November 2015 - MVHRA Connections
November 2015 MVHRA Connections Newsletter
Presidential Ponderings Volume 4, Edition 11
Appreciation for You!
Kelly O’Connor, PHR, GBA
As HR leaders, we work to ensure that employees feel appreciated and recognized for their hard work. As one of the servant leaders at MVHRA, we have the same goal for our members and volunteers.
Our chapter started back in 1919 and has flourished over the years thanks to our volunteers. We provide over 15 professional development programs annually. Plus, we support several student SHRM chapters and continue to expand our partnerships with HR business partners, the media and within workforce readiness – expanding our reach into the community. Our chapter is successful and thriving. But, we wouldn’t be where we are today without our dedicated members and volunteers.
So, thank you. Thank you to the board of directors, the committee members, the various member volunteers…. Thank YOU! We all share a passion for our profession and community. It is a joy and honor to connect with each of you.
We have three more events for 2015:
I hope to see you there. If anything, so I can say THANK YOU for all that you do!
Employer Prevention Practices in Light of a Rise in Workplace Violence
Jeffrey A. Mullins, Esq.
Jessica A. Lordi, Esq.
Taft Stettinius & Hollister LLP
On August 26, 2015, two local TV reporters were fatally shot during a live broadcast in Virginia. Their killer was their disgruntled former colleague. Workplace shootings like this one are tragic reminders that the workplace can be a violent place. In fact, workplace homicides are the second leading cause of death for women while working, and the fourth leading cause for men. Workplace violence is on the rise. From 2000-2006, there was an average of 6.4 incidents per year, which jumped to 16.4 incidents per year from 2007-2013.
The Occupational Safety and Health Administration (OSHA) defines workplace violence as “any act or threat of physical violence, harassment, intimidation, or other threatening, disruptive behavior that occurs at the workplace” such as threats of violence, stalking, bringing weapons to work, physical assaults, etc. OSHA requires that employers provide a safe and healthful work environment. In concert with OSHA, many federal, state, and local laws require that employers provide a workplace reasonably free from hazards and take reasonable steps to ensure that workers and others will not cause harm to employees.
There are several ways in which employers can abide by the laws and protect their workplaces from violence.
1.Develop policies.Employers should develop comprehensive policies that provide workers with rules on (1) a drug free workplace; (2) weapons; (3) reporting suspicious behavior; and (4) discipline or termination policies for threats, insubordination, fights, and assaults.
2.Provide Training.Employers should provide training for their employees on how to identify initial stages of a future potential assault, how to respond and report observations of suspicious or threatening behavior, avoiding or diffusing violence once it occurs, and how to protect oneself during a violent incident.
3.Observe Risks.Employers and workers should look for risks such as changes in personality and hygiene, decreased productivity, isolation, fascination with weapons, and substance abuse.
4.Facility Changes.Employers may make physical changes to facilities in order to prevent workplace violence by preventing unauthorized entry, marking entrances and exits, locking employee bathrooms, providing adequate lighting, putting in place an alarm system, ensuring that summoning security or law enforcement is easy to do, designating an emergency or safe area, planning escape routes, placing mirrors at corners, purchasing cameras, and hiring security personnel.
5.Implement Changes Through a Response Team. Employers should have a response team consisting of management, human resources personnel, and security.
5 Adjectives You Want to Hear Job Candidates Say
Posted on LinkedIn October 20, 2015
By Cindy Fisher, Key Bank
It’s difficult to tell what kind of person someone is just by their resume. Heck, it can even be difficult to tell when face to face with the person. But there are some approaches that will do the trick.
Chances are you want a hire who’s self-motivated, honest and trustworthy — in addition to having the background you’re looking for, of course.
While candidates will likely tell you they’re all those things if asked, it’s also likely they’re doing so because they know that’s what you want to hear (whether it’s true or not).
Five words you want to hear candidates say that indicate they’re made of the right stuff:
Whether or not you hear adjectives like these will tell you how much the candidate cares about others and about doing the right thing.
‘When nobody was looking’
Ask candidates this question: When in your life have you made a decision that you’re proud of — when nobody was looking?
If candidates take a while to answer, they’re likely not good fit. Candidates with integrity should have little trouble recalling situations — and the decisions they made in them — that reveal their true character.
What you don’t want to hear are indicators the candidate has as an “all-about-me” attitude.
Some of those indicators could be dropping adjectives like:
Describing themselves in these ways aren’t necessarily deal breakers. Those qualities can actually be good things when balanced out by professional attributes. But finding out whether that’s the case requires deeper probing.
Special Deal for New Members!
Join MVHRA for 2016 and get access to all the benefits of membership for the remainder of 2015 for free! Sign up today and receive more than 14 months for the price of 12 months! MVHRA members enjoy a number of benefits including:
· Reduced rates for monthly membership meetings with guest speakers and professional workshops
· Monthly newsletters
· Monthly legislative updates
· Earn HRCI credits, including strategic credits, towards your SPHR/PHR and SHRM-CP/SHRM-SCP re-certifications
· Certification Study Group
· Free job postings & resume posting on MVHRA website
· Membership directory and numerous networking opportunities
· Free outplacement service for members in transition
Check out these exciting Human Resources job opportunities:
· Human Resources Officer – Montgomery County – Environmental Services
· HR Business Partner – PSA Airlines
· HR Manager – Wright-Patt Credit Union
· HR Generalist – Antioch University
· HR Partner – Assurant Specialty Property
To see full job descriptions and/or apply for these employment opportunities, please visit the MVHRA website and click Job Opportunities
Committee Spotlight: SHRM Foundation
For this month’s committee spotlight article, we’d like to focus on the SHRM Foundation Committee.
The SHRM Foundation does amazing work to identify and analyze trends likely to impact the workforce, fund innovative research grants, offer scholarships and provide a breadth of education resources.
Led by Natalie Smith, our SHRM Foundation committee helps us raise funds to donate to the SHRM Foundation. Our most successful fundraiser being the cork pull.
A huge thank you to Natalie for all her hard work!
Welcome New MVHRA Members!
Diana Greene, PHR – Corporate HR Manager – KB Hotel Group
Janice King – HR Specialist – PAC Worldwide
Lindsay Ayres – HR Administrator – Heapy Engineering
Sharon Drewry – HR Manager – CB Manufacturing & Sales
Lauren Valenzano, PHR – HR Manager – Lowe’s
College Relations Corner – Save the Date for the 2nd Annual Job Shadow Event
The first and second weeks of February are the dates for our annual Job Shadow Program. Save a date and plan now to host a college student with an HR major or minor for either a half or full day job shadowing opportunity. For last year’s kickoff event we had a great showing of MVHRA members. Here’s your chance to help the chapter, a college student, and yourself by participating in our college relations program. Need more info? Just email Linda Dean at firstname.lastname@example.org for additional details.