Greetings,

I hope everyone has had the opportunity to enjoy this gorgeous summer so far. It’s hard to believe its August already.
 
Thank you to all who took time to completed our annual membership survey. This survey is extremely important to the board as we utilize this information to help guide many of our decisions. This year we focused our questions on professional development and programming, HRCI/SHRM certifications, and a potentially new business partnership training opportunity. Results from this survey will allow us to offer programs that our members are interested in attending and will also guide us in determining the affects of the new SHRM certification offering. Each year we encourage members to participate by offering a free attendance to our annual Human Capital Conference. If you did not participate this year, please consider giving us your opinion next year. This year’s winner for the 2016 HCC is Gina Staskal!  
 
We have some great events coming up over the next few months.

• We have a Roundtable on August 5^th covering Mental Health Accommodations in the Workplace.  These are such tricky situations. We will have experts and attorneys on site to help you work through those tough decisions.
• August 20^th we have a Toolbox event about Hot Topics in the Legal World.  This one is always a popular session. A session like this is essential in keeping your HR brain up to date! And I often hear is one of the reasons reason why members join our chapter, “to stay abreast of the ever changing HR world”. Here is a great opportunity to do so.
• We also have our semi-annual Networking event on August 27^th. We have a fun night planned of HR trivia and Prizes! This is a perfect opportunity to meet new GMA SHRM members as well as catch up with some “old” HR friends.  And if you attend the toolbox, you are a “shoe in” to win a prize! 
• And last but not least, our September Summit on September 15^th.  Dr. John Izzo, a best-selling author and business leadership expert, will be joining us to discuss How Taking Responsibility Changes Everything. John will talk about how we all need to ‘step up’ to be change agents whether it’s at our company, our personal lives or the world! It starts with you. You won’t want to miss this event. 

 
As I mentioned last month, we are always looking for members who are interested in donating some of their time to the chapter and to our community.  We are specifically looking for help with our 3^rd annual Boot Camp coming up on August 21^st.  Please reach out to Rachel Martin (rachelc.martin@dhs.wisconsin.gov) if you can spare a couple of hours and help out those in need to find a great job.  It is a very rewarding experience! 
 
Please know my door is always open if you have any questions, thoughts or concerns. You are welcome to contact me at dkoopman@Milios.com. 
 
And be sure to find time and enjoy the rest of your summer!
 
Best Wishes,

 
Dawn Koopman, SHRM-SCP, SPHR
President
GMA SHRM

The Work of the Workforce Readiness and Diversity Committee

Heather A Kennedy, MA, SPHR, Sparq Coaching & Consulting, LLC

For 2015-2016, the Workforce Readiness & Diversity committee has a number of ambitious goals and new ways for you to stay involved. If you’d like to learn more, consider attending one of their upcoming committee meetings:

• Thursday, August 13th 4:30 pm – 6:30 pm at the Urban League of Greater Madison, 2222 S. Park St., # 200 (Vernon Blackwell – host)  - or by conference call
  • This meeting will focus on Job Boot Camp final preparations and review of the strategic goals for 2015-2016.
  • Refreshments will be provided.

If you would like to get involved with the WRDC, please contact Heather Kennedy at 608-618-0063.

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Technology in HR

Five ways to promote your company on LinkedIn

By Wayne Breitbarth

1.  Maximize your profile headline, summary, job experiences and banner. Unless you work for Harley-Davidson, Ford Motor Company, etc., don't assume people know what products or services your company provides. Use your headline, summary, and job experience sections to tell people exactly what you do--and use your most important keywords. Too many people simply list their company name and miss out on this tremendous marketing opportunity.
 
Here's a portion of one of my job experiences in which I use lots of keywords and clearly describe what the company does.
 
At M&M Office Interiors we give you "The Space You Want and The Experience You Deserve." This means that when you embark on the journey of changing, remodeling, moving or downsizing your interiors, including your furniture, we will provide the solutions (office furniture, moveable walls, raised floors and related products), but in addition we will consult with you so that your space not only provides for your present and future needs but positively represents your brand and image as well. 
 
Also, make sure your company logo is showing up on your profile as part of your current job experience entry. If it doesn't show up, it could be because your company doesn't have a LinkedIn company page or doesn't have a logo attached to their company page. Perhaps you are attached to the wrong company page or you added this job entry before your company had a logo on their company page.
 
 
To fix the latter two problems, go into your profile and re-enter your current company name. When LinkedIn prompts you with a list of company names, be sure you click the correct company.
 
 
Another great way to promote your company is to display their wares on your profile banner. In paragraph 5 below, you'll see a good example of this.
 
 
2.  Add media to your current job experience entry. It is very simple to add Word, Excel, PowerPoint, and pdf files as well as videos to highlight company accomplishments, projects, customer testimonials, awards, history, and products. I suggest you decide as an organization or sales team which of these documents/files will make the most impact, and then have all team members share those documents on their personal profiles. You can also reference these documents in the Summary section with something like “See the media link below to view our full line of products and specialties.”
 
 
To learn more about adding media to your profile, read "Does Your Profile Need a Boost? Add Media!"
 
 
3.  Take advantage of the Contact Info section of your profile. You can put three hyperlinks in this section. In addition to your company website, you could include product videos, email sign-up sites, surveys, etc. To encourage people to click the links, write an enticing description of each one (30 characters per link).
 
4.  Share Status
 
Updates. LinkedIn power users consistently share company happenings, articles, white papers and expertise, and they also ask their network about potential new products and services.
 
LinkedIn has shared its research of what company page followers want to hear about, and here are the results:
 
60% of members are interested in industry insights
53% are interested in company news
43% are interested in new products and services 
Even though this research related to company page status updates rather than personal status updates, I think you can make the leap that similar information is important to your network, especially people who connected with you because of your business relationship with them.
 
For more information on personal status updates, check out "LinkedIn Status Updates: The Rule Everyone Should Follow."
 
5.  Capitalize on the Published Posts feature. You can now share full-length articles. If you write articles that show your audience how your products and services address their needs, you will be positioning yourself and your company as thought leaders in your industry. When you hit the Publish button, your article will be automatically shared with your connections, and it will be permanently displayed on your profile.
 
Check out my friend Mike Ausloos. He specializes in concrete--yes, concrete--and he's using Published Posts to make it very clear that he and the company he represents, Northern Concrete, are thought leaders in their industry. He's also making great use of his LinkedIn banner.
 
Let me remind you that LinkedIn is mainly a personal branding and networking tool, but, when used strategically, you can obtain substantial results for your company as well.





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SHRM Certification Tutorial

Become SHRM Certified today so you can begin earning recertification credits for events you may already be attending!
 
It’s quick, easy, and free for those who are already HRCI certified.
 
Here is how you do it:

• Go to shrmcertification.org – click on “Get Started”.
• Click on “Pathway” to access the online tutorial (this takes about 45 minutes to complete)
• Follow three simple steps by December 31, 2015:
  • Document that your current certification is in good standing.
  • Sign the SHRM Code of Ethics.
  • Complete a brief online tutorial focusing on HR competencies.

After those 3 easy steps, you are certified!!!!
 
Once you complete this process, you will earn the new SHRM credential and begin a three-year SHRM recertification cycle – which means you may now start to earn SHRM recertification credits.
 
BONUS – You will hold 2 HR Certifications!!!!
 
This free opportunity is only available during 2015 and only to those who currently are HRCI certified.
 
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Certification Webpage now available!

GMA SHRM recently launched a new page on our website which provides information on the SHRM and HRCI Certifications, in addition to information on the student Assurance of Learning Exam. Visit www.gmashrm.org and click on “Certification Information” under the “Education and Events” header to learn more or at this link - http://www.gmashrm.org/CertificationInformation.

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SHRM Certification

Have you considered getting your SHRM certification?  The UW Madison Small Business Center offers the SHRM learning system preparation course.  The program starts September 23 and runs 9 weeks, meeting on Wednesday nights 6:00 p.m. – 9:00 p.m. at Grainger Hall.  This intensive program combines expert instruction with the SHRM Learning System® for SHRM-CP/SHRM-SCP, so you will learn faster, retain more knowledge and stay on track for success on the exam.  To learn more, visit this link: https://bus.wisc.edu/cped/sbdc/program-topics/special-programs/shrm-learning-system-course
 
Discounts are available for National or local members, with an extra discount if you’re both a national and local member!

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Community Events

Seeking Volunteers for the Job Boot Camp!

August 20, 2015 - GMA SHRM HR Toolbox
Hot Topics in the Legal World: A Trifecta of Key Issue for Employers

Location: City Center West
Presenters:  Tom O'Day, Godfrey and Kahn - Bob Gregg, Boardman & Clark Law Firm - Jennifer Mirus, Boardman & Clark Law Firm
 

School may not yet be in session, but it’s never too soon to get educated!  Join us on August 20^th for the popular annual Legal Hot Topics.  Three experienced labor and employment attorneys will address critical for your workplace and will provide you with both the legal background and the practical pointers to ensure you can address these issues effectively.
 
The program topics will include:
 
The latest developments in non-competition agreements:  Wisconsin has recently seen some significant developments in non-compete law that will likely assist employers in using and enforcing non-compete agreements.  This session will briefly introduce the concept of non-compete agreements, explain key legal developments, and provide attendees with the critical considerations in using these very important legal agreements. 
 
Legal and practical issues in addressing violence in the workplace:  Threats of workplace violence require prompt (sometimes immediate) action, yet most employers are not prepared to deal with these situations timely and effectively.  This program will review legal issues related to workplace violence include the ADA direct threat standards, and will address policies and issues such as when and how to involve law enforcement.
 
The new Department of Labor proposed overtime rules (if the rules have not been issued by the time of the program, we will explore a different fascinating topic!):  The eagerly anticipated Department of Labor  proposed overtime rules have been issued—what do they mean to your organization and what should you do to address them?  The session will provide a helpful overview of the proposed rules and provide practical pointers for implementing overtime exemption audits and changes to employees’ exempt/non-exempt status.

More Information...

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August 27, 2015 - GMA SHRM Networking Event - Trivia Night

When: August 27th - 4:30 – 5:00 Open Networking & Registration, 5:00 – 6:30 Trivia Night & Networking
Where: Badger Bowl
 
A new twist to our semi-annual networking event! Human Resources professionals are dealing with various issues surrounding recruitment, retention, diversity, benefits, and much more.  To help alleviate some of the daily stress, this program is designed to be a learning experience that is fun and interactive in a game show environment. Learn new HR facts & Random knowledge, meet other chapter members' - expand your network and have a great time learning something new!

More Information...

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September 15, 2015 - GMA SHRM Strategic Summit
Stepping Up: How Taking Responsibility Can Change Everything

Location: Alliant Energy Center

Presented by:  Dr. John Izzo
 

Taking responsibility means “Stepping up” and seeing yourself as the agent of change, whether it is changing your company or changing the world–it starts with you. In this hard hitting keynote Dr. John Izzo talks about a concept he calls 100-0 (100% Responsibility 0 % Excuses) and how each one of us can take greater accountability when we put our excuses aside by focusing on what we can do and the role we play. He gets leaders from the CEO to the front line thinking about what they can do personally to step up. Your leaders will leave knowing the main reasons why people don’t step up to take responsibility; the keys to getting people to take ownership; and how to influence people to create a culture of ownership.

Participants will learn:

1. Giving People A Seat at the Table
2. Giving Responsibility to Foster Responsibility
3. Learning how to encourage ideas and innovation along with divergent thinking
4. Develop a “tight-loose” style where outcomes and goals are clear while giving lots of leeway for the “how”

More information...


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GMA SHRM Member Spotlight

 

GMA SHRM Volunteer Spotlight

Name: Damian Simons
 
How long have you been volunteering with GMA SHRM?          
I’ve been volunteering since February of 2013 so almost 2.5 years.
 
What committee(s) are you volunteering with?
I’m currently most involved with the Technology Committee helping out with GMA’s Social Media. I was formerly on the Marketing & Communications Committee, and I also volunteer on the Human Capital Conference Committee.
 
What do you enjoy about volunteering?
GMA has over 800 members, and at some point during the year a large portion of our membership attends an event or utilizes a resource GMA has made available. Knowing that I’m helping in a small way make that possible for that many people is good feeling.
 
What would you say to others who are considering volunteering with GMA SHRM? 
Don’t think about each and every committee, and what you’re best suited to do. You’ll drive yourself crazy with all the options. Every committee can use more volunteers, and they’ll find a way to get you involved. You are going to get a lot more out of volunteering than you put in.
 
What have you gotten back from volunteering with GMA SHRM?
I’ve built a number of friendships, which I didn’t entirely expect while getting into GMA. I’ve also gained a much better understanding, and respect for all the work that goes on behind the scenes to make us an incredible chapter to be a part of.


If you’d like to be published in an issue of HR InTouch, please complete this profile and submit (along with a photo) to Melissa Versnik @ melissav@payrollcompany.biz

 

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Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in June 2015!
 

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Movin' Up

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In Transition

If you are a member who is in between jobs, or who is currently employed but seeking new positions or career paths, write us a brief description of your skill set, areas of expertise, what you’re looking for, etc. Send us an e-mail. We’ll publish your information in the next HR InTouch.

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HR InTouch Guidelines

Article Writing:

Do you have an interest in writing for the HR InTouch? We have an interest in learning more about your area of expertise!

Why should you volunteer? Top three reasons: 1) to share your knowledge and experiences to educate others; 2) to become more connected in the HR and Dane County communities; and 3) to contribute towards the advancement of GMA SHRM and the HR profession.

The first step is for you to choose a submission option: you can pre-submit an article to GMA SHRM at any time for us to use in any of the upcoming newsletters, you can sign up to write for a particular month, or we can put you on a list of people to contact in future months whenever we need articles.

Article length:

Because the HR InTouch is now in an online format, the size is flexible. The article should be engaging and hold readers’ attention. Include the core information in your article, and we will advise if it is too lengthy.

Solicitation:

GMA SHRM is conscious not to allow solicitation through the articles, in an effort to protect the interests of our partners and members. The nature of the article should be educational (i.e., what are the business advantages of having a product like yours) or informational. Otherwise, if you truly are interested in advertising through the HR InTouch, you can work with our Marketing Committee. As a rule of thumb for article writing, if the submission relates to a for-profit event, or specifically markets your company (vs. your industry), it is an advertisement, and should be purchased. If it is a not-for-profit event that your company is hosting, or an announcement (i.e., a SHRM member recently joined your company), it is an acceptable addition to the HR InTouch content. If you have any questions related to the appropriateness of your submission, please contact us.

If you have questions, or to submit an article, contact GMA SHRM at chapteradmin@gmashrm.org .