January 2013
suncoasthr.org
Chapter News
Chapter 0238
Chapter mee ng
Le er from the President
Wednesday, January 9
Hazel Butcher, SPHR
Marrio Hotel
12600 Roosevelt Blvd., St. Petersburg, FL 33716
Registra on: suncoasthr.org
Approved for Credit: 1 general CEU (HRCI)
Sponsor:
Right Management is a global leader in talent
and career management workforce solu1ons
within ManpowerGroup. The firm designs and
delivers solu1ons to align talent strategy with
business strategy.
Agenda
7:30-8:00 a.m.
8:00-8:30 a.m.
8:30-9:30 a.m.
Registra1on & Sponsor Expo
Chapter Announcements
Main Program
Program: Genera1onal Diversity
• Be er understanding of workforce
• How to mo1vate employees
• Effec1ve employee recogni1on
• Managing a diverse workforce
• Effec1ve employee feedback
Speaker:
Nicole King, MBA
Profile on page 2
Special Announcement
HR Prac oner of the Year
In this issue
Upcoming Events, page 2
Employee Reten1on & Mo1va1on, page 4
Connec1ng with SHRM, page 5
News from the DOL, page 5
Happy New Year! I trust you enjoyed the holiday season and, if
you are in the 45% of Americans who regularly make resolu1ons
for the New Year, I wish you success with yours for 2013. It’s at
1mes like these that I am reminded of the wisdom of Yogi Berra
who said, “If you don't know where you are going, you'll end up
someplace else.”
Goal seIng is not only for the New Year and as Human Resource
professionals we know only too well that come performance
appraisal 1me goal seIng is on everyone’s mind. I’m not sure
where I read it, but one MBO expert recommended seIng only
three main goals at a 1me, as more than this lessened one’s
focus on what is important. So for 2013, your board will be
focusing on three objec1ves, which were created from ini1a1ves
that were the product of our new vision statement for the
chapter;
“Our vision is to be recognized as the premier
resource for the Human Resources Community…
advancing the resources in Human Resources.”
Rebrand & New Logo
Our first ini1a1ve this year is to rebrand the chapter as
“SuncoastHR” to further recogni1on. In an HR world full of
acronyms, such as SHRM, HRMA, SHRA, etc., not only does
“SHRMA” not stand out, it is difficult to iden1fy with. In addi1on,
it does li le in terms of communica1ng HR to our local
community. We now have a new logo, which you will be seeing
more and more, and we hope that you will help us by using
SuncoastHR when referring to our chapter. ANer all, isn’t this
one of the big draws for Pinellas county…the sun and the
fantas1c beaches!
Professional Development Resource
Being a premier resource is two-pronged in that it affects
both our members and our community. Therefore, our second
goal is to provide addi1onal forums for personal development in
the HR field, and while we have some great ideas on how to do
this, we are depending on you to let us know what you want and
need.
Con1nued on page 2
Page 2
Chapter News - January 2013
Con1nued from page 1
Upcoming Chapter Events
Le er from the President
Resume Review - January 15
10 a.m. - 3 p.m.
Coliseum, St. Petersburg
Please contact Lee Domarasky to volunteer
February Chapter Mee ng - February 13
7:30 - 9:30 a.m.
Marrio Hotel
12600 Roosevelt Blvd., St. Petersburg, FL 33716
Program: Developing a Conflict Competent
Work-force
Speaker: Craig Runde, J.D.
As the Director of the Center for Conflict Dynamics at Eckerd
College, Craig oversees training and development on the
Conflict Dynamics Profile Assessment instrument and
Becoming Conflict Competent course. He is co-author of
several books on workplace conflict management including
Becoming a Conflict Competent Leader, Building Conflict
Competent Teams, and Developing Your Conflict Competence.
Craig received a B.A. from Harvard University, M.L.L. from the
University of Denver, and J.D. from Duke University. He
prac1ced law in Colorado and taught at the University of
Minnesota Law School and Wake Forest University.
World at Work Classes
March 4 & 5
Base Pay Administra1on & Pay for Performance - C4
Total Rewards Management - T1
On the Cu5ng Edge
April 10,2013
Details to follow
Con nued from page 1 Speaker:
Community Giving
Our third ini1a1ve targets our community and
ways that all of our chapter members can get involved
in giving back. My personal passion surrounds
programs that help our returning veterans,
especially those who have sustained injuries and are
disabled in some way. In future months you will be
hearing more about these objec1ves and ways to
get involved.
Thank you
While I encourage you to support the 2013 board
with our new vision and goals, it would be remiss of
me not to give credit to those who have made this
chapter what it is today. As Sir Isaac Newton said “If
I have seen farther than others, it is because I was
standing on the shoulder of giants.” SuncoastHR has
a long standing reputa1on for excellence in
programs and for our friendly nature. This is due to
the phenomenal leadership and commitment of our
volunteers in years past. Most recently, I would like
to thank all of the 2012 board and volunteers who
gave so freely of their 1me and exper1se. And most
importantly, we must thank Bill Grob, our outgoing
President, for his years of dedica1on as a board
member, and to his commitment to furthering our
chapter’s resolve to provide tremendous value to
you, our member. It is my honor and privilege to
take over the helm for 2013, and I look forward to
serving SuncoastHR.
Nicole King, MBA
Nicole King is a result-driven management professional who currently serves as the Learning Resource Center Manager
at Strayer University. She is highly commi ed on developing professionals through educa1on in addi1on to crea1ng
relevant rela1onships and partnerships throughout the Tampa Bay community. Nicole holds several leadership
posi1ons within various professional organiza1ons and has facilitated career workshops in partnership with the NFL
Alumni in support of its theme, “Life aNer Football.” Prior to making the transi1on into academia Nicole managed her
event management company, King of Events, LLC. Nicole earned a B.S. in Business Administra1on from Florida A & M
University, a M.B.A. in Hospitality and Tourism Management from Strayer University and is currently pursuing her
Doctorate in Organiza1onal Management from Capella University with an achievement date of June 2013. Nicole
developed a passion for diversity and inclusion since the beginning of her doctoral journey and has been conduc1ng
extensive research to develop her thesis research on genera1onal diversity. As she con1nues to be a leader for the
community she con1nues to educate individuals on diversity through seminar presenta1ons, adjunct teaching, and
research publica1ons.
Paid Adver1sement
Page 3
Chapter News - January 2013
You’re invited to:
Your Endangered Business: The Top
5 Threats Facing Businesses Today
This eye-opening seminar is an overview of findings based on
third party national market research conducted over the last
year. The research identified what businesses who are surviving
and thriving in this New Economy are doing well, as well as 5
common dangers, or traps to avoid.
Presented by Express Employment Professionals
National Presenter: Jack Smalley,
SPHR
About the Event:
Back By Popular Demand:
Event Details:
This program by award-winning
trainer Jack Smalley is designed to
benefit business leaders at all
management levels.
You will receive an eye-opening
overview of the 5 dangerous threats,
as well as what you can do to move
beyond them.
For the last three decades, Jack
Smalley has devoted his career to
business leadership training and the
field of human resources. His
experience includes executive-level
management in industries such as oil,
chemical, and packaging.
Date: Wednesday
Threat 1: Inability to Innovate The power to innovate is not growing
from yesterday’s knowledge; rather it
is shaped by the diverse experiences
and perspectives of a tightly knit
team of top human talent.
Threat 2: Losing Your
Competitive Advantage - The
topple rate at which companies lose
their leadership positions has more
than doubled. Ex: Borders lost to
Amazon and Caldor’s lost to Target.
Threat 3: High Cost of Reckless
Hiring - Typically, 60-72% of a
company’s expenditures are labor
related. Do you know how much is
cost and how much is waste?
Threat 4: Poor Leadership &
Communication – Poor leadership
is the number one reason why people
leave an organization.
Threat 5: Regulatory Nightmare
What’s keeping you up at night and
taking your attention away from sales
Jack serves as a senior human
resources consultant for Express
Services, Inc. He provides human
resource training and consulting for
nearly 560 Express offices and their
clients in the U.S. and Canada. Jack
holds the designation of Senior
Professional in Human Resources
(SPHR) with the National Society of
Human Resource Management.
In 2011 Jack had over 100 speaking
engagements with over 7,000
attendees, and was also a featured
speaker at the 2008, 2009, 2011
and 2012 National Society of
Human Resource Management
Conferences and is scheduled to
present again in 2013.
January 30, 2013
Time: 7:30 am
Continental Breakfast
8:00 am
Presentation
Cost: Free
Location:
Everest University
1199 East Bay Drive
Largo 33770
RSVP TODAY:
Lee.Domarasky@Expresspros.com
727-712-0607
CEU Credits:
Continuing education General
Credits are available
Page 4
Chapter News - January 2013
Is Your Most Important Asset About to Walk Out the Door?
By: Marie Stempinski, Strategic Communica1on
www.howtomo vateemployees.org
Is your most important asset about to walk out the door? Studies show that seasoned, trained, and produc1ve
employees-your most important assets-are increasingly feeling trapped and dissa1sfied. Many are looking for
greener pastures. Some experts even go so far as to call 2013 the year of “The Great Employee Exodus.”
A job rebound is just over the horizon. Your workers will have more opportuni1es to jump ship. That’s especially
true in health care, technical fields, IT, engineering, biochemistry, human resources, and accoun1ng. Do you have
policies and plans in place to retain your loyal and valuable workforce?
Why are employees leaving?
The top five reasons are burnout, work overload, and lack of training, recogni1on and opportunity. In a May,
2012 Fortune Magazine ar1cle, Gary M. Stern wrote about a recent study of 500 IT administrators by Opinion
Ma ers. It showed that 72% were stressed, 67% considered switching careers, 85% said their job intruded on
their personal life, and 42% lost sleep over work.
Why? Many companies have learned that they can be produc1ve with fewer people. But that philosophy has its
downside. With fewer employees doing more work and with management decreeing employees must be on call
24/7, short term produc1vity oNen falters. Instead, companies are now seeing apathy, mistakes, and employee
exists.
Genera1on Xers want more training, promo1ons and more vaca1on 1me, be er health care, and higher pay.
Millennials expect hand holding, training, and lots of recogni1on. Yet, once they are trained and produc1ve they
rarely stay on to become seasoned workers. Most expect to climb the ladder by moving on from job to job, firm
to firm.
But, increased compe11on in the U.S. and from overseas means that trained and seasoned workers are now
invaluable. How to keep them on the job and produc1ve?
1. Develop an Employee Reten1on/Mo1va1on Plan that is especially designed for your company and can
be accomplished within your company’s budget. That means being crea1ve. More money isn’t always
the answer and while “pay for performance” is a growing trend, “performance” is subjec1ve and oNen
hard to prove. Remember to include mo1vators that appeal to the unique needs of your three
genera1onal workforce.
2. Get employee “buy in” as you develop the plan. Surveys and focus groups will help iden1fy specific
mo1vators and help you create a sense of urgency that will help “sell” your plan to top management.
3. Show top management how employee reten1on and mo1va1on improves the bo om lineproduc1vity and profitability.
4. Communicate the plan clearly and equally throughout your firm.
5. Con1nue to communicate as you implement the plan.
6. Share the results with all workers- not just top management.
If you don’t have the 1me or the person power to develop and implement an Employee Reten1on/Mo1va1on
Plan, hire a professional contractor to help you. Don’t lose your most important assets. Make 2013 the year of
“The Happy, Produc1ve and Mo1vated Employee.”
Page 5
Chapter News - January 2013
Recent News from the DOL
Connec ng with SHRM
SHRM has embraced many different communica1on
tools to provide members with 1mely, relevant
informa1on.
Focus on HR video
broadcast on YouTube is
an excellent example.
San Antonio Restaurants Sued for $1 Million in Back
Wages
Machine Manufacturer Exposed Workers to
Amputa1on Hazards
Chemical Manufacturer Cited Following Fatality
Employees at Prin1ng Company to Receive $96,000
in Back Wages
New Jersey Contractor Fined for Electrical Hazards
Focus on HR, January 4, 2013
Feature: Strategic Rela1onships
Interview: New Board Chair Be e Francis
News:
Building crea1ve teams
Report on EVP (employee value proposi1on)
New hire database
Visit the SHRM website for other ways to Connect
with SHRM.
Memphis-based Tent Company Pays $133,000 in
Back Wages
3 New York Restaurants Ordered to Pay $1 Million to
255 Employees
Ohio Union Official Sentenced for Embezzling
$110,000 in Union Funds
Illinois-based Fitness Center Faulted on Hazardous
Chemicals
Minimum Wage Viola1ons Found at Oklahoma
Restaurant
Food Products Manufacturer Cited for Process
Safety Management
Wisconsin Company Cited aNer Worker’s Death
For more informa1on, go to:
h p://www.dol.gov/opa/media/press/opa/
Chapter News - January 2013
Page 6
2013 SuncoastHR Board Execu ve Officers
President
Hazel Butcher, SPHR
President@suncoasthr.org
Secretary
Ka1e Kato, SPHR
Secretary@suncoasthr.org
Past President
Bill Grob, JD
Pastpresident@suncoasthr.org
Vice President of Membership
Crystal Winkler, SPHR
Membership@suncoasthr.org
President Elect
Lovese Purifoy, MSM, SPHR
Presidentelect@suncoasthr.org
Vice President of Professional Development
Melissa Robinson, MBA, SPHR
Professionaldevelopment@suncoasthr.org
Treasurer
Mary Trombitas, SPHR
Treasurer@suncoasthr.org
Vice President of Public Rela ons
Darlene Myers, SPHR
Publicrela1ons@suncoasthr.org
2013 SuncoastHR Commi ee Chairs
College Rela ons Director
Jan Soran, MBA, PHR
collegerela1ons@suncoasthr.org
Membership, Engagement & Reten on Director
Chris1ne Upp, PHR
memberengagement@suncoasthr.org
Communica ons Director
Anne Lanning, SPHR
communica1ons@suncoasthr.org
Programs Director
Mike Swain, PHR
programs@suncoasthr.org
Conference Director (OTCE)
Aisha Butcher, SPHR
conference@suncoasthr.org
Social Media Director
Barb Higel
socialmedia@suncoasthr.org
Diversity Director
LoAn Nguyen, MBA, PHR
diversity@suncoasthr.org
Sponsorship Director
Kathy Erickson
sponsorship@suncoasthr.org
Government Affairs Director
Bob McCormack, JD
governmentaffairs@suncoasthr.org
Website Director
Jenni Stone, PHR
webmaster@suncoasthr.org
Hospitality Director
Melodie Wilcox
hospitality@suncoasthr.org
Workforce Readiness Director
Tamara Holloway
workforcereadiness@suncoasthr.org
HR Cer fica on Director
Tim Sparks, SPHR, MPM
cer1fica1on@suncoasthr.org
World at Work
Susan Lindelof, PHR, CBP, CCP, GRP, CESP
Job Bank Director
Dennis Wierk
jobbank@suncoasthr.org
At Large 1 - Diane Sacks, PHR: atlarge1@suncoasthr.org
worldatwork@suncoasthr.org
At Large 2—Gyda DePeppeMBA, PHR: atlarge2@suncoasthr.org