HRevolution, which sounds like it was a great event. I was jealous but my newborn has very self-centered ideas about my travel availability.
Anyway, there seem to be a LOT of HR conferences to choose from these days and some folks seem to attend quite a few of them. So Dave was wondering why and how they do it, which he’s written about over at HR Official, and I was wondering who benefits and where you draw the line.
Lyn H, our new project social team member, also has some sizzling thoughts on this that you can read about over at the HR Bacon Hut. (Get it? Sizzling bacon?)
Obviously if you’re an analyst or someone who’s paid to be seen it makes sense to attend as many conferences as you can but does the same logic apply to HR practitioners? Do their companies benefit from all the conferences they attend?
Maybe it’s like the famous professor who does the lecture circuit while his graduate students teach his courses. The university benefits because the professor’s fame attracts students even in absentia and contributes to name recognition of the school. Similarly, perhaps attending and/or speaking at lots of conferences helps promote your brand and attract top talent.
Or maybe the company benefits from all the knowledge that is brought back. It stands to reason that the more conferences you attend the more knowledge you acquire. And with that fountain of knowledge you can overhaul your current processes, improve leadership quality and finally get that seat at the table.
Or maybe you already have a seat at the table and that’s why you’re able to persuade your boss that you + conference = major ROI. Way to go, you! In fact, you’re wasted in HR, you should be in marketing.
But seriously, I’m curious: How many conferences are enough? And which ones? And most importantly, how do you apply what you learn at your own company?
Dave, Lyn and I want to know!