HR Professionals Converge at Gaylord for State Conference
More than 1,260 human resources, training, staffing, legal practitioners and industry leaders gathered at the Gaylord Opryland Resort & Convention Center in Nashville last week for the sold-out 2009 Tennessee Society for Human Resource Management (SHRM) Conference and Exposition.
Thriving despite economic uncertainty was the theme of the conference, which opened on September 30 and attracted practitioners from Tennessee, Alabama, Kentucky, Indiana, Georgia, Mississippi, Missouri, Ohio, Pennsylvania, Virginia and New Hampshire. The program included more than 50 technical, learning and hands-on workshops and a vendor exposition featuring more than 150 providers of products and services. Senator Fred Thompson gave the keynote address at the closing session on October 2.
“We wanted to create a forum where HR professionals could discuss and debate today’s tough issues and walk away with real-world solutions that would help them guide their companies to success no matter what happens in the economy,” said Art Smith, president-elect of Middle Tennessee Society for Human Resources Management (MT|SHRM) and conference co-chair.
Smith said that the conference sold out nearly a month early, an uncommon occurrence, especially in today’s cost-conscious environment. “When executives agree to send their HR advisors to an event like this, it signals that they are relying more than ever on these key staff members to help their companies navigate tough economic times,” he said, adding that organizers have received nothing but praise about the conference. “One participant said that the conference was on par with anything she has seen on a national level.”
The Tennessee SHRM Conference and Exposition is an annual event hosted by SHRM chapters in a different Tennessee city each year. “We planned this event as a state conference but hoped for a broader response,” added Smith. “With participants attending from 20% of the states in the US, I think we can say that we reached our goal of hosting a truly regional conference.”
Memphis SHRM member and Tennessee State SHRM Council Director Don Ray agreed. “Middle Tennessee SHRM has raised the bar for state conferences,” he said.
After-Hours Workshop - October 27
Multi-Generational Differences in the Workforce & Dealing with Training Challenges presented by Margie Bingham, Principal, Rainmaker Management Group
In this session we will explore the attitude, behavior, and work style differences of the three primary generations – Boomers, Gen Xers, Millennials (also known as Gen Yers) – in today’s workforce. We will examine what in the employees’ background and upbringing makes them different and how these differences affect their expectations of job responsibilities; recognition and reward; and employee loyalty. We will discuss specific steps and actions managers can take to maximize productivity, quality, and innovation from all employees – including how to hire the best person at every level, the training most meaningful to each generation, and how to manage them in a manner that is desired by the employee and effective for the company.
Fees: Free for members, $25 for non-members
This program has been awarded 1.5 Hours of General recertification credit. "The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit."
Members' Take on Topic:
Creativity in Business: Finding the second right answer presented by Gary Minor, Executive Director, the 21st Century Leadership Institute on September 10, 2009
Christy Campbell from Now Leasing had the following comments about Gary Minor’s talk: "Gary’s examples of design, empathy and story being a part of the new economy reinforce a trend we have seen in our client's needs. At Now Leasing, we have made corporate housing about the experience and lifestyle rather than just a “place to stay”.
Worker’s Compensation:
the “Bad”, the “Mad” and the “Sad”
Worker’s compensation engenders a wide range of emotions - many of are not good or productive. Usually, the system works well, but we can spend a lot of time dealing with what happens when it doesn’t – that’s the bad, the mad, and the sad. Let’s explore some strategies to improve how we handle workers compensation.
Try not to hire the “bad” or truly malignant employee in the first place.
Try to “hire for attitude and train for skill.”
References may have little value, but try to check prior attendance records. Poor attendance usually reflects a lack work-ethic. Do you list “attendance” as an essential element for your jobs?
For labor, skilled trade, or assembly-line jobs, consider an employment exam. The exam provider should be one you trust to take the exam seriously and is knowledgeable about work issues and the Americans with Disabilities Act. A few applicants, because of condition or history, really aren’t cut out for certain types of work.
Don’t keep the “bad employee.” They demoralize co-workers and create other problems.
Maintain a policy of respect in attitude, conversation and behavior.
Insist that complaints be aired ONLY to the person(s) involved or in forum(s) that can actually do something to resolve or respond to them.
Promote the positive and progressively discipline out those who can’t or won’t.
The “mad” employee is often created. Don’t be a source of the anger.
Respond earnestly to health and safety complaints and accidents. Directly communicate to help the employee understand actions taken or not taken – before and after an injury.
Don’t turn employees into “claimants” just because workers compensation is involved. Be aware of your own attitude and approach - they tend to be reciprocated.
Be proactive in reaching a successful conclusion. Pick doctors for your physician panel first for clinical skill in diagnosis and treatment, but also for ability to successfully deal with employee issues and to provide clear communication and opinions for administering worker compensation.
Stay abreast of what is happening in the case. Know what is planned and who is responsible for the next step in care and administration. Get involved to keep an employee from “falling through the cracks” while waiting for an approval, test, treatment, benefit check, or report.
Workers compensation can be a daunting unknown. Not surprisingly, it can cause trepidation and apprehension for many. Others may become disheartened – that is “sad”. Avoiding the sad should be the goal in resolving all workers compensation issues.
Understand the process. Take the time 1:1 to show concern and to help the employee know what to expect from the system and from you, the employer. Don’t leave it for others to (mis)inform.
Be proactive to ensure the system works for the employee and for the employer.
Maintain a good relationship and a pleasant, helpful attitude. Save a firm, adamant (but preferably non-visceral) approach for when it’s truly necessary.
Article contributed by Gilbert Woodall Jr., MD, MSPH. Dr. Woodall is an Occupational Medicine specialist with thirty years experience serving as a physician, medical director, educator and consultant in military, industry, university, hospital, and private practice settings. He runs a medical practice in south Nashville. Dr. Woodall is the sponsor of the October South meeting and the November newsletter.
The MTSU student chapter is sponsoring a Breakfast Series on the MTSU campus at the Foundation House. MTSHRM members are welcome to attend.
The next event is on November 6, Achieving Success in Turbulent Times: Principles for Taking Your Career to the Next Level presented by Kevin McNulty, Founder and Chief Motivating Officer, Humadyn-Center for Human Relations, Growth & Achievement.
For more information or to register, please email shrm@mtsu.edu.
Fee: $15
This program has been submitted to HRCI for review.
Recommended Criteria for Selecting Your Charity Partners
Historically, many companies view their employee giving campaign exclusively as an employee benefit rather than an extension of their corporate citizenship platform. Today, companies seeking to enhance their corporate citizenship position are leveraging their employee payroll giving campaign to achieve greater impact by opening their campaign to include a limited number of strategically chosen charities.
Based on our work with Fortune 1000 companies, corporations should consider multiple criteria when selecting their charity partners. The following are the ten most commonly considered criteria in the selection of Strategic Choice charity partners:
Employees demonstrate a high affinity for the charity through employee surveys and focus groups.
The charity aligns with a company’s core business strategies.
The charity is a choice by employees for volunteerism hours.
The charity is a recipient of sponsorship, matching gifts, and/or foundation giving dollars.
The charity is able to partner in a campaign through campaign collateral, marketing materials, and presentation support.
The charity has a proven track record in achieving its mission and goals.
The charity’s brand and image are strong.
The charity meets industry standards of stewardship and accountability.
The charity is able to ensure funds are applied to the communities in which employees reside.
The charity makes a local impact and has a local presence in the community in which a company operates.
Companies that create the right charity package within a campaign often see a dramatic increase in both participation and overall giving. A campaign that resonates with employees, meets the corporate objectives, and makes a difference in the lives of people in the community is a win for all!
Please submit your item to susanheard@paradigmgroup.net by the 24th of each month for publication in the following month's newsletter. Items received after the deadline will be considered for use in a future edition.
News, book reviews, story ideas, coverage of HR-related events and photos are welcome!
To sponsor an edition of this Newsletter, please contact Janet.Meek@hughes.net or at (615) 308-5676.
3rd Place Prize - 500 Costco Gift Certificate
2nd Place Prize – 54” Panasonic HDTV valued at $1,500
After-Hours Workshop - October 27
Christy Campbell from Now Leasing had the following comments about Gary Minor’s talk: "Gary’s examples of design, empathy and story being a part of the new economy reinforce a trend we have seen in our client's needs. At Now Leasing, we have made corporate housing about the experience and lifestyle rather than just a “place to stay”. 