Vol 19 Issue 6  June 2012

Monthly Meeting

Chapter Meeting - June 2012

Meeting Time:
Fri, 06/08/2012 - 11:15am - 1:00pm
Speaker: Brandon Barnhill, CPSI and MSHRM Governmental Affairs Director
Topic: Legislative Update
Sponsor: Tonsmeire PropertiesLogo

Fee: $15 for MSHRM members, $17 for guests
Location: Heron Lakes Country Club, 3851 Government Boulevard, Mobile, AL 36693


Register online - Deadline is Thursday 3:00pm

Register Online

 


President's Desk

At June’s monthly meeting, we welcome Mobile SHRM Legislative Director, Brandon Barnhill, to provide us an update on pending legislation and recent regulatory changes.  This being an election year, it is unlikely that much will get done in Congress before the end of the year.  That is probably a good thing.  On the regulatory front, there have been numerous recent developments affecting employers. 
            I want to thank Becky Lovgron for her service as the door prize coordinator for the past several years.  Becky is moving this month to Greenville, South Carolina.  We wish her the best of luck in her future endeavors. 
            It is time to begin thinking of board members for next year.  If anyone is interested in serving on the Mobile SHRM Board of Directors next year, please e-mail me at TJW@kullmanlaw.com.  

Thomas J. Woodford
Chapter President

In This Issue

Headlines
 

Our Newest Members!

May Members

Felicia Allen
HR Administrative Assistant
Thyssenkrupp Stainless USA, LLC

Traci Nix
Human resource Specialist
Thyssenkrupp Stainless USA, LLC

Haley Monroe
Area Manager
Multifmaily Management, Inc.

Neil Stuckas
President
Gulf Coast Drug Testing, LLC

Brittney Rogers
Operations Supervisor
Tennessee Valley Training Center, Mobile Office

Josephine Biancardi
GAT Airline Support, Inc.

ATTENTION New Members:
Everyone please update your on-line membership profile on the web-site (www.mobileshrm.org). After logging-in on the "CLUB LOGIN" go to "My Profile" and update your information. There is log-in assistance if you can't remember your log-in or password. Of particular importance is your e-mail address. This is the groups preferred manner of communications and is extremely important. If you have any questions, please feel free to contact the treasurer, at treasurer@mobileshrm.org.

 

2012 Meeting Sponsorships!

Would you like to have an opportunity to market your company’s products or services to a captive audience of HR professionals? Sponsor a Mobile Society for Human Resource Management chapter meeting and you’ll have an exclusive opportunity to do just that! For only $400, sponsors may have an exhibit near the check-in table, place literature on each table, and have an opportunity to speak briefly about their companies during the meeting agenda. What could be better than that?

Limited opportunities are available, as there can be only one sponsor for each regular meeting.Contact Kay Watson at pres-elect@mshrm.org to reserve your month!

Diversity

ADVERSITY

How Great Managers Lead

ImageManagers instinctively know that boosting employee engagement leads to reduced turnover and more loyal customers. So why are some managers more effective at eliciting greater engagement levels than others?

The truly great managers achieve superior engagement levels by rejecting conventional management practices in four core areas of managing people: selection, setting expectations, motivation, and development.

Selection
Most managers select employees according to the skills needed for the role, but great managers select people for their hidden talent.

Employees may have similar skills and training yet they will always have varying levels of performance.

Great managers resist the temptation to simply hire people whose skills are a good match for how a job is already configured; instead, they seek those whose talent will help redefine how the job could be done better.

Setting Expectations
Conventional wisdom says managers should specify the steps that employees need to take to accomplish a specific task or goal. But great managers define the outcomes and goals they seek and let each person use her individual talents to achieve them.

Motivation
Conventional wisdom says that "improving performance starts with fixing a person's weaknesses.” This approach leads to reviews and development plans that focus on negatives - where the emphasis is on "improving" a person into someone he is not.

In contrast, great managers emphasize the development of their subordinates' unique strengths so as to help further their talent, while finding strategies to support their weaknesses. The key here is determining how to take greater advantage of what people already do well.

Development
Conventional managers rate the person and develop the performance; great managers rate the performance and develop the person - they realize that every person is different and should be treated as such.

Most companies view promotion as the natural path of progression and gear training and development accordingly. But is that the right course to take? Consider the fact that just because a person is successful in one role is not always an indication of success in another.

Great managers seek the right fit for a person's talent, they work to see that he is rewarded for his performance, and they endeavor to ensure that his talent is developed through progressively more challenging and meaningful assignments.

Summary
Encouraging your managers to think outside the box when recruiting, setting expectations, motivating, and developing their employees will pay handsome dividends with reduced turnover and improved customer satisfaction.

This article has been sponsored by: Insights For Performance

Taken from website: http://www.insightsforperformance.com/resources.html

Mini Seminar and Chapter Meeting - July 2012

Meeting Time: 
Fri, 07/13/2012 - 11:15am - 1:00pm
Attend the full mini-seminar or lunch; your choice!
Mini-Seminar includes breakfast and lunch..
Morning Session Topic: Leading Organizational Excellence by Avoiding the Top 10 Leadership Mistakes (3.5 strategic HRCI recertification credits)
Lunch Session Topic: Your Endangered Business:  Top Five Dangerous Threats facing Business Today (1 general HRCI recertification credit)
Speaker for Jack Smalley, SPHR, Director of HR Learning and Development, Express Employment Professionals 
Registration: Advance reservations are required. Register online to reserve your seat. Pre-pay with a credit card or select COD to pay at the door.
Event Schedule

  • 7 - 7:30 am: breakfast & registration
  • 7:30 - 11:15 am: presentation
  • 11:15- 11:30 am: lunch registration
  • 11:30 - noon: lunch and chapter business meeting
  • noon - 1 pm: presentation

Mini Seminar Fee - $45 for MSHRM members, $55 for guests (includes breakfast, lunch and both sessions) - note - mini-seminar registration is not open yet
Lunch Only Fee - $15 for MSHRM members, $17 for guests

MORE INFO

Mobile SHRM Thanks!

Thank you

Express Personnel
Employment Screening Service
Managed Health Care

We appreciate your support of our chapter and our mission! ** All Door Prize Donors will be recognized in our Monthly Newsletter **
For more info contact Becky Lovgren at becky.lovgren@expresspros.com
(Door prizes are needed for future meetings)

 
MOBILE SOCIETY FOR HUMAN RESOURCE MANAGEMENT
Affliate SHRM logo MISSION STATEMENT
The Mobile, Alabama chapter of SHRM exists to promote quality human resource practice among local industries, businesses, educational institutions, and government agencies. We bring together leading practitioners to provide education, networking and discussion of various human resource topics and to identify the best practices for all aspects of human resource and industrial relations work.

5300 Halls Mill Road Suite H #102 | Mobile, AL 36619