I attended HRevolution in Louisville, KY on November 6-7. 50 great minds from the Human Resources, Business Leadership and Recruiting spheres joined together for an Unconference to discuss blogging, social media and the Future of Human Resources.
I hadn’t been in the room 15 minutes, listening to introductions when someone tagged me as “Junkyard HR” based on my “elevator speech” about what I do. That someone is Trish McFarlane (@trishmcfarlane) who writes over at HRringleader.
So, what’s a savvy HR pro going to do with a new moniker? Buy the domain and start a blog, of course.
HRevolution’s big topic was a put up or shut up session on the future of HR, lead by the inestimable Mark Stelzner, who blogs over at InflexionAdvisors. (@stelzner on Twitter, if you don’t already follow him) My point in this discussion was that the future of HR was Talent Management – and my definition of that was MUCH different from others in the room.
I want to talk about Talent Management, The Future of HR, and revolutionizing small business Human Resources in the 21st century.
Why start now? Because as a wise blogger said not too long ago “There’s plenty of room for more voices.”
I build Human Resources and Safety departments for companies. Most of my career I’ve either worked with troubled management teams, or companies that were in a growth stage and simply had never had formal programs in place. Much of what I work on is adapting, altering, changing or junking the broken processes and guiding the management teams into best practices that will help their company reach their next tier of growth. I throw out a lot of junk in that process. I’ve been doing what I do a long time, from full life cycle recruiting to sole practitioner generalist, and on to multiple locations and a full staff.
So I’ve opened the HR Junkyard. Let’s discuss all the HR ideas, processes, theories and ideas that need to die. I’d like to share my viewpoint, and my straight shooting way of putting it out there. Let’s have an honest conversation.
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