January 2019 |
HR InTouchThe Monthly Newsletter of the Greater Madison Area SHRM |
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In This EditionPresident's Message Government Affairs & Legal Updates Day on the Hill Registration is Now Open Education and Development SHRM Certification Scholarships Workforce Readiness Workforce Planning for the Future – Are You Ready? GMA SHRM Media Relations Why I Love Being a Social Media Professional
January 22, 2019 - Professional Development Summit Session 1: Recruiting Next Gens; Using Internships and Other Strategies Session 2: Recruitment Strategies for 2019: Recruiting Next Gens and Developing Compensation Strategies Save the Date! February 22: HR on Ice! Networking Event with Madison Capitals Hockey GMA SHRM Member News Spotlight: The College Relations Committee Welcome New Members!
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Greetings GMA SHRM Members – Government Affairs & Legal Updates Day on the Hill Registration is Now OpenSubmitted by: Jeff Palkowski, MHRM, SHRM-CP, PHR – Greater Madison Area SHRM Director of Government Affairs and SHRM Advocacy Captain – Wisconsin’s First Congressional District What are you doing next Valentine’s Day? Hopefully your plans include attending the WI SHRM 2019 Day on the Hill event hosted here in Madison on the Capitol Square.
Education and Development SHRM Certification ScholarshipsSubmitted by Clara Tavarez, Media Relations Committee Member GMA SHRM Is one of your new year’s resolutions getting a SHRM certification? SHRM Foundation wants to help you reach this goal! Workforce Planning for the Future – Are You Ready?Submitted by Angela Fischer, Director, Conferences and Events at MRA – The Management AssociationYou’ve seen the headlines and probably experienced the pain. Hiring is getting tougher. Job candidates can take their pick of employers, and companies need to adapt to survive. Candidates want to move through the recruitment process faster, start off on the right foot in an organization, and receive instant feedback on how they are doing. Employers who recognize these trends understand that they need to address this current reality to retain top talent, and they are focusing on three main areas. Technology Having effective technology solutions to support your hiring and staffing objectives gives you a competitive advantage to elevate your recruiting game, whether that is an updated applicant tracking system (ATS), text recruiting, or video interviewing. The goal is to make the process—and experience—easier and faster for the candidate. The challenge is not to get too high-tech at the expense of high-touch. Candidates want to feel like they are more than just a number. Face-to-face conversations are still the best way for candidates to understand the personalities and culture of the organization they are considering joining. Onboarding You never get a second chance to make a first impression. That’s why it’s critical to connect a positive candidate experience with a great new hire experience. We all can relate at some point in our careers to starting a new job with a sink-or-swim approach. New hires are deserving of more. They have choices when it comes to employment so you want to ensure they feel they made a good decision to join your company. According to Mark Stein and Lilith Christiansen’s book Successful Onboarding, almost a third of employees employed in their current job for less than six months are already job searching to see if there is something better out there. That is a wakeup call to any employer. Now is the time to revamp your onboarding practices to ensure new hires have a clear understanding of the mission and culture, make connections with other employees, and are given the time and tools to fully succeed in their job. Feedback While performance management is a chore, it has to get done. The answer isn’t to stop doing it, but rather to find out how to do it differently or better. Feedback is important and the trend is toward giving more feedback, not less. A growing number of employers are starting to rely on real-time, in-the-moment conversations to foster better communication about employee performance and development. Managers play a key role in this process and should be empowered to participate in goal-setting, coaching, and providing continuous feedback. Workforce planning has changed drastically in the last five years. It’s imperative to remain on the cutting edge of hiring trends if you want to attract and keep qualified candidates. Having your technology in place, making new employees feel welcome and engaged, and staying on top of employee feedback are a few ways to help you win the talent war. Angela Fischer is Director, Conferences and Events at MRA – The Management Association. Follow MRA on LinkedIn: http://tinyurl.com/MRAonLinkedIn, Facebook: http://facebook.com/MRAmeansHR, or Twitter: @MRA_HR_Pros. Plan to attend the GMA SHRM Program on January 22, 2019 from 10:15a to 12:15p to learn about industry leading recruiting techniques, how and where technology plays into your HR strategy, how to evaluate whether your incentive pay program is competitive and more. MRA’s human resources professionals, Deidre Garrett and Valerie Grube, will share their expertise on these important topics.
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Finally, I would like to point out a new SHRM HR Resource Spotlight available at a national membership level. The purpose is to gather many SHRM resources related to a specific topic and make them available in one easy, convenient location. Located at this 
Why I Love Being a Social Media Professional 
I enjoy social media because it allows people to build both personal/professional connections through mediums such as images, videos and messages world-wide. We are able to express who we are, our values and share things that are meaningful to us. 
Save the Date! February 22: HR on Ice! |
| Gene Sarmiento, Legal Shield Barb Waters, American Printing Andrea Wyant, QTI Tyler Wood, UW Credit Union Alicia Genin, Quartz Arlette Kambwa-Gitau, Genis Jieqi Mei, UW-Madison (not pictured) |
The College Relations Committee is the team that primarily serves as the liaison between GMA SHRM and the student SHRM chapters and the collegiate community, which includes technical colleges and universities throughout the Madison area. We strive to create memorable experiences for our student members and to educate students, faculty, and advisors about GMA SHRM student membership benefits and resources.
We have the pleasure of hosting one of GMA SHRM’s most exciting events of the year: Student Night Out! Here, students have the incredible opportunity to hear from a keynote speaker, a SHRM panel, network with SHRM members, and interact with other students. This event has had years of success and gets better each year! If you haven’t played a role, you’re missing out!
Piloting in 2019 will be a mentorship program, which will serve as a gateway for students to develop themselves in a way that is customized to them and their needs. A mentor will focus on their individual needs on the topics of job searching, connection, personal development, personal brand, and more. This exciting pilot is crafted to lay the foundation for a formalized program into the future to enable our students to experience deeper connections to the HR community.
Additionally, this enables and empowers mentors of the program to practice and sharpen their coaching and facilitation skills. In return, we hope more students experience the benefits of GMA SHRM. Also, this group has the luxury of assessing student scholarship applications and awarding two $750 annual scholarships to deserving students. This allows us to play a critical role in the development and enhancement of future GMA SHRM members and leaders. We welcome new members and leaders to our team too!
Known as one of the most active (and fun!) committees in GMA SHRM, we meet once a month at 4 pm to design, plan and organize the above activities. Mostly though, we have a great time together. More than a committee, we are a team.
If you love working with students, like energetic people, and want to make a direct impact, the College Relations committee is the committee to connect with! Contact Tyler Wood twood@uwcu.org to inquire about joining.
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Welcome New Members!
GMA SHRM welcomes the following members who joined our chapter in November 2018!
| Maria | Aviles | Student - Madison College |
| Sarah | Hart | InfoSec Institute |
| Luis | Palmer | Student - Milw. Area Technical College |
| Sarah | Richmond | Student - UW Madison |
| Sara | Ryan | YMCA of the USA |
| Tom | Thieding | UW System Administration |
| Charyl | Uptegraw | Lands' End |
| Elizabeth | Wildes | Target Stores |
Movin' Up
Have you started with a new company? Has your organization recently promoted you to a new position? Or do you want to recognize a new person or promotion within your department? If so, we want to hear about it. Send us an e-mail, and we’ll publish your good news in the next HR InTouch!
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.
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 .
