In reply to Paul Carter:

I will sort out, Paul.

A scroll through LinkedIn will show you a lot of people queuing up to slate the CIPD. Some of them in my view are doing this for their own profile and because it generates traffic to them. I saw one recently demanding that Peter Cheese engage with him on how the CIPD are somehow gatekeeping qualifications in HR. This is adding little value to anything - again a personal view.

No one is forcing anyone to be a member if they don't want to be. I no longer technically work in the profession but retain my membership as I am proud to be FCIPD. Criticism is easy. No organisation is perfect or can address every single need of every member. If you don't like the offering, don't be part of it.

In reply to Gemma Dale:

I'm of the same opinion on many of the LinkedIn posts. Social media does many wonderful things and it also amplifies posts for clicks and the algorithm rewards it, it seems. I can often tell when I post a reasonable comment on a rage post and I get no reply....I make a judgement about the motivations of the poster.

Whilst no organisation is perfect and I amd abd would be more than happy to share my feedback, for me it's about the context, the method and the channel.

In reply to Paul Carter:

My pleasure Paul Carter. Happy to add some insights.

There are too many examples of where I have added comments on LinkedIn posts giving alternative views and received no reply. I think I got a reply recently, interestingly from another commenter that I knew, rather than the original poster.

In reply to Sharon:

Yeah and I do find the anti HR podcasts quite hard to listen to as they are an hour-long rant. I prefer subtle, three dimensional woke discussions, rather than in your face woke discussions which never feel realistic. I want to give everyone a voice but I need diverse voices to do that.

In reply to Paul Carter:

I can't listen to a lot of ranting. If I want to hear rants there are lots of places to see and hear them, Twitter is full of them and so is LinkedIn. I bristle at the use of the word woke...especially when you look at the origins of it and see the way it's been appropriated in a perjorative way to put down people, minimise and exclude people with reasonable, alternative and supportive views. It feels like the new version of p.c. politically correct, I prefer clean and neutral language if at all possible, that's had and requires intent but at the same time we need to break through the rants and the angry nature and get back to hard debates, listening to debates and differences to create a better future, whether that's in the CIPD context or more wider.

I hope for a movement past and through this current phase we seem to be experiencing of polarising, click bait, diversive conversations.

In reply to Sharon:

Hi Sharon, I like clean and neutral language and not making assumptions about people and communities as well. I will be starting my blog and podcast this month so this is people's chance to get involved. You don't have to be a household name to produce good content. "Only HR in the Building" but we'll open the door to let the truth in!

In reply to Gemma Dale:

Thanks Gemma, are you happy for me to use this in my blog? Thank you

In reply to Paul Carter:

Here is one of my articles on defending the HR profession apolitical.co/.../why-is-hr-under-scrutiny-550 and here is another www.watchingworkingliving.co.uk/hr-shield-wall-setting-the-scene

In reply to Paul Carter:

Thanks for sharing. I am going to take a look.

In reply to Sharon:

Thank you, more articles and the amazing podcast will follow

Hi Paul, if still relevant here are my answers. Thanks for reaching out!

Q) Are you aware of the prolonged criticism of CIPD and the HR profession?
No, but I did come across the articles you have mentioned in your post. I will now look this up! 

Q) Have you responded to the criticism? Is it a worthwhile discussion to have? NA

Q) Is it easy to criticise the HR profession because it has an image problem?
Your average CHRO is typically a warm kind of person. This warmth is often held against him/ her as a feature of someone who is not prepared to "be tough". Being tough is still seen as being professional and good at your job. So, yes, I think there is an image problem, but it doesn't mean HR needs to change, it means HR needs to work with wider leadership team to make them appreciate the true power that comes from compassion and warmth. 

Q) Does it make you worry about your jobs?

Yes, just as any knowledge worker should be heavily investing in own AI skills these days. This will hopefully ensure the wise approach to AI adoption. 

Q) Anything else you would like to say?
Looking forward to following your blog and the podcast. 

In reply to Olga Pottle:

Thanks Olga, my latest blog is here www.watchingworkingliving.co.uk/the-hr-omerta-its-time-to-talk and I will be able to use your answers. Thank you