Notes from Charlie Duff!

 

Because we are totally radical, we made some notes. But probably not very good ones.

 

CHRU 3 meeting 1


Attending: Ailsa, Jon, Peter, Charlie, Mervyn, Gareth

Overview of last time
How much different and how much the same?


More formats needed - fishbowl etc
Pecha kucha is here to stay!

Mix it up - perhaps each time slot a different format

Suggestions: Artists? Live interaction? Live stream? Other formats? Drama? Graffitti artists?


Shout out to the community for creative skills

We need an icebreaker - world cafe networking

Decorate the space – zones? Beach, gym, office, garden...

Bring in unemployed etc to talk about the sharp end of HR - reconnecting must to the purpose of what we do.



How can we add more depth? 
Pre-planning on tracks for deeper tracks advertised beforehand so there is some idea of what we will discussed. Outline of themes beforehand - electronic version of the grid?

Start this early – will help with sales etc

Political edge
Try to change something - publish paper etc - lobby
Unemployability

Our own community had been hit - their stories. Self employment, etc

Actions
Alisa- talk to Darius, bring in young people etc

Gareth - Investigate types of format, publish on the NingNangNong


Themes

 

Post apocalypse HR - after the riots

New ways to engage
How can HR take action
Anarchist HR
Immigration cap

The four HR horsemen...
The HR spring

What to do differently?

The un-structure
World cafe for icebreaker - ask a question each time, not so much for populating grid
Quickly grid, will be part populated already
Five different formats – one for each session
Energiser after lunch


Is there a demand for a social media surgery?


Community to develop something - data gathering, HR and technology, workshop, white paper

Case study: ConnectingHR changed my life

Suggestions?

Reach out to community again for icebreakers

Choral suggestion
on boarding of newbies

Marketing and the tickets debate

Give a discount for 'plus 1' invite - discount for 2 – bring someone not part of the crowd
Community needs to work harder to spread the word – we're looking at you, there

Practitioner must be one of the tickets

We should target a few people - Gareth seems to know a load of people, so he can do some of that. Any superstar HR requests, throw them in the forum

Suggestion:

 

Single tickets? £85 - £100 – if we sell singles at all...


2 people £150 by 5 Oct
200 after

More you bring the better! Whole HR teams etc
Group tickets?
Supplier/practitioner/commentator system

Gareth will finalise this....

 

Charlie - get us Media partners (will get on this asap)

Roles

Chief poet - Neil
Chief busker - Doug
Coordinator with Darius - Ailsa
MC - Charlie
World cafe - Mervyn
Grid – Jose? Yet to be consulted

Responsibilites


Marketing - Gareth
Media partnerships - Charlie
Event rite management - Gareth
Shopping - Mervyn
HR cupcakes - Charlie and anyone else who wants to
Follow up masters and wrap up at the end - Gareth and Jon

Technology
Ning
ConnectingHR.Ning.com
Gareth migrating people over by email invite

Special Ning community discounts
5% discount for profile set up by sept (two weeks)
Top ten points on Ning get 'most influential' badge on the day
Disorganising pixies will lead Ning
Once a week at least participation required! So be warned!

 

Thanks everyone for attending!

Tags: #chru3, unconference

Views: 423

Replies to This Discussion

Just to conform to stereotypes, that second point is a bit 'out there' for me and would put me off a little ;). Do you think something like Building an HR Community for Social Good would work...or does that sound too worthy?

Oh you stereotype you ;) I seem what you mean, moremthought needed. Unfortunately if we used 'building an HR community for social good, Neil would probably stick a pencil in his eye.

So, best use it then XD
Yes it all sounds a bit hippy happy clappy...what about we outlaw lame use of the 'T' word (ssshhh...Talent) - I know that Doug and I have strong views on the (mis)use of this word...
Oooh don't want to do anyone optical damage to themselves, feel free to scratch that then and come up with something more appealing :)
You can't say I don't know my audience ;-P

Seriously though, I think that they are great topics and we have many people (Anne-Marie, Anne McX, Neil) who have some good input on this. Would recommend we shell out £4 for the Economist this week as they have a 14 page section on the future of work.  Interesting snippets like 27% of companies don't think they have the talent to pursue their business plans - in which case maybe they need to change their business plans?!

I'll get a copy as I'm sure there will be plenty of inspiration in there.
I managed the technical feat of scanning to email at work today (you can tell I'm a trifle distracted just now!) so here is the Economist section for anyone who is interested.  (Attached below).
Attachments:
You truly are an anarchist
and section 1....
Attachments:
I like the theme and pricing.  As a practitioner, I am not put off by the second question, and I think it is very important to look beyond our immediate struggles to the way in which the workplace WILL change, BUT I agree with Charlie that we could help people to see the relevance by couching it in terms that more immediately affect them.  E.g. as Charlie suggests, 'how HR can influence the future of work....'.  
There's also this - http://blogs.hbr.org/haque/2011/09/was_marx_right.html - was Marx right, which should get the debate going!

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