Event: CMA 2nd Annual Mega Warrior Transition Readiness Program

Volunteer To Coach A Service Member For A Day!

Centurion Military Alliance (CMA) is looking for Resume Writers and HR Professionals who have a passion to serve & show their support for our nation's Honorable men, women and their spouses!!!

 

What:  CMA 2nd Annual Mega Warrior Transition Readiness Program

When:  Thursday June 19th

Where:  Wingate by Wyndham Round Rock Hotel and Conference Center

Time:  12:30pm to 5:00pm

 

Services Being Provided Throughout The Day

• Resume Writing Assistance
• Professional one-on-one Mock Interviews
• Tell Me About Yourself" Development   

For Event Details & Registration: Click Here      

 

NOTE:  Event organizers are also seeking corporate recruiters/hiring managers to attend the VIP networking event that evening from 5:30pm-7:30pm.

If you're interested, please contact CMA through the "Contact Organizer" link on the Event Registration Page.

Centurion Military Alliance (CMA)

CMA’s mission is to serve transitioning military service members, wounded warriors, veterans, primary caregivers to wounded warriors, and military spouses by providing vetted resources and military-to-civilian cross-trained expertise which is focused on supporting and preparing the military community for professional career opportunities while providing personalized assistance to better serve them in achieving both their short- and long-term employment readiness and job placement goals. Centurion Military Alliance (CMA) is a Federally Registered-Tax Exempt 501 (c) (3) non-profit (Federal Tax ID 49-1956681).

Capital IDEA: A Great New Volunteer Opportunity

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The AHRMA Workforce Readiness' subcommittee, Transition2Position,  
is proud to announce a new strategic partnership with Capital IDEA.
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by Ron Modesty
Sr. Employer Coordinator, Capital IDEA

Capital IDEA, one of Central Texas’ most effective workforce development nonprofits, invests approximately $3 million a year in the education and skills development of low-income adults wanting to join the local workforce. Many of the adults we serve were working minimum-wage, dead-end jobs prior to starting Capital IDEA, and most are the first in their family to graduate from college. They are a group of inspiring, diverse, and highly motivated adults that employers highly value. For many, their career search will be the first time they create a professional resume and have a formal interview – both of which are critical to obtaining the “right” job. In order to build their confidence and help their chances in securing a great job, your expertise and time would be extremely beneficial.

The two primary ways in which AHRMA members can put their expertise to work in helping our graduates to be more successful in their job searches:

• Review and critique resumes
• Conduct mock interviews

Perhaps the best thing about these opportunities is the flexibility involved. You can make a big impact on your computer, in your office, whenever you want. Whether you have one hour a week, month, or quarter, Capital IDEA can work with you to design an engagement opportunity that is both feasible and satisfying.

These graduates will be completing their Associate’s Degrees in various Healthcare and High Tech careers. Based on my August and December graduates, I would really appreciate assistance from HR staff that hire in the following career areas: Healthcare, Automotive, Network Administration, Computer Aided Drafting, Video Game Programming and Renewable Energy. 

If you are interested in volunteering your time to assist our graduates, you can follow the link below to our website to register your preferences for helping out.

https://secure.capitalidea.org/np/clients/capitalidea/survey.jsp?surveyId=4&

If your company is interested in getting involved in a more significant way, perhaps as part of a Corporate Social Responsibility (CSR) program, Capital IDEA has a successful history of establishing mutually beneficial and long-term Employer Partnerships.

Ron Modesty 

Sr. Employer Coordinator 

Capital IDEA

Office: 512.485.9345 

Round Rock Office: 512.238.6992

Fax: 512.828.6111 

Rmodesty@capitalidea.org

www.capitalidea.org

Transitioning Military Women's Career Event In Austin

by Bryan Chaney

Republished with permission. Originally published at:

http://careerconnects.org

In partnership with National Charity League, Inc. the Texas National Guard will host a Military Women in Transition event to help women in all phases of the job search or career enhancement process.  

Camp Mabry in Austin – Sunday, February 16, 2014. There will be youth related activities for the kids 6+, refreshments and military and veteran resources available throughout the day. Sign up for free now.

• Don’t miss the opportunity to hear author, speaker and personal vision consultant Angela Loëb who will help you identify your unique talents and skills and leverage them to secure a great job.
• F7 Group Founder and CEO and successful entrepreneur Cassaundra Meigar-C’DeBaca shares the secrets to her success and her passion to share it with all military affiliated women.
• From Fatigues to Career Diva…Win a new business suit – perhaps one designed by Project Runway star Daniel Esquivel!  Visit the professional clothing closet to select new or gently worn items for your job interview.  Receive make up tips and giveaways from Mary Kay Cosmetics.
• Secure a Job through important social media tools like LinkedIn, Facebook, Twitter, GlassDoor and Google!  KP Partners Dr. Keri Pearlson is ready to help you learn about these valuable resources for your job search and to continue to use them to promote your career development.
• HR Pros are ready to Review Your Resume, Conduct a Mock Interview + Review Your LinkedIn Profile
• Be Confident Outside of the Uniform!  Military women know what needs to be done to get the mission accomplished.  Texas Veterans Commission Women Veterans Employment Coordinator Julie Puzan will help you take charge in the civilian world.
• Employers Want to Meet and Hire Military-Affiliated Women!  Participate in Business Round-table Discussions with local employers to ask them about their hiring processes and learn about their employment opportunities.

Register today for the 2/16/14 Military Women in Transition Event at Camp Mabry in Austin Texas; FREE to all military-affiliated women and female military spouses!! 

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NOTE:  AHRMA is proud a sponsor of this event through the Transition2Position Subcommittee of the Workforce Readiness Committee. AHRMA Volunteers are helping out by giving presentations, reviewing resumes and LinkedIn profiles, and conducting mock interviews. Please spread the word about this free event to any military-affiliated woman you know! Click HERE to register.

Getting More out of Employee Appraisals in 2014

by Connie di Primio, Customer Account Manager at Halogen Software

Where has the year gone? It is almost time for employee appraisals again. As an HR professional, you are in a strategic position to help managers and employees recognize and reap value from a process that for many feels like a necessary administrative evil. And, while you are at it, why not use the process to gather valuable information to help with your organization’s overall HR strategy?

An essential part of an integrated talent management strategy
Employee appraisals bring the most value when, rather than seen as isolated events, they are integrated as an essential element in a comprehensive performance management process that itself is part of an end-to-end talent management strategy that includes recruitment and selection, rewards and recognition, employee development and succession planning.

Potential insights from employee appraisal data
There is much information that employee appraisals can supply to help drive an effective Talent Management strategy. Collect and analyze performance appraisal data across the organization to:

Identify high performers who may become part of a high potential candidate pool that can provide successors to critical roles.

• Identify areas of high and low performance within the organization. Examine these closely  to determine the best strategy for taking advantage of strengths and mitigating weakness.   
• Assess leadership. Appraisal data can yield important information about the supervisors and managers who deliver them. A single manager with consistently highly rated employees may be one with effective leadership who can be further developed and advanced and/or serve as a mentor to those who may be struggling with the process. A caveat to investigate is whether the high ratings represent real data or are the result of an “easy grader” who doesn’t understand or value the performance appraisal process.
• Similarly, supervisors and managers whose employees are consistently poorly rated may need help in learning to coach their employees to higher performance or, if they are “tough graders,” in recognizing and appraising good performance.
• Identify training and development needs. Appraisal discussions can be opportune times to discuss employee development plans. By rolling up development information, HR can identify training and development needs to make the best use of the training budget. A pattern of low performance in certain skill areas can also be a clue that training and development is needed here.
• Identify retention risks. Consider providing tools and instruction to supervisors and managers to enable them to assess levels of retention risk among high performing employees and those in critical roles. Just opening the discussion with employees about their ambitions and passions can go a long way to encouraging employees to stay in an organization that wants them to succeed.

Getting good data

The old adage “garbage in / garbage out” certainly holds true when attempting to gain insights from performance appraisal data across an organization. Fortunately, the steps that HR can take to ensure good data will also help managers and employees get the most out of their annual appraisals. Here are some ideas to improve the employee appraisal process:

• Provide descriptions and rating criteria for critical competencies. This will help managers and employees to identify and understand what key competencies are required for success in their current role as well as one they may have their eye on for the future. Include descriptions of observable behaviors that indicate lacking, developing or proficient levels of the competencies.  
• Coach managers in the process and hold them accountable for giving effective appraisals. New managers in particular, especially those who are now appraising their former colleagues, will need help in evaluating performance and providing effective feedback.
• Gain input from multiple sources. Provide tools so managers can solicit performance input from employees themselves as well as key customers and teammates who may be able to fill gaps in the manager’s knowledge of their employees’ performance.
• Invite feedback on the process from managers and employees for continuous improvement.

Taking the necessary steps to ensure you get good, high-quality data out of your performance review process in 2014 will yield some great results that will help drive your business forward.

You Are NOT Just Another HR Professional

by Angela Loëb, Career/Personal Vision Consultant, InSync Resources

(Reposted with permission by http://careerconnects.org)

There’s one underlying question on everyone’s mind during the hiring process.  And, as an HR professional, you know this is the big one, whether or not you’ve ever been involved in the recruiting function.

That question is… “Why Should I Hire You?”

Guess what?  The answer lies not only in what you can tell them about about your qualifications, your hard-earned degree or certification and your fabulous work history.  While those things are all important, what I’m getting at is that your answer needs to go deeper than that. 

Why?

Because there are many other HR professionals in the market who also have suitable backgrounds and qualifications for the job opening.

The deeper and most important part of the answer is how you are different.  

In order to answer the question well, you must know HOW you are different so you can articulate it clearly and according to their needs.  

What’s So Different About You?

There is definitely something unique about you. You were born with this uniqueness.  Others know what it is because they come to you for it.  Since you’ve had this uniqueness all your life, you might be too close to it to see it.  You live in the skin you’re in, and it’s hard to look at yourself from the outside.

But there is, indeed, something unique and different about you.

A client once told me that she is known for being the glue that holds everything.  Another said that she is very tenacious and that walls only appear when she stops.  

These are great examples of compelling and memorable ways to describe uniqueness.

Uniqueness Formula

Over the years, I've developed an easy way to figure out your uniqueness.  I call it the Unique Promise of Value Formula, which is Talent + Passion + Impact.

It’s simple.  You identify your unique core talent – the one that you are most passionate about using – and then cross check it by determining how you’ve made an impact using it. 

For the Talent part of the formula, make an inventory your special talents and skills.  Write down everything that comes to mind, even if it seems too obvious.  Chances are what comes easy to you may be just what makes you unique and special.

There is a distinction between talents and skills.  Talents come easily to you – they’re inborn abilities.  Skills are what you have learned to do.  Skills may or may not be related to your talents.  Some of your talents may still be raw and undeveloped.  For example, maybe you had natural music ability when you were younger but never had the opportunity or perhaps chose not to develop skills like reading and writing music or playing a musical instrument.  Start with the skills you enjoy using and see if they track back to a natural talent that you have enjoyed developing. 

When it comes to Passion, you should think about the talent that you have the most passion for when using it.  If you need help figuring this out, pay attention to what tasks you do that energize you or that you enjoy doing so much that you lose track of time (in a good way, of course!).  

If passion isn't a word that resonates for you, try approaching it as what makes you feel deeply satisfied and contented.  Like everything is right in the world during the time when you’re working or performing that particular activity.  Basically, you can’t not do this… whatever it is.  In fact, you’d do it (and probably already do it) for free.

When you're looking at the Impact part of the formula, look at those accomplishments that came out of the work you really enjoyed doing.  I’ve noticed that many of us have the tendency to be good girls and boys who get results because we are trained to be that way or because we need to get the gold-star recognition or because it’s the right thing to do when we’re on someone’s payroll.  What I’d like you to focus on is what you did to make a difference because you were all in.  

The core talent you’re so passionate about using that you can’t not do it will have a positive impact in some way.  So look for examples of results that validate the other parts of the formula.

You make a difference – and add value – when you do something that not only gets results, it ignites you and satisfies your soul.

Pull these three elements together, and you’ll be able to articulate why they should hire you.  You’ll be able to tell them why you are NOT just another HR Professional. 

“Everyone has been made for some particular work 

and the desire for that work has been put in every heart.” 

– Rumi

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Angela Loëb has been in the career services field for over 20 years and is the author of two books about job search. Connect with her at http://about.me/angelarloeb.

And if you want to learn more about the importance of finding and leveraging your own uniqueness as an HR professional, please come to the 2013 CareerConnects event sponsored by AHRMA on September 26 at the Long Center.  Click HERE for more details.

Stepping Stones: A Taste of Integrated Talent Management

by Renee Polk, SPHR, AHRMA 2013 President-Elect, Stepping Stones Coordinator

“The flavor of this presentation is Texas BBQ—simple, meaty, humorous, interactive and probably messy.”  

This is how Dan Medlin, Talent Acquisition Leader for Samsung Austin Semiconductor, and Scott Beardsley, Market Manager for Technology Navigators, described their recent Stepping Stones to Enhanced Leadership session on Integrated Talent Management.  Their 4-hour morning session focused on proactive strategies for “getting, keeping and growing” employees as an overlapping and continuous process that is both a human capital and business imperative.

Sounds impressive, but does the process work?  Dan and Scott have refined their “Texas BBQ” of talent acquisition and human resources management for a combined half-century of success.  Dan brings experience in corporate staffing, agency recruiting and as an independent headhunter.  Scott brings experience in contingency search, contract staffing, recruitment process outsourcing, professional services/consulting and corporate staffing.  

So, what did the Stepping Stones participants say about the session?

“The class was excellent. The speakers were knowledgeable, engaging and very well prepared. They gave us a detailed road map to build a successful talent management program. I love their top-down approach. I feel that I know now where to go and what to do. “

“Talent management is a very broad topic and the presenters did a nice job of covering the end-to-end integrated topic.  Their direct experience made the subject very interesting.” 

“The class gave us a general framework and a detailed action plan. We will use the framework for our company and prioritize the actions. It will take time to implement what I have learned during the class, but we can start, one piece at a time.” 

“Our recruiting process sometimes takes a while and I hadn't kept in touch with candidates in the past unless I had something to tell them. Now I will keep in touch with the top candidates regularly, even if it's just to tell them we're still working through our internal process.” 

“Even though we're a small company and can't afford a large, fully integrated applicant tracking system I found out there are some low or no-cost programs that may work for us. I've put implementing a system on my list.”

Stepping Stones to Enhanced Leadership is a 2009 Pinnacle Award-winning program created by the Austin Human Resource Management Association (AHRMA) leadership to establish a pipeline for AHRMA’s Board of Directors, provide professional development from best-in-class subject matter experts, and enhance workplace engagement and strategic partnership of program participants. Program participants attend nine (9), 4-hour workshop sessions focusing on a variety of strategic leadership topics.  Stepping Stones sessions are certified for Human Resource Certification Institute (HRCI) credit.

Thoughts on Technology Talent Development

By Matt Genovese

http://MattGenovese.net

http://www.linkedin.com/in/mgenovese

Traditional Talent Development roles often fall under the umbrella of a company’s Human Resource organization, and are primarily focused on assessing individual and group performance, and addressing any behavioral or technical skill gaps through targeted learning opportunities aligned with the business goals.  Such initiatives benefit the organization through gaining a competitive advantage in the marketplace, as well as aiding both the attraction of new talent and retention of existing talent.

While some companies choose to actively staff Talent Development initiatives, fewer appear to devote resources to a mission I label Technology Talent Development.  As an engineer myself, I am persuaded that employees working in engineering capacities have unique needs that warrant distinct attention and initiatives within the technology organization.  Here’s why:

1. Strategic Investment:  Engineering talent is a core company resource.  In fact, a rule of thumb by some angel investors is that each engineer adds $1M in a start-up’s valuation.  It stands to reason that ongoing investment in the development of internal engineering talent should be a strategic mission that yields future rewards for the entire company.
2. Focus on Creativity:  Engineering as a discipline is interwoven with creativity.  While certain skill gap assessments remain valid for engineers, I believe creativity itself cannot be treated as a skill, nor will it necessarily show up directly as a skill gap.  Creativity is inspired, and though that very statement sounds nebulous and intangible, it can be purposefully fostered.
3. Depth and Breadth:  Over time, an engineer may become a specialist, acquiring a depth in a specific knowledge area.  While recognition as a practice expert is attractive, stagnation may become side effect, both in terms of the engineer’s ongoing interest level (leading to boredom), as well as his/her ability to devise unique solutions to ongoing problems.  With a breadth of knowledge in adjacent areas of practice, new approaches to certain problems may stem from analogies of solutions applied in other areas.
4. Staying Technical:  While some engineers aspire to ascend the managerial ladder, others may wish to remain as engineers without management responsibility.  Traditional Talent Development initiatives often serve managerial-bound employees (engineers included), and those engineers wishing to remain individual contributors should be afforded relevant and equally proactive development initiatives.

While the above reasoning highlights some obvious benefits, other benefits of Technology Talent Development include cooperation with academic research institutions, which in turn can positively affect the graduate pipeline into the company.  Couple that with strategic involvement in the local technology community and professional organizations, and this technology role now possesses exciting HR fringe benefits.

Interestingly, when speaking with some companies about creating Technology Talent Development roles, the most common pushback argument I’ve heard is that investing in engineers’ development would make them more marketable, and thus more apt to leave the company.  Without sounding too brash, I find that argument as inspiring as a parent who would refuse to invest in their children’s education because one day they’ll leave to live on their own.  I’ll go out on a limb and assert that employees who are unhappy will eventually leave, and ironically an investment in Technology Talent Development can positively impact both employee retention and recruiting.

My hope is that companies will see Technology Talent Development as a role worthy of investment as they desire for their engineers to help the company innovate their way ahead of the competition.

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NOTE:  Matt is continuing on the Painpoint Report hiring survey to assess the critical needs in Austin's software industry.  Shortly he will be sending out the Q2 hiring survey to local employers.  All who complete the survey will receive a complimentary copy of the final report.  

The link is here:  http://www.painpointreport.com/survey-request

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Our many thanks to Matt Genovese for his contribution to AHRMA and "We Are Austin HR."

If you want to learn more about the importance of building a strong talent pipeline within our businesses and communities, please come hear Matt Genovese speak live on May 23 at 9:00am during AHRMA's Workforce Readiness Day.  

Click HERE to register.

Building Good Work Ethics and Habits

by Alan Miller
Executive Director, Workforce Solutions Capital Area Workforce Board


The most common complaint from employers in regards to job applicants is the lack of good “work ethics and habits.”  Countless times we’ve heard an employer say “just send me someone who knows how to show up to work, follows instructions, and is willing to learn and we’ll train them.”

Work Ready Austin is a joint initiative of AHRMA and Workforce Solutions Capital Area to address this basic need.  Work Ready Austin provides skill development in the areas of foundational skills (reading and math) and basic work skills (attitude, teamwork, problem-solving, interpersonal relations, communication, etc.).  Upon successful completion of the program, participants earn a certificate signifying that they have met required competency levels in all areas of learning.

Work Ready Austin isn’t the panacea or cure-all for this malady of un-prepared workers, but it is a step in the right direction.  The certification, while not a guarantee, at least lets an employer know that the individual has gone through training and has been assessed as meeting minimal standards.

A growing number of area employers are using the Work Ready Austin certification as part of their hiring process.  Job seekers possessing the certification have an edge over those who do not.  The jury on its effectiveness is still out, put it is a promising practice and a step in the right direction.

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Our many thanks to Alan Miller for his contribution to AHRMA and "We Are Austin HR."

If you want to learn more about the joint efforts of AHRMA and Workforce Solutions to launch this system that prepares, assesses and certifies the work readiness skills of entry-level job applicants, please come hear Alan speak live on May 23 at 1:15pm during AHRMA's Workforce Readiness Day.  

Click HERE to register.

Becoming an Human Resource Professional

By Carroll Menasco, MBA/HRM, PHR, Chair Certification Committee, Co-VP Career Development

Established in 1976, the Human Resource Certification Institute (HRCI) is an internationally recognized certifying organization for the HR profession. Today, over 127,000 HR professionals worldwide proudly maintain the HRCI’s credentials as a mark of high professional distinction. Obtaining your certification is a career-long commitment that shows your peers, employers, and your organization that you have mastered the core HR principles and that you are dedicated to staying current in your profession.

HR Certification sets you apart by:

• Making your resume stand out from other job applicants;
• Earning recognition from your organization; and
• Connecting to an elite network of motivated HR professionals around the globe.

Compared with certificate programs, HR certification has three main advantages:

• Typically requires specific experience and education;
• Requires recertification, which makes sure that you stay current in the HR profession through continuing education; and
• Allows you to put the letters after your name – PHR or SPHR.

In other words, certification typically consists of the three “E”s: education, experience, and an exam.

However, in order to qualify to test so that you get to put those initials after your name, one must meet the following criteria:

PHR ELIGIBILITY

1. A minimum of one year of experience in an exempt-level HR position with a master’s degree or higher.
2. A minimum of two years of experience in an exempt-level HR position with a bachelor’s degree.
3. A minimum of four years of experience in an exempt-level HR position with a high school diploma.

SPHR ELIGIBILITY

1. A minimum of four years of experience in an exempt-level HR position with a master’s degree or higher.
2. A minimum of five years of experience in an exempt-level HR position with a bachelor’s degree.
3. A minimum of seven years of experience in an exempt-level HR position with a high school diploma.

Becoming HR certified is not easy.  I won’t lie, the exam is hard and requires dedication and commitment; however, the pride upon seeing that “PASSED” at the end of the exam make all the months and hours of study worth every minute! In order to assist those who desire to become PHR or SPHR certified, AHRMA offers a certification course each fall (August – November) and spring (January – April).  Each class is facilitated by a subject matter expert with years of experience who enhances the information presented in the SHRM Learning Module. AHRMA strives to bring only the best and most qualified instructors in order to augment the study and learning experience. By attending an AHRMA certification class, in addition to studying on your own, you are giving yourself opportunity to learn from experts and to enhance your study and retention skills through group study.

The next AHRMA Certification Study Class for open-enrollment is scheduled for June for the fall class.  Keep a watch on the AHRMA website for open enrollment!  We look forward to seeing you in the next class!

The Path to Workforce Readiness

Our Workforce Readiness Committee is passionately committed to the cause of creating a more work ready workforce for Central Texas. That’s why we have bumped into this topic in so many ways.

At work
Our hiring managers are begging us to bring in talent from abroad, and we can’t. The large corporations are lobbying Congress to expand the numbers of foreign visas. The reason is that we can’t find local talent; our universities are not producing enough graduates with the skillsets we need. They haven’t for quite some time. The universities don’t have enough high school kids who desire those fields where we need them most, whether it is high tech, health care or CPAs. The obstacles start early in middle school.

We have also observed a change in workplace skills when entry level candidates interview with us or start their first jobs. More and more, we need to talk about punctuality, attendance, patience. They are whizzes with technology, but do they teach writing paragraphs in school anymore? LOL – OMG.

We have seen veterans coming back home and struggling to translate their invaluable skills and experience to language that recruiters and hiring managers would appreciate. The least they deserve is a fair chance.

In the community
We have met wonderful community partners who working to plug the holes in the dike. Communities in Schools looks for mentors to work with school kids who didn’t get the greatest start in life, to meet with an adult role model once a week.

We have worked for a long time with Workforce Solutions to develop a certificate for Central Texas area for certify candidates that they have work place skills employers can count on. The WorkReadyAustin certificate program has now been launched with over 400 candidates available!

E3 Alliance works as a catalyst to bring Central Texas education to the level to increase the pipeline of talent for our employers. Our latest project is a Dell grant project to create an online system to bring employers and students together and create more opportunities for work-based learning.

Our latest discovery is Skillpoint Alliance which organizes job training programs and career fairs for critical industries.

You will hear a lot more at our Workforce Readiness Day on May 23. Workforce Readiness is critical for everyone in HR!

Keep Austin Work Ready! If not you, then who? If not now, then when?

Written by Liisa Pursiheimo-Marcks, Co-VP Workforce Readiness, Director Talent Management at EZCORP

An Introduction to Diversity

An Introduction to Diversity 

(exerpted from the SHRM: Diversity Disciplines website http://www.shrm.org/hrdisciplines/Diversity/Pages/default.aspx)

Overview

The Diversity Discipline deals with the qualities, experiences and work styles that make individuals unique – age, race, religion, disabilities, ethnicity, etc. – as well as how organizations can leverage those qualities in support of business objectives.  Studies show that teams or organizations with greater diversity tend to have available a richer set of ideas, perspectives, definitions and approaches to a business issue.

Diversity

Diversity has many definitions.  Frequently, organizations will adapt the definition to their specific environment.  Generally, diversity refers to the similarities and differences between individuals accounting for all aspects of one’s personality and individual identity.  The dimensions of diversity typically include, but are not limited to the following:

*  Age	*  Color	*  Disability
*  Education	*  Ethnicity/National origin	*  Family status
*  Gender	*  Gender identity	*  Generation
*  Language	*  Geographic background	*  Life experiences
*  Lifestyle	*  Organization function & level	*  Physical characteristics
*  Race	*  Religion, belief, and spirituality	*  Sexual orientation
*  Thinking patterns

Inclusion

Diversity provides the potential for greater innovation and creativity.  Inclusion is what enables organizations to realize the business benefits of this potential.

Inclusion describes the extent to which each person in an organization feels welcomed, respected, supported and valued as a team member.  Inclusion is a two-way accountability; each person must grant inclusion to others and accept inclusion from others.  In such an environment, every member will tend to feel more engaged and more enabled to fully contribute toward the organization’s business results.  This requires people from diverse backgrounds to communicate and work together, and understand each other’s’ needs and perspectives – in other words, cultural competence.

Intercultural Sensitivity

Intercultural sensitivity and cultural (or intercultural) competence are characterized by sensitivity to differences among, and effectiveness in communicating and working with, people from different cultural backgrounds.  People are similar or different to varying degrees across all dimensions of diversity.  Research shows that people who are substantially alike tend more easily to communicate with and to understand each other.  People who are very different tend to confront more obstacles to effective communication and mutual understanding.  Research also shows that people consistently overestimate their intercultural competence, which poses a particular challenge for HR professionals.

The Business Case for Diversity

The business case for diversity is an organization’s statement of purpose in working on diversity and inclusion.  There are many valid reasons for doing such work.  The most effective reasons for any particular organization are aligned directly with that organization’s key business objectives.  Typically, these are the business objectives on which organizations measure and compensate their senior leadership’s performance.  In for-profit companies, these objectives will relate to factors like sales, market share, profitability, corporate social responsibility and reputation.

Domestic vs Global Scope

An organization’s geographic footprint encompasses the regions in which it and its customers are located.  It may be exclusively domestic or it may be global.  Combined, the primary stakeholders and the organization’s footprint help determine whether the diversity initiative should have a domestic or global scope. 

Compared to most domestic initiatives, global diversity initiatives will be concerned with a richer and more complex set of issues.  This stems from the wider range of cultural norms represented among all the stakeholder groups.  Global initiatives tend to be successful only when they are adapted to and reflect the unique cultural norms and needs of each region or country.  Diversity practitioners need strong intercultural competence regardless of the scope of the initiative.

Pacing the Change

Each organization has a maximum rate at which it can process cultural change.  This depends in part on the organization’s cultural competence and the magnitude of the gap between current situation and the diversity initiative’s objectives.   It is common to start small with an initiative and phase-in the objectives and action plans over time.  Phasing may be done by assigning highest priority to changes with the greatest business impact and by starting with domestic diversity issues and expanding later to address global aspects. 

The Diversity Function and the Diversity Practitioner Role

Effective and sustainable diversity initiatives drive cultural change into and affect almost every aspect of an organization.  Diversity practitioners need partnering relationships with all aspects of HR and with functional areas outside HR, such as media relations, employee communication, R&D, marketing, legal, executive communication, investor relations and the foundation.

The diversity practitioner requires a wide range of knowledge, skills and experience.  Diversity-specific aspects include the field of diversity and inclusion, culture, cultural difference, deep self-awareness and knowledge of self, and an ability to manage one’s own biases and agendas.  Related aspects include EEO, affirmative action, change management, relationship management, communication, and marketing and sales.

Here’s to a diverse perspective!  Lori Rohre, SPHR, Immediate Past President, and 2010 VP Diversity.

May Your Road Be Straight on Your HR Journey

Juanita Baldwin, PHR
AHRMA 2013 President

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One of my fondest childhood memories involves my family’s annual road trip from the Rio Grande Valley to Houston to visit our cousins. Our adventure included my parents, grandparents, sister, and me, carefully arranged in our trusty station wagon and surrounded by heavy suitcases and serious bags of snacks.  No sooner had we pulled out of the driveway, than my sister and I would invariably ask, “so how long before we get there?” We continued this refrain at regular intervals for the next six hours until all the Twinkies and Doritos disappeared and we suddenly woke up from our naps to the sights and sounds of the BIG CITY. Our long anticipated summer vacation had officially begun.

Funny, how decades later, I can recall minute details of our actual road trip (my grandfather’s staccato snores from the back seat; dad humming along to radio tunes, and mom commenting on the colorful wildflowers growing by the side of the road). Yet, I remember very little about our actual vacation week.  It’s almost as if, in hindsight, the actual journey was as precious as the final destination.

On so many different levels, I can relate this experience to our current workplace dynamic.  It’s not unusual to hear a similar refrain from HR colleagues when we embark on a new project, initiative or task.  “Are we there yet?” certainly has a way of allowing us to gauge the distance we need to travel to meet our goals.  All too often, in strictly focusing on our destination, we may lose sight of the remarkable views during our journey. We may not spot the co-worker who is excited about mastering a new skill; the manager who seems particularly frazzled and needs extra support; or the remarkable beauty of raindrops (a rare sight indeed in Austin) beating rhythmically against the windshield during our morning commute. Next time I’m in a hurry to “get there,” I sincerely hope I pause, linger a moment, and celebrate the route to my next destination.

Speaking of incredible journey, the AHRMA Board is rocking along at a steady clip and we have much to celebrate:

• AHRMA was named 2012 SHRM Foundation Champion!  Kudos to Past Presidents, Lori Rohre and Wendy Chance, for leading the charge in this area.
• Our award winning Stepping Stones Program, coordinated by President-Elect, Renee Polk, is in progress and getting rave reviews from participants.
• Our April 25th, Beyond Total Rewards Program, features an impressive array  of speakers who represent Best In Class organizations including Google, Whole Foods, Samsung, Build- A- Sign, and Child, Inc.
• Our Workforce Readiness Day, scheduled for May 23rd, will showcase the central character of Saving the School, Anabel Garza, and author Michael Brick.
• Our Annual Conference, Playbook for Success, scheduled for August 1 & 2 at the Omni South Park Hotel, promises to be another sold-out success.

Registration for our April and May programs is currently open at- www.austinhumanresource.org

I read somewhere that the ancient Mayans did not ask, “how are you?” when they met.  Instead, they asked, “How is your road?”  If things were going well, the response was “my road is straight.”  If your road trip involves professional development, making career connections, or tackling a new HR project, join us for an upcoming AHRMA event.  Be sure to bring your enthusiasm, curiosity, and appetite for learning.  We’re saving a celebratory seat at the AHRMA table for you.  

All the Best,
Juanita Baldwin, PHR
AHRMA 2013 President
WE Are Austin HR.  LEAD Strong.

Groundhog Job Shadow Day

By Julia Menegay, Chair of the School2Work subcommittee of the Workforce Readiness Committee

One of the focuses of AHRMA’s Workforce Readiness Committee is to connect K-12 students with businesses and provide opportunities for these students to learn about the business world.  The WFR Committee partners with Communities in Schools (CIS) and promotes the mentoring program, as well as other CIS projects. 

One recent project, Groundhog Job Shadow Day, is an example of what students can learn when they have the opportunity to interact with employers.

Groundhog Job Shadow Day is held every year around February 2 and is an opportunity for students to visit businesses and learn about different industries and careers.  This year AHRMA helped recruit businesses to participate.

One business, Alliance Abroad Group, hosted four high school students and both the students and the employees had a lot of fun.  Ana Marisa Militano, who coordinated the day for the company, shared these comments from an employee:

"It was such a fun time!! We had 4 young ladies, 1 senior, 2 juniors and a sophomore. They met with the various teams and were very dialed into the conversations asking questions and participating. The lunch was a lot of fun as they got a chance to mingle with the employees and ask questions about travel, college and how we got to AAG. One especially funny time was when we were talking to them about the benefits of working for AAG and jokingly one of the ladies said “oh let me guess you have a gym too” everyone laughed and said yes! It was really funny. At the end of the day, I got a few minutes to speak with the ladies and their chaperones one on one and let them know from a hiring/recruiting standpoint how important education is and staying in school. I pointed out that everyone in the room with them at lunch had gone to college and applied themselves and through that they reaped the benefits of working for AAG. I also tied in how important and “why” they have to be in class at a certain time, follow rules at school, listening to their teachers (because we all have bosses!!!) and the importance of excellent grammar, spelling and public speaking in any work environment. They all seemed dialed in and held eye contact while we were chatting. Overall, it was a lot of fun, we were able to showcase our business and it was especially neat having 4 ladies there and seeing their faces when we told them that we have a female CEO, almost all the managers are female and we have a majority female staff. It definitely seemed to resonate with them."

We’re so glad that we could help make connections and contribute to the success of this project.  If your business can help with work-based learning opportunities for students, or if you’re interested in becoming involved with the WFR Committee please let us know.  We can help connect you for mentoring and other CIS projects, and we often have requests for speakers for career days in the schools.  

For more information, contact vpworkforcereadiness@austinhumanresource.org.

2013 is Your Year to Lead Strong

Juanita Baldwin, PHR
AHRMA 2013 President

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Leading the Human Resources function in 2013 is no small fete.  We know it requires considerable personal skills/ traits including planning, organization, perseverance, risk-taking, creativity, a compelling vision, and a passion for learning.   Increasingly, we “dance as fast as we can” to juggle competing demands and, often, end up multi-tasking badly.  While I sometimes attribute this dilemma to being “protein-deficient” (more on this topic in a future article), I value having “just-in-time” access to information, people, and resources.  

2013 is AHRMA’s year to LEAD Strong.  Our goal is to bring you topics, speakers, and professional development opportunities that will inspire you and strengthen your ability to lead your team, organization, profession, and your community.  If you missed our last two monthly programs, we missed you!  In December 2012, Coach Jody Conradt and two of her star players spoke on the leadership lessons learned both on and off the court.  In January, we hosted a panel of business leaders including Heather McKissick, Jeff Evins, Dave Porter, Regina Rogoff, and Kevin Johns, who provided insights into emerging economic trends and the related challenges which may impact our workplace.

On February 28, we are proud to host our Annual Legislative Action Day to keep you informed on what’s happening with the 83^rd Legislature and the latest developments in employment law.  The Honorable State Representative Mark Strama is our featured speaker for this not-to-be-missed program. 

Behind the scenes, your AHRMA Board of Directors is excited about embarking on a year filled with challenges and opportunities that are stretching us as leaders and strengthening us as a team.  I’m reminded of the wisdom of Albert Einstein, who observed, “The true sign of intelligence is not knowledge but imagination.”  Whether it’s knowledge or imagination, you seek, we would be honored to have you join us at an upcoming program.  We’re saving a seat at the AHRMA table for you.  

All the Best,

Juanita Baldwin, PHR

AHRMA 2013 President

WE Are Austin HR.  LEAD Strong.

Seeking A Handful Of HR Experts

by Angela Loëb, 2012 AHRMA VP Career Development

If you've mastered any particular area in the field of HR, we want to know about it! That's because the AHRMA mentoring program is currently seeking a handful of HR experts to pair up with less experienced HR practitioners.

Here's your chance to give back to the HR profession and make a big difference in someone's life. Share your knowledge and expertise with someone who will appreciate what you offer.  

Feeling the tug to say yes, but still not sure if it's right for you to become a mentor? That means you probably still have some questions, such as...

Do I have sufficient expertise?
Chances are if you've been in HR for a while, you've gained some sort of special expertise. Some unique area where you really shine. Maybe you're really good at employee relations, talent management or employee engagement. Maybe you're a rock star in the area of performance management. Or maybe you love the strategic side of HR, having a firm understanding of how to do business needs analyses and how to read a financial report.

You don't have to have a complete mastery of the HR profession to be a great mentor for someone who is eager to know what you have learned so far.  

Ask anyone who's been a mentor, and they'll tell you how rewarding and affirming it is to be able to share expertise. To be able to say, "Here's what I wish I had known when I was just starting out." Then there's the sense of pride when you see your mentee thriving as they grow and move forward on the path.

Do I have the time to do this?
Actually, that’s entirely up to you. You set the parameters on how much time you and your mentee will spend working together. You both will agree on how frequently you get together, and it's up to you to determine how you will meet. Naturally, you can schedule in-person meetings if you'd like, but with today's technology tools, you don't even have to meet in person to make a great connection with each other. You can schedule phone conversations at mutually-convenient times and use free video conferencing tools like Skype and Google + Hangout to make it more face-to-face. Such tools can definitely save you from spending time driving and dealing with traffic.

AHRMA has developed helpful guidelines that will help you create a structure that works best for your time and level of commitment. You can rely on these guidelines to create and maintain healthy boundaries in your mentoring relationship.

What do I gain by being someone's mentor?
Besides the good feelings you get from being appreciated, giving back to the HR profession and making a big difference in someone's life, you will:
- Gain valuable contacts with other HR professionals that enhance your own career.
- Gain friendships that continue well beyond program completion.
- Demonstrate and/or develop your leadership abilities.
- Learn something during the process... about the HR profession... and about yourself.

The bottom line is that you make a small investment in time and energy, yet you receive big rewards emotionally, socially and professionally.

Are you still hesitant... do you still have further questions? If so, please don't hesitate to reach out to our Mentoring Committee leader, Ingrid Ross. She is happy to talk with you personally about the program and answer any questions or concerns you may have.

However, if you’re reading this, and it is resonating with you… and if you’re ready to step up your own career to the next level… don't delay! 

Get in touch with Ingrid today to let her know your interest in becoming a mentor. Your expertise is needed, and we look forward to seeing what great things you will do in 2013!

Please contact Ingrid Ross at mentor@austinhumanresource.org.