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HR Generalists: Tricks of the Trade #TChat Recap

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Recruiting and hiring.
Compensation and benefits.
Organizational design and development.
Compliance and employee relations.
Training and performance management.
Change management and internal communications.
The list goes on…

In today’s world of work, the areas of expertise that define HR are varied and complex. Yet, most companies are too small to employ a dedicated staff of specialists. It forces the question:

In an era of increasing specialization, how can one person successfully run an entire human resource department?

Of course, this isn’t just an academic exercise. For many HR professionals, nonstop multitasking now seems to be a way of life. Recent research by The Society For Human Resource Management suggests that there’s a widespread need to support small HR shops. According to SHRM, a majority of its 275,000 members represent HR departments of 1-5 people. They know what it means to juggle many demands on a daily basis. But how can they perform effectively?

That’s the issue our talent-minded community tackled this week at #TChat Events, where two  “in-the-trenches” HR veterans led the discussion:

• Dave Ryan, SPHR, Director of Human Resources at Mel-O-Cream Donuts, and
• Donna Rogers, SPHR, owner of Rogers HR Consulting, and management instructor at University of Illinois Springfield.

(Note: For details, see the highlights slideshow and resource links at the end of this post.)

Context: How Essential Is HR, Itself?

Recently, a debate has been brewing about the value of HR departments, overall. Bernard Marr questioned the need for an HR function, while Josh Bersin championed its role. Bersin emphasizes the fact that, despite a tremendous need to reskill and transform the HR function, human resources professionals help solve some of today’s most fundamental business problems. Top executives recognize the strategic role that talent plays in organizational success, and HR professionals are best equipped to define, shape and implement those strategies.

But how does that apply to solo HR managers, who may be living in a perpetually reactive zone? Ben Eubanks describes the best one-person HR departments as leaders with entrepreneurial traits:

• We don’t pick up the phone and call our corporate HR team. We ARE the corporate HR team.
• We are comfortable with research and making judgment calls.
• We constantly seek out opportunities for professional development — if you’re not growing you’re dying.

Comments From the TalentCulture Crowd

Because many #TChat-ters understand the challenges that multi-tasking HR generalists face each day, the vast majority of Twitter chat participants sang the praises of one-person shops. In addition, many offered thoughtful advice. For example:

As the #TChat discussion demonstrates, solo managers don’t need to wait for industry events to connect with smart advice. Social tools make it easy to create a network of virtual resources to assist when you need it. Do you have a question about an unfamiliar subject? Tweet it with a relevant hashtag. (Try #TChat!) Post it to a LinkedIn HR discussion group. I guarantee you’ll get responses, faster than you expect.

Social tools also are useful for communication within your organization. Intranets are a great way to enable collaboration and communication at a relatively low cost. Cloud-based tools are available for internal discussions, project management, and reporting. Hiring systems and performance management solutions also offer social integration without steep IT costs. The possibilities are limited only by the time and interest HR managers invest in professional networking and research.

Above All: Aim for Agility

It seems that, of all skills needed for one-person HR superheroes, the most important is agility. Put aside the notion that you can execute perfectly, across-the-board. Prioritize carefully. Then, with the time and budget available to you, apply tools and resources as efficiently as your able, while making it all seem effortless.

Scared? Don’t be. If you’re reading this, you know that a worldwide community of like-minded people is right here to support you. We’ve got your back!

#TChat Week-In-Review: HR Departments of One

Donna Rogers and Dave Ryan

Watch the hangouts in the #TChat Preview

SAT 11/30:

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed this week’s topic in a  post featuring #TChat hangout videos with guests Dave Ryan and Donna Rogers. Read: “HR: How to Succeed at Flying Solo.”

SUN 12/1:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro looked at 7 ways leaders can foster a high-octane social workplace culture. Read: “Top 5 Reasons HR Is On The Move.”

MON 12/2:

Related Post: Guest Donna Rogers shared wisdom from her experiences. Read “Survival Tips for HR Departments of One.”

WED 12/4:

TChatRadio_logo_020813

Listen to the #TChat Radio recording

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with guests Dave Ryan and Donna Rogers, about the challenges and rewards of operating as a one-person HR department. Listen to the radio recording now!

#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Dave and Donna joined the TalentCulture community on the #TChat Twitter stream, as I moderated an open conversation that centered on 5 related questions. For highlights, see the Storify slideshow below:

#TChat Insights: HR Departments of One

[javascript src=”//storify.com/TalentCulture/the-hr-department-of-one.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Dave Ryan and Donna Rogers for sharing your perspectives on HR management. We value your time and expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about how HR professionals can operate “lean”? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, #TChat looks at the latest Candidate Experience trends and best practices with guest experts, Elaine Orler and Gerry Crispin! Look for more details this weekend.

Meanwhile, the World of Work conversation continues. So join us on the #TChat Twitter stream,  our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and we look forward to hearing from you.

See you on the stream!

Image Credit: Stock.xchng

Delve Into Phil Simon's "The New Small"

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I recently had the pleasure of chatting with TalentCulture’s good friend, Phil Simon about his new book “The New Small”. Phil has written two other books: Why New Systems Fail and The Next Wave of Technologies. A recognized technology expert, he consults with companies on how to optimize technology use. His contributions have been featured in The Globe and Mail, ComputerWorld, ZDNet, New York Times, ReadWriteWeb, and many other sites. Phil is also a popular speaker about emerging trends and technologies.

Why did you write this book?

  • As I mention in the Preface of the book, I saw a need. Many small business owners are awash in a sea of technological choices. They are too busy to research all of these technologies themselves. While my book is certainly no reference manual, it lays out options and provides advice that would take a long time—and a great deal of money—to learn on their own. There are many opportunities out there; many small business owners simply aren’t aware of them.

What’s the difference between how small businesses approach technology (especially collaboration tools) and the traditional enterprise approach?

  • In a nutshell, small businesses (SBs) tend to experiment more. They’ll try out a tool like Yammer, for example, on an individual basis. If it catches on, it will be adopted throughout the company. It’s less “top-down” than the traditional enterprise approach. What’s more, if something else comes along that offers superior functionality, SBs will experiment with that tool as well, utilizing what’s best from each. There’s no corporate edict that “all people must use X” even though X doesn’t have key functionality.

How can managers start with their own teams on the cheap/free to handle their communication needs?

  • I interviewed a lot of business owners and managers for The New Small. It’s given me great insight into what managers do—and how they do it. These managers aren’t sure about what’s best, so they don’t pretend to have all of the answers. They encourage employees to find the right tools. Once something reaches critical mass, they’ll give it a shot.  Today, so many products are based on the “freemium” model; it’s rare now that you have to sign a traditional contract with a vendor before you can kick the tires on collaborative tools. These companies embrace IM tools such as Meebo, calling tools like Skypeand GoogleVoice, and simple hardware like webcams, Smartphones, and digital cameras.

It reads on your website that you’re an independent technology consultant. There are lots of people out there that would love to get into consulting, but aren’t sure about the first steps. What are some essentials for anyone who wants to get into consulting?

  • As I write in The New Small, many people begin contracting almost involuntarily. They’d like a full-time job but can’t find one in this economy. As for requirements, I can tell you about the essentials: a website, errors and omissions insurance, financial and accounting software, a healthy network of recruiters and friends keeping an eye out for you, potential incorporation, and the like. More than that, however, one needs to know appropriate rates. It’s hard to know what your worth and, admittedly, it’s more art than science. Sometimes you take less than you can get. Most important, you need to have a personality that accepts high highs and low lows. You won’t get a steady paycheck. Be prepared for the feast or famine world of independent life.

Historically, big technology had the advantage because it was safe and reliable. “Nobody ever got fired for hiring IBM” is the old saying. But now, it seems like small tech has the edge. How can that be? What changed?

  • Many things changed:
  • Broadband exploded.
  • Storage costs plummeted.
  • Freemium took off as a business model.
  • A massive wave of innovation occurred.
  • Other tech events and trends made the New Small possible.
  • Factor in a drop in job security and a desire for people to do their own thing and suddenly it’s hip to start your own company.

How realistic is it to want to start your own business in today’s world? What are some things to consider before starting your own business?
  • It’s very realistic. It happens every day. As I point out in the book, technology has drastically changed in the last five years. There are viable ways to minimize up-front costs, always a good idea when you’re hanging your own shingle. What’s more, social media allows companies to reduce often ineffective marketing expenditures.
Are there certain things in today’s world that make starting you own business a good idea?

  • Sure. The founders of the companies profiled in the book all were searching for something different—an alternative to traditional corporate life. There’s more flexibility being your own boss. You get a fundamental sense of satisfaction from working for yourself, and you can pursue ventures that you find worthwhile. There’s always been a sense in this country that you can succeed on your own terms. Technology today has made that easier, although the challenges of the current economy cannot be understated.
What advice would you give to entrepreneurs who have just started or planning to start their own business?

  • Don’t be afraid to experiment or fail. Einsten said something along the lines of, “If you want to increase your success rate, fail more often.” This couldn’t be more true today–particularly with respect to small businesses.  Also, get away from technologies that no longer meet your needs. Whether it’s ERP, CRM, a content management system (CMS), or whatever, see if there’s something better out there. Then try it out!
Do you have any tips for managing projects in the New Small?

  • Yes. Go agile. These companies do not use Waterfall-based methods. They can’t wait a year to see if something is conceptually sound. Throw something against the wall and see what you like and what you don’t.  Also, don’t reinvent the wheel. See what open source and off-the-shelf tools exist. Use existing APIs and modules to extend functionalty.
Could you please tell us, what businesses have inspired you? Also, what’s exactly this “new breed”?

  • In short, the owners of these companies inspired me a great deal. They weren’t afraid to break away from old tools and techniques that have worked for them and taken them to a certain point.  This new breed is open, experimental, and curious. They are constantly pushing the envelope and refuse to manage by routine. You’ll never hear “that’s not the way we do things here.” They’re a dynamic bunch of companies that, as you see in the book, is doing some amazing things.
In the first chapter of the book, which is available for free preview at your Web site, you call the present situation “the era of constant technological change.” In your opinion is there a difference between the way large enterprises and smaller companies respond to it? If so, what are the main challenges that small businesses face?
  • For political, legal, and financial reasons, big companies often cannot get away from technologies that no longer work for them. Small companies don’t have that problem. The world is their oyster. Yet, that very freedom can easily become chaos. Fortunately, the New Small is able to strike a balance, getting the benefits of amazing new technologies in the process.
Why do you think the emerging technologies, such as social media or cloud computing, are a perfect match for the needs of small businesses?

  • Many reasons. For one, they scale quite easily. No longer does a business need to predict “just how much” technology it will need. Second, success begets success. You can dip your toe in the pool before you jump in. Finally, with the Freemium model, you can test-drive technologies before making the jump.
What do you hope to impart on the world with The New Small?

  • In short, that it’s better to be small. Progressive small businesses are doing some amazing things. The book tells their stories; it’s not a theoretical or abstract text by any stretch. Once you see what these companies are doing, you’ll want to experiment with some of the same methods and technologies.

Crowdsourcing For Your Business Or Community

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Crowdsourcing. It’s more than just a popular buzzword.

It’s a really useful community knowledge-sharing technique. Think of it as an open call for tasks, information or data collection – mostly through new media technology.

Often, a passionate, informed crowd can much more powerful in generating ideas or offering solutions  than an isolated individual, business or closed community.

Here’s How Crowdsourcing Works:

1) You identify and define a problem or a need.
2) You broadcast that need online and call for solutions.
3) An online crowd discovers that call and collectively contributes solutions.
4) You use the crowd’s suggestions to choose a way to fix your problem and reward the individuals who developed that suggestion.
5) In the end, you’ve fixed your problem and the passionate crowd gets that feel-good reward of helping someone out. Everybody wins.

 

Examples from the video:

NotchUp
 Cambrian House

Another example of crowdsourcing at work:
Waze is a turn-by-turn navigation system that has been mapped and tagged entirely by its users. It’s a mobile application that aims to make driving a smoother and more social experience by giving users the power to inform other drives of speed traps, traffic delays, accidents and more all while their phones send geo-data to the waze network. Check it out at waze.com.

Image Credit: Pixabay