nova shrm january 2015 newsletter

8/9/2019 NOVA SHRM January 2015 Newsletter

1/11

In This Issue

Upcoming Events

HR in the News

Featured Member

SHRM Certification

HR Jobs

Organizational ConflictVA SHRM State Conference

Legislative Alert

HR Library

Mentoring Program

Student Focus

SHRMFoundation

Referral Program

Upcoming Events

January 23Compensation & Benefits SIG

Global Wellness Survey Results from

Buck Consultants

Speaker:Dave Ratcliffe

Location:Tysons Corner

Time: 8:00amRegister Now

January 27New Member Orientation

Location:Tysons Corner

Time: 4:00pm

Register Now

January 27Using Organizational Conflict to

Your Advantage

NOVA SHRM Pulse

Welcome to the new year! As you ease back in to the

office grind, what's on the top ofyour professional priority

list for 2015?

According to SHRM, Forbes, and Workforce Management,

talent management and development is a priority for

organizations, now and in the future. For HR professionals

like us, this means developing our skillset and knowledge

to fulfill our work and continue bringing value to the

companies we serve. While some of us are just starting out

our careers, others of us may have mastered the

practitioner toolkit in our respective HR disciplines. But we still have a lon

way to go getting to that missioncritical level in truly understanding the

business we lead or support. This is the business acumen competency tha

SHRM identifies in its evidencebased model, and it's what leaders and

CEOs really want from their HR partners "to understand the business

better in order to bring greater value to the table." If you don't understa

the industry dynamics in which your organization operates (whether for

profit or nonprofit), how are you able to recruit top talent that will truly

make a difference? If you can't articulate your company's strategy and wh

that really means, how will you know that what you're doing isn't

inadvertently undermining the cause?

My purpose as President of your chapter this year is to ma ke sure NOVA

SHRM is helping you develop your talent to position you for high

performance, success and growth in your role, your aspirations, and your

career. Don't be afraid to dive into the unknown and ask questions, read

up, or take a class. Make the commitment to spend the extra time and

effort to learn something new about business, and at a deeper level. I

challenge you what will you do in 2015 that makes you a better HR

professional?

Mimi Shieh, PHR

NOVA SHRM President
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tZni1_LfsoE6eM2snP-SFeJ4AE=http://-/?-http://-/?-http://-/?-http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fD3S8l0-tZni1_LfsoE6eM2qH-P6WveKJ2f5mbJ1FGolE7KuFPs_8SnogwR-OJLLq0=


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3/11

What are you looking to pursue in

the future, and how do you think

SHRM can help you achieve your

future goals?I am looking to become

an HR professional and continue my

passion for supporting others. NOVA

SHRM is a wonderful way to learn

and meet other professionals in the

industry.

Read More

2015 Board Members

Mimi Shieh, PHR

President

Michelle Cleavenger, SPHR

PresidentElect

Megan Sacco, PHR

CoVP, Programs

Edie Freeman, SPHR

CoVP, Programs

Mary Kitson, PHR

VP, Mentoring

Lawrence Postol

VP, Legislative Affairs

Jennifer Djouadi

VP, Special Interest Groups

Brian Diemar, GBDS

VP, Marketing & Public Relations

Nancy BonnafeRiegle, PHR

Treasurer

Sharifa Gomez, PHR, CHRP

Director

Emily Dorsey

Secretary

Marianna Knight, SPHR

Strategic Planning Leader

Jennifer Zanone

Director, SHRM Foundation

Keisha Morton

VP, Membership

John Herweh

VP, Education

Renae Barlieb

Social Media Strategist

Danielle Tope, PHR

Working quickly to find sustainable solutions in

organizational conflict situations is the story of an HR

professional's life. I listed a few conflicts from my days

as Corporate Manager of HR for The Washington Post

Company, below. They were the first few that came to

mind, and I'm sure you'd have an interesting list, too

or manifesto.

Should we focus on mission or the bottom line?Is Work/Life balance the employee or the organization's

responsibility?

Should the organization decentralize (for speed) or centralize (for

efficiency)?

Should our strategy initiatives focus on tactical or longterm?

Should vertical or horizontal be emphasized in the organization

design?

Which leadership competency should be emphasized, confidence o

humility?

Which leadership competency should be emphasized, clarity or

flexibility?Which leadership competency should be emphasized, grounded or

visionary?

Do we best promote employee engagement by focusing on

individuals or teams?

What will best support success maintaining tradition or promotin

innovation?

Cost or Quality?

Focus on Customers or Focus on Employees?

Focus on the Organization or Focus on the Community?

The "What Kind" of Conflicts Either/Or? Both/And?

Whether to write this article in French or English is a conflict that is

either/or for a U.S. based audience. We need good either/or problem

solving it's absolutely essential. However, some conflicts are more

effectively and sustainably addressed as "both/and." I framed the conflict

above as "either/or" because the tension between competing values ofte

shows up that way and for purposes of this article. For certain conflicts lik

those listed above, experience teaches us that they aren't "solvable" (i.e.,

once and for all) by choosing one of the alternatives. In his book "Good to

Great" Jim Collins refers to tapping into the "genius of the 'AND'" andavoiding the "tyranny of the 'OR' ". When leaders, teams, and organizatio

treat "both/and" interdependent pairs as "either/or" problems to solve, i

actually creates conflictand undermines the speed, attainability, and

sustainability of the desired outcomes.

The dynamic between interdependent pairs operate very predictably lik

the energy exchange between inhale and exhale in maintaining life. Each

needs the other over time to be effective and to attain the greater goal th

both elements share. In "both/and" organizational conflicts, it's possible t

intentionally tap into these energy system exchanges to turn the conflict
mailto:[email protected]:[email protected]:[email protected]:[email protected]://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fB75jErMigKruVcIrKCk5gKumgtvNcNT3tOXEOnREoVpb_FwVLy2QB5mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fB75jErMigKrhokYZMYFGQMsJdpG-Bw7qGRcdpxKMD-Hg==mailto:[email protected]:[email protected]://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fD3S8l0-tZni1_LfsoE6eM2cLtVdckH2B0fDpg5YLRtRQ5Oqzu--Y-7Ao88S9KXe2Q=mailto:[email protected]


4/11

University Relations Coordinator

Drema McCoy, PHR

Newsletter Editor

what appears to be), into sustainable advantage. It's similar to how a surf

uses a riptide to his or her advantage.

Through experience, surfers have learned how riptides work and safely us

the energy to their advantage. They ride the riptide out to the waves like

it's a natural conveyer belt then surf waves back toward the shore. Surfer

playin what can be deadly. Swimmers who don't see and understand how

riptide dynamics work can get into serious trouble. When they realize

they're being carried away from shore, they panic and expend all theirenergy in a fruitless attempt to swim faster than the riptide is carrying

them. Hundreds of lives could be saved every year if swimmers knew how

riptides worked and what the process was to escape them (swim parallel

the shore, for those who aren't aware).

Like riptides, "both/and" interdependent pairs we call them "Polarities"

are energy systems that hold great potential for leverage if you know how

they work and apply the right process. This is why the business literature

so clear that leaders, teams, and organizations that leverage

interdependent pairs/polarities well outperform the ones that don't. And

there are many benefits for HR. A few are: 1) It contributes to the individusuccess of HR practitioners; 2) It promotes employee engagement; 3) It

enhances the value proposition for HR in organizations and the HR field a

whole.

You may have heard Polarities go by other names, such as:Adaptive

Challenges, Competing Values, Contradictions, Dichotomies, Dilemmas,

Dualities, Dual Operating Systems, Dual Strategy Cultures, Paradoxes,

Tensions, Theory X and Y, Opposite Strengths, Wicked Problems.They are

"new" or a "flavor of the month." You've been leveraging the polarity of

Activity and Rest and many others your whole life. In 5000+ years of

recorded history we've been leveraging Yin and Yang, Justice and Mercy,

Masculine and Feminine more or less well. Seeingunsolvable (but leverag

able) "both/and" polarities as distinct from solvable "either/or" problems

an important first step in the process.

Mappingis the second step. A big part of our work at Polarity Partnership

is dedicated to creating valid and reliable mapsfor hundreds of polarities

that show up in diverse organizations. A continuously growing and

improving library of maps makes it fast and easy for our partners who see

to leverage polarities (for conflict, change initiatives, strategy developme

team building, diversity/inclusion, leadership development and coaching,etc.). Making these maps available reminds me of "triptiks" that AAA

provides auto travelers before they embark on a journey. The map is not

the territory though; so three additional steps are necessary.

The "So What" and "Now What"

Assessing, Learning, and Leveragingcomplete the 5Step process, taken

together, "S.M.A.L.L." Seeing, Mapping, Assessing, Learning, Leveraging

When it's clear what polarity/ies are particularly active in an organization

we can start by using or modifying polarity map/s, essentially "starting wi

'A.L.L' to begin 'S.M.A.L.L.'"Assessingusing powerful technology address
mailto:[email protected]


5/11

needs for scale (team, enterprisewide, etc.) and lets key stakeholders

know how well or poorly leverage is occurring.

No technology will ever do the hard work of Learningand Leveraging b

wouldn't that be great? We'd receive an alert before getting stuck in

polarity conflicts or experiencing drama, toxicity, damaged relationships,

wasted time, squandered resources or feelings of incompetence,

inadequacy, embarrassment or humiliation.... I'd download it even if it

weren't free. How about you? Until we have a "PolarityLeverager" killerapp that magically alters the time/space continuum on all of our

smartphones, we will need to do a process/technology combo. Learningi

where the hard work fromAssessmenthappens, and it can be coupled w

training in the basics of how polarity dynamics work a version of "teach

person to fish" (or surf). Leveragingis the step for making decisions abou

how to do what needs to be done. It's where the key stakeholders own th

conflict and solution the steps to create leverage which is a good place

to conclude, for now.

Conclusion

Conflicts in organizations often land in HR, but it's not HR's job to be theorganization's polarity surfer. The more leaders, teams, and the

organization understand how polarity conflicts work, the more likely it wi

be that advantage in conflict will result. HR can do a lot, but in can only do

so much to ensure safe swimming and surfing. Leveraging polarity conflic

riptides is everyone's work and HR should never do it (or try to) alone. I

preach to the choir, but do so because I learned the hard way. Humorist

Richard Armour once said, "Most people's hindsight is 2020." Will Rogers

said, "Good judgment comes from experience and a lot of that comes from

bad judgment." I named my company "Xperience LLC" when I went out on

my own in 2007 to serve as a humbling and poignant reminder about whe

my "good judgment" and "20/20 hindsight" came from (a process that

continues, I should add).

Surfs up on January 27th! We'll take a splash into the difference between

solvable problems and unsolvable (but leverageable) polarities and apply

the S.M.A.L.L. process and Polarity Map for a couple of polarity conflicts.

We'll also start with "A.L.L." to begin S.M.A.L.L. for a polarity conflict ever

HR professional and every organization uses to their advantage (more or

less well we'll find out!). Don't forget to take the short, 12question surv

before you come! Here's the link:

http://www.polarityassessment.com/pmap/?p=2932

I hope to see you and I'm excited about the opportunity to share a learnin

space with you!

Mark Your Calendar: Virginia SHRM

State Conference!

Revolutionary HR Marching Onward
http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fANaqS4wSxJj0xaNJH8WRAJ7WNDvgIn_wgSUDM2bbp7svbTMf_zmGSQ9xGvoIxpZulgD7-mmp89qw==


6/11

2015 Virginia SHRM State Conference

March 09 11

Williamsburg Lodge

Click Hereto view the Conference Schedule.

Click Hereto learn more and register before the price goes up!

Legislative Alert

This Legislative Alert is brought to you by Lawrence P. Postol, Vice President

for Legislative Affairs, NOVA SHRM, and Partner at Seyfarth Shaw, LLP.

DOJ Extends Protection To Employees Based

On Gender Identity; 2014 District of Columbia New

Employment Laws

DOJ Extends Protection To Employees Based On Gender Identity

Attorney General Holder announced in December, 2014 that the U.S.

Department of Justice will take the position in litigation that the protectio

of Title VII of the Civil Rights Act of 1964 extends to claims of discriminatio

based on an individual's gender identity, including transgender status.

In a memorandum released by the U.S. Department of Justice, "Treatmen

of Transgender Employment Discrimination Claims Under Title VII of the

Civil Rights Act of 1964," Attorney General Holder concludes that "after

considering the text of Title VII, the relevant Supreme Court case law

interpreting the statute, and the developing jurisprudence in this area, I

have determined that the best reading of Title VII's prohibition of sex

discrimination is that it encompasses discrimination based on gender

identity, including transgender status."

In the memo, Holder informed all Department of Justice Component Hea

and United States Attorneys that the Department will no longer assert tha

Title VII's prohibition against discrimination based on sex excludes

discrimination based on gender identity per se, including transgender

discrimination. In doing so, Holder reverses a previous Department of

Justice position on this topic.

The memo clarifies the Civil Rights Division's ability to file Title VII claims

against state and local public employers on behalf of transgender

individuals. Note, however, that the Department of Justice does not have

authority to file suit against private employers.

Nevertheless, various legal protections exist for employees in the private

sector, including for employees of government contractors.

It should also be noted that 18 states have extended their

nondiscrimination laws to protect people based on sexual orientation and

gender identity.
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HR Library & Important News

Social Media Recruiting Has Similar Risks as Word of Mouth

Just as wordofmouth recruiting can lead to discrimination claims if it is tsole method of recruiting used in a nondiverse workforce, "recruitment

performed solely through social media could lead to potential

discrimination issues," Susan Gross Sholinsky, an attorney with Epstein

Becker Green in New York City, told SHRM Online.

"Wordofmouth recruiting is not per se prohibited as a sole means of

recruiting," noted Scott Fanning, an attorney with Fisher & Phillips in

Chicago. "The EEOC [Equal Employment Opportunity Commission] actual

takes the position that in a racially diverse workforce, wordofmouth

recruiting 'can be an effective way to promote diversity.' "

But he added that "in a nondiverse workforce, the EEOC takes the positio

that it can become a 'barrier to equal employment opportunity.' The reas

for this is that if an employer's workforce consists primarily of members o

one race, wordofmouth recruiting will tend to get the word out only to

members of that same race. This can lead to the applicant pool for a given

position not reflecting the diversity in the labor market."

Similarly, social media being used as the sole method of recruiting poses

risks "because of the demographics of the users of such sites," Sholinsky

said. "According to Pew Research 2013 statistics, 90 percent of 1829yeaolds who use the Internet use social networking sites, whereas only 65

percent of individuals age 5064 using the Internet also use social

networking sites."

Read More

CHROs Wanted in 2015

Chief human resource officer (CHRO) will be one of the most indemand

executive positions for 2015, according to a new report from recruitingconsultants Korn Ferry.

Companies will also be searching for senior leaders in the cybersecurity,

digital and innovation arenas. The hottest sector overall for executives

looking for new opportunities will be in health care.

Korn Ferry based its predictions on a poll of senior executive search

consultants conducted in October and November 2014, findings on

executive search requests from around the world, and an analysis by its

senior search consultants. The list of hot jobs, which is in no particular
http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fD3S8l0-tZni1_LfsoE6eM2qH-P6WveKJ2f5mbJ1FGolE7KuFPs_8Sn_Xq3bU7sJ4M=http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fBUk0LAQODDmEvBh7AqvhuJPmKUabvFoKaySc7degVFHXZuVfrkIJwnE0R__MwdeLEcs3_F5OHvz8Da7O9ZpWyK5NDDPwQdSkt-9ryBjQtCIBqD4p2xeAs9


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order, spans all industries.

"These positions are in high demand because they represent four

underlying global business trends: the need to increase revenue growth,

heightened awareness and greater vigilance surrounding issues of privacy

and security, the need to create deep engagement with customers, and

finally, major changes in the health care industry," said Korn Ferry's

Executive Chairman of the Americas Bob Damon.

Read More

Mentoring Corner

Embrace Ambition!

Now Recruiting for the 2015 SHRM Mentoring &

Leadership Development Program!

Download the application

Sharpen your professional edge

Enhance your leadership presence

Maximize learning opportunities

We're now recruiting for the Washington, DC metro area's premier

mentoring and leadership development program for HR professionals!

Whether you're still in the formative years of your career or fairly

accomplished, the NOVA SHRM and Dulles SHRM Mentoring & Leadershi

Development Program can help you to distinguish yourself professionally

and speed your progress towards meeting your personal developmentgoals. Please visit www.novashrm.orgor www.dullesshrm.orgfor more

information and to download an application. Applications are due on or

before midnight on January 31, 2015.

Mentoring is more important than ever, and the ability to change and gro

in your career is an increasingly critical skill to have. Our Pinnacle award

winning mentoring program can help you to:

Expand your professional network,

Learn peergroup mentoring skills,

Build HR and business competencies,

Enhance your leadership presence,

Overcome career obstacles, and

Earn credits towards recertification!

We will sponsor approximately 14 chapter members to participate in the

program, which integrates multiple types of mentoring techniques,

leadership development, and peer learning networks. Over the course of

the last 16 years, participation in our program has consistently resulted in
http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fD3S8l0-tZni1_LfsoE6eM2snP-SFeJ4AE=http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fBUk0LAQODDmEvBh7AqvhuJceRfWku5SHfZudczxbc7WW115xSnJD_kcnEuYERJx4loK4SCWOq6CWsATxaU9iu32R_Rs19nx7pTiCMpxeS5oybu95p-LHMWWGx8E7YXayBmhLlY_r0K_JfKCYKaH91jiZLgw9RCxzyq35d_XXO7dryBPmMXKV-85UJE3H2sAe2J-anE5W0z6JbreIO-_HGih6AQI1hr6VsakcGSIbtstJ8sgJFCl21jPOBE_dsF3Up6o-eSqTcLqflGBA7n_u5lE13EBkUVKdbSV3qIIgSH9ZnoTP-r_4D5ZTAsFxc4Stc=http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fD0ffuZuIai7LL10RJdzd45TF0NrOpTKiA=http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqfGJ9au_znbUa8zEmDKEuuu13ogZ7eJMEyqR73qP8sTeOBPXowGJzqVUztzp3cLcYerMi-wCbAh63zZb7lCwKu2BX_muczRuWGoNuSk9kn2H4ZDYiGU3WECQX4mysvtJYKLbiAt3ZCpYA=


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enhanced peer networking for 100 percent of alumni as well as lateral an

vertical career moves for over 75 percent of alumni.

Group mentoring meetings are held the second Wednesday of each mont

from 6:00 p.m. to 8:30 p.m. in the Tyson's Corner area. You must be a

member in good standing with NOVA SHRM or Dulles SHRM to participate

If you're curious about this innovative program, please participate in one

the information sessions, held in January, at one of the local SHRM chaptmeetings. Or contact Mary Kitson, Program Director, at [email protected]

or [email protected] more information.

Our Student Members ROCK! Don't believe me, just check out this month

featured member. Every month, NOVA SHRM will be spotlighting a studemember. NOVA SHRM is committed to providing a platform for our

students to network, be mentored, gain employment and develop

professionally a strong start for their HR career!

Our Student membership grew by 4% last month. We now have 26 studen

members represented by George Mason University, Northern VA

Community College, University of Maryland University College, Catholic

University, Webster University, Georgetown University, Keller Graduate

School of Management and Marymount University.

UPCOMING STUDENT CONFERENCE

Prepare. Engage. Succeed

Register Now!

East Division

March 2021, 2015

Baltimore, MD

SHRM CASE COMPETITION AND CAREER SUMMIT

The SHRM Case Competition and Career Summit (formally the SHRM

Regional Student Conference) has been revolutionized for 2015! This yea

event will bring students, student chapter advisors, faculty members andHR professionals together in a meaningful way. Whether you want the

opportunity to hear from intheknow keynote speakers, sit down with a

local HR practitioner to get your individual workforce/professional

questions answered, or compete in the coveted SHRM case competition,

this event is sure to change your perspective on what it means to be a

member of the HR community. For more information, please visit:

http://conferences.shrm.org/studentconferences.

If you are interested in attending the conference and/or competing in the

Case Competition, please email Danielle Tope, SHRMCP, PHR at
mailto:[email protected]:[email protected]://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fB7awyNPj_wsP6mBTgBIEpKs8DLgEmkPynhZ_QNi0ngZ4YrboySnVqbA_hR3omMbN8=


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[email protected].

SHRM Foundation

Evaluating Worksite Wellness: Practical Applications for Employers

Fostering a healthier workforce can build significant competitive advantagHowever it is often challenging to develop, execute and sustain an effecti

worksite wellness program. Demands to justify the costs of wellness

programs continue to grow, and collecting and analyzing the data is often

complex and timeconsuming task. This publication can help.

Evaluating Worksite Wellnessprovides techniques, tools and strategies fo

evaluating a wellness program effectively. It covers the issues essential to

any evaluation in a straightforward, stepbystep fashion that is thorough

yet easy to follow. Using these tools to develop and evaluate your wellne

program will help you to offer more targeted, costeffective interventions

that yield results. Not only will you save your company money, you will al

help improve the health and wellbeing of your employees.

Download your complimentary report.

NOVA SHRM HR Excellence Referral

Program

Did you know that you can receive rewards for referring new members to

NOVA SHRM? To take advantage of our HR Excellence Referral

Program, just invite your colleagues and friends and introduce them to th

value and advantages that you have been enjoying by participating

in the Chapter.

How does it work?

1. Introduce a colleague/friend to NOVA SHRM by attending an even

or simply telling them about the Chapter.

2. Your colleague/friend becomes a member and is approved for aProfessional membership (Professional, Student, or an Associate

3. Membership).

4. Your colleague/friend remains a member for a minimum of 6

months.

What do you gain as your benefit?

Number of

Referrals

Your Benefit

1 1 free monthly meeting of your choice
http://r20.rs6.net/tn.jsp?e=001j6at_ZWLsongBQPld2DXHvamiShAxUD-Z5wHk8tcCBz-_Vv1cEANWG4s8giDVKqf_5ADvgYO0fBUk0LAQODDmEvBh7AqvhuJy4Iu24CtOKzeyCtdAg1wVayfUtBz-nQBvOZtSk4AIIJ5Ya5VhXq_729oydRbsakoMi2ejD708a8vEWQX6A7ZvxO_RNyjviuPkIcM7RG1qbw=mailto:[email protected]


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2 2 free monthly meetings of your choice


1 free annual NOVA SHRM membership


1 free annual NOVA SHRM membership

If you have met the qualifications for this program, please send a messag

to the VP, Membership, Keisha Morton, at [email protected] details including:

1. Your Name;

2. Membership category;

3. Years of membership status ;

4. As they become available, the meetings you are interested in

attending.

I hope you enjoyed the latest edition of our monthly newsletter. Pleasecontact me at [email protected] provide feedback

and comments, to submit an article, or to sponsor the next issue of the

NOVA SHRM Pulse.

Sincerely,

Drema McCoy

Newsletter Editor

Copyright 2015. All Rights Reserved.

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