HUMAN RESOURCE MANAGEMENT CERTIFICATE PROGRAM
MANAGEMENT & LEADERSHIP CERTIFICATE PROGRAM
UNION GRADUATE COLLEGE
NEWSLETTER
FOR CERTIFICATE PROGRAMS
September
6, 2009
CAPITAL
REGION HUMAN RESOURCE ASSOCIATION
SEPTEMBER MEETING:
September 9
5-8 PM at the Holiday Inn
on Wolf Road in Colonie, NY
Topic: Performance
Management as the Ultimate Talent Tool
Speaker: Diane
Lustenader, Lake Associates Inc.
Please contact Michele
Paludi if you would like to attend this meeting.
CRHRA ANNOUNCES 2009
DIVERSITY AWARD RECIPIENTS
The Capital Region HR Association recently announced the
recipients of the Spectrum Awards: A Celebration of Workplace
Diversity. The following employers have been honored for their innovative
and creative strategies that promote diversity management:
Capital District Transit
Authority
In Our Own Voices
Parsons Child and Family
Center
Time Warner Cable-Albany
Pitney Bowes Business
Insight
Nominations for this award were considered in the following
areas: training programs in diversity, linking incentive and compensation
pay to diversity efforts and ways in which diversity is leveraged in the
organization.
NEW
POSTERS AVAILABLE FROM
THE NEW
YORK STATE DEPARTMENT OF LABOR
Need new minimum wage
posters for your organization? The new minimum wage poster went into
effect on July 24, 2009. They are available at:
http://www.labor.state.ny.us/formsdocs/wp/LS207_2009.pdf
Questions may be referred
to Labor Standards: 518-457-2730.
MANAGEMENT
MEETINGS AND CONFERENCES
September
9 "Reinventing
Ourselves During an Economic Downturn"
Presenter: Dr. Tom
Denham
Hotel Indigo, Colonie, NY
8 AM
Contact: info@albanyadclub.com
September
10 "Updated COBRA
Laws"
Columbia Greene Community
College
Room 611-612
8:30 AM
Contact: debra.lombardo@labor.state.ny.us
"The
Art of Negotiation"
Presenter: Stephen
Coffey, Esq.
255 River St., Troy, NY
7:30 AM
Contact: Denise
Horan: denise@imsconsulting.net
September
11 "Web 2.0 Technology for
the New Workplace"
Presenter: Guy J.
Cortesi
Wolferts Roost Country
Club, Albany, NY
11:30 AM
Contact: www.consultingalliance.org
September 15 "Effective
Recruiting Techniques
Jillians
Pearl St., Albany
5:30-7:30
Contact: http://www.crrn.org
September 16-17 "How to Read and
Understand and Annual Report"
Schenectady County Chamber
of Commerce
September 16:
7:30-11 AM
September 17:
5:30-8:30 PM
Contact: Ken
Moore: kmoore01@nycap.rr.com
September 18 "Developing and
Delivering Willing Presentations"
Hudson Mohawk Chapter of
the ASTD
Marriott Hotel, Wolf Road
8:00
AM
Contact:
518-765-4080
October
3 New
York State Leadership Conference
Albany Marriott, Wolf
Road, Colonie, NY
8:30 AM-4PM
Contact: memclean@rehab.org
October 19-21 "Diversity Conference
and Exposition
Society
for Human Resource Management
Sheraton, San Diego, CA
Contact: www.shrm.org
LEGISLATION
IN NEW YORK STATE
Workplace
Bullying
New York State Senator William Stachowski and Assemblymember Mark
Schroeder sponsored the first state bills in 2006 that called for New York to
study the problem of workplace bullying. New York is the ninth state to
introduce this type of legislation in the United States. Research
indicates that 1.4 million New York employees are bullied on a regular basis.
"The Healthy Workplace Bill" extends protection to all
employees, regardless of whether they are members of protected categories,
working for either public or private employers, who seek redress for being
subjected to a hostile workplace.
In New York State, the AFL-CIO is actively lobbying to support
workplace bullying legislation. In addition, the New York State
United Teachers has issued two resolutions to address
workplace bullying through legislation. The Professional Staff
Congress also has issued a resolution to address workplace bullying, as has the
Civil Service Employees Union.
For the upcoming session, there are 6 bills related to this
issue. Four of the bills are paired; A 6027 stands alone. The bills
that are paired are referred to as companion bills. They
are identical in content for both the Assembly and Senate. One pair is the
complete text of the Healthy Workplace Bill: A 5414 and S 1823.
Another pair of bills call for research about workplace
bullying by the state: A 2247 and S 1948.
Contact your Assemblymember and Senator to advocate on behalf of
these bills:
www.nysenate.gov
http:
assembly.state.ny.us/
NEW
BOOKS AVAILABLE FROM THE
SOCIETY
FOR HUMAN RESOURCE MANAGEMENT
For additional information, contact: www.shrm.org/Publications/Books/Pages/
Never Get Lost Again: Navigating
Your HR Career
The Employer's Immigration Compliance Desk
Reference
STOP Bullying at Work:
Strategies and Tools for HR and Legal Professionals
Reinventing Talent Management
Becoming the
Evidence-Based Manager: Making the Science of
Management Work for You
Managing the International Assignment
Process
The Manager's Guide to HR
UNION
GRADUATE COLLEGE
CERTIFICATE
PROGRAM GET-TOGETHERS ANNOUNCED FOR FALL, 2009
All get-togethers are held at Starbucks in Niskayuna, beginning at
5:15 PM. Contact Michele Paludi for additional information.
September: 10, 22
October: 5, 21
November: 3, 19
December: 2
PSYCHOLOGY
IN THE WORKPLACE
EMPLOYMENT
INTERVIEWS
Employment interviews are popular in the human resource management
skill set. They have been critiqued by psychologists for more than
50 years because they are subjective, not objective, and therefore subject to
bias. Furthermore, researchers have noted that employment interviews are
not good predictors of future job performance! Researchers, most notably
Tom Janz, Lise Saari, Michael Campion and their colleagues recommended
that employment interviews are significantly improved if they are more structured
and focus on descriptions of past behavior instead of responses to
hypothetical situations. To date, the following recommendations have been
also offered by the field of psychology in order to make employment interviews
more reliable, valid and free of bias: providing interviewers with
standardized questions, using multiple interviewers and developing extensive
scoring systems for responses from applicants.
For additional reading, consult:
Campion, M., Palmer, D.,
& Campion, J. (1997). A review of structure in the
selection
interview. Personnel Psychology, 50, 655-702.
Maurer, T., Solamon, J.,
& Lippstreu, M. (2007). How does coaching
interviewees
affect the validity of a structured interview? Journal of
Organizational
Behavior, 29, 355-371.
PSYCHOLOGY
IN THE WORKPLACE
GENERATIONS
IN THE WORKPLACE
In
March, 2009, the Equal Employment Opportunity Commission announced that age
discrimination complaints by employees that could not be successfully resolved
by the employer were at an all-time high. The number of complaints were
up 29% from the previous year. According to Dr. Jackie James, from Boston
College's Center for Work and Family: "People are paying attention
to age in the workplace in a way that they weren't before...Older workers are
going to need to work longer, to same more, that it's a new era. Yet,
ageism is the biggest obstacle to continuing to work."
Currently
there are four generations in the workforce:
Veterans:
Born before 1946
Baby
Boomers: Born between 1946 and 1964
Gen
X: Born between 1965 and 1980
Millennials:
Born after 1980
James
and her colleague are researching stereotypes about Baby Boomers and
Veterans. Employees from these generations are typically described
as disengaged from their work, rigid, inflexible, and as "checking
out." However, James has found that employees from these generations
are among the most engaged and healthy. James has studied 6, 000
employees from a Fortune 500 company and learned that older employers were more
satisfied with their work than were employees in the Gen X and Millennial
generations. Interviews with older employees revealed that they stayed
with the organization because of meaningful work, not because they were
coasting until retirement.
The
study has also revealed that both younger and older employees have many of the
same goals from their job: opportunities for training, promotion
fairness, a supportive supervisor, and flexible work schedules.
RESOURCES
ON DISCRIMINATION MANAGEMENT
Goldstein,
I. & Ford, J. (2002). Training in organizations: Needs assessment,
development
and evaluation. 4th ed. Belmont, CA: Wadsworth.
Hedge,
J. & Pulakos, E. (2002). Implementing organizational interventions:
Steps,
processes and best practices. San Francisco, CA: Jossey-Bass.
Reese,
L., & Lindenberg, K. (1999). Implementing sexual harassment policy:
Challenges
for the public sector workplace. Thousand Oaks, CA: Sage.
Society
for Human Resource Management (2009). www.shrm.org
Stockdale,
M. S., & Crosby, F. J. (Eds.). (2004). The psychology and
management
of workplace diversity. Boston, MA: Blackwell Publishing.
Trotter,
R., & Zacur, S. (2004). Corporate sexual harassment policies: Effective
strategic
human resource management. Journal of Business and
Economics
Research, 2, 63-70.
Tsai,
P., & Kleiner, B. (2001). Reasonable care of small business to prevent
employee
discrimination. Equal Opportunities International, 20, 24-26.
Please submit material for this newsletter to Michele
Paludi.
