reminded of the loss experienced. When you feel you have taken two steps forward and knocked five steps back every time that original wound opens and reminds us of the curse lived just because we are a woman. I had to be quiet about the real reason I ...

MORE Consolidated List of SHRM Certification Announcement Posts with LINKS (Updated)

UPDATE 5/21: Added one more post and link below from Workforce.com not found last night when I originally wrote this post. On the eve of my attempt to help our local CIC-SHRM members make sense of the news of last week at our bi-monthly meeting tomorrow, I did another search. Again, I will wait to comment fully about my own understanding and opinions until after I get a response from SHRM regarding a question I have that has yet to be addressed and I hear again from our regional MAC rep on a call I am scheduled to participate in on Thursday. However, I do want to rescind and revise a comment I made in my earlier post. Last week I stated the following which is not entirely true: “The fact that the HRCI Executive Director did not receive advance notification leaves me a bit disappointed for a variety of reasons.” The HRCI Executive Director did know about SHRMs plans because she is part of the board where the topic was discussed. However, she did not know the communication would go...

Another Day in the HR Field

Search This Blog