July 2007 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
August Chapter Meeting
"Moving from Conflict to Collaboration"
Wednesday, August 15, 2007 (Dinner Meeting)
Are you a bull dog or a road runner, when it comes to conflict? Do you know that different conflict resolution styles are effective in different situations? Do you know your style, how to leverage it, when to move outside your comfort zone and try a new style? As HR professionals we often encounter conflicts at work and must be prepared to manage these situations effectively. Join us for this interactive workshop that will explore individual styles of conflict resolution, link positive approaches for business results, and provide practical tips for constructive conflict resolution.
Cornelia Gamlem SPHR has spent most of her HR career in employee relations and has managed many conflicts over the years. She is President of the GEMS Group ltd., a management consulting firm that offers Human Resources solutions and consults with a wide range of clients on topics related to HR initiatives, business effectiveness and compliance, sexual harassment, employee relations, affirmative action compliance, and workplace diversity. With over 30 years of business and Human Resource experience, she served in a senior HR leadership role in a Fortune 500 company where she designed, and managed corporate-wide policies, programs and initiatives, and best human resources and employment practices.
An active volunteer with the Society for Human Resource Management, she has held a number of leadership positions, including serving on its Board of Directors in 2000 and 2001, chairing its Workplace Diversity Committee and serving on its Workplace Diversity Panel. Cornelia has authored articles and white papers for SHRM and other professional and industry publications as well as presented at conferences sponsored by national organizations including SHRM and the American Bar Association. She has been interviewed for and quoted in a number of publications, including Financial Times, New York Times and Fortune and testified before the Equal Employment Opportunity Commission. She is the author of two books on Affirmative Action. She has a Masters Degree in Human Resource Management from Marymount University, and a Bachelor of Science Degree in Business Administration from California State University, Sacramento.
We welcome our August sponsor, Marymount University's Reston Center. The Center opened in May and now offers adult learners career-focused programs in business, education, and nursing. Starting this fall, an M.A. in Human Resource Management will be offered as a cohort at the Center. Marymount's Reston Center is located at 1861 Wiehle Ave, just off Exit 13 of the Dulles Toll Road. For information about the Center, call 703-284-5901 or visit www.marymount.edu/reston.
This program has been approved for 1.0 recertification credit hour toward recertification through HRCI. For more information, visit www.hrci.org.
Register online at www.dullesshrm.org.
Embry Rucker Shelter Donations Update
Members who attended the June meeting donated $31 in cash! Thank you for your continued support. Reston Interfaith's programs address the most critical issues facing our neighbors: affordable housing needs and homelessness, nurturing and healthy environments for families, and social issues, such as domestic violence and substance abuse. For more on how to help, check out www.restoninterfaith.org.
SHRM Town Hall Meeting
September 11- Save the Date!
All Dulles SHRM Chapter members are invited to join SHRM President & CEO Susan R. Meisinger, SPHR, at the SHRM Southeast Region Town Hall meeting on September 11, 2007, in Crystal City, VA. At this exclusive, SHRM-members-only event, Ms. Meisinger will provide an update on SHRM's current activities and future direction. You'll also hear the latest about the Society's key strategic initiatives for 2007 and its educational and programming services. Most importantly, SHRM wants to hear from you - the HR professional - about how the Society can better meet your career needs. The SHRM Southeast Region Town Hall will be held at the Marriott Crystal City beginning at 7:30 a.m. and will include a buffet breakfast. Details and registration information will be sent in early August.
HRCI Recertification: Is It Time to Renew?
Once certified as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), or a Global Professional in Human Resources (GPHR), you must recertify every 3 years (from date of original certification or last recertification).
- Sixty (60) hours of learning credit is required during those 3 years
- Credit earned on hour-for-hour basis (one hour learning = one hour recertification credit)
- If you don’t submit recertification form, you must retake the exam
- No supporting documentation should be submitted to HRCI, but should be maintained for your records in case you are audited
- Recertification credits can be earned online at http://www.hrci.org/recertification/credits.html.
- There are now two ways to recertify--by completing the paper application (available at www.hrci.org/Recertification/PDFAPP) or by accessing your online recertification file by clicking "My Recert File" at www.hrci.org.
Credit is awarded for HR-related activities in these categories:
- Continuing Education: Credit awarded hour for hour. (Chapter meetings can be pre-approved for HRCI recertification credit.) You can also obtain recertification credits through viewing SHRM’s archived or live webcasts. There are over 100 available archived webcasts at www.shrm.org/webcast. Each one counts for 1 credit. There is no quiz at the end, and many count for strategic credit.
- Instruction: 1 hour taught = 1.5 credit hours awarded. (Includes courses taught at work such as workplace violence prevention, sexual harassment prevention, etc.)
- On-the-Job Experience: Credit is awarded for first-time work activity if it broadens your knowledge of the field of HR, such as developing a strategic plan, rolling out a new 401K plan, etc.
- Research/Publishing: Research, write, or publish on HR topics.
- Leadership: External leadership activities count, including being an SHRM volunteer leader.
- Professional Membership: Be a member of a national HR-related professional association and earn credit hours. (SHRM, ASTD, World at Work, etc.)
- Answers to ALL your recertification questions can be found at www.hrci.org.
- A recertification form can be found at www.hrci.org/Recertification/PDFAPP/.
- HRCI now offers ONLINE storage of your certification documentation so you can complete the form as you go.
- There is a $100 processing fee to recertify.
- If you have changed jobs or addresses, notify HRCI (not just SHRM) at hrci@hrci.org.
HRCI sends recertification reminders via email and regular mail, so they must have your current/correct email and mailing addresses.
HRCI 2007 PHR/SPHR STUDY GROUP
Contributed by Chas Sumser, Certification Representative
Interested in Taking the PHR/SPHR Exam? Want to Study With and Learn From Other HR Professionals?
Want the Guidance of a Proven and Experienced Facilitator?
The Dulles SHRM Chapter has organized a PHR/SPHR Study Group for Fall 2007 to prepare for the PHR/SPHR examination in December/January. We have also invited the members of our sister chapter, NOVA SHRM, to join our study group. The study group is a low-cost yet effective and dynamic 13-week session designed to cover all modules of the 2006 SHRM Learning System. The study group boasts a pass rate that exceeds the national average. Eileen Taylor will once again facilitate, applying practical knowledge with the course material to help you learn and retain the information. This year we will be in a new location so please make a note of it below.
Dates: Tuesdays, September 11 - December 4, 2007
Time: 5:45 p.m. - 8:45 p.m.
Place: KnowledgeBank, 1481 Chain Bridge Road, Suite 201, McLean, VA 22101
Cost: $700 for Dulles/NOVA SHRM members (including the SHRM Learning System)
For more information or to register, contact Chas Sumser, Dulles SHRM Certification Representative at 703-885-1008 or chas@fgm.com. Please register no later than August 7, 2007. Space is limited to fifteen participants this year.
Global Professional in Human Resources (GPHR™) Class Offered
If you currently have or expect to have HR responsibilities that involve guidelines, restrictions, and policies beyond the U.S. borders, you may be interested in a course being offered by George Mason University’s Office of Continuing Professional Education. Conveniently located in Herndon, the instructor-led course uses the SHRM Global learning System, a comprehensive test preparation system for the GPHR™ certification exam and reference tool for HR professionals with international and cross-border responsibilities. The course will be held 6 to 9 p.m. on Thursdays evenings from September 6 through November 8, 2007. For more information, contact GMU’s Office of Continuing Professional Education at 703-993-4800; www.ocpe.gmu.edu.
SHRM Offers E-Learning
SHRM brings e-Learning to a new platform! SHRM e-Learning is an online educational environment that delivers just-in-time training to HR professionals through a series of HR-related mini-courses. Browse the course catalog to create a learning journey that is unique to you. SHRM e-Learning courses are facilitated by leading industry experts and presentations range from sixty to ninety minutes in length. These courses can be taken right at your desk and are pre-approved for HRCI recertification credits!
Recertification Credits
For those of you looking to earn credit for your PHR, SPHR, or GPHR recertification, all SHRM e-Learning courses are HRCI-approved for recertification credit and will earn 1.25 recertification credit hours to those successfully passing a quiz on the course content. HRCI’s recertification requirements are 60 recertification hours over a three-year period. For more specific HRCI recertification criteria, visit www.hrci.org/recertification.
Cost-effective, On-demand, Low-cost Training
SHRM e-Learning's cost-effective training will aid in your own professional development by bringing you the most current HR topics right to your computer desktop. You can learn at your own pace and on your own schedule without the need to travel. You can also sign up your employees for these programs! SHRM e-Learning courses are $39.95 per course for SHRM members and $49.95 for non-members, but SHRM members will also receive additional Volume Discount Pricing!
Corporate Discounts
Let SHRM e-Learning enhance your company’s training offerings through the SHRM e-Learning Corporate Discount plan. SHRM will manage the database and SHRM e-Learning courseware, while allowing the flexibility for the company to enroll, track and monitor the training of its own employees. An exclusive administrative website will be developed for each company or organization participating in the SHRM e-Learning Corporate Discounts program. Statistical data and status reports will chart the progress of participants enrolled in the plan.
For more information about e-Learning go to www.shrm.org/elearning. To learn more about SHRM or become a member, go to www.shrm.org/join.
It’s time to Join the HR Revolution!
Register now for the 2007 VA State SHRM Conference – Oct 3-5
Join the HR Revolution by attending the 2007 Virginia State SHRM Conference & Expo, hosted by NOVA SHRM, Dulles SHRM, WTPF and the Virginia State Council, the state affiliate for the Society for Human Resource Management (SHRM), October 3-5 in Arlington, Virginia. This year’s theme is HR Revolution: Driving Competitive Advantage. This event attracts over 700 human resources professionals throughout Virginia and the Washington Metropolitan Area, representing virtually every industry, including organizations from small businesses to large industrial centers, as well as the government. Learn how to more effectively manage the talent in your organization. Register now for the conference to put this useful and practical information to work for you. The keynote speakers include Dan Pink, author of "Free Agent Nation," Robin Gerber, author of "Leadership the Eleanor Roosevelt Way," and Deborah Russell, Director of Workforce Issues for AARP.
This year's event will be held at the Hyatt Regency Crystal City at Reagan National Airport, just outside of Washington D.C. This modern hotel leaves no stone unturned in providing guests comfort and the ultimate in business convenience. Explore the website, www.2007SHRMVAstateConf.org to view the concurrent sessions and speakers, as well as the many other benefits that this conference has to offer. We look forward to seeing you in our nation's capital! Register for the 2007 Virginia State SHRM Conference and join other HR professionals from across Virginia seeking to expand their knowledge and gain practical knowledge they can put to work immediately.
Full Conference Registration Fees Include: opening reception on Wednesday, October 3, 2007 and all sessions Thursday, October 4 - Friday, October 5, 2007. Before 8/1 $375.00 Before 9/1 $395.00 After 9/1 $450.00
Pre-Conference Workshop Fees Separate fee for sessions on the afternoon of Wednesday, October 3, 2007
Before 8/1 $95.00 Before 9/1 $125.00 After 9/1 $150.00
POTENTIAL VOLUNTEERS: Thinking about volunteering to help for this year's VA State SHRM Conference? Volunteers are needed for all sorts of duties and are an integral part of making the conference a huge success. Best of all, volunteers are eligible for a discounted conference rate, so please view www.2007SHRMVAstateConf.org before registering for the conference to learn more. Qualified volunteers will be provided with a registration code for the discounted rate to use when registering for the 2007 conference.
Hotel Information: Hyatt Regency Crystal City at Reagan National Airport 2799 Jefferson Davis Highway Arlington, Virginia 22202 Tel: 703-418-1234 Fax: 703-418-1289 Conference Rates: $199.00 single or double available 10/02/07-10/06/07
Your Foundation at Work
“HR Student Scholarships”
Contributed by Marlene Mouanga, SHRM Foundation Representative
Each year, the SHRM Foundation provides $13,000 to support the development of future HR leaders through national student awards and scholarships. The Leonard R. Brice, SPHR, Undergraduate Leader Scholarship and the SHRM Foundation Graduate Student Leader Scholarship, presented each June, are designed to recognize and encourage the development of leadership skills in students preparing to enter the HR profession. The SHRM Foundation Student Scholarships, awarded in the fall, recognize outstanding academic achievement. In recognition of the important work of SHRM chapter advisors to the student membership program, the Foundation also sponsors the annual Advisor of the Year Award. For more information on Foundation sponsored awards & scholarships, visit www.shrm.org/foundation.
The SHRM Foundation: 40 Years of Advancing the HR Profession
Request for Bid
The Loudoun Workforce Resource Center in Leesburg, Virginia is looking for a professional level résumé writer/ trainer who could teach about résumés and then assist each workshop participant in composing an excellent résumé. This workshop would be offered once a month for a year. Anyone interested is asked to contact Lyn Sebesta, Training Coordinator, Career Support Services, at 703-777-0688 or
lsebesta@loudoun.gov
Chapter Discussion Group
"Emotional Intelligence"
Thursday, August 2, 2007
Contributed by Cindy Loison, Discussion Group Director
Do you have any employees who could be communicating more respectfully via e-mail and voice mail? Have you ever had to coach an employee who has communicated or reacted inappropriately in a specific situation? Have you yourself been in a situation where you weren't sure how to act or react? Is it possible to change these behaviors?
Emotional Intelligence is a way of understanding and shaping how we think, feel and act. If you are interested in sharing ideas and learning about improving communication skills including how to act and react in various situations, please join us for this discussion group. It will be facilitated by Jennell Evans, President and C.E.O. of Strategic Interactions.
Jennell's expertise combines a decade of designing workplace environments with developing effective communication strategies and processes, improving individual, group and organizational performance. Jennell is qualified in MBTI and the Emotional Competency Inventory (EQ) and has worked with SI clients such as AOL, Ann Taylor Inc., Booz Allen Hamilton, Cablevision, Deloitte & Touche, Discovery Communications, SRA International, PricewaterhouseCoopers and many others.
You are invited to bring examples from your experience, or, if you have had no previous experience in this area, consider this an opportunity to learn from your colleagues. There is no charge for attending. Just be sure to register ahead so we expect you.
Please confirm your participation by registering on-line, at least 24 hours in advance, at http://www.dullesshrm.org/special_interest_group_reg.asp. If you have questions, feel free to call Cindy Loison at 703-265-7520. Participation is limited to the first 25 people who sign up.
Date: Thursday, August 2
Time: 7:30 a.m. to 9:30 a.m.
Place: ARTEL, Inc.
1893 Preston White Drive
Reston, VA 20191
Phone: 703.620.1700 Contact: Denise Henderson
Directions:
From the Toll Road and Dulles:Take the Hunter Mill Road exit. Turn right at the end of the exit ramp and turn right at the “fork” onto Sunrise Valley Drive. Proceed through the first traffic light and turn right onto Preston White Drive (just past the tennis courts). Continue on Preston White to 1893. Turn where you see the ARTEL sign. Go to the Third Floor.
From the Toll Road and Tysons: Take the Toll Road toward Dulles Airport to the Hunter Mill Road exit. Turn left at the end of the exit ramp and turn right at the “fork” onto Sunrise Valley Drive. Proceed through the first traffic light and turn right onto Preston White Drive (just past the tennis courts). Continue on Preston White to 1893. Turn where you see the ARTEL sign. Go to the Third Floor.
Mark Your Calendar
2007 Chapter Breakfast/Dinner Meetings:
- September 19 (Dinner Meeting) – Legal Update, Presenter: Misti Mukherjee, Focus: HR and the Law
- October 17 (Breakfast Meeting) – Presenter: Juan Gonzalez, Focus: Compensation/Benefits
- November 14 (Dinner Meeting) – Presenters: Ed Ford & Jackie Snowden, Focus: Employee Recognition Programs
- December 5 (Dinner Meeting) – Holiday Party
Welcome to New Members
Contributed by Lynn Padgett, Vice President, Membership
The Dulles Society of Human Resource Management SHRM welcomes our newest members. Thank you for choosing our chapter.
Erica Abram, HR Generalist, Quest Diagnostics
Matthew Bell, Cornell University
Christine Benkert, PHR, Sr. HR Specialist, Booz Allen Hamilton
Brook Carlon, SPHR, SVP, Human Resources, QuadraMed
Roxanne Cole, SPHR, CEBS, CCP, Human Resources Director, Inova Loudoun Hospital
Ryan Collins, PHR, Compensation Consultant, INOVA Health System
Karen Craig, Human Resources Director, UNITECH
Scarlet Dangerfield, HR Generalist, Comtech, LLC
Denise Fields, HR Administrator, UNITECH
Vanhphen Funk, PHR, HR Generalist, UNITECH
Lisa Howard, Human Resources, KENROB IT Solutions, Inc.
Eric Janson, Associate, Seyfarth Shaw, LLP
Daniel Juraschek, SPHR, HR Manager, Cascades Technologies Inc
Henry Lee, Human Resource Manager, Reston Limousine Service
Melissa McElroy, Human Resources Administrator, SeKON Enterprise, Inc.
Kammie McNeilly, Benefits Administrator, Universal Systems & Technology, Inc.
Bracken Polk, Recruitment Manager, Oberthur Card Systems
Denise Pollack, Director of Human Resources, MorganFranklin Corporation
Michelle Roa, Human Resources Analyst/Generalist, NII Holdings, Inc.
Sandy Swanson, HR Manager, ePlus
Kimberly West, PHR
Katherine Wijnstein, Corporate Recruiter, STG, Inc.
For members that join or renew and pay at the door, please remember to log into our system at www.dullesshrm.org and complete a new and/or renewing membership form if you haven’t already done so. Thank you.
The Creative Compact:
An Economic and Social Agenda for the Creative Age
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Fairfax County, Virginia
Potomac Tech Wire
By Richard Florida
Hirst Professor of Public Policy, George Mason University
We live in a time of great challenge but also of great promise and opportunity. Today, for perhaps the first time in human history, we have the opportunity to align economic and human development. Indeed, our future economic prosperity turns on making the most of each and every human being’s talents and energies. But we cannot realize the full potential of this incredible age simply by relying on the natural evolution of the new technology-driven, knowledge-based Creative Economy. Although it is the source of tremendous innovation and incredible economic potential, it leads inexorably to worsening economic and geographic inequality.
What is needed is a new Creative Compact, a Creative Economy analog to the great social compact of the 1930s, ‘40s and ‘50s, which expanded and accelerated the Industrial Economy and led to the great golden age of prosperity. The Creative Compact would expand participation in the Creative Economy to industrial and service workers, leverage new private and public investment in human infrastructure, restructure education around creative endeavor, bolster universities, provide mobile benefits, recast urban policy as a cornerstone of economic policy, and ensure that America remains an open and tolerant nation. At its core, the Creative Compact would ensure the right of each and every American to fully develop and utilize their creativity and fully express their values and identity.
Based on science, technology, innovation and entrepreneurship; arts, culture, design and entertainment; and the knowledge-based professions of law, finance, health-care and education, the Creative Economy has powered economic growth over the past two decades, generating more than 20 million new jobs since 1980. Today, some 40 million Americans work in the Creative Economy, roughly a third of total employment. The Creative Economy accounts for nearly $2 trillion in wages and salaries, roughly half of the total.
Despite the incredible outpouring of innovation, productivity and wealth it has produced, the Creative Economy has overwhelmingly concentrated resources and wealth both by economic class and geographic region. My own research documents the mass migration and incredible concentration of talented creative class households to around a dozen regions nationally and perhaps 25 globally, identifying growing economic inequality both between and within geographic. The idea that the 'world is flat' is a wonderful idea, but the reality is one of increased concentration and unevenness by economic class and geographic location.
The challenges we face today may be different in their specifics, but they are by no means new. We have been through this before. Our situation today is strikingly similar to that posed by the Industrial Revolution more than a century ago. The rise of the Industrial Revolution generated new technology, new industries and new productive potential alongside gross economic inequality. The full potential of the nascent industrial age required the development of a much more broadly-based industrial society in which great masses of people could participate. This industrial society did not emerge on its own, but was spurred into existence by a new social compact, which extended the benefits of the industrial economy to blue-collar workers and other segments of the population.
This social compact which emerged particularly under FDR's guidance and spanned the New Deal years into the immediate post-World War II era encouraged the development of key mass production industries, from cars to appliances, by expanding the availability of home mortgages, investing in the development of a large-scale interstate highway system, expanding higher education, and increasing investments in research and development, among other things. Amazingly, it did so in a way that did not stoke the fires of class warfare. The industrial social compact brought capital and labor closer together, by encouraging the development of mass production unions, by linking wage increases to productivity gains, by improving health and safety in the workplace, and by creating social security for older people and basic social welfare service for the truly needy. This system thus squared the circle, driving the expansion of the industrial economy by allowing many more people to benefit from it, while simultaneously addressing a whole range of its negative externalities.
Today we need to do something similar. We need a new social compact attuned to the demands of the Creative Economy. At bottom this Creative Compact must harness the full creative capabilities of the workforce in ways that simultaneously improve productivity and extend the benefits of the Creative Economy across industrial and service workers as well as the creative class. Right now the leadership of both parties in Washington is so out of touch that they cannot even the grasp the need to discuss this kind of agenda. But one can already see elements of it emerging on the local level across the United States where both Republicans and Democrats are working closely together to spur development and to broaden its appeal. This is important for to be successful a new Creative Compact must transcend current ideology and partnership.
Our history provides some rationale for optimism. America has shown its incredible transformative capabilities time and time again, leading the world out of the Great Depression, winning World War II, saving Europe and the world from the grip of fascism, overcoming the Soviet threat, and rebounding in the 1980s from the onslaught of European and Asian competition in manufacturing industries. My father told me long ago of this incredible American capacity. A teenager who went to work to help his family during the Great Depression, an infantry solider who enlisted in the Army the day after Pearl Harbor, landed on Normandy, and fought in all the major battles of World War II, and a man who spent his life in manufacturing, he would always say: “Richard, no one should ever—never, never—count this country out. When I enlisted in the Army, we had nothing. They gave us doughboy hats and old uniforms; our boots often did not fit. There weren't enough guns to go around in training, so we used wooden facsimiles. But, boy, did we gear up. We turned this country on a dime and built an incredible production machine."
Can we do it again?
Fairfax County is an example of the creative economy: 57 percent of county residents work in “creative occupations” in information technology, professional services, education and other fields. Time magazine this year called Fairfax County “one of the great economic success stories of our time,” and a U.S. Labor Department report called Fairfax County the private-sector jobs leader in the Washington area.
That’s all for this month unless you have any ideas or suggestions? This is your chapter - let us know what’s on your mind!
Mary Saily
President
Dulles SHRM
msaily@humanr.com
Newsletter Archive
July 2003 Newsletter
August 2003 Newsletter
September 2003 Newsletter
October 2003 Newsletter
November 2003 Newsletter
January 2004 Newsletter
February 2004 Newsletter
March 2004 Newsletter
April 2004 Newsletter
May 2004 Newsletter
June 2004 Newsletter
July 2004 Newsletter
August 2004 Newsletter
September 2004 Newsletter
October 2004 Newsletter
November 2004 Newsletter
December 2004 Newsletter
January 2005 Newsletter
February 2005 Newsletter
March 2005 Newsletter
April 2005 Newsletter
May 2005 Newsletter
June 2005 Newsletter
July 2005 Newsletter
August 2005 Newsletter
September 2005 Newsletter
October 2005 Newsletter
November 2005 Newsletter
December 2005 Newsletter
January 2006 Newsletter
February 2006 Newsletter
March 2006 Newsletter
April 2006 Newsletter
May 2006 Newsletter
July 2006 Newsletter
August 2006 Newsletter
September 2006 Newsletter
October 2006 Newsletter
November 2006 Newsletter
December 2006 Newsletter
January 2007 Newsletter
February 2007 Newsletter
March 2007 Newsletter
April 2007 Newsletter
May 2007 Newsletter
June 2007 Newsletter
|
