Newsletter Detail

January 2020 - MVHRA Connections

JANUARY 2020

 

EMPLOYMENT CORNER

Check out these exciting Human Resources job opportunities:

  • Human Resources Business Partner – Wright State University
  • Benefits Analyst – Wright State University
  • Senior HR Generalist/Human Resource Manager - (company undisclosed)
  • Human Resources Generalist – Community Blood Center/Community Tissue Services
  • HR Assistant - (company undisclosed)
  • Technical Corporate Recruiter – Macalogic
  • Recruiter – Graceworks Support Services
  • Recruitment Coordinator and Administrative Assistant Intern – Applied Optimization (AO)
  • Recruitment and Business Process Coordinator – Applied Optimization (AO)

Details regarding employment opportunities can be found on the MVHRA website.

THANK YOU TO OUR JANUARY SPONSORS!       

 


           

 

THIS MONTH'S ARTICLES

PRESIDENT’S PEN

 

 

By Matt Bakota

 

I’m very excited to serve MVHRA as President in 2020.  I’m lucky to have a wonderful Executive Board team and a very active and supportive Board of Directors. 

The full Board meets the first Tuesday morning of each month at Sinclair Community College.  We would be happy to have interested members visit to see what a board meeting is like and to hear what current topics are under consideration at the Board level.

There are many MVHRA Committees doing great things right now.  I’m always amazed at the initiative of the Board members who serve as Chair of those Committees, when it comes to pursuing things that benefit MVHRA members but also continue to build our organization’s standing in the community.  If you are a current member and have any interest in joining one of our Committees, please don’t hesitate to reach out to a Board member and we will make every effort to get you involved.

One of the things the Board worked on back in August 2019 is the MVHRA Strategic Plan for 2020 through 2022.  You will find a full summary of the Plan in the article below.  But it generally focuses on three items:  member engagement, such as developing ways for members to stay connected between our monthly luncheon meetings; increasing membership by at least 5 percent; and expanding learning and networking opportunities for members.  After you have a chance to review the Strategic Plan summary, we welcome any suggestions you may have to help us work toward and achieve the goals of the Plan.

In the meantime, I would like to encourage everyone to make use of some of the currently under-utilized resources, which are helpful ways to stay connected with fellow MVHRA members.  One of those is the MVHRA group on LinkedIn, which boasts more than 600 members.  It is a private group that can be a great place to share news, ask questions, and interact with others in the HR profession here in the Miami Valley. 

Another resource is this one – the MVHRA monthly newsletter.  Any MVHRA member can submit an item for the newsletter, which is circulated at the end of each month.  Many may not realize it, but the newsletter is distributed to an email list that includes not only all current members but also several hundreds of non-members who also subscribe to it.  Each newsletter is sent to well over 1,000 people. 

So, if you feel like starting a discussion on a current HR topic or sharing with fellow members some best practices on an HR issue you regularly encounter, don’t hold back.  Consider one of these outlets to share your thoughts and stayed connected.  I bet MVHRA members would really like to hear from and engage with you!

Thanks very much for continuing to support MVHRA.  We look forward to another great year in 2020!

 


MVHRA Board Develops Strategic Plan for 2020-2022

The MVHRA Board of Directors met in August 2019 and developed MVHRA’s Strategic Plan for 2020-2022.  The Board wanted to share the summary with members.  The Plan involves three objectives and ways in which we hope to accomplish them over the next few years.  If you are interested in assisting with any of the items, please don’t hesitate to let a Board member know of your interest.

Here are the objectives, ways in which we hope to accomplish them, and MVHRA committees that will be responsible for the objectives:

Objective #1 – Member Engagement

  • Create a more engaging environment at MHVRA luncheons
  • Facilitate more opportunities for members to connect in meaningful and value-added ways—HR Roundtables and HR Tribes
  • Improve MVHRA’s social media presence to showcase the association, provide materials to members, and create a stronger online community
  • Engage students by creating way to better connect with area universities

Responsible Committees: Member Engagement, Marketing, Technology, and College Relations

 

Objective #2 – Increase Membership by 5%

  • Create and deliver a formalized onboarding experience for new members and new board members
  • Assign mentors
  • Attract young and “young to HR” professionals
  • Develop and define additional member and board member benefits
  • Celebrate member accomplishments
  • Improve data collection and reporting on the MVHRA website

Responsible Committees: Membership, Networking/Community Relations, and Marketing

 

Objective #3 – Expand Learning and Networking Opportunities for Members

  • Share thought leadership articles in the newsletter and luncheon programs
  • Identify new methods of delivering CEU’s such as webinars and state chapter events
  • Partner with community groups and non-profits to provide members with an opportunity to participate in community service activities
  • Reintroduction of a social, outside of work, events for HR Professionals to network

Responsible Committees: Certification, Networking/Community Relations, Diversity and Inclusion, Newsletter, and Workforce Readiness

 


The SECURE Act of 2019: What Does it Mean for HR Benefit Managers?

The SECURE Act of 2019 was signed into law in December of last year.  It is designed to help participants build a more secure retirement. It also reflects the Department of Labor’s desire for professionally-managed, cost effective, private retirement plans to offer attractive options for retired participants to remain in their company-sponsored plan.

Key Provisions

  • Requires employers to offer employees who work less than 1,000 hours a year the ability to participate in their plan so long as they have completed three consecutive years of working at least 500 hours a year.
  • Changes the date for the start of required minimum distributions from 70 1/2 to 72 years of age.
  • Requires recordkeepers to include a lifetime income projection on quarterly participant statements.
  • Provides a fiduciary safe harbor for inclusion of an in-plan annuity option by a lifetime income provider in the fund line-up.  It also allows for tax-advantaged trustee-to-trustee transfers to preserve the lifetime income guarantee and avoid surrender charges and fees. 

Submitted by Kathleen Carlson, CFA, 

CAPTRUST Financial Advisors

 

 


 

TIP: take advantage of the need to amend plan documents by evaluating what else can be done to help your employees build a secure retirement.

 

Willing, Able, Fit: Hiring With Purpose

 

By Steve Black (via the Brixey & Meyer Blog)

“If you could be any animal, what would it be?”

The candidate looked perplexed. I tried not to laugh. I do not recall if the candidate said a type of fish, fowl, predator, or prey. I do remember my team-member asking the question, “If you could be any animal, what would it be?” After the interview, I asked my team-member why they asked that question. They had no explanation other than they were curious. What in the world!?!?! Curious? Now, if determining the type of animal a person wants to be reveals a deep job-related truth, great. However, in this situation, the lack of intentionality was evident. Worse, the team-member admitted that she asked the question because her supervisor asked it in a previous interview. She had no idea why her supervisor asked it, but she dare not challenge her supervisor, even though she knew it added little value to the interview process. 

 

Gallons of ink and terabytes of data have been spilled trying to uncover the secret sauce to hiring the perfect candidate. I have seen everything from the “magic question” to the “Magic Eight ball” (I’m not kidding about the Magic Eight Ball). I will let you in on a secret…there is no 100% guarantee in hiring a perfect employee every time. However, organizations MUST build an intentional approach to hiring great people. I will go as far to say that hiring great people must (not should) be a top priority for EVERY organization. Minimizing this risk sets an organization for sustainable success. Tripping up in the hiring process is a top reason why many organizations fail to be best in class. Poor hiring leads to lackluster and toxic cultures, which experience high turnover and lower productivity. Guess what? This attracts mediocre talent.

After conducting hundreds of interviews and hearing thousands of questions answered, I see three domains all organizations MUST explore to minimize the risks of poor hiring decisions. Exceptional employees score high in three domains. They are WILLING and ABLE to do the job, and they are a cultural and team FIT. When a candidate demonstrates that they are willing to do the job, able to do the job, and a fit with the organization/team, great things happen! Here is a brief overview of what it means to be “Willing, Able and Fit.”

WILLING

> Definition—A strong desire and excitement to do the job.
> Example—An accountant, who loves doing accounting work and is energized by creating accurate financial statements and / or tax returns.
> Dangers of Ignoring this Domain:

  • Hiring a person, who has little passion for the work, which will ultimately result in burnout.
  • Hiring a person, who is not driven to “go the extra mile” for the sake of satisfying intrinsic motivations.
  • Hiring a person, who does not spend extra / free time learning and growing related to the job they do.
  • Hiring a person, who does not look for innovations and / or creative ways to do the work more efficiently and effectively. 

ABLE

> Definition—A mastery to do the job (i.e.—has the “technical chops” to do the work) and / or the ability to learn how to do the work.

> Example—A baseball pitcher, who knows how to throw strikes and get batters out.

> Dangers of Ignoring this Domain:

  • Hiring a person, who is nice, but at the end of the day, cannot produce a quality work product.
  • Hiring a person, who does not have the ability to learn how to do the job.
  • Hiring a person, who causes other team-members to work harder in order to “pick up the slack” of the poor work product.

FIT

> Definition—An alignment with the core ideology (mission, vision, values) of an organization and a personality fit with the assigned team-members.

> Example—A sales person, who believes in the vision and mission, core values, and product of his / her employer. Such alignment creates “buy-in” and taps into key intrinsic motivations.

> Dangers of Ignoring this Domain:

  • Hiring a person, who does not strive to meet the same ends as other team-members thus creating friction and conflict.
  • Hiring a person, who will eventually leave due to a lack of connectedness with the very essence of the organization.

It is important to note that just because a person does not pass an organization’s screening of Willing-Able-Fit does NOT mean they are a poor worker or bad person. All it means is that they are not the best candidate for a given role. Most people will flourish somewhere if they love what they do, know how to do the work, and believe in the same core ideology as the organization. 

Go ahead and ask crazy interview questions if it reveals a candidate’s Willingness, Ability, and Fit for the position at hand. If determining the type of animal gets you to this place, more power to you!

 

 

SHRM Foundation News

The SHRM Foundation is a great resources . . . Did you know . . .

That one of its initiatives is Building an Inclusive Culture?  As a part of the SHRM Foundation’s 2017 Thought Leaders Solutions Forum was an Executive Summary titled Harnessing the Power of a Multigenerational Workforce. A few key themes that might be of interest:

  • Engaging the Multigenerational Workplace: Research Insights and Best Practices
  • Five Generations in the Workplace: Real-World Issues & Solutions
  • Disrupt Aging! The Business Case for Hiring & retaining Mature Workers

To read the Executive Summary visit the SHRM Foundation website.

https://www.shrm.org/foundation/ourwork/initiatives/the-aging-workforce

 


College Relations Committee - Spring Semester Call for Volunteers 

MVHRA provides many different types of support to college students, especially the SHRM student chapter, MVHRA student members and other academic HR programs within MVHRA’s geographic area. The College Relations Committee (CRC) has a variety of programs designed to provide ongoing contact between students and MVHRA. We need YOUR help and participation to be successful in Spring Semester 2020 and beyond!

Whether you have A LOT of time to volunteer or just a LITTLE, there are a lot of options! It’s a great way to have an impact - volunteer some time for events happening this January, February, March or April!

Volunteer Opportunities

  • Work Preparedness Program (2 to 4 Hours) – Share your expertise! Give students a glimpse of what HR is like in the real world! Share stories of successful projects, help with mock interviews, provide helpful feedback on resumes or speak on an HR or Management related topic. Contact Beth Mitrousis for more information at bmitrousis@enginetics.com. She particularly needs volunteers for January, February and March events in the planning process now.
  • MVHRA Luncheon Hosts (2 Hours) – Host a student at an MVHRA luncheon! All you do is meet the student at 11:00am before the luncheon and host them at your table! Talk with them about your job, introduce them to people you know at the luncheon, and let them observe how networking works! Cost to host a student is just $13. Contact Betsy Brown at tbdbrown@gmail.com for more information!
  • Work Engagement (Varies) – We need MVHRA members to provide meaningful work experiences and employment opportunities such as internships, PT or FT jobs and short or long-term projects for HR students.  Do you need an extra pair of hands for a special project? Host a college student for a period of time to help you get it done! Employee file audits, updating job descriptions, an I-9 Audit…are just a few projects to consider. Contact Carlina Figueroa at carlina.figueroa@sinclair.edu  for more information.

Visit our College Relations Committee page on the MVHRA website and contact a committee member today!!

 

 

MVHRA Announces Scholarship Recipient

Joanie Krein has been in workforce development for 20 years in the Dayton area.  She is the Vice President – Market Manager for six Manpower offices in Ohio and Kentucky.  Manpower finds meaningful employment for people, skills training and assessment, and also offers companies innovative workforce solutions in staffing, permanent placement, payroll, and HR consulting services.  She holds a Bachelor of Arts in Psychology from the University of Dayton.

Joanie is the currently the Membership Chair of the Miami Valley Human Resource Association.  She was previously the Workforce Readiness Chair.  She is also a Board Member for Clothes that Work and the Chair of the Volunteer Leadership Committee of the American Cancer Society in Dayton.

She believes that achieving professional certification is an essential objective for HR professionals.  Joanie “would like to learn and apply the skills from the course that can help her organization, and her clients”.  She feels the certification can also “strengthen her contribution to the mission of MVHRA and her role serving the membership”.

We wish Joanie all the best as she pursues certification!

 


 

Reminder:  MVHRA Legal Services Plan Available 

 

MVHRA has an agreement with local attorneys to provide a legal services plan for MVHRA members (the “Plan”).  The Plan is available again for 2020 and is included as part of your current membership at no additional charge.  Further details available at http://mvhra.org/myMVHRA/legal-services.cfm

 

Note:  You must be a MVHRA member AND logged into mvhra.org to access this service within the "MY MVHRA" link at the top of the page.

 


 

  See Your Article In Our Newsletter!

 

MVHRA members, do you have something to submit to the MVHRA Newsletter?  Please send it to Amy Mitchell, Newsletter Committee Chair, via email at acm@amfdayton.com.

 

  


 

UPCOMING MVHRA MEETINGS AND EVENTS

 

February 11, 2020

 

Workshop: Redefining Diversity and Exercising Inclusion

Speaker: Daniel Juday

Location: Sinclair Community College

Time: 7:45 AM - 8:00 AM: Registration & Continental Breakfast

8:00 AM - 11:15 AM: Professional Development Workshop

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

Luncheon: Productive Conflict

Speaker: Tim Furlough

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

 

March 10, 2020

 

  Luncheon: Getting the Right Talent to The Table  

Speaker: Patrick McHale

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

 

April 14, 2020

 

Luncheon: Financial Stress in the Workplace

Speaker:  Kathleen Carlson 

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

 

May 12, 2020

 

Workshop: How to Find Confidence in Conflict and Negotiate Effectively 

Speaker: Kwame Christian

Location: Sinclair Community College

Time: 7:45 AM - 8:00 AM: Registration & Continental Breakfast

8:00 AM - 11:15 AM: Professional Development Workshop

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

Luncheon: Employee Engagement Or Employee Encagement: Have We Got It All Wrong? 

Speaker: Davis Robinson 

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

   

 

 

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