Newsletter Detail

December 2014 - MVHRA Connections


Presidential Ponderings Volume 3, Edition 12

Happy Holidays

Kelly O’Connor, PHR, GBA

President/Servant Leader

Thank you for a wonderful 2014. I hope Miami Valley HR Association (MVHRA) helped you connect with other HR professionals in the community and further your professional development throughout the year. It’s been an interesting year with several HR issues being in the spotlight with government officials and the introduction of a new HR certification. Our calling to be change agents has never been stronger as it is today. But know that you are not alone. Your local HR community through MVHRA is here to support you and help in any way possible.

We have a lot planned for 2015. You can stay up-to-date through our monthly meetings, newsletters, website and social media. We hope you are able to join us and participate in some of the initiatives we have for 2015.

In the meantime, I hope you have a safe, memorable holiday season with your family and friends. 

Learn more by clicking HERE


 It is time to renew your MVHRA Membership!


The holidays will soon be approaching and you know what that means - it’s time to renew your MVHRA membership!

2014 has been another great year at MVHRA, with interesting professional development workshops and luncheon speakers, as well as a variety of social mixers. 

We sincerely thank you for your membership with MVHRA and look forward to your continued membership in 2015, along with another great year of professional development and networking with HR leaders and practitioners in our community.

To make the membership renewal process quick and easy, use the online membership renewal feature on the MVHRA website. Your membership renewal can be completed in just a few simple clicks. 

Need an invoice? Please reply to this email if you need an invoice for your records.  

Step 1 – Login to the system

1. Please go to and login to the website by clicking on “Member Login” which is the first option on the left side of the home page.

2. Insert your email address, your password and then click on “Login”

3. If you forgot your password – click on the link “Forget your login information” on the Log in Page.  The system will ask you to enter in your email address and then click on the “Email my password” link.  You should receive your password – via email – in a few short moments.

Step 2 – Renew your membership

1. Once you are logged in to – click on the link for “Renew MVHRA” and then the drop down box “Renew MVHRA Online”

2. Click on the “Renew MVHRA Online” link

3. Select the appropriate Membership option and follow the few short steps to renew your membership online.

Note:  You have the option of paying immediately by credit card or you may mail in a check.

• If paying by credit card, simply follow the steps for inserting your credit card information.

• If paying by check, click on the “Enter Discount Code” link on the checkout page.  Then “Insert” and “Apply” the following discount/promo code: 2015RENEWALCHECK

Checks should be made out to MVHRA and sent to:  MVHRA, P.O. Box 1321, Dayton, OH  45401.

Please remember all renewal forms must be submitted online.  This applies even if you are paying by check.

Deadline for 2015 membership renewals is December 31, 2014. MVHRA memberships run with the calendar year January – December.  If payment is not received by December 31, 2014, your member benefits will expire on January 1.

Please feel free to contact if you have any questions.


Thank you for your support! We look forward to having you with us as an MVHRA member again in 2015. 

HRCI Recertification Articles

by Brandon Bernzott, Right Management

Muddy water – Clarification (well, sort of) around the need for “Business” credits for HRCI recertification

There has been some confusion, bordering on controversy, around the notion of the “business” credits that are required for SPHR certifications. I’m writing this article to attempt to shed some light on the issue… or at least add some fuel to the fire.

Why are business credits required?

The following excerpt from the HRCI Recertification Handbook explains the rationale for “business” credits.

To be viewed as a credible business leader, senior-level HR practitioners must understand the nature of their organizations’ operations and the environment in which they operate. According to CEO perspectives: How HR can take on a bigger role in driving growth, a 2012 Economist Intelligence Unit report, “The head of HR needs to exhibit an understanding of the wider commercial business, thereby shedding its image of knowledge limited to the narrower, HR elements.” 

On face value, this explanation makes sense. HR leaders holding SPHR and/or HRMP designations should be knowledgeable about the operations of their organizations and their industry, and they should seek to expand that knowledge regularly. So, what qualifies for business credit?

What qualifies for business credit? 

The 2014 HRCI Recertification Handbook dedicates a great deal of attention to this topic – almost 2 full pages – with numerous examples of ways to earn credits via first-time work experiences, continuing education, training & development and research & publishing.  The explanation also suggests referencing two specific areas of the 2014 Certification Handbook as well:

  • The Business Management and Strategy functional area of the PHR/SPHR body of knowledge
  • The HR as a Business Leader functional area of the HRMP body of knowledge

Again, this seems fairly clear.  So, where’s the confusion.

So, where’s the confusion (and controversy)?

The majority of the confusion has arisen around continuing education activities. In years past, HRCI awarded specified credits (then called “strategic” or “business management” credits) to SPHR holders for continuing education efforts that were more strategic in nature, but still well within the realm of HR – sessions that focused on issues like workforce planning, talent development, etc. With the advent of the “business” designation for credits, HRCI has started shifting away from approving HR-related topics altogether in favor of non-HR  business education such as strategic planning, finance for non-financial managers, industry-related sessions, etc.

Final Thoughts

I fully support the notion that HR leaders should know the non-HR aspects of their business and industry. It’s critical to being able to understand the bigger picture. In terms of how that translates into earning “business” credits for HRCI purposes, I would advise two approaches:

  1. Seek first-time work experiences that put you in the action… and perhaps push you out of your comfort zone. Despite some confusion around the approval of continuing education, one thing that is clear: HRCI is encouraging senior level HR leaders to continue to affirm their rightful seat at the proverbial business strategy  table.
  2. Seek educational opportunities that link to non-HR business topics. While I continue to see some HR-related sessions approved for “business” credits, I’m always a bit leery given the direction HRCI appears to be heading in.

Useful Links

2014 HRCI Certification Handbook:

2014 HRCI Recertification Handbook:

The Art of Employee Engagement:

Six Simple Strategies That Reap Real Rewards

How would you react if someone suggested that you get to know your staff by taking one of them to lunch every day until you met with everyone in your department?  Would you be willing to meet with your employees one-on-one for at least fifteen minutes to get to know more about them?  What about simply showing interest in the people that work for you? These are some of the approaches that are utilized by successful leaders with the benefits of greater loyalty, engagement, and commitment from their employees.

Sound crazy? Are you thinking that you just don’t have the time to invest in this? Well, what are your options? Think about it, people don’t leave their jobs - they leave their bosses.  When your employees feel that they are a valuable part of your organization, they stay.  When they don’t, they leave, and you risk losing your best and brightest talent. 

By implementing a few simple strategies, you and your organization will receive huge payoffs in your employee retention, satisfaction, and performance.

Here are six ways you can take your T.H.A.N.K.S. to the bank:

T = TRUST is the foundation of a productive work environment; without it, nothing else matters. An organization’s leadership team builds employee confidence by emphasizing mutual goals, sharing corporate missions and values, and treating staff members as partners. Getting feedback and buy-in from employees when implementing new processes also plays an important role in developing confidence in management.

H = HELP your staff envision their career path within the organization. A clear and concise career path is one of the biggest factors for improving employee retention.  Schedule regular meetings with your employees to find out what’s working for them, and what’s not.  Create a safe environment for them to openly share their feedback with you.  Care about your staff’s careers, and they will care more for your company.

A = APPLAUD the efforts of your team members.  What gets recognized gets repeated, so make sure to be specific in your praise.  Let your employees know how their individual actions are beneficial to your firm. A handwritten note goes a long way in giving your employees tangible “proof” of their contributions. Make sure you acknowledge your employees in the manner in which THEY want to be recognized.

N = NAVIGATE the work/life balance. Whether your employees are dealing with young children, aging parents or anything in between, look for ways you can accommodate how the work gets done.  Pay more attention to the outcome than the means of finishing the job.  Working within your employees’ timeframes helps them to be more productive; they are able to focus on the job at hand and not be distracted by all that is going on in their personal lives.

K = KNOW your staff. When you show interest in, and listen to your team members, they feel more connected to the organization.  Meet them where they are:  if they are open to sharing, pay attention to what they’re saying; if they want to keep their personal lives personal, don’t pry.  Simply asking a few general but somewhat personal questions, in a safe environment, makes a positive impression and creates a more open culture.

S = SERVE your team. Look ways to provide reinforcement for your staff. If you see someone struggling with an assignment, pitch in and assist them. Once the leadership team shifts from ignoring employee issues to jumping into the trenches with them, management generates a spirit of collaboration that permeates the organization. Encourage, energize, empathize, and most of all, lead with your heart.

When your employees TRUST you, they will perform at a higher level. When you HELP them envision their career path, they engage. When you APPLAUD their efforts, they are proud to work for you. When you help them NAVIGATE work and life balance issues, you reduce their stress. When you get to KNOW them, you make your employees feel significant. And, when you SERVE them, they feel included in the process. Harness the power of T.H.A.N.K.S. and your organization will reap the rewards.

As Founder of Grategy, Lisa Ryan works with organizations to create stronger employee and customer engagement, retention and satisfaction.  Her proven gratitude strategies (Grategies) lead to increased productivity, passion and profits. She is the author of six books, and co-stars in two documentaries: the award-winning: “The Keeper of the Keys,” and “The Gratitude Experiment.”   To learn more, visit

College Relations Corner – Job Shadowing Event Volunteers Needed

The first MVHRA Job Shadow Program will take place February 2 – February 13, 2015. The Job Shadow Sub-Committee of the College Relations Committee is seeking MVHRA members who will provide a job shadowing opportunity for an HR student for either a half or a full day during the two-week period in February, 2015.  Participation is easy – all you need to do is provide the information listed below, send to the College Relations committee, and you will be matched with a student that will best fit your background. 

To participate, please provide the following information:

  • Your Name
  • Company Name and Address
  • Phone number
  • Email
  • Industry and HR functional area (e.g.; comp/benefits, HR generalist, recruitng, training, etc.)
  • Number of students that can be accommodated
  • Length and time (½ or whole day; if ½ day, morning or afternoon?)
  • Are you interested in hosting your student at the February 10, 2015 MVHRA luncheon? (you or your company would sponsor the student at this event for the reduced student price)

Please send your information to Linda Dean at by Friday, January 9, 2015.  Be sure to put “MVHRA Job Shadowing” in the subject line of the email.

We look forward to you taking part in MVHRA’s first Job Shadowing event and know it will be rewarding for both you and the student. If you have any questions, please feel free to contact Linda Dean, Job Shadowing Chair, at or 937-681-6394.

Welcome New MVHRA Members!

Misty Bruns    HR Leader    Payless ShoeSource

Chad Dresnick    HR Manager    Shiver Security Systems, Inc.

Thomas White    Operations Manager    The Deters Law Group

Melissa Gruys    Professor    Wright State University

Jayne Knoop    Professional-In-Transition

Employment Corner!!

Check out these exciting Human Resources job opportunities:

·         HR Assistant (PT) – The Entrepreneurs Center

·         Benefits Analyst – CareSource

·         HR Talent Manager – Wright-Patt Credit Union

Election Overview

Check out the link to SHRM's post-election overview.  This is a document created and produced by SHRM; the statements expressed in this publication do not necessarily reflect the views of MVHRA. Click HERE to download your copy.

December Luncheon

Please join us for our December luncheon. We’ll have an inspiring program, a fundraising cork pull and, in celebration of the holidays, we will be serving the highly-requested pies for dessert. 

Annual Cork Pull Fundraiser for the SHRM Foundation

The SHRM Foundation is a catalyst for thought leadership. They offer unmatched workforce knowledge for progressive leaders, with a total focus on studying and reporting management practices that work.

The SHRM Foundation committee is hosting the Annual Cork Pull Fundraiser at the luncheon on December 9, 2014. A gift set of several corked bottles of wine will be raffled off. Each cork will be sold to $5, or you can buy 5 corks for $20. Remember to bring your business cards to wrap the corks, and cash or check to participate

WPCU Opening

The Learning and Development Manager is responsible for talent management programs aligned with the business objective to enhance job skills and leadership capabilities at all levels of the organization.

The candidate for this position must possess impeccable verbal and written communication skills, excellent decision making and change management abilities, and work well in a fast paced environment. This role is responsible for leading programs to include leadership development, succession planning, and skill training for all credit union staff. Technical knowledge of e-learning platforms to include WebEx, video training, Articulate, Captivate, and LMS modules is required. Bachelor's degree in Human Resources, or closely related field. MS/MBA is a plus.

Minimum of five years leading a team with training and development goals. In addition, the qualified candidate must be approachable, a good listener, and have the ability to adapt to varying personality and communication styles.

Major Activities:

  • Directs the design, development, and implementation of training courses and activities throughout the Credit Union, including evaluation, negotiation, and selection of external training partners, vendors, and educational institutions to augment the Credit Union’s internal training programs. (40%)
  • Leads the Credit Union’s talent management programs to include leadership development, succession planning, and ensures alignment and integration with the Credit Union’s goals and business objectives. Works with managers to identify skill gaps and creates targeted training and customized development activities to fill the gaps (30%)
  • Instructs training classes including, but not limited to, people management and leadership skills and capabilities. (20%)


  • Bachelor’s Degree in Human Resource Management, or a closely related field. MS/MBA degree preferred. HR Professional or Training certifications preferred.
  • Minimum of 5 years Talent Management, Training, experience required.
  • Minimum of two years management experience leading project teams or staff.
  • Advanced knowledge of principles, theories and practices in one or more of the following areas: talent management, change management, leadership development, adult learning, and presenting and public speaking.
  • Experience managing e-learning modules such as WebEx, video training, Articulate, Captivate, and Success Factors preferred.
  • Demonstrated ability and drive to implement new and innovative initiatives to improve efficiency, quality, and service levels.
  • Experience managing training vendors strongly preferred.

Our competitive benefits package includes Medical, Dental, and Vision Insurance, 401(k) Program, Profit Sharing, Paid Vacation and Holidays, Tuition Reimbursement, Short Term Disability, Long Term Disability, Life Insurance, Discounted Loan Rates, and Premier Member Accounts.Wright-Patt Credit Union is an equal opportunity employer. Women & Minority candidates are encouraged to apply.



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