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This issue of HR Leader
is sponsored by:
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| SUMMIT 2009: Discover New Paradigms to Meet New Challenges and Drive Business Success |
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| Peter Cappelli keynotes at
SUMMiT 2009 | New paradigms for talent management, new roles for human resources, new ways to develop yourself and your employees-get all this and more at SUMMIT 2009.
With speakers from the top of the change management field, you'll learn cutting-edge strategies for leading your company through times of transition.
- One of the reasons employees are resistant to change is because they may worry about becoming a casualty of that change, says Gary Heil, opening speaker for SUMMIT 2009. Barriers to change and the importance of instilling trust and confidence to make change happen are just some of the leadership strategies Gary will discuss in his presentation.
- Peter Cappelli, D.Phil, Director of Wharton's Center for Human Resources, provides new insight into talent management in his presentation, "Managing Talent in an Age of Uncertainty." Using principles from supply chain management, he will help you develop a new model for managing talent to ensure that your organization has the skills it needs when it needs them.
- The discussion of new practices continues in a panel discussion that will explore how human resources can expand its role as a leader in enterprise risk management. Katie Lawler, Senior Vice President, GATX Corporation; Michele Coleman Mayes, Senior Vice President and General Counsel, Allstate Insurance Company; and David Oser, Senior Vice President, Investments, ShoreBank will share their experience and knowledge gained from helping their organizations minimize risk related to transparency, operational losses, compliance, and other issues.
- SUMMIT 2009 closes with a presentation that will give you new ways to re-energize your career and help reignite the passion in those you manage and mentor. Business leader Herman Cain shares his secrets of success that took him from flipping hamburgers at Burger King to leading Godfather's Pizza as President and Chairman.
At the Expo, a regular focal point of Summit, nearly 90 companies will be featuring the latest products and services to help you manage your operations.
Summit will take place October 21, 2009, at the Donald E. Stephens Convention Center in Rosemont. With no added expense for out of town travel or meals, Summit is an exceptional value for your professional development budget.
Special thanks to SUMMIT 2009 Sponsors:
Platinum: Lee Hecht Harrison, Watson Wyatt
Gold: Humana
Silver: Aon Consulting, Buck Consultants, PathFinder
Health, Seyfarth Shaw LLP
Bronze: Challenger, Gray & Christmas, Right Management,
The ROC Group, BPI Group |
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| Research Series Looks at Effect of Recession on Human Capital Practices |
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| Explore the effects of a recession on human capital practices at HRMAC's December Research Series. You will hear data that shows the trends in workforce behavior during a recession and what you can expect from your employees once this recession ends. Hear how employee behaviors and expectations are linked to key economic indicators and how employers need to shift their thinking in order to survive through the economic recovery. You will also learn how generational differences affect employee attitudes and beliefs and how they can impact an organization's strategy.
This program will feature data from Deloitte's ongoing study of workforce trends as well as historical data from past recessions. You will hear from the researcher and HR practitioners who have "been there" to share their experiences.
The Research Series will be held on Friday, December 11, at the UBS Tower in downtown Chicago. The program will begin at 8:30 am with a continental breakfast available at 8:00 am. The cost for HRMAC members is $65. Members who attended the September 29 program will receive a $10 coupon off registration for this event.
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| Transparency and Resources Help Manage Healthcare Costs |
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Most people won't buy a television or car without first doing research. More and more, the same holds true for healthcare.
Tools of the trade
Healthcare may be the last place you'd expect to find comparative information. Healthcare providers traditionally have recommended treatments that work within their patients' health plans. Over time, health plans began sharing information that could impact patient-provider discussions and decisions. Today, plan members easily can choose options such as in-network providers and generic medications to help reduce healthcare costs.
Just as shopping for consumer goods involves researching multiple sources, healthcare companies have done much of the work for you by working in tandem with industry organizations, consumer advocacy groups, and providers to create comparison tools for buyer transparency. Healthcare "transparency" provides information and resources about doctors, hospitals, outpatient service, and prescription medications. It empowers the individual to use their coverage effectively and encourages proactive decision making.
It's made simple by putting all the pieces together, including:
· Information about estimated costs and effectiveness
· Easy-to-understand numbers and graphics
· Estimated costs related to entire treatment
· Specifics on doctor and hospital care, healthcare finance, and more
Now that the information is available in such a transparent fashion, it's easy to ask employees to look at estimated medical costs in a totally different way. Transparency gives your employees information that can change their perspective about using healthcare. Once they see the estimated cost of their medical care - not just the copayments and deductibles -- they'll be more willing to "shop around" for the best value for their healthcare dollar.
The key? Consumers
Today, healthcare companies are rapidly transforming themselves to become far more consumer-focused. The rationale is simple: By engaging health plan members in managing their own health, companies can improve medical outcomes while controlling skyrocketing costs.
A new direction
By using these resources, employees can compare estimated costs and provider effectiveness to choose what's right for them. This gives consumers control over their costs, making it easier for them to be actively involved in their healthcare decisions.
Fortunately, this change is already happening. The research methods used to purchase traditional big-ticket items is finding its way to the healthcare industry.
As a result, consumers used to having control in every other area of their lives are beginning to take control of their healthcare. |
| HRMAC Awards of Excellence Announced |
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| Joseph Golbus MD | Joseph Golbus, MD, NorthShore Medical Group, and Ronald Sipiora, Aon, are the 2009 recipients of HRMAC's Leader of the Year and Volunteer of the Year awards respectively. The presentations will be made at SUMMIT 2009 on October 21 in Rosemont.
When establishing these excellence awards, HRMAC's board of directors sought to recognize innovative leaders and high-energy volunteers who are moving the needle on HR impact in their companies and for the HR community.
Leader of the Year
"As corporate leaders experience greater success through the implementation of effective human capital strategies, the role of HR leaders will become more significant contributors to overall business strategy," noted Maureen Tarantello, HRMAC board chair and global account manager with Watson Wyatt Worldwide. "Our goal in honoring the outstanding contributions of Dr. Golbus is to celebrate his organization's success and help his CEO peers throughout the region realize the benefits of productive people policies. Now in only our second year of the Award, the competition is getting more difficult as a greater number of leaders are actively involved in the 'human' piece of the business," she continued.
Dr. Golbus, a rheumatologist by training, became the first President of the NorthShore Medical Group in 1998, a position he continues to hold today. Shortly after being appointed to that role, where he is leading over 600 medical staff, he began the journey to transform the culture and practices of the Group to create an environment that would earn the patients' loyalty. In that process, he has embedded learning and development, culture change, incentive compensation, and innovative methodologies to the structure. The outcome of that effort included reducing physician attrition to less than 5.2% and improving customer loyalty scores over the last five years. He looks to HR as a business partner and has successfully linked behavior to the desired change.
Dr. Golbus has been recognized by Crain's and HealthLeaders Media with awards and commendations for outstanding success and teamwork; he was a panelist in HRMAC's 2005 Leadership Series. Joseph Golbus is a leader who truly understands the HR levers that must be pulled in order to move the needle!
Volunteer of the Year
"For nearly 95 years, HRMAC has been supported by generous and visible volunteer members. This year's nominations reflected an 'over and above' level of commitment to our community and our organization," observed Bernadette Patton, HRMAC President/CEO. "Ron has been an unselfish contributor over the years and we are delighted to honor him with this year's Volunteer of the Year award."
 Ron Sipiora has been a key contributor to the success of Summit and Leadership Series events as a multi-year member of those committees. He scouts speakers, authors, and experts who may be of interest to our group and has a wide network of contacts who offer recommendations, and he is directly involved in interviewing prospects and planning events. A "roll up his sleeves" type of volunteer, he is an active membership recruiter even when he isn't an official member of the Membership Committee. Terms on the Products and Services and Nominating committees have been equally impactful in helping to identify new member benefits and interviewing potential board candidates. Ron's demonstrated commitment makes him a volunteer who leads by example!
We congratulate these winners and the many HR professionals nominated for both awards. Details on the 2010 Awards of Excellence program will be announced in the Spring.
Ronald Sipiora
Please join us at SUMMIT 2009 for the award ceremony when Joseph Golbus, MD, and Ron Sipiora will be recognized for their excellence! |
| From Where I Sit...Returning from the Recession |
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| In this column last fall, I discussed the concept of teamwork and how our local baseball teams were demonstrating the finely tuned nuances of such as they headed into post-season play. Not only are our teams not in that same place this year, but real game-changing conditions have been seen in more areas than just baseball.
It has been a year since the world changed almost overnight. The erosion of wealth, talent, and profitability has been acute, with few immune from its harsh realities. Long term strategic plans went back to the shelf to collect dust. All-staff retreats became regional webcasts or lunchroom assemblies. Pension contributions were reduced or eliminated. Limited talent management funds became exclusive rewards for the best and brightest.
While current thinking among most economic experts is that we are on the road to a brighter future, considerable differences remain among the pundits. Which global regions will lead or lag? Which government interventions will hinder or highlight? Which industry sector will see job growth first? Last? A community of peers sharing innovative solutions and productivity enrichments will give you the inside edge to accelerate your return from the recession, whether it occurs in a U-, W-, or V-shaped pattern.
As you plan your activities for the balance of this year and into next, keep in mind that more than 200 volunteers have entered HRMAC service to design a full complement of high-caliber, thought-leader events covering the full scope of pressing topics. They have tapped their networks to plug you in to current thinking, and will send you back to your office with immediately actionable ideas.
As with any strategic session, learning practical tips to implement is a given. HRMAC events add a dimension unique to the Chicago community: Star-studded networking with the area's leading experts willing to show off their battle scars earned while learning lessons. The combination of qualitative and quantitative will enhance your organization's productivity and progress in these pressing times.
Over the next several months, we'll be leading the dialogue, connecting you to resources and helping you grow. Visit our calendar of events and plan your road trip to recovery.
M. Bernadette Patton, CAE
President/CEO |
| 2010 Leadership Series Focuses on the Employment Value Proposition, Re-engagement, and Enhancing the Leadership Pipeline |
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| CEO panelists, Aylwin Lewis, Potbelly Sandwich Works,
Greg Brown, Motorola, and William Brennan, Forsythe
Technology, Inc. at the June 2009 Leardership Series | A report released last month by the Federal Reserve Board indicates that the recession may be coming to an end. In Chicago and many other reporting Federal Reserve districts, consumer spending is up, while job losses and the decline in business spending are slowing. Right now, companies are deeply entrenched in managing the effects of the economic downturn, but will they be ready to take advantage of the opportunities presented by the economic recovery?
HRMAC's 2010 Leadership Series will focus on the strategies that forward-thinking companies are using to realign their workforce practices to find, retain, and grow the talent needed to meet the business challenges that lie ahead.
The February 10 program explores how to rebuild the employment brand and ways that organizations can enhance the employment value proposition, as well as instill confidence in their current employees and new hires.
On April 14 our panel of experts focuses on re-engagement and enhanced employee relations to prepare your workforce for growth.
The final program on June 9 will delve into strategies to help employees re-engineer their careers through career management systems, mentoring, and action learning to strengthen the workforce and enhance the leadership pipeline.
The following companies are scheduled to appear in the 2010 Leadership Series: Accenture, Avis Rent-A-Car, Campbell's Soup, Exelon Corporation, Molex, Inc., and Radio Flyer.
The 2010 Leadership Series will be held at the Standard Club in downtown Chicago. Attendees can save on registration fees by registering for the entire series or through group registration discounts.
Click here to register or for more program details. |
| Golf Outing a Hit Despite the Rain |
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| Camaraderie on the course between the raindrops! | With the crazy weather we've had this past summer, it's no wonder that we had a little rain for the 10th Annual HRMAC Golf Outing held on August 26 at Indian Lakes. The rain held off until 3:00 p.m. allowing the golfers to nearly complete 18 holes. But there were some hearty foursomes who stuck it out for the duration-true golfers in their all-weather gear!
Despite the rainy day, the event was a success, with more than 210 golfers and 31 sponsoring organizations. Golfers and sponsors alike remained in good cheer throughout the day and didn't mind starting the reception and awards ceremony a little early.
While there were no hole-in-one winners, plenty of people left the outing with great prizes. The low score winners were Bob Walsh, Veritas Risk Services; Chip Hull, HHMC; John Noble, Pathfinder Health; Dave Gordon, Veritas Risk Services. Other winners were:
Closest to the Pin
Dennis Donnellan, Maclean Fogg
Gary Daniels, Sara Lee Corporation
Tony Dougherty, AIRes
Juan-Luis Goujon, BPI Group
Brian Carlsen, St. Aubin, Haggerty & Associates
Becky Meggsin, Nicor, Inc.
Ilene Brown
Debra Parker, RHR International
Doug Smith, Sara Lee Corporation
Karla Hernandez, Jenner and Block
Dave Cervone, Challenger, Gray and Christmas
Don't miss next year's fun. The date for the 11th Annual HRMAC Golf Outing will be August 25, 2010.
Thank you to our sponsors!
Diamond Sponsor:
Veritas Risk Services, Golf Carts/GPS
Platinum Sponsors:
Challenger Gray and Christmas, Inc., Hole-in-One Contest Sibson Consulting, Awards Ceremony/Reception
Gold Sponsor: Robertson Lowstuter, Box Lunches
Silver Sponsors: Holes and Events
Advanced Resources Aflac Aon Consulting B & B Consulting Services Brook Furniture Rental CHC Wellness City Staffing, Inc. Clarity in Numbers Equity Corporate Housing Heartland Institute of Financial Education Kensington International Laurus Strategies Lee Hecht Harrison Littler Mendelson Michael C. Fina NRI Relocation, Inc. O.C. Tanner Recognition Company Resources Global Professionals Right Management RSM McGladrey Snelling Staffing SSP BPI Group Ultimate Software Group Vital Spark, Inc. Watson Wyatt Worldwide Windy City Fieldhouse Workscape |
| Business Acumen Series to Launch in November |
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Business leaders are increasingly seeking a new kind of HR leader: one who can serve as a savvy business partner with HR expertise, rather than the more traditional HR expert who may or may not understand business strategy, finance, and execution.
Recognizing this need, the HRMAC Board of Directors, as part of its strategic planning session last April, authorized the creation of a series of programs to focus on helping HR professionals improve their business acumen.
The Business Acumen Series will feature six sessions beginning in November and continuing through May 2010 and will include Interest Group programs and a special half-day event on financial skills. Throughout this series, participants will:
- build skills in new areas that are of value to the business
- gain knowledge to better understand the executive or line manager's world
Featured programs:
Creating Business Value through HR Technology Solutions
HR Management Systems Interest Group
November 12
Moving from Business Strategy to HR Strategy North/Northwest Suburban Interest Group
January 15
Are You Ready for Launch? Winning Back the Investment in HR after the Recession
West Suburban Interest Group
February 25
Finance Skills for HR Professionals
Special 1/2 day seminar
March 3
Registration fee: $89 Members; $129 Non-members
HR as Chief Strategist - Developing Skills, Experience and Knowledge to be an Effective Member of the Business Team
HR Planning & Development Interest Group
April 30
How to Develop a Business Case to Impact the Bottom Line
Young HR Leaders Interest Group
May 20
INTEREST GROUP PROGRAMS ARE ONLY OPEN TO HRMAC MEMBERS AND ARE FREE OF CHARGE. PHR/SPHR credits are awarded for most programs.
Register for all of these programs at www.hrmac.org.
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| New Distance Learning Offerings: Webinar Series Begins December 1 |
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In a continuing effort to meet the needs of all its members, HRMAC will offer new distance learning opportunities via a six-session Webinar Series.
Webinar Series
HRMAC's webinar series provides timely information you need to make strategic decisions about your human resources operations. Register for individual programs or save by signing up for the entire series.
No need to leave the office. No special software downloads are required. To access these programs all you need is a computer with an Internet connection.
Series Schedule:
December 1, 2009
Managing the Vendor Relationship
Sponsored by Seyfarth Shaw, LLP
January 19, 2010
Generations of Change - Making of a Multigenerational Workforce
Sponsored by Humana
February 16, 2010
The Convergence of Media in Recruitment Branding
Sponsored by Job Search Television Network
April 20, 2010
The New Compensation Equation: Creating Competitive Advantage in a Redefined World
Sponsored by Buck Consultants May 25, 2010
Recent Developments in Employment and Labor Law
Sponsored by Jackson Lewis, LLP
June 22, 2010
Valuing Human Capital on the Balance Sheet
Sponsored by Lee Hecht Harrison
Register now for individual programs or sign up for the entire Series and save! |
| The Latest Word on Membership... |
HRMAC HR Marketplace
HR Marketplace is an interactive listing of all HRMAC Professional Services members and their company contact information. Available 24 hours a day, 365 days a year, HR Marketplace allows HRMAC members to easily find products, suppliers and services offered by fellow members.
HRMAC is proud to offer this new opportunity to members to find solutions to their HR needs while developing professional relationships with their HRMAC colleagues. Vist the
For information on advertising in HR Marketplace, contact Rya Boyce at rboyce@naylor.com
Welcome New Members!
HRMAC welcomed 38 new members during the last quarter:
Accretive Health
AgingInfoUSA, LLC
Aligns, Inc.
BAI
Bluestar Energy Services
The Boeing Company
Coldwell Banker
Concierge & Event Services Worldwide
Dynamic Manufacturing, Inc.
Employee Resources Systems, Inc.
Executive Allies
Focus HR Consulting
GE Capital
Graebel
HOV Services, Inc.
Indiana Insurance
Interexchange, Inc.
KForce
Knowledgepay, Inc.
Laramie Group, LLC
Lighthouse Solutions, Ltd.
Optimum Nutrition
Patina Solutions
Performance Trust Capital Partners, LLC
Performancepoint
Promisor Relocation
Provisur Technologies
Psycho-Geometrics LLC
Quick Leonard Kieffer
Radio Flyer
Renaissance Strategic Solutions
The ROC Group
Safer Foundation
Sony Electronics
Sparton Corporation
TrainingPros
Valdes Engineering Company
Weinberg Law Group Click here for contact information for each of these new members.
HRMAC LinkedIn GroupHave you joined the members-only HRMAC LinkedIn Group yet? Join nearly 500 HRMAC members to discuss industry-related issues, post information, or to just to stay connected to HRMAC's virtual HR community. Go to www.linkedin.com, search groups for "HRMAC" and join today. You must have a LinkedIn profile to join the HRMAC Group.
Don't Forget: Member Orientation Now Online!
Whether you are new to HRMAC or just need a refresher course on all HRMAC has to offer, you'll find all the answers to your membership-related questions and more by viewing the Member Orientation slideshow now available on the HRMAC website.
Why not share the member orientation with members of your team? All employees of member companies can take advantage of HRMAC programs and services.
Note: you must log in to access the orientation.
Recruit-A-Member for HRMAC!
Adding new members creates a richer membership experience for everyone with greater networking opportunities, an increased knowledge base, and expanded educational offerings.
HRMAC members are the best advocates and we welcome your efforts to recruit new members to HRMAC. If you know someone who would benefit from HRMAC membership but has not yet joined, talk to them about HRMAC. Refer them to Pam Marshall, Membership Director, for more information or to the Membership FAQs on the website. Visit the Recruit-A-Member section of the website for member benefit information and sample letters or emails to send to prospective members. Questions? Contact Pam Marshall at pmarshall@hrmac.org.
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| Heard @ HRMAC...a summary of recent HRMAC events |
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John Challenger moderates a panel featuring Jim Spangler,
Tenneco, Marc Ugol, United Airlines,Tatiana Repelin-Downer,
Cardinal Health, Leana Flowers, Shorebank, and
Eileen Timmins, R.J. O'Brien. | Communication Key to Engagement during Difficult Times
A company's strategy for engaging and incenting its workforce during recessionary times should include increased communication, expanded leadership visibility, and a focus on the future.
During difficult economic times, when a company may experience sliding stock prices and reductions in force, it is important to let employees of all levels know how the business is doing, what may come next, and how they can help. At Tenneco, for example, metrics are set so employees are clear on the organization's goals and how well they are being met. United Airlines created a one-page strategic business plan with simplified language so employees would understand what matters most.
Once employees understand the company's position, they are more likely to help, and not just by accepting lower merit increases or decreased retirement benefits. At R.J. O'Brien, a program was implemented to gather employees' cost-savings suggestions. If a suggestion is implemented, the employee receives a portion of the savings. Through these cost-savings measures, the company saved $1 million last year.
A renewed and creative focus on recognition and development will also go a long way in keeping employees engaged. Shorebank created a program to recognize achievements in an employee's everyday work life and peers awarded peers. Cardinal Health encourages staff to take time off to volunteer in the community. Many other companies have implemented cross-training and job shadowing.
Finally, the visibility of senior leadership creates a feeling of trust and confidence among the workforce. Getting executives out in the field and talking to employees will make them feel more secure and "in the know."
Employees can be resilient and will stand by the company, provided they understand the state of the business and feel they can trust the words of senior management. The most important thing that a company can do is communicate, focus on the future, recognize employees, and most of all, give them hope.
--- from Engaging Employees during Recessionary Times
HR Planning and Development Interest Group, September 25, 2009
Less Recruiting Does not have to Equal Less Diversity
Even if a company is doing less recruiting these days, it is important to continue to focus on its diversity initiatives. This will encourage and engage the current workforce and prepare the company for the moment when the economy picks up and recruitment increases.
Trends over the last 20 years, from mere EEO/AA compliance to actual diversity and inclusion as a way of doing business, as well as the shift in the economy and overall marketplace in the last two years, has affected the way companies look at their diversity efforts and the resulting impact. Where the focus was once just on how diversity could help the company, now organizations are looking at how it helps its employees. According to Tammy Napoli, Director of Talent Acquisition at Walgreen's, the marketplace is forcing change. Younger people don't make distinctions as in the past and they expect a company to have a diverse work population.
Diversity can benefit a company in many ways. Rosalyn Wesley, Vice President, Human Resources at Amerisource Bergen Packaging Group, feels it is important to link what the business is doing or not doing and determine if it could be more successful if it had a diverse team.
With companies doing less external recruiting, they are focusing more on internal staff. Harris Bank developed a Leadership Series to focus on diversity, offered an internal career fair, and asked affinity groups to produce career development programs open to all employees. Harris Bank recognizes that without a diverse team, you won't attract diverse talent, says Marjorie Paddock, Vice President and Director, US Diversity and Workplace Equity. Partnering internally when resources are lean is another way for companies to continue to foster their diversity efforts.
Difficult times can be a real opportunity for change, states Wesley. Use data to create change and new initiatives. Now is the time to conduct internal analyses so the company will have a solid recruitment plan to launch when the economy rebounds.
---from Diversity Recruiting: Keeping Your Diversity Commitment While Recruiting Less
Talent Acquisition Interest Group, September 22, 2009
Global Companies Face Similar Economic Pressure Yet Different Obstacles
While many say the worst of recession is behind us, the realities of the current economy are that companies continue to engage in global economic contraction.
Brian Arbetter, Partner at Baker & McKenzie LLP states that with the world facing the worst job losses since 1945, many companies in the U.S., Western Europe, Latin America, and parts of Asia, specifically Japan and Australia, are dealing with heavy operational contractions. Yet certain areas are still seeing growth: Eastern Europe, Brazil, and other parts of Asia including China, Korea, and the Philippines are on the rise, and India and the United Arab Emirates are booming.
Global HR departments are facing unique pressures in dealing with the varied employment laws in these countries. Some countries have employment at will, some don't. There are various unions and work councils that deal with wages, benefits, and corporate entitlements very differently. Government regulations affect contraction issues such as pay freezes or reductions, reductions in force, early retirement, furloughs or forced vacations, and fringe benefit changes. Culture can also play a large role in any changes a company seeks to make; respect for the employee may trump all.
Arbetter shared substantive steps and tools that HR might use during global reductions in workforce. HR should first determine the context of redundancies and gather information by jurisdiction, then develop a realistic timeline for implementation, work through the selection processes, prepare and deliver the termination documents, and finally bring the reduction case to closure.
---from Managing HR Issues during Global Economic Contraction
International Interest Group, September 11, 2009 |
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HR Leader is published by the Human Resources Management Association of Chicago for its members. Articles, story ideas, calendar items, and comments are most welcome; they can be directed to bpatton@hrmac.org. Or you can contact us at
HR Leader, HRMAC - 737 N. Michigan Avenue, #2100, Chicago, IL 60611
Voice 312.981.6790 - Fax 312.981.6797 - Website: www.hrmac.org |
Chair, Board of Directors
Maureen Tarantello
Global Account Manager, Watson Wyatt Worldwide
President/CEO
M. Bernadette Patton, CAE
Director, Membership and Operations
Pamela Marshall, SPHR
Director, Professional Development
Daniel Mendelson
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| Copyright © HRMAC 2004-2009. All rights reserved. |
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