Philadelphia SHRMApril 2011 News

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2April 2011

President

Kelly Cornish

President Elect

Christine Derenick-Lopez

Past President

Ashley Tappan

Strategic Fellow

Sylvie Clerie

VP, Legal

Sam FirstVP, Finance

Salonia Brown

VP, Communications

Mary Doria

Communities Co-Chair

Therese WilliamsMark DAntonio

CO-VP, Development

Gloria Sinclair Miller

VP, HR Disciplines

April Smith

Emerging Leaders Co-Chair

Erik JohnsonPatty McConnell

Membership Co-Chair

Valerie Walls

Membership Co-Chair

Rich Krekstein

Mentoring Chair

Kimberly WoodsCertification Chair

Sheila Scanlon

Association Management

Seamless Events Inc.

Thursday, 04/28/115:30pm-8:30pmEmerging HR Leaders Networking and Wii NightThe Field House1150 Filbert StreetPhiladelphia, PA

Wednesday, 05/04/117:30am-11:30amProfessional DevelopmentThe Post-Recession Workplace: Positioning Your Company to Get Ahead of the CompetitionLoews Hotel1200 Market StreetPhiladelphia, PA

Friday, 05/13/1112:00pm-1:00pmWebinarAdvance Your HR Career with a Profession-al SHRM CertificationGoToMeeting

Friday, 05/20/1112:00pm-1:00pmWebinarForging Ahead: Is HR Consulting for me?GoToMeeting

UPCOMING EVENTS

contents

Philadelphia SHRM News 3phillyshrm.org

Presidents Message

The Job Search. It’s Your Decision

PSHRM Emerging Leader Scholarship Award Announcement

Ready to Pull Your Hair out Because H1-B Hit 2011 Cap?

4 8

10

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Photo by T. O’Keefe for GPTMC

4April 2011

Preparing the Workplace for Post-RecessionMaybe? Economists, headlines, predictors, columnists, world leaders, the HR World – many are calling the days ahead the Post Recession. Just a few weeks ago our Congress cut $38.5 billion from our nation’s federal budget – the largest in our nation’s history – which in layman’s terms will ultimately result in more job losses. To this end, we as HR professionals must stay poised for whatever comes our way, increased spending, decreased budgets, and zero based budgets as we consistently search for the best talent and attempt to sustain the “A” players within our organizations. Our next Professional Development Series at Philly SHRM on May 4th will focus on The Post Recession Workplace. This engaging and interactive affair with panelists and a keynote will focus on key components and applications related to how HR Executives are succeeding as much of today’s workforce is drained from “doing more with less” and feeling the major effects of downsizing of the past few years.

Our headliner for this event is Steve Williams, Ph.D., SPHR. Dr. Williams spent his career identifying trends in and solutions to complex workplace issues. He has provided his expertise in areas such as best company practices, employer branding, compensation and benefits, leadership development, and other workplace issues. He spent numerous years directly working with and conducting strategic workshops for business leaders such as CEO’s, CFO’s, HR executives and the like, and has been used by organizations as a spokesperson on best company practices.

In closing, a recent CNNMoney.com article captured the essence of the current state of affairs entitled “As Economy Slows, Jobs Recovery Continues,” and Jonas Prising, president of the Americas for job placement from Manpower Group summarizes (below) the HR perspective, “No one is ready to pronounce the labor market recovered from the damage of the recession -- not with unemployment still near 9% and total employment still more than 7 million jobs below where it stood when the recession started. But Prising and other experts said there are definite signs of improvement beyond the numbers. “We’re seeing candidates receive multiple offers,” he said. “That means companies are interested in good talent. It’s been a while since we’ve seen the situation where candidates are saying, “No, thank you, I have another offer.” http://money.cnn.com

Regards,Kelley F. Cornish, MA, CCDPPresident, Philly SHRM

the President’s Corner

This interactive session will discuss how HR Executives have weathered the economic storm and will highlight which areas HR leaders must focus on in a post-recession economy to become successful lead-ers.

The recent economic downturn has caused companies to rethink their business strategies and practices. Many of the changes that were implemented as a result of the weak economy will likely continue after the economy rebounds, and new approaches will also be implemented. This session will address how HR leaders responded to the economic challenges within their companies and what lessons they learned moving forward.

We will explore through a panel discussion some of the key issues HR professionals are concerned with as they develop strategies for the Post-Recession workplace.

Speaker: Steve Williams, Ph.D., SPHRDirector of E-Media Innovations and Business Development at the Society for Human Resource Management and was previously the Research Director at SHRM.

Venue:Loews Philadelphia Hotel1200 Market StreetPhiladelphia, PA 19107-3615

To Register for this event visit: http://www.phillyshrm.org

Cost:$50 Members / $65 Non-Members / $30 Students

6April 2011

The Post Recession Workplace Position Your Company To Get Ahead of the Competition Breakfast MeetingWednesday, May 4, 20117:30am-11:30am

8 April 2011

There are two ways to conduct a job search in the 21st century. One has a dismal track record. The other one, a newcomer to the job search landscape, has been specifically engineered for both short- and long-term success.

Whichever method you choose is entirely up to you. You can stay with the traditional method if you don’t mind extended periods of frustration and emotional distress. Or you can take charge of your own career with a bold new system that:

• places full accountability for success on your own shoulders • demands the best you have to offer — nothing less; and• requires you to have mental toughness and a positive mental attitude.

I suggest a bold new system that provides a plan for winning the race for 21st century jobs.

Let’s set the stage. The so-called “traditional” approach to the job search goes something like this:

First, you tidy up your resume, slap a cover letter on top, then check the Internet job boards for a position that looks like a good fit. Sometimes there’s a form you need to fill out with some personal information. As a final step, you’ll probably need to attach your documents then click the SUBMIT button. Easy, quick, and effective.

Well, not quite. Easy? – yes. Quick? – yes. Effective? – No way!

Did you ever stop to think about what actually happens on the other side of that SUBMIT button? Who actually gets your resume anyhow? Are they dutifully passing your paperwork up the line to an appropriate decision-maker for review? Or are they making paper airplanes out of it? And by the way, how would you ever know?

One thing is certain: Since you don’t know them and they don’t know you, it’s a safe bet that they will have little interest in helping you. Why should they? You mean nothing to them. You’re just another name on another resume. I’ll bet that your plumber has more name recognition with you than you do with the nameless, faceless people on the other side of the SUBMIT button.Organizational realignment involves closing the structural gaps that are impeding the company’s desired level of performance. Designing a flexible organization that can adapt to changing business conditions requires:Breaking out of the org chart.Realigning core business processes.Focusing on the organization’s talent.Regulating the addition of work tasks.

Break Out of the Org ChartUnder pressure to take swift and decisive action, many organizations overlooked or paid cursory attention to five key areas (see table below) during the economic downturn, only to have one or more of them cause significant

As you can probably guess, this type of job search leads to extended periods of waiting, worrying and wondering. In most cases, you end up with woefully little information

The Job Search: It’s Your DecisionRod Colón

Philadelphia SHRM News 9phillyshrm.org

regarding status and updates. Your patience wears thin while your blood pressure climbs. You get no response, no feedback, no status of any kind. You’re left completely in the dark. It’s as if your resume has just been sucked into some enormous black hole in space. And for all practical purposes, it has.

The bold new system is logical, precise, and driven by CEO-style business logic. It leverages the power of advocates — people who will help you get connected to decision-makers or contacts who know those decision-makers — within a company that interests you. It requires you to develop a powerful value proposition which, if designed correctly, will just about require any sensible decision-maker to grant you an interview.

The system is starting to pick up traction on blogs, networking and job search web sites, and local newspapers, but the message is really starting to gain attention on social networking sites like LinkedIn, Facebook and Twitter.

There’s a good reason for this: It gets results. In the past six months alone, our “landing rate” has almost tripled.

There are four key components to my job search system: Professionals must:

1. Develop their networking skills in order to form relationships based on mutual trust and reciprocity

2. Adopt a CEO mentality in running their careers as a business

3. Craft a compelling value proposition that will attract the attention of any decision-maker 4. Follow a precise 7-Step Job Search Methodology for carrying out their search.

The work will be demanding. There are no shortcuts or guarantees. You’re either in it to win it, or you’re not in it at all. Let’s get started.

Rod ColónCareer Management Consultant, Executive Coach, Speaker, AuthorWeekly Co-Host of Radio Show “YOUR CAREER IS CALLING”. 732-367-5580

www.RodColon.com

The Job Search: It’s your decision Continued...

On March 31, 2011, Philadelphia City Council approved a highly controversial “ban the box” ordinance. The ordinance generally prohibits City agencies, as well as private employers with 10 or more employees in Phila-delphia, from inquiring about or requiring any person to disclose any criminal convictions during the application process - such as by using a yes-or-no “checkbox” on an initial job application - or before or during the appli-cant’s first interview.

Additionally, certain inquiries relating to arrests and criminal accusations made against applicants are prohibited. The ordinance is designed to assist in the successful reintegration of formerly incarcerated individuals. Philadel-phia Mayor Michael Nutter is expected to sign the bill which would take effect in 90 days. With this ordinance, Philadelphia will join the growing list of cities and states that have enacted similar “ban the box” laws. Employ-ers should alert individuals involved in the hiring process and consider revising employment applications to comply with these laws.

If you would like further information about the Philadelphia ordinance or any similar “ban the box” law that may affect your company, please contact a member of Blank Rome LLP’s Employment, Benefits and Labor PracticeGroup<http://reaction.blankrome.com/rs/ct.aspx?ct=24F7681ED6AE4EE0CDD881ADD629911E918E408EE7F129F73BC54751422>.

“Ban the Box” Ordinance

Philly SHRM Emerging Leader Award Scholarship Announcement The Philadelphia Regional SHRM Chapter is excited to announce its annual Philly SHRM Emerging Leader Award recognizing emerging human resources leaders who are new or about to enter the profession and have demonstrated commitment to and overall excellence in human resources. This award is intended to support the development of emerging human resources leaders by assisting them in achieving their educational and/or professional credentialing objectives.

Eligible emerging leader candidates include those new to the HR profession or college students currently enrolled in a human resources program or a program in a related area. Individuals are considered new to the HR field by virtue of a recent career change or recent college graduation. Nominations for the award must be made by a senior manager (for new HR professionals) or by a faculty member (for college students) who can comment on the individual’s contributions to the human resources community or commitment to pursuing a career in human resources via work or academic performance. Eligible candidates must also complete an award application and brief essay.

Selected candidates will have an opportunity to be awarded a $400 monetary scholarship (for college students) or a SHRM membership and set of PHR/SPHR certification study manuals (for those new to the profession). The award will be presented at the June 15th Philadelphia SHRM Networking Event, Loews Hotel, 1200 Market Street, Phila., PA 19107-3615.

To apply, please go to http://www.phillyshrm.org and click on Philly SHRM Emerging Leaders Award Information. If you would like to learn more about the Philly SHRM Emerging Leader Award, please contact Christopher Newman at 215-686-9724 or Christopher.Newman@phila.gov.

10 April 2011

Philly SHRM Emerging Leader Award Scholarship Announcement The Philadelphia Regional SHRM Chapter is excited to announce its annual Philly SHRM Emerging Leader Award recognizing emerging human resources leaders who are new or about to enter the profession and have demonstrated commitment to and overall excellence in human resources. This award is intended to support the development of emerging human resources leaders by assisting them in achieving their educational and/or professional credentialing objectives.

Eligible emerging leader candidates include those new to the HR profession or college students currently enrolled in a human resources program or a program in a related area. Individuals are considered new to the HR field by virtue of a recent career change or recent college graduation. Nominations for the award must be made by a senior manager (for new HR professionals) or by a faculty member (for college students) who can comment on the individual’s contributions to the human resources community or commitment to pursuing a career in human resources via work or academic performance. Eligible candidates must also complete an award application and brief essay.

Selected candidates will have an opportunity to be awarded a $400 monetary scholarship (for college students) or a SHRM membership and set of PHR/SPHR certification study manuals (for those new to the profession). The award will be presented at the June 15th Philadelphia SHRM Networking Event, Loews Hotel, 1200 Market Street, Phila., PA 19107-3615.

To apply, please go to http://www.phillyshrm.org and click on Philly SHRM Emerging Leaders Award Information. If you would like to learn more about the Philly SHRM Emerging Leader Award, please contact Christopher Newman at 215-686-9724 or Christopher.Newman@phila.gov.

Philadelphia SHRM News 11phillyshrm.org

Sponsor HR Co-op Students Fox School of Business at Temple University

The Human Resource Management Department in the Fox School of Business at Temple University is currently interested in identifying organizations to sponsor HR Co-op students in the Fall 2011 semester. The Co-op course in HRM is a course intended to give HRM majors experience applying conceptual learning to the real world of HR. The Co-op is an unpaid internship in which students work 6-9 hours per week, within an organization on HR-related project(s) under the guidance of an HR mentor. The Co-op serves an integral part in student learning as they transi-tion from student to professional. As part of the Co-op students complete a job diary, interview their mentor, write an applied-research paper, and will give a presentation based on their paper and Co-op experiences. Co-op mentors will also be asked to assign students a grade based on their performance on the job. Sponsoring organizations and men-tors will be asked to provide students with HR experiences (simple filing, answering phones, or other administrative tasks would not be appropriate) and to provide mentoring while on the job. Mentors will also help students select an appropriate paper topic (as paper topics will be based on assignments that students are completing within the organi-zation). Only students who are in good academic standing and have completed requisite HR coursework are eligible to enroll in the Co-op.

Registration for this course has already begun and an eager group of excellent students have already enrolled in the course. Any organization interested in having one of these high caliber Co-op students work within their organization in the Fall 2011 (from about late August 2011 to early December 2011) are encouraged to contact Dr. Crystal Harold at charold@temple.edu . The matching process between organizations and students will likely begin in early May, 2011.

EMERGING HR LEADERS NETWORKING EVENT and Wii NIGHT!

Thursday, April 28, 2011 5:30pm-8:30pm at The Field House 1150 Filbert Street Philadelphia

Philly SHRM’s Emerging HR Leaders group is for individuals with 0-8 years of HR experience, including current college students interested in working in HR after graduation You will enjoy networking to share learning, insights and support. Along with playing Wii, enjoy ing the great food included, two drink tickets and having a great time, you’ll have the opportunity to meet new people in a relatively similar stage of their HR career and build a network for future opportunities. Cost: $20 Members / $30 NonMember / $20 Students

Contact us at info@phillyshrm.org to learn more, or register at phillyshrm.org

12 April 2011

Fifteenth Annual Wharton Leadership Conference “Leading in a Reset Economy and Uncertain World”

June 22, 2011 As the U.S. economy begins the recovery from the Great Recession, many observers are wondering what the take-aways will be. Is there something different about leadership in this new era? As the economies of China, India, and elsewhere accelerate, other observers are asking what will be required to compete with their firms or in their economies. Will a distinctive leadership skill set be required for global operations? The conference explores the personal, organization, and cultural models required for leading in the "new normal" and increasingly global world.

Complete information is available at http://leadershipconference.wharton.upenn.edu or call 215-898-5606. The conference will be held in Huntsman Hall on the Wharton School campus, Philadelphia PA. On-line registration: http://leadershipconference.wharton.upenn.edu/2011/registration.shtml SHRM members are eligible for a $575 registration rate (full registration is $995). To receive the discount, indicate “SHRM Member” in the Special Notes box of the registration form. Confirmed Presenters:

• Jennifer J. Deal, Senior Research Scientist, The Center for Creative Leadership • Kenneth R. Feinberg, Leading dispute resolution expert (e.g., BP oil spill, 9/11 Victims Compensation

Fund); Managing Partner, Feinberg Rozen • Laurence Golborne, Biminister of Mining and Energy, Republic of Chile, who oversaw the 2010 Copiapó

mining accident rescue operations • Jane Golden, Executive Director, City of Philadelphia Mural Arts Program • Jack Jacobs, Medal of Honor recipient; McDermott Chair of Humanities and Public Affairs, U.S. Military

Academy; Principal, The Fitzroy Group • F. William McNabb III, President and CEO, Vanguard; Chairman of the Board of Directors and the

Vanguard Funds’ Board of Trustees • Risa Lavizzo-Mourey, President and CEO, The Robert Wood Johnson Foundation • James H. Quigley, CEO, Deloitte Touche Tohmatsu Ltd

Lead Conference Sponsor:

Wharton Hosts: • Center for Human Resources • Center for Leadership and Change Management Registration: Registration is $995.00; SHRM members are eligible for a special $575 rate (when registering online at http://leadershipconference.wharton.upenn.edu/2011/registration.shtml, indicate “SHRM Member” in the Special Notes box to receive the discounted rate). Prizes: A drawing will be held at the conference for copies of the latest books by our conference speakers and hosts. A grand prize drawing will be held at the conclusion of the conference for free attendance at a multi-day learning program offered by Wharton Executive Education.

The PhillySHRM Mentoring Program offers opportunities for development, networking, partnership and collaboration, personal and professional growth and, in some circumstances, HRCI credits toward PHR or SPHR recertification.

Mentee applicants are enthusiastic, open, truly desire knowledge and thoroughly look forward to being matched with an HR professional who is willing to share, support and coach.

The formal mentoring relationship lasts from six months to one year. Mentoring meetings may be virtual, face-to-face or a hybrid of the two. The frequency of contact is determined between the mentor/mentee pair. The relationship structure may be as formal or informal as you choose.

You are eligible to participate in this wonderful program if you are a current member of the national Society for Human Resource Management (SHRM) and have affiliated with the Philadelphia chapter. To designate Philly SHRM as your affiliate chapter select #002 on your membership application form.

Let us know that you are interested in the mentoring program by completing the on-line application form. http://www.phillyshrm.org/careers/mentoring.htm

Looking for a Few Good Mentors

Philadelphia SHRM Board Signs Statement of SupportThe Philadelphia SHRM board leaders joined the pledge and publicly signed the Statement of Support for Employer Support of the Guard and Reserve (ESGR). By signing this Statement of Support and posting at each Philadelphia SHRM event, we are publicly affirming that SHRM and the HumanResources community in Philadelphia supports the brave men and women who serve voluntarily in the National Guard and Reserve.

This is an important commitment and pledge that each one of us can make for our community and nation, especially at a time when service members are returning home to find their previous job may no longer exist or there are few new jobs available.

To learn more about ESGR, please visit their website at http://www.esgr.org/site/

14 April 2011

U.S. Citizenship and Immigration Services announced that it has received a sufficient number of H-1B petitions to reach the statutory cap for fiscal year (FY) 2011. USCIS is notifying the public that Jan. 26, 2011, is the final receipt date for new H-1B specialty occupation petitions requesting an employment start date in FY2011.

The final receipt date is the date on which USCIS determines that it has received enough cap-subject petitions to reach the limit of 65,000USCIS will apply a computer-generated random selection process to all petitions that are subject to the cap and were received on Jan. 26, 2011.

USCIS will use this process to select petitions needed to meet the cap. USCIS will reject all remaining cap-subject petitions not randomly selected and will return the accompanying fee.On Dec. 22, 2010, USCIS had also received more than 20,000 H-1B petitions filed on behalf of persons exempt from the cap under the ‘advanced degree’ exemption.

USCIS will continue to accept and process petitions that are otherwise exempt from the cap. Pursuant to the Immigration and Nationality Act, petitions filed on behalf of current H-1B workers who have been counted previously against the cap will not be counted towards the congressionally-mandated FY2011 H-1B cap.

Accordingly, USCIS will continue to accept and process petitions filed to:

extend the amount of time a current H-1B • worker may remain in the U.S.;

change the terms of employment for current • H-1B workers;

allow current H-1B workers to change • employers; and

allow current H-1B workers to work • concurrently in a second H-1B position.

allow H-1b visas for employees of higher • education or companies affiliated with higher education.

The first date an H-1b can be filed for the 2012 fiscal year which begins October 1, 2011, is April 1, 2011.

Other options for those with college degrees in professional jobs are as follows:

TN Visa for Canadian and Mexican professionals in more than 30 occupations.

E-3 professional visa for Australians

H-1b for Chile and Singapore citizens

L-1 A management and executive level transferees for companies with affiliated or subsidiary branches in US and at least one other nation.

Ready To Pull Your Hair Out Because H-1B Hit 2011 Cap?

Don’t Fret Yet, Some Are Exempted And Others Can Use Alternative Visa Options.

L-1B specialized employee transfers for companies with affiliated or subsidiary branches in US and at least one other nation.

O-1 Extraordinary Ability employees in business, arts, athletics, science and education,

H-3 Training visa for up to 2 years

J-1 Training or Intern visa. Up to 18 months.

Some are subject to 2 year home residency requirement for certain countries and certain professions.

E-2 Treaty Investor visa. Permits investor and essential employees from countries with treaties with United States to establish companies in US.

E-1 Treaty Trader visa. Permits establishment of trading companies with treaties with US.

Despite a recessed economy, US companies that require hiring from a global talent pool to compete have been hamstringed by an arbitrary numerical cap for professional workers. Until Congress passes legislation that increases the H-1B quota to meet the realities of our global economy, U.S. employers must seek other alternatives. The strategies discussed are only a few of many options available to employers. Now more than ever, it is critical for employers to start planning early with their immigration counsel to explore options specific to their needs and to ensure that the H-1B cap does not hinder their hiring goals and ability to supplement their workforce with professional foreign workers.

Jon VelieEditor & Immigration Lawyer January 31, 2011

Philadelphia SHRM News 15phillyshrm.org

Ready To Pull Your Hair Out Because H-1B Hit 2011 Cap?

(Continued)

MANAGE THE HUMAN SIDE OF BUSINESS.

Whether you are seeking to start a career in human resources or wish to advance your career as an HR manager, Holy Family University has options for you.

Our Master of Science in Human Resource Management prepares professionals for careers in management and human resource management.

Our accelerated Master of Business Administration offers a concentration in leadership designed for working adults seeking to advance their careers in management.

Our accelerated Bachelor of Science in business administration offers a concentration in human resource administration designed for working adults seeking to return to school to begin or complete their bachelor’s degree with an emphasis in human resources.

Accelerated programs are available in Bensalem, Newtown, and Quakertown. The MS in Human Resource Management is available in Newtown and Northeast Philadelphia.

MASTER OF SCIENCE IN HUMAN RESOURCE MANAGEMENTCall 267-341-3327

ACCELERATED MASTER OF BUSINESS ADMINISTRATIONCall 267-341-5030

ACCELERATED BS IN BUSINESS ADMINISTRATION Human Resource Administration concentrationCall 267-341-5030

www.holyfamily.edu/info

+>> Fred Leh M’03

Called to lead? Call and learn more about how Holy Family can prepare you for a career in HR management.

Philadelphia SHRM News 17phillyshrm.org

MANAGE THE HUMAN SIDE OF BUSINESS.

Whether you are seeking to start a career in human resources or wish to advance your career as an HR manager, Holy Family University has options for you.

Our Master of Science in Human Resource Management prepares professionals for careers in management and human resource management.

Our accelerated Master of Business Administration offers a concentration in leadership designed for working adults seeking to advance their careers in management.

Our accelerated Bachelor of Science in business administration offers a concentration in human resource administration designed for working adults seeking to return to school to begin or complete their bachelor’s degree with an emphasis in human resources.

Accelerated programs are available in Bensalem, Newtown, and Quakertown. The MS in Human Resource Management is available in Newtown and Northeast Philadelphia.

MASTER OF SCIENCE IN HUMAN RESOURCE MANAGEMENTCall 267-341-3327

ACCELERATED MASTER OF BUSINESS ADMINISTRATIONCall 267-341-5030

ACCELERATED BS IN BUSINESS ADMINISTRATION Human Resource Administration concentrationCall 267-341-5030

www.holyfamily.edu/info

+>> Fred Leh M’03

Called to lead? Call and learn more about how Holy Family can prepare you for a career in HR management.

Earn your MBA with a Human Resource Management concentration from DeVry University’s Keller Graduate School of Management.

3 convenient Philadelphia area locations. Learn more at keller.edu/philadelphia

GROW THEBUSINESS OF YOU

DeVry University is accredited by The Higher Learning Commission of the North Central Association, www.ncahlc.org. Keller Graduate School of Management is included in this accreditation. Program availability varies by location.

©2011 DeVry Educational Development Corp. All rights reserved.

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