Maintaining a pipeline of executive talent is essential for the success of any organization; this is especially true during turbulent economic times.  It is during these times that organizations need leaders who can identify and implement strategies to meet the changing needs of employees, customers, and shareholders, while minimizing risk and maximizing opportunities.

In a partnership with Northwestern University's Kellogg School of Management, HRMAC is offering an intensive Leadership Institute for up-and-coming leaders and other high-potential employees on June 16 and 17. This highly interactive program is designed to give current and future leaders the skills needed to strengthen their role as a strategic partner in any business.

Four courses, taught by Kellogg faculty, are delivered in lecture, case study, small group work, and business simulation formats. The program provides cutting edge frameworks and tools to improve strategic thinking, leadership, and crisis management skills. It will help you manage and respond to the value propositions of various stakeholders, develop a market-focused organization or business unit, and transform challenges into opportunities by integrating a crisis-management approach into your overall business strategy.

The cost for the program is $1,495 for all employees of HRMAC-member companies. The price for non-members is $2,395. The fee includes all pre-reading and course materials as well as breakfast, lunch, breaks and parking. The program will be held at the state-of-the-art James L. Allen Center located along the lakefront on Northwestern's Evanston Campus. Space is limited and you need to register by May 16 to ensure receipt of pre-reading materials.  Get complete Leadership Institute program information and register now.

Fresh ideas for meeting today's challenges await you at SUMMIT 2009, to be held on October 21 in Rosemont. Now in its 12^th year, HRMAC's Summit will stimulate your thinking to help you maneuver over the hurdles you face today and prepare for the opportunities that lie ahead.

An outstanding lineup of speakers is planned:

• Gary Heil, Founder, Center for Leadership Development, begins the day with practical strategies for creating a win-win outcome for employees while accelerating organizational change.
• Peter Cappelli, Director, Center for Human Resources, The Wharton School, will speak on his latest book, Talent on Demand: Managing Talent in an Age of Uncertainty, and present a new paradigm for talent management as companies respond and adapt to an uncertain business environment.
• Herman Cain, Fox News business commentator and former Chairman of Godfather's Pizza, ends the day with his inspirational presentation that will remind you that you not only deserve to be happy, but you have a responsibility to be happy. Using the same leadership principles that propelled his own business career, he will demonstrate how these same principles can be used for greater success in life.

Also on the program is an expert panel that will explore the role of human resources in enterprise risk management.

A highlight of the day is the Summit Expo, which features providers of products and services that support human resources operations. The day also includes plenty of opportunities to expand and strengthen your professional network. PHR/SPHR recertification credits will be available.

Watch for complete program information coming soon!  Click here  for program updates and “stimulus pricing” for teams and early registrants.

Jeff Childs, Lisa Loweth, Tenia Davis and Herbert Lust discuss Corporate Social Responsibility at the April 2 program.

Increasingly companies are finding that social responsibility initiatives are an important component of their brand for employees, potential employees, and customers.  According to panelists at the April 2^nd Leadership Series program, communication, relevance and consistency are essential to engage employees.  Issues that are relevant to employees can be affected by culture or geographical location and human resources can help companies identify initiatives that are important to their employee base and connect to the strategic identity of the organization. 

No matter what cause a company chooses to engage with, it must be a sincere effort that has full buy-in from business leaders.  Panelists included Tenia Davis, Vice President, Human Resources, Harpo, Inc.; Herbert Lust, Director of Strategy, Corporate Citizenship, Boeing; and Lisa Loweth, former Vice President, Sustainability, General Growth Properties.  The panel was moderated by Jeff Childs, Senior Vice President and Chief Human Resources Office, U.S. Cellular.

Explore the influence of culture at the final program of the 2009 Leadership Series, to be held on June 4. William P. Brennan, President and CEO, Forsythe Technology; Greg Brown, President and Co-CEO of Motorola, Inc. and CEO, Broadband Mobility Group; and Aylwin B. Lewis, President and CEO, Potbelly Sandwich Works, will discuss the ways in which culture affects overall business strategy and the impact an unexpected event resulting in culture change has on operations and human capital practices.

Space is still available. The cost is $85 for employees of HRMAC-member companies, or just $600 for a table of 8, and includes breakfast and ample time to network with your HR peers. This program has been approved for 2 strategic credit hours towards PHR/SPHR recertification. Register online today!

Available 24/7, HRMAC's podcasts are a great, free, way to keep in touch with new developments in Human Resources...when it's convenient for you.

Listen to the secrets of success with “CHRO Conversations,” featuring interviews with chief human resources officers from some of the area's leading companies. Currently available are interviews with:

• Richard Floersch, Executive Vice President and Chief Human Resources Officer, McDonald's Corporation
• Dennis Berger, Senior Vice President and Chief Coworker Services Officer, CDW
• Rick Stephens, Executive Vice President of Human Resources and Administration, The Boeing Company
• Jill Smart, Chief Human Resources Officer, Accenture 

CHRO Conversations is sponsored by the Institute of Human Resources and Employment Relations, Loyola University Chicago.

You can also reinforce what you learned at a popular HRMAC event by listening to a “Best of” program featuring highlights from HRMAC's Leadership Series, Summit, and the Research Series.

HRMAC podcasts are an exclusive member benefit. Log on to the HRMAC website and select HR Resources/Podcasts from the dropdown menu at the left. Forgot your login?  Access it via a link on the homepage.

Next month HRMAC will launch its webinar series with four programs that provide essential information for today's human resources operations without the expense of travel or time away from the office.  Webinar topics will include:

• Employee Free Choice Act
• Employee Engagement
• E-Verify
• Recent changes to COBRA regulations

Watch your email for full program announcements.

HRMAC dipped its toe in the broad business advertising pool last month by taking out an ad in Crain's Chicago Business, in the edition honoring their Best Places to Work contest winners. (see inset) Employers using leading-edge HR practices to achieve their business objectives is a story that needs to be told, and we applaud them.

Congratulations to the HRMAC members who were recognized:

• Assurance Agency
• Donlen
• Resources Global Professionals
• Transwestern Commercial Services (#1)
• True Partners

The exemplary activities of the Best Places to Work awardees include:

• Retaining retreats with a business purpose
• Emphasizing employee development, both personally and professionally
• Considering unconventional benefits like transit stipends, lunch coupons, or savings that benefit your employees
• Engaging in the community with company-sponsored volunteer opportunities
• Providing challenging work in areas of interest
• Practicing transparency and open communication, not just preaching them
• Sharing the profits, requiring full use of vacation time, and only hiring people who fit the culture

HRMAC's ad theme, “Retooling for the Rebound” is perfectly in sync with these winners. By redefining the traditional expectations and actions of HR, our function can make the difference between achieving business success and being denied the sales. At the start of the day and at the end of the day, employees using good judgment, exercising prudent business choices, and optimizing customer interactions are what sustain the enterprise through the downturn and into the rebound.

Let us help you achieve your own company's goals. Be sure to use the HRMAC network and learning opportunities to maximize HR's impact in your organization. We're local, convenient, and available in person or through the website 24/7.

Ready yourself for the rebound!

M. Bernadette Patton, CAE

President and CEO

Recognize an unsung hero! Now in its second year, HRMAC's program to recognize exceptional leaders and volunteer stars is underway. Nominations for Leader of the Year and Volunteer of the Year are being sought; deadline for nomination materials is June 30. The presentations will be made at SUMMIT 2009 on October 21.

The Volunteer of the Year award is granted annually to a HRMAC member representative who has given long-term, multi-faceted volunteer service to HRMAC, primarily through committee service or similar contributions. A potential recipient would be considered an otherwise “unsung hero” who has gone above and beyond the call of duty in helping to further HRMAC's mission.

In 2008, two winners were selected: Becky Bacidore, Nicor Inc., and Lyndy Nierman, SSP-BPI Group.

The Leader of the Year award is granted annually to a leader from a HRMAC member company who has made significant impact to their business through the use of contemporary and leading edge HR practices. Nominees are intended to be CEOs, general managers, and other line of business leaders.

In 2008, John E. Rooney, President and CEO, U.S. Cellular, was recognized with this award.

Nominations for both awards will be accepted from any representative of any HRMAC member company. Details, eligibility criteria, instructions, and downloadable forms are available online.

HRMAC members are encouraged to participate in this annual opportunity and nominate those deserving the spotlight. Let's applaud our all-stars!

HRMAC members check in at an Interest Group program - just one of the many benefits of HRMAC membership.

It's Dues Renewal Time!

As companies struggle in this tough economy, you need to keep your “A” players sharp in order to stay competitive. HRMAC offers low cost, local, top-quality professional development and networking opportunities for the whole team. Rely on HRMAC to help you, your staff, and your company to come out on top!

In the coming weeks, HRMAC members will be receiving dues renewal statements for 2009-2010. For the fifth straight year, HRMAC dues have not increased. When you receive your invoice, we encourage you to renew right away so you don't miss out on any of these great HRMAC benefits:

New!  HRMAC is offering a two-year renewal option to save you time and money!  Renew through June 30, 2011 and you'll receive a 10% discount plus your current dues rate will be locked in through 2011.

Key Benefits of HRMAC Membership:

·         One membership fee for the whole company - covers all employees

·         More than 50 free educational programs per year

·         Programs are local - city and suburbs - no hotel or travel costs

·         Exclusive programs for CHROs to connect with their peers

·         Professional development programs geared for Young HR Leaders

·         Premier educational offerings - Summit, Leadership Series, Research Series

·         Networking opportunities at every event

·         Online resources - webinars, podcasts, listservs, research articles, HRMAC LinkedIn Group

Are you the main contact for your company?  If so, renew online by logging on to the website with your member name and password; click on Membership, then Renewal. Your company information will be pre-populated. Just enter your payment information and you'll be set for another year!

Forgot your login information? Access it via a link on the homepage.

HRMAC Recruiters Reel ‘Em In!

Congratulations to these HRMAC “recruiters” who have successfully added new companies to HRMAC's membership rolls!

Become a HRMAC “recruiter” today! Do you know someone who would benefit from HRMAC membership but has not yet joined? If so, persuade those colleagues to become members and you immediately win a Starbucks gift card. And you will be entered into a raffle to win a $100 Visa gift card. The more members you recruit, the more chances to win!

The campaign ends June 30. Go to the Recruit-A-Member section of the website for all the details!

Questions? Contact Pam Marshall at pmarshall@hrmac.org

Welcome New Members!

HRMAC welcomed 37 new members during the last quarter:

Amcor Flexibles Healthcare

Associated Tax Advisory Group

Assurance Safety Consulting

Barriersafe Solutions International

Bridge Strategy Group, LLC

Broadwind Energy

Careerbuilder.com

Chicago Blackhawks

Corrigan Moving Systems

Ex & Associates International

Fenwal, Inc.

Gregory Stobbe, J.D.

Hazelden Chicago

Health and Welfare Solutions, LLC

HomeDirectUSA

HSBC

International Investigation Agency, LLC

KONE, Inc.

Linda Rasins Consulting

Members United Corporate Credit Union

Mysel Consulting

Northern Trust Company

Northwestern Memorial Physicians Group/Corporate Wellness

Organization Development Management (ODM)

Pfizer

Prime Group Realty Trust

Rexnord Industries, LLC

Sirva

Spot Trading, LLC

Springfield Service Corporation

The Quantum Group

Virchow Krause & Co., LLP

Waste Management

Wintrust Financial Corp.

Wonderlic, Inc.

YSC, Ltd.

Zep

Click here  for contact information for each of these new members. 

Bill Doucette, Jeff Carlsen, Andy Panega, Andrea Davey and Sheila Quinn take questions from the audience at the North/Northwest Suburban Interest Group program on March 6.

Flourishing Through a Merger, Acquisition, or Spin-off

A merger, acquisition, or other organizational restructuring often does not have the effect that leadership had hoped for. However, HR can play a significant role in easing the transition and ensuring the new organization's chances for success.

A panel of senior human resources professionals recently discussed the many HR issues that arise when a company is restructured through a merger, acquisition, spin-off or consolidation. The panelists shared their personal lessons learned from the announcement of a transaction through integration. These lessons include the following:

• HR plays an important role in assessing cultural gaps between merged organizations and preparing adequately. Andrea Davey, Managing Partner, Pario Consulting, noted that cultural due diligence, cultural audits, communication of cultural norms, and cultural integration and alignment can drive merger success.

• Organizations need to set a philosophy up front as to how an integration will take place, according to Andy Panega, Advisory Board Member, Engagement Health LLC. For example, some organizations focus on speed of closing the deal, moving forward as quickly as possible even if it means a painful transition initially; others may feel that a gradual change will work best.

• Jeff Carlsen, Vice President of Human Resources, Reyes Holdings, LLC, discussed the different roles that HR plays throughout the Target Evaluation, Pre-Close Planning, and Post-Merger Integration stages of merger and acquisition transformation.
  • In the Target Evaluation phase, HR conducts a risk assessment to determine the non-financial readiness of both organizations for successful business integration. During this process, HR should perform executive interviews and data room analytics on operational issues and integration expectations and identify integration issues, value drivers at risk and potential synergy opportunities.
  • During the Pre-Close Planning phase, HR's role is to develop a comprehensive program for preparing both companies for the Post-Merger Integration, which will allow them to jump-start the integration process immediately following the closing.
  • In the Post-Merger Integration phase, key focal points for HR include HR processes integration as well as cultural integration.
        
• Organizations should prepare for a merger or acquisition even if there aren't immediate demands to do so. Bill Doucette, Vice President of Human Resources, NES Rentals Holdings, Inc., noted that M&A is inevitable and it is vital to “get in shape” now. For example, everyone in HR should make sure they are maintaining external networks, developing internal fans, and making sure that HR is ready with data, systems, and a clear assessment of liabilities.

--from Mergers, Acquisitions and Spin-offs in a Downturn Economy

North/Northwest Suburban Interest Group, March 6, 2009

Onboard Yourself for Success

The process of “onboarding,” or weaving new employees into the fabric of an organization, is often considered the responsibility of the employer. However, when you start a new job, you can help onboard yourself to ensure that you succeed within the organization.

According to Dr. Linda Reese of Leader Onboarding, Inc., there is a “window of judgment,” or timeframe in which it becomes clear that a new employee is either succeeding or failing in their new role. The dilemma is that most formal feedback mechanisms don't occur until the six-month mark.

As a new hire, you must strike a balance and avoid common mistakes of the newly hired, specifically:

• Showing them how smart you are rather than spending time getting to know the company
• Not asking the right questions or asking for help when you need it
• Displaying a poor work ethic
• Failing to achieve role clarity
• Not developing a network within the organization
• Staying behind closed doors
• Not investing time to understand and learn the company culture

When you start a new job, help to ensure your success by:

• Sizing up your team
• Understanding your deliverables
• Doing a critical analysis of how things are done to learn what you would like to stop, start, or continue.

--- from Successful Onboarding for You!

Transition Interest Group, March 9, 2009

What CEOs want from HR Leaders

Jason Hanold, Russell Reynolds, states that the five most critical core competencies of chief HR officers, as shared by CEOs during CHRO searches, are the following.

• High-level influence; trusted advisor. While the ranking of the others in this list might be debated, this competency always tops the list. CEOs depend on their HR leader to serve as a confidant to themselves and to members of the Executive Committee. Strong executive presence is a must for both the business and the board room.

• Financial acumen and intellectual analytical capacity. Understand the business and provide meaningful measurements. Only measure what is important and what can help demonstrate value.

• Business strategy and intellectual conceptual capacity. Create opportunities to be proactive. Behave like the business is your P&L and offer opportunities for cost management/reduction. Get to know the customers.

• Breakthrough leadership, aka communication transparency. Operate assertively and communicate in a swift, decisive manner. Find a balanced voice, operate at the speed of the organization, and be direct.

• Adaptability, authenticity, cultural astuteness. While the early stages of a search focuses on meeting the specific criteria, 60% to 70% of a search is finding out who the candidate really is and what he or she will bring to the organization. The HR officer is the role model for the organization; CEOs want to know that the new hire can embrace the culture, shift with the business agenda, and adapt to personal styles.

At the end of the day, all agree that the following three Rs will make the difference between success and lack thereof:

• Relevance: Concentrating on activities that will significantly impact the business and the stakeholders.
• Rigor: Executing activities in a transparent, disciplined, and measurable manner.
• Results: Delivering return on investment and/or building sustainable organizational capacity.

--from Expectations by CEOs of HR Officers: Conversations with Senior Leaders

CHRO Roundtable, March 12, 2009

HRMAC golfers in action at the 2008 Golf Outing

Join us for upcoming HRMAC events…

4/16  Surviving the Economic Downturn: Human Capital Strategies for Japanese-Owned Companies

4/20  Preparing and Presenting Your Elevator Speech - Transition IG

4/24  Rethinking Succession Planning: Preparing for Talent Needs for an Unknown Future - HR Planning and Development IG

4/28  Social Networking and Workforce Communications

5/5   The Generation Gap: Millennials and Boomers-Employee Relations IG

5/7   Lessons from the Road: Four HR Executive Stories-West Suburban IG

5/8   Developing Smart Leaders into Smart Doers: Avoiding the “My Way” Trap - CHRO-Only Roundtable

5/11  Social Networking and Your Job Search - Transition IG

5/14  HR Issues for Japanese-Owned Companies: Overcoming Cultural Challenges in Learning and Management Styles

5/14  Bouncing Back: Avoiding and Overcoming Common Career Derailers - Young HR Leaders IG

5/19  An Internal Talent Acquisition Perspective on the Economy - Getting More Done with Fewer Resources - PART II - Talent Acquisition IG

6/4   HRMAC Leadership Series: Impact of Culture Change on Business

        HRMAC Annual Meeting

6/8   The Transition Experience: Tales from the Front - Transition IG

6/8   Summer Networking Event: Wine and Cheese Tasting

6/11  Executive Compensation - Total Rewards IG

6/12  Cutting Costs in International HR: Combining Resources Across Countries and Expat Programs - International IG

6/16- HRMAC Leadership Institute - Northwestern University Kellogg

6/17     School of Management

SUMMIT 2009 - Wednesday, October 21

Have you registered for the June 2009 Leadership Series? It's not too late! Register today!

HRMAC programs are open to all employees of HRMAC member companies. Visit the Events calendar for more details or to register!

Golf Outing Expands Due to Popularity

Where have the years gone? It's time for the 10^th Annual HRMAC Golf Outing—and even after ten years, this event remains as popular as ever. Always a sell out, the HRMAC Golf Outing will be held on August 26 at Indian Lakes Resort in Bloomingdale. To accommodate the barrage of requests for foursomes, we have expanded the outing to include all 27 holes at Indian Lakes Resort. That means we can accommodate 72 more golfers or 18 more foursomes.

Open to HRMAC members and their guests, this annual event features networking, meals, a variety of prizes (including a prize for the low score, all-women's foursome), and now 27 holes of golf on the premier Indian Lakes courses. The day begins with registration at 10 a.m., followed by a putting clinic at 10:15 a.m. and tee-off at 11:30 a.m.

Player fees (held steady since 2006!) are $185 per person or $740 per foursome and include golf, cart rental, putting clinic, box lunch, and awards reception. Fees for individuals wishing to attend only the lunch are $25 per person, or $35 per person to attend only the awards reception.

Plan to join more than 300 HR colleagues, their co-workers, and clients for a day away from emails, meetings, and economic recovery headlines to enjoy one of 2009's last summer days. Since this event sells out every year, golf enthusiasts are encouraged gather their foursomes now! Online registration opens April 20.

Sponsorship opportunities are available and range from $395 to $2,000 for holes, games, and other golf outing essentials. Showcase your business and connect with potential clients by becoming a Golf Outing sponsor! Contact Pam Marshall at pmarshall@hrmac.org or 312.981.6790 for more details.

Final Thoughts

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 - William Luehrs, NorthShore University HealthSystem

President/CEO - M. Bernadette Patton, CAE

Director, Membership and Operations - Pamela Marshall, SPHR

Director, Professional Development - Daniel Mendelson