If you’re going to exceed performance expectations and elevate
your career this year, you need to invest in your professional
development—and time is running out!
Whether you need to get an introduction to HR, prepare for your SHRM-CP/SHRM-SCP certification exam,
take a deep dive into an HR specialty or gain the leadership skills to take your career to the next level, SHRM
Seminars will meet your 2017 development needs.
*Offer only applies to SHRM Seminars, hosted October-December 2017, excluding SHRM-CP/SHRM-SCP Certification Preparation. It does not apply to SHRM Seminars outside
the U.S., SHRM Seminars at conferences, or other SHRM products, programs or events. Offer applies to online and phone orders only. Offer is not valid on previous orders and
cannot be combined with other promotions. Expires November 30, 2017.
Alexandria, VA | Programs run
Chicago, IL | Nov 6-8
Denver, CO | Nov 13-15
Miami, FL | Dec 4-6
Minneapolis, MN | Oct 30-Nov 1
San Diego, CA | Dec 4-6
San Francisco, CA | Programs run
change management, but we often struggle with it ourselves.
What’s your advice to HR for increasing
the stature of the profession?
Define the practice of HR, set standards
and make the public aware of the important role HR has. The term “human
resources” was coined by management
expert Peter Drucker about 60 years ago,
so we are a relatively young profession.
But we’ve moved light years from where
we were then. We’ve evolved from business partners to business leaders. And
we are at a critical point where we need
to spell out exactly what makes up good
HR. It’s important for that to be done by
HR professionals—because if we don’t,
someone else will.
What advice do you have for HR leaders
who aspire to become CEOs?
First and foremost, focus on under-
standing your business. For someone to
become a CEO, he or she has got to know
what drives the bottom line and what’s
important to the organization’s success.
What advice do you have for incoming
CEO Johnny C. Taylor Jr., SHRM-SCP,
who takes over after you retire?
He’s pretty smart, so he probably doesn’t
need any advice from me. He led SHRM
through some challenging times as chair
of its board of directors in 2005 and
2006, and SHRM was better for it. One
thing I tried to do was to listen and learn
every day from everyone around me and
let them know they were a valued member of the team.
What do you plan to do after retiring?
Well, this is my second retirement. I was
at Howard University for 30 years before
I came to SHRM. I thought that I would
be here for four or five years, but that
turned into 12 years.
And I’m glad to have been a part of
it. But it’s time for me to figure out what
retirees do. I’m sure I’ll do some volunteer work, especially with African-American males to make sure they have
positive role models and guidance.
I’m also an avid cyclist, so I’ll be
biking more. It takes my mind off the
stresses of the day. I have six grandchildren—three of them are under 2— so I’ll
spend a lot of time watching them grow.
One thing I’m trying not to do is have
a formal schedule.
Desda Moss is managing editor of HR