InThisIssue

UpcomingEvents
HRintheNews
FeaturedMember
SHRMCertification
HRJobs
OrganizationalConflict
VASHRMStateConference
LegislativeAlert
HRLibrary
MentoringProgram
StudentFocus
SHRMFoundation
ReferralProgram

UpcomingEvents
January23

Compensation&BenefitsSIG
GlobalWellnessSurveyResultsfrom
BuckConsultants
Speaker:DaveRatcliffe
Location:TysonsCorner
Time:8:00am
RegisterNow

January27

NewMemberOrientation
Location:TysonsCorner
Time:4:00pm
RegisterNow

January27

UsingOrganizationalConflictto
YourAdvantage

NOVASHRMPulse
Welcometothenewyear!Asyoueasebackintothe
officegrind,what'sonthetopofyourprofessionalpriority
listfor2015?
AccordingtoSHRM,Forbes,andWorkforceManagement,
talentmanagementanddevelopmentisapriorityfor
organizations,nowandinthefuture.ForHRprofessionals
likeus,thismeansdevelopingourskillsetandknowledge
tofulfillourworkandcontinuebringingvaluetothe
companiesweserve.Whilesomeofusarejuststartingout
ourcareers,othersofusmayhavemasteredthe
practitionertoolkitinourrespectiveHRdisciplines.Butwestillhavealong
waytogogettingtothatmissioncriticallevelintrulyunderstandingthe
businessweleadorsupport.Thisisthebusinessacumencompetencythat
SHRMidentifiesinitsevidencebasedmodel,andit'swhatleadersand
CEOsreallywantfromtheirHRpartners"tounderstandthebusiness
betterinordertobringgreatervaluetothetable."Ifyoudon'tunderstand
theindustrydynamicsinwhichyourorganizationoperates(whetherfor
profitornonprofit),howareyouabletorecruittoptalentthatwilltruly
makeadifference?Ifyoucan'tarticulateyourcompany'sstrategyandwhat
thatreallymeans,howwillyouknowthatwhatyou'redoingisn't
inadvertentlyunderminingthecause?
MypurposeasPresidentofyourchapterthisyearistomakesureNOVA
SHRMishelpingyoudevelopyourtalenttopositionyouforhigh
performance,successandgrowthinyourrole,youraspirations,andyour
career.Don'tbeafraidtodiveintotheunknownandaskquestions,read
up,ortakeaclass.Makethecommitmenttospendtheextratimeand
efforttolearnsomethingnewaboutbusiness,andatadeeperlevel.I
challengeyouwhatwillyoudoin2015thatmakesyouabetterHR
professional?
MimiShieh,PHR
NOVASHRMPresident

Speaker:CliffKayser
Location:TysonsCorner
Time:5:30pm
RegisterNow

SHRMLaunchesNewCertification

February19

LegalAcademy
Location:TysonsCorner
Time:8:00am
RegisterNow

HRintheNews
HoneywellLawsuitTakesAimat
BiometricScreenings
Workforce.com
5MajorTrendsThatWillImpact
SmallandMediumBusinessesin
2015HuffingtonPost
ReinventingHumanResourcesfor
theWorkplaceForbes.com
10PredictionsforHumanResources
in2015HumanResourcesOnline
5retirementplantrendsfor2015:
Howmanyareyouonboardwith?
HRMorning.com

FeaturedStudent
Member

SHRMhaslauncheditsnewcertificationprogram,andHRprofessionals
whoholdanexistingHRcertificationarenowabletoapplyonlineforthe
newSHRMcertification.ThenewSHRMcredentials,SHRMCertified
Professional(SHRMCP)andSHRMSeniorCertifiedProfessional(SHRM
SCP),aredesignedtoaddresstherolesoftheHRprofessionalsasthey
operateatthecoreofaglobaleconomyandensurethealignmentof
organizationalstrategywithahighperformingworkforce.

IfyouhaveearnedanexistingHRgeneralistcertification(including:PHR,
SPHR,GPHR,HRBP,HRMPandIPMACP)andareingoodstandingoryou
becomecertifiedbyJanuary31,2015,youareeligibleforSHRM'snew
certificationatnocostbycompletingthefollowingthreesimplestepsby
December31,2015:
Documentthatyourcurrentcertificationisingoodstanding.
SigntheSHRMCodeofEthics.
CompleteabriefonlinetutorialfocusingonHRcompetencies.
Youwillnotloseorhavetogiveupanyofyourcurrentcredentialsinorder
toobtainthenewSHRMCertification.Onceyoucompletethisprocess,you
willearnthenewSHRMcredentialandbeginathreeyearSHRM
recertificationcycle.Tostarttheprocess,gotoSHRM'sOnlineTutorial
Pathway.

HRJobs
BusinessConsultant/AccountManager,McLean,VA,Jan1
HRRecruiter,McLean,VA,Jan1
HumanResourcesSeniorAssociate,McLean,VA,Dec15
HRCoordinator,Washington,DC,Dec15
Sr.HRSpecialist,Dulles,VA,Dec9
HumanResourcesGeneralist,Arlington,VA,Dec9
HumanResourcesAssistant,Arlington,VA,Dec1

ReadMore

LuriamHernandez
Nameofuniversity,nameof
program,andexpectedgraduation
date:WebsterUniversity,M.A.
HumanResourcesManagement,
GraduationDate:Dec2015
Whatisyourcurrentprofessional
status?FederalContractor,opento
anewopportunityinHuman
Resources

UsingOrganizationalConflicttoYour
Advantage
ByCliffKayser,VP,PolarityPartnerships.Cliffwillbespeakingaboutorganizationalconflict
attheNOVASHRMJanuarychaptermeeting.

Whatareyoulookingtopursuein
thefuture,andhowdoyouthink
SHRMcanhelpyouachieveyour
futuregoals?Iamlookingtobecome
anHRprofessionalandcontinuemy
passionforsupportingothers.NOVA
SHRMisawonderfulwaytolearn
andmeetotherprofessionalsinthe
industry.
ReadMore

2015BoardMembers
MimiShieh,PHR
President

MichelleCleavenger,SPHR
PresidentElect

MeganSacco,PHR
CoVP,Programs

EdieFreeman,SPHR
CoVP,Programs

MaryKitson,PHR
VP,Mentoring

LawrencePostol
VP,LegislativeAffairs

JenniferDjouadi
VP,SpecialInterestGroups

BrianDiemar,GBDS
VP,Marketing&PublicRelations

NancyBonnafeRiegle,PHR
Treasurer

SharifaGomez,PHR,CHRP
Director

EmilyDorsey
Secretary

MariannaKnight,SPHR
StrategicPlanningLeader

JenniferZanone
Director,SHRMFoundation

KeishaMorton
VP,Membership

JohnHerweh
VP,Education

RenaeBarlieb
SocialMediaStrategist

DanielleTope,PHR

Workingquicklytofindsustainablesolutionsin
organizationalconflictsituationsisthestoryofanHR
professional'slife.Ilistedafewconflictsfrommydays
asCorporateManagerofHRforTheWashingtonPost
Company,below.Theywerethefirstfewthatcameto
mind,andI'msureyou'dhaveaninterestinglist,too
ormanifesto.
Shouldwefocusonmissionorthebottomline?
IsWork/Lifebalancetheemployeeortheorganization's
responsibility?
Shouldtheorganizationdecentralize(forspeed)orcentralize(for
efficiency)?
Shouldourstrategyinitiativesfocusontacticalorlongterm?
Shouldverticalorhorizontalbeemphasizedintheorganization
design?
Whichleadershipcompetencyshouldbeemphasized,confidenceor
humility?
Whichleadershipcompetencyshouldbeemphasized,clarityor
flexibility?
Whichleadershipcompetencyshouldbeemphasized,groundedor
visionary?
Dowebestpromoteemployeeengagementbyfocusingon
individualsorteams?
Whatwillbestsupportsuccessmaintainingtraditionorpromoting
innovation?
CostorQuality?
FocusonCustomersorFocusonEmployees?
FocusontheOrganizationorFocusontheCommunity?

The"WhatKind"ofConflictsEither/Or?Both/And?
WhethertowritethisarticleinFrenchorEnglishisaconflictthatis
either/orforaU.S.basedaudience.Weneedgoodeither/orproblem
solvingit'sabsolutelyessential.However,someconflictsaremore
effectivelyandsustainablyaddressedas"both/and."Iframedtheconflicts
aboveas"either/or"becausethetensionbetweencompetingvaluesoften
showsupthatwayandforpurposesofthisarticle.Forcertainconflictslike
thoselistedabove,experienceteachesusthattheyaren't"solvable"(i.e.,
onceandforall)bychoosingoneofthealternatives.Inhisbook"Goodto
Great"JimCollinsreferstotappingintothe"geniusofthe'AND'"and
avoidingthe"tyrannyofthe'OR'".Whenleaders,teams,andorganizations
treat"both/and"interdependentpairsas"either/or"problemstosolve,it
actuallycreatesconflictandunderminesthespeed,attainability,and
sustainabilityofthedesiredoutcomes.
Thedynamicbetweeninterdependentpairsoperateverypredictablylike
theenergyexchangebetweeninhaleandexhaleinmaintaininglife.Each
needstheotherovertimetobeeffectiveandtoattainthegreatergoalthat
bothelementsshare.In"both/and"organizationalconflicts,it'spossibleto
intentionallytapintotheseenergysystemexchangestoturntheconflict(or

UniversityRelationsCoordinator

DremaMcCoy,PHR
NewsletterEditor

whatappearstobe),intosustainableadvantage.It'ssimilartohowasurfer
usesariptidetohisorheradvantage.
Throughexperience,surfershavelearnedhowriptidesworkandsafelyuse
theenergytotheiradvantage.Theyridetheriptideouttothewaveslike
it'sanaturalconveyerbeltthensurfwavesbacktowardtheshore.Surfers
playinwhatcanbedeadly.Swimmerswhodon'tseeandunderstandhow
riptidedynamicsworkcangetintoserioustrouble.Whentheyrealize
they'rebeingcarriedawayfromshore,theypanicandexpendalltheir
energyinafruitlessattempttoswimfasterthantheriptideiscarrying
them.Hundredsoflivescouldbesavedeveryyearifswimmersknewhow
riptidesworkedandwhattheprocesswastoescapethem(swimparallelto
theshore,forthosewhoaren'taware).
Likeriptides,"both/and"interdependentpairswecallthem"Polarities"
areenergysystemsthatholdgreatpotentialforleverageifyouknowhow
theyworkandapplytherightprocess.Thisiswhythebusinessliteratureis
soclearthatleaders,teams,andorganizationsthatleverage
interdependentpairs/polaritieswelloutperformtheonesthatdon't.And,
therearemanybenefitsforHR.Afeware:1)Itcontributestotheindividual
successofHRpractitioners;2)Itpromotesemployeeengagement;3)It
enhancesthevaluepropositionforHRinorganizationsandtheHRfieldasa
whole.
YoumayhaveheardPolaritiesgobyothernames,suchas:Adaptive
Challenges,CompetingValues,Contradictions,Dichotomies,Dilemmas,
Dualities,DualOperatingSystems,DualStrategyCultures,Paradoxes,
Tensions,TheoryXandY,OppositeStrengths,WickedProblems.Theyaren't
"new"ora"flavorofthemonth."You'vebeenleveragingthepolarityof
ActivityandRestandmanyothersyourwholelife.In5000+yearsof
recordedhistorywe'vebeenleveragingYinandYang,JusticeandMercy,
MasculineandFemininemoreorlesswell.Seeingunsolvable(butleverage
able)"both/and"polaritiesasdistinctfromsolvable"either/or"problemsis
animportantfirststepintheprocess.
Mappingisthesecondstep.AbigpartofourworkatPolarityPartnerships
isdedicatedtocreatingvalidandreliablemapsforhundredsofpolarities
thatshowupindiverseorganizations.Acontinuouslygrowingand
improvinglibraryofmapsmakesitfastandeasyforourpartnerswhoseek
toleveragepolarities(forconflict,changeinitiatives,strategydevelopment,
teambuilding,diversity/inclusion,leadershipdevelopmentandcoaching,
etc.).Makingthesemapsavailableremindsmeof"triptiks"thatAAA
providesautotravelersbeforetheyembarkonajourney.Themapisnot
theterritorythough;sothreeadditionalstepsarenecessary.
The"SoWhat"and"NowWhat"
Assessing,Learning,andLeveragingcompletethe5Stepprocess,taken
together,"S.M.A.L.L."Seeing,Mapping,Assessing,Learning,Leveraging.
Whenit'sclearwhatpolarity/iesareparticularlyactiveinanorganization,
wecanstartbyusingormodifyingpolaritymap/s,essentially"startingwith
'A.L.L'tobegin'S.M.A.L.L.'"Assessingusingpowerfultechnologyaddresses

needsforscale(team,enterprisewide,etc.)andletskeystakeholders
knowhowwellorpoorlyleverageisoccurring.
NotechnologywilleverdothehardworkofLearningandLeveragingbut
wouldn'tthatbegreat?We'dreceiveanalertbeforegettingstuckin
polarityconflictsorexperiencingdrama,toxicity,damagedrelationships,
wastedtime,squanderedresourcesorfeelingsofincompetence,
inadequacy,embarrassmentorhumiliation....I'ddownloaditevenifit
weren'tfree.Howaboutyou?Untilwehavea"PolarityLeverager"killer
appthatmagicallyaltersthetime/spacecontinuumonallofour
smartphones,wewillneedtodoaprocess/technologycombo.Learningis
wherethehardworkfromAssessmenthappens,anditcanbecoupledwith
traininginthebasicsofhowpolaritydynamicsworkaversionof"teacha
persontofish"(orsurf).Leveragingisthestepformakingdecisionsabout
howtodowhatneedstobedone.It'swherethekeystakeholdersownthe
conflictandsolutionthestepstocreateleveragewhichisagoodplace
toconclude,fornow.
Conclusion
ConflictsinorganizationsoftenlandinHR,butit'snotHR'sjobtobethe
organization'spolaritysurfer.Themoreleaders,teams,andthe
organizationunderstandhowpolarityconflictswork,themorelikelyitwill
bethatadvantageinconflictwillresult.HRcandoalot,butincanonlydo
somuchtoensuresafeswimmingandsurfing.Leveragingpolarityconflict
riptidesiseveryone'sworkandHRshouldneverdoit(ortryto)alone.I
preachtothechoir,butdosobecauseIlearnedthehardway.Humorist
RichardArmouroncesaid,"Mostpeople'shindsightis2020."WillRogers
said,"Goodjudgmentcomesfromexperienceandalotofthatcomesfrom
badjudgment."Inamedmycompany"XperienceLLC"whenIwentouton
myownin2007toserveasahumblingandpoignantreminderaboutwhere
my"goodjudgment"and"20/20hindsight"camefrom(aprocessthat
continues,Ishouldadd).
SurfsuponJanuary27th!We'lltakeasplashintothedifferencebetween
solvableproblemsandunsolvable(butleverageable)polaritiesandapply
theS.M.A.L.L.processandPolarityMapforacoupleofpolarityconflicts.
We'llalsostartwith"A.L.L."tobeginS.M.A.L.L.forapolarityconflictevery
HRprofessionalandeveryorganizationusestotheiradvantage(moreor
lesswellwe'llfindout!).Don'tforgettotaketheshort,12questionsurvey
beforeyoucome!Here'sthelink:
http://www.polarityassessment.com/pmap/?p=2932

IhopetoseeyouandI'mexcitedabouttheopportunitytosharealearning
spacewithyou!

MarkYourCalendar:VirginiaSHRM
StateConference!
RevolutionaryHRMarchingOnward

2015VirginiaSHRMStateConference
March0911
WilliamsburgLodge
ClickHeretoviewtheConferenceSchedule.

ClickHeretolearnmoreandregisterbeforethepricegoesup!

LegislativeAlert
ThisLegislativeAlertisbroughttoyoubyLawrenceP.Postol,VicePresident
forLegislativeAffairs,NOVASHRM,andPartneratSeyfarthShaw,LLP.

DOJExtendsProtectionToEmployeesBased
OnGenderIdentity;2014DistrictofColumbiaNew
EmploymentLaws
DOJExtendsProtectionToEmployeesBasedOnGenderIdentity
AttorneyGeneralHolderannouncedinDecember,2014thattheU.S.
DepartmentofJusticewilltakethepositioninlitigationthattheprotection
ofTitleVIIoftheCivilRightsActof1964extendstoclaimsofdiscrimination
basedonanindividual'sgenderidentity,includingtransgenderstatus.
InamemorandumreleasedbytheU.S.DepartmentofJustice,"Treatment
ofTransgenderEmploymentDiscriminationClaimsUnderTitleVIIofthe
CivilRightsActof1964,"AttorneyGeneralHolderconcludesthat"after
consideringthetextofTitleVII,therelevantSupremeCourtcaselaw
interpretingthestatute,andthedevelopingjurisprudenceinthisarea,I
havedeterminedthatthebestreadingofTitleVII'sprohibitionofsex
discriminationisthatitencompassesdiscriminationbasedongender
identity,includingtransgenderstatus."
Inthememo,HolderinformedallDepartmentofJusticeComponentHeads
andUnitedStatesAttorneysthattheDepartmentwillnolongerassertthat
TitleVII'sprohibitionagainstdiscriminationbasedonsexexcludes
discriminationbasedongenderidentityperse,includingtransgender
discrimination.Indoingso,HolderreversesapreviousDepartmentof
Justicepositiononthistopic.
ThememoclarifiestheCivilRightsDivision'sabilitytofileTitleVIIclaims
againststateandlocalpublicemployersonbehalfoftransgender
individuals.Note,however,thattheDepartmentofJusticedoesnothave
authoritytofilesuitagainstprivateemployers.
Nevertheless,variouslegalprotectionsexistforemployeesintheprivate
sector,includingforemployeesofgovernmentcontractors.
Itshouldalsobenotedthat18stateshaveextendedtheir
nondiscriminationlawstoprotectpeoplebasedonsexualorientationand
genderidentity.

ReadMore

HRLibrary&ImportantNews
SocialMediaRecruitingHasSimilarRisksasWordofMouth
Justaswordofmouthrecruitingcanleadtodiscriminationclaimsifitisthe
solemethodofrecruitingusedinanondiverseworkforce,"recruitment
performedsolelythroughsocialmediacouldleadtopotential
discriminationissues,"SusanGrossSholinsky,anattorneywithEpstein
BeckerGreeninNewYorkCity,toldSHRMOnline.

"Wordofmouthrecruitingisnotperseprohibitedasasolemeansof
recruiting,"notedScottFanning,anattorneywithFisher&Phillipsin
Chicago."TheEEOC[EqualEmploymentOpportunityCommission]actually
takesthepositionthatinaraciallydiverseworkforce,wordofmouth
recruiting'canbeaneffectivewaytopromotediversity.'"
Butheaddedthat"inanondiverseworkforce,theEEOCtakestheposition
thatitcanbecomea'barriertoequalemploymentopportunity.'Thereason
forthisisthatifanemployer'sworkforceconsistsprimarilyofmembersof
onerace,wordofmouthrecruitingwilltendtogetthewordoutonlyto
membersofthatsamerace.Thiscanleadtotheapplicantpoolforagiven
positionnotreflectingthediversityinthelabormarket."

Similarly,socialmediabeingusedasthesolemethodofrecruitingposes
risks"becauseofthedemographicsoftheusersofsuchsites,"Sholinsky
said."AccordingtoPewResearch2013statistics,90percentof1829year
oldswhousetheInternetusesocialnetworkingsites,whereasonly65
percentofindividualsage5064usingtheInternetalsousesocial
networkingsites."

ReadMore
CHROsWantedin2015
Chiefhumanresourceofficer(CHRO)willbeoneofthemostindemand
executivepositionsfor2015,accordingtoanewreportfromrecruiting
consultantsKornFerry.

Companieswillalsobesearchingforseniorleadersinthecybersecurity,
digitalandinnovationarenas.Thehottestsectoroverallforexecutives
lookingfornewopportunitieswillbeinhealthcare.

KornFerrybaseditspredictionsonapollofseniorexecutivesearch
consultantsconductedinOctoberandNovember2014,findingson
executivesearchrequestsfromaroundtheworld,andananalysisbyits
seniorsearchconsultants.Thelistofhotjobs,whichisinnoparticular

order,spansallindustries.

"Thesepositionsareinhighdemandbecausetheyrepresentfour
underlyingglobalbusinesstrends:theneedtoincreaserevenuegrowth,
heightenedawarenessandgreatervigilancesurroundingissuesofprivacy
andsecurity,theneedtocreatedeepengagementwithcustomers,and
finally,majorchangesinthehealthcareindustry,"saidKornFerry's
ExecutiveChairmanoftheAmericasBobDamon.

ReadMore

MentoringCorner
EmbraceAmbition!
NowRecruitingforthe2015SHRMMentoring&
LeadershipDevelopmentProgram!
Downloadtheapplication
Sharpenyourprofessionaledge
Enhanceyourleadershippresence
Maximizelearningopportunities
We'renowrecruitingfortheWashington,DCmetroarea'spremier
mentoringandleadershipdevelopmentprogramforHRprofessionals!
Whetheryou'restillintheformativeyearsofyourcareerorfairly
accomplished,theNOVASHRMandDullesSHRMMentoring&Leadership
DevelopmentProgramcanhelpyoutodistinguishyourselfprofessionally
andspeedyourprogresstowardsmeetingyourpersonaldevelopment
goals.Pleasevisitwww.novashrm.orgorwww.dullesshrm.orgformore
informationandtodownloadanapplication.Applicationsaredueonor
beforemidnightonJanuary31,2015.
Mentoringismoreimportantthanever,andtheabilitytochangeandgrow
inyourcareerisanincreasinglycriticalskilltohave.OurPinnacleaward
winningmentoringprogramcanhelpyouto:
Expandyourprofessionalnetwork,
Learnpeergroupmentoringskills,
BuildHRandbusinesscompetencies,
Enhanceyourleadershippresence,
Overcomecareerobstacles,and
Earncreditstowardsrecertification!
Wewillsponsorapproximately14chaptermemberstoparticipateinthe
program,whichintegratesmultipletypesofmentoringtechniques,
leadershipdevelopment,andpeerlearningnetworks.Overthecourseof
thelast16years,participationinourprogramhasconsistentlyresultedin

enhancedpeernetworkingfor100percentofalumniaswellaslateraland
verticalcareermovesforover75percentofalumni.
GroupmentoringmeetingsareheldthesecondWednesdayofeachmonth
from6:00p.m.to8:30p.m.intheTyson'sCornerarea.Youmustbea
memberingoodstandingwithNOVASHRMorDullesSHRMtoparticipate.
Ifyou'recuriousaboutthisinnovativeprogram,pleaseparticipateinoneof
theinformationsessions,heldinJanuary,atoneofthelocalSHRMchapter
meetings.OrcontactMaryKitson,ProgramDirector,atmkitson@mitre.org
orshrm.mentoring@gmail.comformoreinformation.

OurStudentMembersROCK!Don'tbelieveme,justcheckoutthismonth's
featuredmember.Everymonth,NOVASHRMwillbespotlightingastudent
member.NOVASHRMiscommittedtoprovidingaplatformforour
studentstonetwork,bementored,gainemploymentanddevelop
professionallyastrongstartfortheirHRcareer!

OurStudentmembershipgrewby4%lastmonth.Wenowhave26student
membersrepresentedbyGeorgeMasonUniversity,NorthernVA
CommunityCollege,UniversityofMarylandUniversityCollege,Catholic
University,WebsterUniversity,GeorgetownUniversity,KellerGraduate
SchoolofManagementandMarymountUniversity.

UPCOMINGSTUDENTCONFERENCE
Prepare.Engage.Succeed
RegisterNow!
EastDivision
March2021,2015
Baltimore,MD

SHRMCASECOMPETITIONANDCAREERSUMMIT
TheSHRMCaseCompetitionandCareerSummit(formallytheSHRM
RegionalStudentConference)hasbeenrevolutionizedfor2015!Thisyear's
eventwillbringstudents,studentchapteradvisors,facultymembersand
HRprofessionalstogetherinameaningfulway.Whetheryouwantthe
opportunitytohearfromintheknowkeynotespeakers,sitdownwitha
localHRpractitionertogetyourindividualworkforce/professional
questionsanswered,orcompeteinthecovetedSHRMcasecompetition,
thiseventissuretochangeyourperspectiveonwhatitmeanstobea
memberoftheHRcommunity.Formoreinformation,pleasevisit:
http://conferences.shrm.org/studentconferences.

Ifyouareinterestedinattendingtheconferenceand/orcompetinginthe
CaseCompetition,pleaseemailDanielleTope,SHRMCP,PHRat

novashrmuniversityrelations@gmail.com.

SHRMFoundation
EvaluatingWorksiteWellness:PracticalApplicationsforEmployers
Fosteringahealthierworkforcecanbuildsignificantcompetitiveadvantage.
Howeveritisoftenchallengingtodevelop,executeandsustainaneffective
worksitewellnessprogram.Demandstojustifythecostsofwellness
programscontinuetogrow,andcollectingandanalyzingthedataisoftena
complexandtimeconsumingtask.Thispublicationcanhelp.
EvaluatingWorksiteWellnessprovidestechniques,toolsandstrategiesfor
evaluatingawellnessprogrameffectively.Itcoverstheissuesessentialto
anyevaluationinastraightforward,stepbystepfashionthatisthorough,
yeteasytofollow.Usingthesetoolstodevelopandevaluateyourwellness
programwillhelpyoutooffermoretargeted,costeffectiveinterventions
thatyieldresults.Notonlywillyousaveyourcompanymoney,youwillalso
helpimprovethehealthandwellbeingofyouremployees.
Downloadyourcomplimentaryreport.

NOVASHRMHRExcellenceReferral
Program
Didyouknowthatyoucanreceiverewardsforreferringnewmembersto
NOVASHRM?TotakeadvantageofourHRExcellenceReferral
Program,justinviteyourcolleaguesandfriendsandintroducethemtothe
valueandadvantagesthatyouhavebeenenjoyingbyparticipating
intheChapter.
Howdoesitwork?
1. Introduceacolleague/friendtoNOVASHRMbyattendinganevent
orsimplytellingthemabouttheChapter.
2. Yourcolleague/friendbecomesamemberandisapprovedfora
Professionalmembership(Professional,Student,oranAssociate
3. Membership).
4. Yourcolleague/friendremainsamemberforaminimumof6
months.
Whatdoyougainasyourbenefit?
Numberof
Referrals
1

YourBenefit
1freemonthlymeetingofyourchoice

2freemonthlymeetingsofyourchoice

2freemonthlymeetingsofyourchoice
1freeannualNOVASHRMmembership

3freemonthlymeetingsofyourchoice
1freeannualNOVASHRMmembership

Ifyouhavemetthequalificationsforthisprogram,pleasesendamessage
totheVP,Membership,KeishaMorton,atnovamembership@gmail.com,
withdetailsincluding:
1. YourName;
2. Membershipcategory;
3. Yearsofmembershipstatus;
4. Astheybecomeavailable,themeetingsyouareinterestedin
attending.

Ihopeyouenjoyedthelatesteditionofourmonthlynewsletter.Please
contactmeatnewsletter@novashrm.orgtoprovidefeedback
andcomments,tosubmitanarticle,ortosponsorthenextissueofthe
NOVASHRMPulse.

Sincerely,

DremaMcCoy
NewsletterEditor
Copyright2015.AllRightsReserved.
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