In Their Own Words: 12 Key Quotes From This Week’s SHRM Conference — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

In Their Own Words: 12 Key Quotes From This Week’s SHRM Conference

by on
in HR Soapbox

So you weren't able to make it to the big Society for Human Resource Management (SHRM) annual conference in Orlando this week? No problem. We trucked the HR Soapbox south and brought back a big bag of HR wisdom, all arranged in a dozen tweet-sized quotable quotes. Find more coverage of the SHRM conference in the upcoming issue of The HR Specialist:

EMPLOYMENT LAW

Changes to overtime exemption rules (expected to be proposed by the U.S. Department of Labor this fall and finalized next fall): “Every industry is going to be affected, but restaurants, retail and hospitality are really going to have a hard time adjusting … Don’t plan on taking on any big projects for the end of 2015,” as you’ll need to be looking at each job to decide if it’s exempt or not under these new regulations.  - Tammy McCutchen, attorney, Littler Mendelson

* * *

The inactive Congress. “With Congress in session only 14 more days until the election, all the action is going to continue to be in the regulatory agencies.”  - Michael Aitken, SHRM VP of government affairs 

* * *

The activist NLRB. “The National Labor Relations Board has been a relatively sleepy agency up until the last few years… The rights that (the NLRB) is extending to employees are more extensive than at any time I’ve ever seen.” - Michael Lotito, attorney, Littler Mendelson


STAFFING / COMPENSATION

The (hiring) world is flat. “Google doesn’t care what (applicants) know … All Google cares about is what you can do with what you know. That’s all that anybody cares about anymore. And they don’t care about where you learned it or how you learned it.” -  Tom Friedman, Pulitzer Prize-winning author

and

Being 'average' is no longer good enough. "It's going to be really, really difficult to be a worker in this world ... because the single most important socio-economic fact of this hyper-connected world—the new thing it created—is that average is officially over ... and this is creating huge anxiety out there in every one of our labor forces." - Tom Friedman, Pulitzer Prize-winning author

* * * 

Variable pay pays. “In truth, base pay increases have been a poor motivator. Remove performance entirely from base pay. Make market adjustments only … Place all performance rewards in the variable plan.” – John Rubino, president, Rubino Consulting

* * *

Phone first. "Did you know that 90% of candidates now are searching for your jobs from mobile devices? Are they able to find them?" - Will Staney, head talent warrior at Glassdoor

* * *

The replacements. “(Succession planning) is an ongoing process of preparation, not a one-time process of pre-selection. And it should extend beyond the top executive level.” -  Amy Hirsh Robinson, Interchange Group

* * *

The Disney culture. “(Your employees) are your internal customers. How I treat my customers and how I treat my employees—I have to do both the same way.” - Walt Kurlin, Walt Disney World business facilitator

 

MANAGEMENT / STRATEGY

Strategic negativity. “HR people need to allow themselves to say to employees, ‘No, this isn’t what I’m here for.’ There are times when people come to you and want something for the 87th time, but you need to learn how to teach them to do it themselves ... If you give a man a health insurance ID card, he’ll have it for a day. If you teach him how to print it off the website, he’ll have it for a lifetime.”  - Lori Kleiman, president, HR Topics 

* * * 

Ask, don’t tell. “You should know what the top three issues are for your company and its business units … A top mistake (HR) makes is waiting to meet with key managers until they have a specific need.” - Sandy Allgeier, Allgeier Consulting

* * *

From 'me' to 'we.' “You’ve got to celebrate other people's ideas so they want to bring them to you … That’s what leadership is about—it’s going from ‘me’ to ‘we.’” - David Novak, CEO of Yum! Brands 


 

Pagehead (above line, reversed) = Quotable Quotes: SHRM 2014 Conference 

 

More than 14,000 HR professionals joined the annual pilgrimage to the Society for Human Resource Management (SHRM) conference in Orlando from June 22-25. Here are a few nuggets of wisdom we gathered from the week:

 

EMPLOYMENT LAW 

Changes to overtime exemption rules (expected to be proposed by the U.S. Department of Labor this fall and finalized next fall): “Every industry is going to be affected, but restaurants, retail and hospitality are really going to have a hard time adjusting … Don’t plan on taking on any big projects for the end of 2015,” as you’ll need to be looking at each job to decide it’s exempt or not under these new regulations. 

 - Tammy McCutchen, attorney, Littler Mendelson  

 

The inactive Congress. “With Congress in session only 14 more days until the election, all the action is going to continue to be in the regulatory agencies.”

-          Michael Aitken, SHRM VP of government affairs 

 

The activist NLRB. “The National Labor Relations Board has been a relatively sleepy agency up until the last few years… The rights that (the NLRB is extending to employees are more extensive than at any time I’ve ever seen.”

- Michael Lotito, attorney, Littler Mendelson

 

MANAGEMENT / STRATEGY 

Strategic negativity. “HR people need to allow themselves to say to employees, ‘No, this isn’t what I’m here for.’ … If you give a man a health insurance ID card, he’ll have it for a day. If you teach him how to print it off the website, he’ll have it for a lifetime.”

- Lori Kleiman, president, HR Topics

 

Ask, don’t tell. “You should know what the top three issues are for your company and its business units … A top mistake (HR) makes is waiting to meet with key managers until they have a specific need.”

- Sandy Allgeier, SPHR

 

On managing. “You’ve got to celebrate other peoples’ ideas so they want to bring them to you … That’s what leadership is about—it’s going from ‘me’ to ‘we.’”  

-          David Novak, CEO of Yum! Brands 

 

STAFFING / COMPENSATION 

Variable pay pays. “In truth, base pay increases have been a poor motivator. Remove performance entirely from base pay. Make market adjustments only … Place all performance rewards in the variable plan.”

– John Rubino, president, Rubino Consulting

 

The replacements. “(Succession planning) is an ongoing process of preparation, not a one-time process of pre-selection. And it should extend beyond the top executive level.”

-  Amy Hirsh Robinson, Interchange Group

          

The Disney culture. “(Your employees) are your internal customers. How I treat my customers and how I treat my employees—I have to do both the same way.”

- Walt Kurlin, Walt Disney World business facilitator

 

 

SIDEBAR BOX – upper middle of page, pull quote with photo

“Google doesn’t care what (applicants) know … All Google cares about what you can do with what you know. That’s all that anybody cares about anymore. And they don’t care about where you learned it or how you learned it.”

-  Tom Friedman, Pulitzer Prize-winning author

 

 

 

 

 

 

 

 

 

 

BOX – across bottom of page, three columns, with this photo dropped in, no headline

 

Among the thoughts from Aaron Zandy, an employment law attorney with Ford Harrison in Orlando: 

“Managers should always try to communicate in person. Employees are less likely to be angry, upset or misinformed if management is done in person … I’m dealing with my first case in which a manger fired an employee by Facebook.”

* * *

“HR consistency wins cases. Inconsistency loses cases.”

  * * *

“Your managers have had secret files for years and now they have secret email files. They need to understand that all of that is discoverable in court. Everything they write can be blown up on a poster in front of a jury.”

* * *

On time records: “Plaintiff lawyers don’t like to take cases in which employees have acknowledged hundreds of times that their hours and pay are accurate … The more times you have employees acknowledge that—using online systems and waivers—the better.”

* * *

“Employees don’t sue managers and supervisors they like. If they like you, they won’t sue you.”

 

Leave a Comment