SHRM-Atlanta

FOR IMMEDIATE RELEASE 
Mary Lynn Miller, Chief Operating Officer
404.869.2568
mmiller@shrmatlanta.org

FOR ADDITIONAL INFORMATION
Jean Yahres, Association Director
404.760.8129
jyahres@shrmatlanta.org

Georgia’s Largest Human Resources Conference to Gather Hundreds for Education & Networking:  Hosted by SHRM-Atlanta October 17-18

Atlanta (September 15, 2011) – SHRM-Atlanta, the Atlanta Chapter of the Society of Human Resources Management, hosts the 21st Annual SHRM-Atlanta Human Resources Conference on October 17 and 18 at the Cobb Galleria Centre. Human resources professionals and other individuals with an interest in human resources from all over Georgia are invited to attend this two-day conference to network, learn and share ideas with other HR practitioners, as well as earn continuing education credits from the Human Resources Certification Institute (HRCI). The event is the largest gathering of the human resources community in Georgia this year; last year’s conference drew over 1,000 participants. Kat Cole, president of Cinnabon, presents the keynote address, “Transformational Leadership: Building Teams for Success through Times of Rapid Change,” on Monday, October 17 at 9:40 a.m.

The theme, “Working for a Better Atlanta,” spotlights Atlanta’s position as a vital economic center and the role of human resources professionals in shaping a more prosperous future. “The SHRM-Atlanta community has really come together to produce an unparalleled opportunity to meet and explore the critical issues – and opportunities – the HR profession currently faces,” said Mary Lynn Miller, SHRM-Atlanta’s chief operating officer. “Legislative changes and compliance, using social networking for recruiting, tackling recruitment and retention as the cost of providing benefits increases… we’re gathering the experts under one roof so HR practitioners at all levels find new insights and tools to improve their personal and company performance.”

Over 60 concurrent breakout sessions organized into seven educational tracks are planned. Confirmed speakers include leaders from MetLife, Merrill Lynch, Cox Enterprises, AARP and a number of other prominent corporations, consultancies and law firms. Tracks include: Business Acumen & Leadership, Law & Legislation, Total Rewards, Organizational Evolution, Talent Management, Diversity & Inclusion and HR Leveraging Technology.

The Resource Partner Showcase opens on Monday, October 17 at 9 a.m. and features over 100 exhibitors providing products and services to help human resources professionals work more efficiently. For the second year, the Technology Association of Georgia (TAG) presents “Tech Row,” a series of vendor booths representing TAG’s member companies providing products and services to the HR community. Admission to the Showcase is free and open to the general public.

A highlight of the agenda is the 2011 SHAPE Awards, taking place Monday, October 17, to recognize individual HR professionals and teams who exemplify the highest professional standards in the industry. Networking opportunities also include a roundtable breakfast held Tuesday, October 18 where conference attendees share ideas and knowledge about specific topics or areas of expertise.

Full-access, student and one-day registration rates are available, ranging from $230 – $650. Group discounts for five or more participants from the same organization are available. Admission to the Resource Partner Showcase (exhibition hall) is free. For detailed rate information, the full agenda and additional information regarding the 21st Annual SHRM-Atlanta Human Resources Conference, visit shrmatlanta.org.

About SHRM-Atlanta
SHRM-Atlanta, the Atlanta Chapter of the Society for Human Resource Management, was founded in 1965, and has current membership of over 2500 individuals. SHRM-Atlanta seeks to promote the professionalism of the Human Resources Management field by offering members a wide variety of professional development opportunities and a common forum in which to share ideas and experiences. Serving the Atlanta HR professional, SHRM-Atlanta provides opportunities for career development and community involvement both inside and outside of the Chapter. SHRM-Atlanta – Working for a Better Atlanta!
www.shrm-atlanta.org

On Twitter: @shrmatl
Conference hashtag: #shrmatl11

“Companies have long set aside resources to develop and market consumer brands. Now, some are finding that to attract and retain the best job candidates, they need to put similar resources into their so-called employer brands.” (Wall Street Journal, May 16, 2011, pg. B9) How is your organization targeting potential employees to make it a desirable place to work? Furthermore, how is your company retaining its valued employees?

Here are a few statistics for you to consider:

• There are approximately 78 million people in the baby boom generation who will be retiring sooner or later (Maybe, later than sooner but they will be retiring), but only 46 million in Gen X, approximately 32-47 years old to fill those spots. Big labor shortages are coming as is the talent war.
• By 2012, 70% of the workforce will be women and minorities. By 2014, 48% of the workforce will be women.
• The MetLife Inc. ninth Annual Study of Employee Benefit Trends indicated that employees have “grown more dissatisfied and disloyal, to the point where a startling one in three employees hopes to be working elsewhere in the next 12 months.”

Have I got your attention now?  As Human Resource experts, we have our work cutout for us. We need to become an even stronger strategic influencer at the organization table.

How do we play that role well?

1. Bring the near-term future scenario to the table, including the above cited statistics, in order to light a fire within the power players. Senior leaders may have put this issue on the back-burner because it has been an employer’s market over the last several years. Come equipped with the longer-term picture to add emphasis that this is not just a short-term issue. Know the specifics for your industry.
2. Educate senior leaders about the motivations of each generation, what they are looking for in work. Senior leader Boomers need to understand that Gen Xers and Millenials are not motivated by the same things that motivate them. Creating the right culture can do more to attract this talent than compensation packages.
3. Scrub your company’s approach to recruiting. The logo and products or services are not enough to attract talent. For example, include video profiles on your careers website of actual employees. What hard-to-fill positions are available that potential candidates might not know are opportunities in your organization? Appeal to these technology-savvy generations by leveraging LinkedIn, Facebook, Twitter and iPad apps.
4. As more women move into the ranks of leadership and accept more responsibility, the potential for stress levels to rise is inevitable. Keep in mind, women manifest stress very differently than men. Stressed-out men are Type A (the stress syndrome we have heard about all these years). Women become Type E, everything to everybody, a very different set of behaviors. What is your organization doing to help these high potential women cope? If nothing, these talented women may just find a company that is more work-life balance friendly.

So, what are you and your organization doing to shine its image as a great place to work? Would you advise your best friend (given the appropriate skill set) to work there? Better yet, if you had to do it over again, would you work for your company? Why or why not is a good place to start the discussion to ensure your organization is able to attract and retain the right talent to sustain it. Then, onto a shiny employer brand…

Dr. Jane Goldner, president of The Goldner Group, is one of the nation’s leading authorities on talent retention and trusted advisor to Fortune 100 Companies, government and military organizations, and to mid-sized businesses. She is the author of Driven to Success: A 10-Point Checkup for Achieving High Performance in Business, a step-by-step business guide for leaders. Dr. Goldner is a highly rated adjunct professor at Kennesaw State University Coles College of Business. She is a recovering Type E Woman who focuses on helping other women recognize and address their Type E behaviors.