Capital Area Human Resources Association

P.O. Box 16042 Jackson, MS 39211

Website: http://cahra.shrm/org Email: jxncahra@yahoo.com

Linkedin: CAHRA - Capital Area Human Resource Association (Jackson, MS Metro Area).

Message From the President Shonda M. Kines, PHR, CCP, CBP, FLMI

"Alone we can do so li le, together we can do so much." ‐‐Helen Keller

Spring is upon us and what be er me to introduce our new logo, banner and brochure. Southern Farm Bureau Life Insurance Company graciously allowed Peggy Cody, Graphic

Designer, to assist us in crea ng a new logo and signage. This logo is a step towards branding our chapter for the future.

I would like to thank Shirley McFarland, Past President and Connie Siggers‐Parker, Membership Chairperson for their leadership. Our chapter has received two great recogni ons from SHRM.

2014 Silver EXCEL Award. This award recognizes outstanding achievements in chapter opera ons and a commitment to providing meaningful programs and services to our members. It also is recogni‐on of our con nued growth and development as a business leader,

capable of developing strategies that lead to business success!

Membership Superstar Status. This award recognizes our increase in SHRM members. While there were a variety of challenges other affiliates faced in 2014, our chapter was able to overcome them and posi vely advance SHRM membership by 4% over the previous year.

If you have a gradua ng high school senior who will a ending college in the fall, please take me to submit an applica on for CAHRA’s Sons and Daughters Scholarship. Angela Crane with Holmes Community College and our new College Rela ons chair‐person is the contact person. The deadline to submit an applica ons is May 17, 2015.

I was saddened to learn of the lost of our member Rusty Turner. Rusty has been a long‐ me member of CAHRA and served on

the board of the Mississippi SHRM State Council. Please pray for his family as they go through this difficult me.

The services are Thursday, April 9th; visita on is at 10 a.m. at St. Andrew's downtown followed by the service at 11:00 a.m. Rusty will be interned at the Natchez Trace Cemetery.

Shonda

April 2015 Newsletter

2015 Officers

President Shonda M. Kines, PHR, CBP, CCP

Southern Farm Bureau Life Insurance Co

President-Elect Jessica Kinard, SPHR

Miskelly Funiture

Vice President Tamara Riddley, PHR Jackson Heart Clinic

Secretary Lindsey Hoskinson, PHR

RevClaims

Treasurer Tracy Osborn, SPHR

Bomgar

Past-President Shirley McFarland, PHR

Sothern Farm Bureau Casualty Co.

Monthly Mee ng

The April 8th CAHRA meeting will be held at the Hilton Hotel located on County Line Road, Jackson, MS. This meet-ing will be held in the Penthouse. Lunch begins at 11:30 a.m. and our speaker will begin at 12:00 p.m.

Our speaker this month will be Lynn Nelson, Direct of Employment Services for North Mississippi Health Systems

The topic of this presentation will be:

The 3D’s of An Effective Corrective Action Plan; Discipline, Documentation and Discharge

To register to view via the web, please click the following link

https://attendee.gotowebinar.com/register/2279814636145518849

Membership – If you know of anyone who is interested in becoming a new member please contact our Membership Chair, Connie Parker at Connie_Siggers-Parker@cable.comcast.com.

Please join the CAHRA - Capital Area Human Resource Association (Jackson, MS Metro Area) LinkedIn page.

Certification - For any CAHRA member that successfully passes the human resources exam, the Chapter will reimburse the member $75.00 for the PHR exam and $100.00 for the SPHR exam.

Workforce Readiness - CAHRA has implemented a mentorship program. Duties include interviewing tips, work advice, encouragement, etc. We are matching mentors and mentees with similar career interests.

If you are interested in conducting mock interviews or becoming a mentor please contact Joe Johnson at joej1946@gmail.com or 601-624-6642.

Webmaster - All members should update any personal information by logging onto the CAHRA website. Please be sure to check your information, including email addresses to ensure you are receiving all CAHRA correspondence.

Commi ee Announcements

20th Annual Human Resource Conference & Expo

For more informa on and registra on for the annual State Conference please visit the link below :

2015 MS SHRM Expo and Conference

If you are a current holder of an HR generalist cer fica on (including: PHR, SPHR, GPHR, HRBP, HRMP and IPMA‐CP*), you are eligible for SHRM's new cer fica on—at no cost—by comple ng the following three simple steps by December 31, 2015: • Document that your current cer fica on is in good standing. • Sign the SHRM Code of Ethics. • Complete a brief online tutorial focusing on HR competencies. Once you complete this process, you will earn the new SHRM creden al and begin a three‐year SHRM recer fica on cycle. You will not lose or have to give up any of your current creden als in order to obtain the new SHRM Cer fica on. The required tutorial for exis ng cer fica on holders is now available. Takes about 30 ‐ 45 minutes to complete.

If you have not already done so, below is the link to apply for the new SHRM cer fica ons.

For exis ng cer fica on holders: h p://www.shrm.org/shrmcer fica on/pathway/pages/default.aspx. Click the Get Started icon to begin the required tutorial. From there you will create a new account/profile. Once this is complete, you will then be able to complete the Cer fica on Applica on.

For those seeking cer fica on: h p://www.shrm.org/cer fica on/pages/default.aspx.

SHRM Cer fica on Online Tutorial Pathway

SHRM Founda on Scholarships

Awards for SHRM Professional Awards for SHRM Professional Members

SHRM Foundation Scholarships for HR Professionals- deadline: July 15, 2015 Scholarships are awarded annually to SHRM members pursuing degrees in HR-related fields or professional certification. In addition, SHRM professional chapters and state councils are eligible to compete for the certification scholarship to fund programs that promote HR certification.

Susan R. Meisinger Fellowship for Graduate Study in HR - deadline: August 17, 2015 To be eligible to apply, an HR professional must be a first-time master's student seeking a degree in HR and must meet at least one of the following criteria: 1) be a member of SHRM or 2) hold a professional certification (e.g., PHR, SPHR or GPHR certification) from the HR Certification Institute.

New! HRM Impact Awards- deadline: April 30, 2015 Organizations with successful, evidence-based HR management practices are invited to submit applications for the new HRM Impact Award. Winners will be selected based on their HR practices and initiatives that have been measured and deemed successful through evidence-based, data-driven analyses. They will receive a plaque and media exposure highlighting their winning practices or initiatives.

Awards for SHRM Student Members and Advisors

SHRM Foundation Student Scholarship Program More than $25,000 will be awarded in scholarships for graduate and undergraduate education, as well as the Assurance of Learning exam. Application deadline: November 1, 2015.

Applications are available August 1- November 1, 2015.

Advisor of the Year Award Recognize an outstanding SHRM student chapter advisor. Nominate him or her for the Advisor of the Year Award. Application deadline: March 16, 2015

Research Awards

SHRM Foundation Dissertation Awards

In partnership with the HR Division of the Academy of Management, the Foundation presents four $5000 awards each year to support the dissertation research of promising doctoral candidates. Application deadline: May 1, 2015.

Michael R. Losey Human Resource Research Award This premier $50,000 award from the Michael R. Losey endowment fund recognizes significant research contributions that impact the human resource management field. Application deadline: July 14, 2014.

- See more at: http://www.shrm.org/about/foundation/scholarships/pages/default.aspx#sthash.8cXTbHqk.dpuf

Diversity Ar cle from DiversityInc

Why do certain companies, well known as diversity leaders, fall in their rankings on The DiversityInc Top 50 Companies for Diversitylist?

(continued from March newsletter)

To show you what NOT to do, we offer three case studies of companies we’ve studied for more than a decade. All were early diversity leaders and had recurring spots on the DiversityInc Top 50 list. All have fallen off or down in the list in the last two years. They come from three very different industries, demonstrating that loss of initiative—or changing priorities—occurs everywhere. The names and revealing information about these companies have been disguised, but the lessons learned from their actions are quite apparent.

Case Study No. 2: Brand-Dependent Consumer-Facing Company

The Situation: A diversity leader for several years, and also a mainstay on the DiversityInc Top 50, has fallen sharply on our list.

What Happened: The company, which had linked 20 percent of senior executive compensation to diversity metrics, decided to eliminate any compensation pay related to diversity because its leaders believed progress would happen intrinsically. A new CEO decided not to continue monitoring or signing off on executive accountability. At the same time, the company eliminated mandatory diversity training for its workforce, determining it was no longer necessary. Its leaders used the phrase “Diversity is in our DNA.”

The Results: Representation percentages in the workforce, new hires and management of Blacks and Asians have fallen dramatically, at a time when competitors, especially in this industry, have seen significant increases. The company is committed to using its employee-resource groups as a means of reaching multicultural customers, but their participation numbers also are declining.

The Solutions: This company needs to take a hard look at its diversity council, made up of its senior executives, and needs to reinstitute and reinvigorate its method of holding executives accountable for diversity results. Recent DiversityInc research on diversity councils found the most effective councils are comprised of the CEO and executive committee, the chief diversity officer, and rotating spots for leaders of employee-resource groups. These councils set company-wide representation goals and directly link the bonuses of all senior executives on the councils to the company-wide results, as well as to the results within their own business units/areas of responsibility.

The DiversityInc Top 50 average percentage of executive compensation tied directly to diversity goals is 10 percent, but the range goes as high as 35 percent. This company should go back to at least the 20 percent compensation-to-diversity bonus it had two years ago and admit its experiment has been a failure. It’s clear that without metrics tied to compensation, numerical improvement won’t happen, just as sales goals would not be met without the commission/bonus incentive so vital to this company’s success.

Additionally, this company needs to recognize the value of mandatory diversity training for its entire workforce to increase cultural competence, which furthers employee engagement. The decline in participation in its employee-resource groups is synonymous with an increasing failure in its culture to engage ALL employees and to make them comfortable in an inclusive culture.

We will provide Case #3 Next Month.

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