#CIPD14 – a Million little HR things starts now. Please.

Posted: November 7, 2014 in Uncategorized

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CIPD Annual Conference is always something I hold in high regard.  It’s where some great speakers with stimulating content perform; where some great practitioners showcase their excellent endeavours and most importantly, where people from the profession come together to connect; reconnect; and energise.

We left on a high note with the very convincing and clever Adam Grant.  A really impactful keynote based on his Give & Take research and book.  You can follow Adam on twitter @adammgrant and his website http://www.giveandtake.com/home/AdamGrant.

He and Rita Gunther McGrath provided a very nice top and tail to a very enamouring 2 days.  Alan Watkins and Rasmus Ankersen also stood out as high calibre speakers with great research and a stimulating frame of reference to inspire us as HR professionals to act upon.

But will we?

Taking personal learning and application aside – which I am sure I will do and I sure others will too – how is any of the last 2 days ACTUALLY going to make a difference?  Peter Cheese rightly called the need for us to drive into the future with science, trend-spotting, business rigour and a refreshed process framework as our key strategic focal points.

An innovating, energising AND reliable HR function is not only desired but necessary.

This came up at the excellent HR Unscrambled fringe event run by Megan Peppin (@OD_Optimist) and Doug Shaw (@dougshaw1) – professional credibility and continuing professional development being seen as a key part of this.  And not just a bureaucratic CPD process either.  A CPD approach that is admin lite; strong on relevancy and appealing to the professional mind (and spirit).

Adam Grant called out the takers.  We have some of those in HR.  We also have a lot of loafers.  Those behind the curve, low on stretched cognitive ability and deflated of professional spirit.

We can moan like heck about the “mediocre mass” holding us back.  We can look at our own rebellious, radical, “bad boy/girl” approaches and lambaste the rest of those purporting to be people professionals.  And say “what’s our institute doing to sort this out?”

OR we can help these folks.  Help them sharpen up or ship out.

Many folks have said it lately – when are we moving from being case study/research rich to application/deployment rich?

Yes, some of the profession is moving on and being creative and changing the game.  Upping the game more so.  And many of our professional colleagues aren’t.

What are we going to DO about that?  CIPD and a CPD approach would give is some way of sorting that out.  It isn’t the sole responsibility of the institute though.  They set direction, fuel us with research and provide us with learning to do our HR thing better.  They provide professional development for us and our teams and they provide thought leaders, lobbying and a raft of work which drives the work; workforce; workplace proposition forward to help boost the UK economic and work situation for this country.  Their international role and connectivity with other institutes is right for the global proposition of the work situation.

Anyway I think there’s one thing that ALL HR professionals can do for the CIPD.  And that’s about being a passionate advocate of the things you are with the CIPD on.  Where you might not agree, you can have a conversation with them about that – the chances are always being offered to be listened to.  Whether its young people to work; the use of data and financial acumen; the need to use the right technology to support your business, the CIPD is a giver.  As a giver it needs to be asked questions.  Not ignored or chastised.  We will get the professional body we deserve.  And we deserve a good one and we have the essence of a great one.

We can also do one other thing.  Help those professionals we see and work with who are not there yet.  Ones whose practice is a bit old school.  Who’s thinking may be a bit behind in ways and means and who may be lacking confidence and has entrenched into a safe space of ticking over.

We need Supercharged HR.  We need supercharged HR professionals.  We can then attract Supercharged new blood and really drive success for people and then ultimately those businesses they choose to work with.

We need a million little things to accumulate.  Accumulated marginal gains.

Please let’s ALL stop talking and start doing.  Think big act small.

Peter Cheese called out Ram Charan’s HBR blog and the splitting of the HR atom and said “not on my watch”

Let’s see Supercharged HR on his watch.  Starting today with a million little things happening across the profession.

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Comments
  1. foxhumanresources says:

    …lets hope that folks took more away than a bag of freebies and a few choice bold statements on Twitter.

  2. perrytimms says:

    Commenting on my own blog?

    Just an update. I am setting up a community/hack site

    http://www.hr-million-things.idea scale.com

    I would like to try and accumulate one million things HR professionals are doing to change the HR game for the better.

    Would love to hear yours. Either directly on this hack site or by using #HRMillionThings

    Might not work but what the heck…

  3. perrytimms says:

    Commenting on my own blog?

    Just an update. I am setting up a community/hack site

    http://www.hr-million-things.ideascale.com

    I would like to try and accumulate one million things HR professionals are doing to change the HR game for the better.

    Would love to hear yours. Either directly on this hack site or by using #HRMillionThings

    Might not work but what the heck…

  4. […] CIPD Annual Conference is always something I hold in high regard. It's where some great speakers with stimulating content perform; where some great practitioners showcase their excellent endeavour…  […]

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