Another Day in the HR Field

Earlier this fall, I started a series on Strategic HR (aka SHRM "the topic not the organization") and while my intentions were to write more on this topic, time got away from me.  However, I did write and initial post that many found helpful which was referencing contributors to the topic of SHRM .  Today's post is a guest post by +Tina Gist who is both an HR professional and a graduate student of HR working on her masters degree and the graduate certificate in HR .  The following goes into much greater detail about several of the most interesting thought leaders in this field.  I personally had the good fortune to meet Dr. Lawler in person at both the Though Leaders Retreat this fall that I wrote about and at the Leadership Conference in DC as we were introduced to the SHRM Foundation board for which he is on.  I have also seen both Micheal Losey and Bill Conaty speak at prior SHRM events .  Enjoy the work from one very talented and knowledgeable stude...

The 4th in a series about Strategic Human Resources Management: This week we are covering a couple different topics that are highly interesting to me which are Strategic HRM in Action and International HRM.   I am definitely hoping to see and hear both of these topics live at next week’s SHRM (the organization) annual Strategy Conference.   Here are a few of the case studies which I believe will hit on the “in action” aspect of this week’s readings. Track: Case Studies   CASE STUDY: A Business Case for Employee Investment: A Children's Hospital Story Workplace Application: Using the Children’s Hospital of Pittsburgh of UPMC as a case study, you will learn how they positioned HR as a leader in the organization and are using HR metrics to impact their culture. Wednesday, October 3, 2012 | 3:30 PM - 5:00 PM EDT   CASE STUDY: Creating Client-Centric HR: HR at Your Service Workplace Application: Learn lessons from the b...

The 3rd in a series about Strategic Human Resources Management: I have been in HR long enough to remember the years when no one in the field (at least around me) was talking about Strategic HRM, to everyone talking about having a "seat at the table" so they can be Strategic, to now actually seeing that it has and can make a difference when companies set their mind to it!  So yes Strategic HRM is not just a theory, it is a reality.  How you may ask?  I know I have for years wondered the answer to that very question especially before I started consulting because I was never employed by an organization I felt was practicing Strategic HRM or even knew what it was.  Well, first, as I mentioned in a previous blog post , the HR pro in charge must make sure they are doing HR basics correctly or top management will not even consider them capable.  Second, you must have top management's full support and it is best if they actually own the initiative.  And third,...

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 co...