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This program has been approved for recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute (HRCI). The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org

Presenter Biographies

Marc Drizin is Founder and Chief Instigator of Employee Hold’Em, a firm focused on talent retention solutions and corporate training services. He has twenty-five years of experience in employee and customer satisfaction research, analysis, and consulting. Marc is a frequent speaker at regional, national, and international meetings and is a sought-after consultant for organizations in a variety of industries.

Stephen P. Hundley is Associate Dean and Associate Professor of Organizational Leadership in the Purdue School of Engineering and Technology at IUPUI. He is responsible for academic programs, faculty development, instructional technology, and student success. Stephen teaches courses in HR management, leadership development, and organizational research.

Both Marc and Stephen are coauthors of Workforce Engagement: Strategies to Attract, Motivate, and Retain Talent and Employee Engagement Fundaments: A Guide for Managers and Supervisors. Both of these books are published by WorldatWork.

Previous SMA Meetings:

Wednesday, September 23, 2009
Workforce, Employee, and Personal Engagement: Comedy, Sport or Both?

SMA hosted our third PHR/SPHR Certified Program of the year, September 23rd at ComedySportz - Workforce, Employee and Personal Engagement: Is it Comedy, Sport or Both? Mark Drizin and Stephen Hundley, Ph.D. delivered an outstanding, engaging and interactive presentation to an enthusiastic full house. Three engaged participants received a free copy of their book, Workforce Engagement, strategies to attract, motivate and retain talent. Attendees learned the four important “R’s”: Recruit, Retrain, Reward & Retain. The program continued with a comedy show presented by Comedy Sportz geared toward HR and concluded with door prizes and networking. Members who brought a non-member received a Starbucks gift card in support of our IndySHRM membership drive and one new member application was submitted! To learn more or contact the speakers, please see www.employeeholdem.com, www.firefasthireslow.com or contact marc@employeeholdem.com and shundley@iupui.edu.

SMA is in process of completing and submitting our 2010 Strategic Plan to include programs and opportunities for next year. Check us out on LinkedIn and join our SMA of Central Indiana Group!

Submitted by: Susan Van Hoosen, SMA Chair

Tuesday, June 23, 2009
SMA Central Indiana Networking Event at Easley Winery

Thursday, April 23, 2009

"Economic Effects on Staffing Management and Recruitment – Strategies for Survival, Techniques to Manage and Thrive, Job Security and How to Shine!”

Sponsored by:

Click Here to Download Shannon's Presentation

Recap of the Meeting:

Thank you to all who attended our January IndySHRM luncheon program, “Online Social Networking – I’m on, now what?”

Shannon Seery-Gude of Bernard Hodes Group, presented an outstanding, interactive session, inspiring a full house of 141 registered attendees!

Participants learned how to increase their understanding of improving the experience on corporate career sites to connect with candidates and build candidate communities, and how to better attract and build relationships with potential candidates via social networking sites like FaceBook and LinkedIn. Also discussed were the changing expectations of the emerging workforce, how NOT to spam, how to complete your profile and how to leverage your corporate career site and next generation tools to build relationships. The moral of the online social networking story is “always be helpful and patient”!

Shannon is an avid user of social media and a self-prescribed “geek”. She loves the internet and insists that Facebook is NOT only for your kids. Here are some highlights from her discussion.

The Changing Workforce:

• Most people talk about the generational differences of the workforce, Shannon focused on the changes in technology and how they effect the changing workforce
• Everyone, across all generations is familiar with basic technology tools like Google, Amazon, eBay, etc. so technology touches all generations in some way.
• People are still influenced by friends, colleagues, family when making decisions
• “ Word of mouth” has changed with technology. Where we are being influenced has changed, but who we are being influenced by has not.
• The impact of the internet, Google and social networks on your corporate brand and on your personal reputation is very important to recognize
• Changing workforce tools include: Social networking sites, Career websites, Blogs/Podcasting, Photo sharing and video sharing

Why Social Networking?

• Exponentially expands your ability to link with others efficiently and effectively for a whole scope of purposes
• Deepens existing relationships
• Can be used to expand your personal brand
• Note: Consumer opinions posted online carry the second highest trust and credibility factor for decision makers
• Social Networking site examples: LinkedIn (27 million professionals with ave income of $109,000), Facebook (130 million active users), MySpace (100 million active users), Classmates (50 million registered users)
• Corporate attitudes toward social networking: 64% of companies in the US deny access to social networking sites and 54% of HR leaders have had to discipline employees on the use of these sites.
• Anticipate more policies coming out around this this year as it becomes a more acceptable networking and talent recruitment media for companies.

How to start:

• Create a profile, make it as complete as possible
• Search for and join related groups
• Invite your contacts to connect with you
• State your networking goal in your profile summary
• Make sure you read profiles before connecting with others, some people may not want to be contacted by recruiters.
• Be careful about what you write on social networks – others can see it and it can impact your personal brand
• Be patient, not everyone checks their sites daily

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