Join Us For "Creating a Culture of Success" On Wednesday, October 19 (Breakfast Meeting)
Embry Rucker Shelter Donations Update
A Message From The President
2005 Virginia State Conference "Reflections At The Beach"
Chapter HR Executive Event "Why We Hate HR: Confronting The Myth"
Mark Your Calendar
Board Meeting Minutes
Chapter Discussion Group
Welcome New Members
Chapter Membership Promotion
National Membership Promotion
The SHRM Foundation
Disability Mentoring Day
Herman Trend Alert: Double Dipping
Employee Retention: Vital Strategy
Study: Moderation in Hiring Practices Boosts Business Performance
"Workers With Disabilities: Ready For Tomorrows Jobs Today"
Join Us For "Creating a Culture of Success" On Wednesday, October 19 (Breakfast Meeting)
For Details on the Program: Click Here
Embry Rucker Shelter Donations Update
Members who attended the August dinner meeting donated $23 for the Embry Rucker Shelter. Donations were used to purchase one Target gift certificate for $20 for the homeless. Thank you for your continued support. Reston Interfaith's programs address the most critical issues facing our neighbors, from financial challenges to language and cultural barriers-issues that prevent them from fully participating in our community and all it has to offer. Their programs focus on affordable housing needs and homelessness, nurturing and healthy environments for families, and social issues, such as domestic violence and substance abuse.
A Message From The President
Kurt Cowles, SPHR, CCP
In looking back over the summer of 2005, one can’t begin without discussing the tremendous destruction caused by Hurricane Katrina on New Orleans and the Gulf Coast region. We know that all of our members are doing what they can to support various charities of their choice to help those in need. The Dulles SHRM Board of Directors also wants to do what we can to support those in need and we know there are organizations that need our support as well. The Board has decided to make an initial financial commitment to support the various SHRM Chapters in the Gulf Region. If you would like to join in our support, we are taking donations at the registration table. Working through SHRM National and our State Council, your dollars will go directly to support those SHRM Chapters in need to continue their work.
In addition to our support of fellow SHRM Chapters, the Board has made a strong commitment to upgrade our web support to enable both online registration and payment. We are targeting to begin this service in October, where our members and guests will be able to charge their registration fees via Pay Pal online. Of course, payment by check or cash will continue to be supported at the event itself.
We have also strengthened our commitment to the SHRM Foundation. The SHRM Foundation promotes the use of "research-based knowledge" and funds practical research in HR to help HR professionals do just that. Current research projects include areas such as Technology & HR, HR Measurement, Global HR, and The Changing Role of the HR Professional. The Board of Dulles SHRM greatly values the impact of the SHRM Foundation on the HR profession. If you would like to support the Foundation, you may do so at sapphire.shrm.org/foundation/form2.cfm. To review SHRM Foundation research findings, visit www.shrm.org/foundation www.shrm.org/foundation.
The recent article in Fast Company, Why We Hate HR raised serious questions regarding the effectiveness of HR professionals, especially in contributing to business outcomes. The research sponsored by the Foundation helps equip us all with reliable and valid information to contribute directly to business discussions and affect positive outcomes. To further highlight the changes and contributions HR can must continue to make, Dulles SHRM is sponsoring a special program next month on October 27, Why We Hate HR: Confronting the Myth. Hold the date for this special event and look for more details very soon.
The Dulles SHRM Chapter Board is proud of the accomplishments we’ve made thus far this year; great and timely programs, sustained growth in membership, and the financial stability to provide opportunities to add special programs and help others in need. And we look forward to providing our members the support we all need to continue this progress.
2005 Virginia State Conference "Reflections At The Beach"
September 25-27, Cavalier Hotel, Virginia Beach
Planning is well underway for the upcoming 2005 Virginia State Conference to be held in Virginia Beach on September 25-27. Join HR colleagues from Virginia for daily keynote speakers, breakout sessions, and vendor exhibits.
Sponsorship and exhibit information is available online at www.hrshrm.org or by contacting jhurrell@headwaystaffing.com or pcreef@headwaystaffing.com. Registration price: $375.
Chapter HR Executive Event "Why We Hate HR: Confronting The Myth"
October 27, Sheraton Premiere Hotel at Tysons Corner, Vienna
Click Here for details.
Mark Your Calendars
Upcoming SHRM Conferences and Seminars
2005 Conferences
- October 27 - “Why We Hate HR: Confronting the Myth” a Dulles SHRM HR Executive Event. Details
2005 Chapter Dinner Meetings
- October 19 (Breakfast Meeting) -“Case Studies: Successes in Hiring People with Disabilities” Dr. Michael Behrmann and Dr. Michael Fitzgerald
- November 16 (Dinner Meeting) - “Marketing HR for Impact and Success” by Cynthia Schoeppel
- December 7 (Dinner Meeting) - Holiday Party
- December 14 (Dinner Meeting) - Transition Board Meeting
Board Meeting Minutes
The minutes from the Board meetings are available on our web site - please take a few minutes to review them in full. Click Here to View.
Welcome To New Members
Contributed by Vice President, Membership Bonnie Little
The Dulles Chapter continues to grow. We welcome the following new members who joined the Chapter during August:
Katherine Campbell, HR Generalist, Computer Associates
Kathy Carney, Branch Manager, Ablest Staffing, Inc.
Christine Hawkins, Sr. Manager, Maximus, Inc.
Miriam Kaffke, NOESIS Inc.
Kathie Land, Human Resource Assistant, Cardinal Virginia Concrete
Denise Sikes, SPHR, Regional Vice President, Beazer Homes
Chapter Membership Promotion
Contributed by Bonnie Little, Vice President, Membership
We the members of the Dulles SHRM Chapter would like to invite you to join our local chapter FREE for the remaining 2005 fiscal year. If you pay your 2006 dues between October 1, 2005 and December 31, 2005, you do not have to pay for 2005. Annual dues are only $30.00.
If you would like to join the chapter now, please Click Here. Or, email Bonnie Little at blittle@mrketr.com for more information or with any questions.
This is a great opportunity to get 3 months of FREE membership and get affiliated with a growing, diverse chapter, dedicated to the Human Resource profession. You can also attend our Orientation program on November 16 from 4:30pm - 5:15pm. Longtime chapter supporter Cornelia Gamlen will give a short presentation on the benefits of joining the Dulles chapter of SHRM. There is no charge to attend the orientation program, though we do ask that you register with Bonnie prior to the program. You would be required to pre-register online and pay the meeting cost should you decide to stay for the chapter meeting directly following orientation.
National Membership Promotion
SHRM is proud to announce its October membership special for all new professional members joining SHRM through the online membership application. This special offer gives new members joining during the month of October a special first year price of $145 - $15 off regular dues.
As an added bonus, when new members join SHRM in October, they will also receive a FREE SHRM Tote Bag!
Promotion Details
Who: New professional SHRM members joining online during October
What: Discounted dues and FREE SHRM tote bag
When: October 1, 2005 - October 31, 2005
Where: SHRM Online Membership Application
This SHRM October online promotion is a win-win for both SHRM and your local chapter. For every chapter member who joins SHRM during the online promotion, the chapter receives credit toward their affiliation goals and chapter financial support!
Please note the online application form has a dedicated area where you must include your chapter’s name to receive credit.
The SHRM Foundation
Contributed by Lisa Forester, SHRM Foundation Rep & Scholarship Coordinator
The Dulles Chapter of SHRM solicits donations at its monthly meetings for the SHRM Foundation. Many of you may not know what the Foundation is or what it does. The SHRM Foundation is a 501(c)3 “not for profit” organization, founded in 1966 and managed by a volunteer board of leading academics and HR leaders. Its purpose is to serve as a catalyst for leading edge research and education in the HR field. It provides up-to-date research on the issues facing the HR profession.
If you’ve ever read a White Paper on the SHRM website, it was a product of the SHRM Foundation. The Foundation has completed more than 27 research projects since 1998, the most recent being the “Gallup HR Leaders Project”. Researchers interviewed 100 senior-level HR executives from the U.S., Europe and Asia who have made a significant impact in meeting business profiles of effective HR leaders in a cross-section of organizations, and personify role models and real life success stories in the field of HR. It’s anticipated that the results of the project will provide important insights into the characteristics and strengths of successful HR executives.
The Foundation is also responsible for “HR Heroes”, a series of videotaped interviews with senior HR practitioners and their CEOs, showcasing examples of HR and CEOs achieving measurable business results. Additionally, the Foundation co-sponsors the $100,000 “Michael R. Losey HR Research Award”, the premier source of funding for significant past and continuing contributions that impact the HR management field. Area Scholarship Programs are also funded by the Foundation. These scholarships are awarded to national members pursing a degree or professional certification in HR Management. The Foundation also funds Student Awards and Scholarships for national members of SHRM who are pursing graduate or undergraduate degrees in HR. The Foundation also co-sponsors with ADP, Inc., the HR Magazine “Innovative Practice Awards,” which recognize creative and successful projects, activities, practices or programs of HR departments and related staff functions.
These are just a few of the important activities of the SHRM Foundation. For more information, please go to www.shrm.org/foundation .
Disability Mentoring Day
Submitted by Evelyn Kaiser, Diversity/Workforce Education Director
Disability Mentoring Day is a nationwide effort to promote career development for students with disabilities through hands-on career exploration.
What is Disability Mentoring Day?
Students with disabilities (mentees) are matched with workplace mentors according to expressed career interests. Mentees experience a typical day on the job and learn how to prepare to enter the world of work. Employers gain an increased awareness that people with disabilities represent an overlooked talent pool. Disability Mentoring Day is a partnership between the U.S. Department of Labor's Office of Disability Employment Policy (ODEP) and the American Association of People with Disabilities (AAPD).
Background
Disability Mentoring Day began in 1999 with fewer than three-dozen student participants as part of a White House effort to increase the profile of National Disability Employment Awareness Month (NDEAM), celebrated every October. In 2004, 9,000 youth with disabilities participated nationally and in nearly 20 international locations. They were mentored by almost 1,500 private, non-profit, governmental, and educational organizations.
What are the goals of Disability Mentoring Day?
· To enhance internship and employment opportunities for people with disabilities. · To promote disability as a central component of diversity recruitment for a more inclusive workforce. · To dispel employers’ fears about hiring people with disabilities. · To increase confidence among students and job seekers with disabilities. · To launch a year-round effort to foster mentoring opportunities.
Who participates?
Employers (private, non-profit, government, educational), students with disabilities, and educators participate in Disability Mentoring Day.
Where can I get more information?
Visit the Disability Mentoring Day web site. www.dmd-aapd.org
Herman Trend Alert: Double Dipping
Submitted by Evelyn Kaiser, Diversity/Workforce Education Director
No, the Baby Boomer Generation is not going to retire en masse. In fact, most people in this important generational group, born from 1946 to 1964, will not retire for many years. We expect these workers to remain in the job market---full-time, part-time, and flex-time into their seventies, eighties, and even nineties. The incentives for them to continue working are growing.
An important incentive for the Boomers in the United States, and abroad is their own values set. With a belief that being productive members of society is a good thing, they want to continue making a contribution through their work-as employees and as volunteers. There are two other critical factors that will motivate workers now in their forties, fifties, and sixties to stay in the workforce. One is the need for income---particularly among those who have lost money in the stock market and through the unfunding of some pension plans. The other motivator is opportunity---a growing need for skilled and educated workers spurred by economic growth. Faced with an insufficient supply of qualified workers, employers will eagerly recruit older employees.
Workforce shortages are causing serious problems for many types of employers---including in healthcare and information technology. Another vital concern is a teacher shortage. Teachers are leaving the profession, driven by frustration, feeling unsupported, or a desire to teach instead of dealing with behavioral problems and periodic testing. Too many school districts have resorted to placing non-certified workers---even some without college degrees---into teaching positions.
Local school officials will become more creative over the next few years, as they seek ways to attract and hold the quality of teachers needed by today’s fast-thinking, multi-tasking, highly demanding students.
The State of Florida has found a solution. Teachers in that state are encouraged to retire to start their pension income, then return to teaching and again collect their salary. The benefits of the extra income are obvious, as are the benefits of retaining experienced teachers. The opportunity for teachers gets even better: They can even earn a second retirement if they work for six more years.
Employee Retention: Vital Strategy
Submitted by Evelyn Kaiser, Diversity/Workforce Education Director
Valuable Information
This site www.hermangroup.com contains products for sale in the Employee Retention Tools section as well as lots of free articles which can be found in the Articles section. The E-community is a discussion list for people in the fields to discuss hot topics. Read the best practices of successful employers. Roger Herman administrates a daily blog on issues pertaining to retaining your employees. You can Ask the Experts for advice and finally, there are links to articles about employee retention on other sites.
Employee retention is most critical issue facing corporate leaders as a result of the shortage of skilled labor, economic growth and employee turnover. This site explores all aspects of the workforce stability issue in the face of unprecedented churning in the employment market with a focus on retaining your employees. This is one of the hottest topics for corporate leaders in all fields in the United States and globally.
Struggling with uncontrolled turnover? We can help. Designed to provide employers--executives, managers, and human resource professionals--with a wide range of tools to control employee turnover, this site offers a wide range of products and services to help you to build retain your most valuable players... and profit. Workforce stability can be your competitive advantage in these turbulent times.
The experts in the this field include Roger Herman, recognized as the pioneer, having written the first management book on the topic (Keeping Good People) and Joyce Gioia, his partner and co-author in this important work.
Employee Retention in the New Millennium
Today's labor force is different. Supervisors must take responsibility for their own employee retention. If they don't, they could be left without enough good employees. A wise employer will learn how to attract and keep good employees, because in the long run, this workforce will make or break a company's reputation. What's Different?
New supervisors must be prepared to be collaborative, supportive, and nurturing of their people. The old style of "my-way-or-the-highway" style of management is a thing of the past. Most new supervisors need training to understand what it really takes to retain employees.
Employee retention involves being sensitive to people's needs and demonstrating the various strategies in the five families detailed in Roger Herman's classic book on employee retention, Keeping Good People.
Environmental
Relationship
Support
Growth
Compensation
Employee retention takes effort, energy, and resources...and the results are worth it.
Study: Moderation in Hiring Practices Boosts Business Performance - by Todd Raphael
Submitted by Evelyn Kaiser, Diversity/Workforce Education Director
Companies that hire and promote heavily--but not too heavily--from within tend to outperform other companies, according to a Watson Wyatt study. The same is true for companies that keep turnover low, though not dramatically low.
Companies that fill about half of their non-entry-level jobs internally had a total return to shareholders of 56 percent. This was far higher than those that filled very few jobs internally. Interestingly, it was also higher than those that filled a very large majority of their jobs--80 percent or more--from within. Those companies' shareholder return was 32 percent.
As for retention, the study found that companies with high turnover, at 43 percent including both voluntary and involuntary turnover, do worst. Very low turnover, 5 percent, also is associated with lagging companies. Firms with moderate turnover, around 15 percent, outperform both of the extremes.
Watson Wyatt's annual Human Capital Index study compares workforce management practices with total returns to shareholders. This total-return calculation includes both how much a company's stock has gone up as well as how much the firm has paid out in dividends.
Other highlights:
- Organizations that fill jobs in as little as two weeks outperform those that take seven weeks to hire employees.
- The more that organizations fill jobs using employee referrals, the better their shareholder results tend to be.
- Companies that have not cut training during tough times have outperformed those that did cut training. These companies also have higher "market premiums," meaning investors believe their human assets and brand are particularly valuable.
- Watson Wyatt says that its "research has shown time and time again that 360-degree performance evaluations do not translate into improved performance."
- Companies with better pay and benefits than the market average tend to outperform other organizations. Flatter organizations with fewer salary grades also outperform.
- While it's common for companies to pay more in bonuses to top performers, the most successful companies pay much more. When companies paid top performers more than 4.5 times the bonus payout of lower performers, they returned a lot more money to stockholders.
- Lean, efficient organizations with fewer human resources professionals per employee outperform those with more HR professionals on staff.
The 147 North American organizations surveyed by Watson Wyatt averaged $6.4 billion in revenue and 15,400 employees.
"Workers With Disabilities: Ready For Tomorrows Jobs Today"
Submitted by Evelyn Kaiser, Diversity/Workforce Education Director
WASHINGTON-Secretary of Labor Elaine L. Chao announced the official theme for October's National Disability Employment Awareness Month - Workers with Disabilities: Ready for Tomorrow's Jobs Today.
This year's theme emphasizes that people with disabilities are a vital part of America's workforce they are important to our country's future economic success! said Chao. The President's New Freedom Initiative recognizes the tremendous contributions and potential of persons with disabilities and promotes greater job opportunities in high growth sectors of the economy, such as healthcare and advanced manufacturing.
The theme will be used by the private sector, federal, state and local governments, and advocacy organizations to plan events and programs that showcase the abilities and skills of job candidates who have disabilities.
People with disabilities are and will continue to be an important part of the nation's labor pool, and this year's theme reflects that fact, said Roy Grizzard, assistant secretary of labor for disability employment policy.
The Office of Disability Employment Policy (ODEP) is the nation's first assistant secretary-level office specifically addressing policies that impact the employment of people with disabilities. Collaborating with other Labor Department agencies the Employment and Training Administration and the Civil Rights Center ODEP has developed methods, including a disability checklist, to make the 3500 One-Stop Career Centers nationwide better serve people with disabilities.
Public Law 176, enacted by Congress in 1945, designated the first week in October as National Employ the Physically Handicapped Week. President Harry S. Truman designated the President's Committee on Employment of People with Disabilities to carry out the law. Congress changed the name to National Disability Employment Awareness Month in 1988. The responsibility for leading the nationwide recognition was transferred to ODEP in 2001.
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!
Kurt Cowles
President
Dulles SHRM
kcowles@mitre.org
