Local human resources organization tackles education issues and supports professional certification
If the phrase "human resources" makes you think of the Dilbert cartoon character, Catbert, you may have some rethinking to do.
"HR used to be the ‘paper pushers’ and the ‘rule makers’ of the company; now things have changed," said Julie McCord.
McCord owns Vancouver-based HR Basics, which provides human resources services to small and medium sized businesses. According to McCord, business needs such as cost-management, competition and expanding economies have required HR professionals to change not only their roles, but also the perceived value of their contributions. She said that using metrics such as reduced turnover, improved productivity, compensation cost control, and lawsuit avoidance helps HR professionals to better explain the effects of their work on the bottom line.
Changing roles and perceptions isn’t easy, and it is almost impossible to do in a vacuum. So in June 2000, local human resource professionals organized an independent chapter of the Society for Human Resource Management (SHRM), creating the Southwest Washington Human Resource Management Association (SWHRMA). McCord serves as president of SWHRMA’s Board of Directors.
The group experienced strong support from the start – there were more than 70 individuals at the kickoff meeting. The group currently has about 225 members. These members enjoy many professional benefits, which also benefit the business community at large.
Certification
SHRM offers three levels of certification for HR professionals:
Professional in HR (PHR). This certification indicates the person knows the basic federal employment laws and has passed the PHR certification exam.
Senior Professional in HR (SPHR). This indicates the person not only knows the PHR material, but also has more experience and can apply knowledge strategically, and has passed the more difficult SPHR exam.
Global Professional in HR (GPHR). This is a new level of certification that indicates the person can operate in an international environment.
Kathryn Policar, senior vice president and human resource director at First Independent Bank, has been in the HR field for more than 20 years, and holds an SPHR certification.
"A lot more businesses are recognizing the significance of the certification," said Policar.
McCord elaborated, stating the certification process helps businesses know they are hiring an HR professional with the right knowledge.
To achieve these certifications, HR professionals sit for the appropriate Human Resource Certification Institute (HRCI) exam. These exams are comprehensive, and are similar to the CPA certification process. Each exam takes three to four hours to complete. SWHRMA offers a study group to prepare for the HRCI exams twice a year. The next session of classes begins August 30 and runs weekly through November 29. Topics cover all aspects of HR management, including strategic management; workforce planning; training; performance management; compensation; benefits; occupational health, safety and security; employee relations; and labor relations. To maintain their certification, HR professionals must accrue 60 hours of continuing education every three years.
Information
Another way SWHRMA serves both its members and the business community is through the dissemination of information.
"HR changes fast," said McCord.
To keep up with these changes, SWHRMA offers monthly luncheons at the Hostess House in Hazel Dell. These luncheons are open to the business community as well, for a fee of about $25. SWHRMA also publishes a monthly newsletter and hosts a Web site at www.swhrma.org.
McCord stated that keeping up with changes in Washington employment law is one of the biggest challenges local human resource professionals face. Most of the training courses offered on this topic are held in the Seattle area and are prohibitively expensive. Classes are offered in Portland, but cover Oregon employment law.
SWHRMA hosts an annual full-day conference in October that is focused on Washington employment law. Business owners and other employees are welcome at the conference. Linda Frischmeyer, an attorney with law firm Landerholm, Memovich, Lansverk and Whitesides PS, speaks at both the conference and the monthly luncheons on a regular basis.
Although many of Frischmeyer’s clients are small businesses who cannot afford a full-time person or department dedicated to human resources, Frischmeyer, also a member of SHWRMA, sees the benefit of having a dedicated HR staff. For example, she said that one of the most misunderstood areas of Washington employment law was that of "wage and hour" regulations – that is, understanding the nuances of overtime entitlements and exemptions.
"Having a good HR professional really brings a valuable perspective that is hard to provide without one," said Frischmeyer.
Another challenge for Southwest Washington HR professionals, said Policar, is the tightening job market.
"People may have left the area during the high unemployment rate period," said Policar, which means HR managers have fewer people to choose from. That, plus the growth of the financial industry in the area, is making it hard to find experienced people ready to step into high-responsibility jobs. And, a tightening job market, continued Policar, creates additional challenges, such as creating competitive compensation packages.
SWHRMA provides information to help HR professionals – and thereby the companies the HR professionals work for – meet these recruiting challenges. For example, McCord will be covering the topic of "Top Grading" at the upcoming September luncheon. Top grading, explained McCord, includes hiring, coaching and keeping the right people.
SWHRMA’s energy and quality won the chapter the SHRM Superior Merit Award in 2004.
"SWHRMA and SHRM provide a service to the business community," said Policar. "It really is a way to improve the way companies do business and improve the way we as HR professionals do our job."
