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June 2017  

President's Report

Our May program Organizational Traps to Avoid to Build a Team of Leaders with Mike Harbour was very information. I hope those who attended are more prepared to “Coach up or coach out Leaders” with Inadequate Leadership Skills.

Please mark your calendars for the following Programs/ Events of interest for 2017:
June 18th- June 21st - SHRM National Conference New Orleans, LA
August 24th - 14th Annual WCASHRM Managers' Seminar- Hot Springs Convention Center
September 14th & 15th - Arkansas SHRM Employment Law & Legislative Affairs (ELLA) Conference at Double Tree Hotel - Little Rock

COMMUNITY EVENT: Thank you for your cereal donations to benefit the Arkansas Food bank! It’s nice to know we will be helping to feed families with our donations. This month we are supporting Relay for Life.

VOLUNTEERS NEEDED -As another reminder, Board Nominations are held during the month of July and self-nomination is always welcome and encouraged! We encourage all members to get involved in your professional organization! If you have any questions on the positions, please call me at 501-860-0294 or email president@wcashrm.org.

SHRM FOUNDATION: Members who want to make a one-time donation to the SHRM Foundation can find the form in the Member Area (Downloads/ SHRM) on our website. Bring your form and check to a monthly meeting.

We want to continue to encourage our members to invite "potential members" to our monthly meeting. As a reminder, the first meeting is free for guests. You can register your guests online, but please feel free to email Marina Mueller at marina.mueller@jqh.com if you have any problems. Please email her when you register your guest, so that she can make the necessary adjustment to waive the registration if needed.

Our next meeting will be at 11:30 a.m. on June 27, 2017 at CHI St. Vincent Health Center. See you then!

Shayne

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Meeting Topic

Dealing with Bullies in the Workplace & Creating Culture of Respect
with Frank Mulcahy

June 27, 2017
11:30 AM - 1:00 PM
CHI St. Vincent's Hot Springs McCauley Room

Part 1: What You Need to Know about Workplace Bullying and Why It’s Important

Identifies bullying behaviors, the forms of bullying, the reasons these types of abusive behavior occur within organizations, the impact of bullying—how it affects the health, family life, and productivity of your employees—as well as the costs and consequences to your workplace. We end with current legal protections and proposed anti-bullying legislation, leaving ample time to answer your questions.

Part 2: Strategies for Creating a Culture of Respect:

Introduces a novel approach to HR analytics to show the bottom-line losses from bullying. The session also helps you equip managers and supervisors with strategies to increase employee trust and engagement. We cover the difference between a Tough Manager vs. Bully. Understanding the difference allows you to hold workplace bullies accountable for their behavior.

5 learning objectives

1. What You Need to Know about Workplace Bullying and Why It’s Important
2. Strategies for Creating a Culture of Respect
3. HR in the Crossfire: When Bullying Impacts HR Professionals
4. Understanding the true definition of Workplace Bullying and the Health harming effects it has on the Target and the Organization
5. Learn how to develop a well defined Policy and training program for C-suite and Mid Management

Learn how to address bullying using evidence-based tools from the firm recognized as originator of U.S. workplace bullying solutions.  A quarter of American workers directly experience bullying; 65.6 million workers, including witnesses, are affected. Employers suffer turnover, absenteeism, presenteeism, and payouts for severances and settlements. These costs are preventable. Employers tend to ignore bullying. State laws mandating training are proliferating.  We prepare you for compliance.

Frank’s Biography

Frank Mulcahy is an award-winning entrepreneur, training professional and master presenter. In his career, he has anticipated national business trends with his start-up, leading edge technology companies. He developed for employers educational workshops in the dangers of social media and risk exposure from identity theft long before they became household words. Frank's immersion in bullying began with training at Clemson University in the Olweus Bullying Prevention Program to minimize bullying among school-age children. Frank attended the WBI Workplace Bullying University® to hone his mastery of all facets of adult bullying in the workplace. Frank was asked to join Work Doctor to apply his considerable  talent to the task of introducing  WorkDoctor.com anti-bullying services to employers. He has developed an approach to allow employers to engage Work Doctor in the most affordable way possible. With evidence based results to minimize the devastating effects of Bullying on the organization. 

1 hour SHRM and HRCI 

  

WCASHRM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program.  It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit. 

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Monthly Sponsor

Celebrating 41 years of service, family owned and operated, Dan’s Whetstone Co., Inc. is a proud producer of American Made sharpening stone products. Located in Pearcy, Arkansas, just Southwest of Hot Springs, an industry leader as producer and distributor of Arkansas Novaculite stone and recognized around the world.

Mr. Dan Kirschman, a mining engineer and graduate from Colorado School of Mines, developed a fascination with Arkansas Novaculite stone after moving to Arkansas. He began cutting and finishing stones as a hobby, thus the beginning of Dan’s Whetstone Company, 1976, with the help and support of his family and simple philosophy – quality and service.  Today, Dan’s Whetstone Company is recognized as the industry standard, leading producer and supplier of Natural Arkansas Whetstone all over the world offering hundreds of different Arkansas Novaculite products. 

Genuine Arkansas Novaculite is a rare, natural resource that is mined in one small region in the state of Arkansas, mostly in Garland County area. The Arkansas Novaculite stone has earned the reputation of the most sought-after natural abrasive worldwide and premiere sharpening product used not just by knife sharpeners, also by woodworkers, jewelers, surgeons, dentists, veterinarians, die makers, gunsmiths, and goldsmiths.  Other applications:  calibration of x-ray crystallography machines and maintenance of ice skates and snow skis. 

Dan’s Whetstone Co., Inc. currently offers over 350 products and is the only Arkansas Novaculite stone producer that quarries, manufactures, and distributes Natural Arkansas Whetstone products worldwide. Dan’s owns over 500 acres of mineral properties and controls several quarries that supply the various grades of Novaculite used in manufacturing.  According to the reserve projections, these quarries will supply the next four generations or more, which would lead one to believe that Dan’s Whetstone will be in operation for many years to come.

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Managers' Seminar

Registration is open for this year's Managers Seminar - August 24, 2017 at the Hot Springs Convention Center. $60 per person, includes lunch!

Keynote: US Army Green Beret, Scott Mann
”Lead Strong When Trust Is Weak”
  

Leaders must know how to approach complex and challenging situations with a mission-focused strategy. Based on his book, Game Changers, Scott shares a method of tackling life's toughest problems by reading the human terrain like an expert, getting surrounded on purpose, making deep, personal connections, and how leading from the heart can leave deep tracks in this world. He’ll also show you how to build some of the strongest, most resilient teams imaginable. People who work with Scott will leave with an immediately useful Green Beret mindset, toolset, and skill set to turn more recruits into employees, maintain harmony inside the workplace, and find hidden talent in unlikely places, that everyone else overlooks. If you’re going to get ahead in this complex world, you’ve got to connect, lead, and connect again. Scott will teach you how. 

Scott Mann spent 23 years in the United States Army, 18 of that as a Green Beret, where he specialized in unconventional, high-impact missions all over the world including Colombia, Ecuador, Peru, Panama, Iraq and Afghanistan. 

 Scott’s problem-solving abilities were honed during long deployments in places where trust was absent, conflict rampant and he had seconds to make real connections with local communities using his head, his heart—and when threats closed in against these communities—his hands. With those skills, Scott now helps organizations gain a better understanding of its internal culture, while exposing the potential for conflict that exists when trust has deteriorated. In the same way he empowered local tribes in Iraq and Afghanistan to make transformative decisions, using very few resources, Scott teaches corporate leaders and their teams the relationship-building techniques that drove so many of his successful combat operations. 

Scott appears frequently on CNN, Bloomberg, Fox and Friends, Fox Business News, News Max and dozens of syndicated radio shows including National Public Radio, Wall Street Journal Radio, Fox News Radio and the Jim Bohannon Show. His op-eds have appeared in The Tampa Tribune, Washington Post and the Small Wars Journal.

 

2017 CONCURRENT SESSIONS SPEAKERS:

 Wes Booker - Field Presence Leadership
Dan Herrington - Legal (TBA)
Jason Hudnell - Conflict Resolution
Sherry Johnson - Effective Workplace Communication
Scott Mann - TBA

Greg Northen - Investigating Employee Misconduct
WATCH FOR MORE SPEAKERS TO BE ANNOUNCED!

 

 If you would like to volunteer for the Doorprize Chair, please email Tara.Arthur@sflic.net.

Seeking sponsors and vendors. Download our registration form today.

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Scholarship

WCASHRM awards one $500 scholarship to a student who meets the criteria. Download the form and submit by August 1. Go to our Scholarship Page for the application.

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Membership Corner

RENEWAL It’s still not too late to renew your membership. You'll find the form on our website by clicking on Membership Application. http://wcashrm.org/join.php 

As mentioned previously, if you are a SHRM Member who designates WCASHRM (SHRM #0467) as his or her primary chapter with SHRM, your dues will again be waived this year. (IMPORTANT: Please provide your SHRM ID # on your application.) Our Membership VP will be verifying your SHRM membership is still active, and will create a $0 dues ticket for you. (Members will receive an adjustment and will receive an email receipt.) You may mail in an application if you want to prepay for meals or the Managers Seminar.

If you are a member of another Arkansas Chapter or you are a Non-SHRM member, you pay minimal dues compared to other chapters to join or rejoin WCASHRM. Although the early bird rates are no longer valid, SHRM members who designate another chapter as his or her primary chapter pay $40. Non-SHRM members pay $60. 

Members who would like to pre-pay for monthly meals, the Managers Seminar, and/ or WCASHRM membership dues by credit card should email membership@wcashrm.org. We will create a ticket for you, so you can pay all of these items as a package deal online by credit card.

If you have any questions on membership renewal, please contact Marina Mueller at membership@wcashrm.org.

RECRUITING NEW MEMBERS – YOUR HELP IS REQUESTED

We are seeking NEW MEMBERS and we NEED YOUR HELP. Please invite a potential chapter member (HR professional) to one of our monthly meetings as a guest at no charge, and/ or recruit a potential member to join the chapter, and your name will go into our drawing for a $100 gift card. (The drawing is held every year at the annual Christmas party.) 

Potential members should email membership@wcashrm.org for more information on joining the chapter.

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Upcoming Events

Thank you for your generous donations for our Cereal Drive to benefit the Arkansas Food Bank.

In June, WCASHRM will hold a Relay for Life Drive to benefit the American Cancer Society. We will have some jars at this month’s meeting also to kick start the Relay for Life Drive, so bring cash to the meeting.

Relay For Life is the signature fundraiser for the American Cancer Society. Relay is staffed and coordinated by volunteers in more than 5,200 communities and 27 countries. Volunteers give of their time and effort because they believe it's time to take action against cancer. Members can bring a check made payable to the American Cancer Society or bring cash (for the donation jars) to the meeting.

Below is a list of the upcoming monthly drives, so members can start planning:
July - School Supply Drive (United Way of the Ouachitas)
December - Canned Food Drive (Arkansas Food Bank)

If you know of an organization with a need that would benefit from our monthly drive, please email deanna.harris@sflic.net. Thank you all for supporting our efforts. We continue to collect more items each month.

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Diversity

Diversity in the Workplace: Benefits, Challenges and Solutions
by Josh Greenberg

Workplace diversity refers to the variety of differences between people in an organization. READ MORE: http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp

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Certification

Knowledge is important, but growing your career in HR calls for more.

There is so much more to mastering HR than just understanding the technical stuff. It requires being able to exhibit the right behaviors at the right time. The SHRM Body of Competency and Knowledge pinpoints important behavioral competencies, laying out specific traits that relate to proficiency in each area.  Maintaining your SHRM certification requires deliberate intention.  If you're feeling uncertain about how to earn the required 60 PDCs–it's okay to take small steps. Focus on developing one competency at a time. You might spend a month or a quarter learning about honing your business acumen.  

Each SHRM Seminar addresses specific HR knowledge areas and/or competencies to help you develop, offered in-person and virtual. Select one that meets your criteria » 

Learn with your peers regionally and locally at SHRM conferences, or in your own backyard at events hosted by SHRM afflilates. Search events » 

Read a book or review the course catalog of our e-learning program, and supplement your growth on your schedule. Maintaining your SHRM-CP or SHRM-SCP can come from many resources. Write down your goals and hold yourself accountable. All of these things make you a more solid HR professional. If you haven't already,begin your recertification journey»

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ARSHRM Events

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Classified Ads

2017-02-13:

Human Resources Generalist ~ Recruiting Specialist

The position is responsible for human resource generalist duties with an emphasis in leading and creating a recruiting and interviewing plan for each open position, to include employment tracking. Assist with educating team members and supervisors regarding hiring policies and procedures, candidate pre-screen and interview as requested, creating reports, assist in the administration of the HRIS, online education, Workers Compensation, FMLA, and assist with NMLS Administration.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

-Efficiently and effectively fill open positions. Work with managers on Bear State’s recruiting process.
-Responsible for developing, updating and maintaining all position descriptions for the organization.
-Post job openings internally and externally, with all appropriate agencies, to include Social Media avenues.
-Conduct prescreening interviews. schedule, and interview candidates, when applicable, for open positions. Give feedback to hiring manager regarding candidate.
-Create HRIS reports using payroll reporting for HR staff and other Team Members. Notify all necessary departments of new hires and terminations.
-Assist in maintaining aspects of the timekeeping system and update or audit changes to Team Member records on the Bank’s HRIS. Assist Team Members as needed with various issues such as forms, timekeeping access, earnings statement access, online education, and payroll and benefit questions.
-Assist in administration of Family Medical Leave (FMLA), including eligibility notification and tracking.
-Assist in initiating workers compensation paperwork and act as contact between WC carrier and employee when notified of injuries/incidents.
-Maintain all aspects of the job disposition log and notifications. Track EEO/Affirmative Action progress including transfers, promotions, new hires, and terminations.
-Adheres to EEO policy; shows respect and sensitivity for cultural differences; educates others on the value of diversity; promotes working environment free of harassment of any type; builds a diverse workforce and supports affirmative action.
-This position requires the employee to be familiar with all consumer compliance regulations that apply to the services s/he provides to customers.  It is the responsibility of this position to remain current with applicable regulatory compliance requirements.  This may be accomplished by attendance at various compliance training sessions and/or by completing periodic, job function-specific compliance training.   It is also the responsibility of this position to report any incidence or perceived incidence of customer harm immediately to management, via email to BearStateEthics@GetInTouch.com or by submitting your issue or concern via the web www.intouchwebsite.com/BearStateEthics. Customer harm may be caused by failure to comply with regulatory compliance requirements or other issues. It is the responsibility of this position to follow all documented policies and procedures that are designed to prevent customer harm, and to follow the bank’s Complaint Management Policy and Procedures.
-Assist in maintaining administrative aspects of the Nationwide Mortgage Licensing System for loan officers and designated personal who have been identified as requiring an NMLS number in order to conduct company business.

QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE: Associate’s degree (A.A.) or equivalent from two-year College or technical school; or four years related experience and/or training; or equivalent combination of education and experience. A PHR/SPHR or SHRM-CP/SHRM-SCP certification would be preferred.

LANGUAGE SKILLS: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from managers, clients, customers, and the general public. 

MATHEMATICAL SKILLS: Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, and percentages.

REASONING ABILITY: Ability to define problems, collect data, establish facts, and draw valid conclusions.

OTHER SKILLS AND ABILITIES: Must be proficient in using Microsoft Office software products. Experience on an HRIS would be preferred

PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to walk. The employee is occasionally required to use hands to finger, handle, or feel objects, tools, or controls. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. 

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

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