HRAConnection Newsletter

President’s Pen
by Andrea Davis, SPHR

Elevate the skills of HR professionals

Our strategic plan aligns with the SHRM’s mission: serving the HR professional (STP) and advancing the HR profession (ATP). One of our strategies in support of STP involves continuing to elevate the skills of HR professionals. What we are doing to elevate the skills of HR professionals:

Provide programs that have been approved for PHR/SPHR recertification credit by the Human Resource Certification Institute (HRCI). HRCI awards recertification credit on an hour-for-hour basis for time spent in the educational activity. Educational activities must be a minimum of one hour long and must be HR-related and tied to the HR body of knowledge. Examples of activities that may count toward recertification credit include SHRM chapter presentations in which the qualified speaker presents for a minimum of one hour. For chapter presentations that may be held in conjunction with a meal, the speaker must present after the meal is concluded and must present for a minimum of one hour. Examples of activities that would not count toward PHR and SPHR recertification credit: roundtable discussions, events not tied to the HR body of knowledge, and some portions of meetings, conferences and exhibitions. Not all of our educational events are eligible for recertification credit, but when they are, the Professional Development committee applies for approval. If you are interested in assisting in these efforts, please feel free to contact Nancy Holland, Vice President Programs at vpprograms@hraci.org.
Provide members with up-to-date legislative information. The Legislative Affairs committee is actively working on resources and information so that you can be a more informed HR professional. Some of the resources include listing of state representatives, listing of key committee chairs/members, information on how to best communicate with legislators, and web site links for Indiana General Assembly. Also, check out the information available on our website: http://www.hraci.org/HRACIlegislative.htm. For more information, contact Deb Gowan, Director of Legislative Affairs at legislative@hraci.org

Andrea Davis, SPHR

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Thursday, June 16, HRACI Meeting

You can now register online with Visa, MasterCard or American Express

Strategic HR and Building HR Partnerships

Topic: Strategic HR and Building HR Partnerships

Speaker: Bob Fritz, VP of Client Services with Right Management Consultants

This program has been approved for 1 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).

Win one of 3 state conference registrations by giving to the SHRM foundation. Contribute just $5 with your registration or at the meeting and be entered in the drawing (members only).

Date:	June 16 , 2005
Topic:	Strategic HR and Building HR Partnerships Speaker: Bob Fritz, VP of Client Services with Right Management Consultants
Agenda:	11:30 a.m. Registration & Networking 12:00 noon Luncheon 12:20 p.m. Announcements & Keynote Presentation 1:20 p.m. Adjournment
Location:	Marott Apartments (corner of Meridian St. and Fall Creek Parkway)
Program Cost:	Members $20 Guests $30 Student $10
Click Here to Register Now!

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May Meeting Recap

By: Jeanine Motsay, Communications Committee

Lisa Blomgren, J.D., presented a session on conflict resolution during the May HRACI luncheon meeting. As Director of the Indiana Conflict Resolution Institute at Indiana University in Bloomington, Blomgren walked attendees through the many facets of conflict management at work. Blomgren explained that conflict management is handled one of three ways: power, rights (arbitration, litigation) and interests (mediation, negotiation). The focus on power is illustrative in strikes, lockouts and dismissal. She elaborated further on this with the dispute system design at the United States Postal Service (USPS) as an example of a conflict management approach focused on interests.

An interesting facet of the USPS mediation program is that it includes “representation of choice” whereby an employee can bring anyone they want to help address the conflict. This could be a spouse, friend or coworker. One important component is the use of outside mediators. Another component to the USPS EEO Mediation Program is that it is voluntary and assumes people have the capacity to learn how to handle their own problems with the right environment and support. This mediation model is called Tranformative Mediation from the book “The Promise of Mediation.”

The program, named REDRESS (Resolve Employment Disputes Reach Equitable Solutions Swiftly), has provided positive results that include:

More than a 25% drop in formal EEO complaints
More than30% drop in informal EEO complaints
Increase from 2% to 14% in cases that parties settle be themselves before the mediation session
High voluntary participation rates (82%)

Program evaluation shows participant satisfaction such as:

Majority satisfied with process
Majority satisfied with mediators
No significant differences in employees’ and supervisors’ satisfaction with the process
Satisfaction with outcome correlates to resolution rate

In recap, Blomgren conveyed:

REDRESS reduces formal complaints
Outside, transformative mediators produce high satisfaction and resolution rates
Highest resolution rates with union representative or no representative
REDRESS mediation provides opportunities for improved communication

For more resources, see the Indiana Conflict Resolution website: www.spea.indiana.edu/icri or call 812-855-1465.

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Member Profile

by Keisha Underwood, Communications Committee

Joy Whalin, SM Solutions, LLC

In the April newsletter we met Ms. Nancy Holland a recruiter for Human Technologies. Coincidently, this month we’ll meet another recruiter, Ms. Joy Whalin, President of SM Solutions, Inc.

Despite the similarity, Nancy and Joy have very different stories. Not uncommon of HR professionals, their experiences and talent have led them down different paths. This month I’d like to share with you the story about an HR professional who’s been on both sides of the table. She’s been an HR manager and an HR recruiter.

Has being an HR professional always been a career goal? Describe your journey into the profession.
In the 1980s, HR was still a fairly new department in small to medium sized businesses. Joy’s position as Office Administrator and Customer Service Manager, combined with her education background in Psychology positioned her to be the best choice to head her companies Human Resource endeavors. When Joy began her new HR role, her company was growing very fast, they had approximately 350 employees, this grew to over 1000 in the next few years.

Describe your greatest accomplishment.
As in all companies change occurred and Joy was caught up in a downsizing. She went on to discover her true passion in human resources in staffing and recruiting. With the encouragement and support of personal and professional friends, Joy decided to start her own business in 2000, that is when SM Solutions, LLC was born. Joy focuses her business on helping her clients find the most suitable candidates for their open positions, she prides herself on presenting currently working candidates (who may not otherwise have the exposure) to the employment market.

Describe the person or event that most inspired you in your career.
There were two people Joy named in this response. She shared that support and encouragement from Ms. Deborah Jones of Interactive Intelligence contributed to her decision to start her own business. In addition, Ms. Patty Daniels’ perseverance and professional accomplishments, along with her kind words of support when the industry lulls were affecting Joy’s recruitment success, helped her see past the lows and remain positive.

What aspects of HR do you find most interesting? Most Challenging?
Staffing is the most interesting; helping people find their own career paths; exposing them to avenues they otherwise may not. The most challenging is the tough market. Indiana hasn’t quite bounced back from recent national events (i.e. 9/11). There aren’t a lot of jobs and people are nervous to change professions and/or employers. I was surprised to learn that Indiana’s unemployment numbers are higher then the national average. The Bureau of Labor Statistics for April 2005 post results for the National Average as 5.2%, Indiana is at 5.4%..

What are some things you have learned as an HR professional that you were surprised to learn?
HR is fun and challenging. It is not just a job, a career in Human Resources provides you with the personal satisfaction that you are helping others.

Describe (2) things you wish someone had told you about the industry when you started.
1. Sometimes HR is the most undervalued department in the organization because it is not a profit center; and considered expendable..
2. You can at times be personally affected by circumstances and outcomes that are beyond your control.

What previous knowledge or experience have you found most helpful to perform your job?
Joy’s 20+ years of HR experience has taught her how to listen to employers and candidates needs, which allows her to successfully match the company with the best employee for the job.

Do you currently hold any HR certifications? If so, which ones and describe your experience in obtaining them.
Joy has held her PHR certification for (4) years. She participated in the HRACI study group, as well as, completed the SHRM Learning System, she found these avenues very helpful.

Do you or have you participated in any HR organizations? How would you rate their helpfulness?
Joy has been a member of the Indianapolis Chamber of Action Committee, sat on the Ivy Tech Administrative Board, and was a charter member of the Westside Kiwanis Club. They were a tremendous help. Organizational involvement can strengthen your knowledge, exposure to the community, and increase your visibility.

How would your rate the level of importance of HR networking? What do you consider its benefits?
Like participation in HR organizations, networking is invaluable. It keeps you current with the trends. You have the opportunity to be in the company of your peers, and you develop wonderful friendships with people that share your same interests.

Where is HR taking you?
Joy finds HR a fulfilling career. She enjoys knowing that her efforts make companies more successful, while helping others find satisfaction in their jobs.

What has been your biggest learning experience as an HR professional?
People are the true value of a company. Companies that hire the most talented, loyal and hard working employees, will be the most successful.

What kind of advice would you give someone who is new to the field?
Go into HR with realistic expectations. Know that it can be lonely and you can’t be everyone’s friend. Keep yourself true to what you believe. It is important to maintain your honesty, integrity, and ethics are key. Keep in mind: If you leave from your job at night feeling you fulfilled those core values and didn’t compromise your value system, you have had a good day, and work for a great company.

Where do you see the industry in 5 years?
The HR departments of organizations will be stronger. The ability to hire the best candidate will be an even bigger responsibility of the HR department.

What do you think of the questions asked?
They are HR focused and encompass the challenges of HR today.
What questions would you like to see asked in the future?
Is the HR professional happy with the type of HR work they are doing (ex. Benefits, Generalist, Payroll, etc)? If not, what could they do that would give them the fulfillment they would prefer?

To the readers: Thank you for taking a few moments to read our Member Profile. We appreciate you positive feedback and look forward to providing you with informative interviews. All comments and suggestions are welcome. Email us at editor@hraci.org

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Membership Benefit

Kelly Brown, PHR, was ready for a new professional challenge. And as an HRACI member, she knew just where to look.

She logged on to the HRACI Web site, where she found a promising list of job openings. Brown knew that the Web site offered a treasure trove for HR job seekers; she had landed her last job after spotting a notice there.

“When I was job seeking, I would check the site every day because there seemed to be new things popping up with pretty regular frequency,” she said.

Brown found a listing and applied for a position as an HR specialist with the Business Services Initiative, a service of the Indianapolis Private Industry Council Inc.

The initiative offers customized human resource services for emerging and evolving businesses, which matches Brown’s professional background and career goals. While employed in HR for small businesses, Brown created their HR departments.

“We were looking for someone with HR expertise and business savvy who could work with our small business clients,” said Jeanine Motsay, the initiative’s director. “We have used many advertising sources and have found a great way to reach qualified HR candidates is through the HRACI Web site.

“We are very pleased with the results from our postings there.”

Brown sees great value in the HRACI job listing. “I recommend it to anyone I know who is in HR and calls me to ask if I know of any job openings,” she said. “I send them to the HRACI Web site.”

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SIG SURVEY

Dear HRACI Member:
In 2004, SHRM moved to a new strategic format of offerings to their HR members. This new format include the establishment of focus groups within certain topics of HR that they call "Forums" or "Special Interest Groups". These forums exist on a National level and in some of the State Chapters, they also exist on a local level. Currently, the Employment Management Association (E.M.A.) has been established as SHRM's largest National Forum Group and we also established a local forum 3 years ago which is part of HRACI's local offerings still today.

As HRACI looks to add value and expand member benefits, the Professional Development Committee would like to learn your thoughts on creating a second local Special Interest Group ("S.I.G.") focused on HR Consultants. Again, a S.I.G. is a subset of HRACI who focuses on a specific discipline or topic within HR and this group has been identified as one who does not have a current forum to discuss / educate on current issues, etc.

The HR Consultants S.I.G. would meet to discuss:

Priorities and issues that face the HR Consulting profession.
Best Practices within the discipline
Potential programming to expand the awareness of the discipline and provide education for those whom are currently focused in this area
Networking opportunities for those in the discipline
Added value presentations to the HRACI population as a whole to increase the education and value of the entire Chapter.

Please take our short survey to let us know your interest level. Just click this link.

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The SHRM Foundation funds research

by Betty Lonis, Immediate Past President

The SHRM foundation funds research, publications, and education to advance the HR profession and enhance the effectiveness of HR professionals. We will be holding a raffle to benefit the SHRM Foundation at the June and July monthly luncheon meetings. This year, instead of a 50/50 raffle to benefit the SHRM Foundation, we will be giving away 5 paid registrations to the Indiana State SHRM Conference to be held on August 29th - 31st. We will give away 3 registrations at the June meeting and 2 in July. All you have to do is simply purchase a raffle ticket for $5/each and attend the June and July meetings for your chance to win. There are two ways to purchase your raffle tickets - when you register for the meetings or at the meetings. You must be an HRACI member to enter and you must be present to win. If you don't win in June, your ticket will stay in for the July drawing.

What a great way to support the Foundation and your development, all at the same time!

The SHRM Foundation: Investing in Your Future as an HR Leader

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HUMAN RESOURCE INFORMAL “GET-TOGETHER”

What: Human Resource and related folks meet, talk, and enjoy a drink or two.

Why: Just a place and time for HR types to “get away” for a bit. No planned agenda or presentations, just casual discussion, advise, war stories, or just relax and network.

Who: You and any guest(s) you want to bring along!

When: 6:00 PM Tuesday, June 7th, 2005, at the Cheeseburger in Paradise on Southport Rd. and I65 South. We will be outside weather permitting. This is an interesting place and you ought to try it out. It’s easy to find, I65 South to the first exit south of I465 (Southport Rd.) turn right, and then left on the access road to the restaurant. Ask for the HR group.

Ask for the HR group as you enter. (Location will change each time we meet) Contact Greg Medcalf, 317-788-6890, ext. 257 with any questions.

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DID YOU KNOW…

HRACI has a referral program and a reward is given for your efforts. Any HRACI member who refers 4 new members in a rolling 12-month period is eligible to receive a $20 Simon Gift Card. This referral reward offer is relatively new and already we have a few members who are close to having referred 4 new members. Anyone can conveniently apply for membership by completing the Membership Application on the chapter website. Make sure the new member lists you as the one who referred them!
If you would like more information on this reward program, contact Helena Masters, Director of Membership, 923-1500 ext. 201.

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Welcome New Members

Kelly Brown
Lisa Griffin
Christopher Oler
Tyra Van Scyoc
Al Rolandi
Besty Clendenen
Lupe Chavez
Cara Hoffar
Rick Oswalt

Tracy Guffey
Kara Schnaus
Kim Dinwiddie
Deidre Shireman
Jason Sims
Talisha Johnson
Amy Dorris
Carol Ishida
Bill Kromann

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