Friday, December 12, 2008
Annual Holiday Program
Karl Ahlrichs

Thursday, January 15, 2009
HRACI Monthly Meeting
Social Recruiting and Career Websites
Shannon Seery-Gude, Bernard Hodes

Read on for details on these and other important HRACI activities!

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Submitted by Brian Cox

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Submitted by Karen Seketa, SPHR

This month, we highlight the Communications Committee:

Committee Members: Susan Martin, Terri Ryckaert, Diedre Shireman, DeeDee Deffez, Abby Ahlersmeyer, Eric Mellendorf , Heidi Herald, Kim Dinwiddie, Susan VanHoosen, Vicki Noblitt

Committee Initiatives/Responsibilities:
To produce a monthly e-newsletter for HRACI members and to provide assistance to local media by connecting them with HR specialists who will offer an HR perspective to their articles. To review the HRACI website for timely updates and functionality.

Committee Goals:

• Continue to produce and enhance the monthly newsletter
• Develop a plan to increase public awareness of HRACI
• Develop plan and ideas in order to serve as a resource to the community or local media on HR issues
• Dedicate a committee resource to review the website regularly

Committee Accomplishments:

• New branding advertisements on WFYI, NPR news radio station
• Publications in the Indystar.com business blog
• Branding survey completed with membership this year
• Initial steps taken toward possible association name change

Anything else to note:
Just a big THANK YOU to my committee – particularly the core group of members who have helped me out so much this year with our initiatives. We have a great strategy established for 2009 and we are all very excited to get moving on it!

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Submitted by: Jennifer Lange, PHR

Thinking About Taking the PHR or SPHR Certification Exam
In May/June 2009?

The 2009 Spring HRACI PHR/SPHR study groups will start mid-February. Classes will meet one (1) night a week…in the evening from 6:00 pm to 8:30 p.m. for nine (9) weeks. We HOPE to have two (2) locations (depending on interest) –northside and downtown.

In early January HRACI we will begin accepting online registrations for the HRACI study group(s) and each session/location will be limited to 25 participants. However, if you know that you’re interested – send an email to Jennifer Lange (jennifer.lange@oldnational.com) and she’ll be sure to contact you when the registration link on HRACI’s website is live to ensure that you don’t miss it!

Again, this Spring we are going to be using the HRCP study materials (this is NOT the same as SHRM Learning System) which includes six (6) study booklets covering each section of the exam, review questions and answers for each unit, and over 500 flashcards. To learn more about the HRCP materials, you can go to www.HRCP.com.

The cost for the program will be around $400 for HRACI members and $600 for non-members (specifics still TBD).

If you have questions or would like some more information – please contact Jennifer Lange, PHR at 317-706-9531 or via email at jennifer.lange@oldnational.com.

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Submitted by: Michael Padgett

Legislative Committee Update

2009 Presents Changes and Challenges: As we approach the New Year, human resources professionals should be preparing for significant changes in employment law, as well as the challenge presented by increased union organizing activity.

First, the ADA Amendments Act takes effect on January 1, 2009. This new federal law amends the Americans With Disabilities Act (ADA) in several respects. Among other things, the law calls for an expanded definition of “disability,” thereby bringing more individuals within the coverage of the ADA.

Second, the U.S. Department of Labor recently published much-anticipated revisions to the Family and Medical Leave Act (FMLA) regulations. The revised regulations will take effect on January 16, 2009. In addition to several substantive changes in the way the FMLA is implemented, the new regulations call for the replacement of current Department of Labor forms with new forms. Time frames for requesting medical certification and designating leave as FMLA-covered will also change.

Finally, 2009 will see the re-introduction of the Employee Free Choice Act (EFCA). While EFCA failed in Congress in 2008, some version of the law will likely pass in 2009. EFCA will permit unions to organize employers through a simple card check process, rather than a secret ballot election conducted by the National Labor Relations Board, as the law currently requires. EFCA is expected to lead to greatly increased organizing activity by unions and in employment sectors not traditionally targeted.

All of these issues will be discussed in greater detail at our March meeting.

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Hedge fund managers.
Professional athletes.
Train operators.

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We’ve all heard a lot about diversity lately, haven’t we? “Diversification of our investments are crucial in this economy;” “Diversity of our marketing strategies will attract more business;” or the exciting political and social diversity we’ve experience through this most recent election.

In October I attended the SHRM National Diversity conference in Atlanta, Oct. 27-29, “Leading, Changing, Transforming.” Our topics and speakers were as diverse as our attendees, with offerings such as “Sexual Orientation and Spirituality Can Co-exist” to “Myths and Realities About Multiracial Professionals,” to “Baby Boomer-ang” and “Engaging White Men in Diversity Efforts.” It is apparent that diversity trainers are considering feedback from professionals in the field and responding with meaningful, practical information and applications for the workplace.

In our general sessions, Frans Johansson, author of the best-selling book, The Medici Effect, captured the audience with his vibrant energy and excitement focused towards innovation. He really inspired a group of HR professionals that have been heavily weighed upon this past year with stresses of the economy, lay-offs and budget cuts now commonplace vocabulary terms. (www.themedicieffect.com)

One of my favorite sessions was a round table discussion with the Chief Diversity Officers from Coca-Cola, Sodexho, Merck and Co., and SHRM. These professionals have been through the ringer, including high profile court cases, and international globalization issues while being industry leaders in our country.

Dr. Rohini Anand, Senior VP and CDO for Sodexho said “There is a new model for diversity, with so many technology changes and global diversity. Equity is not the same across the world—there’s rural and urban; gender issues, caste and even tribe,” she said. “We must have ‘global competencies,’ be humble, flexible and refrain from pre-conceived mindsets.”

Shirley Davis, director of Diversity for SHRM says she still hears the basic diversity questions. “We’ve come a long way in twenty-five years, but we still hear those basic problems,” she said.

All of the speakers focused on inclusion, shared accountability, an integration from the HR office to the departments of our companies. Managers, supervisors, directors must be engaged for a diversity initiative to stand in your organization, whether you have 100 employees or 10,000. Many speakers focused on human resources/diversity departments being a resource and not the answer.

Marc Bendick’s presentation “Measure Inclusion, Not Diversity” taught us that inclusion is the cause, while diversity represents the symptoms. Bendick says the goal is to get at the root cause of issues and find permanent solutions. Check out his website at www.bendickegan.com for some great information and applicable workplace ideas.

The conference was outstanding and SHRM had wonderful accommodations, a resourceful exposition hall and great networking opportunities.

SHRM continues to rise to the challenges of human resources and diversity professionals all over our country. Their website has great access to tools, articles and data to help support your diversity initiative in your organization or help you build a case for diversity in your workplace.

Survey Input

Are you interested in expanding the diversity of your workforce? The Indianapolis Business Leadership Network (IBLN) is a group of Indianapolis-area businesses committed to supporting employers in recruiting from and developing members of one of Indiana 's most underutilized labor pools: individuals with disabilities. In order to better serve Central Indiana businesses in finding and retaining these highly qualified workers, the IBLN is surveying employers to identify business needs. We hope that you will take the time to complete the brief survey located at http://www.surveymonkey.com/s.aspx?sm=06em_2bUbbKit3wKAm9HrJgA_3d_3d. Your answers will be kept confidential and will be used to support area businesses, as well as to promote the recruitment and retention of persons with disabilities. The survey will be open until December 19.

Meetings of the IBLN are open to all employers. If you are interested in attending a meeting, contact Juli Paini, City of Indianapolis Office of Disability Affairs, at (317) 327-3798 or jpaini@indygov.org. Thanks for your help in ensuring that the IBLN meets your business needs.

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Every U.S. newspaper has contained banner headlines this month about the suffering economy, massive bailouts and bleak economic forecasts: $700 billion bailout; financial institutions merging all over the world; 159,000 U.S. jobs lost in September; and 760,000 job reductions so far in 2008.

With all this grim news, it is understandable that many professionals are worried about keeping a job, let alone finding a good one. Having been in the recruiting and staffing industry for more than 13 years, I know the inverse of the old adage is true; “What goes down must come up.” Let’s look at some of the common career myths to understand what your options are during the down economy so you can be positioned for greater success when the market does go back up.

Myth #1: No one is hiring.

Fact: Companies that are hiring aren’t using job boards.

Fewer companies are advertising open positions on job boards but this doesn’t mean no one is hiring. Open positions are more often publicized through a company’s network or a professional firm, not posted online. During times of recession, employers often assess how to restructure their staff to upgrade their talent level. In the last few quarters, we have seen numerous employers decide to hire qualified professionals with the additional skills or talents they need as part of a larger restructuring. As you upgrade your professional skills, it is important to stay connected in your community and through your network; this is truly where the great career opportunities are shared.

Myth #2: Being more flexible with your salary will open more doors.

Fact: Consider enhancing your skills instead of reducing your salary request.

Speaking of upgrading your professional skills, today’s market is the right time to focus on enhancing your skill sets and adding new “tools” to your career “tool box.” History tells us that when the economy regains steam, there will be a lot of career growth and opportunity for those who are well positioned. If you are currently unemployed and feel you have to take a job – any job – even if it means a pay cut, here’s another thing to consider. It takes years to make up the salary you just gave away. So think carefully about the value you currently bring to any employer and consider advanced training before accepting a decreased compensation for a new career opportunity.

Myth #3: If a company is hiring, the process will take longer.

Fact: Companies that are hiring are spending more time to hire the right person.

In a slow economy, the hiring process does take longer. One of the reasons is employers believe time is their friend when the economy is their enemy. This can be beneficial to the candidate too. Since employers are taking more time, job seekers also have more time to do their own due diligence on the prospective employer. Do your homework, talk to your career network, and let time be your friend.

Myth #4: Stay in school, no one is hiring new grads.

Fact: New graduates are consistently “employable.”

Today’s college graduate unemployment rate stands at 2.5 percent after historically being at or below 3 percent for years. In rough economic times graduates are often told to stay in school to get an MBA or pick up an additional major. While this advice might be sound for specific situations, as the statistic above shows, companies continue to hire new college grads. The long-term benefit of entering the workforce now is also worth considering. Who better to be positioned for a raise, promotion or better job when the economy does turn back up than a new grad with a couple years of on-the-job education?

Myth #5: Employers do not need help in their hiring process.

Fact: More companies are utilizing hiring companies for help in selecting employees.

During recessionary periods, employers are inundated with resumes for many of their positions, but often not from candidates that fit the company’s needs and their environment. Now is the time that many employers turn to recruitment professionals to provide an objective view in order to select the individuals that fit their current need both short-term and long-term.

There is no question that the times in the short-term are uncertain. Resist the temptation to bury your head in the sand. Stay focused on your career growth. Position yourself for the future by partnering with a human resources firm, learn new skills, and expand your career network now.

-Harry Danz, That's Good HR

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Chris Clawson
Susan Schroeder
Jennifer Enzor
Amy Areddy
Tracy Reece
Sheila March

Dianne Baker
Edgar Gill
Micha Pasley
Anthony Gibson
Joyce Dean