19 Issue 9
Fri, 09/14/2012 - 11:15am - 1:00pm
Speaker: Dannette Krumel, ProHealth and ProClinic
Topic: Supervisor Training for a Drug Free Workplace
Sponsor: America's First Federal Credit Union
Recertification: This program has been approved for 1 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.
Fee: $15 for MSHRM members, $17 for guests
Heron Lakes County Club, 3851 Government Blvd.
Mobile, AL 36693
Please be sure to register so that we can provide the correct number for catering!
REGISTRATION ONLINE – DEADLINE THURSDAY AT 3 PM
Register online (below) to pay with a credit card or RSVP
The 18th Annual Gulf Coast SHRM Conference is only two months away. It is scheduled for November 9, 2012 at the Mobile Convention Center. We have extended Early Bird registration through September 30 for both conference participants and vendors. Participants can register for $99 and vendors can register for $375 until September 30. On October 1, the rate increases to $119 for participants and $450 for vendors. Register now and save! The event will be approved for HRCI credit. We have an exciting slate of speakers, including the nationally recognized keynote speaker, Meagan Johnson. Please visit the Mobile SHRM website to learn more about the conference.
This month, on September 14, 2012, we welcome Dannette Krumel, with Pro Health and Pro Clinic, who will speak on supervisory training for a drug free workplace. Make your reservations to attend the monthly meeting by visiting the website.
Now is the time to contact a current board member if you are interested in serving on the Board for next year.
Tom Woodford, Chapter President
Jackson County Board of Supervisors
ATTENTION New Members:
Everyone please update your on-line membership profile
on the web-site (www.mobileshrm.org).
After logging-in on the "CLUB
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 email@example.com.
2012 Gulf Coast HR Conference!
The Annual HR Conference is scheduled for Friday, November 9, 2012 at the Mobile Convention Center, located in Mobile, AL from 8:00 am - 4:30 pm (check-in begins at 6:45 am), with a Welcome Reception the evening before at the Hampton Inn & Suites – Downtown Mobile.
Be sure to mark your calendar! This year we have Meagan Johnson as our Keynote Speaker. Megan is known as the Generational Humorist as she puts a hilarious spin on how to attract, train, market, manage, and retain people from every generation – and not strangle someone in the process. You are guaranteed to laugh while acquiring tools you can use immediately to improve your multi-generational relationship with clients, customers and co-workers.
Visit www.mobileshrm.org for more information!
Registration & Breakfast:
6:45 am – 7:45 am
Opening-Keynote Speaker: Meagan Johnson, Topic: Zap the Gap
8:00 am to 9:00 am (www.meaganjohnson.com)
**Book signing at the America’s First Federal Credit Union
booth during lunch. First 100 books are free!
9:30 am to 10:30 am
Tom & Kelly Woodford, Topic: Legal Update
3:00 pm – 4:00 pm
Mary White, Leadership Essentials – What Separates Leaders
11:00 am – 12:00 pm
Robert Holmes, Topic: Ethics & HR
1:30 pm – 2:30 pm
Salome Barrientos, Topic: eVerify & I-9 Audits
Jeremy York, Topic: Performance Management
Greg Dillion, Topic: Strengthening the Link between HR,
Safety & Risk Management
1:00 pm – 1:30 pm
Mary White, Topic: PHR/SPHR Certification Class Review – is the certification class for you?
Welcome Reception – Networking Event – Meet the Speakers
The Welcome Reception is scheduled for Thursday, November 8, 2012 from 6:00 – 8:00 pm at the Hampton Inn & Suites – Downtown Mobile.
The reception is free to attend; however $10 per person donation to the SHRM Foundation is requested.
Meagan Johnson, the Opening, General Session – Keynote Speaker will be present.
RSVP is required for the Welcome Reception and should be made by email to firstname.lastname@example.org.
If you have any questions, please contact Scott Dwelle at email@example.com .
Conference Registration Fees for Mobile SHRM Members:
- $99 NOW THROUGH SEPTEMBER 30, 2012
- $129 after October 1, 2012
Conference Registration Fees for Non-Mobile SHRM Members:
- $109 Early Bird Registration (July 1, 2012 through August 31, 2012)
- $129 after September 1, 2012
- $139 after October 1, 2012
Registration fee includes all includes all sessions, admission to the trade show, continental breakfast and lunch.
To register and pay by check, please download the Participant Registration form from www.mobileshrm.org or email firstname.lastname@example.org. You must complete and submit the form and payment per instructions on the form. If you'd like to pay with a credit card, please do so at www.mobileshrm.org. Please note that a 6% convenience fee is added for online payments.
Hampton Inn & Suites – Downtown Mobile (Sponsor Hotel)
62 South Royal Street
Mobile, AL 36602
Discount is available for conference participants ($99 + $9 for parking). Use discount code “BU9” when booking your room online at www.hampton.com or by calling the hotel directly at 251-436-8787. The hotel is within walking distance of the Mobile Convention Center (approx. one block).tor and Sponsorship Opportunities Exhibitor
Don't miss your chance to promote your business to a captive audience of HR professionals!
Early bird exhibitor registration begins July 1, 2012; register early and save! Also, the first 25 vendors to register and pay-in-full will be included on the Grand Prize “punch card.”
Exhibitor registrations with payments received by September 30, 2012 are only $375. Reserve your space today and save!
- $375 NOW IF PAID-IN-FULL BY SEPTEMBER 30, 2012
- $500 if paid October 1-31, 2012
Download the Exhibitor Registration form from www.mobileshrm.org or email email@example.com and mail in the completed form with your payment. Exhibitor payments are available via the website; however there is an additional 6% non-refundable processing fee that is added for all credit card payments. Exhibitors may pay online at www.mobileshrm.org.If you are an exhibitor and would like to pay with a credit card and split your payment up, contact the conference chair at firstname.lastname@example.org.
Need More Information?
Contact the Conference Chair, Scott Dwelle, at email@example.com for questions about being an exhibitor and to find out about available sponsorship opportunities
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 firstname.lastname@example.org to reserve your month.
WINTER CERTIFICATION PREP CLASS DATES ANNOUNCED
The dates have been set for Mobile SHRM’s next exam training preparation course for the Human Resource Certification Institute’s PHR and SPHR certification exams.
Classes will begin on January 28th, meeting on Monday evenings from 5:30 until 8:45 pm.
The final class will be held on May 13th with no classes on February 11 (Mardi Gras), March 25 (Baldwin County Public Schools Spring Break) or April 22 (Mobile County Public Schools Spring Break).
For more information, please follow this link http://www.mobileshrm.org/story/2013-sphr-phr-certification-class
10 Ways to Diversify Your Workforce
BY: Peter Fragale - 4/23/12
An immense challenge lies before the nation’s health care sector: diversifying its workforce. A 2012 study by executive search firm Witt/Kieffer, “Diversity as a Business Builder in Healthcare,” found that diversity is lacking in health care leadership. This is unfortunate because industry leaders surveyed in the study believe diversity in the workplace improves patient satisfaction and clinical outcomes. This impact on the customer likely has similar effects in other industries.
A key tenet of excellent health care — like any service-oriented industry that meets a customer’s needs — is the caregiver’s ability to understand patients’ needs. This includes their diverse cultural needs — since, as the study noted, minorities account for 98 percent of the population growth in the nation’s largest metropolitan areas during the last decade.
It’s all part of knowing who you serve. Where does a patient, or customer, come from? How about their culture, values and sensitivities? Are these just as important to how we meet their needs?
Knowing all this begins with hiring — and promoting — employees whose cultural backgrounds represent the patients the organization serves. This takes a commitment both internally with employees and externally in the communities served. Companies seeking to do this should take the following 10 steps:
1. Embrace diversity: This seems basic, but it’s critical and worth noting first. A diverse workforce is a true competitive advantage. Promoting a culture that values employees for unique skills, experiences and perspectives distinguishes an organization as all-inclusive, relevant and truly understanding of what customers want and need. In essence, it is a treasure trove of customer and business intelligence.
Internally, the more leaders understand and respect their employees’ differences, the easier it will be to make seemingly difficult conversations more comfortable. This is critical when serving a religiously, culturally or otherwise diverse customer base.
2. Create a visual of your team: Keep ethnicity and gender data on hand so that hiring managers can create a visual picture of the individuals on each team. When numbers and percentages fail, this mental image of who is on the team can help senior leadership see where diverse populations are underrepresented or underutilized and especially compare them to the customer population. Of course, this comes with the need to reassure the team that only the most qualified candidates should be hired.
3. Build a hit list of superstars: Ask existing staff to refer potential recruits, since great employees usually associate with one another or can easily spot a top performer. Not hiring immediately? Collect and build a list of superstars to hire in the future. Keep in touch with them in the meantime.
4. Network with diverse organizations: Develop relationships with ethnically diverse professional associations and organizations, as well as local community boards and civic associations. Attend their conferences, speak at their functions and reciprocate by inviting them to company open houses and job fairs. Also, connect with vendors and suppliers who share a value for diversity and alert them to job openings for which they may have a candidate.
5. Set diversity expectations with recruiters: When using outside recruiters, ask for a diverse set of candidates and examples of high-caliber recruits they have recently placed. If they cannot easily rattle off a litany of names, then find another recruiter.
6. Invite staff into the inner circle: Create an environment of inclusion where all staff members feel valued, embrace the company’s mission, feel part of its vision and are fully tuned in with the organization’s business strategy. Help them understand just how important diversity is to serving customers best and that every individual is a big part of that. It’s easy to lose top performers because they feel detached, especially in large organizations.
7. Let your employees shine: Acknowledge — and celebrate — your staff’s accomplishments and set them up for success. This small step goes a long way in engaging employees and encouraging them to go the extra mile. Give opportunities for employees to demonstrate excellence. Assign them projects that suit their skills, recognize their achievement and celebrate it in a public way — either inside or outside your organization. In this recognition, make a point to celebrate them as a diverse individual, not just their work.
8. Mentor and shadow: The best learning happens in the field, so develop a mentoring and shadowing program that pairs hiring managers with employees of different cultural or ethnic backgrounds or genders. This creates a trusted, educational environment where employees can feel safe about asking questions regarding different backgrounds, and also lets them see different cultural styles at work.
9. Achieve employees’ dreams: Encourage leaders to know the career desires of the staff who report to them. This puts them in the position to always know when a promotional opportunity might be the best fit and help further their career goals. It also gives the opportunity to challenge employees with new assignments that broaden their skills and expose them to different chances for success.
10. Over-communicate: Relationships matter and they are only built with repeated communication. This could mean deliberately initiating a conversation with an employee, listening to what they say, providing feedback and calling their attention to your follow through. Or, it can mean brief acknowledgements of their work, which add up and make a difference over time. On the other end of the spectrum, it should take the form of an internal communications plan that, from an HR perspective, tells employees what positions are open, how to apply, updates from HR, etc.
Taken from: http://clomedia.com/views/articles/10-ways-to-diversify-your-workforce/
A key to all these steps is relationships — inside and out — with those already hired and targeted to join your team. No matter the industry — be it health care or another — businesses can use focused attention on recruitment of minorities as a way to build culture, morale and the strength of the entire business.
NewEmployment Screening Services
Managed HealthCare Administration Inc.
Express Employment Professionals
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 Jane Bahr at email@example.com
(Door prizes are needed for future meetings)
Just a reminder… if you have not signed up for one of the many volunteer opportunities available at the 2012 South Alabama Workforce Development Council (SAWDC) Worlds of Opportunity (WOO) Career Expo, there is still time! The 2012 WOO Career Expo will take place September 26-27 at the Mobile Civic Center Arena. Please consider signing up for one of the offered Volunteer Opportunities. Invite your friends and coworkers to volunteer with you!! For additional information on how to be involved in the 2012 SAWDC Worlds of Opportunity, please contact Carol Statter at firstname.lastname@example.org or by phone at (251) 435-4934.
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
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 |