First off I'd like to apologize for the lack of blogging that has been going on from my end. Classes are finally in full swing, and between that, lacrosse practice (and related injuries), and firming up my resume it has been a little hard to find free time until now.
Anyway, I have heard from my HR professor and other HR people that people in Gen-Y (aka me) aren't taking full advantage of Twitter as a social net working site. I could not agree more. The latest statistic I saw was from a study last April where, of the students surveyed, only 15% had a Twitter account. 34% of those surveyed had never even heard of Twitter.
So where is the disconnect? I see numerous companies, older professionals, and even celebs totally embrace Twitter while college students are content on staying in the safe harbor of Facebook. I think the problem comes from grouping Twitter into the same category as Facebook or MySpace within the realm of social networking. I see Twitter offering a different kind of social experience that many younger people don't either see the value in, or haven't realized the utility.
Facebook and MySpace, in my mind, is usually reserved for people that you have already networked with in the past. Old friends from high school, new friends from college, family members (even the dreaded parent friend request), and even professors show up on my "friends" page on Facebook. However, I wouldn't go out and add a professional that I just got done reading an article by. Would I follow them on Twitter? You bet.
Twitter is an easy way network without meeting people in person. Even now I am using my Twitter to promote this blog post. It just makes it easier to get myself and my ideas to a large group of people. This idea is lost on most people my age. To be honest, I wouldn't have realized the potential if it wasn't for my professor, Matthew Stollak. Essentially, once a group of followers is established Twitter is an open audience to submit ideas, bounce thoughts around, and to get feedback in a way that might not be possible from a group of friends or close colleagues. Again, this is lost on my fellow Gen-Y'ers.
As a member of Gen Y I also can see how my friends use Twitter. Many of those people that don't use it use the excuse of "Why would I want everyone to know what I'm doing all the time?" Then they usually go make an example along the lines of "I am sitting on a chair." However, if this is all they would use it for anyway I'm kind of glad they didn't sign up. Within my social circle at school we use Twitter to invite others to join us in activities, set up get togethers, make jokes about each other, or report humorous things that happen throughout our day. May not be the most useful way to use Twitter (which is why I made another account for my blog posts), but it's pretty funny and useful at times.
I have also seen people use Twitter just to follow celebrities. I can't help but think what a waste of time that must be. I'll admit I am a shameless follower of all the members of Jersey Shore, but only as a way to refer to them in Twitter posts with friends, usually comparing someone to Snooki to get a rise out of them, but why can't this society worry about their lives more then celeb's? That's another issue though.
In the end, Twitter is a fantastic tool to get your name out into the public without having to meet people in person. It's a way to present ideas for feedback. It is a way to keep in the loop with friends faster then Facebook. The versatility of Twitter is tremendous, and the sooner Gen-Y can figure this out the sooner they can join in on the fun.
Tuesday, March 2, 2010
Tuesday, February 9, 2010
The "People Person" Problem
Since this is my first blog it's probably fitting to introduce myself formally. My name is Chris Haskins. I am currently a senior at St. Norbert College in De Pere, Wisconsin. My major is Business Administration with a concentration (like a mini minor for those unfamiliar with the concept) in Human Resources. When I'm not learning about HR I spend my time playing lacrosse (Thus HRlaxer a combination of my two passions), or spending time with my fraternity brothers in Tau Kappa Epsilon. I'm still the active treasurer for the lacrosse team on campus (3 years in a row now), and have held positions in new member education and brotherhood areas within my fraternity. When I'm not in beautiful De Pere I reside in my hometown of Beloit, Wisconsin.
Well, now that everyone knows where I am coming from I can explain where this blog is going. Essentially, this blog is to share my ideas on HR as a student that is still learning what there is to know about HR. My views may not always be "right" or in line with popular thought, but they are what I perceive as a student. I am very open to comments, criticism, or any other form of feed back I just ask that it is constructive. Since I am an apprentice in a trade full of masters I don't pretend to know everything, nor do I think it is ever a good idea to claim full knowledge.
Anyway, with all that said it's time to get to the topic at hand.
I hear all the time in class, while reading blogs, or talking with my mother (who is a HR professional) that if the sole reason you want to be in HR is because you "like to help people" that you should not be in HR. My favorite response is "you should go into social service then." This raises many questions for me. The biggest being how can you be in HR and not be a people person?
The problem with this idea is that it pushes out compassionate people that do genuinely enjoy working with people that are capable of being great HR and business people. I will agree that if the only reason a person is interested in getting into HR is to work with people it is probably the wrong choice mainly because they don't realize the business aspect of the job. Obviously, that will only end in tears. On the other side of the coin, there are some aspects of being a human resources person that demands a lighter touch. For example, if i come in and need to talk about going on a leave of absence because my father is ill I don't want someone to tell me "Alright well you have X amount of weeks. Goodbye." It all just seems tasteless in my opinion. However, if the situation is taken with more human passion it would avoid that bad taste that many people leave a HR office with (one of those sayings that I have not experienced myself, but heard enough about).
My friends are good examples of people who have a negative views on HR professionals. Many times they have mentioned how I don't seem like the stuffy or soul crushing type of HR professional they're used to. I don't know if these thoughts are based on experience or maybe the "popular" view of HR, but either way it's an awful stigma that follows HR. These might be just simple stereotypes, but, like most stereotypes they are, in some degree, based on fact which comes from non-people people in HR.
Just by the nature of the position we can't always be the "good guys". Sometimes lay-offs need to happen, or an unpopular policy needs to be put in place in order to protect the company as a whole. On the other hand there is so many opportunities to help people grow, and expand their knowledge or skill base that I think don't get utilized.
Coaching is a great example of being able to help people in a way that is beneficial for both the person and the company. In my example, coaching young lacrosse players I help facilitate the growth of certain skills (passing, shooting, teamwork). Where as in HR we can coach or train people to help their work experience. In both cases we are helping facilitate an environment where skills can be learned and then transferred into game (or work) situations. As long as the employee thinks they have spent their time and effort on something that they believe will help them now or later on they will appreciate the effort from HR and slowly gain a better view on HR as a whole.
So, I think people that want to help people have the same right to be in HR as anyone else. In fact, even more of a right if you ask me. The only difference being that they also have to understand the business side of the position. In order to help people we need to show that helping adds value.
In the end if you take the HR out of heart you're left with eat, and I'm tired of HR being seen as a soul eater.
Thank you for taking the time to read my first blog. Please feel free to leave comments and constructive criticism. I realize I'm fighting an up hill battle with this topic and may seem a little "wet behind the ears", but it's always been a phrase that bugs me. As I write more blogs I will get a better handle on the process.
Well, now that everyone knows where I am coming from I can explain where this blog is going. Essentially, this blog is to share my ideas on HR as a student that is still learning what there is to know about HR. My views may not always be "right" or in line with popular thought, but they are what I perceive as a student. I am very open to comments, criticism, or any other form of feed back I just ask that it is constructive. Since I am an apprentice in a trade full of masters I don't pretend to know everything, nor do I think it is ever a good idea to claim full knowledge.
Anyway, with all that said it's time to get to the topic at hand.
I hear all the time in class, while reading blogs, or talking with my mother (who is a HR professional) that if the sole reason you want to be in HR is because you "like to help people" that you should not be in HR. My favorite response is "you should go into social service then." This raises many questions for me. The biggest being how can you be in HR and not be a people person?
The problem with this idea is that it pushes out compassionate people that do genuinely enjoy working with people that are capable of being great HR and business people. I will agree that if the only reason a person is interested in getting into HR is to work with people it is probably the wrong choice mainly because they don't realize the business aspect of the job. Obviously, that will only end in tears. On the other side of the coin, there are some aspects of being a human resources person that demands a lighter touch. For example, if i come in and need to talk about going on a leave of absence because my father is ill I don't want someone to tell me "Alright well you have X amount of weeks. Goodbye." It all just seems tasteless in my opinion. However, if the situation is taken with more human passion it would avoid that bad taste that many people leave a HR office with (one of those sayings that I have not experienced myself, but heard enough about).
My friends are good examples of people who have a negative views on HR professionals. Many times they have mentioned how I don't seem like the stuffy or soul crushing type of HR professional they're used to. I don't know if these thoughts are based on experience or maybe the "popular" view of HR, but either way it's an awful stigma that follows HR. These might be just simple stereotypes, but, like most stereotypes they are, in some degree, based on fact which comes from non-people people in HR.
Just by the nature of the position we can't always be the "good guys". Sometimes lay-offs need to happen, or an unpopular policy needs to be put in place in order to protect the company as a whole. On the other hand there is so many opportunities to help people grow, and expand their knowledge or skill base that I think don't get utilized.
Coaching is a great example of being able to help people in a way that is beneficial for both the person and the company. In my example, coaching young lacrosse players I help facilitate the growth of certain skills (passing, shooting, teamwork). Where as in HR we can coach or train people to help their work experience. In both cases we are helping facilitate an environment where skills can be learned and then transferred into game (or work) situations. As long as the employee thinks they have spent their time and effort on something that they believe will help them now or later on they will appreciate the effort from HR and slowly gain a better view on HR as a whole.
So, I think people that want to help people have the same right to be in HR as anyone else. In fact, even more of a right if you ask me. The only difference being that they also have to understand the business side of the position. In order to help people we need to show that helping adds value.
In the end if you take the HR out of heart you're left with eat, and I'm tired of HR being seen as a soul eater.
Thank you for taking the time to read my first blog. Please feel free to leave comments and constructive criticism. I realize I'm fighting an up hill battle with this topic and may seem a little "wet behind the ears", but it's always been a phrase that bugs me. As I write more blogs I will get a better handle on the process.
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