Bahamas Human Resources Association. The BHRA News

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1 Bahamas Human Resources Association Tel: The BHRA News Executive Board Volume 1, Issue 1 MARCH Executive Board President Villiemae Black VP Programs Esaura Roker VP Finance/Treasurer Alice Rolle VP Membership Doranda Knowles VP PR/Communications Kenris Longley Back row (l-r) : Esaura Roker (VP Programs), Chrislyn Benjamin (President-elect), Kenris Longley (VP PR/Communications) and Katharine Hilton, (Secretary) Front Row (l-r): Doranda Knowles (VP Membership), Villiemae Black (President) and Alice Rolle (VP Finance/Treasurer) On Thursday, January 28 th, 2016, the Paul H. Farquharson Conference Center was all a buzz with excitement, laughter and talk as the Bahamas Human Resources Association (BHRA), under the theme Grow. Achieve. Lead, installed seven HR Professionals to the 2016 Executive Board. At the helm of this board is President Ms. Villiemae Black, HR Manager at the Bahamas Electricity Corporation (BEC). President Black was honored as she humbly accepted the role of President. In her remarks she promised that the Association will seek to enhance the quality of individual leaders and work towards developing and cultivating emerging leaders within the profession throughout the private and public sectors. In addition, the number one priority of her executive board is to provide outstanding learning opportunities for the members through monthly meetings, workshops and the annual conference by providing dynamic and diverse Bahamian and international speakers to speak on various pertinent HR topics. The keynote speaker for the installation ceremony was Ms. Marisa Mason-Smith, Assistant General Manager Human Resources and Training at the Bahamas Electricity Corporation (BEC) and a Past President of the Bahamas Human Resources Association. Ms. Mason- Smith encouraged the newly installed Executives and all HR Professionals present to incorporate what she called the P s of HR standards which were; being high performers and passionate about their careers; positioning themselves for greatness; participating in growth; presenting their professional selves; creating partnerships; being prepared for changes; polishing their skills of communication; practicing praising others and treating people with respect. Ms. Mason-Smith also admonished the Executive to always stay committed and focused on growing the organization through leadership. Secretary Katharine Hilton President-elect Chrislyn Benjamin Inside this issue: Calendar of events 2 April Meeting (April 21st) 2 BHRA receives SHAPE Award 3 February Meeting 4 March Meeting 5 Pics from the Walk-a-thon HR Article: Developing and Training HR in Organizations Find us on... bhrda.shrm.org 6 7 bhrda..bs@gmail.com

2 Calendar of events April Quarterly ½ Day Seminar/Workshop: (date to be announced) Opening Minds to Mental Illness in the Workplace Monthly Meeting April 21 st - Relationship Management at Work May Monthly Meeting May 19 th - Building Teams that Creates A Compelling Culture June Monthly Meeting No Monthly Meeting June 10 th Voila Jazz & Art Night June 19 th 22 nd SHRM Annual Conference & Exposition, Washington, D.C. Page 2 We would like to extend a warm welcome to our new members: Mrs. Cheryse Thompson Ms. Sandralee Edgar Ms. Gershanda Pinder Ms. Kayla Sturrup Mr. Leslie Lopez Mr. Dion Bethell Ms. Anissa Musgrove

3 Page 3 BHRA receives 2015 Chapter SHAPE Award - Gold Dear Chapter President: On behalf of the Society for Human Resource Management, I am pleased to confirm that your chapter has been awarded the 2015 Gold EXCEL Award. This award recognizes outstanding achievements in chapter operations and a commitment to providing meaningful programs and services to your members. It also is recognition of your continued growth and development as a business leader, capable of developing strategies that lead to business success! We are very proud of your leadership, and thank you for your continued partnership with SHRM. By achieving this award, your chapter distinguishes itself as an outstanding organization dedicated to serving the needs of your members and to the advancement of the human resource management profession. Throughout the year, we will continue to recognize your chapter's achievement as a Gold EXCEL award winner. Award signage to be displayed during chapter meetings will be sent under separate cover. Click here for the award logo and press release in a variety of formats. These items are a great way to tell the world of your accomplishment on your chapter s stationery, newsletter, and web site. If a different format is required, please contact your Member Engagement Associate. If you have additional concerns, or believe your award level was determined in error, you may initiate the appeals process by completing theappeals Form and attaching it to your reply to this by close of business on Thursday, March 31, You must include any specific information or documentation that you would like the review committee to consider. You will be notified of the committee s decision. Looking ahead, I hope you ve had the chance to review the new streamlined 2016 SHAPE and Excel Planning Documents. We heard your feedback and took much of the administration out of these programs. We also separated SHAPE from the Excel Awards with a new submission deadline. You can find the 2016 SHAPE and Excel documents on the SHAPE Center of the Volunteer Leaders Resource Center at The 2016 SHAPE year-end report is scheduled for availability during the 2 nd half of the year. If you have any questions or need assistance, please contact your Field Services Director or Member Engagement Associate. Thanks for all you do to serve SHRM and HR professionals in your local area. We look forward to working closely with you throughout Congratulations on your achievement. Sincerely, Elissa O Brien, MS, SHRM-SCP Vice President, Membership Society for Human Resource Management

4 Page 4 The monthly meeting was held on Thursday, February 18, The featured speaker was Joy Baldridge, CPC, CSP, World Renowned Self-Management Expert in Leadership, Sales Productivity and Change. She spoke on the topic Change Management: Flexibility and Adaptability. THANK YOU to our members and guests for taking time out to attend our February Monthly meeting. Visit us at bhrda.shrm.org

5 Page 5 The monthly meeting was held on Thursday, March 17, The featured speaker was Tanya McCartney, CEO and Executive Director of the Bahamas Financial Services Board. The topic discussed at the meeting was Creating Executive Presence. Credibility, authenticity, being proficient in public speaking, good communicator and being friendly are just a few characteristics Human Resources Professionals should possess in order to create executive presence, according to Ms. McCartney. THANK YOU to our members and guests for taking time out to attend our March Monthly meeting. Visit our Facebook page for more pics

6 Walk-A-Thon Page 6 BHRA held its first walk-a-thon on Saturday, March 19, Participants met at the Goodman s Bay Beach and were on their way at 6:00am. After the walk the participants were treated to fruits and drinks. Thank you to everyone who participated and donated towards this event. Visit our Facebook page for more pics

7 Developing & Training Human Resources in Organizations by Tara Duggan, Demand Media Page 7 Developing and training human resources ensures company growth. Human resource departments typically conduct activities designed to train and develop company personnel, whether to address performance problems or help prepare an employee for a management role. In addition to formal training courses (such as instructor-led sessions, web-based training and seminars), you should offer flexible alternatives such as coaching, mentoring and job-rotation experiences. Developing employee capacity involves managing programs such as employee orientation sessions, policy and procedure awareness sessions, leadership development workshops and other options designed to enable your company (and employees) to succeed. Step 1 Structure your training and development department to support your associates. Offer training opportunities to those who fail performance appraisals. Encourage employees to develop their professional skills by offering courses at work. Create executive leadership development programs to allow learning new skills necessary to take on management responsibilities. Conduct awareness sessions about new policies and procedures as well as to ensure compliance to local, state and federal regulations. Step 2 Locate resources to help your employees develop the skills they need to perform better. The American Society for Training and Development provides resources for developing and delivering training to global audiences. Step 3 Develop customized training courses for your employees. Cover specific details about your business. Courses in communication, customer service, diversity, ethics, quality and safety typically allow people to function more effectively on the job. Focus on a particular topic such as cultural intelligence for a month at a time. Schedule related activities to promote awareness. Develop templates, job aids, demonstrations and simulations to support employees in working in a consistent manner across your company. Establishing a good image both within the company and with customers and business partners depends on a welltrained workforce. Step 4 Provide access to training courses through a Learning Management System (administrative software) so students can register and access training materials any time they need them. Ensure employees create an annual development plan to establish development objectives and focus learning on activities that align to your company's strategic goals. Get executive sponsorship for any training initiative you establish so that you can procure the necessary funding and budget allocation required. Step 5 Evaluate training and development programs to ensure they are meeting employee and company needs. Training and development opportunities typically lead to increased job satisfaction and motivation. Employee efficiencies result in operational cost savings and increased capacity, resulting in company financial gains. Learning new technologies and techniques for getting work done also improves operational metrics. Training activities can also increase employee retention rates. Taken from