The member newsletter of the Tri-State Human Resource Management Association
Serving the HR Communities of Southern NJ, Northern DE, Southeastern PA
50th Edition • September/ October 2015
PRESIDENT’s MESSAGE
Louis R. Lessig, Esq., SHRM-SCP, SPHR, President, Tri-State HRMA
Hello Tri-State Members,
A Prospective View After A Fabulous Retreat
I confess as I think about what it was like at Muhlenberg College, sitting in my senior seminar for those majors in Human Resource
Administration, I never considered that someday I would be conversing with you as the President of a local chapter and certainly not
one as vibrant as Tri-State - yet here we are.
Recently, a friend gave me a quote that reads, “The only limit to our impact is our imagination and commitment.” – Anthony Robbins. One thing I can share with you is that I am completely committed to the success of Tri-State and working with every one of our
members to imagine all that we can achieve together. Curious about what is going on? Check out our website – www.tristatehr.org.
But WAIT, there is more! Tri-State is enhancing our social media footprint! How? you may ask. Well we will now be using twitter at our meetings to engage
those in the room as well as members who are not there via the hashtag #tristatehr. Scared of twitter? Prior to the October dinner meeting, we will host a free
twitter tutorial with an expert who will provide the foundation for twitter success, so don’t miss it!
Lastly, if you are like me and previously earned your PHR, SPHR or GPHR and have not yet gone through the SHRM Pathway to earn your SHRM-CP or SHRMSCP, there is still time! You have until December 31, 2015 to complete it and join your fellow certified members. Hesitant? Allow me to share a quick thought…I
have long told my family, I am NEVER taking another bar exam! So if I cannot waive in, I am not going there to practice law! Similarly, there was no way (and
I mean no way!) I was going to take another certification exam after my last experience! Enter the Pathway with the opportunity to “waive in” and obtain the
SHRM-CP or SHRM-SCP certification, so why not? I mean, would you rather sit for another exam? By the way, stay tuned for some other fun ways to complete
the Pathway.
Phew! There is so much more going on. Suffice it to say that Tri-State is off to a stellar start and I invite you to be a
part of it all! I look forward to seeing you soon. Regards, Louis Lessig
An “exceeds expectations” The Evolution of the
alternative to the annual
HR Certification
performance appraisal
By Bob Witkoski, SPHR, SHRM-SCP, Director, HR |The Michaels Organization,
By Jack Nestor, SPHR,
HR Director with DPT Laboratories
How does your current annual performance appraisal
(PA) process positively impact your organization’s performance and capabilities? If you can answer with anything MORE than “I have no idea,” then you
can stop reading. This article is for those of us who struggle to find an answer.
W. Edwards Deming, the father of quality management, listed the annual PA
as one of his seven deadly management sins. And yet, decades later, we are
still tweaking these systems in the hope of making them value-added. Most
research on the subject leads to the same conclusion: The typical PA system is
more destructive than constructive. And, since a majority of employees and
managers are dissatisfied with it, it’s time to give up the PA ghost. But with
what should we fill the void? Here is one alternative to consider – it’s optional,
motivational, easy, and actually adds value. Intrigued? Read on.
No new technology required
One of the “improvements” over the years to the PA process has been technology bringing the advantage of an automated process. But a distinct, unintended consequence has been that it has reduced the amount of dialogue between
employee and manager.
continued on page 4
and Laraine Knauss, SPHR, SHRM-SCP, Director of HR | Food Sciences Corporation
HR Certification as we know it today, has greatly evolved over the past 65 years.
The first discussions of developing a national certification
program occurred in 1948, during organizational meetings concerning the development of a national organization, The American Society for Personnel Administration
(ASPA), the organization that we know today as SHRM
(Society for Human Resource Management). To understand the evolution of certification, we must also quickly
review the evolution of SHRM.
As mentioned, in 1948 a group of personnel professionals
created the organization ASPA, with national headquarters located in Berea, Ohio. Amazingly, ASPA headquarters
stayed in Berea for more than 35 years; as ASPA became
one of the leading professional associations in the country.
In the mid 1980’s the association felt that to optimize its position as one of the leading associations, ASPA would need
to move closer to the nation’s capitol, so ASPA moved to Alexandria, Virginia, and later to its current headquarters building in the same city.
continued on page 5
www.tristatehr.org
Tri-State HRMA Chapter News
You can submit your articles, photos, and news items to
Diane Irwin, at her email address below. Feel free to
contact her with any questions about publishing in our
newsletter. Your comments and suggestions are welcome.
Diane Irwin, [email protected]
Articles of interest would include but are not limited to:
• Legislative Issues
• Community Involvement
• HR News
• Awards that any of our
• Best Practices
Tri-State Members
• Upcoming Events
have received
DEADLINES:
• October 15 for November 1st publication • January 15 for February 1st publication
Contributed byTheresa McGLinchey, MSOD, HR Business Partner, Trane/Ingersoll Rand
Tri-State celebrated the 14th offering of the HR 101 Program to the Non-Profit
Community on Friday, July 10th, at The Enterprise Center in Burlington County. Margie McLaughlin, Tri-State President, welcomed the participants and
expressed appreciation to Ballard Spahr LLP for their consistent support of
the event. Denise Keyser, Partner, Ballard Spahr LLP and Mary Cate Gordon,
Esq. presented “Legal Update: Advanced ADA Issues and Retaliation Cases.”
These are two hot topics facing agencies today and Denise and Mary Cate
offered ways for the agencies to protect themselves when faced with these
challenging issues. As usual, Denise and Mary Cate held a very entertaining
and interactive session and also had time for a Q&A after their presentation.
The program also included, “How
do we get everyone on the same
page or what is this thing called
strategy and how can we make it
work for us?” presented by Theresa
McGLinchey, MSOD, HR Business
Partner, Trane/Ingersoll Rand. She
held a very interactive session and
through a few simple questions,
prepared the participants to lead
their agencies in having everyone
understand their vision, mission and objectives in order to work in the same
direction. They also learned tools to use with their agencies in planning and
designing a roadmap of change specifically for their organization. In addition, each participant received a copy of the book, “Right Listening” by Mark
Brady, with interesting reading, lessons and practices for all employees and
managers. Looking forward to the 15th anniversary on July 15, 2016!
Accept responsibility for your life. Know that it is you
who will get you where you want to go, no one else.
Les Brown
September/October 2015
Summer Mixer a Success!
By Spencer Broad and the New Member Committee
The 5th annual Tri-State summer networking mixer was held on Thursday July
23rd at the Harvest Seasonal Grill at the
Moorestown Mall in Moorestown, NJ.
This brand new restaurant, specializing
in a variety of healthy
lunch and dinner options, was a wonderful
host in what has become a much-anticipated
event over the years
for Tri-State.
This year’s attendance at the event was just below the 100-person level with
approximately 50% of those being guests of current Tri-State members. Our
outgoing President, Margie McLaughlin, delivered her Welcome Address and
drawings were held for complimentary Tri-State monthly meetings and gift cards
to the restaurant.
We had a number of guests sign up that evening to become members and the
membership committee reached out to all of the guests to answer any questions
that they may have about our tremendous organization. All in all, another pleasant and successful event for Tri-State HRMA.
See you at the next one!!!
NEW
Tri-State HRMA Celebrates
14th Anniversary of HR 101
to the Non-Profit Community
A Dedicated space for YOUR photos!
We have literally hundreds of members and seeing everyone
is a challenge, but thanks to technology, we have that covered! Now, when you are at a meeting, conference, out to
lunch and have a picture you want to share with Tri-State,
we have a dedicated place for you to send it: [email protected]. Just email your photos and you never know
when they might appear!
pg 2
CAREER MANAGEMENT
Succession Planning –
Becoming the Ideal Candidate
September 10th Career Management program: 4:30 p.m. start time
Speakers:
Dorothy Stubblebine, SHRM-SCP, SPHR, DJS Associates
and
Lori Rosenthal, SHRM-SCP, SPHR, Lori Rosenthal & Associates
Gain insights into how organizations define criteria to achieve
success in pivotal positions, how candidates are identified and
calibrated against criteria, improving organizational success.
Next, learn how to reproduce this process for the positions you seek,
ultimately becoming the ideal candidate!
C
O
R
N
E
R
Submitted for SHRM and HRCI credits.
We have an exciting line-up of programs to help manage every stage
of your career. The programs are a member benefit and held around
the times of our other meetings as indicated. To find out more specifics,
contact David Cheatham [email protected] and
please check out the Tri-State webpage at www.tristatehr.org.
Tri-State HRMA
Officers
Louis Lessig, Esq., SHRM-SCP, SPHR
- President
John Baldino, MSHRD, SHRM-SCP, SPHR
- Vice President
Sue Learn, SHRM-SCP, SPHR, - Secretary
Judy Baker, SHRM-SCP, SPHR - Treasurer
Margie McLaughlin, SHRM-SCP, SPHR
- Past President
Directors At-large
BJ Anderson, SHRM-SCP, SPHR, Director
Lisa Monte Carlo, SHRM-CP, PHR,
Director
Board Committee Chairs
Jeff Missan, SHRM-SCP, SPHR
– Membership
Karen Roberts, Conference
Debbie Deisroth, SHRM-SCP,
SPHR - Programs
SHRM Garden State Council
Laraine Knauss, SHRM-SCP, SPHR
- GSC Executive Director
Louis Lessig, Esq., SHRM-SCP, SPHR
- Chapter Representative
Administration
Phyllis Jones
[email protected]
Ruth Hanker
Conference
Karen Roberts
[email protected]
Co-Chair, David Weiss
[email protected]
September/October 2015
Nervous about
twitter?
TWITTER
EVENT!!
October 1st,
at 4:30pm
Please join online marketing expert, Howard Yermish, for
a fun and educational session on how to use twitter at
meetings as well as for your online marketing.
Speaker: Howard Yermish helps your business have the
most effective online marketing through training, Internet
development, and new media production.
Visit
https://howardyermish.com for more information.
• Officers • Board of Directors • Committees and Initiatives
Diversity and Inclusion
Alison Lewis, SHRM-CP, PHR
[email protected]
Scott Agostini
[email protected]
Finance
Membership
Jeff Missan, SHRM-SCP, SPHR
[email protected]
Co-Chair, Lisa Monte Carlo,
SHRM-CP, PHR
[email protected]
Judy Baker, SHRM-SCP, SPHR
[email protected]
John Baldino, MSHRD, SHRM-SCP,
SPHR
[email protected]
Newsletter
HR Career Management
Theresa McGlinchey, MSOD
[email protected]
David Cheatham
[email protected]
Co-Chair, Jessica Nichols
[email protected]
Mentor Initiative
David Cheatham
david@transform
-communications.com
Investments
Judy Baker, SHRM-SCP, SPHR
[email protected]
Legislative Affairs
Louis R. Lessig, Esq. SHRM-SCP, SPHR
[email protected]
Marketing/Public Relations
Diane Irwin, CPRW
[email protected]
Outreach – Community
Professional Development
Certification Study Group
Carla Wilson, SHRM-CP, PHR
[email protected]
Co-Chair, Steve Husband,
SHRM-SCP, SPHR
steve.husband@executiveedge
consulting.com
Programs
Debbie Deisroth, SHRM-SCP, SPHR
[email protected]
Co-Chair, Doug Allen, SHRM-SCP,
SPHR
[email protected]
Sponsorships
William Cowan, CRPS®, CRPC®
[email protected]
Sr. HR Executive Forum
Donna Jack, SPHR
[email protected]
Lauri Plante, SPHR
[email protected]
Student Relations
Dina Cooper-Williams, PHR
[email protected]
Succession Planning
Past Presidents
Talent Scouts
Monica McClintock, SHRM-SCP, SPHR
[email protected]
Spencer Broad
[email protected]
Workforce Readiness
Gwen Baker, SPHR
[email protected]
Young Professionals Initiative
John Baldino, MSHRD, SHRM-SCP,
SPHR
[email protected]
Ken Bode
[email protected]
Social Media Marketing
Ron Scully, SHRM-CP, PHR
[email protected]
pg 3
WELCOME NEW MEMBERS
Name
Company
Mel Ashley
Brooke Brennan, PHR
Krista Briglia
Julieann Calabrese
Jack Champion
Joseph Chen
Cindy Cipriani
Daniel DeLucia
Nicole DiMaio
Jacobia Dunn
Jason Edelman
Shelly Ellis
Bridget Feery
Kate Flanagan
Teresa Gallagher
LaChelle Greager
Theresa Halasz
Sakinah Higgs
Kim Hopkins
Dan Lanni
Tetyana Luczaj
Kristen MacMillan
Debbie Murray
Steven Nage
Rachel Rosenfeld
Jaime Rubini
Marianne Sladzinski
Tricia Taylor
Jenna Tomevi
AccuPay Payroll Services
NWL, Inc
United Way
Rowan University
OPEX Corporation
Rowan University
Clear Path by Cindy
Virtua at Work
Rowan University
Integrity Staffing Solutions
The Graham Company
Pittsgrove Twp Board of Education
Inspira Health Network
Cornerstone OnDemand
Girl Scouts of Central & Southern NJ
Bear Staffing Services, Inc.
PPH Corporation
Rowan University
Principal Financial Group
Rowan University
Dave & Buster’s
Town & Country Financial
Rowan University
Delaware River and Bay Authority
S.P.A.R.C. Women
The Protocall Group
Ceregence
MEMBER NEWS
Congratulations!!
Louis Lessig, Esq., Partner at Brown & Connery, LLP,
is a winner of the SmartCEO, CPA & ESQ Awards. This
program honors the region’s most enterprising accountants and attorneys for their leadership, accomplishment, innovation and success.
Congratulations!!
President Bill Emerson of Emerson Group has been
announced as one of Philadelphia SmartCEO 2015 Cornerstone Awards Finalists for Southern NJ. This selection
celebrates being one of the most impactful companies in
the Greater Philadelphia area.
Continued from front page
An “exceeds expectations”
alternative to the annual
performance appraisal
This new alternative simply requires a spreadsheet (the author will happily
share his Excel template) listing the employee’s current most critical business
goals, his/her progress toward the goals in the prior month, and plans for the
current month. This provides a way for monthly, regular feedback about progress. An added dimension is that the employee’s current career development
goals are also listed and connected with the business goals. It is not only simple, but encourages communication.
Participation is optional
Imagine an employee thinking of retiring within the next two years who has
happily and satisfactorily performed the same role for the last ten years. In
most organizations, this individual received the average increase every year
for the last 9 years. What is the value in requiring them to complete a PA? Not
much - just give that person the same increase with no need to complete a PA.
Now imagine a very different scenario: a 5-year employee with aspirations of
becoming a manager. What if the employee and manager could meet monthly
or quarterly to review how the employee is progressing against his business
and career goals? Would there be any value in this? Through tracking progress
on the spreadsheet, there is more data to make a case for a higher than average
salary increase than with an annual review. So this method would motivate
that person to participate in the process.
Easier Salary Reviews
While my personal philosophy is to simply pay employees what the market requires, I recognize that many organizations demand a pay for performance plan. In
that case, provide the top performers (top 10 to 15%) with an increase that is 1.5
times as high as the average. Managers submit the employee’s spreadsheet to
the leadership team and deserving employees are identified for higher increases.
No Rating Necessary
Everyone’s a 5 when we hire them, right? Then why do we insist on calling
them 3’s once they are on board? And does this do more harm than good?
The latest results from YouGov show that most Americans (55%) think that
they are smarter than the average American - meaning that the average American thinks that they are smarter than the average American. The technical
term for this is illusory superiority. So if it is a natural predisposition for most
of us to think we’re better than we really are, what value do we bring to our
workplaces to try to force reality (via ratings) onto our employees? In addition, there is significant evidence that rater bias has more to do with the rater
than does the employee’s actual performance. Instead of ratings, what if we
provided employees with real-time feedback about how they are doing against business goals? It sounds radical, but check out these surprising results:
Adobe quit their PA process in 2012; turnover of top performers decreased 30%
(turnover of low performers increased), and stock returned 256% (S&P returned 125% during same time frame). Microsoft - November 2013; stock went up
125% (S&P = 119%). Medtronic - April 2011; stock up 193% (S&P=156%). I am not
suggesting that the only reason these companies continued to thrive was due
to dumping their PAs. But the walls didn’t fall down either.
Employee driven
Be a Tri-State Meeting Sponsor
There are still some meetings sponsorships available for the 2015/2016 year.If
you would like to learn more about the opportunity to sponsor an upcoming
Tri-State meeting this year, please contact Bill Cowan, Chair of Tri-State Sponsorship committee. Phone: 856 231 5518 | Email: [email protected]
Congratulations to
Theresa McGlinchey has just been awarded her Master’s in
Science in Organization Development & Leadership from
PCOM.
September/October 2015
As alluded to above, this system is employee driven. If you don’t want to
participate, you will simply receive the average increase like most people but
without the hassle. What about poor performers? The manager needs to do
what he has been paid to do all along, which is to speak to the employee and
provide the feedback to get him/her on track.
Future focused
The traditional PA process is mostly about looking in the rearview mirror.
Even if the manager wanted it to be future focused, most people tend to dwell
on the one negative thing from last year. Why cloud an entire year like that?
By providing ongoing coaching and feedback, you will yield a more positive
experience for all. And you will reach a higher goal of improved employee
performance for the betterment of the organization as well as the employee.
pg 4
SUPPORT OUR
PREFERRED PARTNERS
Continued from front page
The Evolution of the HR Certification
At the national conference in 1988, ASPA announced that the organization was changing its name to the Society for Human Resource Management (SHRM) in order to
reflect the increase in value to firms that Human Resources can bring, while “Personnel”
increasingly seemed to designate more of a clerical function.
Louis Lessig - [email protected]
Preferred Partner Since 2004
Returning to 1948, the founders of ASPA discussed the need for certifying personnel
professionals, however during that era, there was still much debate as to whether Personnel Management really was a profession, a debate which lasted into the 1960’s.
COLONIAL LIFE
In 1967, ASPA and the Cornell University School of Industrial Relations sponsored a
conference to determine what “defined” a profession. It was agreed that the five characteristics which defined a profession were:
1) Must be Full Time
2) There must be a common Body of Knowledge
3) Must have a national professional association
4) Must have a certification program and
5) Must have a Code of Ethics
Spencer Broad
- [email protected]
Preferred Partner Since 2009
EMERSON
PERSONNEL GROUP
Bill Emerson
- [email protected]
Preferred Partner Since 2003
INNOVATIVE BENEFIT PLANNING
Terriann Procida
- [email protected]
Preferred Partner Since 2009
INTEGRITY STAFFING
KEN BODE
- [email protected]
Preferred Partner Since 2013
PRIMEPOINT
Jerry Hampton
[email protected]
Preferred Partner Since 2012
R
4®
R4 RISK & WEALTH SOLUTIONS
Insurance - Investments - Benefits
Peter S. Rosengard, CLU, RHU
- [email protected]
Preferred Partner Since 2013
For information regarding how to be considered for Preferred
Partner status, contact: Bill Cowan at [email protected]
Young Professionals
of Tri-State (#TSYP)
John Baldino, MSHRD SPHR SHRM-SCP, President, Humareso
The Young Professionals of Tri-State (#TSYP) had their Spring gathering at PJ Whelihans in Cherry Hill on May 28th. “Why at such a
place?” you may ask. Because that’s just where YP’s are! The Young
Professional group, for those with 8 or less years of professional human
resources experience, finds collaboration, comfort and creativity in this
type of environment. We talked about harassment and it’s identifying
characteristics. Yes, right there in the middle of PJ’s, we spoke of harassment. Because that’s just where real life happens. HR doesn’t happen in a vacuum. Our awesome YP group knows it!
Please keep an eye out for our summer event
on the Tri-State website!
September/October 2015
Personnel met 3 of the 5 criteria… there was no Body of Knowledge and no certification
program.
In the early 1970’s ASPA began to work in earnest toward building a certification program, except there was a fear that people would equate certification with competency.
In 1972, the association established the ASPA Task Force on Accreditation. This group
began building a national program and in 1975 the task force was dissolved and the
ASPA Accreditation Institute (AAI) was incorporated. There were 6 functional areas
designated, which later became the six modules of the SHRM Learning System. Initially,
there were six separate exams, one for each of the six functional areas, and creating
more confusion, there were two levels of designations for both Generalists and Specialists denoting basic and senior levels.
AAI was ready to start accrediting personnel professionals in 1976, and wanted to attract senior level professionals, but feared that they would not sit for an exam. So a test
exemption process was developed and professionals could send in their resumes and
credentials. If your submission met the requirements, then you would receive accreditation. This is a similar process to what SHRM is using this year for the roll-out of
the SHRM-CP and SHRM-SCP program. During 1976, approximately 2,100 Personnel
professionals were accredited through the test exemption process. This turned out to
be a very smart decision. The first exam date was scheduled for April 24, 1976; however
only 4 people registered to take the exam.
In 1979, AAI was renamed the Personnel Accreditation Institute (PAI) to separate the
roles of ASPA from the Accreditation Institute. That year, PAI also offered the first
comprehensive generalist exam, which was the start of the exam as we know it today.
In 1988, as ASPA became SHRM, PAI also instituted a name change to the Human Resource Certification Institute (HRCI); made the decision to discontinue specialist certification, and eliminated the 4 different designations, settling on the two designations
we are familiar with today, the Professional in Human Resources (PHR) and the Senior
Professional in Human Resources (SPHR). Initially, if a practitioner passed the SPHR
exam and re-certified twice, they would receive Lifetime Certification as an SPHR. This
practice was discontinued in the late 1990’s, however those certified before the practice
was discontinued were “grandfathered” under the process, which is why you will still
find some practitioners today with a lifetime SPHR designation.
HRCI did add two additional certification designations over the following years. Recognizing the global impact of business and HR, in the Global Professional in Human Resources (GPHR) was first offered in 2004. Recognizing the complexities faced in dealing
with the HR function in the state of California, HRCI also introduced California state
specific examinations in 2007 for the designations of PHR-CA and SPHR-CA.
Recently, a rift developed between SHRM and HRCI, primarily over the direction of the
examination to test competency. While SHRM created HRCI over 40 years ago, they
have always been separate entities. In 2015 SHRM introduced its competency-based
exams for the designation of SHRM-CP and SHRM-SCP. HRCI continues to offer the
exams for PHR and SPHR as well as the GPHR and California specific examination.
So what will the future bring? Will the SHRM-CP, SCP exams become the new standard
for the profession? Will the PHR and SPHR retain their standing as the premier certification for the HR profession? Will there be a reconciliation where the SHRM CP, SCP
and the PHR/SPHR are combined? Who knows? Only time will tell.
One thing is certain, by obtaining any of the certifications, you set yourself apart from
the rest of the HR profession, by continuing your professional development and demonstrating your commitment to the HR profession.
pg 5
MORE MEMBER NEWS
MEMBER PROFILE
2015 HR Person of the Year...
Lisa Monte Carlo
and did we have a night for you!
By Lauri Ann Plante, MSOD, SHRM-SCP, SPHR
Delaware Valley HR Person of the Year 2015 Chair
May 21, 2015 was an especially rewarding
night for HR professionals in the Delaware
Valley. Celebrating the 15th anniversary of
the Delaware Valley HR Person of the Year
Awards, over 400 attendees gathered to honor
and celebrate 25 nominees for HR Person, HR
Consultant & HR Rising Star of the Year.
Tri-State members were highly visible through the evening, networking and supporting our nominees: Douglas Allen, SPHR, SHRM-SCP
from Cooper Health System, Karen Roberts from Flaster Greenberg,
Jerry Hampton of PrimePoint & Jaime Lynn Rivero, SHRM-CP, PHR.
The highlight of the evening was when the winners were announced
– congratulations to Tri-State member Douglas Allen, SHRM-SCP, SPHR from Cooper Health System!
Additionally, through the incredible generosity of all attendees, the
raffle benefitting the Veterans Multi Service Center, raised over $5500!
Pictures from the event are posted to: www.hrpersonaward.org.
Stay tuned for upcoming information for 2016 HR Person of the Year;
now is the time to consider who you’d like to nominate for this prestigious award!
WHEN WORK WORKS
Partnership
This year is shaping up to be a banner year for workplace flexibility and the When Work Works team
has launched two new offerings in 2015 to help spread the good news about embracing workflex in your
organizations. New When Work Works resource features effective workplace strategies.
Ever wonder what innovative workplace flexibility strategies employers
in your industry are leveraging to make work “work?” If so, be sure to
check out this new resource from When Work Works – a FREE online searchable database of promising and innovative practices from employers
that are creating effective and flexible workplaces. This online version of “The Guide to Bold New Ideas for Making Work
Work” highlights 2013-2014 When Work Works Award-winning organizations by size, industry, location or type of flexibility program. Use this
tool to learn what effective practices other employers in your state or
sector are implementing to attract and retain talent.
Go to the Tri-State website for more information and quick links:
www.tristatehr.org
Success consists of going from failure to
failure without loss of enthusiasm.
Winston Churchill
September/October 2015
By William A. Cowan, Senior Financial Advisor, The Ewing/Cona Group, Merrill Lynch
Current position: HR Director
Current company: Essentra
HR Certifications: PHR, SHRM-CP
Education: Glassboro State (Rowan)
Hometown: Born in South Philadelphia, grew up
in Deptford, NJ
Home: Washington Township, NJ
First Job: McDonald’s crew member – “would you like fries with that?”
Mentor: First Manager in HR at law firm in Philadelphia, amazing woman,
so accomplished and patient!
Accomplishments most proud of: Raising 3 wonderful kids and 30 years
of marriage bliss!
Honor or Award most proud of: Rookie of the Year, Tri-State
Goal still to be achieved: Satisfy 100% of the people 100% of the time!
What do you enjoy most about being an HR Professional: Helping people!
What is the toughest part of your job: Involuntary terminations.
Advice to someone considering the HR field: Do it! And when you do,
get involved, work to advance the profession.
What would you have done if you were not in HR: Child Psychologist
Reasons for being a member of Tri-State HRMA: Hanging out with an
awesome group of people and the opportunity to give back.
What are your sources of HR News/Updates: SHRM, LinkedIn, HR Hero Line, etc.!
What HR Conferences do you try to attend: Tri-State,
Garden State Council SHRM
Word that Best Describes You: Fair-minded
Best Decision of your career: Accepting Internship at law firm in HR Dept.
Best Decision of your life: To stay in the area close to family.
What Social Networks do you use: LinkedIn, Twitter
Favorite Book: Anything written by Stephen King
Favorite Tech Gadget: Iphone
Favorite Movie: The Wizard of Oz
Favorite Restaurant: Any sports bar
Favorite Vacation Spot: Jamaica
Favorite Place to Shop: Ann Taylor Loft
Favorite way to spend free time: With family and friends and working out –
but not at the same time!
TV show you hate to admit you watch: Pretty Little Liars
Magazine you hate to admit you read: I subscribe to Good Housekeeping
but please don’t ask me how many of the wonderful recipes I have attempted
over the years!
What car do you wish you owned: One that comes with a driver so I can
be productive while sitting in traffic on 295 every night!
Little known fact about you: I like to listen to Sports Radio and love to
watch sports.
Retirement Plans: I’m not sure I ever will retire!
Tri-State HRMA Golf Outing
Date: Monday, September 28, 2015
Time: 9:00am
Cost: $75.00
Location: Golden Pheasant Golf Course,
Lumberton, NJ
Questions? Contact Dan Sell [email protected]
or Jerry Dropcho [email protected]
pg 6
September 10th DINNER MEETING • The Westin Mount Laurel
Knock-Out Networking!
The “one-two punch” to more prospects, more referrals, and more business. Boxing, like networking, is about the connection. More
and better connections for your fight game –or your business, means greater success! HR Professionals MUST have a “knock-out”
approach to making great connections, otherwise they will fail. Simple as that!
So what IS one of the best ways to make connections? Networking! Most business people are not born networkers. In this “main
event”, look to improve your fight game!
• Confidently meet and greet new people in business settings
• Further define Target Market to establish more and better connections
• Deliver a “knock-out” elevator speech (not a script!)
• Generate more prospects and referrals from current client base
• Implement a Knock Out Action Plan
• Establish important (and fun!) relationships
About the Speaker: Michael Goldberg is the founder of Knock Out Networking, LLC, a sales consulting firm focused on helping financial services firms generate more prospects and referral-based business. Michael’s programs are responsible for generating hundreds of thousands of dollars of increased revenues,
retention, and recruitment. Michael speaks at conferences and associations, runs sales meetings, and delivers dynamic “results driven” programs that can
be implemented immediately. Clients include John Hancock Investments, Morgan Stanley, Merrill Lynch, MetLife, Western & Southern Life, Chubb & Son,
Colonial Life, Jackson National, and Guardian Life.
This program has been approved for 1.25 General HRCI Credits.
SPONSOR
Pending SHRM PDCs.
REGISTRATION
Please visit www.tristatehr.org to register online. For voicemail,
call (856) 428-7585. • $40.00 Members of Tri-State
• $50.00 Non-Members and Guests
October 1st DINNER MEETING • The Westin Mount Laurel
The Science of Getting More Done!
Beyond Time Management
Traditional “time management” is no longer enough. To be competitive in today’s marketplace requires mental agility and new strategies. A little-understood and under-utilized advantage is the manipulation of the human brain to accomplish the most important
priorities. Use the latest brain science to work faster, smarter and with more focus!
Science now provides us methods we can utilize to leverage brain function throughout the day to manipulate our attention, mental
agility, problem-solving skills and creativity. Too often we unconsciously sabotage our success by compromising our decision-making, attention and problem-solving skills. What we decide to focus on, prioritize, and set aside are the decisions that determine our
triumphs and accomplishments.
Find out how today’s most innovative organizations are now embracing practices that streamline decision-making, reduce churn and
improve employee engagement. There’s never been a better time to spend an hour on ourselves and leverage the power that lies within us all! Brain power!
About the Speaker: Barbara Bergeron is the president and principal consultant of SOS Organizational Services. After more than 20 years of experience
training organizations and coaching executives to be more productive, she has merged the latest research with traditional productivity and time management
training. The result is a new approach to prepare business leaders to leverage time and brain power.
Her expertise in personal productivity training throughout the nation and a cross-section of industries, places her in the unique position of drawing on their
mutual challenges and successes. Her clients included numerous Fortune 500 companies such as Merck, QVC, ConAgra Foods, CertainTeed Building Materials,
Shire, and Rohm and Haas, several American Lawyer 100 firms, as well as micro-sized businesses focused on leveraging slim resources to produce big results.
This program has been submitted for HRCI Credits and SHRM PDCs.
SPONSOR
REGISTRATION
September/October 2015
Please visit www.tristatehr.org to register online. For voicemail,
call (856) 428-7585. • $40.00 Members of Tri-State
• $50.00 Non-Members and Guests
pg 7
TRISTATERSCRAPBOOK
BOARD
RETREAT
MAY
CONFERENCE
SOME OF OUR
CONFERENCE
EXHIBITORS
Newsletter designed by Steve Wheeler, September 2015 • [email protected]
INTRODUCING OUR
NEW BOARD
Contributed by Dan Sell, SHRM-SCP, SPHR
President – Louis R. Lessig, Esq., SHRM-SCP, SPHR
Partner at Brown and Connery, LLP (Labor & Employment Law Group)
BA Muhlenberg with a major in Human Resource Administration, JD Widener University School of Law
Tri-State member since 1998, SHRM member since joining in college in 1988
Tri-State leadership positions – Vice President, Secretary, Board At-Large, Co-Chair of the Conference and Legislative Committees
Speaker at the SHRM National Conference for 9 straight years (including 2015)
Author of numerous articles on employment law issues
Nominee – HR Person of the Year (2010)
Vice President – John Baldino, MSHRD, SHRM-SCP, SPHR
President, Humareso
BA from St. Josephs University with a major in English, MSHRD from Villanova
Tri-State member since 2010, SHRM member since 2008
Tri-State leadership positions – Treasurer, Board At-Large, Conference Committee Chair, and Chair of the Young Professional Initiative
Author of several articles on Human Resource issues
Delaware Valley HR Person of the Year (2012)
Treasurer – Judy Baker, SHRM-SCP, SPHR
HR Business Partner at William Penn Foundation
BA from Clark University with a double major in Business Management and Psychology
Tri-State member since 1996, SHRM member since 1994
Tri-State leadership positions – Treasurer, At-Large Board, Senior HR Executive Forum Co-Chair
Board positions with several civic and educational organizations
Delaware Valley HR Person of the Year (2012)
Secretary – Sue Learn, SHRM-SCP, SPHR
HR Director at AVL Digital Group
BS from Virginia Tech with a major in Hospitality and Tourism Management
Tri-State member since 2002, SHRM member since 2003
Tri-State leadership positions – Secretary, At-Large Board, Co-Chair of the Student
Relations Committee
Nominee – HR Person of the Year (2014)
Board – B.J. Anderson, FPC, SHRM-SCP, SPHR
HR Business Partner at Sage Payroll Services
Tri-State member since 2005, SHRM member since 2005
Tri-State leadership positions – Co-Chair Conference Committee, HRCI Study Group
Six Sigma Yellow Belt
Board – Lisa Monte Carlo, SHRM-CP, PHR
Director of Human Resources at Essentra Packaging
Tri-State member since 2007, SHRM member since 2000
Tri-State leadership positions – At-Large Board, Co-Chair of Membership Committee
Tri-State Rookie of the Year Award (2013)
Board (Immediate Past President) – Margie McLaughlin, SHRM-SCP, SPHR
Senior Vice President at Caliper
BS from St. Josephs University with a major in Psychology and a minor in Business
Tri-State member since 1985, SHRM member since 1994
Tri-State leadership positions – President, Vice President, At Large Board Member, Secretary, Conference Committee Chair
Delaware Valley HR Person of the Year (2008)