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HR/NY would like to extend a warm welcome to our new members for November 2013

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HR/NY would like to extend a warm welcome to our new members for November 2013.

 

Nicolas Bardoukas

Sidra Castor

Megan Charles

Donna Davis

Julia Eldridge

Perry Frankel

Teresa Gillane

Elizabeth Hellen

Jillian Hlavac

Sajal Javid

Liv Johanson

Niasia Johnson

Maria Lopez

Trinity Lovvorn

Jennifer Rodriguez

Sonia Rodriguez

Robin Scott

Mark Sparaccio

Teisha Stallings

Regina Termine

Meghann Vaughn

Bruce Weinstein

Elizabeth Wilkes

Ali Wilson

Yeunong Zhou

 

Thank you for your support of HR/NY!

If you are interested in learning more about membership and how to join, please contact Kristin Hassan at Khassan@hrny.org.


HR/NY would like to extend a warm welcome to our new members for December 2013

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HR/NY would like to extend a warm welcome to our new members for December 2013.

 

SaraJane David

Daniel Berger

Pradnya Chaudhari

Keri Cogdill

Maria Diaz

Brooke Doerler

David Epstein

Jen Fass

Anthony Galsim

Dion Georges

Brian Golick

Janel Greene

Georgette Jones

Anielisa Jones

Judi Lindower

Susan Liu

Melissa Lomax

Christina Lopez

Krystyna Masny

Guerlyne Midy

Rhonda Moore

Roland Newport

Olga Novikova

Kelli O'Toole

Yem Oyebisi

Akelah Pemberton

Albert Rizzo

Ron Roscia

Jenny Seto

Andrew Solmon

Dannerys Valerio

Emilia Valtcheva

Adolfo Zuniga

 

Thank you for your support of HR/NY! If you are interested in learning more about membership and how to join, please contact Kristin Hassan at Khassan@hrny.org.

 

2014 NYS SHRM State Conference- RFP

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CALLING ALL SPEAKERS!

You are invited to submit a proposal or forward this email to a speaker who would like to share their experience and expertise with human resource management professionals at the 2014 NYS SHRM® State Conference. HR Passport to Innovation!


Others will benefit from your experience while you make a valuable contribution to the profession's field of knowledge.  The conference is being held September 28 - 30, 2014 in Buffalo, NY.


Call for Presentations must be submitted no later than March 1, 2014.

Click here to submit a proposal: http://nysshrm2014.questionpro.com

 

Thank you for your interest.   

Please email nysshrmconference@gmail.com with any questions.

 2014 NYS SHRM Conference

Program Committee

Developing and Maintaining Employee Enrichment Programs on a Shoestring

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At HR/NY’s Annual Management Conference we had the opportunity to hear Mark Fogel, CEO and Co-Founder of Human Capital 3.0 share his tips and strategies for “Developing and Maintaining Employee Enrichment Programs on a Shoestring”.  As we all continue to do more with less and work to create environments that engage and retain our employees, engagement programs that are low cost and easy to implement are of great value to the HR practitioner.

Employee enrichment programs provide benefits that include improved morale and productivity, break down barriers and increate teamwork, build camaraderie and enhance personal and professional growth. They add value not just to employees and the company but in many cased to families and communities.

Here are some keys steps to creating a successful employee enrichment program:

  1. Gather information– What do you employees need? What are they employees interested in?  Have direct and casual conversations with employees and managers.  Review exit interviews and turnover information.  Take a look at the results of employee surveys.  Identify a few program options from your information.
  2. Key Considerations– How many participants?  Who will you need to organize? What type of vendor or community support is available? What type of environment/location to you need?  What financial resources do you have?  When is the best time to schedule?
  3. Management Buy In- Leadership support is one of the most important aspects to a successful program.  Be ready to share the benefits of the program you are recommending, how it fits with the company’s mission, values and goals and the “low” or “no” cost options you are recommending.
  4. Selection– When making your final selection on which program to move forward with be sure it aligns with your feedback you received at the information gathering stage, it is suitable to the environment, is there adequate space, what time should it take place (before, during, after work hours).
  5. Planning– Be sure to spend adequate time planning your program.  What are the overall needs? How much time is needed to prepare and execute? How much assistance do you need?  Is a committee needed?  Are their participation requirements?  Can you leverage your connections, vendors etc.?  Are there key leaders and managers that can assist and/or participate?
  6. Communicate– Get the word out and build excitement with in the organization.  Leverage as many communication vehicles and possible (intranet, e-mail, bulletin boards, posters) as often as possible.
  7. Maintain the Momentum– Broadcast and market your positive results! Solicit feedback and suggestions to build on the program.  Network internally and externally to see what others are doing. Incorporate new ideas to keep the program fresh and exciting.

HR/NY Membership Survey Gift Certificate - Winners Announced

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Thank you for taking the time from your schedule to provide your feedback on the HR/NY Membership Survey.

 

On behalf of HR/NY, it is our pleasure to inform you that the HR/NY Members listed below are each the winners of a $50 gift certificate! 

*Stuart Friedman
*Danita Battle

     

    We offered everyone a chance to win a $50 gift certificateas a Thank You for completing the survey.  Both of these names were drawn in the raffle!

     

    Arlene Newman
    President

     

    Linda Caffin
    Director, HR/NY
    Co-Chair, Communications Committee

     

    Janet Hoffmann
    Director, HR/NY
    Co-Chair, Communications Committee

     

    Kristin Hassan
    Executive Director

    Communicating to Teams with Impact and Influence

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    “Your success depends on how you present yourself, your message and its value…”, was one of the key takeaways at  HR/NY's Annual HR Management Conference - "Creating Excellence", which was held last month. The day wrapped up with an engaging and interactive session on effectively "Communicating to Teams with Impact and Influence". It was led by Diane DiResta, President of DiResta Communications, who specializes in working with business leaders, organizations and individuals on how to better communicate and leave a lasting impact.

    The workshop, while presented in a fun manner, contained a lot of content that were supported by solid theories and was also filled with many practical tips that were immediately usable in our everyday work lives.

    DiResta demonstrated how there are three parts to confident communication, vocal, visual and verbal, visual is probably the most dominant. So it is important to appear and look confident even in small groups or teams. A well thought out presentation, with strong content and even substantiated key points, can still fall flat if not delivered in an engaging and confident way.  To better communicate with teams, it is imperative for us to understand team dynamics. There are “Five Dysfunctions of a Team”, they are:

    • Absence of Trust
    • Fear of Conflict
    • Lack of Commitment
    • Avoidance of Accountability
    • Inattention to Results

    For additional suggestions and tips on communicating more effectively teams, I would highly recommend checking out Diane DiResta’s book, “Knockout Presentations: How to Deliver Your Message with Power, Punch and Pizzazz”. For further insight into team dynamics, Patrick Lencioni’s book “The Five Dysfunctions of a Team” would be a great resource.

    Susan R. Meisinger Fellowship for Graduate Study in HR

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    The Susan R. Meisinger Fellowship for Graduate Study in HR is a premier source of funding for first-time master's degree students in Human Resources. The award honors former SHRM President & CEO, Susan R. Meisinger, SPHR.


    The fellowship is designed to support master’s degree students who are either members of SHRM or certified HR professionals through the HR Certification Institute. Sponsored jointly by SHRM, the SHRM Foundation and the HR Certification Institute, the fellowship supports those who want to leverage significant past contributions to the HR management field and who plan to continue contributing to the profession by earning a master’s degree in HR.


    One winner is selected annually to receive a fellowship of up to $10,000. Additional fellowships may be awarded, depending on funding available, quantity and quality of applicants, and the discretion of SHRM. Each fellowship is renewable for one additional year for a total of two years of graduate study and up to $20,000 total for the fellowship. Doctoral students, including DBAs and Ph.D.’s, are not eligible for this award.


    How to Apply

     
    Download and complete the application form, compile all required materials, then mail your completed application package to:



    Meisinger Fellowship
    SHRM Foundation Administrator
    1800 Duke Street
    Alexandria, VA 22314
    (703) 535-6020


    All required materials must be submitted together in one package. Applications will not be returned. Completed applications must be received by Monday, August 18, 2014. All applicants will be notified of results via mail by October 31, 2014.


     

    Questions? Write to: elissa.soares@shrm.org.

    Michael R. Losey Human Resource Research Award

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    Michael R. Losey Human Resource Research Award

     

    This award honors lifetime achievement in human resource research. It recognizes an individual for significant past and ongoing research contributions that impact the HR management field.


    A single award of $50,000 is presented annually to further the field of human resource management. Nominations are encouraged for scholars with a significant body of work in the field of HR.


    Download Losey Award Flier


    Who is Eligible


    This prestigious award recognizes significant contributions to the HR field through empirical research and its application to practice. To be eligible, a nominee must possess a broad and deep track record of contributions to the HR discipline through research, as well as interactions with the practitioner community. Examples include: speaking and consulting engagements, authoring books, book chapters, or journal articles that have affected how HR is practiced.


    The winning nominee will also have an extensive body of published research in top-tier, peer-reviewed journals such as:


    • Human Resource Management (HRMJ)
    • Journal of Management (JOM)
    • Journal of Applied Psychology (JAP)
    • Academy of Management Journal (AMJ)
    • Personnel Psychology (PP)

     

    How to Make a Nomination

     
    Please download and review the Losey Award Flier for detailed information on submitting a nomination. Self-nominations are not accepted. Nominations for the 2014 award may be submitted through July 14, 2014.


    SHRM Q&A re: HRCI Certification Changes

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    Dear HR/NY Community:

     

    In light of the recent news that SHRM is making significant changes to the HRCI certification model, please find below some important questions and answers.


    To access the full Q&A section, please CLICK HERE.

     

    We will keep you updated as we learn more information. 

     

    Best regards,

    Arlene Newman

    President, HR/NY


    Q: What input led to SHRM's decision to develop this certification? Were members and certificants consulted?

     

    A: For the past several years, SHRM has been conducting research on HR's role in the workforce, how expectations have shifted for HR professionals and what these new expectations mean to our members.


    Our global research findings, which included outreach to major corporations and universities, including Wal-Mart, Boeing, LWHRA SHRM Chapter, Michigan State University, Pennsylvania State University, University of Lisbon, and University of North Carolina-Charlotte, and over 30,000 members of the profession, are clear, in addition to technical knowledge, a successful HR career will also be determined by behavioral competencies.

    One of the best ways to prove these competencies is through professional certification, and the inclusion of competencies in the certification process is something we've been discussing for a couple years now as a way to enhance our profession. We value the input of members in this process and believe that the development of a competency-based certification is responsive to the needs we've heard expressed by members, in addition to being responsive to the overall trends of our profession.


    Q: What research did SHRM conduct in order to validate that a competency-based certification was good for the profession?


    A: For the past several years, SHRM has been conducting research on HR's role in the workforce, how expectations have shifted for HR professionals, and what these new expectations mean to our members.


    Our global research findings, which included outreach to major corporations, universities and over 30,000 members of the profession, are clear  in addition to technical knowledge, a successful HR career will also be determined by behavioral competencies.


    Studies were conducted with five major corporations and five major research universities, including Wal-Mart, Boeing, LWHRA SHRM Chapter, Michigan State University, Pennsylvania State University, University of Lisbon, and University of North Carolina-Charlotte.

    One of the best ways to prove these competencies is through professional certification, and the inclusion of competencies in the certification process is something we've been discussing for a couple years now as a way to enhance our profession.


    Q: Why was the new certification announced now?

    A: For the past several years, SHRM has been conducting research on HR's role in the workforce, how expectations have shifted for HR professionals, and what these new expectations mean to our members. Our global research findings, which included outreach to major corporations and universities, including Wal-Mart, Boeing, LWHRA SHRM Chapter, Michigan State University, Pennsylvania State University, University of Lisbon, and University of North Carolina-Charlotte, and over 30,000 members of the profession, are clear,  in addition to technical knowledge, a successful HR career will also be determined by behavioral competencies.


    With the first test window expected in mid-2015, we wanted to make this announcement with plenty of time for our partners and members to start considering the launch of our new certification in their planning. We will have more information to share soon, including detailed information on how to become certified.

    We plan to announce the name of the new SHRM certification at this year's Annual Conference in Orlando, Florida from June 22-25, 2014.
    - See more at: http://www.shrm.org/Certification/SHRMCertification/Pages/FAQs.aspx#sthash.XaW6JIlV.dpuf


    Q: What will the new certification be called?

    A: We plan to announce the name of the new SHRM certification at this year's Annual Conference in Orlando, Florida from June 22-25.

    - See more at: http://www.shrm.org/Certification/SHRMCertification/Pages/FAQs.aspx#sthash.XaW6JIlV.dpuf


    Q:  Who is eligible for the new SHRM certification?

     

    A: HR professionals with existing generalist certifications (PHR, SPHR, GPHR, HRMP, HRBP, and other recognized HR generalist certifications*) will be eligible for the new SHRM certification on January 1, 2015 by taking an online tutorial. All HR professionals seeking certification for the first time can apply for the exam beginning January 1, 2015. The first exam window of the new certification is tentatively scheduled for May 2015. - See more at: http://www.shrm.org/Certification/SHRMCertification/Pages/FAQs.aspx#sthash.XaW6JIlV.dpuf


    Q: If I'm already certified, am I automatically eligible for the new SHRM credential?

    A: Yes. HR professionals with existing generalist certifications (PHR, SPHR, GPHR, HRBP, HRMP), and other recognized generalist certifications, will be eligible for the new SHRM certification -- at no cost -- beginning January 1, 2015.

    Q: If I already have a general HR certification, will I automatically receive the new SHRM certification?

    A: No. HR professionals with existing generalist certifications will not automatically receive the new SHRM certification credentials.

    Beginning January 1, 2015, if you are certified with a recognized HR generalist certification and are in good standing, you are eligible for SHRM's new certification -- at no cost -- by completing the following by December 31, 2015:

    • Document that your current certification is in good standing.
    • Sign the SHRM Code of Ethics.
    • Complete a brief online tutorial on HR competencies.

    The online tutorial will focus on HR competencies and will take less than one hour to complete.Once you go through this process, you add the new SHRM credential to your current list of credentials and will begin a new three-year recertification cycle. - See more at: http://www.shrm.org/Certification/SHRMCertification/Pages/FAQs.aspx#sthash.XaW6JIlV.dpuf

    HR/NY Creates a New Special Interest Group

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    ‘We are delighted to announce the creation of a new Special Interest Group – the HR/NY Young Professionals SIG.  Jessie Lustig, a member of SHRM’s Young Professional Advisory Council, will Chair HR/NY’s YP SIG.  Jenn Rosenblum will be the new Co-chair.

     

    If you are interested in joining this group and helping to plan events, please contact Jessie Lustig, jessie.lustig@gmail.com or Jenn Rosenblum jenn.rosenblum@gmail.com.

     

    We look forward to YP’s exciting events and great networking opportunities!

    ATTN: HR/NY Community - Important Message regarding HRCI Certification Changes

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    Dear HR/NY Community:

     

    Please see the important message below from SHRM’s President, Hank Jackson, regarding SHRM’s significant changes to the HRCI Certification model. As we learn more, we will share additional information with you.

     

    If you have questions, please be sure to reach out to SHRM and also, visit their frequently asked questions section for more details. CLICK HERE to access the FAQ section.

     

    Thank you.

     

    Best regards,
    Arlene Newman

     


    Dear SHRM Member:


    SHRM announced a significant change earlier this week regarding a new competency-based certification, and I wanted to make sure that we follow-up with you to provide more details. Serving the professional development needs of HR professionals and advancing the profession is and always has been SHRM’s mission. SHRM is committed to ensuring that the certification our members achieve is recognized as best in class and distinguishes them in and prepares them for today’s marketplace. Business is changing and employers are demanding that HR professionals adapt to that change.


    It’s important that SHRM stay ahead of this trend for the profession and its members.


    We know our announcement may affect you both personally and professionally. This new competency-based certification will involve a transition and SHRM is dedicated to making that transition as smooth as possible. We know you have many questions, and we are committed to keeping you apprised of progress as we move forward with this new initiative.



    Moving to a Competency Based Model
    We believe the evolution to a competency-based certification is the new standard for HR professionals around the globe. Our members have told us this; and we have listened. The SHRM Competency Model is the culmination of over three years of research and was built and validated by more than 30,000 HR professionals around the world. These HR pros identified the skills needed to grow and succeed in HR careers and we validated that individuals who demonstrate these skills positively impact business outcomes. This is what will separate SHRM’s assessments from others on the market. We plan to offer the following components as part of the new model:


    • *A new global Body of Competency and Knowledge (BOCK)
    • *A comprehensive exam
    • *World-class instructional materials, and
    • *Certification prep tools you have come to expect from SHRM.


      We are in the process of finalizing each of these components so that we can offer a more modern and relevant certification for today's HR practitioner.


      Transition
      Again, transition is the key to making this new certification work for SHRM members and the HR profession. Our critical stakeholders include existing certified professionals and those HR practitioners who want to become certified.


      Existing Certified Professionals
      Current certified professionals will have a seamless path to transition their existing credential to the new global competency-based standard at no additional cost to you.


      We plan to roll out an online education module for existing certified professionals for you to learn about the new competency based certification. You will be able to view it, answer some embedded questions and then transfer your PHR®, SPHR® and GPHR® to the new SHRM credential.* You will need to document your existing generalist HR certification and sign a code of ethics.


      Future Certified Professionals
      SHRM will continue to provide certification preparation material and support for the PHR® and SPHR® through the December 2014 – January 2015 exam window.


      In July 2014, we will begin providing the new competency-based information and marketing materials.


      On December 1, 2014, we will provide the new certification preparation materials (SHRM Learning System) and instructor training for you to use during the Winter/Spring 2015 training period in preparation for SHRM’s first Competency-Based Exam test window (May-July, 2015).   


      Moving Forward
      The HR profession and the business community are looking for and recognize the need for a competency based assessment. This will require an investment by SHRM, but we feel that as the leader of the profession, SHRM needed to respond.


      We believe this new certification is the future of the HR profession and we want to make sure you hear from us as we continue to move forward.


      We understand that change involves many moving parts. These components will continue to be developed and communicated to you as a SHRM member.


      For additional information and our FAQ, please click here.


      Thank you for your patience and understanding as we take the HR profession forward.

       

      Best regards,

       
      Henry G. (Hank) Jackson, CPA
      President & CEO
      Society for Human Resource Management

      cc:  SHRM Membership Advisory Council


      *PHR, SPHR, and GPHR are registered trademarks of the HR Certification Institute and are not SHRM certifications.

       


      Society for Human Resource Management | 1800 Duke Street, Alexandria, Virginia 22314-3499 USA
      PHONE +1 800-283-7476 (US only) +1 703 548-3440 (International) | Email us | www.shrm.org
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      ATTN HR Community: A follow-up Letter from SHRM President, Hank Jackson

      Naming the New SHRM Certification and Governance Body

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      Dear SHRM Member:

      President's Message

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      On behalf of the Board of Directors, I am excited to welcome you to HR/NY, the NYC Chapter of SHRM.  I am thrilled to begin my second term as President for the 2...

      WHY SHOULD YOU ATTEND THE NEW YORK STATE SHRM CONFERENCE?

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      The NYS SHRM Conference, Passport to HR Innovation...


      SHRM Foundation Meisinger Award *Approaching Deadline*

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      Dear SHRM Volunteer:



      SHRM Certification Update

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      Please see below for an important update from SHRM regarding the SHRM Certification.<...>

      Best Companies to Work for in New York

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      New York State SHRM (NYS-SHRM) is looking for organizations and companies to participate in its 8th annual &ldqu...

      WHY YOU NEED TO ATTEND NYS SHRM 2014 CONFERENCE in Buffalo, Sept 28 - 30!

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      Passion has the power to motivate you and your employees and colleagues to do great things together. But the daily grind, and all the stress that may or may not come with it, threatens to drain the passion out of us, if we let it.  To keep your passion for what you do fully charged you can make healthy eating choices, get regular rest and exercise, carve out time for fun with family and friends and even set aside some quiet time just for you. All of these are great ways to help keep you charged, for sure.  But here’s another idea: attend the NYS SHRM conference. 

       

      Regardless of your years of experience, the NYS SHRM conference has something to offer you that you may not know yet.  For the FIRST time, the 2014 Conference offers four distinct HR tracks geared to all levels of HR professionals:  Diversity, HR Innovation, Senior HR, HR Generalist.  There are 8 Bonus sessions on Sunday, , along with the 28 concurrent sessions Monday & Tuesday, all of which are divided into these four tracks. 

       

      There is bound to be a session that sparks an idea for a new way of doing business that you can take back to work and apply.  A speaker’s message just might tap into something that sends you back excited to re-engage a colleague you have been struggling with.  And you may just meet other HR professionals sitting next to you at one of the meals who’s conference camaraderie re-invigorates you sparking a new professional collaboration or friendship. 

       

      Attending the NYS SHRM conference is a great tool for fulfilling the requirements of your HR certification.  And the learning opportunities at the conference are plentiful. Above and beyond all that though, there is nothing quite like spending a couple of days surrounded by your HR peers talking, sharing, listening, commiserating, laughing, problem solving, brainstorming, and connecting.  This is reason alone to  attend the NYS SHRM Conference. Yes, you’ll learn new things.  Yes, you’ll discover new resources you can use at work. But most importantly, you’re guaranteed to return to work inspired, energized and charged up with renewed energy to innovate.  You work hard for your organization. You deserve the chance to renew your passion with like-minded people…your peers. Register for the NYS SHRM Conference: www.nysshrm.org

       

      We look forward to connecting with you in Buffalo!

       

      Register today www.nysshrm.org

       

      Twitter User Name:  @NYStateSHRM

      Twitter Hashtag: #NYSHRM14

      Like our Facebook page: https://www.facebook.com/nyshrmconf

      Second Annual HR/NY Diversity SIG Comedy Networking Show

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      Please join us for the Second Annual HR/NY Diversity SIG Comedy Networking Show!


      Proceeds of the ticket sales and raffle will be donated to the Gotham Comedy Foundation
      (GCF) (www.gothamcomedyfoundation.org) which provides comedy shows for the
      Patient Recreation Program of Memorial Sloan Kettering Cancer Center and
      thirty other organizations: hospitals, nursing homes, senior centers and social services agencies.  GCF brings laughter to the sick, aged and lonely. it's motto is "Wellness is a Funny Business."

       

      Jennifer Loftus, Director Emeritus and Co-Chair of the Certification Committee,

      and Heath Rosenthal (Co-Chair of the Diversity SIG) will be honored with

      GCF's Lifetime Ambassador of Laughter Award.

       

      The show is  Wednesday, September 17th. From 4:00 to 6:30Pm at the Metropolitan Room.
      34 West 22nd Street, (bet 5th. & 6th. Aves)
      New York, NY 10010
      For Phone Reservations...  212.206.0440
      For Online Tickets...  www.metropolitanroom.com

      Event Link:  http://metropolitanroom.com/event.cfm?id=163029&cart

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