President’s Pen
by Andrea Davis Cranfill, SPHR

Dear HRACI Members,

An Exciting Year for HRACI in Store for 2006
HRACI’s board and volunteers are planning many new initiatives in 2006 to further enhance the value and benefits of membership (you’ll definitely want to be sure to renew your membership before the end of the year!). Here’s just a sampling of what’s in store for the coming year:

• An enhanced HRACI website with even more HR-related information and resources
• Quarterly diversity-focused events
• Quarterly evening networking events at different locations throughout the metro Indianapolis area
• Programming focused on the HR body of knowledge with as many approved for recertification credits as possible
• More programs presented by nationally recognized leaders in the HR field

It’s our volunteers who make our chapter strong and we are pleased to announce that the proposed slate of candidates for the Board of Directors was approved at our October meeting. The following members will be serving for the 2006-2007 term:

• New Board Members (l to r): Debbie Williams, CPA, SPHR, Treasurer; Jennifer Lange, PHR, Director of Certification; Pam Dolas, PHR, Director of Membership, Susan Martin, Director of Communication; Patti Daniels, PHR, Director of Sponsorship. Not pictured, Helena Masters, PHR, VP of Membership.

  Helena Masters, PHR, VP Membership
  Helena is the Development and compensation Manager at AAA Hoosier Motor Club. She received her BS in Supervision from Purdue University and MS in Instructional Systems Technology from Indiana University. Helena most recently served on the board as Director of Membership, volunteers on the Professional Development committee, and is a member of SHRM.
• Debbie Williams, CPA, SPHR, Treasurer
  Debbie is Controller with Somerset CPAs, P.C. She has been a member of HRACI since 2002 and has served on the board since 2003, most recently as Treasurer and is a member of SHRM.
• Jennifer Lange, PHR, Director of Certification
  She has been in HR for five years and obtained her PHR certification in December 2003. Jen is a graduate of DePauw University and works downtown at AUL/OneAmerica. Jennifer joined the board as Director of Certification in April 2005 and has served on the Certification committee since October 2001.
• Susan Martin, Director of Communication
  Susan is HR Coordinator for the Purdue School of Engineering and Technology, IUPUI, and has been an active member of the Communications Committee and is a member of SHRM.
• Patti Daniels, PHR, Director of Sponsorship
  Patti is Managing Principal for Spherion Human Capital Consulting. Patti has been involved in several HRACI committees, most recently serving on the Career Services committee. She has also been an active volunteer for both the Indiana SHRM conference and the national SHRM conference and is a member of SHRM. Patti holds a Bachelor’s Degree (Summa Cum Laude) in Management from Indiana Wesleyan University and is currently pursuing her Master’s Degree. She is involved in the Association of Career Professionals International, the Greater Indianapolis Chamber of Commerce Chamber Action Committee, Business Women Connect, and the Network of Women in Business.
• Pam Dolas, PHR, Director of Membership
  Pam is AVP, Regional Human Resource Manager for STAR Financial Bank. She has been active in HRACI as a member of the Membership Committee and is a member of SHRM. Pam has a degree in interior design from Ivy Tech Community College.

If you have any questions or comments, please feel free to contact me at president@hraci.org.

Andrea Davis Cranfill,
President-HRACI

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As fall approaches, so does the annual membership renewal period.

As membership renewal is upon us for those that joined HRACI in 2004 or prior, the membership committee has several easy renewal offerings. First, renew by December 31 and be eligible to win one of two registrations to attend next year’s Indiana State Conference. Second, use one of these three convenient renewal methods:

• Online at www.hraci.org
• By mail (download a word document to fax or mail)
• In person at the November and December monthly meetings

As HRACI membership is based on a calendar year 2006, renewal is $75. This individual renewal amount will enable us to continue providing a strong value for the membership and defray ever-increasing expenses.

Check your email this week for your renewal information and renew by December 31 to qualify for the state conference giveaways!

Special Sign Up Opportunities for 2006 Volunteers

We need volunteers for our committees for 2006. In addition to the renewal table set-up at the November monthly meeting, we will have special sign up information for volunteer opportunities. Committee members will be on hand to meet with you and share aspects of their specific HRACI committee. Volunteer sign up sheets will also be available. Don’t miss this chance to get involved!

We look forward to another growing membership year at HRACI and we want you to be part of it. Please let us know if we can assist you.

VP of Membership                   Director of Membership
Rog Greenawalt                       Helena Masters

SHRM Releases 2015 Scenarios for the Future of HR Management Report

(Alexandria, Va., October 19, 2005)—The Society for Human Resource Management (SHRM) has developed a report that looks at four possible scenarios for the workplace in 2015. These scenarios, based on business competition and the availability of talent and organizational structure, help prepare HR professionals for what the future may hold for their businesses and what key competencies in HR will be needed to help their companies succeed a decade from now.

“It’s largely acknowledged that the workforce and competitive market environment of tomorrow will hold little resemblance to what we have today,” said Susan R. Meisinger, SPHR, president and CEO of SHRM. “While we do not know for sure what is ahead, we can plan for what may happen. Identifying possibilities and what organizations will need to do to thrive in each scenario puts the power in the hands of the HR professional to prepare for the future and lead their organization to continued success.”
SHRM is interested in helping its members and their organizations gain a competitive advantage by anticipating future changes in the economic and business outlook. To arm HR professionals with the tools they will need to face the workplace of the future, it is necessary to strategically develop possible scenarios of what the future will look like. The scenarios report was produced using SHRM knowledge and expertise in conjunction with the proprietary scenario-planning process and consulting expertise of Decision Strategies International, a scenario-planning institution.

The two factors used to create a grid of four possible scenarios are the availability of labor and dominant organizational structure models of the future. Some examples of situations that may influence the labor pool include the effects of retiring Baby Boomers, outsourcing or offshoring jobs, immigration policies and technology that change the need for workers. The structure of organizations will also influence the workplace. Some methods may focus on a strict hierarchy with strong division between management levels while others may be more flat and provide more autonomy and flexibility to the individual. These factors could also influence tenure, loyalty, training practices and accountability.

Each scenario represents the role the HR professional will have to play in the workplace of the future as well as the different challenges and opportunities for organizations and their people strategies.

Scenario A: Casting Director
With scarce U.S. talent and self-organizing firms, organizations are based on ad-hoc networks of workers around a small core.

Scenario B: Global Dealmaker
With a surplus of labor and decentralized organizational structures, HR must manage relationships among a workforce spread throughout different geographic regions and across international lines.

Scenario C: Caregiver
Uncertain times lead to a return of centralized, hierarchical organizational. The organization acts as parent to its employees and HR works to protect and provide for employees.

Scenario D: Systems Integrator
Advances in technology lead to layoffs and “jobless prosperity” in the U.S. HR works closely with IT to maximize human-machine performance and helps employees adapt to dehumanizing change.

These four scenarios are not intended to be predictions of the future, but rather, act as possibilities for what the world may look like and how companies will need to adjust. Each scenario demands a different set of competencies and skills for success. These scenarios consistently hold an important role for HR professionals and reveals different directions the professional will have to go.

The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 200,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. As an influential voice, the Society's mission is also to advance the human resource profession to ensure that HR is recognized as an essential partner in developing and executing organizational strategy. Founded in 1948, SHRM currently has more than 550 affiliated chapters and members in more than 100 countries. Visit SHRM Online at www.shrm.org.

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by Terri Ryckaert, HRACI Director of Communications

Rochelle Moulton, Vice President, Spherion Consulting, shared her top business trends and their impact on the human resource profession during the October 20th HRACI luncheon meeting. Moulton’s explanation of the five trends gave HR professionals an idea on how to anticipate and adapt to the dizzying pace of business.

1. “The Boundless Enterprise”
Business can be conducted anyplace, anytime. According to Moulton, HR needs to move to an integrated non-silo function. There is increased integration among business partners and HR professionals need to work closely with other business functions.

2. “Experience vs. Features”
HR professionals need to ask themselves if employee satisfaction is enough. When HR calculates turnover statistics and analyzes exit interview data, they really need to gain an understanding of the meaning of the data. Moulton discussed the "heavenly bed" concept of Westin Hotels as an example. She questioned what the "heavenly bed" experience meant to Westin customers and challenged HR professionals to determine what they could do to help Westin gear up to deliver this experience to their customers.

3. “Left-Right Brain Integration”
Moulton explained that in business, there is a tilt toward left-brain thinking. Typically, business professionals focus on linear, analytical thinking. Moulton stated that business professionals need both left and right brain thinking to be successful. When using the right brain, individuals focus on holistic, intuitive thinking. These individuals tend to be more creative and can generate ideas outside of the box. HR professionals can assist organizations by developing their people to integrate left-brain and right-brain thinking.

4. “Demographics=Destiny”
With the baby boomers becoming closer to retirement, Moulton stated that top companies would create ways to tap into the mature workforce. Moulton added that organizations might use phased retirement or even “un-retirement” to bring retirees back into the workforce by using them in a coaching or mentoring capacity.

5. “Market Segmentation”
Moulton stated that many organizations are trying to understand their customers and their buying habits. HR professionals can do the same by working work with their customers closely and uniquely.

Click here to view Rochelle Moulton’s PowerPoint presentation.

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HRACI members Beverly Radloff and Jane Sobczak enjoy the first after hours networking event this year.

Carol Trexler and Stevi Butler of Picture This role play an employee relations situation.

A special thanks to the HRACI Diversity committee for organizing the event and to our sponsors Rolls Royce, Sheraton Indianapolis Hotel & Suites and The Westin Indianapolis for making the event possible. Look for more quarterly networking events next year!

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If you are a new member who has not had the opportunity to attend a member orientation, there are two more planned for the remainder of the year. Orientation sessions for new members will take place before the November monthly meetings. So mark your calendar for November 17th from 11:00 to 11:30 to learn more about HRACI as a new member.

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The Society for Human Resource Management Foundation funds research, publications and education to advance the HR profession and enhance the effectiveness of HR professionals. To support its important work, the SHRM Foundation conducts an annual fundraising campaign and all contributions to the Foundation are tax-deductible.

If you have not done so already, you may make contributions online at https://sapphire.shrm.org/foundation/form2.cfm. We will also have contribution forms available during the November and December HRACI luncheon meetings.

We encourage you to visit the SHRM Foundation website (http://www.shrm.org/foundation/) to view currently funded HR research projects, foundation research findings, information on grant applications and other foundation resources.

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Special Human Resource Informal "Get-Together" on a Wednesday

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

Why: Just a place and time for HR types and friends 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: Wednesday, 6:00 PM, November 9th, at Daddy Jack’s on the North side, 9419 N. Meridian St. just south of I465 & Meridian St. 843-1609. Ask for the HR group. (Location will change each time we meet) Call me if you have any questions. See you there!

Contact Greg Medcalf, 317-788-6890, ext. 257 with any questions.

Dera Wilson
Jeri Garner
Kelley Ison
Melodie Yarnell
Traci Shaffer
Emily Goddard
Gregg Ballard
Robin Livesay
Andrea Resnik
Jill Britt