Human Resource Management Association
of Arkansas
HRperspectives
SEPTEMBER, 2014 There is no monthly meeting in September. Please take advantage of our September Advancement Series.
2014 ADVANCEMENT SERIES THURSDAY, SEPTEMBER 18 · 8:30 a.m. to 11:30 am
MANAGING INTERNAL PAY EQUITY Nicole Wood, PEER 1 Hosting This program has been approved for 3 General Business recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
PROGRAM FEE FOR THIS SESSION HRMA MEMBERS
$45 NON MEMBERS
$65 Substitutions may be made for those enrolled in the series. Call for details: (501) 372-0929
This module provides an overview of legal questions and internal fairness issues associated with compensation for individual workers or groups of employees. Learn to assess your organization’s compensation practices against legal requirements, develop effective pay policies, and take appropriate corrective action when necessary to promote pay equity.
You will be able to: Understand the federal laws - such as Equal Pay Act, Title VII of the 1964 Civil Rights Act, ADEA, ADA, Lilly Ledbetter Fair Pay Act – and state laws related to discrimination in pay.
Understand and apply definitions associated with pay equity, such as: equal pay for equal work and comparable worth.
Conduct an audit of your organization’s policies regarding starting pay, merit increases, and promotional pay increases.
Recommend and implement corrective action based on statistical analysis of compensation decisions. Assist in responding to challenges from employees regarding pay policies and practices
LOCATION: Virginia Bailey Conference Center Suite 208, Union Train Station 1400 West Markham Street, Little Rock, AR 72201
AUDIENCE: HR Assistants, small business owners or those practitioners desiring review of fundamental HR functions
If you have not yet registered, you will find a registration form at: http://www.hrmaar.org/Forms/2014ASApplication.pdf If you have enrolled and will be attending, please RSVP by Wednesday, September 17, 2014 SEPTEMBER 2014
Volume VI, Issue 9
ABOUT OUR ADVANCEMENT SERIES SPEAKER Nicole Wood is currently a People & Rewards Analyst for PEER 1 Hosting. Previously she was with the Wal Mart Home Office US Compensation team where her duties centered around updating compensation structures and forecasting merit budgets for the WalMart US associates. Prior to joining Wal Mart, she was a staff manager of compensation for Windstream Communications, an Standard & Poor’s 500 communications and technology company with operations in 48 states and approximately $4 billion in annual revenue. She was responsible for base pay, merit budget, executive compensation, mergers and acquisitions and stock administration. She has over 12 years in various aspects of compensation. Ms. Wood holds a bachelor's degree in organizational management from John Brown University and is currently pursuing a CCP.
2014 ADVANCEMENT SERIES – MODULE RESCHEDULED TUESDAY, OCTOBER 21 · 8:30 a.m. to 11:30 a.m.
PREPARING AN EMPLOYEE HANDBOOK Janie Warner, Regions Insurance This program has been approved for 3 General Business recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
Employee handbooks are designed to be a reference guide to all of the policies and procedures that your company adheres to. This allows you to lead your staff in the direction you want them to go. Without this guide, anything goes! There are countless ways that you can get into trouble, even endangering your company and your employees, from absenteeism to sexual harassment. Learning Objectives:
Comply with State and Federal Laws regarding employment Avoid Contractual Commitments Set a positive tone in communicating with employees Provide a description of company services and/or products, history, market place, goals Outline company policies.
If you have registered and will be attending, please RSVP by Monday, October 20, 2014. If you have not registered, but would like to attend this module, you will find a registration form at: http://www.hrmaar.org/Forms/2014ASApplication.pdf If you have enrolled and will be attending, please RSVP by Tuesday, October 20, 2014
2 HRperspectives
SEPTEMBER 2014
HRMA COMMUNITY
NEW MEMBER The following was approved for membership during the month of August.
Marley Gutierrez On-Site Coordinator The Hughes Agency P. O. Box 16504 Little Rock, AR 72231 (501) 791-3303
[email protected] Associate
Debbie Klinck Benefits Specialist Arkansas Hospice Foundation 14 Parkstone Circle North Little Rock, Arkansas 72116 (501) 748-3333
[email protected] Practitioner
INVEST IN YOUR FUTURE JOIN HRMA TODAY
PRACTITIONER MEMBERSHIP $80.00 annually $6.60 monthly $1.50 weekly .22 daily P.O. Box 250587
HRCI CERTIFIED MEMBERS HRMA encourages HR certification. It is a career-long commitment. It shows your peers, your employees and your organization that you have mastered the core HR principles and that you are committed your profession.
SENIOR PROFESSIONAL IN HUMAN RESOURCES Kay Brewer, SPHR Charlie Brown, SPHR Glenda Bunch, SPHR Francine Del Giacco, SPHR Susan Garoutte, SPHR Lynn Luther, SPHR Terry McNutt, SPHR Odell Nickelberry, SPHR Ashley O’Neal, J.D., SPHR Judy Pile, Ed.D, SPHR Jon Watson, SPHR Alicia Wilkins, SPHR
PROFESSIONAL IN HUMAN RESOURCES Bobbi Britton, PHR Sharon Buffington, PHR Cassandra Gilbert, PHR Belinda Horton, PHR Pat Hudgens, PHR Monic Isom, PHR Martha Jones, PHR Karen Light, PHR Matt Lowrey, PHR Nancy Martinsen, PHR Angelia McKinney-White, PHR Carla Price, PHR Rita Price, PHR, CPC Jessica Rowan, PHR Andrea Rabaneck, PHR Tina Scott, PHR Amanda Stanisor, PHR Margaret Thames, PHR Cristin Van Cleave, PHR Carol Waddle, PHR Annette Wise, PHR
RELATED CERTIFICATIONS Becky Parkerson, CPLP
Little Rock, AR 72225 Phone: (501) 372-0929
[email protected] HRperspectives
SEPTEMBER 2014 3
HR
October 2
BUSINESS SKILLS FOR THE HR professional NEXT LEVEL EVENTS
·
GENESIS III, UNION TRAIN STATION
1400 W. MARKHAM
·
LITTLE ROCK, AR 72202
Some companies may question the need for having a Human Resources department, especially when they are on a tight budget. After all, HR is a department that doesn’t produce any revenue. This leads to some people viewing HR professionals as nothing short of individuals that try to prevent them from accomplishing what they want with their business. This is why it is important to hone the skills that make YOU a better business professional.
KEYNOTE: WHAT EMPLOYERS WANT IN HR PROFESSIONALS Calvin Colbert Challenger, Gray & Christmas This session focuses on the primary skill areas that HR professionals need to develop or enhance to become successful business partners in their organizations. Making the transition to a more strategic role requires that HR professionals learn more about how their business operates and how HR can maximize its value to the organization. As HR professionals perform more effectively, they will be recognized by line executives, managers and employees as critical partners-a fundamental shift in the way HR interacts with other departments. This program has been approved for 1 Strategic Business recertification credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
STRATEGIC THINKING: THINKING OUTSIDE THE HR BOX Becky Parkerson, CPLP, PTi Learning & Performance As the HR profession continues to evolve, HR practitioners must – like their peers in other functions adopt a big-picture mindset. Becoming a Strategic Business Partner requires expanding your vision beyond typical HR topics to deliver results that will make you a credible, indispensable part of the leadership team. By building performance solutions around key business needs, implementing innovative, future-focused “people initiatives,” and developing a wide-ranging network of collaborators, you can boost the value of HR and enhance your career. CERTIFICATION PENDING
HOW TO TALK TO YOUR BOSS ABOUT THE BOTTOM LINE Matt Lowrey, PHR, Performance Foodservice As the Human Resources profession continues to move from a largely tactical, administrative function – managing time, compliance, and risk – to a more strategic role, focused on creating value for the business, the HR Business Partner must connect care and concern for employees to business deliverables. The CEO is focused on financially-driven issues like sales numbers, profitability, customer retention, and market share. HR needs to map these issues to related HR topics: employee’s performance results and productivity; learning, development, and succession; recruitment; and compensation. Meeting Your Boss at the Bottom Line will offer a strategic guide to aligning organizational vision with an enterprise talent management strategy. We will demonstrate how a combination of business acumen and a solution-centric outlook are critical to driving impact on the big things that keep your CEO up at night. This program has been approved for 1 Strategic Businessrecertification credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
October 2
BUSINESS SKILLS FOR THE HR professional MARKETING HR AS VALUE TO THE ORGANIZATION Richard Cooper, SPHR, Arkansas Blue Cross & Blue Shield The evolving role of a Human Resource professional – as a strategic business partner, operational and administrative specialist, and a balance between employee/employer advocate – requires that HR professionals become proficient internal marketers. Effectively soliciting and sustaining stakeholder commitment can make or break HR initiatives. Learn how to increase your HR department’s brand awareness as a valued contributor to business outcomes and employee satisfaction.
CERTIFICATION PENDING
CHANGE MANAGEMENT: HR AS CHANGE CHAMPION Stephanie Ungerank, USAble Life Insurance Company Change management is a core business competency that leverages knowledge of individual and organizational dynamics to guide evolutionary - and sometimes revolutionary - transitions. As an HR professional, you may be called upon - in partnership with executives, managers, and employees – to serve as a change architect, change demonstrator, or change facilitator. If you are equipped to successfully navigate the path of change, your efforts can drive long-term improvement and expand the role of the HR function within your organization. This program has been approved for 1 Strategic Business recertification credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteriaapproved for recertification credit.
SPONSORED BY
To register for the HR In-Side-Out Business Conference, Click here: http://www.hrmaar.org/hroutside.htm for more information
SEPTEMBER 2014
HRperspectives
5
HRMA
HR-OUTSIDE-IN BUSINESS SKILLS FOR THE HR PRO October 2, 2014 Name for Nametag: Certification: PHR
SPHR
Other
Title: Organization: Mailing Address: Street
City
Phone Number:
State
Zip
Email:
RCVD. AFTER AUG. 28
ON SITE
2014 HRMA MEMBER
$190
$215
NON-MEMBER
$215
$240
CANCELLATION POLICY: Cancellations must be made in writing and faxed to: (501) 244-2333 or emailed to
[email protected].
Cancellation Fees: Thru Aug. 28 = $30 Aug. 29 thru Sept. 19 = 50% of registration fee. After Sept. 19 and no-shows = non-refundable.
SUBSTITUTIONS Substitutions are allowed, however, if a current HRMA member is being replaced by a non-HRMA Member, the remainder of the non-member registration fee shall be due prior to admission.
Name on Card: MASTERCARD ____ VISA ____
Card Number: EXP. DATE:
V-CODE:
____ __
(REQUIRED) AMOUNT: $_________________
BILLING ADDRESS OF CARD: Street:
City:
State: _____ Zip:
Signature:
MAIL CHECK PAYABLE TO “HRMA” ALONG WITH FORM TO: PLEASE USE A SEPERATE HRMA, P.O. BOX 250587, LITTLE ROCK, AR 72225 FORM FOR EACH ATTENDEE OR...FAX FORM WITH CREDIT CARD INFO TO: PLEASE WRITE CLEARLY (501) 244-2333
HRMA Tax ID: 26-3176729 HRMA Ark. State Vendor ID #
100168088 Questions or need an invoice? Call the HRMA Office: (501) 372-0929
2014 Special Events & Monthly Meetings OCTOBER 2
SEPTEMBER No Meeting
HR Outside-In
BUSINESS SKILLS FOR THE HR PROFESSIONAL Next Level Events Multiple Presenters See pages 4—6 http://www.hrmaar.org/hroutside.htm
SEPTEMBER 25 Networking Event Cajun’s Wharf Sponsored by Signal Media
OCTOBER 23 BOOT CAMP 2 INFORMATION COMING SOON!
NOVEMBER 7 TARGETED INDUSTRY AUDITS THE DOL IS ON YOUR DOORSTEP
AUDIENCE:
All HR practitioners and small business owners desiring review of fundamental administrative HR functions.
Presenter TBA
FORMAT:
Luncheon meetings are held on the 1st Thursday of each month with speakers or panel discussions. The programs cover current human resource topics . Speakers or discussion leaders are chosen for their outstanding contribution in their field and to communicate this knowledge and experience effectively .
DECEMBER 4 VOLUNTEER APPRECIATION LUNCHEON GOT A MINUTE? Hilarious HR Stories We Can All Learn From Matt Lowrey, PHR, Performance Foodservice This program has been approved for 1 Strategic Business recertification credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
DURATION:
1 hour (11:30 am - 1:00 p.m.)
LOCATION:
Next Level Events Union Train Station 1400 West Markham · Little Rock, AR
FEE :
Members: $22
Guests: $25
ADVERTISE WITH HRMA AND CONNECT HRMA is a proud member of the Arkansas State Chamber of Commerce
call the HRMA Office: (501) 372-0929)
SEPTEMBER 2014
HRperspectives
7
HRMA COMMUNITY
EARNS SAPAA C-TPA CERTIFICATION a’TEST Consultants, a leading national provider of drug testing programs since 1992, was recently designated a Certified - Third Party Administrator (C-TPA) by the Substance Abuse Program Administrators Association (SAPAA). TPAs must meet a number of minimum requirements in order to qualify for designation as a SAPAA Certified TPA. a’TEST earned the C-TPA designation by participating in industry trade associations, completing a minimum number of SAPAA Training Institute courses and employing a Certified Substance Abuse Program Administrator. The C-TPA designation signifies a’Test´s dedication and experience while indicating to employers that they are committed to a consistently high level of professionalism.
Human resource management association
of Arkansas, inc.
Network with us at Cajun’s Wharf Thursday, September 25, 2014 5:00 p.m.
2400 Cantrell Road Little Rock, AR 72202 Find us on the deck! No Admission Sponsored by:
8 HRperspectives
SEPTEMBER 2014
If you are certified and have attended the programs below, be sure to obtain the HRCI number from the HRMA office. If you attend the entire Advancement Series, the program number will be included on your certificate in September. NOTE: Advancement Series Modules are certified for 3 credits each.
CREDIT CHECK January
08
HEALTH EXCHANGE
1 General
January
16
INTRODUCTION TO EMPLOYMENT LAW
3 General
February
06
MEDIATION AS A STRATEGIC CLIMATE TOOL
1 General
March
06
DEVELOPING YOUR SAFETY & HEALTH MANAGEMENT PROGRAM'S STRATIGIC MAP
1 Business
March
20
RECRUITING, AFFIRMATIVE ACTION & EEOC
3 General
April
03
CORPORATE SOCIAL RESPONSIBILITY
1 Business
April
10
SUPERVISOR BOOT CAMP
5 General
April
17
STRATEGIC SUCCESSION PLANNING
3 General
May
01
e LEARNING – LESSONS LEARNED AND CHALLENGES AHEAD
1 General
May
15
GAP ANALYSIS
3 General
June
05
HOW CULTURE BOOSTS PERFORMANCE
1 General
WORKERS COMPENSATION, OSHA, RISK MANAGEMENT & NEEDS ANALYSIS
3 General
June
19
July
17
EMPLOYEE RELATIONS & INTERNAL INVESTIGATIONS
3 General
August
07
BIG DATA: DRIVING BUSINESS OUTCOMES
1 Business
August
27
EMPLOYMENT LAW UPDATE
5 General
MANAGING INTERNAL PAY EQUITY
3 General
September 18
TOTAL POINTS:
Be sure to
us on
38
Facebook.
& Join the HRMA Group on
SEPTEMBER 2014
HRperspectives
9
2014
HRMA
A D VA N C E M E N T S E R I E S The HRMA Advancement Series is offered for HR Assistants, small business managers or those practitioners desiring review of fundamental administrative HR functions. Nine 3-hour modules are offered, with one presented per month. You may enroll in the entire series or only the modules that you need. Substitutions may be made for those enrolled in the series. See more details on page 11 or on our website: http://www.hrmaar.org/
What people are saying about the HRMA Advancement Series: I had to overcome obstacles this year in order to make each meeting (time factor, rain, traffic jams, road construction etc). In the end it was all well worth it! The knowledge that I received from each module along with the people that I have connected with in the HR world are invaluable. ~ Carolyn James Sudden Link
The HR Advancement Series presented by HRMA is a breath of fresh air. They are timely in their delivery, on topic for today's dynamic HR environment and rich in content. The style of the presenters is welcoming and engages the audience for a well rounded learning experience! ~ Carla Price, PHR Travel Nurse Across America
As a small business owner, I need information to manage my business and staff in a legally sound manner. The HRMA Advancement series not only met my needs; it exceeded my expectations. I am recommending this Series to my associates. ~ Judy Jones Sims, RDH, CEO a'TEST Consultants
As a past participant and speaker for HRMA Advancement Series, I would recommend it to HR professionals of all levels. The series provides a great learning opportunity to those new to the profession and a best practices refresher for those of us that have been around for a while. ~ Alicia Wilkins, SPHR Truck Centers of Arkansas
The Advancement Series was informative and enjoyable to attend. The atmosphere is laid back and casual and there is a lot of interaction between the presenter and the class. So you are not just getting one person’s point of view but potentially everyone in the class’. It is always beneficial to find out how other companies handle situations. And an added plus is that the casual atmosphere also makes it easy to get to better know the other members of HRMA that are attending each month. ~ Belinda Horton, PHR Dassault Falcon Jet
10 HRperspectives
SEPTEMBER 2014
2014 Advancement Series INTRODUCTION TO EMPLOYMENT LAW Jenny Holt-Teeter, J.D., Gill Ragon Owen, P.A.
January 16
RECRUITING, AFFIRMATIVE ACTION & EEOC
March 20
Abtin Mehdizegan, J.D., Cross, Gunter, Witherspoon & Galchus
STRATEGIC TALENT MANAGEMENT
April 17
Matt Lowrey, PHR, VP, Human Resources Performance Food Group
GAP ANALYSIS
May 15 June 19
July 17
Rhea Fix, SPHR, CPT
WORKERS COMPENSATION, OSHA, RISK MANAGEMENT & NEEDS ANALYSIS Jason Lee, J .D., Gill, Ragon, Owen and Robert Magri, Staffmark
EMPLOYEE RELATIONS AND INTERNAL INVESTIGATIONS
August 21
September 18
October 16
Garry Rowe, SPHR, BEI Precision Systems & Space Company, Inc.
PREPARING AN EMPLOYEE HANDBOOK Janie Warner, Regions Insurance
MANAGING INTERNAL PAY EQUITY Nicole Wood, PEER 1 Hosting INTRODUCTION TO EMPLOYMENT LAW WRAP-UP Jenny Holt-Teeter, J.D., Gill Ragon Owen, P.A.
The HRMA Advancement Series is offered for HR Assistants, small business managers or those practitioners desiring review of fundamental administrative HR functions. Nine 3-hour modules are offered, with one presented per month. You may enroll in the entire series or only the modules that you need. Substitutions may be made for those enrolled in the series.
AUDIENCE:
TOPICS:
FORMAT:
DURATION: FEE:
Location:
HR Assistants, small business managers or those practitioners desiring review of fundamental HR Functions. Topics are preset and cover fundamental skills and knowledge required to legally and accurately perform subject matter. Review and discussion of structured outline and case studies with question and answer opportunity. 8:30 to 11:30 am 3-hour weekday sessions -
$100 for HRMA members for the entire series or $45 per module Fee for non-members is $175 for the session or $65 per module Substitutions may be made for those enrolled in the series Substitutes who are HRMA members - no charge. Non-HRMA member substitutes for HRMA member registrants - $20 per session
Virginia Bailey Conference Center - Union Train Station 1400 West Markham Street, Suite 208 Little Rock, AR 72201
HRperspectives
SEPTEMBER 2014
11
Human Resource Management Association
of
Arkansas, Inc.
2014 Advancement Series Application
Tel. (501) 372-0929 - Fax (501) 244-2333 www.hrmaar.org -
[email protected]
PLEASE COMPLETE AN APPLICATION FORM FOR EACH KNOWN ATTENDEE Name: _____________________________________________ Title: ______________________________________________ Employer: _______________________________________________________________________________________________ Mailing Address: ________________________________________________________________________________________ Business Phone: ____________________________________ Email: _____________________________________________ Certification (Mark if applicable):
PHR _____
SPHR _____
GPHR _____
Check “Full Advancement Series” or each module desired for this attendee. Date
Topic Full Advancement Series
January 16 March 20 April 17
Introduction to Employment Law Recruiting, Affirmative Action & EEOC Strategic Talent Management
May 15
Gap Analysis
June 19
Workers Compensation, OSHA, Risk Management & Needs Analysis
July 17 August 21 September 18 October 17
Employee Relations and Internal Investigations Preparing an Employee Handbook, Etc. Managing Internal Pay Equity Employment Law - Current Topics
Advancement Series Fees HRMA Member - Full Advancement Series - $100 ………………………………………………………………………….. HRMA Member - Individual Modules @ $45 each …………………………………………………………………………. Non-HRMA Member - Full Advancement Series - $175 …………………………………………………………………... Non-HRMA Member - Individual Modules @ $65 each ………………………………………………………………….. HRMA Member substituting for Full Series Registrant - No Charge Non-HRMA Member substituting for HRMA Member Full Series Registrant @ $20 per module………………..
TO PAY BY CREDIT CARD, FAX THIS FORM TO (501) 244-2333
______ ______ ______ ______ ______
Type of Card: VISA ____ MasterCard ____
Credit Card Number :____________________________ Name on Card: ___________________________________ Amount Authorized: ____________ VCODE (required): _______ Expiration Date: __________ Billing Address: Street or PO: __________________________________________
TO PAY BY CHECK, MAKE CHECK OUT TO “HRMA” AND MAIL CHECK WITH COMPLETED FORM TO: HRMA - P.O. Box 250587 - Little Rock, AR 72225
City, State, Zip ___________________________________ HRMA Tax ID: 26-3176729 HRMA Ark. State Vendor ID # 100168088
Signature: _____________________________________________
Human Resource Management Arkansas, Inc. Association
of
P. O. Box 250587 - Little Rock, AR 72225 Tel: (501) 372-0929 - Fax: (501) 244-2333
[email protected] - www.hrmaar.org
2014 Membership Application
Name:
Title:
Employer: Preferred Mailing Address: Business Phone:
Email:
Certification(s): ______ PHR ______ SPHR ______ GPHR
MEMBERSHIP CATEGORIES
(CHECK ONE)
Other: ___________________________________________________ Dues (For Calendar Year 2014)
PRACTITIONER:
$ 80
Individuals who are primarily responsible for executing or assisting with one or more human resource management functions for employees of the Practitioner’s employer. Membership is non-transferable. Practitioner members have the right to vote, and they may hold office in HRMA if certified by HRCI.
ASSOCIATE:
$125
Individuals who are compensated, or whose employer is compensated, to provide expertise, commodities or personnel which support human resource functions for companies other than their own. Companies of Associate members may purchase a maximum of 4 memberships for their employees. Each membership must be assigned to a specific employee, but other employees of that company may attend HRMA functions in their place at the member price. Assigned employees may be replaced by new assignees up to once per membership per year. Associate members may not vote or hold office in HRMA. NOTE: Any individual who holds a financial interest in, or serves on the governing body of a company which provides expertise, commodities or personnel which support human resource functions of other companies shall be classified as an HRMA Associate member.
PROPRIETOR:
$ 65
Individuals who are not human resource practitioners, but who are responsible for the HR function in a small business. These individuals are not employed by companies who provide commodities or personnel which support human resource functions for companies other than their own. Proprietor members may not vote or hold office in HRMA.
STUDENT:
$ 45
Individuals enrolled in HR disciplines or related fields who do not meet the criteria of other categories. A copy of a valid Student ID or transcript verifying your current status as a student is required. Student members may not vote or hold office in HRMA
PRE-PAID MEALS:
$220 for all of 2014
The Pre-Paid meal fee Includes lunches at monthly membership meetings at $ 22 each for each remaining month in calendar year 2014, excluding July and Sept. Prepaid meals are non-refundable and can only be used by the person holding the membership.
MAIL COMPLETED FORM, CURRENT RESUME, AND CHECK TO HRMA, P.O. Box 250587, Little Rock, AR 72225 OR TO PAY BY CREDIT CARD, COMPLETE ALL ITEMS BELOW AND FAX FORM WITH RESUME TO (501) 244-2333 Name on Card:
Type of Card: VISA
Credit Card Number:
Expiration Date:
Billing Street Address:
Billing Zip Code:
MasterCard VCode:
Authorized Signature:
HRMA Tax ID: 26-3176729
HRMA Arkansas State Vendor ID # 100168088
PLEASE INCLUDE A CURRENT RESUME WITH YOUR APPLICATION AND PAYMENT Your dues payment may be deductible as an ordinary business expense but not as a charitable contribution.
2014 Membership Application DEMOGRAPHIC INFORMATION Please check all that apply: (This information assists us in designing new programming and events.)
Education
9. EEO/Affirmative Action
1. High School
10. Health/Safety/Security
2. Bachelor’s Degree
11. HRIS
3. Some College
12. Labor/Industrial Relations
4. Some College Beyond Bachelor’s
13. Legal
5. Master’s Degree
14. Organization Development Staffing Professional
6. Doctorate
15. Training/Development 16. Research
Company Size (Required)
17. Other
1. Fewer than 100
Business or Industry (Required)
2. 100 - 499 3. 500 - 999
1. Agriculture, Forestry, Fishing
4. 1,000 - 2,499
2. Academic
5. 3,000 - 4,999
3. Construction
6. 5,000 - 9,999
4. Financial
7. 10,000 - 24,999
5. Government
8. 25,000 and over
Federal
HR Department Size
State
County
Municipal
6. Healthcare
1. Fewer than 5
7. Independent Consultant
2. 5 - 9
8. Insurance
3. 10 - 24
9. Manufacturing (Durable/Nondurable Goods)
4. 25 - 49
10. Media
5. 50 - 99
11. Oil, Gas, & Mining
6. 100 and over
12. Real Estate
Your Function (Required)
13. Service (Profit/Non-Profit)
1. HR Generalist 2. Benefits
14. Technology
3. Compensation
15. Transportation
4. Consulting
16. Utilities
5. Diversity
17. Wholesale/Retail/Distribution
6. Employee Assistance
18. Other
7. Employee Relations 8. Employment/Recruitment
F O R
B O A R D
U S E
O N L Y
APPROVED FOR: PRACTITIONER
Signature of Membership Chair
ASSOCIATE
PROPRIETOR
Date
STUDENT
NOT APPROVED
Date of Board Approval
2014 HRMA EXECUTIVE BOARD of DIRECTORS PRESIDENT
PRESIDENT–ELECT
Matt Lowrey, PHR
Odell Nickelberry, SPHR
VP of Human Resources Performance Foodservice (501) 568-3141
[email protected]
Blue Cross and Blue Shield of Arkansas (501) 378-2353
[email protected]
VICE PRESIDENT FINANCE & ADMINISTRATION
VICE PRESIDENT PROGRAMS
Margaret Thames, PHR
Becky Parkerson, CPLP
Assistant Personnel Manager Arkansas Public Employee Retirement System (313) 268-0074
[email protected]
PTI Learning & Performance (501) 551-8150
[email protected]
VICE PRESIDENT MEMBERSHIP
VICE PRESIDENT MARKETING & SPECIAL EVENTS
Amanda Stanisor, PHR
Annette Wise, PHR Molex (contract)
[email protected]
Arkansas Department of Health (501) 837-5891
[email protected]
EXECUTIVE DIRECTOR
Nancy Martinsen, PHR (501) 372-0929
[email protected]
C O M M I T T E E S GOVERNMENTAL AFFAIRS Nancy Martinsen, PHR Jenny Holt-Teeter, J.D.
MARKETING Annette Wise, PHR
MEMBERSHIP
WORKFORCE PREPARATION
Amanda Stanisor, PHR Mike Chastain Belinda Horton, PHR Tina Scott, PHR Judy Sims Deena Smith-Jones
Martha Jones, PHR Nancy Martinsen, PHR Sarah Blanz Belinda Horton, PHR Karen Mims Dian Rowan Heather Savage Tina Scott, PHR Amanda Stanisor, PHR Brenda Winston Annette Wise, PHR Christine Worth
PROGRAMS Becky Parkerson, CPLP Matt Lowrey, PHR Nancy Martinsen, PHR Odell Nickelberry, SPHR Janie Warner Jenny Holt-Teeter, J.D.
HRperspectives
SEPTEMBER 2014 14