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February 2015
The Newsletter for Members of IndySHRM
In This Issue
President's Pen
Important Dates
Volunteer Committee Update
2015: HR's Year to Partner with the CEO
Certification Update
Website Features
Job Postings

Affiliate of the Society for Human Resource Management
8945 South Street
Fishers, IN 46038

Phone: (317) 841-3236
Fax: (317) 841-8206


2015 Board of Directors

Amy Hardesty, SHRM-SCP, SPHR

Leigh Crick, SHRM-CP, PHR

Immediate Past President
Jeremy York, SHRM-SCP, SPHR

Vice President, Membership
Keisha Underwood, SHRM-CP, PHR

Vice President, Programs
Josh Bradket

Karen Seketa, SPHR

Director, Certification
Jennifer Lange, SHRM-CP, PHR

Director, Communications/
Newsletter Editor
Jessica Stephenson, PHR

Director of Legislative Affairs
Shelly Jackson

Director, Sponsorship
Robby Smith

Director, College and
Community Relations
Justin Kilgore

Director, Workforce Readiness
Catherine Schmidt

Director, Diversity
Kristen Lampkin

Director, Volunteer Management
Doug Applegate

Executive Director
Mark Records

For General Information:
Phone: (317) 841-3236
Fax: (317) 841-820

President's Pen

How often do you make change for a dollar?

I saw a short film recently, called “Change for a Dollar”; it chronicles a day in the life of a (seemingly) homeless man.

There is no dialogue, only a soundtrack. As the film opens, the Man sits on a step holding an old can and a weathered cardboard sign that says “Change”. He collects a few coins, maybe a dollar or so.

He goes into a convenience store and buys a cup of coffee for $.35 and a package of matches for $.15. As he is checking out, he walks past another register where a mom is emptying her wallet, literally counting pennies, to purchase a loaf of bread for herself and her son.

The Man exits the store and hands the cup of coffee to another (seemingly) homeless woman on a bench. He turns the corner and keeps walking. He puts a penny on the sidewalk.

The woman and son from the convenience store walk around the corner. The boy stops and sees the penny on the sidewalk. He picks it up and gives it to him Mom. His Mom looks over and sees they are in front of a coffee shop with a “Help Wanted” sign in the window. She asks her son to wait and goes inside. She comes out smiling and gives her son a hug. The sign is removed from the window.

The scene shifts back to the Man who is walking through the park. A young lady has a sign that says “Dimes for David”. The man puts $.10 in her jar; she gives him a carnation.

It is getting dark. The Man walks on. He encounters a group of men in the park standing by a trash can filled with sticks for a fire. The Man gives them his book of matches.

The Man walks on. He walks past a Laundromat. Through the window we see a young couple fighting; the girl sits down and cries. The young man walks outside. The Man, still carrying the carnation, gives the young man the flower. The young man goes inside and hugs his girlfriend, giving her the flower.

The Man walks on. He comes to another park. He sees a girl sitting on a bench alone. He gives her his last two coins. She goes to a nearby telephone and makes a call. We hear her speak, “Mom, I want to come home”.

Morning comes and the Man is in the same place, with the same sign. The boy and his Mom walk by. The boy, recognizing the Man from the day before, puts his only penny in the can.

A Man spent a day giving everything he had to other people; and to those recipients, it was enough. It was just enough to equip them for their next steps; it was just enough to fill their need in that moment.

Sometimes everything is enough and sometimes enough is everything.

Sometimes, you just need to make change for a dollar

Amy Hardesty, SHRM-SCP, SPHR

Important Dates

Thursday, February 12, 2015 -- Breakfast
Talent Balance Sheets – Combining Human Capital Financial Statements with Values Alignment

Maggiano’s Keystone at the Crossing
Registration and Breakfast: 7:15-8:00 a.m.
Program: 8:00-9:15 a.m.

Program qualifies for 1.25 Business (Strategic) Credits from HRCI and 1.25 PDCs from SHRM Certification.

Program Overview
Did you ever hire somebody that you wished you hadn’t? How did you know it was wrong? Organizations are crippled by new hires who are not aligned with the organization’s core values, and current talent acquisition models often do not reveal this key knowledge about new hires. In this fast-paced session, we first de-construct failed past strategies, and look at promising new ideas that appear to be producing results.

Fresh data and recent case studies will be shared from the “front lines” of the Talent Wars, and “lean thinking” methods will look at values alignment and talent ROI from several viewpoints – operational, financial, and, of course, Human Resources. For the first time, this session will apply “Lean Thinking” and “Six Sigma” theory to flawed hiring processes, and will compare cross-functional metrics from finance and operations to define how success is measured.

Key learning points:

  • ROI is different when seen from cross-departmental viewpoints
  • LEAN theory applies to all HR and Talent Management functions
  • How to measure and track “high performer” ROI by job description
  • Incorporating “Fast Feedback” loops on new hires in existing performance management systems

About the Speaker:
Karl J. Ahlrichs, SPHR
Senior Consultant, Gregory & Appel
blog – www.uncommonzone.com
twitter: @kahlrichs

Trained as a journalist and communicator, Karl Ahlrichs has broad experience in workforce issues and senior level problem solving, handling complex issues with uncommon sense. Karl is a national speaker and author, and is often quoted in the media on Human Capital issues.

Karl joined Gregory & Appel, an Indianapolis-based benefits consulting and brokerage firm, after a consulting role in the Indianapolis office of Marsh & McLennan, and a stint as Vice President of Right Management Consultants. At those firms, his clients included Roche Diagnostics, Boeing, Apple Computer, Wellpoint, and Frito Lay.

Karl’s experience is perfectly suited to times of great organizational change. He has decades of strategic consulting to all industries, using risk management and good organizational development theories to bypass “best practices” and move directly to “next practices”.

Register Now

Thursday, February 26, 2015 -- Lunch
They Drive Me Crazy! Bridging the Great Generational Divide

Crowne Plaza Airport
Registration and Networking: 11:00 - 11:30 a.m.
Lunch: 11:30-12:15 p.m.
Program: 12:15-1:30 p.m.

Program qualifies for 1.25 Business (Strategic) Credits from HRCI and 1.25 PDCs from SHRM Certification.

Program Overview
This engaging program for audiences that include all generations asks how in the world Traditionalists, Baby Boomers, Gen-Xers, and Millennials can work together successfully. And what makes the Millennials different from every other green generation who entered the workforce before them and why should you care?

About the Speaker
Cara Silletto, MBA, Millennial Mindset Speaker & Author
Cara is NOT just a motivational speaker! She provides relevant, measurable takeaways, as well as entertainment and inspiration for those seeking motivation to change. From intimate settings to large keynote presentations, her engaging approach is perfect for all audiences. And as a former conference director, she makes the event planners shine!

Register Now

Click Here for our Full Calendar


Thursday, April 9, 2015
Lunch with Representative Susan Brooks

Renaissance Hotel, Carmel, Indiana
Registration and Networking: 11:00-11:45 a.m.
Lunch: 11:45 a.m. to 12:15 p.m.
Program: 12:15 - 1:30 p.m.

1.25 CEUs from HRCI and 1.25 PDCs from SHRM Certification

Congresswoman Susan W. Brooks represents the 5th District of Indiana, which spans eight diverse counties throughout the central part of the Hoosier state. She currently serves on the House Energy and Commerce Committee, the House Ethics Committee and the Select Committee on the Events Surrounding the 2012 Terrorist Attack in Benghazi.

Before joining the House of Representatives, Congresswoman Brooks received her undergraduate degree from Miami University of Ohio, then went on to pursue a Juris Doctor from the Indiana University Robert H. McKinney School of Law. In 2001, President George W. Bush appointed her as U.S. Attorney for the Southern District of Indiana. In this position, she received bipartisan acclaim for her efforts to battle mortgage fraud, gun violence, drug trafficking, gangs, child exploitation and identity theft. Prior to her election, she served as Senior Vice President and General Counsel for Ivy Tech Community College with a focus on statewide workforce development strategies.

During her first term, Congresswoman Brooks introduced the bipartisan Computer Science Education Act, which has over 100 cosponsors. This legislation seeks to ensure Computer Science is added as a core academic subject, providing more opportunity for students of all ages to access computer science curriculum in our nation’s schools. She is also the Congressional Co-Chair of the Women’s High Tech Coalition and the author of legislation – passed by the House of Representatives – which requires the Department of Homeland Security to study and publish best practices on the use of social media during disasters.

Volunteer Committee Update

Submitted by: Doug Applegate

IndySHRM is looking for 1-2 HR Professionals to help and volunteer their time for an upcoming panel discussion and professional development event in March for the YNPNindy group. This is a group of young nonprofit professionals looking for advice from experienced HR professionals to share insights into salary and compensation structure as well as career development within the nonprofit sector. If you feel you are able to help young professionals in this area of expertise we welcome you to reach out to the Volunteer Committee for further details.

Christel House Academy is looking for volunteers to help with an upcoming Speed Interview event on March 6th from 11:30am-1:30pm. Senior classmates (30 students) will need to complete 3 individual 8 minute mock job interviews conducted with the volunteers. Volunteers would then complete feedback forms for each student they interview. We are looking for 15-20 volunteers to assist this great school and organization. Reach out to the Volunteer committee or respond to this message.

Please contact Doug Applegate for more information:dapplegate@integritystaffing.com

2015: HR’s Year to Partner with the CEO

Blog Submitted by: Nancy Ahlrichs, SPHR

If a CEO wants to elevate the performance of the organization and the people in it, HR is the ideal collaborator. As fierce global competitors apply new technologies and new approaches to bring in new business, organizations must elevate HR to the role of strategic partner—and HR must respond by helping the organization and all of its employees align their behaviors and performance with the needs of the new strategic plan. To rise to this level and become truly invaluable to the CEO in 2015, HR must:

  1. Report to the CEO with meaningful metrics. Pearson's Law says, “That which is measured improves. That which is measured and reported improves exponentially.” Employees and their intellectual capital are viewed as assets today—the Brookings Institution calculates that these intangible assets are responsible for 80 percent of the value of the company. With this in mind, HR should provide the CEO with meaningful metrics—not just hires per year or month, but also time to fill roles, performance in the first six and twelve months and retention of new hires beyond three years. The goal is to offer better information to guide decisions and make changes if necessary.
  2. Increase accountability and align performance to the strategic goals. A new year brings new goals and expectations. What are the roles of each of the divisions/departments in achieving them? Someone or some entity in the organization must drive the “operationalization” of the strategy down through all of the divisions or departments. HR team members frequently lead or coordinate this effort, either themselves or through an external accountability consultant. This often includes updating job descriptions, providing training to bridge the new skills gaps and aligning the performance management system to the new organizational and individual goals. HR and the CEO should come to broad agreement on the approach and commit to the process that best prepares the individuals and teams to achieve 2015’s strategic objectives.
  3. Bulldoze silos. More organizations must communicate and coordinate horizontally across divisions. Nothing harms innovation, creativity, productivity and responsiveness to client needs more than siloed teams with their customary attitude of “we’ve never done that before” or “it’s not on my list goals.” The CEO and HR must work together to prevent leaders from behaving badly in this regard (running fiefdoms, accepting the status quo, protecting turf, etc.). HR and the CEO must be on the same page about the standards of the organization and how violations will be handled. HR may need to provide training in leadership development, collaboration, relationship building, communication, emotional intelligence and facilitating meetings.
  4. Increase employee engagement and overall organizational performance. Too few organizations have high engagement levels among their non-executive employees. The strong CEO understands that one factor completely within the organization’s control and related to engagement is how it treats its people. This is a tremendous opportunity! HR knows who the weak, disinterested or deliberately harmful managers are who are causing low engagement. HR tracks low staff performance, high absenteeism and turnover. These are the departments where few of 2015’s new goals will be achieved. HR must collaborate with the CEO to offer multiple ways for the employees to “speak up the system,” eliminate the drags on productivity and improve employee engagement.
  5. Shape the culture. HR and the CEO know that culture happens with or without an effort to shape it—and that an unattended culture is a disaster waiting to happen. Culture is “how we do things around here.” Culture either helps the organization to change course when the going gets tough and business is not pouring in, or it encourages handwringing and stonewalling that interferes with needed process change. HR is well positioned to discuss company culture with the CEO and to implement programs that proactively shape it in positive ways.

Every year the CEO has a list of goals for the organization and it continues to get longer. HR must understand the important role it plays and step up to provide support. HR can have significant influence over whether the organization achieves its strategic objectives, and by collaborating with the CEO on the five key areas outlined above, it will do much to propel the organization toward new levels of achievement.

Nancy S. Ahlrichs, SPHR, is an author, columnist and Strategic Account Manager at FlashPoint, a global talent management firm.

Certification Update

Submitted by: Jennifer Lange, PHR

Congratulations to the following participants of our IndySHRM Fall 2014 PHR/SPHR study group who successfully earned their PHR/SPHR certification between December 1, 2014 – January 31, 2015.

Kate Arambula, SPHR
Diana Baier, PHR
L’America Brown, PHR
Robin Chin, SPHR
Lori Clyne, SPHR
Kasey Crosby, PHR
Sheena Dibble, PHR
Nancy Dillon, SPHR
Amy Estep, PHR
Kelly Favory, PHR
Diana Hargenrader, PHR
Megan Kellow, PHR
Dona Manship, PHR

Overall, our Fall study group had a pass rate of 69% for the PHR exam and 44% for the SPHR exam (national pass rates still TBD/released).

If you are an IndySHRM member who has recently earned your HRCI (PHR/SPHR) certification, please let us know and we can put your name in the March newsletter. Email our Director of Certification, Jennifer Lange, PHR, SHRM-CP (jennifer.lange@oldnational.com) and then update your member profile online so our membership directory is up to date!

Our 2015 IndySHRM programming will continue to be a great way to earn HRCI recertification credits (as well as SHRM PDCs for SHRM Certification recertification program beginning this year.) In 2014, there were over 25 HRCI recertification credits available through our IndySHRM programming – be sure you are keeping up-to-date on your recertification needs and that your profile through HRCI’s site is current so you don’t miss your HRCI recertification window!

IndySHRM’s PHR/SPHR Certification Study Group (February – April)

IndySHRM's Spring 2015 PHR/SPHR study group kicked off on Tuesday, February 3 (downtown) and Wednesday, February 4 (Castleton) to help prepare those who are taking their PHR/SPHR exam May 1 – July 31, 2015.

Each group meets for 12 weeks total through April 21/April 22 respectively. Our Tuesday night session meets downtown at Harrison College’s Admin Building (500 North Meridian Street, 46204) from 6:00 – 8:30 pm and our Wednesday night group meets from 5:45 – 8:15 pm in Castleton at Franklin University (8415 Allison Pointe Blvd, 46250)

It isn’t too late to join us! If you are (or know someone who is) interested in participating in the IndySHRM PHR/SPHR study group this spring we can work to get you/them up to speed – Tuesday, February 10/Wednesday, February 11 will be when part 1 of module 1 (Business Management and Strategy) is facilitated.

Please reach out to Jen Lange, PHR, SHRM-CP (IndySHRM’s Director of Certification) at jennifer.lange@oldnational.com or 317-705-6767 ASAP to talk through registering/logistics, etc.

To check HRCI’s PHR/SPHR exam eligibility go to http://www.hrci.org/our-programs/becoming-certified/requirements-and-eligibility


Register Today to Take Your PHR/SPHR Exam

To apply to take the PHR/SPHR exam go to http://www.hrci.org/apply/application-process – the exam registration window is open now.

Register on/before March 13 to avoid the late fee (late registrations are accepted March 14 – April 17, 2015.) The spring HRCI (PHR/SPHR) testing window is May 1 – July 31, 2015.
You can learn more about the PHR/SPHR actual exam fees and deadlines by going to http://www.hrci.org/apply/fees-and-deadlines


News from the HR Certification Institute (HRCI) – Digital Badges

In latter part of January, HRCI sent an email to those PHR, SPHR, GPHR certified individuals with information regarding HRCI’s new digital badges. Per HRCI, “Digital badges have emerged as the newest technology for communicating achievements and capabilities on social media, emails and resumes. Partnering with Acclaim and using Mozilla’s open badges standard, HRCI’s digital badges enable you to provide employers with easy, valid verification of your credential, while positioning you at the forefront of this new technology. Digital badging also protects the integrity of your credential. It provides a link to verified and secure data from HRCI that cannot be falsified.” You can learn more at:


Currently PHR/SPHR Certified – SHRM Certification Pathway Now Available Online

The SHRM Certification Pathway is now available at: http://www.shrm.org/certification/pathway/pages/default.aspx

The SHRM Certification Pathway process is your way as a current PHR/SPHR certified professional to also obtain the new SHRM Certification (SHRM-CP for those with their PHR, SHRM-SCP for those with their SPHR; there isn’t a GPHR equivalent at this time) FOR FREE THROUGH DECEMBER 31, 2015.

All you need to do go to the website above and “Get Started” and from there you will most likely create an online account then once you get that setup you can being the Pathway process. Through this you will 1) certify your HRCI certification is in good standing, 2) acknowledge/sign the SHRM Code of Ethics, and 3) participate in SHRM’s online HR competency tutorial (the pathway – it is not an exam/test nor is it pass/fail.) After completing all three (3) requirements between now – December 31, 2015 you will have obtained the new SHRM certification for FREE.

The SHRM Certification Pathway Tutorial is only available in 2015 – so plan to participate in the SHRM Pathway ASAP. After you’ve completed the pathway and have your new SHRM Certification – let IndySHRM know (317-841-3236) or update your IndySHRM membership profile online. For those IndySHRM members who complete the SHRM pathway and obtain your new SHRM Certification between January 5 – June 30, 2015…you will be entered to participate in a special promotion/prize drawing so let us know when you obtain your new SHRM credential through the Pathway/tutorial process.

SHRM’s certification will have a three (3) year recertification cycle (recertification is $100 for national SHRM members and $150 for non-members) and will follow the birthday rule (like HRCI now does.) For example, if a current PHR/SPHR certified individual (who was born in the month of November) obtains the new SHRM certification in February 2015 – the three (3) year recertification cycle would be valid until February 2018, but since they have a November birthday…their recertification cycle actually then goes from February 2018 to November 2018. Recertification requires 60 Professional Development Credits (PDCs – individuals have three (3) years to obtain 60 PDCs.)

NOTE: Only PDCs obtained after you’ve received the SHRM certification count toward the SHRM certification recertification.) Both HRCI’s and SHRM’s recertification process is independent of one another (but programming may be certified for recertification through both HRCI and SHRM) and each has its own recertification application cost associated with it (so you will need to pay two (2) separate recertification fees to recertify both of your certifications.)
HR professionals can obtain/maintain BOTH the HRCI and SHRM certification credential.

For 2015, both national SHRM and IndySHRM will continue to provide HRCI recertification credits in addition to offering SHRM PDCs for the new SHRM certification.

Please share this information with your PHR/SPHR certified coworkers/colleagues.

CONGRATULATIONS to Those SHRM-CP/SHRM-SCP Certified HR Professionals!

Congratulations to those of you who have already participated in SHRM’s Certification Pathway to acquire your SHRM-CP/SHRM-SCP certification. Be sure to update your member profile online with IndySHRM to add this new SHRM certification next to your already existing PHR/SPHR designation. Example: PHR, SHRM-CP or SPHR, SHRM-SCP

Fall 2015 Certification Study Group(s)

IndySHRM is planning to offer (assuming there is enough interest) a SHRM-CP/SHRM-SCP study group in the fall (September – November) for those interested in obtaining the new SHRM Certification. You can learn more about the new SHRM Certification at www.shrmcertification.org. SHRM will be offering the SHRM-CP/SHRM-SCP exam this spring May 1, 2015 – July 15, 2015 (exam applications accepted now – March 13 or late ($75 late charge) through April 17, 2015); the IndySHRM fall study group will be helping participants prepare for SHRM’s December 1, 2015 – February 15, 2016 SHRM-CP/SHRM-SCP testing window.

Remember, if you already have your PHR/SPHR certification you can earn the SHRM Certification NOW (through December 31, 2015), for FREE, by participating in the SHRM Certification Pathway (currently PHR certified professionals can obtain the SHRM-CP certification and SPHR certified professionals can obtain the SHRM-SCP) at www.shrm.org/certification/pathway then “Get Started”

If you are interested in learning more about the Fall 2015 SHRM Certification study group – please email our Director of Certification, Jennifer Lange, PHR, SHRM-CP, at jennifer.lange@oldnational.com so you can receive more information as it becomes available.

Additionally, if you or a colleague(s) are interested in a PHR/SPHR study group in the Fall 2015 (August – October/November) please email our Director of Certification, Jennifer Lange, PHR, SHRM-CP, at jennifer.lange@oldnational.com so we can determine if there is enough interest to offer a PHR/SPHR study group in the fall. HRCI’s (PHR/SPHR) winter testing window will be November 1, 2015 – January 31, 2016.

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