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HRACI
Previous Meetings
October
16, 2008
Beast
Management - Uncommon Conflict Resolution with Tough Critters
Philip S. chard, President & CEO, NEAS, Inc.
Download Philip's
Handouts
September
19,
2008
Organizational Change Management
Donald
S. Murphy, M.S.O.D., J.D. Director, Performance Improvement,
Indiana Public Defender Council
Download Don's PowerPoint Presentation
Don's Handouts:
Assessment Tools
Facilitating Organizational Change Management
Organization Change Readiness Questionnaire
Murphy's Quick & Dirty Summary
August 14, 2008
Career
Mapping
Julie Womack,
Towers Perrin
Download her handouts
July
17, 2008
HR Issues in the Post-Election Environment
George Raymand, Indiana Chamber of Commerce
Jim Masur, Robert W. York & Associates
Download their PowerPoint Presentation
June
19, 2008
Developing Emotionally Intelligent Leaders
Scott Livingston, R.Ph., MBA, PCC, Integrat EI
Scott
Livingston, R.Ph., MBA, PCC is President of IntegrateEI.
The session was started with a question, “How do
we move our careers and this organization to the next level?” Each
person should ask this question and take the challenge
of: Where do we find our edge.
A short exercise was performed by splitting the attendees into two groups.
One group was told to write qualities of a great leader onto sticky notes
and place them on flip charts hanging on the wall. The flip charts were categorized
with IQ, Tech Skills, and EQ. Attendees were asked to place their sticky
notes onto the flip chart they believed the trait falls under. The other
group went through the same process, only they were told to write qualities
of a poor leader. The end result – most qualities, from both groups,
were on the “EQ” flip charts. This exercise replicated a Harvard
Study, “Living Well”, and the results are the same every time.
Another short exercise was performed with a sheet of paper at each table
titled “Person Perception Exercise”. One part of the exercise
listed characteristics describing a person in order to give the individual
reading those characteristics an overall impression of the kind of person
described. The second part of the exercise listed multiple words which were
to be circled as to the traits most likely portraying the individual described
in part one. With only one word difference on the sheets – “cold” vs. “warm” attendees
perceptions were split among the room almost ½ to ½.
After the exercises were completed, a discussion and overview of the brain
and its functions were given. Some key points from the presentation include:
-
Why
do smart people fail?
-
Emotional
Intelligence – the capacity for efficiently recognizing
and managing our own emotions and the emotions of others
-
Emotion
comes before thought – we feel before
we think
-
Pay
attention to your body – it is your early warning
system (increased heart rate, increased body temperature,
etc.) and tells you that your thinking has been impacted
-
Self
Awareness – Intrapersonal Skills (how you view you)
-
Self
Regulation – stress tolerance, impulse control, optimism
and resiliency
-
Self
Management
-
Social
Awareness and Skill – Interpersonal, Adaptability
-
Emotionally
Intelligent Coaches:
-
Are
genuine and transparent
-
Have
an unconditional positive regard for coachee
-
Have
an empathetic understanding
May
15, 2008
Tips and Strategies for Remaining Union Free
Chuck O'Keefe
May’s
luncheon was an excellent overview of how to remain union free.
Charles R. O’Keefe, Esq., from TAFT Law, presented and
gave us a booklet titled, Practical Tips and Strategies for
Remaining Union Free.
Mr. O’Keefe gave a very informative and interesting presentation. Topics
he covered were:
-
Background
on Unions, The NLRA and Union Campaigns
-
Why
Employees Turn to Unions
-
Characteristics
of a Good Supervisor
-
Tips
for Maintaining a Satisfied Workforce
-
Detecting
the Early Warning Signs of Union Activity
-
Union
Organizing Tactics
-
What
to Do when the Union Comes Knocking
-
Responding
to a Union Organizing Drive
-
The
Mechanics of the Election
-
Union
Activity and Trends
-
Employee
Free Choice Act of 2007 (The “EFCA”)
-
Protected
Concerted Activities
-
Confidentiality
Policies/Employee Handbooks
-
Investigatory
Interviews
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May
8, 2008
Best Practices Forum
Recruitment & Best Practices
Kelli Safford
Download
her presentation On
Thursday, May 8, 2008, Kelli Safford conducted the HRACI’s
Best Practices forum on Recruitment & Best Practices. Her
presentation was very informative and engaging. Through Kelli’s
passion for recruitment we learned about branding and metrics,
and how to incorporate best practices to scale for our
places of work.
Another Best Practices that came out of this meeting was the decision to create
a Best Practices Forum on our HRACI website!!! This forum will function
as a central interactive communication area for discussion around our Best
Practices topics. More information will be coming about this exciting new
development to be officially launched following our July Best Practices
Forum. At that time, you can continue your interactions and discussion
with Members of HRACI about what you learned or what more you hope to learn
from our Best Practices Sessions. Keep your eyes open for more on this
exciting new feature.
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April
17,
2008
Diversity Conference
“Get
it Right the First Time”
Mark M. Butler,
Diversity Manager, Marathon Petroleum Company, Findlay, Ohio.
Click
Here for Mark Butler's Presentation
“The
Brain Drain, Keeping Baby Boomers in Your Workforce”
Nancy
L. Beck, CFP, President, Beck Financial Strategies, Inc., Indianapolis,
IN
Click
Here for Nancy Beck's Presentation "Speed
Reach the Generations”
Rita M. Murray,
Performance Consulting, Inc. Norman, OK
Contact
Rita:ritam@pcgok.com or
(405) 447-2977
(Rita's PowerPoint is not available for distribution due to
copyrighted materials within the presentation)
Click
Here to View Photos from the Conference
Here are
just a few of the bullet points that came out of all of the
great information from this day! These notes came from the
presentations given by Mark Butler, Nancy Beck and Rita Murray.
It was a great day packed with informative and engaging sessions.
-
Most
valued asset = People
-
Need
to maximize that potential
-
Diversity=break
down barriers so we can maximize potential for the good
of the organization
-
Diversity:
is inclusive, is respecting and valuing, improves personal
and Corporate performance, increases productivity through
increased creativity via difference of thought, includes
diversity of thought, experience and organization.
-
Diversity
definition: inclusion process designed to foster an environment
where the talents, skills and differences of all employees
are respected and valued for business success.
-
Employees’ Problems
with Upcoming Retirement: Unrealistic expectations, not
financially ready, long term care costs
-
The
top 5 reasons older employees
stay: competitive health care (61%), competitive retirement
package (54%), work/life balance (35%), caliber of people
with whom they work (25%), recognition for work (27%).
-
Attractive
incentives for workers 50+: Flexible work arrangements
(41%), Training to upgrade skills (34%), time off to volunteer
(15%), phased retirement (14%), reduced shift work (14%),
job rotation (12%), sabbaticals (11%), reduced responsibility(8%),
mentoring as primary job (5%).
-
“Transition” planning
vs. “Retirement” planning
-
6
keys to retirement transition: Risk management, cash management,
investment planning, tax management, retirement planning,
estate conservation.
-
Leaders
succeed when they learn to build more effective relationships
to others and Get to know themselves.
-
Generational
identifiers: Traditionalists, Baby Boomers, Gen X, Millenials
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March
20,
2008
Chip Madera
Extreme Makeover: Creating Strategic Partnerships by Rearranging
Your Mental Furniture
Click Here to View Chip's Presentation
Chip wanted
to start the discussion on a high note – talking about
depression. That statement received a lot of laughter from
the audience. The discussion was an interactive one – participants
were asked to turn to the person on their left and their right
and state, “You are the best looking person I’ve
seen all day”. Once again, laughter resonated through
the audience.
The main
point of the discussion was to take complex things and make
them simple. The area discussed included branding – It’s
all about the branding. Branding is my identity: I am a leader
(strategist), I am a problem solver, I am a people developer.
The secret to building strategic partnership is attitudinal,
not circumstantial. The secret is found in your most significant
attribute: confidence. “We gain confidence when we know
who we are, what makes us significant and the essence of our
true value”.
The discussion
revolved around the model of Extreme Makeover Home Edition.
Chip separated this makeover into the following areas:
-
Demolition – myths;
You cannot pick and choose when to be strategic - you must
be strategic 24/7
-
Blueprints
and Design – 3 fundamental truths: I behave the way
I see myself; I teach others how to treat me; Others treat
me the way that they see me. In essence: It’s All
About Me!
How do
we implement this change and get an invitation to the table?
Our performance defines our wholeness: Change your thoughts
which will lead to Changing your beliefs which leads to Changing
expectations which leads to Changing attitudes which leads
to Changing behaviors which leads to Changing performance.
How do you change your thoughts? By speaking words! Visit
his website www.chipmadera.com
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 March 13,
2008
HRACI Networking
Event
Easley Winery
Easley Winery
hosted HRACI’s March social on Thursday March 13th.
I believe we all had a fun time based upon the numerous
smiles and lively
conversations. All who attended reconnected with friends
and met new ones. The wine tasting and hors d’oeuvre
table was a big hit, as well as the tours. Thank you, Easley
Winery
for showing our members such a nice time. Click
here to
view even more photos!
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February
21, 2008
Garry Karrip
So
Happy to Be Here...Now What? Success Factors for Employee On boarding
Click
Here to Download Greg Karrip's Presentation
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January
17, 2008
Gerry Crispin
Online Supply Chains and the Candidate Experience
January’s
presentation, Talent Pipelines, Online Supply Chain s
and the Candidate Experience, by Gerry Crispin, was very informative.
Staffing is a critical component of Human Resources. Competitive
corporations are using staffing as a pipeline to feed their
companies by implementing selection strategies where top candidates
choose companies; vs. companies seeking top candidates. Knowing
where the labor supply will come from and how many people are
in the candidate pool is challenging for companies. Having
great customer expectations is also a challenge. Is the treatment
of customers better than the treatment of prospective employees?
Ensuring that the hiring practice is measuring how well it
is working is another challenge. The pipeline should focus
on building relationships with candidates who are qualified
and have applied for a position. The approach to building the
pipelines can include having an E-Newsletter, alumni social
network, and associations. Think  about
the types of experience you want to create for candidates along
each part of the pipeline. A candidate will start with the
career page and if open positions are appealing then fill out
an application. Next, the company will determine if the applicant
is qualified and then an interview takes place. The possible
candidate has the potential to be lost at any step of the process.
For more information visit the CareerXRoads website at www.careerxroads.com.
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