William Tincup, HR Examiner Editorial Advisory Board Contributor

William Tincup, HRExaminer Editorial Advisory Board Contributor

Please welcome William Tincup to the HRExaminer Editorial Advisory Board. William Tincup lives outside the box, leaps naked emperors in a single bound, and knows all the words to Soul Rebel by Robert Nesta Marley. William runs Tincup & Co, a firm that helps HR teams see things clearly, find solutions, and do great work. Full Bio »

A Business Case for Intolerance

by William Tincup

SHRM & HRCI are more important than anything else in the entire HR ecosystem. They are more important than you, me and or anything that’s in the cloud. <start rant>

Society for Human Resource Management

SHRM is our national association that represents all things workplace. That just is. Do they get things wrong? Sure. Do they make mistakes? Yuup. Do they represent your particular interest and/or agenda to the fullest? Prolly not. Do they listen to you? Sometimes.

SHRM has one goal… legislative power. The larger the organization, the more power it has with congress.  Smaller membership equals little or no power. SHRM helps to shape ALL workplace laws. That’s what we need them to do… shape things. Here’s the rub… it can only do so much with 250,000 members. But let’s say SHRM had 3 million members; they could advance a bolder legislative agenda. Congress would take note, and we’d have better, more refined HR laws. Not the hacked up crap we usually get from congress.

SHRM tries to be all things to all people. Kinda noble. That said, we need to position SHRM in our minds differently. The sheer size of SHRM membership is good for everyone that cares about the HR ecosystem. So, using this line of thinking… SHRM membership is NOT just for practicing HR professionals… it should be for everyone in the HR ecosystem — from vendors to consultants to analysts to bloggers to thought leaders to anyone that remotely cares about talent / human / people / workplace stuff. A large professional association is good for HR professionals in that it further legitimizes the HR profession. And it really doesn’t cost all that much… prolly less than what you spend on Starbucks in a week or so.

HR Certification Institute 

HRCI is the organization that helps us further legitimize the profession because they maintain and develop the certification exams PHR, SPHR, GPHR. These exams are important for both practicing HR professionals AND everyone else that interacts with them. Think of two different layers… those that studied for and those that passed these important exams.  For instance, I know a large payroll and talent management provider that pays for and gives bonuses to sales executives that pass the PHR exam. While they can’t own the distinction because they don’t have enough on the job HR experience, it shows a level of commitment to the industry that most vendors that sell to HR lack. This provider understands the complexities of HR… and, in truth; it prolly helps them sell software. I’m okay with that because they cared enough to learn more about the profession.

We need more people certified and the entire ecosystem supportive of these distinctions.  Again, IMHO, HR pros that aren’t certified have no business in HR.  Take the test and support the profession. I get it, you’re busy… we’re all busy.  Take the test.  Can you imagine a lawyer not taking the Bar Exam but wanting to practice law? No. Do you want rent space in a skyscraper that was designed by an unlicensed architect? Hi, my name is disaster, have me met? Feel like submitting tax returns for your $20M firm to the IRS from unlicensed CPA? Not a chance in hell.

You get the point. We don’t argue at cocktail parties whether lawyers, architects and/or accountants are legit professions. We sure do when it comes to HR.  Let’s stop that self-loathing shit. Again, you might not like HRCI… totally get that. HRCI is what we have now… so, let’s get everyone within the HR ecosystem to respect and support the profession by supporting the distinctions we do have. Those that don’t or won’t get on board… then let’s kick them out of the ecosystem. I’ve become intolerant.

If you want to fix shit. Great. Get involved… join SHRM, get certified and volunteer… and fix shit from within. But for the love of all things holy, stop complaining about having little or no voice and/or just bitching for bitching sake.

Lastly, these two things are related right? Yes, of course they are. At the core of becoming more intolerant is a pursuit of respect. All forms of respect but most notably self-respect and getting others to respect the HR profession. Tons of folks make money and/or profiteer from HR while flipping HR the bird while doing so. Let’s stop that. Let’s require anyone that intersects with HR to pay a toll… that of becoming a SHRM member and supporting our accreditation process and outcomes. Apply this to everyone… vendors trying to sell you software to analysts that sell reports to bloggers that write about workplace stuff.  Filter them. Are you a SHRM member? No, then fuck you. Yes, how are you supportive of HRCI?  Oh, you’re not… then fuck you. It really is that simple. Once people understand how serious we are about these two things… most will be supportive (read: get the fuck on board) and those that aren’t won’t be in business that long. So, fuck em.

Become intolerant of those that don’t really really love you. And, IMHO, those that don’t support SHRM and/or HRCI… don’t love you. <end rant>

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