HRx Big Ideas Radio: On Wednesday mornings, John interviews the people whose ideas are shaping the industry. Academics, authors, strategists, and ground breaking practitioners stop by to tell their stories.

HRx Big Ideas Radio: On Wednesday mornings, John Sumser interviews the people whose ideas are shaping the industry. Academics, authors, strategists, and ground breaking practitioners stop by to tell their stories.

HRx Big Ideas Radio

Topic & Guest: The Role of Professional Associations in HR with Susan R. Meisinger, SPHR, JD
Episode: 22
Air Date: May 31, 2017

 

 

Guest Bio: Susan R. Meisinger, SPHR, JD, is a columnist on HR Leadership for HRExecutive Online. She is the former President and CEO of the Society for Human Resource Management (SHRM), the world’s largest professional association devoted to human resource management. Prior to joining SHRM, Meisinger was appointed by President Ronald Reagan as Deputy Under Secretary in the U.S. Department of Labor, and was responsible for more than 4,000 employees and enforcement of more than 90 US employment laws. Meisinger is a fellow and board member of the National Academy of Human Resources and is a fellow of the Human Resource Policy Institute. She has also served on the boards of the World Federation of Personnel Management Associations, SHRM, HRCI, the Ethics Resource Center, the Kronos Workforce Institute Advisory Board, and the Certified Financial Planners Board of Standards. She also has corporate board experience, serving on the board of the construction and engineering firm BE&K prior to its sale to KBR. Meisinger also co-authored and edited “The Future of Human Resource Management,” which was published in 2005 by John Wiley & Sons.

 

 

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  • The discussion on ‘best practices’ and ‘competitive practices’ (in my view) misses the mark. In 2005 Sue wrote to SHRM members asking whether HR could or should develop generally accepted human resources standards or practices. That is the better question and remains so today. Dolenko (1990) had shown that auditors thought the answer was ‘yes’. They were are able to say what ‘we would expect to see’ in most HR activities. Variation is dealt with using two questions: If not, why not? (explain the difference so we will understand its validity) and If not, so what? (materiality – if it’s not material move on).

    HR member organisations see certification as the holy grail. The challenging trifecta is actually the integration of individual (competency and membership grading), curriculum, and activity standards.

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