SHRM Diversity and Inclusion Conference Access Denied

Conference Planners the Game has Changed: Get on Board or get off the Sinking Ship

The theme for this week's SHRM Diversity & Inclusion Conference at the Marriott Wardman Park Hotel is "Game Changers". This inspired this post as I assert that the game for conference planners is "the conference" itself. You could also include seminars, programs, education, etc. as the game that has changed.

The point is we soon will have 5 generations in the workplace and our newest generation is being referred to as the "always on" generation. In some circles, this "always on" mentality is wholeheartedly embraced and in others, they are not embraced at all. How can one be "always on" when conference centers, generally hotels, BLOCK access to what folks want to be "always on"... The Internet.

This conference is not the first SHRM conference to deny my access to “get on" during the conference. However, SHRM is not the only organization I have attended where this has been a problem.  I can think of my own Chamber of Commerce function where there were all kinds of businesses from all types of industries trying to get on the internet. My second point is it doesn't matter if you’re a conference planner within the HR space; this is probably an issue at other conferences all over the world. If we are going to consider marketing conferences to the "always on" generation we should consider their needs. Not only that, there truly is a real benefit to your organization to promote, drive and encourage live communication from the conference. It can drive future attendance. Just like employers should really rethink their ban of internet access on the job, the same goes for organizations and business who want people to frequent their organization. I can imagine a time when people will choose a lunch location based on free wifi or not. Even if you don't have free wifi, if you ban it then you will lose. I already chose hotels for vacation based on whether or not there is free wifi. If lunch is the next decision, conferences will be right behind.

So, conference planners are most likely saying the hotels charge an arm and leg for it. We have the power to increase demand and negotiate for what we want and our member's need. I know I will have comments that say we tried and it's easier said than done. The point is why these conference centers not cater to what the customer needs. If they start losing business because of it, they will eventually listen.

The game has changed. Participants do not want access blocked. Get on board with this demand or it can have an effect on future attendance. Do you want a sinking ship or to go forward full throttle?  Full throttle is catering to the "always on" generation.

-Donna Rogers, Director ISC SHRM 

SHRM Leadership Conference 2011

It happens every November in Alexandrea, VA. It is the SHRM Leadership Conference.  This annual event is put on by the mothership to help spread the word about the SHRM mission and message. If you attend you will find: many first time attendees, many veterans of 10 or more conferences, and many of the SHRM staffers.   The event usually offers up the annual Pinnacle Awards which are awarded at a luncheon, it also includes a trip over to SHRM Headquarters with some excellent food and drink.

It is also a great place to network and meet other people.  But over the years some folks have become concerned about sharing their contact information with other attendees.  Those of us active in the social media are internet extroverts, we want to share and meet new people make new connections, and meet-up in real life (IRL) with people we have met on line.

So having said that at Illinois SHRM we would like to coordinate sharing of contact information for those who wish to do so.  You do not have to participate, but if you do you will be given access to all of the others who sign up to share thier contact information.  This is somewhat of an experiment in using Google Docs integrated into the blog post.

If this works like we plan, we will share with anyone who is interested how to very easily gather data as we are doing here.  If you would like to be included simply fill out this form.  Via email you will then be given access to view the spreadsheet so you may see who all wished to network in somewhat of an open fashion.



Thanks for joining in our networking efforts.

-Dave Ryan Director of Social Media ISC SHRM

WANTED Talented Writers Interested in Promoting HR

This past summer, we proudly unveiled the first edition of ILSHRM Magazine, a publication of ILSHRM designed to promote the human resources profession in the State of Illinois.  With a circulation of more than 10,000, ILSHRM Magazine  provides up-to-date news and features on topics of interest to HR professionals at all career levels, in addition to highlighting the importance of human resource professionals in achieving strategic business objectives.

As we look forward to our second edition, we hope to build off of what we did in the inaugural issue by improving the relevance and sophistication of our content.  Future editions will include scholarly pieces, articles about regulatory changes, case studies, and real world examples of how corporations are using leadership and management principles in their organizations.  Authors will include HR practitioners, educators and consultants who provide a unique perspective or insight on a timely HR topic. 

With this publication, we hope to grab the attention of not only HR professionals but business leaders, legislators and all those who contribute to and who advocate our profession.  Since the magazine is fully funded by advertisers, they are also a large part of our target audience. Many advertisers place ads around articles that are related to their business products or services, and we welcome content of that nature.  We do, however, respectfully request that contributors steer clear of “sales pitches” and focus on products and services generically.

If you or someone you know is interested in finding out more about being a contributor to the second edition of ILSHRM Magazine, please email our Marketing/Communications Chair at newsletter@ilshrm.org.  The bulk of needed articles will range in length from 500-1,000 words with feature articles averaging 3,000 words. Final copy will be submitted to our design team in late November.  So, we hope to have our contributors secured in the coming weeks.  (Keep in mind that your contributions may qualify for recertification credits through HRCI!)   Our next edition is slated for distribution in early February 2012.

We are truly excited about this important initiative, but we need your help.  Whether you choose to pursue advertising opportunities, write copy for the magazine or simply support ILSHRM by reading and spreading the word, we thank you for your support!

Haven’t seen the inaugural edition of ILSHRM Magazine?  Click here  for an electronic download or email us at newsletter@ilshrm.org to be put on our mailing list.

-Heather Hammit Director of Public Relations ISC SHRM