Comments on: Top 100 v1.45 SHRM

By: Mike Foster

Mike Foster — Wed, 02 Dec 2009 19:42:43 +0000

John – thanks for a very thoughtful article, and a fresh perspective on a great organization. I would like to clarify that Human Capital Institute (HCI) shares your view that SHRM is a foundational linchpin for the HR community, and offers great value and important services to it’s members. We applaud the innovation, education, and great people that are at the heart of this important professional organization. HCI is an avid supporter, not competitor to SHRM. Our programs overlap, only to the extent that Strategic Talent Management is becoming a core skillset for all human capital professionals who are serious about taking the next step in their careers.

An important distinction is that HCI doesn’t consider Talent Management to belong to the HR discipline, any more than it belongs strictly to organizational development, executive learning, or other functions within the enterprise. We believe that the discipline of Strategic Talent Management overarches the silos of recruiting, HR, OD/learning, and most importantly all line functions – and that its benefits can only be realized through practices that are integrated across the organization. HCI’s mission is to provide an intersection of human capital and business strategy, and our information, research and educational programs are all focused on that objective.

Thanks again John, and best to you and yours for the holidays!

Mike Foster, CEO/Chairman Human Capital Institute

By: laurie ruettimann

laurie ruettimann — Tue, 01 Dec 2009 20:35:07 +0000

I would certainly say SHRM is an influencer. I’m recertifying for my SPHR because of the pressure within my industry. I would say that SHRM’s status as influencer is directly related to another featured influencer, China Gorman. Take China out of the equation, and I’m not sure you have an empowered association of HR professionals who would be open to new ideas. She makes it okay for the group to try new things and make mistakes.

By: Jonathan Goodman

Jonathan Goodman — Tue, 01 Dec 2009 06:07:33 +0000

Our president has said that one of his main challenges is to make complexity and nuance interesting again (in order to advance his policy goals).

Well, you’ve certainly made complexity and nuance interesting with this series, epitomized by this post.

Your observations square with my experiences of local SHRM, in my case Dallas HR and it’s lively annual HR Southwest Expo, and the national organization which I mainly know via it’s media presence, website, publications, and the show of shows simply known as “SHRM”.

I hope some SHRM members and leadership add their thoughts and reactions to this post.

By: Ray Towle

Ray Towle — Mon, 30 Nov 2009 17:06:01 +0000

John,

I enjoyed reading your reflections and insight on SHRM nationally and locally. It clarified and confirmed some of my own observations. I would be interested in the opinions of others, both current members, ex-members, and non-members particularly in the areas of International HR; and also some of the commonly accepted sub-specialties, e.g., Selection (Sourcing, Recruiting, and Hiring); Performance Management; and Organizational Development; etc., to name a few.

Thanks again John & all the Best!

Ray Towle
Atlanta, GA
USA