Archive for the ‘Networking’ Category

Seeking Mentor in 2012

January 3, 2012

Smart, semi-successful HR professional seeks HR leader to fulfill the role as mentor. Must be eager to share ideas, thoughts and insider best practices about industry and the HR profession. Preferred candidate will engage in learning and not roll their eyes when in a conversation with staff. It is expected that this mentor will have an open-door policy and also a strong background in losing great staff members because of terrific advancement opportunities. Position available immediately.

People often mistake the idea of a mentor/mentee relationship as a one-way street. Leaders and managers have a view, however foggy it may be, of constantly schooling a wet-behind-the-ears entry-level staffer on how to conduct business. They think it’s a burden. They believe that it slows them down. They feel it’s a waste of time. They are completely wrong.

I had a mentor, once. Is it coincidence that it was my best job ever? I don’t think so. My mentor wasn’t assigned to me. She wasn’t obligated to guide me or provide support under some formally outlined, corporate program. She was just one of those people who shared what she knew, had a desire to further her profession and the people in it as a whole and felt that collaborating with colleagues – all colleagues – made her a better manager.

What if this ad came from your own employee? Could you qualify?

Let’s not make this difficult, leaders. You all know someone with exceptional capability. If you don’t, you better find a blog on bettering your recruiting efforts. Take that colleague of great capacity and fortitude and throw the ball in their court. Take them under your wing, share your expertise and watch for greatness.

And I just bet, maybe for some, hopefully for most, you’ll be mentored in what it takes to be a really great leader.

Applications being accepted throughout 2012.

Today’s guest blog once again comes from the pen (ok, iPad) of Amy Dillman.

Amy R. Dillman, SPHR, is a Resource and Policy Analyst with the Department of Planning and Budgeting at the University of Illinois. She graduated with a bachelor’s degree in Communications and a master’s degree in Public Administration and Policy Analysis from Southern Illinois University at Edwardsville. She has been with the university in human resources and recruiting roles since 2001.

Amy is President-Elect for the Central Illinois HR Group (CiHRG), an affiliate of the Society for Human Resources Management (SHRM).   She has been a SHRM volunteer at both state and national conferences.

An avid traveler, wanna-be-low-handicap golfer and occasional distance runner, Amy has a love for all things Vegas and finds her peace on the beach. She’s usually behind a camera, but you can find her on LinkedIn (www.linkedin.com/in/amydillmansphr) and on Twitter as @RhumbarFan.

Is there nothing good with Social Media?

February 9, 2011

Not a week goes by that I don’t receive an e-mail announcement or two from various organizations or law firms proclaiming a new seminar or webinar aimed at businesses or organizations on the evils, minefields or snake pits that businesses face with social media. Ugh, is it that bad?

Whether it is the possibility of the employees wasting time, doing damage to an employer’s brand, information technology breaches or privacy issues, social media seems to being blamed for everything up to and including the destruction of the Hindenburg.  Yes there are some issues that need to be addressed, but isn’t that always the case with new technologies or ways of doing business?  I remember that the internet was looked at as the end of the business world if it was allowed into the work place.  Well, it was but in a very good way.

Social media allows for the promotion of ideas, extensions of brands, advertising products and different ways of doing business.  What companies have to do is embrace the technology and platforms, learn how to use it in a productive manner, train employees on how to use it and, yes unfortunately, set up some type of measures and safeguards if necessary.  I just don’t see enough of that type of training or programming out there.  Hopefully that will be changing on a much larger scale than it has been currently occuring. 

Also, social media has allowed HR proffessionals from across the world to better network,  share ideas and solve problems.  Personally, I can vouch for Twitter as a tool I have used in the last 2 years that have allowed me to create many new relationships with some of the best HR folks I have ever met.

ILSHRM will be one of those organizations hopefully be offering that type of offering as part of the 12th Annual State SHRM Conference this August.  A whole new track will be introduced this year in order to education HR professionals on how to harness the world of social media for good, while protecting companies from the bad.  Hopefully, we will be covering everything from the basics to more advanced problem solving.  Look for a couple of announcements soon on the Illinois SHRM blog.