The 1st in a series about Strategic Human Resources Management:
Today, I began a new venture as a course developer and instructor of a brand spanking new Strategic Human Resources Management (SHRM) course. Actually the course development part of the project started well over a year ago during my Master of Online Teaching certificate practicum. Today was the official unveiling of week one of the 17 week course. A course which partnered with three others offered by the institution that employs me offers graduates a certificate in Human Resources Management (HRM).
Personally, I have always been concerned about using the word "certificate" because it can be misunderstood and construed as competition with the Human Resources Certification Institutes's (HRCI) "certification". However, I can tell you that competition is certainly not the motive here. Honestly, this is something that can help prepare one to take the HRCI certification exams. Although, I still recommend local study groups and study materials to our students who plan to take the exam after they complete the certificate.
Enough about what I am working on related to this topic for and onto the topic itself. Yes I have noticed that SHRM also stands for the organization who represents the profession. Even I have to take a second look on occasion. The point is after over a year of research, I have come to one conclusion. That is if you don't have top management support and one reason why is because the top management does not have any confidence in you or your abilities as a good HR generalist then they certainly are not going to support an initiative to be strategic.
In other words lets face it...if you can't get payroll out in time, employees are complaining that the insurance is not paying the bills on time, managers are misinterpreting the company policies and inconsistently applying them affecting moral, and overtime costs are out of the roof then one might say you have a "messy house". The first thing to do would be to clean house and then consider some strategic human resources initiatives. Otherwise you could be laughed right out of the boardroom.
Regardless of what your credentials are or your fortune 500 experience , you must get the HR basics right before you move on to SHRM (the work not the association). Otherwise you will be playing the Mission Impossible theme song all the way to the unemployment line.
Learn more as I continue this series over the next 17 weeks and I hope to see you at this years SHRM (the association) Strategy conference in Palm Springs, California October 3-5.