July 11, 2024 • 35 mins
What happens when generational stereotypes about Millennials and Zoomers collide with the realities of the workplace? On this episode of Jaded HR, we’ll unpack the surprising truth about a newly hired HR administrator who defies these labels, and share our unfiltered thoughts on the SHRM national conference. You’ll hear us laugh, rant, and rave about the tech glitches that wiped out a whole episode, and the rollercoaster ride of emotions when we lost Jason Sudeikis as a speaker and got Al Roker instead. Oh, and if you’re from Tyler, Texas, you might just get a special shout-out!
Ever wondered how SHRM’s focus has shifted over the years from certifications to celebrity appearances? We dig into the nitty-gritty of SHRM’s evolving landscape, including the infamous split with HRCI and the ramifications for HR professionals everywhere. With skyrocketing membership dues and a perceived decline in resource quality, we question whether SHRM is really worth it. And we won’t shy away from the hot topic of politics in professional organizations, particularly Johnny C. Taylor’s advisory role to Trump and how it’s influenced SHRM's direction.
But it’s not all doom and gloom. We’re big believers in the power of fan feedback, and we share our excitement over messages from listeners like you. From the mishandling of HR responsibilities in a family-owned company to the joy of connecting with our audience, this episode is packed with stories that will make you laugh, think, and maybe even shout at your device in agreement. Don’t miss our call to action for modernizing SHRM’s approach, and get to know our voice artist, Andrew Kolpa, along with the music by the Underscore Orchestra that keeps us all grooving through those HR WTF moments!
We want to hear from you.
Text us or leave a voicemail (252) 564-9899
email: feedback@jadedhr.com
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Andrew Quilpa (00:02):
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password, or Can I write
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to Jaded HR.
Warren (00:54):
Welcome to Jaded HR, the podcast by two HR professionals
who want to help you getthrough your workday by saying
everything you're thinking butsay it out loud I'm Warren, I'm
Cece.
Well, thank you to all of ourlisteners who listened to our
Encore episode two weeks ago,because we had just a technical
malfunction Only the second timein four years that that's
happened, that we couldn't evenuse something we recorded.
(01:16):
So Feathers and I had it happenonce upon a time and we just it
was in the recording process,we just in the middle of it we
said you know what?
It's not working, we'll tryagain.
But we had a whole episodeseemingly recorded, but when you
go to edit it it was prettymuch garbage.
I mean technically garbage, notquality wise.
(01:37):
It was digital sounds andblanks and scratches and things
like that as I knock over mymicrophone and things like that.
Cee Cee (01:46):
Dare I say it was the best podcast episode ever,
exactly.
You'll just never hear it, soyou'll have to take our word for
it.
Warren (01:53):
So exactly.
It was so awesome the servicecouldn't handle it.
That's what it was.
We want to thank our Patreonsupporters.
We have Hallie, the originalJaded HR Rockstar Bill.
We also have Michael.
Michael should be getting hisJaded HR sticker now because
he's been donating for threemonths now.
(02:13):
So I think that's the thresholdfor getting a free Jaded HR
sticker Not free donated forthree months.
So now you get it.
So yeah, we'll have to do someoriginal content.
I think I've done two things forthe Patreon supporters.
One was just a rant while I wasdriving.
It was A a rant, and B I wantedto test out some mobile
recording using the cell phone,and I forget what the other one
(02:35):
was.
But they've gotten two specialepisodes so maybe I'll come up
with something new for them.
But I have another person tothank whose name I do not know,
a listener from Tyler, texas,with the last four digits of
their phone number is 3233, usedthe fan mail option in the show
(02:56):
notes to text us and they saidthe nicest thing anyone has said
about millennials with thecrying face the bourbon
Christmas special, and I meantto listen to that again, but I
didn't have a chance todaybecause this text came in
yesterday so I didn't get achance to listen to it again.
(03:16):
So I want to see exactly what Isaid.
But I'm not too bad onmillennials.
I like millennials.
It's the Zoomers.
I'm pretty hard on millennials.
I like millennials, it's theZoomers I'm pretty hard on.
And I'm sure the millennialswill get there, or the Zoomers
will.
As they grow up and mature alittle bit they'll be better.
Cee Cee (03:32):
So and I also yeah, and then Alpha will come into play.
Warren (03:35):
Yeah, I think.
Will I be retired by the timeAlpha hits the job market?
I may be, so we'll have to seeabout that.
Cee Cee (03:45):
I literally just had an alpha.
Warren (03:48):
Exactly.
I do not intend on working inanother 18 years that is past my
expiration date but I hired aHR administrator.
It started last month and she'sfresh out of college.
She is a Zoomer, but she breaksevery stereotype, every bit of
(04:09):
it, so I'm really happy.
Don't think she would everlisten to this podcast and this
is sort of segwayingunintentionally into our topic.
We were having a discussionabout what her goals are and she
wants to get her uh, shermcertification and I'm going to
encourage it.
I'm going to I'm not going tosay, yeah, really you don't need
that, but I'm going toencourage it and I'm going to
(04:31):
get the company to pay for itsome way somehow and and and do
that for her.
But yeah, but our topic issherm 2024.
Chicago was two weeks ago,because that's what we were
recording about two weeks agoand that turned to garbage.
Maybe, oh, maybe, it's JCTdidn't want this episode to get
(04:51):
out, that episode to get out.
So we'll see if it happens yetagain we're being spied on, but
anyways, shrm 2024 was inChicago two weeks ago and
neither of us were there and so,but I had some, had some, some
thoughts on it, and you've beento some SHRM, so you've you've
had some actually goodexperience there.
(05:12):
Tell, tell us about yourexperiences going to the SHRM
national conference.
Cee Cee (05:17):
Yeah, so I went.
Oh, did I go to one or two?
I feel like I went to maybe two, but I had a great time and
that's only because I getenergized by being around people
in the industry who are verypassionate and, let's be honest,
most of the people who go thereare going to be your HR nerds
so extremely passionate people.
(05:38):
I don't think I really like I'mgoing to take this back.
I did learn one thing.
So I was going to say I don'tknow if I learned a lot while
I'm there.
I think it's more like being inthe experience and stuff like
that.
I did take away something forsome leadership competencies
that someone else was doingbecause it was a nice little beg
, borrow, steal situation.
(05:59):
But yeah, I personally had ablast in Vegas, so that was
awesome.
Warren (06:05):
Well, and that's a lot of the feedback I've heard the
people they go, they have agreat time, they have a blast,
they enjoy it, but there's nothere.
There, there's not a lot ofcontent.
You're not going away with 10life-changing things that's
going to improve your HR worldand things like that.
(06:25):
And I've never been to anational conference.
I've been to multiple stateconferences up in Virginia but
those are a little bit more itseems to be more content-driven
than maybe the national ones.
Because one of the things whenwe came up with this topic a
couple weeks ago my goal One ofthe things when we came up with
this topic a couple of weeks agomy goal I pulled up the list of
(06:47):
presenters on the SHRM websiteand first there's like 300 of
them.
So my goal was to actually gothrough those presenters and
sort of categorize them as inpractitioners or consultants or
motivational or authors or allthe above.
And I only got to B or C inthat before I gave up because it
(07:10):
was just an all-timeencompassing task.
But I think I had one or twopractitioners.
By the time I got to the lastname, c or wherever it was, I
stopped and the rest weremotivational speakers and
consultants and and things likethat, and that I just I don't
get much out of those peoplewhen I see, the first thing I do
(07:33):
when I get an invite to anysort of conference or online
seminars, I look at the speakers.
I see who they are and whattheir their background is and I,
yes, I am very judgy.
That's what, that's what Xersdo.
We're judgy as hell.
And I look and say, okay, notgoing to get anything out of
this, but but there are ahandful of people out there in
(07:54):
for the next fan mail.
I'd love to get some fan mailfrom you to listeners who are
out there on the speakingcircuit that you are going to
stop and go to it when you seetheir name.
So I have some names and a lotof them have been guests here.
John Hyman is someone that ifhe's speaking, I'm going to try
and join.
David Miklas, kate BischoffGosh, I'm trying to think.
(08:16):
Suzanne Lucas They've all beenon the show before and if
they're speaking, I'm going togo because they have the
experience.
And first, attorneys overall, Ienjoy listening to employment
law attorneys.
That's where I learned so much,and actually next week I'm
going to a local labor andemployment seminar.
(08:37):
That's all day long and I'mgoing to get a lot out of it,
but I hope I always do.
I'm like a dozen of these and Ikeep going because I get a lot
out of it.
But when hope I always do adozen of these and I keep going
because I get a lot out of it.
But when I start seeingmotivational speakers, I did.
I'm not going to name thecompany an HRS company.
They did a all day thing veryrecently and I wanted the credit
(08:58):
, so I did it and I might,honest to God, full intent was
to watch it and pay attentionand try and gain something out
of it.
Couldn't do it.
They were all pie in the skylive your best life, do your
best thing, try real hard.
And all of them were hawkingsomething.
They wrote a book, they have apodcast, they have some other
(09:21):
consultant.
They want you to, and one ofthem was just so obsessed with
oh, I work for this thing,company, and I work for that
thing, company.
I got an email directly fromElon Musk once and OK, great.
Cee Cee (09:38):
You should see my inbox .
I'm important.
Warren (09:40):
Yeah, that does impress me, those type of things, so
impress me.
Cee Cee (09:44):
I want to get some content.
Warren (09:45):
What can I do to do my job better?
Be better, help my newassistant.
Be better help my company?
That's what I'm looking for,and I just don't think SHRM has
delivered on that is great ifyou're new to career.
Cee Cee (10:08):
I think once you have worked a little in the space and
you meet people who are reallysmart in areas where you might
not be and you don't need thosekind of.
I mean most of the stuff inthere you can find in Google or
in local HR guard.
You don't need to really paythe membership or all of that
stuff.
I will say I did see.
So two things.
So first off, I think when Iwent to SHRM it was weird for me
(10:33):
because I'm the L&D space.
So when I went to SHRM it feltlike a lot of the topics that
they were doing were a littlebroad or or very specific to
stuff that an HR professionallike I won't say like an HR
generalist, but yeah, like thatHR generalist space, all that
stuff great for them, but for meit's kind of lacking.
(10:55):
So in the past I've gotten moreout of the targeted conferences,
especially if it's a vendorconference.
So I'll shout them out becauseI love them so much.
Like Cornerstone, the LMS whenI went to the Cornerstone annual
conference I learned so muchthere.
(11:16):
I met people there, beggedborrowed and sealed from people
or stole from people, like didprojects or have projects in
mind but are a year or two intoit.
So I'm like, okay, what workedfor you, it didn't.
That was awesome.
I love that.
Also, brené brown was thespeaker like that's an awesome
speaker that year, so that I gotso much more out of it.
(11:40):
I did see martha stewart atsherm, which was so I like how
they really tried to.
Her whole thing at the time wasthe reducing recidivism rates
with how you hire an HR, because, oh, I see, I see how you're
making this work.
But at the same time I was likeI don't, more people were
(12:01):
interested in her friendship andrelationship with Snoop Dogg
than anything that she had tosay in the HR space.
So, yeah, I'm curious to hearwhat the listeners have to say
of who they'd love to hear at anHR convention, because I know
they try to get the coolestcelebrities or past presidents
or whatever and at the end ofthe day, I just want, I want an
(12:22):
HR.
I was just gonna say HR rockstar, but I'm going to walk that
one back, but I want, like, anHR celebrity.
Yeah.
Warren (12:32):
Who would be an HR celebrity that I can't name, of
anybody that I'd be falling overmyself to to me say oh,
Sherman's bringing in whomeverI'm going to go.
Who is there?
Who's on?
Cee Cee (12:46):
Yeah, Ooh, that's a really good question.
Warren (12:52):
I don't know, I don't have to answer that we're not an
industry filled with a lot ofcelebrities.
Cee Cee (12:57):
Or just like a real kick-ass CEO or something I want
to learn from.
I just want to learn fromsomeone who I can take nuggets
back.
Warren (13:06):
Exactly, but you brought up the.
You know, SRM always brings incelebrities and this year they
apparently had a little debaclewhich I totally forgot about
until you started mentioningcelebrities.
I guess you're probably alittle bit more informed on
their keynote, who bailed andtheir replacement.
(13:28):
So tell us a little bit aboutwhat happened there.
Cee Cee (13:33):
Oh, so Jason Sudeikis was supposed to be their
headline keynotes.
I'm going to presume it wasbecause of the Ted Lasso work
that he I know, I didn't knowuntil a week ago I didn't know
he was one of the.
He was like I'm going to walkmyself back on that one too.
Know, I, I didn't know.
Until a week ago, I didn't knowhe was one of the.
He was like I'm going to walkmyself back on that one too,
because I was being super judgyand I'm a Ted Lasso fan.
I'm a diehard Ted Lasso fan.
But at the same time I'm like,oh, oh, so anyway, woo.
(13:56):
So he, I'm around adultstonight.
This is very exciting, but thenhe's in bed.
I'm talking to adults.
So, yeah, so he was the keynotespeaker.
He bailed at the last minute andthere was this very vague email
that when I get it but I sawsomeone screenshot it and an HR
group and basically it said hey,you thought you're going to see
(14:16):
Jason Sudeikis, not so muchreasoning behind it.
So I think a lot of people werereading into it.
Why, why, why, turns out to gowatch Caitlin Clark play at a
basketball game, which veryuntidless, so like, if you ask
me.
And then I think Al Rogerfilled in at the last minute for
(14:36):
him, so he again.
Now I don't know.
I wasn't there so I don't knowexactly what how the
conversation went.
So I don't know exactly how theconversation went.
I don't know what perspectiveshe brought to the table.
As you know, the Today Showmeteorologist, I'm sure it was a
really good conversation, butagain, I don't know.
I'm just like said I want, Iwant an HR celebrity.
Warren (15:00):
Well, Ted Lasso.
I'm a big fan of the Ted Lassoseries.
I've watched it a couple oftimes.
I'll probably watch it again inthe not terribly distant future
.
There's nothing else on TV rightnow, it seems like, but there
are a lot of good takeaways forHR and it boils down to be a
good human being, if you want toput the whole series in one
(15:21):
phrase.
But I think there could havebeen some good tie-ins and he
could have been a really goodspeaker.
But when you told me originallythat Al Roker was the fill-in,
I couldn't help but laughbecause I think either that day
or the day before I waslistening to Conan O'Brien Needs
a Friend and he was talkingabout on the Late Show when he
hosted, that if a guest bailed,his number one phone call was
(15:43):
always to Al Roker who would bethere no matter what, to fill in
for anybody.
And he says that's why Al Rokerwas on so many times, because
they'd have a guest bail andhe'd just yeah, I'll be there in
half an hour and whatever.
So that just I love that.
Yeah, that just made me laugh.
But I I do think that over theyears Sherm has been really
(16:06):
relying on the celebrity poll,uh, to get people to attend, and
how many things I see with inthe last six months or a year,
even with Kelly Clarkson and JayLeno and Jason Sudeikis, and
then they just really hype it up.
But I like all the above, butonce again, that's not going to
(16:28):
make me say I've got to go andSHRM, I think, is now in the.
They really were in thebusiness of certifications there
still are, no doubt, but Ithink they're really in the
business of seminars now,because every week, every month,
they've got a different seminar.
Some of them are specializedseminars, but I'm a generalist.
(16:48):
I've got a total of threepeople in my HR department,
including myself, so it's got todo a little bit of everything
there, but I see these seminarsbeing planned.
I think that's what they'rereally trying to sell is their
seminars as much as anythingelse, even more than the
certifications.
Lord knows, I used to get somany emails all the time about
(17:10):
certifying.
I've been certified basicallysince 2003.
Why do you keep sending mecertification emails and things
like that?
So it would become veryannoying to me and still now,
even if I go to my Facebook page, it's telling me don't forget
to renew.
I renewed months ago.
Why are they sending me thiscrap in my Facebook?
And I don't follow a sherm, Idon't do anything like that to
(17:33):
get them.
But yeah, I think their whateveryou want to call it their
business model is now get peoplein the seminars and get the
celebrities in, but our dueskeep going up.
We're not getting anything else.
The website is a lot worse thanit was even just a few years
ago.
They're paying.
(17:53):
I heard Sudeikis was supposedto get paid something like
$300,000 for being there.
Sudeikis was supposed to getpaid something like $300,000 for
being there, and they've hadpast presidents there and they
charge in the hundreds ofthousands for a speaking event.
I don't know that's what yourmembership dues are going for,
because you're not getting.
I used to love the white papers.
(18:14):
I'd actually use the whitepapers.
I'd use some of their templates, I would use some of the
resources on SHRM, but it's justit's not there.
Chatgbt can do all of that forme quicker than SHRM can.
Cee Cee (18:26):
Seriously.
Warren (18:28):
And they're-.
Cee Cee (18:29):
Seriously, and I can tell you exactly when that shift
happened, because they are it'slike a cash grab right now
honestly Just there to sellwhatever.
But it was the exact time wherethat shift happened for them is
when they broke up with HRCI.
Yes, I think that's where itturned into.
Hey, we have this newcompetency model and if you come
(18:51):
over here and just watch thisPowerPoint, we'll give you a
SHRM certification.
And now they have me by theballs because I don't want to
lose my certification, because I, like, went in for two and a
half hours, took this exam andpaid this money for it and I
have it.
So now it's kind of like well,I guess I don't want to lose it,
so I'll just keep paying thismembership fee and I'll keep
(19:12):
redoing my certifications and Iguess I'll just pay for the Like
it's just, it's, it's so stupid.
Warren (19:19):
No, I agree, I keep mine up to date as a my employer
wants me to have it and it's nota big ask.
But I thought that was the mostbrilliant thing SHRM did to
undermine HRCI when they hadtheir little public divorce or
whatever with it is just as Iwas SHRM or, excuse me, I was
HRCI, sphr certified and youjust go in, watch this like
(19:42):
stupid little PowerPoint forhalf an hour or however long it
was, and now you're a SHRM SCPand it didn't even cost you
anything.
It was free.
So now, because that's thebiggest barrier into getting the
thing is sitting down, takingtests, studying, preparing and
things like that.
So for a few years I was bothSHRM, scp and SPHR, but the
(20:05):
employer I was working fordidn't really support it, so I
let it.
I let it lapse, and so I had toretake the test a couple of
years later and so I'm nottaking the test again ever.
That is that is on my.
That is never going to be on myto-do list.
If it lapses, it lapses.
But now I think also today,getting your recertification
(20:32):
credits is easier than it's everbeen to do it.
There's a podcast I listen toevery Friday.
I think they dropped theirepisodes on Thursday, like we do
Good Morning HR with MikeCoffey and all of his episodes
are between half an hour andthree quarters an hour of
certification credit and youlisten to a year of that every
week.
There's 26 of your credit hoursright there and you get 10
credits for being a member ofSHRM.
(20:53):
So, bam, you have nowrecertified with almost no
effort.
So I do that and I think it'seasier and plus.
The reason I did not opt tocontinue with the SPHR is they
had those strategic credits thatyou had to get and those were
(21:13):
impossible to find.
And when you did find them,they were expensive and I was
like I don't want to do this.
They're putting too manyhurdles in the way and I think
SHRM really figured that out andcapitalizes.
I don't know anybody who reallygoes out and says I'm going to
get my SPHR now.
It's always the or PHR, it'salways the SHRM certification
(21:37):
versus the HRCI.
I don't hear anybody talkingabout that, so it's interesting.
Cee Cee (21:43):
They pretty much got the corner market on that now.
Warren (21:46):
Yeah, I think they really do.
But once again, I'm keeping mycert.
I'm not going to give it up.
I don't want to go through totesting rigmarole again.
And yeah, but after listeningto an episode of corporate pizza
party with Dan from HR he wastalking about, they were talking
about, they were shitting onSherm a whole episode much worse
(22:07):
than I think I ever have.
And at the end of that episodeI went on to my LinkedIn, I took
my is it my?
It used to be Warren Warren, aSherm SCP on there.
I took it off my name.
I was like, yeah, I'll skip thelittle badge there, but I'm
promoting SHRM basically bydoing that and I didn't want to
(22:27):
do that, and they made a lot ofgood points on that yeah.
Cee Cee (22:34):
I know and it's such a like, if you're ever looking for
a job, it's such a like youdon't know, some people love it.
I worked for companies whoreally wanted me to, because
they put a lot of or I shouldsay it was engineering, so any
kind of certification oranything like that was a big
(22:55):
thing.
It was like what's the word I'mlooking for?
It just validated you.
So you keep it because youdon't know if you're going to
need it in the future.
Warren (23:02):
Yeah, keep it and it's not going to ever hurt you
having a certification.
If I'm hiring somebody, am Igoing to give a little more
weight to someone'scertification?
I really don't know.
I think the interview is goingto weigh more than the
certification is going to weighbecause the certification says I
can pass a test.
And certification is going toweigh because the certification
says I can pass a test.
And there's so much on that testthat I crammed in my little
(23:24):
brain just for the test and itis long gone, because I don't
need to know about theDavis-Bacon Act I don't need to
know about.
I can't even think what else.
But one thing you will neverforget is SWOT analysis, or oh,
what's the other thing?
Strategic planning.
If SWOT analysis is one of yourfour answer choices, that's it.
(23:46):
They love their SWOT analysisand yeah, gosh they.
But yeah, I'm not going to doit again.
But am I going to hire someoneor not hire someone because they
do or don't have acertification?
No, it's a nice to have and,like I said, there are companies
out there that really want it.
Mike, my employer wanted me tohave it.
So I said, sure, I'll go takethe test and I did, but it's not
(24:11):
that big of a thing.
Oh, one thing we were talkingabout earlier that we haven't
covered today is, while we'restill shitting on sherm, the,
the political, political aspectof sherm as we're going into
election season and I'm notgonna, nobody likes my, I don't
care where on the politicalplatform.
(24:31):
You see the thing.
You won't like my politicalopinions, but so many people
think, oh, they're, they're thecorporate entity, they're,
they're shills for big businessand all this and they're trying
to push the big business agenda.
But I've had the sameconversation with people about
they're really changed.
They're more employee-centricand union-centric and supportive
(24:51):
than they ever have been.
And talking to people, andthey're both right.
I don't think that either arewrong.
Well, and they're both right.
I don't think that either arewrong.
I think there are corporateshills and I think they are
pushing the employee and I wantto sound like employee first
agenda as it being wrong, butthey're not advancing the
profession.
(25:11):
I think they're focusing on toomany other things, as we were
talking about, and political and, just like any other
organization, they're butteringboth sides of the bread.
So, no matter who wins theelections in November, they've
got in.
Hey, we gave you money, wesupported this thing that you
liked and they can truthfullyand honestly say that, so
(25:33):
they'll have it in.
I know the worst of the politicswith Sher Sherman came out when
Johnny C Taylor becamepresident, because I guess at
some point he was an advisor toTrump or something at once upon
a time.
So I think that's where itreally really started getting
unnoticed ugly politically forfor sherm and, of course, trump.
(25:54):
Regardless of what you feel,he's a polarizing figure there.
There's no two ways about thateither.
So, yeah, that's about as deepin the politics realm like it.
But yeah, they they're apolitical entity and they spend
all our besides celebrities,they spend our money on
lobbyists and and that's thething that makes me crazy.
Cee Cee (26:13):
I'm like I don't like I just give me the resources to
push the profession forward.
Don't, like use my money to golobby.
Don't use my money for JasonSudeikis.
Just make this worth somethingto me.
Like, just let me get somethingout of it as someone who's
paying dues.
Warren (26:33):
Exactly, I think Sherm could be great again.
I don't want to say that Ithink SHRM could return, don't
want to be political.
Shrm could return to theirglory days of tennis years ago.
I'll edit that out, but SHRMcould return to their glory days
of the past.
And if they just focus on themembers and advancing the
(26:54):
profession and I'm not sayingall lobbying is bad, because
sometimes there might besomething that needs to be
pushed, but when you're pushingvery political agendas, there
are some things that, politicsaside, are just good ideas and
need to be pushed, but thingsthat don't need to be pushed by
(27:18):
at least SHRM.
Let someone other organizationpull that rope.
So anyway.
Cee Cee (27:23):
So here's my thing SHRM , you can steal this idea, Go
ahead, but I think your systemis antiquated.
I think your model isantiquated.
I think your resources are lame.
What you need to do you need tostart pulling on some of the
social media influencers thatare in the HR space.
(27:43):
Start utilizing those people,because a lot of them have
really good insights and you'regoing to be targeting a
different audience.
That's my two cents.
So I mean utilize what'salready out there.
Warren (27:55):
Yeah, I agree, but influencers are such a mixed bag
.
I think there's some reallygood ones out there and there's
some ones I enjoy that Iwouldn't don't think I enjoy
them because they're crazy andhave a lot of same viewpoints I
have, but I don't think theywould be SHRM appropriate.
But there are also some othergood ones out there.
(28:16):
That, yeah, because going backto Dan from HR when he starts
ranting on these consultants andthings like that, oh it is just
so hilarious and so good.
But is he someone SHRM is goingto want to take under their
wing?
Probably not.
Am I or are you going to besomeone they want to take under
(28:38):
their wing?
Cee Cee (28:41):
No, I'm just saying I would love to meet people in
person, like if you just havelike a little like I don't know
a corner, I don't know, put theinfluencer corner somewhere, but
let us meet them actually,because they're the.
I feel I'm not articulating itwell enough.
I'm on to something.
We're going to timestamp thispodcast because if they steal my
idea, then we know what's goingon.
(29:03):
So if you do steal my idea,sherm, just send me free
conference tickets for the restof my life.
That would be great, okay.
Warren (29:12):
Yeah, okay, yeah, no, I do think social media they need
(29:37):
to get on that better and use.
They got duped into HR becauseyou were a great receptionist
and now let's start you in HR orsomething like that.
That's how so many people getstarted and there are people
been made great careers fromthat.
But there are also people whojust go.
They've been set up for failureand they make very bad
decisions and they're doing theparty planning committee thing
(29:58):
and they end up on John Hyman'sworst employers list because
they've done something withouteven thinking oh, this sounds
like a good idea and maybe it'snot so anyhow.
Cee Cee (30:09):
Okay, so I have something to share really quick
because this kind of reminded meof it and what you just said
reminded me of it.
So I have a friend who worksfor a small family owned company
and for a very long time one ofthe owners husbands so I guess
one of the principal's husbands,son in law, I don't know he
(30:32):
landed the job of HR and it'sbeen his job previous to.
That was in the retail spaceand like a retail store, not
like retail industry, so it wasokay to this job and the way she
explained it it's like hereally had no passion for HR.
(30:53):
He's just kind of there to Idon't know, just fill out
paperwork and that's about it.
So they had this veryantiquated rule and I don't know
.
Ok, so I know enough about HRto be dangerous.
So walk me through this with me,because I'm like I don't, I
don't know what's happening here, because it sounds weird.
(31:13):
So she's a salaried employeebut she has to fill out a
timesheet and she gets, and thenshe also has to work her full
hours and if she doesn't, it'slike there's a whole thing and
I'm sitting here.
I'm like that doesn't makesense for someone who's an
hourly employee.
But OK, I don't know.
Just some of the stuff she saysis very peculiar, like she has
(31:36):
to hit her hours and get signedoff by her manager before she
can leave for the week.
Basically, I'm like but yoursalary.
Warren (31:43):
Yeah, some very big potential issues there with FLSA
.
Cee Cee (31:48):
Yeah.
So anyway, she said that bignews today because they hired,
so the HR is a different roleand they actually hired an hr
professional, like someone whohas done hr before.
So she sent a text message andshe said basically oh my god,
big news today.
(32:09):
They're going to announce thatour average weekly hours that we
have to work are no longer 45,and it's reduced to 40.
Very excited to hear this.
Warren (32:24):
Anyway.
Cee Cee (32:25):
I was laughing, because that's what you get for
actually hiring a real HR personwho can go through some of that
BS.
Warren (32:32):
And I think that says a lot about a company when, okay,
sometimes they don't have theresources to put towards a
dedicated HR professional, butwhen they do, that says
something for the companybecause rather than saying, oh,
let's promote either nepotism,like that example, or somebody
who's they did a good job doingwhatever their other job is, so
(32:54):
HR is easy, they can do it andthey don't understand, and
things like that.
So I think it speaks a lot fora company, even small companies
that go out there and bring intrue HR professionals, because I
think I've heard the numbersomewhere between 50, at either
between 50 and a hundredemployees, you need a dedicated
HR person and I can agree withthat.
(33:16):
I'm up to three HR people.
We're not quite 200 employeesat my company, so we've got a
very favorable, a great HR ratio.
So I'm loving it right now.
So, yeah, but it says a lotabout a company if they want to
invest the time and resourcesand see the value in HR by
(33:36):
bringing in a true professionaland not hemming and hawing oh,
it's going to cost me too muchmoney, or I can just have little
Johnny do it, because he's myson and I can control him, or
something like that.
Yeah, yeah, well, I think we'regoing to call it quits on this.
We had a great rehearsal twoweeks ago on this episode.
(34:00):
It was fantastic.
Hopefully this lives up.
As well as that.
We'll be back in two weeks withyet another episode and
hopefully everything goes finethis week so you don't get
another Encore episode.
Our best practice is get on,Just click the link in the show
notes for fan mail or send us atext.
And send us a text and let usknow who you would really really
(34:22):
want to see in there.
If you want to include yourname in the text is like I said.
I only get like the one we gottoday, just as Tyler, texas, in
the last four digits of theirphone number and they may not be
in Tyler that I from my it camefrom when I tested it came from
town like 20 miles away, butit's close enough, I guess, for
me.
So love to get more feedbackfrom you because I tell you it's
(34:45):
great when an email or a DMcomes through or something like
that, because sometimes you justthink you're yelling into the
abyss and nobody's out therelistening, and then someone
listened and someone enjoyed theChristmas special and things
like that, so yeah, so, thankyou very much, whoever you are,
and if you send us a fan mail,we will read it on the air.
So yay, so that's our bestpractice.
Cee Cee (35:08):
Yay, do it.
Warren (35:09):
Our voice artist is Andrew Kolpa, and the intro and
outro music is Double the Doubleby the Underscore Orchestra.
So, as always, I'm Warren, I'mCece and we're here helping you
survive.
Hr1 what the Fuck moment at atime.
Thank you.
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password, or Can I write
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to Jaded HR.
Warren (00:54):
Welcome to Jaded HR, the podcast by two HR professionals
who want to help you getthrough your workday by saying
everything you're thinking butsay it out loud I'm Warren, I'm
Cece.
Well, thank you to all of ourlisteners who listened to our
Encore episode two weeks ago,because we had just a technical
malfunction Only the second timein four years that that's
happened, that we couldn't evenuse something we recorded.
(01:16):
So Feathers and I had it happenonce upon a time and we just it
was in the recording process,we just in the middle of it we
said you know what?
It's not working, we'll tryagain.
But we had a whole episodeseemingly recorded, but when you
go to edit it it was prettymuch garbage.
I mean technically garbage, notquality wise.
(01:37):
It was digital sounds andblanks and scratches and things
like that as I knock over mymicrophone and things like that.
Cee Cee (01:46):
Dare I say it was the best podcast episode ever,
exactly.
You'll just never hear it, soyou'll have to take our word for
it.
Warren (01:53):
So exactly.
It was so awesome the servicecouldn't handle it.
That's what it was.
We want to thank our Patreonsupporters.
We have Hallie, the originalJaded HR Rockstar Bill.
We also have Michael.
Michael should be getting hisJaded HR sticker now because
he's been donating for threemonths now.
(02:13):
So I think that's the thresholdfor getting a free Jaded HR
sticker Not free donated forthree months.
So now you get it.
So yeah, we'll have to do someoriginal content.
I think I've done two things forthe Patreon supporters.
One was just a rant while I wasdriving.
It was A a rant, and B I wantedto test out some mobile
recording using the cell phone,and I forget what the other one
(02:35):
was.
But they've gotten two specialepisodes so maybe I'll come up
with something new for them.
But I have another person tothank whose name I do not know,
a listener from Tyler, texas,with the last four digits of
their phone number is 3233, usedthe fan mail option in the show
(02:56):
notes to text us and they saidthe nicest thing anyone has said
about millennials with thecrying face the bourbon
Christmas special, and I meantto listen to that again, but I
didn't have a chance todaybecause this text came in
yesterday so I didn't get achance to listen to it again.
(03:16):
So I want to see exactly what Isaid.
But I'm not too bad onmillennials.
I like millennials.
It's the Zoomers.
I'm pretty hard on millennials.
I like millennials, it's theZoomers I'm pretty hard on.
And I'm sure the millennialswill get there, or the Zoomers
will.
As they grow up and mature alittle bit they'll be better.
Cee Cee (03:32):
So and I also yeah, and then Alpha will come into play.
Warren (03:35):
Yeah, I think.
Will I be retired by the timeAlpha hits the job market?
I may be, so we'll have to seeabout that.
Cee Cee (03:45):
I literally just had an alpha.
Warren (03:48):
Exactly.
I do not intend on working inanother 18 years that is past my
expiration date but I hired aHR administrator.
It started last month and she'sfresh out of college.
She is a Zoomer, but she breaksevery stereotype, every bit of
(04:09):
it, so I'm really happy.
Don't think she would everlisten to this podcast and this
is sort of segwayingunintentionally into our topic.
We were having a discussionabout what her goals are and she
wants to get her uh, shermcertification and I'm going to
encourage it.
I'm going to I'm not going tosay, yeah, really you don't need
that, but I'm going toencourage it and I'm going to
(04:31):
get the company to pay for itsome way somehow and and and do
that for her.
But yeah, but our topic issherm 2024.
Chicago was two weeks ago,because that's what we were
recording about two weeks agoand that turned to garbage.
Maybe, oh, maybe, it's JCTdidn't want this episode to get
(04:51):
out, that episode to get out.
So we'll see if it happens yetagain we're being spied on, but
anyways, shrm 2024 was inChicago two weeks ago and
neither of us were there and so,but I had some, had some, some
thoughts on it, and you've beento some SHRM, so you've you've
had some actually goodexperience there.
(05:12):
Tell, tell us about yourexperiences going to the SHRM
national conference.
Cee Cee (05:17):
Yeah, so I went.
Oh, did I go to one or two?
I feel like I went to maybe two, but I had a great time and
that's only because I getenergized by being around people
in the industry who are verypassionate and, let's be honest,
most of the people who go thereare going to be your HR nerds
so extremely passionate people.
(05:38):
I don't think I really like I'mgoing to take this back.
I did learn one thing.
So I was going to say I don'tknow if I learned a lot while
I'm there.
I think it's more like being inthe experience and stuff like
that.
I did take away something forsome leadership competencies
that someone else was doingbecause it was a nice little beg
, borrow, steal situation.
(05:59):
But yeah, I personally had ablast in Vegas, so that was
awesome.
Warren (06:05):
Well, and that's a lot of the feedback I've heard the
people they go, they have agreat time, they have a blast,
they enjoy it, but there's nothere.
There, there's not a lot ofcontent.
You're not going away with 10life-changing things that's
going to improve your HR worldand things like that.
(06:25):
And I've never been to anational conference.
I've been to multiple stateconferences up in Virginia but
those are a little bit more itseems to be more content-driven
than maybe the national ones.
Because one of the things whenwe came up with this topic a
couple weeks ago my goal One ofthe things when we came up with
this topic a couple of weeks agomy goal I pulled up the list of
(06:47):
presenters on the SHRM websiteand first there's like 300 of
them.
So my goal was to actually gothrough those presenters and
sort of categorize them as inpractitioners or consultants or
motivational or authors or allthe above.
And I only got to B or C inthat before I gave up because it
(07:10):
was just an all-timeencompassing task.
But I think I had one or twopractitioners.
By the time I got to the lastname, c or wherever it was, I
stopped and the rest weremotivational speakers and
consultants and and things likethat, and that I just I don't
get much out of those peoplewhen I see, the first thing I do
(07:33):
when I get an invite to anysort of conference or online
seminars, I look at the speakers.
I see who they are and whattheir their background is and I,
yes, I am very judgy.
That's what, that's what Xersdo.
We're judgy as hell.
And I look and say, okay, notgoing to get anything out of
this, but but there are ahandful of people out there in
(07:54):
for the next fan mail.
I'd love to get some fan mailfrom you to listeners who are
out there on the speakingcircuit that you are going to
stop and go to it when you seetheir name.
So I have some names and a lotof them have been guests here.
John Hyman is someone that ifhe's speaking, I'm going to try
and join.
David Miklas, kate BischoffGosh, I'm trying to think.
(08:16):
Suzanne Lucas They've all beenon the show before and if
they're speaking, I'm going togo because they have the
experience.
And first, attorneys overall, Ienjoy listening to employment
law attorneys.
That's where I learned so much,and actually next week I'm
going to a local labor andemployment seminar.
(08:37):
That's all day long and I'mgoing to get a lot out of it,
but I hope I always do.
I'm like a dozen of these and Ikeep going because I get a lot
out of it.
But when hope I always do adozen of these and I keep going
because I get a lot out of it.
But when I start seeingmotivational speakers, I did.
I'm not going to name thecompany an HRS company.
They did a all day thing veryrecently and I wanted the credit
(08:58):
, so I did it and I might,honest to God, full intent was
to watch it and pay attentionand try and gain something out
of it.
Couldn't do it.
They were all pie in the skylive your best life, do your
best thing, try real hard.
And all of them were hawkingsomething.
They wrote a book, they have apodcast, they have some other
(09:21):
consultant.
They want you to, and one ofthem was just so obsessed with
oh, I work for this thing,company, and I work for that
thing, company.
I got an email directly fromElon Musk once and OK, great.
Cee Cee (09:38):
You should see my inbox .
I'm important.
Warren (09:40):
Yeah, that does impress me, those type of things, so
impress me.
Cee Cee (09:44):
I want to get some content.
Warren (09:45):
What can I do to do my job better?
Be better, help my newassistant.
Be better help my company?
That's what I'm looking for,and I just don't think SHRM has
delivered on that is great ifyou're new to career.
Cee Cee (10:08):
I think once you have worked a little in the space and
you meet people who are reallysmart in areas where you might
not be and you don't need thosekind of.
I mean most of the stuff inthere you can find in Google or
in local HR guard.
You don't need to really paythe membership or all of that
stuff.
I will say I did see.
So two things.
So first off, I think when Iwent to SHRM it was weird for me
(10:33):
because I'm the L&D space.
So when I went to SHRM it feltlike a lot of the topics that
they were doing were a littlebroad or or very specific to
stuff that an HR professionallike I won't say like an HR
generalist, but yeah, like thatHR generalist space, all that
stuff great for them, but for meit's kind of lacking.
(10:55):
So in the past I've gotten moreout of the targeted conferences,
especially if it's a vendorconference.
So I'll shout them out becauseI love them so much.
Like Cornerstone, the LMS whenI went to the Cornerstone annual
conference I learned so muchthere.
(11:16):
I met people there, beggedborrowed and sealed from people
or stole from people, like didprojects or have projects in
mind but are a year or two intoit.
So I'm like, okay, what workedfor you, it didn't.
That was awesome.
I love that.
Also, brené brown was thespeaker like that's an awesome
speaker that year, so that I gotso much more out of it.
(11:40):
I did see martha stewart atsherm, which was so I like how
they really tried to.
Her whole thing at the time wasthe reducing recidivism rates
with how you hire an HR, because, oh, I see, I see how you're
making this work.
But at the same time I was likeI don't, more people were
(12:01):
interested in her friendship andrelationship with Snoop Dogg
than anything that she had tosay in the HR space.
So, yeah, I'm curious to hearwhat the listeners have to say
of who they'd love to hear at anHR convention, because I know
they try to get the coolestcelebrities or past presidents
or whatever and at the end ofthe day, I just want, I want an
(12:22):
HR.
I was just gonna say HR rockstar, but I'm going to walk that
one back, but I want, like, anHR celebrity.
Yeah.
Warren (12:32):
Who would be an HR celebrity that I can't name, of
anybody that I'd be falling overmyself to to me say oh,
Sherman's bringing in whomeverI'm going to go.
Who is there?
Who's on?
Cee Cee (12:46):
Yeah, Ooh, that's a really good question.
Warren (12:52):
I don't know, I don't have to answer that we're not an
industry filled with a lot ofcelebrities.
Cee Cee (12:57):
Or just like a real kick-ass CEO or something I want
to learn from.
I just want to learn fromsomeone who I can take nuggets
back.
Warren (13:06):
Exactly, but you brought up the.
You know, SRM always brings incelebrities and this year they
apparently had a little debaclewhich I totally forgot about
until you started mentioningcelebrities.
I guess you're probably alittle bit more informed on
their keynote, who bailed andtheir replacement.
(13:28):
So tell us a little bit aboutwhat happened there.
Cee Cee (13:33):
Oh, so Jason Sudeikis was supposed to be their
headline keynotes.
I'm going to presume it wasbecause of the Ted Lasso work
that he I know, I didn't knowuntil a week ago I didn't know
he was one of the.
He was like I'm going to walkmyself back on that one too.
Know, I, I didn't know.
Until a week ago, I didn't knowhe was one of the.
He was like I'm going to walkmyself back on that one too,
because I was being super judgyand I'm a Ted Lasso fan.
I'm a diehard Ted Lasso fan.
But at the same time I'm like,oh, oh, so anyway, woo.
(13:56):
So he, I'm around adultstonight.
This is very exciting, but thenhe's in bed.
I'm talking to adults.
So, yeah, so he was the keynotespeaker.
He bailed at the last minute andthere was this very vague email
that when I get it but I sawsomeone screenshot it and an HR
group and basically it said hey,you thought you're going to see
(14:16):
Jason Sudeikis, not so muchreasoning behind it.
So I think a lot of people werereading into it.
Why, why, why, turns out to gowatch Caitlin Clark play at a
basketball game, which veryuntidless, so like, if you ask
me.
And then I think Al Rogerfilled in at the last minute for
(14:36):
him, so he again.
Now I don't know.
I wasn't there so I don't knowexactly what how the
conversation went.
So I don't know exactly how theconversation went.
I don't know what perspectiveshe brought to the table.
As you know, the Today Showmeteorologist, I'm sure it was a
really good conversation, butagain, I don't know.
I'm just like said I want, Iwant an HR celebrity.
Warren (15:00):
Well, Ted Lasso.
I'm a big fan of the Ted Lassoseries.
I've watched it a couple oftimes.
I'll probably watch it again inthe not terribly distant future
.
There's nothing else on TV rightnow, it seems like, but there
are a lot of good takeaways forHR and it boils down to be a
good human being, if you want toput the whole series in one
(15:21):
phrase.
But I think there could havebeen some good tie-ins and he
could have been a really goodspeaker.
But when you told me originallythat Al Roker was the fill-in,
I couldn't help but laughbecause I think either that day
or the day before I waslistening to Conan O'Brien Needs
a Friend and he was talkingabout on the Late Show when he
hosted, that if a guest bailed,his number one phone call was
(15:43):
always to Al Roker who would bethere no matter what, to fill in
for anybody.
And he says that's why Al Rokerwas on so many times, because
they'd have a guest bail andhe'd just yeah, I'll be there in
half an hour and whatever.
So that just I love that.
Yeah, that just made me laugh.
But I I do think that over theyears Sherm has been really
(16:06):
relying on the celebrity poll,uh, to get people to attend, and
how many things I see with inthe last six months or a year,
even with Kelly Clarkson and JayLeno and Jason Sudeikis, and
then they just really hype it up.
But I like all the above, butonce again, that's not going to
(16:28):
make me say I've got to go andSHRM, I think, is now in the.
They really were in thebusiness of certifications there
still are, no doubt, but Ithink they're really in the
business of seminars now,because every week, every month,
they've got a different seminar.
Some of them are specializedseminars, but I'm a generalist.
(16:48):
I've got a total of threepeople in my HR department,
including myself, so it's got todo a little bit of everything
there, but I see these seminarsbeing planned.
I think that's what they'rereally trying to sell is their
seminars as much as anythingelse, even more than the
certifications.
Lord knows, I used to get somany emails all the time about
(17:10):
certifying.
I've been certified basicallysince 2003.
Why do you keep sending mecertification emails and things
like that?
So it would become veryannoying to me and still now,
even if I go to my Facebook page, it's telling me don't forget
to renew.
I renewed months ago.
Why are they sending me thiscrap in my Facebook?
And I don't follow a sherm, Idon't do anything like that to
(17:33):
get them.
But yeah, I think their whateveryou want to call it their
business model is now get peoplein the seminars and get the
celebrities in, but our dueskeep going up.
We're not getting anything else.
The website is a lot worse thanit was even just a few years
ago.
They're paying.
(17:53):
I heard Sudeikis was supposedto get paid something like
$300,000 for being there.
Sudeikis was supposed to getpaid something like $300,000 for
being there, and they've hadpast presidents there and they
charge in the hundreds ofthousands for a speaking event.
I don't know that's what yourmembership dues are going for,
because you're not getting.
I used to love the white papers.
(18:14):
I'd actually use the whitepapers.
I'd use some of their templates, I would use some of the
resources on SHRM, but it's justit's not there.
Chatgbt can do all of that forme quicker than SHRM can.
Cee Cee (18:26):
Seriously.
Warren (18:28):
And they're-.
Cee Cee (18:29):
Seriously, and I can tell you exactly when that shift
happened, because they are it'slike a cash grab right now
honestly Just there to sellwhatever.
But it was the exact time wherethat shift happened for them is
when they broke up with HRCI.
Yes, I think that's where itturned into.
Hey, we have this newcompetency model and if you come
(18:51):
over here and just watch thisPowerPoint, we'll give you a
SHRM certification.
And now they have me by theballs because I don't want to
lose my certification, because I, like, went in for two and a
half hours, took this exam andpaid this money for it and I
have it.
So now it's kind of like well,I guess I don't want to lose it,
so I'll just keep paying thismembership fee and I'll keep
(19:12):
redoing my certifications and Iguess I'll just pay for the Like
it's just, it's, it's so stupid.
Warren (19:19):
No, I agree, I keep mine up to date as a my employer
wants me to have it and it's nota big ask.
But I thought that was the mostbrilliant thing SHRM did to
undermine HRCI when they hadtheir little public divorce or
whatever with it is just as Iwas SHRM or, excuse me, I was
HRCI, sphr certified and youjust go in, watch this like
(19:42):
stupid little PowerPoint forhalf an hour or however long it
was, and now you're a SHRM SCPand it didn't even cost you
anything.
It was free.
So now, because that's thebiggest barrier into getting the
thing is sitting down, takingtests, studying, preparing and
things like that.
So for a few years I was bothSHRM, scp and SPHR, but the
(20:05):
employer I was working fordidn't really support it, so I
let it.
I let it lapse, and so I had toretake the test a couple of
years later and so I'm nottaking the test again ever.
That is that is on my.
That is never going to be on myto-do list.
If it lapses, it lapses.
But now I think also today,getting your recertification
(20:32):
credits is easier than it's everbeen to do it.
There's a podcast I listen toevery Friday.
I think they dropped theirepisodes on Thursday, like we do
Good Morning HR with MikeCoffey and all of his episodes
are between half an hour andthree quarters an hour of
certification credit and youlisten to a year of that every
week.
There's 26 of your credit hoursright there and you get 10
credits for being a member ofSHRM.
(20:53):
So, bam, you have nowrecertified with almost no
effort.
So I do that and I think it'seasier and plus.
The reason I did not opt tocontinue with the SPHR is they
had those strategic credits thatyou had to get and those were
(21:13):
impossible to find.
And when you did find them,they were expensive and I was
like I don't want to do this.
They're putting too manyhurdles in the way and I think
SHRM really figured that out andcapitalizes.
I don't know anybody who reallygoes out and says I'm going to
get my SPHR now.
It's always the or PHR, it'salways the SHRM certification
(21:37):
versus the HRCI.
I don't hear anybody talkingabout that, so it's interesting.
Cee Cee (21:43):
They pretty much got the corner market on that now.
Warren (21:46):
Yeah, I think they really do.
But once again, I'm keeping mycert.
I'm not going to give it up.
I don't want to go through totesting rigmarole again.
And yeah, but after listeningto an episode of corporate pizza
party with Dan from HR he wastalking about, they were talking
about, they were shitting onSherm a whole episode much worse
(22:07):
than I think I ever have.
And at the end of that episodeI went on to my LinkedIn, I took
my is it my?
It used to be Warren Warren, aSherm SCP on there.
I took it off my name.
I was like, yeah, I'll skip thelittle badge there, but I'm
promoting SHRM basically bydoing that and I didn't want to
(22:27):
do that, and they made a lot ofgood points on that yeah.
Cee Cee (22:34):
I know and it's such a like, if you're ever looking for
a job, it's such a like youdon't know, some people love it.
I worked for companies whoreally wanted me to, because
they put a lot of or I shouldsay it was engineering, so any
kind of certification oranything like that was a big
(22:55):
thing.
It was like what's the word I'mlooking for?
It just validated you.
So you keep it because youdon't know if you're going to
need it in the future.
Warren (23:02):
Yeah, keep it and it's not going to ever hurt you
having a certification.
If I'm hiring somebody, am Igoing to give a little more
weight to someone'scertification?
I really don't know.
I think the interview is goingto weigh more than the
certification is going to weighbecause the certification says I
can pass a test.
And certification is going toweigh because the certification
says I can pass a test.
And there's so much on that testthat I crammed in my little
(23:24):
brain just for the test and itis long gone, because I don't
need to know about theDavis-Bacon Act I don't need to
know about.
I can't even think what else.
But one thing you will neverforget is SWOT analysis, or oh,
what's the other thing?
Strategic planning.
If SWOT analysis is one of yourfour answer choices, that's it.
(23:46):
They love their SWOT analysisand yeah, gosh they.
But yeah, I'm not going to doit again.
But am I going to hire someoneor not hire someone because they
do or don't have acertification?
No, it's a nice to have and,like I said, there are companies
out there that really want it.
Mike, my employer wanted me tohave it.
So I said, sure, I'll go takethe test and I did, but it's not
(24:11):
that big of a thing.
Oh, one thing we were talkingabout earlier that we haven't
covered today is, while we'restill shitting on sherm, the,
the political, political aspectof sherm as we're going into
election season and I'm notgonna, nobody likes my, I don't
care where on the politicalplatform.
(24:31):
You see the thing.
You won't like my politicalopinions, but so many people
think, oh, they're, they're thecorporate entity, they're,
they're shills for big businessand all this and they're trying
to push the big business agenda.
But I've had the sameconversation with people about
they're really changed.
They're more employee-centricand union-centric and supportive
(24:51):
than they ever have been.
And talking to people, andthey're both right.
I don't think that either arewrong.
Well, and they're both right.
I don't think that either arewrong.
I think there are corporateshills and I think they are
pushing the employee and I wantto sound like employee first
agenda as it being wrong, butthey're not advancing the
profession.
(25:11):
I think they're focusing on toomany other things, as we were
talking about, and political and, just like any other
organization, they're butteringboth sides of the bread.
So, no matter who wins theelections in November, they've
got in.
Hey, we gave you money, wesupported this thing that you
liked and they can truthfullyand honestly say that, so
(25:33):
they'll have it in.
I know the worst of the politicswith Sher Sherman came out when
Johnny C Taylor becamepresident, because I guess at
some point he was an advisor toTrump or something at once upon
a time.
So I think that's where itreally really started getting
unnoticed ugly politically forfor sherm and, of course, trump.
(25:54):
Regardless of what you feel,he's a polarizing figure there.
There's no two ways about thateither.
So, yeah, that's about as deepin the politics realm like it.
But yeah, they they're apolitical entity and they spend
all our besides celebrities,they spend our money on
lobbyists and and that's thething that makes me crazy.
Cee Cee (26:13):
I'm like I don't like I just give me the resources to
push the profession forward.
Don't, like use my money to golobby.
Don't use my money for JasonSudeikis.
Just make this worth somethingto me.
Like, just let me get somethingout of it as someone who's
paying dues.
Warren (26:33):
Exactly, I think Sherm could be great again.
I don't want to say that Ithink SHRM could return, don't
want to be political.
Shrm could return to theirglory days of tennis years ago.
I'll edit that out, but SHRMcould return to their glory days
of the past.
And if they just focus on themembers and advancing the
(26:54):
profession and I'm not sayingall lobbying is bad, because
sometimes there might besomething that needs to be
pushed, but when you're pushingvery political agendas, there
are some things that, politicsaside, are just good ideas and
need to be pushed, but thingsthat don't need to be pushed by
(27:18):
at least SHRM.
Let someone other organizationpull that rope.
So anyway.
Cee Cee (27:23):
So here's my thing SHRM , you can steal this idea, Go
ahead, but I think your systemis antiquated.
I think your model isantiquated.
I think your resources are lame.
What you need to do you need tostart pulling on some of the
social media influencers thatare in the HR space.
(27:43):
Start utilizing those people,because a lot of them have
really good insights and you'regoing to be targeting a
different audience.
That's my two cents.
So I mean utilize what'salready out there.
Warren (27:55):
Yeah, I agree, but influencers are such a mixed bag
.
I think there's some reallygood ones out there and there's
some ones I enjoy that Iwouldn't don't think I enjoy
them because they're crazy andhave a lot of same viewpoints I
have, but I don't think theywould be SHRM appropriate.
But there are also some othergood ones out there.
(28:16):
That, yeah, because going backto Dan from HR when he starts
ranting on these consultants andthings like that, oh it is just
so hilarious and so good.
But is he someone SHRM is goingto want to take under their
wing?
Probably not.
Am I or are you going to besomeone they want to take under
(28:38):
their wing?
Cee Cee (28:41):
No, I'm just saying I would love to meet people in
person, like if you just havelike a little like I don't know
a corner, I don't know, put theinfluencer corner somewhere, but
let us meet them actually,because they're the.
I feel I'm not articulating itwell enough.
I'm on to something.
We're going to timestamp thispodcast because if they steal my
idea, then we know what's goingon.
(29:03):
So if you do steal my idea,sherm, just send me free
conference tickets for the restof my life.
That would be great, okay.
Warren (29:12):
Yeah, okay, yeah, no, I do think social media they need
(29:37):
to get on that better and use.
They got duped into HR becauseyou were a great receptionist
and now let's start you in HR orsomething like that.
That's how so many people getstarted and there are people
been made great careers fromthat.
But there are also people whojust go.
They've been set up for failureand they make very bad
decisions and they're doing theparty planning committee thing
(29:58):
and they end up on John Hyman'sworst employers list because
they've done something withouteven thinking oh, this sounds
like a good idea and maybe it'snot so anyhow.
Cee Cee (30:09):
Okay, so I have something to share really quick
because this kind of reminded meof it and what you just said
reminded me of it.
So I have a friend who worksfor a small family owned company
and for a very long time one ofthe owners husbands so I guess
one of the principal's husbands,son in law, I don't know he
(30:32):
landed the job of HR and it'sbeen his job previous to.
That was in the retail spaceand like a retail store, not
like retail industry, so it wasokay to this job and the way she
explained it it's like hereally had no passion for HR.
(30:53):
He's just kind of there to Idon't know, just fill out
paperwork and that's about it.
So they had this veryantiquated rule and I don't know
.
Ok, so I know enough about HRto be dangerous.
So walk me through this with me,because I'm like I don't, I
don't know what's happening here, because it sounds weird.
(31:13):
So she's a salaried employeebut she has to fill out a
timesheet and she gets, and thenshe also has to work her full
hours and if she doesn't, it'slike there's a whole thing and
I'm sitting here.
I'm like that doesn't makesense for someone who's an
hourly employee.
But OK, I don't know.
Just some of the stuff she saysis very peculiar, like she has
(31:36):
to hit her hours and get signedoff by her manager before she
can leave for the week.
Basically, I'm like but yoursalary.
Warren (31:43):
Yeah, some very big potential issues there with FLSA
.
Cee Cee (31:48):
Yeah.
So anyway, she said that bignews today because they hired,
so the HR is a different roleand they actually hired an hr
professional, like someone whohas done hr before.
So she sent a text message andshe said basically oh my god,
big news today.
(32:09):
They're going to announce thatour average weekly hours that we
have to work are no longer 45,and it's reduced to 40.
Very excited to hear this.
Warren (32:24):
Anyway.
Cee Cee (32:25):
I was laughing, because that's what you get for
actually hiring a real HR personwho can go through some of that
BS.
Warren (32:32):
And I think that says a lot about a company when, okay,
sometimes they don't have theresources to put towards a
dedicated HR professional, butwhen they do, that says
something for the companybecause rather than saying, oh,
let's promote either nepotism,like that example, or somebody
who's they did a good job doingwhatever their other job is, so
(32:54):
HR is easy, they can do it andthey don't understand, and
things like that.
So I think it speaks a lot fora company, even small companies
that go out there and bring intrue HR professionals, because I
think I've heard the numbersomewhere between 50, at either
between 50 and a hundredemployees, you need a dedicated
HR person and I can agree withthat.
(33:16):
I'm up to three HR people.
We're not quite 200 employeesat my company, so we've got a
very favorable, a great HR ratio.
So I'm loving it right now.
So, yeah, but it says a lotabout a company if they want to
invest the time and resourcesand see the value in HR by
(33:36):
bringing in a true professionaland not hemming and hawing oh,
it's going to cost me too muchmoney, or I can just have little
Johnny do it, because he's myson and I can control him, or
something like that.
Yeah, yeah, well, I think we'regoing to call it quits on this.
We had a great rehearsal twoweeks ago on this episode.
(34:00):
It was fantastic.
Hopefully this lives up.
As well as that.
We'll be back in two weeks withyet another episode and
hopefully everything goes finethis week so you don't get
another Encore episode.
Our best practice is get on,Just click the link in the show
notes for fan mail or send us atext.
And send us a text and let usknow who you would really really
(34:22):
want to see in there.
If you want to include yourname in the text is like I said.
I only get like the one we gottoday, just as Tyler, texas, in
the last four digits of theirphone number and they may not be
in Tyler that I from my it camefrom when I tested it came from
town like 20 miles away, butit's close enough, I guess, for
me.
So love to get more feedbackfrom you because I tell you it's
(34:45):
great when an email or a DMcomes through or something like
that, because sometimes you justthink you're yelling into the
abyss and nobody's out therelistening, and then someone
listened and someone enjoyed theChristmas special and things
like that, so yeah, so, thankyou very much, whoever you are,
and if you send us a fan mail,we will read it on the air.
So yay, so that's our bestpractice.
Cee Cee (35:08):
Yay, do it.
Warren (35:09):
Our voice artist is Andrew Kolpa, and the intro and
outro music is Double the Doubleby the Underscore Orchestra.
So, as always, I'm Warren, I'mCece and we're here helping you
survive.
Hr1 what the Fuck moment at atime.
Thank you.
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