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Chapter #0395
  • Managing Pay Compression in Light of the Minimum Wage and FLSA Salary Threshold

    Event Start Date: 9/28/2016 8:00 AM

    Event End Date: 9/28/2016 10:00 AM

    Cost per place: $40.00

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  • The 17 Indisputable Laws of Teamwork

    Event Start Date: 10/19/2016 7:30 AM

    Event End Date: 10/19/2016 9:30 AM

    Cost per place: $40.00

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  • Considerations When Designing Sales Compensation Plans

    Event Start Date: 11/16/2016 7:30 AM

    Event End Date: 11/16/2016 9:30 AM

    Cost per place: $40.00

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  • Useful Models for Organizational Structure

    Event Start Date: 12/21/2016 7:30 AM

    Event End Date: 12/21/2016 9:30 AM

    Cost per place: $40.00

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  • Vendor Registrations

    Event Start Date: 1/1/2017

    Event End Date: 1/1/2017

    Cost: $100.00

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President's Message

Dear GVC SHRM Members and HR Friends At Large,

The New York State SHRM Conference will be held September 18-20 in Lake Placid, New York. To register for this great event click here

Keep up to date on all that's going on with the chapter by checking our website www.GVCSHRM.org. We also encourage you to follow us on twitter @GVCSHRM. Additionally you can connect with us on LinkedIn. The group name is Genesee Valley Chapter of SHRM. We also have a social presence on Facebook. Look for us at GVC SHRM.

Regards,

Howard Cotton SHRM-SCP, SPHR

President, GVC SHRM

 

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Autism Hiring Guide

Saturday, October 01, 2016

​Hiring people with autism isn’t simply altruistic—it’s good for business, too.Some 92 percent of Americans view companies that hire people with disabilities favorably, and 87 percent would prefer to give such companies their business, according to Autism Speaks.What’s more, experts say, those individuals who have disabilities can be just as productive as people without disabilities, and absenteeism rates among people with autism are lower than or equal to those of other groups of workers.Employers that hire people with autism often find them to be creative and talented and say they’ve seen a positive impact on morale, retention and corporate culture.Autism Speaks provides the following guidelines for recruiting, hiring and supporting workers with autism spectrum disorder (ASD):• Be wary of online applicant tracking systems (ATSs) that may screen out individuals with ASD or other cognitive disabilities. Instead, invest in an ATS that is disability-friendly. Keep in mind that online

Autism Hiring Guide

Saturday, October 01, 2016

​Hiring people with autism isn’t simply altruistic—it’s good for business, too.Some 92 percent of Americans view companies that hire people with disabilities favorably, and 87 percent would prefer to give such companies their business, according to Autism Speaks.What’s more, experts say, those individuals who have disabilities can be just as productive as people without disabilities, and absenteeism rates among people with autism are lower than or equal to those of other groups of workers.Employers that hire people with autism often find them to be creative and talented and say they’ve seen a positive impact on morale, retention and corporate culture.Autism Speaks provides the following guidelines for recruiting, hiring and supporting workers with autism spectrum disorder (ASD):• Be wary of online applicant tracking systems (ATSs) that may screen out individuals with ASD or other cognitive disabilities. Instead, invest in an ATS that is disability-friendly. Keep in mind that online

Taming the Savage Culture: A Q&A with Tim Mulligan

Saturday, October 01, 2016

SHRM Article ImageWhen Tim Mulligan became chief HR officer at the world-famous San Diego Zoo in 2004, the workforce was tired, stressed, distracted and disconnected. That was bad for them, the customers and the bottom line, so Mulligan immediately began focusing on shifting the organization’s culture. He has helped remake the zoo into a place where its workers are more focused, healthy and engaged. Today, as the zoo celebrates its 100th anniversary, it does so in an award-winning environment that’s more profitable than ever.Based on that transformation, Mulligan and Sandy Asch, principal of the consultancy Alliance for Organizational Excellence, wrote Roar: How to Build a Resilient Organization the World-Famous San Diego Zoo Way (Highpoint Executive Publishing, 2016). The book shares the employee-development and rewards programs they put in place and provides guidance to HR and other business leaders on how to achieve similar results.Why did you write this book?The San Diego Zoo is well-known globa

HR Needs to Communicate the Value of Benefits

Saturday, October 01, 2016

SHRM Article Image​Does your benefits package measure up? You might think so, but your workers probably don’t agree. That’s a problem for HR. However, as many high-tech companies have learned, it’s also an opportunity to better leverage benefits to attract and retain employees.There’s a disconnect between how much workers value their benefits and how they perceive them, according to research from the Society for Human Resource Management (SHRM). The percentage of people who said benefits were key to their job satisfaction was higher than the percentage who were satisfied with their perks. This held true across nearly all offerings, including paid time off, health insurance, work flexibility, retirement  plans and wellness programs.This discrepancy makes it critical for HR professionals to be aware of expected trends so they can design competitive packages. That’s not always easy. As a new SHRM survey shows, all too often, predictions don’t hold true. For example, many people thought employers would

Hiring Job Seekers with Criminal Histories

Saturday, October 01, 2016

SHRM Article ImageGiving applicants with criminal backgrounds a fair chance at employment can be good for business and the community.

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