July 5, 2023 • 62 mins
Curious about the dynamic world of HR and communications? Brace yourself as we traverse this fascinating terrain with an ensemble of industry stalwarts who promise to enlighten, inspire, and entertain. Penny Egly, Director of Communications for NIHRA, sets the stage with intriguing insights on her role and vision, followed by Deb Jones who shares her inspiring journey from secretary to a seasoned HR professional. Deb's story of how her MBA has made her skills more marketable is sure to resonate with professionals at every level.
As we delve deeper, we shift focus to the importance of human resources in the current business landscape. Join us as Matt Whitney, the Business Manager of the Grand Wayne Center, candidly shares his transition from an employee to an employer. His unique perspective on the power of data in supporting new initiatives is quite the eye-opener. And just when you think we've covered it all, we explore the impact of HR certification on education with Dr. Jeff Walls!
Dr. Wall's experience in developing marketing and HR programs at Indiana Tech and his commitment to HR certification credentials promises to leave you more informed and inspired. Networking opportunities at Indiana Tech, details about the upcoming SHRM National Conference in Chicago in 2024, and lots more await you in this enriching episode. What's more? We have some exciting surprises woven through our conversation, including the reveal of Matt Whitney's walk-in tune! So, gear up for an episode brimming with insights, stories, and moments that are sure to make a lasting impact.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Well, i'm here today with Penny Egley.
She's the Director ofCommunications for NIRA.
Penny, welcome.
Thank you, mike.
Tell me about your, what you dofor NIRA.
Speaker 2 (00:14):
Okay, well, for NIRA, I send out all kinds of
communications.
So if you get the emailstalking about the events that
are coming, you get thereminders to get registered for
those events and then youafterwards get a survey that
asks you what you liked aboutthe event and what you might
change about the event.
Those are coming from me.
I also am sending out textmessages lately.
Speaker 1 (00:38):
As you know, mike you do that too.
All right.
Speaker 2 (00:40):
Yeah, so that's what I do with the communications.
Speaker 1 (00:45):
Okay, great.
So what do your hopes for NIRAas an organization, what makes
you part of it and what's yourhopes for what we do?
Speaker 2 (00:56):
Great question.
So I love NIRA.
We are a great organization tobring a lot of good
communication to a lot of peoplewho are doing good work, and
that is pretty fantastic, right?
That's why.
Speaker 1 (01:06):
I'm a part of it.
Speaker 2 (01:08):
I love to the servant leadership or the being the
servant in a situation thathelps people do what they want
to do to spread good things.
What I would love to see from acommunications standpoint is
NIRA is communicating to ourfolks in the way they want to be
(01:32):
communicated to.
So, if you get those surveys andyou have feedback you want to
give to us, make sure thatyou're answering And if we're
not asking the questions youwant to tell us about, fill in
the comments in the way that youcan get your message to us And
you can also email us.
All of our emails are up on thewebsite, right?
Speaker 1 (01:53):
Yes.
Speaker 2 (01:54):
So there's another way that you can reach out to us
.
Speaker 1 (01:56):
Great.
And one last question What doyou do professionally as a
vocation?
Speaker 2 (02:01):
I am an HR specialist at Indiana Tech here in Fort
Wayne.
I've been there for a littleover nine years And that's a
really great place to be as well.
Speaker 1 (02:13):
Go Warriors.
Speaker 2 (02:14):
Yeah, go Warriors.
Speaker 1 (02:15):
Thanks for your time today, Penny.
Speaker 3 (02:16):
Thank you, mike, tapping your last reserve of
growth potential.
Join us for our next Zoomwebcast on July 13th from 9 to
10 am with Keri Van Dale.
The next wave of economicgrowth will come from your
subject matter experts.
In several of her publishedarticles, keri Van Dale writes
about how your chemise should berecruited to deliver training
(02:39):
to your other employees.
Your chemise can createapprenticeships, mentorships and
cross-train.
They possess knowledge in yourcompany.
There are three solutions forgrowth Marginal benefit,
leverage your chemise capacityutilization.
increased production with yourchemise.
train the trainer performance astandard task or process.
(03:01):
Please register today for ourJuly 13th webcast with Keri Van
Dale.
Speaker 1 (03:09):
Welcome to the program.
I've got Deb Jones with me.
She is a retired HRprofessional And I would like to
ask her to kind of tell herstory of how she got into HR and
her career progression, Deb.
Speaker 4 (03:28):
Thank you, mike.
I started my career as asecretary typing on an IBM
Selectric typewriter back in thedays before personal computers
existed, and I was takingclasses at IPFW while working.
After a few years and a coupleof promotions later, i was
offered the opportunity tobecome part of the newly
developed employee involvementprogram that we started at the
(03:50):
company.
This position gave me theopportunity to work with
employees on the plant floor andto help them improve quality
and productivity on their own,but using a systematic problem
solving approach.
Concepts like brainstorming,cause and effect diagrams,
pareto diagrams that we're alsofamiliar with today we're just
starting to be used back then,and we taught them to employees
(04:13):
to aid in their problem solvingefforts.
I really enjoyed working withemployees to improve their
products and to see how theycould grow during this process,
and also being the liaisonbetween them and management so
that they can gain approval,because funds were required for
many of the projects.
I realized, though, at thatpoint that if I really wanted to
(04:34):
progress further in theorganization, i needed to get
serious about getting my degree,so I did obtain my bachelor's
degree in businessadministration.
Within a year, i was promotedto human resources manager at
the plant level And I found outvery quickly that this position
in a unionized environment wasviewed very differently by
employees.
I was no longer the friendlyperson that helped them solve
(04:56):
problems, but was part ofmanagement who made decisions
that oftentimes they didn't like.
Learning that some employeesdidn't like me merely because I
was doing my job was a hardlesson for me And I think it's
hard for everybody.
The plant had a difficultrelationship with the union at
that time And we went through apretty tough labor contract
negotiation, but it wassuccessful and ultimately kept
(05:18):
the plant competitive.
After a few years the unionrelationship was normalized and
we began working towards commongoals, which I believe is why
the plant is still operatingmore than 25 years later.
I was promoted to compensation,benefits and recruitment
manager at a corporate level andassisted the corporate
headquarters and the company'sother plant locations in the
(05:39):
country.
After four years in thisposition, these functions were
moved to Florida And I didn'tmove to Florida, but I elected
to stay in Fort Wayne and returnto the plant in my previous job
, and I stayed in that positionuntil retirement.
During that time, thecorporation was starting to
divest itself of manufacturingplants And I wanted my skills to
(06:00):
be more marketable, whateverwas going to happen.
So I completed my MBA with aconcentration in HR at Indiana
Tech and also achieved the SHRMCP certification.
I'm glad that I did, as ourplant was purchased by a
competitor In part, i think,because I had my MBA and the
SHRM CP.
(06:20):
I was retained and was veryinvolved in integrating the plan
to do the new company, as wellas working closely with the new
corporate management.
Since retiring, i've beenhelping several small businesses
with their HR questions andneeds nothing too time consuming
, but it does help keep mecurrent in the profession And I
continue to be a member of NIRRAand SHRM.
Speaker 1 (06:43):
Deb, what insights do you want to share with existing
as well as up and coming HRfolks?
Speaker 4 (06:50):
Well, early in my career, I was given good advice
by a mentor that was veryvaluable.
That advice was to remain opento change and to adapt to
whatever situation you're in.
I believe I was offeredopportunities throughout my
career and included in a numberof decisions, beingly because I
was open to new ideas and I waswilling to find a way to make
(07:13):
things work.
Negativity gets you nowhere.
My advice on that subject is toalways be open and positive.
Now that doesn't mean you haveto agree with or go along with
everything, because it's yourjob to let your managers know
both the pros and the cons, andnot everything proposed should
be implemented.
It's all in the way youapproach and present it.
(07:34):
In addition to that, my adviceto professionals starting their
HR career would be in theseareas.
One would be learn and staycurrent on the legal side of HR.
It is the foundation of goodmanagement and will keep things
grounded.
It can be tedious and sometimesdoesn't seem to be common sense
and you'll get a lot ofargument back from supervisors
(07:56):
and managers, but it is your jobto be the expert and let
supervisors, managers in yourmanagement, know when situations
exist that could causepotential issues.
Secondly, learn the business ofyour employer.
I believe this is so important.
For example, if it'smanufacturing, learn the
products and the basicmanufacturing methods.
If it's distribution or aprofessional organization,
(08:18):
familiarize yourself with thework that's done.
If you don't and you don't knowthe business, you can't apply
the HR principles or any newideas.
You'll be most effective whenyou know the business well
enough that you can meaningfullyapply the HR principles and
offer solutions and improvementideas that are relevant to that
organization.
(08:39):
Hr exists to further thebusiness and if the business
isn't successful, you're notgoing to be successful.
Thirdly, conduct yourself sothat you're above a reproach and
maintain the respect of allemployees.
Be the person that employeesand management alike believe
will maintain confidentialityand that you won't make
decisions based on personalpreferences.
(09:00):
Assure consistency whenapplying policies.
Be friendly to everybody, butnot too friendly with anyone.
Understand that not everyonewill like you because of the
decisions you need to make andbecause of the job that you have
, but keep doing what's right,consistent and follow
established policies.
(09:20):
When I retired, an employeetold me you know I never really
liked you, but you were alwaysfair to everyone.
I considered that a compliment.
Fourth, continue to learn, learn, learn.
Nir is providing more and moreopportunities for learning, and
SHRM is an excellent resource.
Hr is changing very quickly andthere are many new concepts and
(09:44):
requirements out there.
You need to be knowledgeable ofthem Now.
That being said, don't be tooquick to jump on every new idea
that comes along, because notall of them will be advised for
your organization.
Be thoughtful and selective And, fifth, become the expert in
your field.
This is related to the lastpoint about learning.
(10:04):
You will go far if you take thetime to stay knowledgeable and
present solutions to currentissues and new ideas to your
management, and present them inthe proper manner.
Mike, thank you for inviting meto join you today.
I've enjoyed this.
Speaker 1 (10:21):
Thanks for your time, deb, you're welcome.
Speaker 5 (10:27):
Join us for our next networking breakfast on July
20th, from 8 to 9 am at PHP onMagnavox Way.
Once again, we are planning atime of intentional connection
and networking over a deliciousbreakfast.
This time, the networking eventis going to be held at PHP, our
sponsor for the event.
Breakfast and networking willstart at 8 am.
There will be a short sharefrom our sponsor three to five
(10:49):
minutes and our Nira chapterpresident will review some
meetings and membershipinformation.
Three to five minutes and theremaining time is simply time
for you to connect with yourpeers and share what is
happening in your world.
At 9 am there will be anoptional tour for PHP for those
that would like to stay andparticipate.
This is a free event and pleaseuse the networking time as a
(11:11):
time to invite connections thatyou have that are not yet a
member of Nira.
This is a great way for them tolearn more about our chapter,
connect with great people andhear about the many benefits
that both can provide.
Please register today fornetworking breakfast on July
20th, from 8 to 9 am at PHP onMagnavox Way.
Speaker 1 (11:32):
Welcome to Mike.
Today we have our memberSpotlight, and Whitney is going
to be interviewing and take itaway.
Speaker 6 (11:42):
Thanks, mike.
It's good to be joining theprogram again.
I do want to share with ourlisteners today just the
uniqueness about Niraconnections and our guests today
.
I actually had the opportunityto network with at the baseball
and beer event recently, sotoday I'd like to share with the
(12:03):
listeners I have Matt Whitney.
No, there's no relation.
He is our business manager or abusiness manager with the Grand
Wayne Convention Center.
Speaker 7 (12:17):
Hi Ann, Thanks for having me on.
Speaker 6 (12:19):
Thanks, Matt, for joining.
I'm excited to chat with youand ask you some questions here.
The first question is yourmembership.
How long have you been a memberof NIRRA?
Speaker 7 (12:37):
Just for a little over a year.
I joined after accepting my newposition at Grand Wayne
Convention Center in the springof 2022.
Speaker 6 (12:47):
Great, that's exciting.
You're a new member and I wasintrigued, definitely, to hear
some of your thoughts today onthings as being a new member.
How did you learn about NIRRA?
Speaker 7 (13:00):
Well, my good friend Mike Frederick encouraged me to
join after learning that my newposition was going to have some
components of both humanresources, along with accounting
and finance duties.
Speaker 6 (13:12):
Awesome, There again another connection, another
example of how our connectionscan lead us to, I guess, more
connections and moreopportunities.
Speaker 7 (13:26):
Absolutely.
Speaker 6 (13:27):
Matt, you're a new member so I'm curious are you a
sure member?
Are you considering it maybe?
Speaker 7 (13:35):
Yeah, I'm not at this time, but I do plan on joining
here in the near future.
Speaker 6 (13:40):
Okay, perfect, because all the connections.
There's lots of ways you canobtain resources and ask for
assistance on any of that whenthe time comes for you.
Speaker 7 (13:52):
Yes, I'm going to follow that.
Speaker 6 (13:55):
What about areas sharing with our listeners about
the areas of human resourcesthat you're involved in that do
overlap in your current role?
Speaker 7 (14:09):
Yeah, I probably was a business manager to take care
of banking, finance those kindof things for the Grand Wayne
Center.
But I'm also doing recruiting,benefits, payroll, trying to get
up to speed on some of the moregovernmental sides of reporting
and things for HR.
Speaker 6 (14:29):
Is that area new to you?
Have you had previously anyexperience with those particular
HR functions?
Speaker 7 (14:38):
Yeah, not a lot More so on the other side of being a
supervisor or manager throughoutmy career.
so being behind the curtain onthe HR side is something new.
Fortunately, our executivedirector at the Grand Wayne
Center is Bart Shaw.
His bachelor's degree is inhuman resources, so he is able
to help me along the way in mynew roles here.
Speaker 6 (14:58):
Why do you think it's important for business leaders
such as yourself to understandthe dynamics of human resources?
Speaker 7 (15:09):
Yeah, really.
Particularly in this post-COVIDworld with such historically
low unemployment, I believe it'simportant for all levels of
company leaders to have a solidunderstanding of human resources
.
There are so many organizationscompeting for the same group of
employees that human resourcescan really help organize and
come up with attractive packagesto entice those looking for
work and to help keep theemployees that we have here, so
(15:31):
we don't have to find more newemployees In your timing with
joining NIRAs probably verytimely because, as you mentioned
, it's a challenging time rightnow.
Speaker 6 (15:43):
So I think that's unique that you shared that.
And then, of course, you behaving involvement now with NIRA
and having that So awesome.
I had asked you this questionabout the aspects of HR.
You know you would feel itchanged and, understandably,
(16:05):
being more recent to some ofthose functions, but I guess can
you share with us either way,like how you maybe feel
personally about how things havechanged over the years or even
just what recently you'venoticed.
Speaker 7 (16:22):
Sure, yeah.
being new to the HR world, ihave absolutely had more
experience answering that fromthe other side as an employee.
But to me, from the time Ientered the workforce in the
early 90s, the biggest changehas been the benefits packages.
There are so many moredecisions to make in the open
enrollment periods now thanthere were 30 years ago.
It feels like it's taking a lotmore studying in the options
(16:46):
that are offered.
It feels like you're making agood and firm decision.
Speaker 6 (16:50):
Yeah that's, yeah, very, very true.
It's benefits as a whole.
To me, a whole east of an areaof human resources.
It's almost its own challenging, like you're saying, just from
both sides of it.
So I'm glad you shared that,because it's definitely
(17:11):
different perspectives from theemployee side versus being the
one that is sourcing that fromthe employer side.
Speaker 7 (17:21):
Yeah, this past year was my first experience of going
through as an employer andtrying to decide what benefits
we were going to offer and whatthe cost of those would be to
the company and to the employees, and it was really an
eye-opening experience trying tocome up with a competitive
package.
Speaker 6 (17:37):
Yeah, it's such a good thing you mentioned that
the perspective of the employeeBecause I always tend to think
about that like, think about itfrom their perspective, their
shoes on understanding all thesethings that can be complicated.
Exactly, what do you considerto be the most beneficial
(17:59):
experience about being a NIRRMmember?
Speaker 2 (18:04):
A common phrase that runs through my head in my new
position.
Speaker 7 (18:06):
a lot is you don't know what you don't know.
So for me, the legal easewebinars have been a big help.
The most recent one on employeehandbooks with Bob Recklone was
great for me.
Our handbook definitely needs arefresh, So hearing what needs
to be included as well as whatdoes not need to be included in
(18:27):
an updated handbook was verybeneficial.
Speaker 6 (18:31):
Thank you for sharing that, Matt.
It's really good to hear thatyou find that beneficial And
we're grateful that we cancontinue to provide those type
of webinars for the members.
So great So far.
I know, as we mentioned, you'rea NIRRM member, But so far, do
(18:55):
you have a favorite or a speakerthat stuck out at one of our
monthly luncheons?
Speaker 7 (19:01):
Yeah, i've only been to a few of the luncheons, but I
apologize, i don't remember thepresenter's name, but the first
one I went to was the leadingHR strategy with data analytics.
Being an accounting and financeguy, that one really spoke to
me When presenting anything newto my organization.
I believe it's always a greatpractice to have good data to
support any kind of newinitiative, so that was a really
(19:24):
, really interesting one for me,and it's one I've used several
times in my new role.
Speaker 6 (19:31):
Great, great Thanks for sharing that.
Yeah, it's always hard when youhave a good lineup anyway.
Speaker 7 (19:40):
And I should add that too, all the ones that I've
been to have all been great, soit was hard to choose one.
That one's always stuck out alittle bit for me.
Speaker 6 (19:47):
So I have some fun questions to ask you.
What about a song that youwould want played every time you
walked into a room for the restof your life?
What song would you choose, andwhy?
Speaker 7 (20:04):
Well, i think I would go with Pat Benatar's Hit Me
With Your Best Shot, and thatkind of has to go back to when I
was a kid and for a while Iplayed hockey growing up through
high school and I was a goalie,so that was a song that kind of
always got me ready for games.
But my professional life I'vealways felt like problem solving
is probably one of my biggerattributes, and so that song is
(20:25):
just kind of stuck with me aspeople have brought me problems
to figure out in my variousroles.
Speaker 6 (20:31):
Okay, so when you're stumped by trying to solve a
problem, do you put that song on, and does that help you?
Speaker 7 (20:40):
No, it definitely runs through my head So yeah,
yeah it does.
It kind of helps me bear downand focus on the task at hand.
Speaker 6 (20:50):
Yeah, okay.
What about if you could sharewith us a superpower?
if you could choose any of them, which one would you choose and
why I?
Speaker 7 (21:02):
think I'd go with being able to fly.
My wife and I really enjoytraveling, but I hate commercial
airlines and the whole processof airports and luggage and all
that.
So being able to fly wouldsolve a big problem for me.
Speaker 6 (21:17):
Yeah, you probably could get more added to that
list, right?
Absolutely, that's a good one,for sure.
What do you do in your freetime, matt?
Do you have any hobbies oranything you'd like to share
with our listeners about yourhobbies?
Speaker 7 (21:36):
Sure, i've always been a big sports fan and my
wife and I attend a lot ofPurdue Four Wayne games and
different sports, whether it'sbasketball or volleyball or
soccer.
So we spend a lot of time doingthere.
And I'm going to lifelongDetroit Redwings fan And just
what happens that our son nowworks for the Redwings affiliate
in Grand Rapids.
So we go up to Grand Rapidsseveral times a year to see
(21:58):
their games.
And I also have a 1989 Corvettethat I spend way too much time
trying to keep running.
Speaker 6 (22:06):
Awesome, awesome.
That was great.
Thanks for sharing that.
So it's always interesting youknow what others do in their
free time outside of working inthe Naira of course event.
So one last thing, matt do youhave any encouraging words for
someone you know such as similarto in your shoes that would be
(22:29):
considering to join Naira?
Speaker 7 (22:32):
Sure, i would just tell them that it's a steal.
You know, the benefits of theassociation far outweigh the
cost.
And the one thing too.
It's been a little interestingfor me, being kind of a new HR
world.
I could see a lot of benefitsfor other managers in my company
to attend Naira events.
I don't, it doesn't feel likeit's just something that ought
to be an HR person.
You know we've got there'ssomething good things that could
(22:55):
be, you know, learned by all ofthe leaders in our organization
.
Speaker 6 (23:02):
Thank you for sharing that.
I I agree completely And I justthank you for for being willing
to do the spotlight with meBecause really, matt, i was
really intrigued, because Iwanted to share with our
listeners you know, because youare a business manager And that
perspective, you know, not justthe benefit of HR professionals
(23:25):
but but including those that arein our communities as business
leaders.
So I am just grateful for youparticipating in the member
spotlight with me And it wasgreat to have you on the show
today.
Speaker 7 (23:38):
Well, thank you, enjoy doing it.
Speaker 1 (23:41):
Why was it so hot in the stadium after the baseball
game?
All the fans left.
Welcome to the program.
Today We have Dr Jeff Wallswith Indiana Tech and Carol
Platt with Indiana Tech as well.
Carol is over our collegerelations for Naira And she is
(24:07):
going to be conducting aninterview with Dr Walls.
Carol.
Speaker 8 (24:13):
Hi, dr Walls.
First of all, i want to saythank you for joining us today.
I'm excited to have you on thepodcast.
I'm going to kick off thisquestion and answer session with
first of all, why don't youtell us a little bit about your
background and what got youinterested in HR?
Speaker 9 (24:34):
Well, i'm absolutely honored to be part of this, and
the only problem with yourquestion there is you said a
little bit.
I mean, like which little partwould you like to know as
opposed to the full rundown?
But let me give you a couple ofhighlights.
If you've got a follow-up thatyou want to ask me, you
certainly can.
(24:55):
But so this is as we have justfinished this academic year.
I have just finished my 34thyear at Indiana Tech and will be
starting my 35th in the fall.
Right now I am not just thesenior professor on campus, but
I'm not the oldest, but I'vebeen there longer than every
(25:17):
full-time employee at IndianaTech.
So I've seen a significantnumber of changes transpire And
I hope that I played a smallpart in a few of them.
But when Indiana Tech brought mein as a faculty member, it gave
(25:37):
me two specific things thatthey had hoped that I would be
able to develop for them, and atthat point in time so this is
fall of 1989, they did not havea degree with a concentration in
marketing and they did not haveone with human resources, and
(25:58):
so that was my immediateresponsibility to get those
created, and I immediatelyaligned the HR program with SHRM
, and so, once again, this is1989, and this is just as SHRM
is transitioning from ASPAAmerican Society of Personal
(26:19):
Administrators into Society forHuman Resource Management, so
the change was really coming,and I then looked at this as
just a phenomenal opportunity.
And where I came from, though?
I came from corporate world.
(26:40):
I was at North AmericanBandlines and I was at their
headquarters and I was abyproduct of their full program
of tuition, reimbursement andthings like that.
My undergrad degree ismarketing, my MBA is finance and
my doctorate degree isentrepreneurship.
(27:02):
And then I have all of these HRcredentials, and I had owned
several small businesses and hadperformed all of the HR
activities as the ownerentrepreneur, and pretty quickly
realized that if I had betterpeople, i could actually beat
(27:25):
and I think of it in terms ofsports but if I had better
people working for me, i couldbeat whoever the other team
might be, and so I prettyquickly came to the revelation
that companies that have betterpeople and understand how to
keep them are the ones thateverybody gets attracted to.
(27:46):
But Don Andorffa was thepresident, and I had the great
fortune of he being a golfer andfound out that I play an
enormous amount of golf.
So he and I became prettyquickly golf partners.
And what happened then is Iwent to the Shurm conference in
(28:12):
1991 and saw what it was about.
It was in Cincinnati.
Obviously, it's never been backthere since because they're not
.
The structure of the city justcan't hold how big it is And I
went there on a kind of a searchtry to understand, and when I
(28:36):
came back I put together aproposal for me to offer a class
that would be unique in that noone else in the nation was
offering a class for collegecredit like what.
I wanted to do for undergradstudents And there were things
(28:57):
that were running around at amuch higher level, but I looked
at this as a phenomenalopportunity for undergrad
students to go to and that Iwould teach a class and the
students would get three credits.
And I put it all together andDon Andorffa made the comment to
me I've talked about him, i'vetalked to him about this
multiple times since but that hewould let me do it one time And
(29:23):
he believed that it was tooexpensive and the students would
never go again.
And he was right.
It is very expensive, but this,in fact, i will be there next
weekend.
This will be my 30thconsecutive SHIRM conference of
(29:47):
taking a group of students to,and there's no one, no other
faculty member in the world thathas that type of a record of
taking the students, and itreally has become a scenario for
Indiana Tech to not just be asmall private college but to be
(30:13):
one of the top universities inthe nation when we're at the
SHIRM conference, because we arethat well recognized, and so
I've given you more informationthan you asked for on that.
But is that kind of what you?
Speaker 8 (30:30):
have.
Yeah, yeah, that is some greatinformation That tells us a
little, gives us a little leewayinto what the conference is
going to be about.
We'll talk about that here in afew minutes.
But I know you have a superinteresting background and one
(30:53):
of the things I feel is greatabout your experience is that
you do help HR professionalsfrom people that are looking to
get into HR to students, tocurrent HR professionals.
So tell us just a little bitreal, quickly how you help HR
(31:14):
professionals or people that areinterested in maybe diving into
human resources, careerchangers, students And then
after that we'll get into thebig finale, talking about the
conference.
Speaker 9 (31:30):
Okay, so I have been a huge proponent of the HR
certification credentials And in1994, at the SHIRM conference
that year it was in St Louis,that's when I made the
(31:54):
dedication So I took my firstgroup of students in 1993 just
to make certain that what Ibelieve to be true would be true
.
And then in 94, i decided thatI needed to make the commitment
And so I then passed the HRCI,so the Human Resource
Certification Institute, theirSPHR exam, and now SHIRM has
(32:20):
their certification of the SCPcertified senior professional
and then the CP certifiedprofessional.
And what SHIRM has done isallow the students to be able to
take the CP exam andspecifically, that is oriented
(32:42):
towards universities that arefully endorsed by SHIRM, and
Indiana Tech has the distinctionof having that endorsement by
SHIRM, and that empowers ourprogram and allows our students
to sit for the NationalCertification exam, the CP,
(33:02):
prior to them graduating.
And this is from thetraditional students all the way
through our MBA program.
And Mike Frederic was, whichhe's hosting here, so he's
listening in on what I'm sayinghere And I did, which I feature
many of the HR professionals inthe classroom, in my classroom
(33:29):
specifically, but one of themand I had told Mike this that
she will pass, and I've notunleashed this in a big way, but
she did pass.
And so this is what transpireswith me When I'm teaching the HR
class.
So this is the introduction toHR course And I'm the one who
(33:54):
put this into the cryptolumsthat every undergraduate student
has to take the HR class, andthat really makes our College of
Business distinct from manyothers in that it's a required
class for every student And manyuniversities don't do that,
shockingly.
But I think that what I havedone is promote the
(34:19):
certification to a great extremeAnd by doing that, then when
our students are interviewed bycompanies and they don't just
have the degree but they havethat certification, it's as if
that brings their resume to thetop of the stack And it denotes
(34:41):
a degree of commitment to theprofession And I really think
that it is a standout item.
And when you travel around FortWayne and I talk about Fort
Wayne being such a small, trulyclick connected place, but over
(35:01):
34 years then the number ofalums that have come from
Indiana Tech, that are now someof the top HR people in the area
and I could name names, but Iwould leave out somebody
probably, but it is.
It's literally.
Now what happens is that it'snot just HR.
(35:21):
So we have great HR studentsand we have great HR people that
are Indiana Tech alums, butwhen an engineering student or a
marketing student or any majorfrom Indiana Tech says, so I
would really like to work atthis company, and then when I
(35:43):
say, but the HR person graduatedfrom Indiana Tech, let me give
that person a phone call Andit's that type of connection
that we have in this area that Ibelieve is unmatched, and I
think that it is that piece.
So when I'm talking to parentsof traditional students or when
(36:03):
I'm talking to thenon-traditional students,
whether they're in class oronline, it's that level of
network that we offer.
That is a true game changer.
And I think that and it's notjust in this area, it's, you
know, we've got individuals thatare global and it's worldwide.
(36:25):
But, carol, i think that we atIndiana Tech sometimes forget
how big we really are.
Speaker 8 (36:36):
I agree.
I agree with that.
You always run into somebodyout there.
Speaker 7 (36:45):
Well, no doubt about it, And I think you, know.
Speaker 9 (36:49):
So Caltech, part of TechStron.
They have a distinction that Ithink is unmatched in this area,
and once again I'm going to trymy best to not name all of the
names, but Indiana Tech everyyear at graduation We recognize
our outstanding graduates arenumber ones And Caltech has five
(37:15):
.
So they have our last five whograduated with degrees in
accounting as number ones Andtheir HR person graduated number
one as well.
And it's things like that thatour companies recognize that and
literally call me that and sayso, who's going to be your
(37:37):
number one And we want to hirethat person.
Speaker 8 (37:41):
Right, right, no, i think that's great.
It's all about who you know alot of times, too, and your
connections Well, and one of our.
Speaker 9 (37:56):
I don't necessarily think it's an Indiana text
slogan, necessarily, but it'ssomething that we believe in, as
I mean, we believe in this ideaof relationship-based education
, and I think you could lose theword based education and just
go on the idea withrelationships.
Speaker 8 (38:17):
Relationships yep.
Speaker 9 (38:20):
I have lived my life based on my ability to call
someone and say, remember when Ihelped you, yes, now it's time
for you to help this next person.
And it's kind of that payforward or give it back, and
it's as if I don't needsomething, but I have somebody
(38:40):
who does, and it's like I'm notnecessarily calling it in, i'm
just suggesting that everybodyneeds that connection And I like
it one hour, especially righthere in Fort Wayne, when you can
pick up the phone and callsomebody and it's like you've
(39:04):
got to be kidding me.
But of course, let me help, letme make a call, let me believe,
and if you say the person'sgood, if you say this is a
superstar, then your word isgood for me And that's all I
need.
Speaker 8 (39:23):
So yep, i like it.
I think it's great.
I think the networking and whoyou know and, like you said, the
relationship, it's important.
You know it's important ingetting the job you want and the
people you know.
So let's get on to our grandfinale and what we both are
(39:47):
really excited about, and that'sthe Sherm Conference in Las
Vegas.
I know you're really excitedWe've talked a couple times
about it about students who areattending that conference here
at Indiana Tech.
So why don't you tell us youknow what it's all about, how
people can get involved if theywant to go in the future.
(40:08):
All that good stuff.
Speaker 9 (40:11):
Well, this one that's coming up is really going to
shape and define where Sherm hasreally come to, because
everybody coming out of COVIDbased challenges and every
similar seminar, everyconference and every live event
(40:32):
did as well.
But I received information aweek almost two weeks ago now,
but close that the number ofin-person registrations was
hitting the number of 20,000.
And there are only so manycities in the United States that
(40:58):
can host something of this size.
But if you just go on the ideathat if you were a student and
it doesn't make any differenceonce again, what your major is,
but if you could get 20,000 ofthe top HR people in the world
in one place at one conventioncenter that just set aside
(41:21):
everything else, that's going tobe phenomenal, that's going to
happen, but just the opportunityto network and then put a price
on that.
So how much would you pay to goto an event where there's going
to be that many people?
And then you're going to walkin with somebody like me And
(41:41):
this is what's on.
I mean it's almost too arrogant.
Well, let me restate, we knowthat I'm arrogant anyway, but to
walk into this environment withme and of the 20,000, i'm going
to know probably about 40% ofthat, because, once again,
(42:04):
remember I said I've only gone29 other times, and so everybody
knows and expects something,and here's what I mean by this.
So it's next weekend And I'mactually going in a day early to
meet with a few people and I'llshare this other side here in a
moment But Sunday is theopening day, and on the opening
(42:29):
day, the legacy and the lore isthat the Indiana Tech students
and it's even got to where theIndiana Tech alums who arrive as
well, i will have the walls forthem to wear, and what I mean
(42:52):
by that.
If you go to this website, soit's IndianaTechShermorg, so
IndianaTech, and then shrmorg.
That's a website that ourstudents have and that got
pictures.
But if you can imagine the oldpops dressing up his children in
(43:13):
the most wildest, flashiestHawaiian which you can possibly
imagine And for some they mightbe the most ugly that you could
get to, but if we were going tothe amusement park and I dressed
up my children this way,there's no, there's no chance
we'd get lost because everybodywould go.
And so there is an expectationthat we will have these shirts
(43:36):
and I will not be disappointingthis year.
This year, the shirts are justover the top and they'll be
shooting photos of us.
No doubt about this.
But what happens is then and itmight sound silly with these
shirts In fact shirm has evenwritten multiple articles about
(43:57):
me with these shirts and why Ido it.
But for a student, and it couldbe someone who's 21 and it could
be somebody who's 45.
If you have a personality thatis just a little bit on the
introverted side, being with20,000 people is intimidating.
Being with being with 100people is intimidating, and we
(44:19):
can talk about networking.
But if you're a little bit onthe introverted side, it's not
going to be that easy for you tojust to walk up to somebody you
don't know and start talking tothem.
But when you've got one of mywild shirts on, you don't have
to talk to anybody because theyall come and talk to you And
(44:40):
they say things to you And theythey are leading you on because
they know you're with IndianaTech and they know things with
me, and they're all wanting toknow where I'm at and what's
going on.
But here's the.
The amazing thing is that, sothey only wear this one day, on
(45:01):
Sunday, on Tuesday, so a coupledays later, people will walk up
to the students and say thingslike you had that wild shirt on
on Sunday, didn't you?
Out of 20,000 people.
How do you know this?
Okay, and it happens every yearto the students, and so usually
(45:21):
on Sunday they're embarrassed.
By Sunday evening they are soproud, and by Monday they're
wanting to know where theirshirts at for Monday, tuesday
and Wednesday, because they'reall in on this.
But all of that's going tohappen.
The session speakers are amazing.
You know to to go from.
(45:44):
Each year.
It literally belts, and youknow I mean to talk that one
session will be better than theother.
They are just so good.
And I will have the students,though, attending sessions that
talk about the certificationexam, that talk about
legislation that is forthcoming,that will then have sheet I
(46:09):
mean all of the creativity andthe humor to two events where
the students themselves will befeatured.
There's a trade show that willhave, so Naira has their
conference and they have thetrade show, but imagine that
there'll be 5000 vendors at atrade show, from every company.
(46:33):
Imagine So, from a Disney, to aWestgate, to a software, to a
how to to a moving company,anything that is going to be
related, i mean things that Idon't even think of.
So like she was companies,shouldn't you have pet insurance
(46:54):
as one of your benefits and so,like, the pet insurance
companies will be there All ofthe time?
Well, i mean, it's one of thesewhere, if you wanted a job, you
could literally walk into thetrade show and just work the
trade show And you wouldprobably have multiple offers
just coming from that.
But for for a student the way Idescribe it it's like adult
(47:19):
trick or treat that you, everyvendor, is giving out whatever's
and is just an amazing momentin time that transpires with all
of this.
But I don't have all of theinformation on this and I
alluded to, i'm going in early,but shirm is getting ready and
(47:46):
I'm giving you a preview and Idon't have all the information
yet.
I've already been contacted byshirm about this and shirm is
going to create a brand newpartnership with the
universities to launch ofseveral new programs And they
(48:11):
have selected what they believeare the top four universities to
pilot this program with andthey're going to begin rolling
it out then in August, andIndiana Tech has been selected
as one of the top fouruniversities in the nation to do
that.
That is great.
I'm trying my best to containmyself with this and, but I've
(48:37):
got several meetings going onand then a big meeting on Monday
evening with it as well.
So hopefully, when I come backand maybe on the next podcast I
could, i could reveal a littlebit more information about this,
but I definitely think that theopportunities are too great,
(49:01):
and so, for far too many HRprofessionals, they look at this
as something that is, they'venot gone or they got to go one
time, and I've always looked atit as mandatory.
I believe that if you could goto one event that would give you
(49:26):
all of the information that youcould possibly ever want to
have, that it would be the SHRMconference at the national level
, and that every HR professionalshould set the goal that
they're going to go, and then,after they go, usually this is
(49:48):
what happens.
So you go one time and thenyou're usually mad.
You're mad that you haven'tbeen going, and then you're
upset with yourself if you don'tgo the next year.
And so the number of alums whomeet to us at these conferences
is just unbelievable and, as anexample, the last time it was in
(50:10):
Vegas in 2019, i had a coupleof the alums meet the students,
and one of the alums connectedimmediately with one of the
students that I introduced himto, invited this student to
dinner on a one-on-one and afterthe dinner, made him a job
(50:31):
offer.
And yeah, it's things like thatthat I can't do for somebody
here in Fort Wayne.
It's the creation of somethingthat is so, so special that it
just doesn't happen that way.
But for us here in Fort Wayneand here in the Midwest if you
(50:52):
have not heard this, i'll giveyou the tip.
Although Vegas is going to beover the top and the slogan for
Sherman Vegas is to drive thechange, which I really like,
that piece.
But here's the preview andevery I remember every HR person
(51:14):
in this area should get this ontheir calendars now that in
June of 2024, this is amazingthe Sherman Conference will be
in Chicago and that goal shouldbe to be there, and I'm already
(51:40):
working on a separate hotel dealin Chicago and anticipation
that the number of students thatI'll be taking will be just
over the top.
So I start planning for thenext conference before I even
get to the one that I'm going to.
Speaker 8 (52:02):
I know some Naira folks and myself have been
talking about Chicago and goingso kind of excited that it's
going to be close to Fort Waynenext year.
Speaker 9 (52:13):
Well, it certainly makes the logistics of getting
there much easier.
I don't know the cost-wise it'smuch different, but
logistics-wise it certainlysolves some of those
complications.
Speaker 8 (52:30):
Right, so I know a couple.
well, probably a month ago, youand I talked about the
conference and some of the funthings that happen, some of the
speakers, some of theentertainment and some of the
excursions that you have plannedas well.
So it's just not all conference.
You do give the studentsexperience the area as well.
(52:52):
So do you want to touch base onthat real quick?
Speaker 9 (52:55):
Well, it's in Vegas And it's, you know, sometimes I
forget about this and it's thesame thing for Chicago.
It's shocking to me how manypeople have never been to
Chicago.
All right, and you know like,you're from Fort Wayne, and the
same you know, okay.
Likewise, not everybody's beento Vegas, and I think that there
(53:19):
are things in Vegas that you'vegot to go do, so you've got to
go walk down the strip andyou've got to go out to Fremont
Street and you've got toexperience some things in Vegas
that are right there.
I'm hopeful that we get thistaken care of, but going out to
(53:41):
Hoover Dam is always on my listof things to take the students
to go see, but I think thateverybody should see and
experience and understand,whatever the city might be, and
so when it's in Washington DC, imake certain that the students,
(54:02):
at nighttime we go for theevening, walk around the
monuments Right In Chicago.
In Chicago, we'll definitely beexperiencing multiple things.
And a little side note inChicago, my daughter lives there
And I'm going to have hercatering.
She's a phenomenal chef And I'mgoing to have her cater a
(54:24):
private party, okay.
So I mean, i always have thingsgoing on that help the students
to really be a part ofeverything that's happening, and
I think that too often, youthink in terms.
(54:47):
Well, i'll put it to you thisway.
Here's what I tell the studentsIf your idea of going to Vegas
is that you're going to go tothe sessions and then you're
going to go back to your roomand watch TV and you're not
going to experience anything,you're actually going with the
wrong person.
Okay, so I look at it in termsof the room being a place where
(55:10):
you need to drop your bags,change, shower and get ready to
go, and we are staying at theWest gate, and so the students
that are coming with me aregoing to stay at one of the top
resorts in Vegas, and it isconnected to the convention
center, and so we have I thinkwe've got the premier location.
Speaker 8 (55:33):
So yeah, sounds like a right there.
Speaker 9 (55:37):
So every Tuesday night of the conference, sherm
always has an event And I'mactually excited about this one
And I'm not embarrassed to saythis.
Okay, i'm excited on this oneAnd I'm looking forward to it,
and I've already told thestudents if they're not, that's
(55:57):
okay, they still have to comeanyway, all right.
But the headline performer onthe Tuesday night party that all
of the sherm and it will bejumping It is Janet Jackson in
concerts And I've got ticketsfor all of the students.
(56:19):
I'm excited, i'm not going Andthe students will get preferred
seating, so all of that willhappen.
Speaker 8 (56:29):
Right.
Speaker 9 (56:30):
Anyway, yeah, absolutely.
Speaker 8 (56:32):
No, I think you guys are going to have a great time
And it's just a greatopportunity for Indiana Tech
students.
It's a great opportunity forNaira HR professionals.
Speaker 9 (56:50):
Well and so.
So a couple of things too.
We have a setup in Indiana Techwhere you can get credit.
I made this comment, but Ididn't give this out in detail.
So, because it is actually adifferent conference every year
in a different location, withdifferent speakers, different
headline, everything we have asetup in Indiana Tech where an
(57:13):
undergrad student can actuallygo twice, so you could go to
Vegas And then, as an example,you could go to Chicago and you
could get credit for it twotimes as an undergrad student,
using your electives, if you sochoose.
Likewise, we have it built intoour MBA program to where
students can pick it up forcredit in the MBA as well, and
(57:36):
so, consequently, we've hadseveral of our alums.
They've gone three times.
Then, and if you go with me asa student, shurm treats you
incredibly well And Shurm alsogives you a phenomenal reduction
.
I call it a scholarship asopposed to a discount.
(57:59):
Shurm scholarships the studentsto where it is about a $1500
difference in the price that astudent pays for the conference
as opposed to a professionalpays.
So going as a student with me,although it's expensive, it's
(58:22):
actually a phenomenal deal.
Speaker 8 (58:25):
Yes, and I talked to many students in our MBA program
who have gone with you in thepast, who are going with you
this year and who areconsidering going next year to
Chicago, so I know they'reexcited.
Speaker 9 (58:43):
They literally cannot contain themselves.
I get two or three calls everyday from the students And then
likewise from the alums, wantedto know where we're going to be
at, where can we meet, what'sgoing on?
And then most of them want toknow if I've got an extra shirt
for them.
It's all about the shirt.
Speaker 8 (59:06):
It's all about it, i love it.
Speaker 9 (59:08):
I love it.
Speaker 8 (59:09):
Well that concludes my questions for you.
Do you have anything else toadd that you would like to say
today?
I know we're going to have youback in the future, so to talk
about some other subjects.
Speaker 9 (59:28):
I'm hopeful that I can give you a follow up here on
the next cast, as I mentioned.
Yes, i do think that what Nirais doing and then what the local
HR professionals are doing interms of promoting the society,
being numbers and really tryingto make a difference with this,
(59:50):
i see it as so.
I mean the annual conference.
This year's slogan is drive thechange, and you see, that's
what I believe HR has been doingall along, and you may not have
thought of it this way, butwhen HR believes in driving the
change, those are the companiesthat got it going on.
(01:00:12):
They're the ones where it's notjust a matter of that's where
people want to work at, it'swhere their turnover is way down
Right, and if you're able tokeep your people right now,
that's what this is about.
And when you go to the SHIRMconference, to the annual
(01:00:36):
conference like this, you comeback so energized and so
enthusiastic about this that youare driving the change by doing
that.
So thank you very much forinviting me, and I want to put
myself out there this way that,whether it is information about
the exam, which my studymaterials are absolutely
(01:00:58):
phenomenal, if it is informationabout our programs at Indiana
Tech or if it's just informationthat somebody needs.
So, as an example, i received aphone call from an alum in
Chicago who wanted to know howto take care of a situation.
I want everyone to realize thatI am your human resource at
(01:01:21):
Indiana Tech and that I'm fullyavailable to assist with
anything.
So thank you very much.
Great, i appreciate that.
I appreciate you And thank youfor attending our podcast today,
thank you.
Speaker 8 (01:01:37):
I'd like to thank all of our guests that we had today
.
Speaker 1 (01:01:52):
That's all the time we have.
See you next time on.
Speaker 8 (01:01:58):
Indiana Tech.
Well, i'm here today with Penny Egley.
She's the Director ofCommunications for NIRA.
Penny, welcome.
Thank you, mike.
Tell me about your, what you dofor NIRA.
Speaker 2 (00:14):
Okay, well, for NIRA, I send out all kinds of
communications.
So if you get the emailstalking about the events that
are coming, you get thereminders to get registered for
those events and then youafterwards get a survey that
asks you what you liked aboutthe event and what you might
change about the event.
Those are coming from me.
I also am sending out textmessages lately.
Speaker 1 (00:38):
As you know, mike you do that too.
All right.
Speaker 2 (00:40):
Yeah, so that's what I do with the communications.
Speaker 1 (00:45):
Okay, great.
So what do your hopes for NIRAas an organization, what makes
you part of it and what's yourhopes for what we do?
Speaker 2 (00:56):
Great question.
So I love NIRA.
We are a great organization tobring a lot of good
communication to a lot of peoplewho are doing good work, and
that is pretty fantastic, right?
That's why.
Speaker 1 (01:06):
I'm a part of it.
Speaker 2 (01:08):
I love to the servant leadership or the being the
servant in a situation thathelps people do what they want
to do to spread good things.
What I would love to see from acommunications standpoint is
NIRA is communicating to ourfolks in the way they want to be
(01:32):
communicated to.
So, if you get those surveys andyou have feedback you want to
give to us, make sure thatyou're answering And if we're
not asking the questions youwant to tell us about, fill in
the comments in the way that youcan get your message to us And
you can also email us.
All of our emails are up on thewebsite, right?
Speaker 1 (01:53):
Yes.
Speaker 2 (01:54):
So there's another way that you can reach out to us
.
Speaker 1 (01:56):
Great.
And one last question What doyou do professionally as a
vocation?
Speaker 2 (02:01):
I am an HR specialist at Indiana Tech here in Fort
Wayne.
I've been there for a littleover nine years And that's a
really great place to be as well.
Speaker 1 (02:13):
Go Warriors.
Speaker 2 (02:14):
Yeah, go Warriors.
Speaker 1 (02:15):
Thanks for your time today, Penny.
Speaker 3 (02:16):
Thank you, mike, tapping your last reserve of
growth potential.
Join us for our next Zoomwebcast on July 13th from 9 to
10 am with Keri Van Dale.
The next wave of economicgrowth will come from your
subject matter experts.
In several of her publishedarticles, keri Van Dale writes
about how your chemise should berecruited to deliver training
(02:39):
to your other employees.
Your chemise can createapprenticeships, mentorships and
cross-train.
They possess knowledge in yourcompany.
There are three solutions forgrowth Marginal benefit,
leverage your chemise capacityutilization.
increased production with yourchemise.
train the trainer performance astandard task or process.
(03:01):
Please register today for ourJuly 13th webcast with Keri Van
Dale.
Speaker 1 (03:09):
Welcome to the program.
I've got Deb Jones with me.
She is a retired HRprofessional And I would like to
ask her to kind of tell herstory of how she got into HR and
her career progression, Deb.
Speaker 4 (03:28):
Thank you, mike.
I started my career as asecretary typing on an IBM
Selectric typewriter back in thedays before personal computers
existed, and I was takingclasses at IPFW while working.
After a few years and a coupleof promotions later, i was
offered the opportunity tobecome part of the newly
developed employee involvementprogram that we started at the
(03:50):
company.
This position gave me theopportunity to work with
employees on the plant floor andto help them improve quality
and productivity on their own,but using a systematic problem
solving approach.
Concepts like brainstorming,cause and effect diagrams,
pareto diagrams that we're alsofamiliar with today we're just
starting to be used back then,and we taught them to employees
(04:13):
to aid in their problem solvingefforts.
I really enjoyed working withemployees to improve their
products and to see how theycould grow during this process,
and also being the liaisonbetween them and management so
that they can gain approval,because funds were required for
many of the projects.
I realized, though, at thatpoint that if I really wanted to
(04:34):
progress further in theorganization, i needed to get
serious about getting my degree,so I did obtain my bachelor's
degree in businessadministration.
Within a year, i was promotedto human resources manager at
the plant level And I found outvery quickly that this position
in a unionized environment wasviewed very differently by
employees.
I was no longer the friendlyperson that helped them solve
(04:56):
problems, but was part ofmanagement who made decisions
that oftentimes they didn't like.
Learning that some employeesdidn't like me merely because I
was doing my job was a hardlesson for me And I think it's
hard for everybody.
The plant had a difficultrelationship with the union at
that time And we went through apretty tough labor contract
negotiation, but it wassuccessful and ultimately kept
(05:18):
the plant competitive.
After a few years the unionrelationship was normalized and
we began working towards commongoals, which I believe is why
the plant is still operatingmore than 25 years later.
I was promoted to compensation,benefits and recruitment
manager at a corporate level andassisted the corporate
headquarters and the company'sother plant locations in the
(05:39):
country.
After four years in thisposition, these functions were
moved to Florida And I didn'tmove to Florida, but I elected
to stay in Fort Wayne and returnto the plant in my previous job
, and I stayed in that positionuntil retirement.
During that time, thecorporation was starting to
divest itself of manufacturingplants And I wanted my skills to
(06:00):
be more marketable, whateverwas going to happen.
So I completed my MBA with aconcentration in HR at Indiana
Tech and also achieved the SHRMCP certification.
I'm glad that I did, as ourplant was purchased by a
competitor In part, i think,because I had my MBA and the
SHRM CP.
(06:20):
I was retained and was veryinvolved in integrating the plan
to do the new company, as wellas working closely with the new
corporate management.
Since retiring, i've beenhelping several small businesses
with their HR questions andneeds nothing too time consuming
, but it does help keep mecurrent in the profession And I
continue to be a member of NIRRAand SHRM.
Speaker 1 (06:43):
Deb, what insights do you want to share with existing
as well as up and coming HRfolks?
Speaker 4 (06:50):
Well, early in my career, I was given good advice
by a mentor that was veryvaluable.
That advice was to remain opento change and to adapt to
whatever situation you're in.
I believe I was offeredopportunities throughout my
career and included in a numberof decisions, beingly because I
was open to new ideas and I waswilling to find a way to make
(07:13):
things work.
Negativity gets you nowhere.
My advice on that subject is toalways be open and positive.
Now that doesn't mean you haveto agree with or go along with
everything, because it's yourjob to let your managers know
both the pros and the cons, andnot everything proposed should
be implemented.
It's all in the way youapproach and present it.
(07:34):
In addition to that, my adviceto professionals starting their
HR career would be in theseareas.
One would be learn and staycurrent on the legal side of HR.
It is the foundation of goodmanagement and will keep things
grounded.
It can be tedious and sometimesdoesn't seem to be common sense
and you'll get a lot ofargument back from supervisors
(07:56):
and managers, but it is your jobto be the expert and let
supervisors, managers in yourmanagement, know when situations
exist that could causepotential issues.
Secondly, learn the business ofyour employer.
I believe this is so important.
For example, if it'smanufacturing, learn the
products and the basicmanufacturing methods.
If it's distribution or aprofessional organization,
(08:18):
familiarize yourself with thework that's done.
If you don't and you don't knowthe business, you can't apply
the HR principles or any newideas.
You'll be most effective whenyou know the business well
enough that you can meaningfullyapply the HR principles and
offer solutions and improvementideas that are relevant to that
organization.
(08:39):
Hr exists to further thebusiness and if the business
isn't successful, you're notgoing to be successful.
Thirdly, conduct yourself sothat you're above a reproach and
maintain the respect of allemployees.
Be the person that employeesand management alike believe
will maintain confidentialityand that you won't make
decisions based on personalpreferences.
(09:00):
Assure consistency whenapplying policies.
Be friendly to everybody, butnot too friendly with anyone.
Understand that not everyonewill like you because of the
decisions you need to make andbecause of the job that you have
, but keep doing what's right,consistent and follow
established policies.
(09:20):
When I retired, an employeetold me you know I never really
liked you, but you were alwaysfair to everyone.
I considered that a compliment.
Fourth, continue to learn, learn, learn.
Nir is providing more and moreopportunities for learning, and
SHRM is an excellent resource.
Hr is changing very quickly andthere are many new concepts and
(09:44):
requirements out there.
You need to be knowledgeable ofthem Now.
That being said, don't be tooquick to jump on every new idea
that comes along, because notall of them will be advised for
your organization.
Be thoughtful and selective And, fifth, become the expert in
your field.
This is related to the lastpoint about learning.
(10:04):
You will go far if you take thetime to stay knowledgeable and
present solutions to currentissues and new ideas to your
management, and present them inthe proper manner.
Mike, thank you for inviting meto join you today.
I've enjoyed this.
Speaker 1 (10:21):
Thanks for your time, deb, you're welcome.
Speaker 5 (10:27):
Join us for our next networking breakfast on July
20th, from 8 to 9 am at PHP onMagnavox Way.
Once again, we are planning atime of intentional connection
and networking over a deliciousbreakfast.
This time, the networking eventis going to be held at PHP, our
sponsor for the event.
Breakfast and networking willstart at 8 am.
There will be a short sharefrom our sponsor three to five
(10:49):
minutes and our Nira chapterpresident will review some
meetings and membershipinformation.
Three to five minutes and theremaining time is simply time
for you to connect with yourpeers and share what is
happening in your world.
At 9 am there will be anoptional tour for PHP for those
that would like to stay andparticipate.
This is a free event and pleaseuse the networking time as a
(11:11):
time to invite connections thatyou have that are not yet a
member of Nira.
This is a great way for them tolearn more about our chapter,
connect with great people andhear about the many benefits
that both can provide.
Please register today fornetworking breakfast on July
20th, from 8 to 9 am at PHP onMagnavox Way.
Speaker 1 (11:32):
Welcome to Mike.
Today we have our memberSpotlight, and Whitney is going
to be interviewing and take itaway.
Speaker 6 (11:42):
Thanks, mike.
It's good to be joining theprogram again.
I do want to share with ourlisteners today just the
uniqueness about Niraconnections and our guests today
.
I actually had the opportunityto network with at the baseball
and beer event recently, sotoday I'd like to share with the
(12:03):
listeners I have Matt Whitney.
No, there's no relation.
He is our business manager or abusiness manager with the Grand
Wayne Convention Center.
Speaker 7 (12:17):
Hi Ann, Thanks for having me on.
Speaker 6 (12:19):
Thanks, Matt, for joining.
I'm excited to chat with youand ask you some questions here.
The first question is yourmembership.
How long have you been a memberof NIRRA?
Speaker 7 (12:37):
Just for a little over a year.
I joined after accepting my newposition at Grand Wayne
Convention Center in the springof 2022.
Speaker 6 (12:47):
Great, that's exciting.
You're a new member and I wasintrigued, definitely, to hear
some of your thoughts today onthings as being a new member.
How did you learn about NIRRA?
Speaker 7 (13:00):
Well, my good friend Mike Frederick encouraged me to
join after learning that my newposition was going to have some
components of both humanresources, along with accounting
and finance duties.
Speaker 6 (13:12):
Awesome, There again another connection, another
example of how our connectionscan lead us to, I guess, more
connections and moreopportunities.
Speaker 7 (13:26):
Absolutely.
Speaker 6 (13:27):
Matt, you're a new member so I'm curious are you a
sure member?
Are you considering it maybe?
Speaker 7 (13:35):
Yeah, I'm not at this time, but I do plan on joining
here in the near future.
Speaker 6 (13:40):
Okay, perfect, because all the connections.
There's lots of ways you canobtain resources and ask for
assistance on any of that whenthe time comes for you.
Speaker 7 (13:52):
Yes, I'm going to follow that.
Speaker 6 (13:55):
What about areas sharing with our listeners about
the areas of human resourcesthat you're involved in that do
overlap in your current role?
Speaker 7 (14:09):
Yeah, I probably was a business manager to take care
of banking, finance those kindof things for the Grand Wayne
Center.
But I'm also doing recruiting,benefits, payroll, trying to get
up to speed on some of the moregovernmental sides of reporting
and things for HR.
Speaker 6 (14:29):
Is that area new to you?
Have you had previously anyexperience with those particular
HR functions?
Speaker 7 (14:38):
Yeah, not a lot More so on the other side of being a
supervisor or manager throughoutmy career.
so being behind the curtain onthe HR side is something new.
Fortunately, our executivedirector at the Grand Wayne
Center is Bart Shaw.
His bachelor's degree is inhuman resources, so he is able
to help me along the way in mynew roles here.
Speaker 6 (14:58):
Why do you think it's important for business leaders
such as yourself to understandthe dynamics of human resources?
Speaker 7 (15:09):
Yeah, really.
Particularly in this post-COVIDworld with such historically
low unemployment, I believe it'simportant for all levels of
company leaders to have a solidunderstanding of human resources
.
There are so many organizationscompeting for the same group of
employees that human resourcescan really help organize and
come up with attractive packagesto entice those looking for
work and to help keep theemployees that we have here, so
(15:31):
we don't have to find more newemployees In your timing with
joining NIRAs probably verytimely because, as you mentioned
, it's a challenging time rightnow.
Speaker 6 (15:43):
So I think that's unique that you shared that.
And then, of course, you behaving involvement now with NIRA
and having that So awesome.
I had asked you this questionabout the aspects of HR.
You know you would feel itchanged and, understandably,
(16:05):
being more recent to some ofthose functions, but I guess can
you share with us either way,like how you maybe feel
personally about how things havechanged over the years or even
just what recently you'venoticed.
Speaker 7 (16:22):
Sure, yeah.
being new to the HR world, ihave absolutely had more
experience answering that fromthe other side as an employee.
But to me, from the time Ientered the workforce in the
early 90s, the biggest changehas been the benefits packages.
There are so many moredecisions to make in the open
enrollment periods now thanthere were 30 years ago.
It feels like it's taking a lotmore studying in the options
(16:46):
that are offered.
It feels like you're making agood and firm decision.
Speaker 6 (16:50):
Yeah that's, yeah, very, very true.
It's benefits as a whole.
To me, a whole east of an areaof human resources.
It's almost its own challenging, like you're saying, just from
both sides of it.
So I'm glad you shared that,because it's definitely
(17:11):
different perspectives from theemployee side versus being the
one that is sourcing that fromthe employer side.
Speaker 7 (17:21):
Yeah, this past year was my first experience of going
through as an employer andtrying to decide what benefits
we were going to offer and whatthe cost of those would be to
the company and to the employees, and it was really an
eye-opening experience trying tocome up with a competitive
package.
Speaker 6 (17:37):
Yeah, it's such a good thing you mentioned that
the perspective of the employeeBecause I always tend to think
about that like, think about itfrom their perspective, their
shoes on understanding all thesethings that can be complicated.
Exactly, what do you considerto be the most beneficial
(17:59):
experience about being a NIRRMmember?
Speaker 2 (18:04):
A common phrase that runs through my head in my new
position.
Speaker 7 (18:06):
a lot is you don't know what you don't know.
So for me, the legal easewebinars have been a big help.
The most recent one on employeehandbooks with Bob Recklone was
great for me.
Our handbook definitely needs arefresh, So hearing what needs
to be included as well as whatdoes not need to be included in
(18:27):
an updated handbook was verybeneficial.
Speaker 6 (18:31):
Thank you for sharing that, Matt.
It's really good to hear thatyou find that beneficial And
we're grateful that we cancontinue to provide those type
of webinars for the members.
So great So far.
I know, as we mentioned, you'rea NIRRM member, But so far, do
(18:55):
you have a favorite or a speakerthat stuck out at one of our
monthly luncheons?
Speaker 7 (19:01):
Yeah, i've only been to a few of the luncheons, but I
apologize, i don't remember thepresenter's name, but the first
one I went to was the leadingHR strategy with data analytics.
Being an accounting and financeguy, that one really spoke to
me When presenting anything newto my organization.
I believe it's always a greatpractice to have good data to
support any kind of newinitiative, so that was a really
(19:24):
, really interesting one for me,and it's one I've used several
times in my new role.
Speaker 6 (19:31):
Great, great Thanks for sharing that.
Yeah, it's always hard when youhave a good lineup anyway.
Speaker 7 (19:40):
And I should add that too, all the ones that I've
been to have all been great, soit was hard to choose one.
That one's always stuck out alittle bit for me.
Speaker 6 (19:47):
So I have some fun questions to ask you.
What about a song that youwould want played every time you
walked into a room for the restof your life?
What song would you choose, andwhy?
Speaker 7 (20:04):
Well, i think I would go with Pat Benatar's Hit Me
With Your Best Shot, and thatkind of has to go back to when I
was a kid and for a while Iplayed hockey growing up through
high school and I was a goalie,so that was a song that kind of
always got me ready for games.
But my professional life I'vealways felt like problem solving
is probably one of my biggerattributes, and so that song is
(20:25):
just kind of stuck with me aspeople have brought me problems
to figure out in my variousroles.
Speaker 6 (20:31):
Okay, so when you're stumped by trying to solve a
problem, do you put that song on, and does that help you?
Speaker 7 (20:40):
No, it definitely runs through my head So yeah,
yeah it does.
It kind of helps me bear downand focus on the task at hand.
Speaker 6 (20:50):
Yeah, okay.
What about if you could sharewith us a superpower?
if you could choose any of them, which one would you choose and
why I?
Speaker 7 (21:02):
think I'd go with being able to fly.
My wife and I really enjoytraveling, but I hate commercial
airlines and the whole processof airports and luggage and all
that.
So being able to fly wouldsolve a big problem for me.
Speaker 6 (21:17):
Yeah, you probably could get more added to that
list, right?
Absolutely, that's a good one,for sure.
What do you do in your freetime, matt?
Do you have any hobbies oranything you'd like to share
with our listeners about yourhobbies?
Speaker 7 (21:36):
Sure, i've always been a big sports fan and my
wife and I attend a lot ofPurdue Four Wayne games and
different sports, whether it'sbasketball or volleyball or
soccer.
So we spend a lot of time doingthere.
And I'm going to lifelongDetroit Redwings fan And just
what happens that our son nowworks for the Redwings affiliate
in Grand Rapids.
So we go up to Grand Rapidsseveral times a year to see
(21:58):
their games.
And I also have a 1989 Corvettethat I spend way too much time
trying to keep running.
Speaker 6 (22:06):
Awesome, awesome.
That was great.
Thanks for sharing that.
So it's always interesting youknow what others do in their
free time outside of working inthe Naira of course event.
So one last thing, matt do youhave any encouraging words for
someone you know such as similarto in your shoes that would be
(22:29):
considering to join Naira?
Speaker 7 (22:32):
Sure, i would just tell them that it's a steal.
You know, the benefits of theassociation far outweigh the
cost.
And the one thing too.
It's been a little interestingfor me, being kind of a new HR
world.
I could see a lot of benefitsfor other managers in my company
to attend Naira events.
I don't, it doesn't feel likeit's just something that ought
to be an HR person.
You know we've got there'ssomething good things that could
(22:55):
be, you know, learned by all ofthe leaders in our organization
.
Speaker 6 (23:02):
Thank you for sharing that.
I I agree completely And I justthank you for for being willing
to do the spotlight with meBecause really, matt, i was
really intrigued, because Iwanted to share with our
listeners you know, because youare a business manager And that
perspective, you know, not justthe benefit of HR professionals
(23:25):
but but including those that arein our communities as business
leaders.
So I am just grateful for youparticipating in the member
spotlight with me And it wasgreat to have you on the show
today.
Speaker 7 (23:38):
Well, thank you, enjoy doing it.
Speaker 1 (23:41):
Why was it so hot in the stadium after the baseball
game?
All the fans left.
Welcome to the program.
Today We have Dr Jeff Wallswith Indiana Tech and Carol
Platt with Indiana Tech as well.
Carol is over our collegerelations for Naira And she is
(24:07):
going to be conducting aninterview with Dr Walls.
Carol.
Speaker 8 (24:13):
Hi, dr Walls.
First of all, i want to saythank you for joining us today.
I'm excited to have you on thepodcast.
I'm going to kick off thisquestion and answer session with
first of all, why don't youtell us a little bit about your
background and what got youinterested in HR?
Speaker 9 (24:34):
Well, i'm absolutely honored to be part of this, and
the only problem with yourquestion there is you said a
little bit.
I mean, like which little partwould you like to know as
opposed to the full rundown?
But let me give you a couple ofhighlights.
If you've got a follow-up thatyou want to ask me, you
certainly can.
(24:55):
But so this is as we have justfinished this academic year.
I have just finished my 34thyear at Indiana Tech and will be
starting my 35th in the fall.
Right now I am not just thesenior professor on campus, but
I'm not the oldest, but I'vebeen there longer than every
(25:17):
full-time employee at IndianaTech.
So I've seen a significantnumber of changes transpire And
I hope that I played a smallpart in a few of them.
But when Indiana Tech brought mein as a faculty member, it gave
(25:37):
me two specific things thatthey had hoped that I would be
able to develop for them, and atthat point in time so this is
fall of 1989, they did not havea degree with a concentration in
marketing and they did not haveone with human resources, and
(25:58):
so that was my immediateresponsibility to get those
created, and I immediatelyaligned the HR program with SHRM
, and so, once again, this is1989, and this is just as SHRM
is transitioning from ASPAAmerican Society of Personal
(26:19):
Administrators into Society forHuman Resource Management, so
the change was really coming,and I then looked at this as
just a phenomenal opportunity.
And where I came from, though?
I came from corporate world.
(26:40):
I was at North AmericanBandlines and I was at their
headquarters and I was abyproduct of their full program
of tuition, reimbursement andthings like that.
My undergrad degree ismarketing, my MBA is finance and
my doctorate degree isentrepreneurship.
(27:02):
And then I have all of these HRcredentials, and I had owned
several small businesses and hadperformed all of the HR
activities as the ownerentrepreneur, and pretty quickly
realized that if I had betterpeople, i could actually beat
(27:25):
and I think of it in terms ofsports but if I had better
people working for me, i couldbeat whoever the other team
might be, and so I prettyquickly came to the revelation
that companies that have betterpeople and understand how to
keep them are the ones thateverybody gets attracted to.
(27:46):
But Don Andorffa was thepresident, and I had the great
fortune of he being a golfer andfound out that I play an
enormous amount of golf.
So he and I became prettyquickly golf partners.
And what happened then is Iwent to the Shurm conference in
(28:12):
1991 and saw what it was about.
It was in Cincinnati.
Obviously, it's never been backthere since because they're not
.
The structure of the city justcan't hold how big it is And I
went there on a kind of a searchtry to understand, and when I
(28:36):
came back I put together aproposal for me to offer a class
that would be unique in that noone else in the nation was
offering a class for collegecredit like what.
I wanted to do for undergradstudents And there were things
(28:57):
that were running around at amuch higher level, but I looked
at this as a phenomenalopportunity for undergrad
students to go to and that Iwould teach a class and the
students would get three credits.
And I put it all together andDon Andorffa made the comment to
me I've talked about him, i'vetalked to him about this
multiple times since but that hewould let me do it one time And
(29:23):
he believed that it was tooexpensive and the students would
never go again.
And he was right.
It is very expensive, but this,in fact, i will be there next
weekend.
This will be my 30thconsecutive SHIRM conference of
(29:47):
taking a group of students to,and there's no one, no other
faculty member in the world thathas that type of a record of
taking the students, and itreally has become a scenario for
Indiana Tech to not just be asmall private college but to be
(30:13):
one of the top universities inthe nation when we're at the
SHIRM conference, because we arethat well recognized, and so
I've given you more informationthan you asked for on that.
But is that kind of what you?
Speaker 8 (30:30):
have.
Yeah, yeah, that is some greatinformation That tells us a
little, gives us a little leewayinto what the conference is
going to be about.
We'll talk about that here in afew minutes.
But I know you have a superinteresting background and one
(30:53):
of the things I feel is greatabout your experience is that
you do help HR professionalsfrom people that are looking to
get into HR to students, tocurrent HR professionals.
So tell us just a little bitreal, quickly how you help HR
(31:14):
professionals or people that areinterested in maybe diving into
human resources, careerchangers, students And then
after that we'll get into thebig finale, talking about the
conference.
Speaker 9 (31:30):
Okay, so I have been a huge proponent of the HR
certification credentials And in1994, at the SHIRM conference
that year it was in St Louis,that's when I made the
(31:54):
dedication So I took my firstgroup of students in 1993 just
to make certain that what Ibelieve to be true would be true
.
And then in 94, i decided thatI needed to make the commitment
And so I then passed the HRCI,so the Human Resource
Certification Institute, theirSPHR exam, and now SHIRM has
(32:20):
their certification of the SCPcertified senior professional
and then the CP certifiedprofessional.
And what SHIRM has done isallow the students to be able to
take the CP exam andspecifically, that is oriented
(32:42):
towards universities that arefully endorsed by SHIRM, and
Indiana Tech has the distinctionof having that endorsement by
SHIRM, and that empowers ourprogram and allows our students
to sit for the NationalCertification exam, the CP,
(33:02):
prior to them graduating.
And this is from thetraditional students all the way
through our MBA program.
And Mike Frederic was, whichhe's hosting here, so he's
listening in on what I'm sayinghere And I did, which I feature
many of the HR professionals inthe classroom, in my classroom
(33:29):
specifically, but one of themand I had told Mike this that
she will pass, and I've notunleashed this in a big way, but
she did pass.
And so this is what transpireswith me When I'm teaching the HR
class.
So this is the introduction toHR course And I'm the one who
(33:54):
put this into the cryptolumsthat every undergraduate student
has to take the HR class, andthat really makes our College of
Business distinct from manyothers in that it's a required
class for every student And manyuniversities don't do that,
shockingly.
But I think that what I havedone is promote the
(34:19):
certification to a great extremeAnd by doing that, then when
our students are interviewed bycompanies and they don't just
have the degree but they havethat certification, it's as if
that brings their resume to thetop of the stack And it denotes
(34:41):
a degree of commitment to theprofession And I really think
that it is a standout item.
And when you travel around FortWayne and I talk about Fort
Wayne being such a small, trulyclick connected place, but over
(35:01):
34 years then the number ofalums that have come from
Indiana Tech, that are now someof the top HR people in the area
and I could name names, but Iwould leave out somebody
probably, but it is.
It's literally.
Now what happens is that it'snot just HR.
(35:21):
So we have great HR studentsand we have great HR people that
are Indiana Tech alums, butwhen an engineering student or a
marketing student or any majorfrom Indiana Tech says, so I
would really like to work atthis company, and then when I
(35:43):
say, but the HR person graduatedfrom Indiana Tech, let me give
that person a phone call Andit's that type of connection
that we have in this area that Ibelieve is unmatched, and I
think that it is that piece.
So when I'm talking to parentsof traditional students or when
(36:03):
I'm talking to thenon-traditional students,
whether they're in class oronline, it's that level of
network that we offer.
That is a true game changer.
And I think that and it's notjust in this area, it's, you
know, we've got individuals thatare global and it's worldwide.
(36:25):
But, carol, i think that we atIndiana Tech sometimes forget
how big we really are.
Speaker 8 (36:36):
I agree.
I agree with that.
You always run into somebodyout there.
Speaker 7 (36:45):
Well, no doubt about it, And I think you, know.
Speaker 9 (36:49):
So Caltech, part of TechStron.
They have a distinction that Ithink is unmatched in this area,
and once again I'm going to trymy best to not name all of the
names, but Indiana Tech everyyear at graduation We recognize
our outstanding graduates arenumber ones And Caltech has five
(37:15):
.
So they have our last five whograduated with degrees in
accounting as number ones Andtheir HR person graduated number
one as well.
And it's things like that thatour companies recognize that and
literally call me that and sayso, who's going to be your
(37:37):
number one And we want to hirethat person.
Speaker 8 (37:41):
Right, right, no, i think that's great.
It's all about who you know alot of times, too, and your
connections Well, and one of our.
Speaker 9 (37:56):
I don't necessarily think it's an Indiana text
slogan, necessarily, but it'ssomething that we believe in, as
I mean, we believe in this ideaof relationship-based education
, and I think you could lose theword based education and just
go on the idea withrelationships.
Speaker 8 (38:17):
Relationships yep.
Speaker 9 (38:20):
I have lived my life based on my ability to call
someone and say, remember when Ihelped you, yes, now it's time
for you to help this next person.
And it's kind of that payforward or give it back, and
it's as if I don't needsomething, but I have somebody
(38:40):
who does, and it's like I'm notnecessarily calling it in, i'm
just suggesting that everybodyneeds that connection And I like
it one hour, especially righthere in Fort Wayne, when you can
pick up the phone and callsomebody and it's like you've
(39:04):
got to be kidding me.
But of course, let me help, letme make a call, let me believe,
and if you say the person'sgood, if you say this is a
superstar, then your word isgood for me And that's all I
need.
Speaker 8 (39:23):
So yep, i like it.
I think it's great.
I think the networking and whoyou know and, like you said, the
relationship, it's important.
You know it's important ingetting the job you want and the
people you know.
So let's get on to our grandfinale and what we both are
(39:47):
really excited about, and that'sthe Sherm Conference in Las
Vegas.
I know you're really excitedWe've talked a couple times
about it about students who areattending that conference here
at Indiana Tech.
So why don't you tell us youknow what it's all about, how
people can get involved if theywant to go in the future.
(40:08):
All that good stuff.
Speaker 9 (40:11):
Well, this one that's coming up is really going to
shape and define where Sherm hasreally come to, because
everybody coming out of COVIDbased challenges and every
similar seminar, everyconference and every live event
(40:32):
did as well.
But I received information aweek almost two weeks ago now,
but close that the number ofin-person registrations was
hitting the number of 20,000.
And there are only so manycities in the United States that
(40:58):
can host something of this size.
But if you just go on the ideathat if you were a student and
it doesn't make any differenceonce again, what your major is,
but if you could get 20,000 ofthe top HR people in the world
in one place at one conventioncenter that just set aside
(41:21):
everything else, that's going tobe phenomenal, that's going to
happen, but just the opportunityto network and then put a price
on that.
So how much would you pay to goto an event where there's going
to be that many people?
And then you're going to walkin with somebody like me And
(41:41):
this is what's on.
I mean it's almost too arrogant.
Well, let me restate, we knowthat I'm arrogant anyway, but to
walk into this environment withme and of the 20,000, i'm going
to know probably about 40% ofthat, because, once again,
(42:04):
remember I said I've only gone29 other times, and so everybody
knows and expects something,and here's what I mean by this.
So it's next weekend And I'mactually going in a day early to
meet with a few people and I'llshare this other side here in a
moment But Sunday is theopening day, and on the opening
(42:29):
day, the legacy and the lore isthat the Indiana Tech students
and it's even got to where theIndiana Tech alums who arrive as
well, i will have the walls forthem to wear, and what I mean
(42:52):
by that.
If you go to this website, soit's IndianaTechShermorg, so
IndianaTech, and then shrmorg.
That's a website that ourstudents have and that got
pictures.
But if you can imagine the oldpops dressing up his children in
(43:13):
the most wildest, flashiestHawaiian which you can possibly
imagine And for some they mightbe the most ugly that you could
get to, but if we were going tothe amusement park and I dressed
up my children this way,there's no, there's no chance
we'd get lost because everybodywould go.
And so there is an expectationthat we will have these shirts
(43:36):
and I will not be disappointingthis year.
This year, the shirts are justover the top and they'll be
shooting photos of us.
No doubt about this.
But what happens is then and itmight sound silly with these
shirts In fact shirm has evenwritten multiple articles about
(43:57):
me with these shirts and why Ido it.
But for a student, and it couldbe someone who's 21 and it could
be somebody who's 45.
If you have a personality thatis just a little bit on the
introverted side, being with20,000 people is intimidating.
Being with being with 100people is intimidating, and we
(44:19):
can talk about networking.
But if you're a little bit onthe introverted side, it's not
going to be that easy for you tojust to walk up to somebody you
don't know and start talking tothem.
But when you've got one of mywild shirts on, you don't have
to talk to anybody because theyall come and talk to you And
(44:40):
they say things to you And theythey are leading you on because
they know you're with IndianaTech and they know things with
me, and they're all wanting toknow where I'm at and what's
going on.
But here's the.
The amazing thing is that, sothey only wear this one day, on
(45:01):
Sunday, on Tuesday, so a coupledays later, people will walk up
to the students and say thingslike you had that wild shirt on
on Sunday, didn't you?
Out of 20,000 people.
How do you know this?
Okay, and it happens every yearto the students, and so usually
(45:21):
on Sunday they're embarrassed.
By Sunday evening they are soproud, and by Monday they're
wanting to know where theirshirts at for Monday, tuesday
and Wednesday, because they'reall in on this.
But all of that's going tohappen.
The session speakers are amazing.
You know to to go from.
(45:44):
Each year.
It literally belts, and youknow I mean to talk that one
session will be better than theother.
They are just so good.
And I will have the students,though, attending sessions that
talk about the certificationexam, that talk about
legislation that is forthcoming,that will then have sheet I
(46:09):
mean all of the creativity andthe humor to two events where
the students themselves will befeatured.
There's a trade show that willhave, so Naira has their
conference and they have thetrade show, but imagine that
there'll be 5000 vendors at atrade show, from every company.
(46:33):
Imagine So, from a Disney, to aWestgate, to a software, to a
how to to a moving company,anything that is going to be
related, i mean things that Idon't even think of.
So like she was companies,shouldn't you have pet insurance
(46:54):
as one of your benefits and so,like, the pet insurance
companies will be there All ofthe time?
Well, i mean, it's one of thesewhere, if you wanted a job, you
could literally walk into thetrade show and just work the
trade show And you wouldprobably have multiple offers
just coming from that.
But for for a student the way Idescribe it it's like adult
(47:19):
trick or treat that you, everyvendor, is giving out whatever's
and is just an amazing momentin time that transpires with all
of this.
But I don't have all of theinformation on this and I
alluded to, i'm going in early,but shirm is getting ready and
(47:46):
I'm giving you a preview and Idon't have all the information
yet.
I've already been contacted byshirm about this and shirm is
going to create a brand newpartnership with the
universities to launch ofseveral new programs And they
(48:11):
have selected what they believeare the top four universities to
pilot this program with andthey're going to begin rolling
it out then in August, andIndiana Tech has been selected
as one of the top fouruniversities in the nation to do
that.
That is great.
I'm trying my best to containmyself with this and, but I've
(48:37):
got several meetings going onand then a big meeting on Monday
evening with it as well.
So hopefully, when I come backand maybe on the next podcast I
could, i could reveal a littlebit more information about this,
but I definitely think that theopportunities are too great,
(49:01):
and so, for far too many HRprofessionals, they look at this
as something that is, they'venot gone or they got to go one
time, and I've always looked atit as mandatory.
I believe that if you could goto one event that would give you
(49:26):
all of the information that youcould possibly ever want to
have, that it would be the SHRMconference at the national level
, and that every HR professionalshould set the goal that
they're going to go, and then,after they go, usually this is
(49:48):
what happens.
So you go one time and thenyou're usually mad.
You're mad that you haven'tbeen going, and then you're
upset with yourself if you don'tgo the next year.
And so the number of alums whomeet to us at these conferences
is just unbelievable and, as anexample, the last time it was in
(50:10):
Vegas in 2019, i had a coupleof the alums meet the students,
and one of the alums connectedimmediately with one of the
students that I introduced himto, invited this student to
dinner on a one-on-one and afterthe dinner, made him a job
(50:31):
offer.
And yeah, it's things like thatthat I can't do for somebody
here in Fort Wayne.
It's the creation of somethingthat is so, so special that it
just doesn't happen that way.
But for us here in Fort Wayneand here in the Midwest if you
(50:52):
have not heard this, i'll giveyou the tip.
Although Vegas is going to beover the top and the slogan for
Sherman Vegas is to drive thechange, which I really like,
that piece.
But here's the preview andevery I remember every HR person
(51:14):
in this area should get this ontheir calendars now that in
June of 2024, this is amazingthe Sherman Conference will be
in Chicago and that goal shouldbe to be there, and I'm already
(51:40):
working on a separate hotel dealin Chicago and anticipation
that the number of students thatI'll be taking will be just
over the top.
So I start planning for thenext conference before I even
get to the one that I'm going to.
Speaker 8 (52:02):
I know some Naira folks and myself have been
talking about Chicago and goingso kind of excited that it's
going to be close to Fort Waynenext year.
Speaker 9 (52:13):
Well, it certainly makes the logistics of getting
there much easier.
I don't know the cost-wise it'smuch different, but
logistics-wise it certainlysolves some of those
complications.
Speaker 8 (52:30):
Right, so I know a couple.
well, probably a month ago, youand I talked about the
conference and some of the funthings that happen, some of the
speakers, some of theentertainment and some of the
excursions that you have plannedas well.
So it's just not all conference.
You do give the studentsexperience the area as well.
(52:52):
So do you want to touch base onthat real quick?
Speaker 9 (52:55):
Well, it's in Vegas And it's, you know, sometimes I
forget about this and it's thesame thing for Chicago.
It's shocking to me how manypeople have never been to
Chicago.
All right, and you know like,you're from Fort Wayne, and the
same you know, okay.
Likewise, not everybody's beento Vegas, and I think that there
(53:19):
are things in Vegas that you'vegot to go do, so you've got to
go walk down the strip andyou've got to go out to Fremont
Street and you've got toexperience some things in Vegas
that are right there.
I'm hopeful that we get thistaken care of, but going out to
(53:41):
Hoover Dam is always on my listof things to take the students
to go see, but I think thateverybody should see and
experience and understand,whatever the city might be, and
so when it's in Washington DC, imake certain that the students,
(54:02):
at nighttime we go for theevening, walk around the
monuments Right In Chicago.
In Chicago, we'll definitely beexperiencing multiple things.
And a little side note inChicago, my daughter lives there
And I'm going to have hercatering.
She's a phenomenal chef And I'mgoing to have her cater a
(54:24):
private party, okay.
So I mean, i always have thingsgoing on that help the students
to really be a part ofeverything that's happening, and
I think that too often, youthink in terms.
(54:47):
Well, i'll put it to you thisway.
Here's what I tell the studentsIf your idea of going to Vegas
is that you're going to go tothe sessions and then you're
going to go back to your roomand watch TV and you're not
going to experience anything,you're actually going with the
wrong person.
Okay, so I look at it in termsof the room being a place where
(55:10):
you need to drop your bags,change, shower and get ready to
go, and we are staying at theWest gate, and so the students
that are coming with me aregoing to stay at one of the top
resorts in Vegas, and it isconnected to the convention
center, and so we have I thinkwe've got the premier location.
Speaker 8 (55:33):
So yeah, sounds like a right there.
Speaker 9 (55:37):
So every Tuesday night of the conference, sherm
always has an event And I'mactually excited about this one
And I'm not embarrassed to saythis.
Okay, i'm excited on this oneAnd I'm looking forward to it,
and I've already told thestudents if they're not, that's
(55:57):
okay, they still have to comeanyway, all right.
But the headline performer onthe Tuesday night party that all
of the sherm and it will bejumping It is Janet Jackson in
concerts And I've got ticketsfor all of the students.
(56:19):
I'm excited, i'm not going Andthe students will get preferred
seating, so all of that willhappen.
Speaker 8 (56:29):
Right.
Speaker 9 (56:30):
Anyway, yeah, absolutely.
Speaker 8 (56:32):
No, I think you guys are going to have a great time
And it's just a greatopportunity for Indiana Tech
students.
It's a great opportunity forNaira HR professionals.
Speaker 9 (56:50):
Well and so.
So a couple of things too.
We have a setup in Indiana Techwhere you can get credit.
I made this comment, but Ididn't give this out in detail.
So, because it is actually adifferent conference every year
in a different location, withdifferent speakers, different
headline, everything we have asetup in Indiana Tech where an
(57:13):
undergrad student can actuallygo twice, so you could go to
Vegas And then, as an example,you could go to Chicago and you
could get credit for it twotimes as an undergrad student,
using your electives, if you sochoose.
Likewise, we have it built intoour MBA program to where
students can pick it up forcredit in the MBA as well, and
(57:36):
so, consequently, we've hadseveral of our alums.
They've gone three times.
Then, and if you go with me asa student, shurm treats you
incredibly well And Shurm alsogives you a phenomenal reduction
.
I call it a scholarship asopposed to a discount.
(57:59):
Shurm scholarships the studentsto where it is about a $1500
difference in the price that astudent pays for the conference
as opposed to a professionalpays.
So going as a student with me,although it's expensive, it's
(58:22):
actually a phenomenal deal.
Speaker 8 (58:25):
Yes, and I talked to many students in our MBA program
who have gone with you in thepast, who are going with you
this year and who areconsidering going next year to
Chicago, so I know they'reexcited.
Speaker 9 (58:43):
They literally cannot contain themselves.
I get two or three calls everyday from the students And then
likewise from the alums, wantedto know where we're going to be
at, where can we meet, what'sgoing on?
And then most of them want toknow if I've got an extra shirt
for them.
It's all about the shirt.
Speaker 8 (59:06):
It's all about it, i love it.
Speaker 9 (59:08):
I love it.
Speaker 8 (59:09):
Well that concludes my questions for you.
Do you have anything else toadd that you would like to say
today?
I know we're going to have youback in the future, so to talk
about some other subjects.
Speaker 9 (59:28):
I'm hopeful that I can give you a follow up here on
the next cast, as I mentioned.
Yes, i do think that what Nirais doing and then what the local
HR professionals are doing interms of promoting the society,
being numbers and really tryingto make a difference with this,
(59:50):
i see it as so.
I mean the annual conference.
This year's slogan is drive thechange, and you see, that's
what I believe HR has been doingall along, and you may not have
thought of it this way, butwhen HR believes in driving the
change, those are the companiesthat got it going on.
(01:00:12):
They're the ones where it's notjust a matter of that's where
people want to work at, it'swhere their turnover is way down
Right, and if you're able tokeep your people right now,
that's what this is about.
And when you go to the SHIRMconference, to the annual
(01:00:36):
conference like this, you comeback so energized and so
enthusiastic about this that youare driving the change by doing
that.
So thank you very much forinviting me, and I want to put
myself out there this way that,whether it is information about
the exam, which my studymaterials are absolutely
(01:00:58):
phenomenal, if it is informationabout our programs at Indiana
Tech or if it's just informationthat somebody needs.
So, as an example, i received aphone call from an alum in
Chicago who wanted to know howto take care of a situation.
I want everyone to realize thatI am your human resource at
(01:01:21):
Indiana Tech and that I'm fullyavailable to assist with
anything.
So thank you very much.
Great, i appreciate that.
I appreciate you And thank youfor attending our podcast today,
thank you.
Speaker 8 (01:01:37):
I'd like to thank all of our guests that we had today
.
Speaker 1 (01:01:52):
That's all the time we have.
See you next time on.
Speaker 8 (01:01:58):
Indiana Tech.
Popular Podcasts
Las Culturistas with Matt Rogers and Bowen Yang
Ding dong! Join your culture consultants, Matt Rogers and Bowen Yang, on an unforgettable journey into the beating heart of CULTURE. Alongside sizzling special guests, they GET INTO the hottest pop-culture moments of the day and the formative cultural experiences that turned them into Culturistas. Produced by the Big Money Players Network and iHeartRadio.
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com