March 2018 

HR InTouch

The Monthly Newsletter of the Greater Madison Area SHRM

In This Edition

President's Message

By Melissa Chadwick
 

Government Affairs & Legal Updates

Act Now To Amend Plans To Comply with New Disability Claims Rules Taking Effect April 1st 

WISHRM Day on the Hill – First Timer’s View

Professional Development


$1000 GMA SHRM Professional Grant

March Professional Development Summit - Focus: Engagement

The Keys to Success in a Disruptive Business Climate 

Assessments:  A significant (but small) investment in the development of your company

Recruitment with a Comprehensive Mobility Program

GMA SHRM Media Relations

Submit Your HR Questions on GMA SHRM's Facebook Page! 

Forward HR


GMA SHRM News & Upcoming Events

Leave your Legacy

March Professional Development Summit - Focus: Engagement

2018 Human Capital Conference

View the 2018 Calendar of Events!
 

GMA SHRM Member News


Spotlights; Brought To You By The Programming Committee

Welcome New Members!

Movin' Up

In Transition

 


 

 

President's Message

GMA SHRM
2018 Corporate Partners

Gold Level

Boardman & Clark Law Firm
Career Momentum
Godfrey & Kahn
Hausmann-Johnson Insurance Group
The Payroll Company
Remedy Intelligent Staffing
UW School of Business - CPED

Silver Level

Bunbury & Associates
M3 Insurance

Bronze Level

The Alliance
Associated Bank - HSA Plus
Edgewood College
Express Employment Professionals
First Weber Relocation Services
Quartz
The QTI Group
Restaino & Associates Relocation
Summit Credit Union
 

Thank you!

 


 

Greetings GMA SHRM Members –

March is here, which means spring is just around the corner! After the cold winter, I know we’re all ready for some fresh air and spring weather. If you haven’t already, be sure to sign up for our next PDS, which is on March 20th at the Alliant Energy Center. Session 1 will focus on “Connecting Core Values to Workplace Culture for Engagement and Retention” and Session 2 will focus on “Creating an Engaged Workforce in Times of Constant Disruption”. Both of these sessions are relevant to all of us today in the workplace and we’re looking forward to learning more on these topics. You’ll also notice a small change at the March PDS – we are keeping the doors closed until just before the session begins. This is the same format we use for our Human Capital Conference and it’s worked well to encourage a bit more networking, interaction with our partners and keeps you closer to the food and coffee for a bit! We hope you’ll use the time to make a new connection or catch up with someone you haven’t seen in a while.

Also, don’t forget about our Professional Grants available to non-members, who are interested in attending a PDS before becoming a member. We have a limited amount available for each program and these are intended to be used by someone with a true connection to the HR field, wanting to attend a program and see our great offerings before joining the membership. Be sure to share this program with your HR Networks and encourage them to take advantage! They can register using the “Guest Application” link on the PDS Registration page.

Applications are also being accepted for our GMA SHRM Professional Scholarship. This $1,000 scholarship can be used for obtaining your certification, attending the National or WISHRM conference, continuing education or any other HR related event. We can all use free money! The application process is very short and simple – you just need to submit a one page statement on what you will use the money for! I strongly encourage you to apply for this scholarship. The deadline for applications is April 13, 2018.

We were a sponsor for the WISHRM Day on the Hill in February. There was a great turnout for this event and I want to give special recognition to Jeff Palkowski, our Director of Government Affairs. He put tremendous effort into planning and advertising the day, which was a great success. If you have not attended in the past, I encourage you to plan on attending next year.

Finally, registration for our 13th annual Human Capital Conference is now open! This one-day event will be held May 15, 2018 at the Alliant Energy Center. It will feature David Horsager as our keynote speaker, several breakout sessions, sponsors to visit and door prizes! Click here to view a special video invitation from David Horsager.
 
I hope to see you at an upcoming PDS, GMA Revealed or our Human Capital Conference.  As always, please reach out with any questions, comments or feedback!

Best Wishes,

Melissa Chadwick
President
GMA SHRM

Click here to view the full GMA SHRM Board of Directors
 

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Government Affairs & Legal Updates

Act Now To Amend Plans To Comply with New Disability Claims Rules Taking Effect April 1st

Submitted by: Abigail Darwin, GMA SHRM Government Affairs Committee Member and Employee Benefits Attorney at Quarles & Brady LL

In December 2016, the Department of Labor ("DOL") published final regulations (“Final Rule”) regarding claims and appeals procedures for employee benefit plans that provide disability benefits.  The Final Rule provides procedural protections for disability plan claimants by requiring plans to implement certain processes and safeguards that are already mandated for group health plan benefits by the Affordable Care Act. 

The Final Rule was originally supposed to take effect in January of 2018, but the DOL decided to delay the effective date by 90 days—through April 1, 2018—to enable it to conduct further review of the Final Rule and solicit additional comments from stakeholders.  After April 1, 2018, all ERISA-covered employee benefit plans that provide disability benefits, including Section 125 cafeteria plans, ERISA wrap plans and even some retirement plans, will be required to comply with the Final Rule. 

To comply with the Final Rule, plans must be amended to provide for the following:

  • Disability claims and appeals must be adjudicated in a manner designed to ensure independence and impartiality of the persons involved in making the benefit determinations;
  • Benefit denial notices must contain a complete discussion of why the plan denied the claim and the standards that were applied in reaching that decision, including the basis for disagreeing with the views of health care professionals, vocational professionals or the Social Security Administration;
  • Claimants must be given timely notice of their right to access their claim file and other relevant documents and must be guaranteed the right to present testimony and evidence to support their claim during the review process;
  • Claimants must be given notice and a fair opportunity to respond to new or additional evidence or rationales during the appeals stage;
  • Plans cannot prohibit a claimant from seeking court review of a claim denial based on a failure to exhaust administrative remedies under the plan if the plan failed to comply with the claims procedure requirements (unless the violation resulted from only a minor error);
  • Certain rescissions of coverage must be treated as adverse benefit determinations triggering the plan’s appeal procedures; and
  • Required notices and disclosures related to the claims procedure must be written in a culturally and linguistically appropriate manner.

 
The full text of the Final Rule is available at https://www.gpo.gov/fdsys/pkg/FR-2016-12-19/pdf/2016-30070.pdf.
To ensure that employee benefit plans which provide disability benefits are properly amended by April 1, 2018, plan administrators should act quickly and may wish to consult with their third party administrator or legal counsel for assistance. 

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WISHRM Day on the Hill – First Timer’s View

Submitted by: Hilary Stone, GMA SHRM Government Affairs Committee, Chair

I chose to attend Day on the Hill because I wanted to learn more about public policy in Wisconsin, more specifically, policies that impact HR and businesses. I hoped to gain a better understanding of the legislative process and was very excited to have the chance to meet representatives from my district.
 
At the event I was able to meet knowledgeable SHRM members and staff. I then met with the legislative staff from my district to advocate legislation on behalf of SHRM. SHRM did a great job preparing us for this by hosting a pre-event webinar and talking more in depth at the morning conference. I’ve been to the Capitol many times but never experienced it like I did at this event; I was able to see legislative offices and watched from the gallery as the assembly was in session. The best part of the event for me was learning about the legislative process and meeting other HR professionals. It is a great event that surpassed my expectations and I would encourage anyone to attend.


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Professional Development

$1000 GMA SHRM Professional Grant

Application opens February 1, 2018

Application Deadline Friday, April 13, 2018


The Greater Madison Area Society for Human Resource Management (GMA SHRM) has established a professional awards program encouraging continuing education in the human resources field.

The annual $1,000 award will be given to a GMA SHRM member to support his or her professional development.

Examples of covered eligible programs include:

• Attendance at a National/State SHRM conference
• Post-secondary degree in business or human resources related discipline
• Support of certification or re-certification (PHR, SPHR, GPHR, SHRM-CP, SHRM-SCP, CCP, CEBS, etc.)
• Certificate programs in business or human resources related discipline

Click here for information.




March Professional Development Summit - Focus: Engagement

March 20, 2018 - Alliant Energy Center

Session 1:  Connecting Core Values to Workplace Culture for Engagement and Retention
Presented by:   Jacy Imilkowski, Building Balance, LLC

Gold Partner Sponsor:

Session 2:  Creating an Engaged Workforce in Times of Constant Disruption
Presented by: Don MacPherson

Gold Partner Sponsor:


More information and registration.

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The Keys to Success in a Disruptive Business Climate

Submitted by: Don MacPherson, Founder, 12 Geniuses and the 12 Geniuses Foundation.
Don is a guest speaker for the upcoming March GMA SHRM PDS 


Never in human history have people been able to provide as much value to their organizations as they do today. Never have people had the level of mobility between organizations as they do now. And never have multi-billion dollar business been so easily disrupted.
 
Near limitless value creation from employees, their mobility, and business disruption are three reasons why companies around the world are focused on realizing their ideal cultures and engaging employees at all levels. However, these factors also make the degree of difficulty for attaining a highly engaged workforce much greater.

The reality is most companies are failing to provide the work experience employees crave. According to Aon’s Trends in Global Employee Engagement, less than two-thirds of employees around the world are engaged at work. That means more than a third are passive or actively disengaged.
 
There is a threat that, if unaddressed, this will make high engagement impossible to achieve. Rapid technology advancement is disrupting established businesses every day and there is no sign of it slowing. Artificial Intelligence is changing the way doctors diagnose diseases, accountants file taxes, and lawyers draw up contracts. Advanced robotics threatens jobs in construction and farming, and will completely transform the transportation industry with driverless vehicles and drones.
 
The companies that fail to anticipate and evolve as these threats loom will perish. Their cultures will crumble and employees will lose any interest in being engaged. In contrast, companies that proactively prepare themselves and take advantages of these changes will thrive.
 
In order to position your company to thrive, a two-pronged approach is necessary. First, your talent strategy has to be designed with the future in mind. Second, your leaders need to prepare your current employees for the changes years--not months--in advance.
 
Talent Strategy
One area your talent strategy needs to focus is on the people you are hiring. It is no longer enough to select for fit and skills to do the job for which you are currently hiring. It is imperative to build organizational adaptability by hiring people who have agility to move from the role you need filled now to the roles your organization will need in the future. Ensuring your selection process is identifying candidates who are agile and will evolve with future needs is the starting point for building a future-proof workforce.

It is natural to expect culture and engagement strains during periods of disruption. A healthy culture helps ensure employees will engage in the right behaviors. Lose focus on your ideal culture and you can expect people or teams will engage in efforts that suit an agenda that may not be in the best interest of the company. Senior leadership needs to help people understand the importance of culture and why your culture may need to change in order to remain relevant. Frequent measurement of culture and engagement is critical too. An annual survey of employee opinions no longer works for most organizations. The needs of businesses and employees change too quickly.
 
Leaders Navigate Through the Change
In times of turmoil, leaders need to acutely navigate their people through the chaos. It’s important that your leaders have the ability to:

  • Stabilize the situation
  • Have career path discussions
  • Help identify skill gaps and suggest ways to remedy those gaps
  • Connect with others

Stability – When the future is unclear, rational thought can vanish. Leaders need to be a calming influence and communicate that there is a way forward. People can much more easily endure challenging situations when they know there is hope ahead.
 
Career Discussions – One of the most productive ways of stabilizing an individual or team is to have one-on-one conversations about viable career opportunities. The time to do this is many months in advance of a skillset becoming irrelevant. This gives the employee time to put a plan in place and begin to execute on it. It also buys a great deal of loyalty from the employee and manifests itself into great engagement and performance.
 
Skill Gaps – Productive conversations about careers are effectively augmented by a candid assessment around skill strengths and deficiencies. Brutal candor is necessary here and many leaders will have to overcome the desire to spare feelings.
 
Connection – When times are difficult people seek out other people for support. They want understanding. They want to know they aren’t alone. Great leaders know this and work to build connection between individuals on their teams and within the organization.

The next five years will see as much change in technology and business disruption as we saw in the last ten. Organizations that future-proof themselves by selecting agile candidates, focusing on culture and engagement, and building leadership capabilities to manage through the change will be the ones that flourish and profit from these changes.
 


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Assessments:  A significant (but small) investment in the development of your company

Submitted by: Cory Erickson, President & CEO, Career Momemtum

Why do companies use assessments when hiring new employees or when making internal promotion decisions?  Because they want to add objectivity to the hiring or promotion decision process.  Quite often, human resources professionals and line managers can learn more about their candidate or employee by using assessments in their placement decision processes.
 
One of the newest assessments on the market is the PXT Select™.  PXT Select helps make the very human decisions about hiring and promotion simpler and smarter.  It measures a candidate’s cognitive abilities, behaviors, and interests, three areas that impact an individual’s approach to situations in the workplace.  Assessment results equip organizations and decision makers with easy to understand information about the candidate, and provide intuitive questions to strengthen the interview process.  Companies find they interview better and hire smarter.
 
PXT Select’s suite of twelve reports (all for the cost of one administration) help organizations to select, onboard, coach, and develop employees.  Three of the reports are written specifically for sales-oriented roles.
 
Assessments are frequently used to reduce turnover in high-turnover positions.  Often, turnover is significantly reduced after investing in an assessment process.
 
The cost of assessments is often a question when employers are considering their use.  It is important to consider this cost against the cost of turnover of the position.  Commonly accepted guidelines for cost of turnover for a position is in the 1.5 times annual salary range for non-exempt positions and can be as high as 2 times annual salary (and higher) for exempt and executive level positions.  When one considers the cost of an assessment and the high value received by the organization of the assessment results in comparison to the cost of turnover, it is a wonder more assessments are not used in selection and promotion situations.  In the end, enlightened employers realize assessments are not a cost but an investment in the future success of the individual and the company.
 
As an example, consider an $80K annual salary project manager position.  ABC Company interviews five candidates on-site for the position.  All five take the assessment, costing the company approximately $1000.  This investment is quite small in comparison to making a bad hire and having the position turn over in 6 months after hire, resulting in a cost of turnover of $120 to 160K!  It becomes even less of a concern when you consider the project manager may work in the role for 5 years or longer!  For these reasons many employers view the cost of assessments as a necessary investment in company success.
 
If you are looking to address hard-to-fill roles or high turnover roles, many experts recommend you should consider using assessments to invest in improving the quality of your hires or promotions.

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Recruitment with a Comprehensive Mobility Program

Submitted by: Nadya Nahirniak-Hansen, Director of Relocation Services, Restaino & Associates, Realtors

The past several years has seen a spike in employee relocation and growth is projected to continue at a similar rate if not increase. The US unemployment rate continues to decrease and Companies are struggling to find the workers they need which will bring us tougher recruiting in 2018.  
 https://www.forbes.com/sites/marissaperetz/2018/01/10/hiring-predictions-for-2018-what-the-job-market-wages-and-ai-will-look-like-this-year/#126ed51b614c  
 
If you are relocating current employees or new hires, having a formal mobility program is significant for attracting, involving and retaining top talent in your company.  And a Comprehensive Relocation Plan must encompass all aspects of the move.  With a mobility program and formalized policies in place, it will give you the edge and is critical in this competitive talent market. 
 
Employees new to your company have enough stress moving locally let alone relocating from another city or state.  As you offer varying degrees of relocation assistance, studies show that your new hire will be more engaged and more valuable to the Organization and your retention of that employee will be greater.  Candidates appreciate talent mobility programs and the employee experience is the true measure. 
 
Corporations devote considerable attention on employee relocation as it's critical to having the right person in the right place at the right time, whether hiring new or transferring an existing employee.  Relocating an employee needs to be done in an efficient, cost-effect and concerned way.  A program should include everything an employee might need to make a smooth transition.   Examples may include departure/destination relocation counseling, community introduction trip, community tours, home-finding trips which could include a home purchase program with incentives, mortgage assistance, relocation allowance, dual career assistance, Household Goods Transportation, Renter's Assistance/Lease breaking, school tours, settling in services, tax protection, temporary living, language/culture training, miscellaneous allowances, expense reimbursement .  

Flexible Benefits Programs for Relocating Employees and things to consider may include Lump Sum (inclusive/managed), Tiered, Managed, Cafeteria-style, Direct Reimbursement and more.  ​
 
Turning to specialized providers of relocation assistance can help safeguard the entire process, whether a small geographically specialized company to a Conglomerate handling hundreds of relocation's each year and responsible for orchestrating the entire transition.  Building a partnership with a trusted partner will help ease the transition for you and your employees.  ​The GMA SHRM offers Members who can assist with your Mobility Program and Relocation needs.
 
Resources
 
www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/companies-offer-flexible-benefits-relocating-employees.aspx

Worldwide ERC – Facts & Statistics involving Research to include Costs of US Domestic Transfer Household Goods, sign on bonus and more; Reports & Surveys; Resources for Expatriates; Mobility Magazine Archived Articles; Globility Bi-monthly eNewsletter covering global mobility issues, Tax & Legal Fundamentals and Information;  and much more.  Some great information is available to you even if you are not a Worldwide ERC member. 

www.Worldwideerc.org/Resources 

Relocation Directors Council – Real Estate Market Data Reports
​ - www.relocationdirectors.org


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GMA SHRM Media Relations

Submit Your HR Questions on GMA SHRM's Facebook Page! 

Submitted by: Brittany Hanson, Director of Media Relations Committee

GMA SHRM's Facebook page is a quick, easy, & FREE way to get expert HR advice from the 750+ GMA SHRM members!

So far this month, we've seen members submit questions about their search for sexual harassment training, & on-site massage therapists - fellow GMA SHRM members rapidly submitted their tips & advice.

Have a question you'd like to get on GMA SHRM's Facebook?  Email it to brittanyh@seniorhelpers.com 

Click below to Like and Follow
 
https://www.facebook.com/GMASHRM/
 
Do you LOVE social media & marketing?  Consider JOINING the Media Relations Committee and help GMA SHRM spread the HR love on social media -
 
Email brittanyh@seniorhelpers.com  to learn more, and dial into a Media Relations Committee Conference Call meeting to get a glimpse of this neat volunteer opportunity. 

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Forward HR

Want to know what’s going on in HR for the other areas of Wisconsin?  WI SHRM has a new blog, Forward HR. Click here to take a look.

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GMA SHRM News & Upcoming Events

Leave your Legacy

Submitted by: Melissa Chadwick, President, GMA SHRM
 
GMA SHRM is seeking current members to serve on the 2018-2019 Greater Madison Area SHRM Board of Directors beginning July 1, 2018.  If you are looking for a way to grow, support, advance and shape the HR Profession, this is a great opportunity for you!

GMA SHRM Board service is an honor and allows you to:
  • serve the membership of the largest SHRM chapter in Wisconsin and one of the most respected chapters in the nation,
  • shape our member benefits including input into our programming calendar which provides more than 25 certification credits each year for less than $100,
  • guide how GMA SHRM gives back to the developing Madison workforce, 
  • work alongside other leaders to give back to the HR profession in the Madison community. 

Here is what our current Board members said about why they serve on the GMA SHRM Board of Directors:
  • “To continue to further my own professional development around planning, organizing and leadership”  
  • “I enjoy having an impact on how GMA SHRM can positively influence fellow Madison HR professionals”
  • “To pay it forward to Human Resource colleagues who have provided so much to me personally and professionally over the years”
  • “To become a leader at the local and state level in my specific discipline to increase awareness and competency in this discipline for HR professionals”
  • “To build relationships with different people outside of my normal circle of acquaintances”
  • “I enjoy the opportunity to work on and gain exposure to areas that may fall outside the scope of my day job”
  • “To gain a better connection to the local HR community and gain visibility”Self-nominations and recommendations are open now thru March 30th. 

Visit our GMA SHRM Board Nominations Page for more information or reach out to the individuals below with your questions or letter/email of interest. Serving on the Board is a rewarding experience, and one that benefits the volunteer, their employer, the Chapter and the community. If you have any interest or would like to learn more, please don't hesitate to contact us.

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March Professional Development Summit - Focus: Engagement

March 20, 2018 - Alliant Energy Center

Session 1:  Connecting Core Values to Workplace Culture for Engagement and Retention
Presented by:   Jacy Imilkowski, Building Balance, LLC

Gold Partner Sponsor:

Session 2:  Creating an Engaged Workforce in Times of Constant Disruption
Presented by: Don MacPherson

Gold Partner Sponsor:


More information and registration.

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2018 Human Capital Conference


GMA SHRM is excited to announce David Horsager as our keynote presenter in 2018!  

David Horsager, MA, CSP, CPAE is the CEO of Trust Edge Leadership Institute, national bestselling author of The Trust Edge, inventor of the Enterprise Trust Index™, and director of one of the nation’s foremost trust studies: The Trust Outlook™.  His work has been featured in prominent publications such as Fast Company, Forbes, The Huffington Post and The Wall Street Journal.

David has advised leaders and delivered life-changing presentations on six continents, with audiences ranging everywhere from FedEx, Toyota and global governments to the New York Yankees and the Department of Homeland Security.

Click the image at right to view a video invitation from David!

Along with outstanding keynotes and the great networking our conference is known for, we will feature 9 breakout sessions from industry experts including special presentations from  Lieutenant Commander Chip Lutz, USN(Ret), MSEd, CSP!   

Breakout topics will include Building Political Acumen for Human Resource Professionals, Say Hello to Exit Interviews, Controlling Anger Before It Controls The Team, Using Big Data to Help Win the War for Talent and the latest HR Legal Updates!

Register now to receive the early bird registration rate of only $125!  

Our conference regularly draws more than 250 human resource professionals.   Trust us, you dont want to miss it!


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View the 2018 Calendar of Events!

Get out your calendars and save these dates now for the 2018 GMA SHRM Programming and Networking Calendar!

Click here to view the calendar!

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GMA SHRM Member News
 

Spotlights

Brought To You By The Programming Committee

Submitted by: Brian P. Goodman, Director of Professional Development Summits.GMA SHRM

The Programming Committee is responsible for organizing five professional development summits each year.  Each professional development summit is four hours long and completely free to GMA SHRM members.  That is over 20 free hours of educational programming each year!
 
The goal of the Committee is to provide meaningful programming to members addressing hot topics in HR.  The Committee oversees the annual member survey, which it uses to obtain information on topics of interest to members.  In August, the Committee sends out a Call for Proposals to dozens of interested speakers.  The Committee vets these proposals and selects programming that addresses member interests, will be delivered by high-quality speakers, and qualifies for certification credits.  The Committee’s goal is to have an entire year of programming scheduled at the start of each year.
 
The Committee meets every couple of months, but more frequently in the fall when proposals are reviewed.    If you are interested in serving on the programming committee, contact Brian P. Goodman at bgoodman@boardmanclark.com or 608-283-1722.

 

Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in January 2018!

Vickie Arneson Division of Information Technology
Mandy Ayers Capitol Bank
Claudine Baccheschi Spherion
Anne Bewick Park Bank
Julia Franco Mirus Bio LLC
Aaron Ganske Alliant Energy
John Hart Microsoft Corporation
Bridget Hartog WPS Health Solutions
Char Horsfall University of Wisconsin-Madison
Eric Ihland Armstrong Relocation & Companies
Jon Kaupla University of Wisconsin School of Business - CPED
Deborah Laurel The Peer Learning Group
Sarita Mannigel Food Fight Restaurant Group
Jieqi Mei Student - UW Madison
Caroline Pechan Tellurian
BJ Pfeiffer The EmployAbility Project
Sam Raddle ERDMAN
Jamie Roche WPS Health Solutions
Renee Rodenbur ProAssurance
Cathy Schiefelbein Alliant Energy
Amanda Thompson Madison Family Dental Associates
Kyle Von Ruden Hausmann-Johnson Insurance
Daniel Zender Goodwill of South Central Wisconsin



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Movin' Up

Have you started with a new company? Has your organization recently promoted you to a new position? Or do you want to recognize a new person or promotion within your department? If so, we want to hear about it. Send us an e-mail, and we’ll publish your good news in the next HR InTouch!  
 

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In Transition


If you are a member who is in between jobs, or who is currently employed but seeking new positions or career paths, write us a brief description of your skill set, areas of expertise, what you’re looking for, etc. Send us an e-mail. We’ll publish your information in the next HR InTouch.

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HR InTouch Guidelines

Article Writing:

Do you have an interest in writing for the HR InTouch? We have an interest in learning more about your area of expertise!

Why should you volunteer? Top three reasons: 1) to share your knowledge and experiences to educate others; 2) to become more connected in the HR and Dane County communities; and 3) to contribute towards the advancement of GMA SHRM and the HR profession.

The first step is for you to choose a submission option: you can pre-submit an article to GMA SHRM at any time for us to use in any of the upcoming newsletters, you can sign up to write for a particular month, or we can put you on a list of people to contact in future months whenever we need articles.

Article length:

Because the HR InTouch is now in an online format, the size is flexible. The article should be engaging and hold readers’ attention. Include the core information in your article, and we will advise if it is too lengthy.

Solicitation:

GMA SHRM is conscious not to allow solicitation through the articles, in an effort to protect the interests of our partners and members. The nature of the article should be educational (i.e., what are the business advantages of having a product like yours) or informational. Otherwise, if you truly are interested in advertising through the HR InTouch, you can work with our Marketing Committee. As a rule of thumb for article writing, if the submission relates to a for-profit event, or specifically markets your company (vs. your industry), it is an advertisement, and should be purchased. If it is a not-for-profit event that your company is hosting, or an announcement (i.e., a SHRM member recently joined your company), it is an acceptable addition to the HR InTouch content. If you have any questions related to the appropriateness of your submission, please contact us.

If you have questions, or to submit an article, contact GMA SHRM at chapteradmin@gmashrm.org .

 

 Amended