March 12, 2013
7:00 PM to 8:00 PM
This webinar will cover the preparation, skills, and other relevant information to the hiring process.
Presenter: David Gerth Public Speaking
June 11, 2013
7:00 PM to 8:00 PM
This webinar will cover different strategies for effective public speaking.
Presenter: Jaye Holly
About the Society for Human Resource Management
The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India.
SHRM Local Chapter Network
SHRM has more than 575 affiliate chapters both in the United States and abroad, which provide additional programming and networking opportunities in your local area. SHRM chapters are autonomous organizations, so it is not automatic that you will be a member of your local chapter when you join SHRM at the national level, and vice versa.
Excelsior College SHRM
Student Chapter Officers
President: Melvin Fleming
Vice President: Nicole Kio
Secretary/Treasurer: Cathy Cooper
Student Chapter Advisor: Sarah Quaile
Program Advisor: Dr. Alicia Luna
| |Message from the Student President
Dear Fellow Students,
It is with great pleasure and pride that I serve as the President of the Excelsior SHRM Chapter. Here is a little information about myself. I am graduate of Excelsior College with a Bachelor in Liberal Studies and I currently have five classes left to complete my MBA. I became a proud U.S. Army retiree in 2009 with 20 years of service. My military occupational specialty was Personnel and Human Resources Specialist. I was born in the United States Virgin Islands and I am married to my beautiful spouse, Giovanna, and we have two sons 14 and 21. I currently work for the State Department as a management/program analyst in Houston, TX.
The field of Human Resources has changed a great a deal over time and continues to evolve. So as students and professionals we must try to keep pace with that change with constant learning and the sharing of ideas. HR professionals are now viewed as strategic contributors to businesses. Being a member of SHRM is one way to enhance your expertise and broadcast your value to an organization.
The Excelsior SHRM Chapter can provide members with the chance to network, increase career development, learn and share ideas through webinars, along with other activities. Please take the time to read our newsletters on the Excelsior Web site and attend our informative webinars.
I look forward to meeting with you all and encourage you to join us and experience an association and affiliation with the chapter which can positively impact your academic and professional goals. I invite you to join us; become a member, and get involved with your HR colleagues. Your investment in membership will be well worth the knowledge you will gain and the professional network you will develop.
Melvin A. Fleming
Dealing with Workplace Bullies
Tom Stagg works as a telecommunications technician. He is big and strong, hunts for sport, has a shotgun in his pickup truck, and prides himself on not taking grief from anyone. When his boss corrects him, Tom aggressively says the supervisor is wrong and Tom can prove it, and threatens, “Don't mess with me.” When a co-worker tells Tom that he’s not doing his share, Tom swears at the co-worker, says he knows where the person lives and warns the individual to shut up. When his employer decides to give away some old office furniture to employees, Tom arrives with his pickup truck, shoves other employees aside and announces that he is taking the first pick. When Tom is given a warning for inaccurate time sheet entries, he threatens to sue the HR manager personally for defamation. After another manager criticizes his behavior, the manager finds his car has been keyed in the company lot. Tom is a bully.
Judith Short is VP of operations. When a subordinate presents a report, she glances at it, labels it “trash” and tells the subordinate in front of a co-worker, “You just don’t get it.” After the subordinate goes to HR in tears, the HR manager meets with Judith to coach her about communications. Judith tells the HR manager that she, Judith, is not “politically correct” and that she is “tough and proud of it, as a woman has to be tough.” Judith also tells the HR manager that he obviously doesn't understand the needs of the business, and that he'd better “get a clue” about how things work or he won’t last long. Judith announces that the subordinate will be put on a 30-day performance improvement plan, which will be a “short runway” out of the company. Judith is a bully.
There are many types of bullying behaviors, but some of the most common examples, according to the Workplace Bullying Institute, are:
- Falsely accusing the person of errors made or insubordination. Staring, glaring or other nonverbal demonstrations of hostility.
- Excluding a person by refusing to communicate with them or leaving them out of activities.
- Yelling, screaming or humiliating the target, often in front of others.
- Making up arbitrary standards that the bully does not follow or that do not apply to others.
- Encouraging others to turn against the target. Stealing credit for work.
- Retaliating after a complaint is filed. Imposing unrealistic demands/deadlines. Sabotaging the target's work.
The workplace has always had bullies, and they are not always bosses. According to a survey sponsored by the Workplace Bullying Institute in 2010, 35 percent of U.S. workers have experienced or witnessed bullying. The survey also found that 62 percent of bullies are men; 38 percent are women. Women make up 58 percent of the targets; men make up 42 percent.
However, men bully men more frequently than they bully women (55.5 percent), and women usually bully other women (80 percent). Workers ages 30 to 49 are the most frequent targets. A 2010 survey in Australia produced even more startling statistics, finding that 94.5 percent of survey respondents had been bullied, with the bully usually a woman (Survey Report: Extent and Effects of Workplace Bullying, 30 May 2010 by Knowbull! to support Workplace Bullying Awareness Month, available at www.know-bull.com.
In the last few years, much has been written about bullying at work, and there have been stories about high-profile bullies. The costs of bullying alone, which continue to be studied, are a call to action for employers because bullies are very expensive. Loss of productivity is one immediate consequence. Also, victims of bullying are more likely to suffer from anxiety, depression, burnout and even symptoms of post-traumatic stress disorder (see Loraleigh Keashly and Joel H. Neuman, “Bullying in the Workplace: Its Impact and Management,” Employee Rights and Employment Policy Journal, 335 (2004) www.shrm.org
The Importance in Marketing Yourself in Today’s Job Market
You are getting closer to completing that degree you worked so hard for, and you can’t wait to take that deep breath that is a mixture of relief and excitement that’s associated with such a major accomplishment. But for some that is only the first leg of the journey, now the really hard part begins, finding a job. And it is not only finding just any job but one that actually matches your skill set of the degree you obtained.
Many recent college graduates continue to face a challenging job market, due their inability to effectively locate and acquire a job. With 53.6 percent of bachelor’s degree-holders under the age of 25 underemployed or unemployed, the nation’s young people are unfortunately less prepared than they think. According to a new national survey, 48 percent of college career center directors felt students were not well prepared for the career landscape-noting a lack of motivation and understanding about the job search process as major barriers to successfully landing a job. “The survey reveals recent graduates may be prepared to perform on the job, but not prepared to find the job,” says Alexandra Levit, business and workplace consultant and Career Advisory Board member.
This current job climate favors the employer and their large pool of potential employees with college degrees to choose from. Many of you have the same skill set, so it comes down to your ability to separate yourself from the pack and grab the attention of the employer. That’s why marketing oneself is more important that it has ever been.
The critical component of the marketing strategy starts with the resume. Research the company and position that you are applying for and tailor your resume so that it fits the target position’s job description. The resume should be written in a way to immediately attract the interest of the employer. Some businesses require a cover letter to accompany the resume, so you should follow the same philosophy of the resume. Write in a form to positively attract attention and to summarize how your skills can be an asset to the company.
So, you resume has been selected and you have been called in for the interview. This is another pitfall for many graduates. The interview is just as crucial as the resume and can be more so because you are now face to face with your employer and your ability to communicate effectively comes into play. The only option to increase the odds of having a successful interview is to Practice, Practice, Practice; because practice makes perfect. One-on-one coaching sessions or mock interviews with career service professionals are the best forms of rehearsal and a good way to learn the dos and don’ts. Also it helps to keep up to date with the changes in your career field, especially if your field has changes that occur rapidly.
The current job market is tough for the college graduate but it is not impossible to crack. But remember you have the degree and the tools to do the job. You just have to market yourself correctly.
Reference: How to make the successful transition from college to career. (2012, September 27). ShelbyNews.com, p. 1.
This section is looking for opportunities to increase our overall knowledge of this organization.
Contact Alicia Luna
with your ideas and suggestions.
Here are some online resources associated with Human Resources, Education and Outreach, including the SHRM and CRHRA Web sites: www.shrm.org www.crhra.org