Dr. Mary Launches New Company Called Cause Activators

Dr. Mary Launches New Company Called Cause Activators

About Dr. Mary, SPHR

Dr. Mary’s new company selected as finalist for this year’s prestigious Entrepreneur YOU Business Pitch Competition at Walsh College. Cause Activators has been selected as one of the finalists in this years up-coming 2015 E-YOU Business Plan and Pitch Competition hosted by Michigan Women’s Foundation at Walsh College, Troy campus. Check us out www.causeactivators.com

Support Michigan women entrepreneurs as they pitch their business plans and compete for cash and prizes worth over $50,000 at Entrepreneur-YOU: The Business Plan and Pitch Competition on Friday, October 9 at Walsh College in Troy. Cash investments, support services, and technical assistance will be awarded to three winners in each category (Lifestyle and Growth). Venture capitalists, angel and social investors, business leaders, and successful entrepreneurs will enjoy hearing those women hoping to be THE NBT (Next Big Thing).
Entrepreneur-YOU
Business Plan and Pitch Competition
Friday, October 9, 2015
8:00 am – 12:00 pm
Walsh College
3838 Livernois Rd
Troy, MI 48083
Free to attend. Includes continental breakfast.
Seating is limited. RSVP to attend.

 

 

Chief People Person For Clarity Voice

Chief People Person For Clarity Voice

About Dr. Mary, SPHR

Dr. Mary Welsh Chief People Person For Clarity Voice

As the Chief People Person at Clarity Voice, I feel fully committed to the growth of the organization and the Clarity Team.  The team is totally engaged in the success of the organization, wanting to make a difference in small and medium businesses by providing excellent customer service in an atmosphere of fun and respect. Their desire to make a difference exemplifies the culture that permeates the organization which is why Crain’s Detroit Magazine voted them 5th Coolest Place to Work in Michigan 2014 and continues to watch their efforts and contact Dr. Mary as a Business and HR Subject Matter Expert for her expertise.

Watch their progress, learn more by accessing their website and the following Crain’s Detroit links:

Clarity Voice website

Clarity Communication Advisors (Clarity Voice), Southfield: Communications “Happy employees beget happy customers”

When should a company gIve raises?

Silence on job postings told Southfield phone service company it was time for raises

8 Things to think about before giving employees a raise

 

Visit Dr. Mary’s website, WBHR Consultants Inc. (Call Dr. Mary) to learn about her services.

DR-MARY-FOOTER

Crain’s Magazine Employee Compensation Interview

Crain’s Magazine Employee Compensation Interview

About Dr. Mary, SPHR

Crain’s Business Magazine Interviews Dr. Mary To Learn More About Employee Compensation

Cranes Magazine

Is it the right time to hire, promote from within, and compensate those individuals that have supported your organization through the lean years and those of prosperity.  Many employers are facing the challenge of recruiting and retaining talent as the job market has improved and those with the skills, education and experience are looking to be fairly compensated.  But what is fair?  What are applicants and employees looking for? What can organizations do to entice valued employees to apply and stay?

Crain’s Business Magazine Detroit Reports On Compensation With Dr. Mary Welsh Human at Clarity Voice. 

Clarity VoIP was recently voted one of Crain’s Magazines Coolest Places To Work 2014, a title they earned thanks to the professional services provided by Dr. Mary. Check out the award here.

According to Dr. Mary, compensation provides individuals with self-validation for their efforts, thoughts, fulfillment needs, sense of belonging and purpose along with their basic monetary needs to survive, live comfortably, and/or feel a part of something.  As organizations examine their compensation strategies, many employers are placing a high emphasis on meeting the self-actualization and transcendence needs of their employees.

According to Maslow’s theory, self-actualization looks at personal growth, discovery, and finding a meaning to life that is of importance, whereas, transcendence means helping others achieve their own space of self-actualization.

Create and Maintain Your Culture

This is the reason that organizations place a large emphasis on creating and maintaining a culture to nurture that need to belong and contribute, to make a difference; a space where they are encouraged to communicate their ideas and thoughts; take responsibility for their individual work and their contribution to a team environment; to grow personally and professionally; to make a difference; to fulfill their need to be part of and contribute to the community and the environment; and to nurture and share their knowledge and skills with others.  How well do you understand your employees?

Utilizing product assessments to survey your employees and share different perspectives aids in reducing conflict, improving leadership and peer-to-peer communication, and keeping employees happy and focused.  One such assessment is the Dr. Taylor Hartman’s The Color Code that incorporates a heightened awareness of your unique personality core motive to improve personal and professional awareness and communication.  What is the Color Code?

Compensation Should Align With Your Organizational Strategy and Vision

The main point to consider is alignment; the compensation strategy should be transparent and align with your organizational vision and strategy.  When employees feel that sense of inclusion, that the individuality and diversity of the team is valued and embraced, and that their personality, behaviors, networking skills and work are cherished; they will do the right things, go the distance, and make a difference for all those they interact with: their peers, their leadership, and most of all your customers.

How To Keep Employees Engaged and Committed

As leadership designs and/or modifies their compensation strategy, it must be communicated effectively.  Organizations need to pay their employees at market value or better to retain valued talent.  Although monetary increases are welcomed, there are areas to consider that may not break the bank that attract and keep employees committed to your organization including: knowing your employees by building that personal connection and praising their work, allowing flexible work arrangements to balance their life and work, a welcoming environment with perks (ping pong tables and stocked refrigerators), food and treats are always welcomed and appreciated, training and development options, job enhancements and projects to further their skill set and ability to work with others,  generous benefit plans, individualized recognition and rewards such as “employee of the month” and “sharing customer accolades”, and finally performance pay options such as bonuses and commissions.

Crain’s Coolest Places to Work

Another consideration that fulfills that need to belong is to gain recognition for your organization such as being recognized as one of Crain’s Coolest Places to Work. One of my client’s, Clarity Voice, was voted 5th Coolest Place to Work in Michigan (2014) and has the commitment of its team to become the “Most Respected, Most Referred Cloud Phone and Unified Communications Provider in North America” as they aspire to being the BEST VoIP/Cloud Company, not the BIGGEST by believing if they help enough businesses get what they want, they’ll get what they want.

This is an organization poised for growth as they understand the importance of compensating and recognizing their team and their employees are committed and enjoying the ride to success.  Go Team Clarity!

To learn more about Clarity Voice, click here.

To visit the website for Clarity Voice, click here. 

www.crainsdetroit.com/ARTICLE/20150607/NEWS/306079983/pointers-on-pay

www.crainsdetroit.com/article/20150607/NEWS/306079984/when-should-a-company-give-raises

www.crainsdetroit.com/ARTICLE/20150607/NEWS/306079985/silence-for-job-openings-telling-so-phone-service-biz-raised-pay

Behavior vs. Motive

Behavior vs. Motive

About Dr. Mary, SPHR

Dr. Mary explains the difference between behavior and motivation.

Did you know? Behavior is WHAT YOU DO while Motive is WHY YOU DO IT.  

Motivation is what we use to explain behavior. When we ask, “why do people do what they do?” we are really asking, “what motivates them?” Motivation is made of many dimensions including our attitudes, personal beliefs, intentions and efforts. Our thoughts influence behaviors (what we think impacts what we do), and our behaviors drive our performance (like our jobs, projects and ambitions) and our  performance impacts our thoughts and the cycle of what motivates us, begins again.

Intrinsic Motivation – Motivation Without Reward

Intrinsic motivation is what makes us human. It’s our self-desire to seek out new things and experience new challenges. We are motivated to push ourselves to the limit in order to analyze our own capacity and to observe and gain knowledge.

This type of motivation is driven by an interest and enjoyment in the task itself. It lives within the individual rather than for a desire for reward. Sometimes we just love reading, playing music or learning something simply because we want to, that’s intrinsic motivation and we do it without any expectation of pay or direct reward.

Advantages of intrinsic motivation can be long-lasting and self-sustaining, we do it because we want to!

Extrinsic Motivation – Motivation For Reward

Extrinsic motivation refers to performance in order to get a desired outcome or reward. Examples of this type of motivation include: going to work when you are scheduled so that you will get paid and not fired, the desire to win a trophy or award for the cheering crowds and and studying hard in school to get a good test grade. We do it because there is a reward we want and/or punishment we wish to avoid.

Behavior Is What We Do

Behavior can be external, conscious or subconscious, overt or covert, and voluntary or involuntary.

One personality testing tool Dr. Mary employs to help individuals and teams is the Color Code personality test. The testing tool uses a series of simple questions to assess the different ways you acted when you were a child. The test is based on motive and believes that what motivates you determines your behavior and actions. Contact Dr. Mary Welsh to learn more about behavioral and personality assessments.

Personality can be determined through a variety of tests, such as the Color Code Personality Test offered by Dr. Mary for individuals, executive teams and employees.

 

Dr. Mary Asks What Is Personality?

Dr. Mary Asks What Is Personality?

About Dr. Mary, SPHR

How Personality Effects Our Everyday Lives

Individual differences in personality have many real life consequences. Wikipedia tells us that personality is differences in behavior, emotions and how we view the world:

Personality has to do with individual differences among people in behaviour patterns, cognition and emotion. Different personality theorists present their own definitions of the word based on their theoretical positions. The term “personality trait” refers to enduring personal characteristics that are revealed in a particular pattern of behaviour in a variety of situations.

Five Factor Model

Personality can broken down into components called the Big Five. These traits include:

  1. Openness to experience
  2. Conscientiousness
  3. Extroversion
  4. Agreeableness
  5. Nuroticism (or emotionality)

What Causes Personality Conflicts?

Personality clashes occur when two or more people find themselves in a conflict over a particular issue or incident due to a fundamental incompatibility in their personalities, their beliefs, their approach to things and their individual lifestyle. Personality clashes occur in work-related and family-related situations.

The problem of personality clashes in the workplace is a controversial topic. It is believed that there are two primary types of workplace conflicts:

  1. When people’s ideas, decisions or actions regarding how they believe the job should be done, are in opposition “my way is better than your way”.
  2. When two people just don’t get along “I don’t like you.”

Pioneer of psychoanalysis the notable Carl Jung noted that the polarity of extravert and introvert personality types acts as a major potential cause of personality conflicts in everyday life as well as the underlying cause of many past intellectual and philosophical disagreements people often experience throughout their lives.

Resolve Workplace Conflict And Understand Co-Workers Better

What tools does Dr. Mary recommend to resolve workplace conflict and help us understand each other better?

When managers and business owners approach conflicts as an opportunity to improve departmental policies and operations rather than as a problem to be eradicated, the result will be a more productive work force and greater departmental efficiency.

Personality can be determined through a variety of tests, such as the Color Code Personality Test offered by Dr. Mary for individuals, executive teams and employees.

Harassment and Bullying

Harassment and Bullying

About Dr. Mary, SPHR Color Code Diversity Training

Did you know? Harassment and bullying happens at schools and offices, effecting students and employees alike.

Workplace and school bullying continues to rise. Recent studies reveal that nearly half of all American workers have been affected by bullying in the workplace. That means that an estimated 54 million Americans have been bullied at some point their career. Did you know that bullying can occur between a boss and employee or between co-workers.

Facts and Figures About Bullying

  • It is estimated that 160,000 children miss school every day due to fear of attack or intimidation by other students.
  • 56% of students have personally witnessed some type of bullying at school.
  • 282,000 students are physically attacked in secondary schools each month.
  • Bullying statistics say revenge is the strongest motivation for school shootings.
  • Harassment and bullying have been linked to 75% of school-shooting incidents.

Types Of Bulling and Harassment

Bullying usually includes the following types of behavior (have any of these ever happened to you or someone you know?):

Verbal: Includes name calling, making racist, sexist or homophobic jokes, inappropriate remarks, teasing, sexually suggestive language and offensive remarks.

Physical: Includes hitting, kicking, punching, scratching, spitting and damage to someone else’s belongings.

Indirect: Includes gossip and rumor spreading and exclusion from social groups.

Cyber Bullying: This newest form of bullying includes any type of bullying that is carried out by electronically such as text message bullying, E-mail and chat room bullying.

Workplace Bullying On The Rise

What is workplace bullying? According to the Workplace Bullying Institute, workplace bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators that takes one or more of the following forms:

  • Verbal and physical abuse.
  • Offensive conduct and behaviors which are threatening, humiliating, or intimidating.
  • Work interference and sabotage which prevents work from getting done.

Workplace bullying continues to rise and has a serious negative impact on employees and companies. Bullying in the workplace is just as common as school yard bullying but often goes overlooked or ignored, leading to detrimental consequences. Everyone in a company benefits from recognizing, understanding and addressing workplace bullying.

Workplace bullying happens when one person in an office (or a group of people) single out another person for repeated treatment which is unreasonable, embarrassing, or intimidating.

It is estimated that 1/3 of all workers may be the victims of workplace bullying at some time in their career, according to the Workplace Bullying Institute. About 20% of workplace bullying cases cross the line into harassment, leading to serious problems for companies and their Human Resource and management departments.

Workplace Bullying Is Bad For Business

Here are just a few of the ways companies suffer due to bullying on the job:

High Turnover Rates: It is expensive for companies to lose workers due to harassment because of the time and resources companies invest into hiring and training new employees.

Low Productivity: Bullying at work causes employees to lose motivation and dedication, leads to disengagement and leads to more sick time due to stress-related illnesses and employee avoidance.

Lost Innovations: Bullies are more interested in attacking victims than advancing the company through hard work and dedication, leading to loss of innovation and quality, and the victims become less likely to generate or share their ideas for fear of ridicule and attack.

Difficulty Hiring: As rumors spread that a company has a hostile work environment, Human Resource managers have a harder time recruiting and retaining quality talent.

Legal Exposure: Many bullying situations may become harassment cases, placing companies in legal, compliance and discrimination situations.

Caring, Social and Collaborative Targets 

Studies reveal that women are more frequently bullied than men and that team members with pro-social orientation traits such as collaboration, team building and sharing are often the targets of bullies.

While team-orientated character traits are an important part of a healthy work team, these same traits tend to exacerbate bullying. Bullies often target employees who are fair, honest and ethical or have strong morals and integrity. This means it is even more important for managers and leaders to protect all members of their teams, especially those team members who may be more susceptible to harassment by more dominant co-workers.

Racial Minorities and Women

Workers and students of ethnic minorities can be singled out by bullies and women can be the target of sexual harassment and discrimination. Managers are encouraged to act in ways that protect women and minority employees from discrimination and bullying.

Steps to Address and Prevent Workplace and School Yard Bullying

Bullies bully with near impunity, experiencing negative consequences in only 23% of cases. – U.S. Workplace Bullying Survey

The high cost of workplace bullying includes 100 million UK working days lost; companies losing hundreds of Billions annually; 71.5 million US workers affected; Bullying law suits claiming more than $1 Billion.

Organizations are not doing enough to identify and combat bullying and violence in the workplace. “Workplace bullying is on the rise, yet despite the prevalence of bullying and its damaging impact, organizational responses are spotty, at best,” says the Crisis Prevention Institute (USA).

Proper human resource training and systems, open door policies which encourage worker engagement and harassment education programs for managers and employees, all do their part to help address and reduce workplace harassment.

Need help with these delicate issues? Contact Dr. Mary Welsh at (586) 501-3700 for harassment compliance, workplace resolution and personality training tools to help reduce and address some workplace conflict situations faced by companies.

Dr. Mary Sponsors Relay For Life

Dr. Mary Sponsors Relay For Life

About Dr. Mary, SPHR

It’s Relay For Life Time Again Summer 2015!

Dr. Mary Welsh, WBHR Consultants, Inc. acts as Gold level sponsor for the American Cancer Society Relay For Life St. Clair Shores Michigan chapter summer 2015.

Cancer has hit close to home for Dr. Mary. She lost her father at the age of 11, her mother is a 5 year cancer survivor and her grandson Jakob, age 11, is a 6 year childhood cancer survivor. “My family is of utmost importance to me.  The battle against cancer that has claimed and threatened the lives of my family has pulled at my heart strings.  To offer hope, care, solace, and support to others as they manage their own trials, I am totally committed.”

Jakob spoke at the Redford Relay for Life 2014 event, he is my grandson and a cancer survivor that inspired his whole family and anyone he comes in contact with. -Dr. Mary Welsh, Sponsor American Cancer Society 

20130601_104028

While the American Cancer Society is making progress toward a world without cancer, only with your dedication and fundraising efforts can we finish the fight against the disease, www.cancer.org.

relay

With your help, we aren’t just fighting one type of cancer – we’re fighting for every birthday threatened by every cancer in every community. Each person who shares the Relay For Life experience can take pride in knowing that they are working to create a world where this disease will no longer threaten our loved ones or rob anyone of another birthday.

When I was 4 years old I found out that I had Wilms tumor, which is kidney cancer. It is very hard to be a kid in the hospital because I wanted to play but I was usually too tired or sick! -Jakob Danner (June, 2014)

Read Jakob’s Relay For Life survivors speech here.

My name if Jakob Danner and I am 11 years old. When I was 4 years old I found out that I had Wilms tumor, which is kidney cancer.  I didn’t know what was really going on with me but my mom and dad and family were very scared and upset. I had to spend the next few months at Children’s Hospital and I celebrated my fifth birthday and Easter while in the hospital.  It is very hard to be a kid in the hospital because I wanted to play but I was usually too tired or sick!

I had three surgeries and a port put in to receive my chemo treatments. I only weighted around 50 lbs. when I was finally able to go home. I had to go back to the hospital once a week for a few months for my chemo treatments. I lost all my hair and got sick a lot. Then after that, I had to have weeks of radiation treatments.

After all that, I ended up losing one kidney but thanks to the great doctors at Children’s Hospital, I am now 6 years cancer free! Cancer sucks!


Thank You Letter From Relay For Life Michigan Chapter

Hello Dr. Mary,

Thank you for joining the American Cancer Society Relay For Life of St Clair Shores and helping to finish the fight against cancer. Your extraordinary fundraising efforts have helped you reach the Grand Club, which recognizes participants who raise $1000 or more for the American Cancer Society.

Relay Banner

We are grateful for your support.  The dollars you raised will directly help the American Cancer Society save more lives by funding groundbreaking cancer research, supporting education and prevention efforts, and providing free information and critical services for people with cancer who need them.

Thank you,

American Cancer Society Relay For Life

 

New SHRM Credentials

New SHRM Credentials

About Dr. Mary, SPHR

Congratulations Dr. Mary Welsh on her certification as a Senior Cetified Professional in Human Resources SHRM-SCP.

Dr. Mary Welsh has over 20 years of experience in HR and holds the destination of being a Senior Cetified Professional in Human Resources. Click here to learn more about SHRM’s certification programs.


SHRM Certification Question and Answer

Wayne Cascio, chair of SHRM’s Certification Commission, explains why the new competency-based credentials will give you an edge.

As chair of the Society for Human Resource Management’s (SHRM’s) Certification Commission, Wayne Cascio is working to ensure that the new SHRM competency-based certification achieves the highest professional standards possible.

SHRM

HR Magazine talked with him about his work and the progress of the commission and the certification program. Cascio is the Robert H. Reynolds Chair in Global Leadership and distinguished professor of management at the University of Colorado-Denver School of Business.

Why should HR professionals pursue the SHRM certification?

Certification is becoming common in many professions, and HR management is no exception. It is definitely a seal of approval for employers. It shows that the professionals they hire are competent in the key focal areas of the profession and can bring value to an organization.

Why did SHRM make the new certification competency-based?

These HR competencies are key differentiators between the SHRM certification and other HR-related certifications. The SHRM program really focuses on the ability “to do” and not just “to know.” Prior HR-related certifications have emphasized a professional’s knowledge. But just because you know something doesn’t necessarily mean that you can do anything with it.

The CPA [certified public accountant] credential or any medical certifications require you to demonstrate the competence to do something. We need to send a signal to employers that this is the direction in which the HR profession is moving, as well. It’s not just that people know the technical aspects of the field, but also that they can use that information to solve and address important business issues.

How were the SHRM competencies developed?

The competency model began with a very rigorous job analysis, which involved the global HR community. SHRM began by running 111 focus groups with about 1,200 HR practitioners from 33 countries. They represented a diverse range of HR professionals from many different career levels, industry sectors and organization sizes. These focus groups provided invaluable input in helping to identify the critical competencies needed for success as an HR professional. Nine critical competencies were identified, known as the SHRM BoCK—the SHRM Body of Competency and Knowledge.

The next step was a content-validation survey to confirm the importance, relevance and, possibly most importantly, the universality of these competencies. There were a series of large-scale, multi-organizational, criterion-related validity studies with HR professionals and their supervisors. The point of these studies was to show that proficiencies in these competencies are tightly linked to success on the job as an HR professional. SHRM wants to know that what it is measuring really does predict success as someone’s career progresses.

Are other professional certification programs moving toward competency models?

The trend in several HR associations is to move beyond just having technical knowledge in the HR field toward having the ability to apply that knowledge. For example, the Australian HR Institute and the Chartered Institute of Personnel and Development in the U.K. are working closely together and looking at competencies. The question that everyone is grappling with right now is: How do you develop an assessment process that will reliably and validly measure if someone possesses critical competencies? SHRM has chosen to use situational judgment tests to do that. The tests present a range of actual scenarios. Each one offers four possible responses and asks what the best one is. The key consideration here is that SHRM is developing situations that actually reflect key HR competencies.

What is the role of the SHRM Certification Commission in the process?

We had our first meeting in December 2014, and I think it’s very important that people first understand how the commission is structured. There is a maximum of 13 people on the commission, and currently we have 11. At least three have to be HR professionals, at least two must be academic members, at least two must represent employer interests, and then there are two general-interest members, which are optional positions.

The commission has a broad charter. It oversees, monitors and approves certification requirements and applicant eligibility. In addition, it looks at the examinations, recertification processes and granting of credentials. A very important aspect of the commission will be to provide guidance for the exams. Fortunately, we have an excellent commission that includes industrial and organizational psychologists who are highly skilled and up-to-date on competency assessments, and they are critiquing what SHRM has done. The commission members are asking tough questions, and now is the time to ask tough questions. This ultimately will benefit everyone who pursues a SHRM certification over the long term.

Even more impressive from my perspective is that SHRM and the team that has put the program together have been really open to listening and thinking about the long-term situation and what ultimately will be the best way to approach certification.

Is the SHRM Certification Commission an independent body?

Absolutely. We must have a wall between what the commission does, what the exam-development teams do and what the competency-assessment teams do. As an independent commission, we can ask a lot of questions about the program and, believe me, we do. So far, there has been very active and lively interaction.

I particularly like having employer representatives on the commission in addition to HR professionals, academic members and general-interest members. The employer representatives provide a very important check and balance on what is feasible and practical for employers. This is very important because we need employer buy-in.

Of course, we need buy-in from the HR community, but we also require it from the broader C-suite community—the senior-level managers who develop and set business strategies. We want them on board with this, and we want them to see certified HR professionals as people who can really add value. In my view, this is critical. For years, we have talked about HR people being business partners. If you look at the competencies that the SHRM program is certifying, they are all business-related: communication, relationship management, ethical practice, HR expertise, business acumen, critical evaluation, leadership and navigation, consultation, and global and cultural effectiveness.

What’s your role as chair of the Certification Commission?

I serve as the key interface, if you will, between the commission and the SHRM certification team. So we have a lot of conversations, outside of meetings, and the team sometimes asks me for advice on how to proceed on certain issues. I also work with SHRM to set the agendas for the commission meetings.

In these meetings, I’m sort of like the conductor of an orchestra. My job is to keep the meeting moving forward and keep everyone on task, so that we don’t digress too much. At the same time, I have to make sure that the commission is focusing on all the key issues that we need to address. It’s a very healthy interface, but at the same time we, as the commission, must be 100 percent independent. We must represent the interests of the HR community at large.

What skills and experiences do you bring to the table as commission chair?

I chaired the U.S. technical advisory group from 2011 to 2013 that was developing international HR standards. My job then was to represent the interests of the United States HR community in the international meetings, and I had to manage around 40 members of the technical advisory group.

I also chaired the board of the SHRM Foundation and have held a number of leadership roles in HR-related associations. Chairing the SHRM Certification Commission is a job that I am honored to have and one that I take very seriously.

We on the commission have a chance to use what we know and have built up through a lifetime of experience to help develop an HR certification process that is truly state of the art. In addition, we have the chance to create something that HR professionals want to aspire to—that is, SHRM certification, because they see it is as a valuable asset to furthering their careers.

What is your vision or goal for the Commission?

The commission would like this certification process to become popular around the globe. The longer-term view is that we have developed an assessment program that works well now, but we would like to take it to another level in the next three to five years. The goal is to incorporate the latest thinking in the HR field about the best ways to do assessments in a manner that will serve large numbers of people.

I hope we’re able to reach a point where the testing is mobile and Internet-based. It’s the way technology and the world is moving, and if we can make the process more convenient and user-friendly, then more people will seek professional certification.

Another important goal is to demonstrate that the professionals who went through the certification process perform better on the job than those who didn’t. This will be a key issue in terms of demonstrating the value of the certification to employers.

Is the certification program on track to meet its 2015 goals?

It’s absolutely on track at the moment, and it’s the kind of program that will need continuous calibration. For example, if SHRM is using situational judgment tests, then there may be situations that are perfectly appropriate and applicable today but may not be tomorrow.

A lot of the feedback we received from those who took the pilot test was very positive. Many of them said, “These are situations that I face each day in my job.” We need to keep receiving this kind of feedback over and over again, to make sure the exam questions and situations are timely and relevant.

How do you make sure that this continuous calibration occurs?

The commission needs to receive regular reports from SHRM about pass rates and the feedback SHRM receives about the exam, while at the same time to regularly assess the currency of situations on the exam. We live in what the U.S. military calls a “VUCA” world—that is, a world that is volatile, uncertain, complex and ambiguous. We keep hearing about what living in this world means to business and how business models can change overnight. As a profession, HR must be responsive to this.

The SHRM Certification Commission has a very important role to play in all of this. To appreciate that, consider six important features that are represented by another acronym, PESTLE: the political, economic, social, technical, legal and environmental factors that are affecting and reshaping our world. If we follow through and concentrate on these, it will keep the certification program up-to-date and relevant to what businesses need from HR professionals.

See more at: http://www.shrm.org/publications/hrmagazine/editorialcontent/2015/0515/pages/0515-cascio-shrm-certification.aspx#sthash.mFfMlsAt.dpuf

Dr. Mary Certified Color Code Instructor

Dr. Mary Certified Color Code Instructor

About Dr. Mary, SPHR Assessments Color Code Diversity Product Reviews Public Speaking Training

Dr. Mary and Her Team Offer Color Code Personality Testing Services

Life can be puzzling. People can be puzzling. But above all, your relationships can be most puzzling. Do you wonder why some people are so easy to love, work for, and befriend, while constant effort is required to build and maintain a healthy relationship with others? What part do you play in making the relationships in your life work?

What’s your color? Purchase your Color Code test here.

Every relationship begins with YOU. Who are you? Do you really understand why you think and behave as you do? Imagine the power of truly knowing yourself, what motivates you, and how you impact the relationships in your life.

Color Code Wristbands

Get your very own Color Code brand bracelet when you attend a workshop by Dr. Mary! Contact Dr. Mary Welsh here for more information about personality testing for yourself or your team.

 

Personality Testing Builds Strong Teams

Personality Testing Builds Strong Teams

About Dr. Mary, SPHR Assessments Color Code Product Reviews Public Speaking Training

Did you know? Personality testing helps HR managers and team leaders understand behavior and conflict.

One such tool to help team mangers build well-rounded teams is the Color Code Personality assessment. Color Code goes beyond behavior to discover why people act the way they do. By understanding what motivates people, HR managers and bsuness leaders can build better, well rounded teams, reduce conflict and place the right people in the right jobs.

Color-Code-Screenshot (1)

Dr. Mary Welsh is a certified Color Code instructor and helps individuals understand the strengths and limitations. To learn all about Color Code, click here.

Need A Speaker? Hire Dr. Mary To Inspire And Educate Your Group

Need A Speaker? Hire Dr. Mary To Inspire And Educate Your Group

About Dr. Mary, SPHR Diversity Public Speaking Training

HR managers, want to inspire and educate your workforce?

Business leaders, want to engage and inspire your team? Educators, want to help your students learn and engage new topics? Look no further! Dr. Mary Welsh is an experienced public speaker, University Professor at these fine schools and Certified Color Code instructor.

Color Code Personality Testing Services

Life can be puzzling. People can be puzzling. But above all, your relationships can be most puzzling. Do you wonder why some people are so easy to love, work for, and befriend, while constant effort is required to build and maintain a healthy relationship with others? What part do you play in making the relationships in your life work?

Every relationship begins with YOU. Who are you? Do you really understand why you think and behave as you do? Imagine the power of truly knowing yourself, what motivates you, and how you impact the relationships in your life. What’s your color? Purchase your Color Code test here.

Teams, Companies and Organizations

Foster better collaboration, build strong and well balanced teams, manage workplace pairing, understand conflicts in the workplace, build better relationships with customers and vendors, and promote multicultural a workforce.

Individuals

Color Code helps you learn about yourself, understand your strengths and weakness and maximize your skills in your personal life and on the job. Have better relationships and a better career with the Color Code test.

Every relationship begins with YOU. Who are you? Do you really understand why you think and behave as you do? Imagine the power of truly knowing yourself, what motivates you, and how you impact the relationships in your life. What’s your color? Purchase your Color Code test here.

Dr. Mary Welsh University Professor

Dr. Mary shares her experience and education with students and business professionals through public speaking engagements. To learn more about Dr. Mary, view her distinguished background in education, explore her exciting doctoral studies involving Generational Diversity, or contact Dr. Mary here for teaching assignments, speaking engagements and student questions.

What’s Your Color? Do I Have Your Interest?

What’s Your Color? Do I Have Your Interest?

About Dr. Mary, SPHR Assessments Color Code Product Reviews Training

WBHR_banner_header

I would like to present myself to you and offer my services for your consideration. As a University Professor and Business and HR Consultant, I offer my clients and students a broad range of education and experience. One of my most popular services as a Certified Color Code Trainer is the Color Code Team Building and Communication Awareness Training. What’s your Color: Red, Blue, White, or Yellow?

Based on Dr. Taylor Hartman’s philosophy, we are each born with our own unique inner core motive or personality that dictates how we perceive life and interact with others. His assessment tool requires you to think back a few years to grade school around the age of 5 and then to answer the questions thinking back from that perspective. This will enable you to identify your unique inner core motive or personality without the influence of a lifetime of learned behaviors.

Once defined, my team and I can:

  • present the strengths and limitations of your color (Red-power, Blue – intimacy, White – peace, and Yellow – fun)
  • explain why you may be at odds daily with your learned behaviors (those built from childhood influenced by family, friends, coworkers, …)
  • raise awareness of how to recognize the colors of other individuals and how they might perceive you
  • suggest ways to improve your communication and networking capabilities through awareness
  • assist you and your team with recognizing areas of conflict and offer solutions for improvement

What are the benefits?

  • increased personal awareness
  • increased team and management awareness (aids in communication, delegation, and placing people in the right situations to get the job done)
  • reduced communication issues as your heightened awareness brings improved understanding, sets better expectations, enhances collaboration and feedback, as well as adds value-added interaction and strengthens relationships
  • improved conflict resolution as I utilize my conflict management skill set to address any organizational concerns and further express how understanding your color can improve relationships and communication concerns

What are some of the situational benefits?

  • Consider a selling situation:
    • Red – give them the facts and close the deal
    • Blue – give them the facts, build trust and follow through on another date
    • White – give them the facts, a logical and systematic approach will be applied
    • Yellow – provide a fun setting, add joviality to the situation, don’t bog them down with too much details – just demonstrate it will work and be effective, keep it light
  • Consider a hiring situation or job placement, transfer or promotion:
    • Red – provide a position where they can demonstrate their knowledge and make decisions without micromanagement
    • Blue – offer a position where they can make a difference, where emotions and caring are a component
    • White – provide them the situation, tools, and ability to complete the job without drama or interference
    • Yellow – allow spontaneity to be a part of the position, let them interact with your clients to promote a positive environment, allow them to be passionate and sell themselves and your product/services

Are you interested in learning your Color and the Colors of your team? Have I sparked your interest?   Can you see the potential of a heightened awareness? To learn more about Color Code, please contact me at your earliest convenience. Our interactive seminar setting is sure to provide your team with their own personal assessment and awareness, the tools to interact better both personally and professionally, and the ability to improve your team dynamics along with internal and external communication and relationships.

Contact me as I look forward to hearing from you and discussing my Color Code Team Building and Communication Awareness Training with you.

Best,

Dr. Mary Welsh, SPHR, SCP

Certified Color Code Trainer

DR-MARY-FOOTER

Harassment & Discrimination Training

Harassment & Discrimination Training

About Dr. Mary, SPHR Diversity Public Speaking Training

It’s not always easy to address harassment and discrimination in the workplace.

You can lean on Dr. Mary’s 20 years of experience in human resources to help you manage and comply with these requirements. Call Dr. Mary at (586) 501-3700 or email here for a free consultation about what you can do to educate your workforce, stay current on labor laws and compliance and provide a safe and diverse workplace for your employees.

Check out Dr. Mary’s Diversity Links and Videos here.

View compliance and HR links here. 

Generational & Workplace Diversity Training

Generational & Workplace Diversity Training

About Dr. Mary, SPHR Diversity Public Speaking Training

Dr. Mary Welsh Generational and Workplace Diversity Specialist

Dr. Mary wrote her doctoral dissertation on generational diversity in the workplace. Find out how to manage and profit from the diversity at your company.

“It is inherent that differing perspectives will have an impact on relationships. It is the responsibility of an organization and its leadership to reduce generational friction by providing opportunities for expression, understanding, and communication.” -Dr. Mary Welsh, WBHR Consultants, Inc.

Silent Generation
1900-1945

The Silent Generation gave birth to the Baby Boomers and includes people born during the Great Depression and World War II.

Baby Boomers
1946-1964

Baby Boomers are the generation from a huge population increase that followed World War II and the Great Depression. This was the first western generation to enjoy two cars in the garage and a chicken in every pot!

Generation X
1965-1980

Gen Xers lived thru the summer of love, the fall of the Berlin wall and the splitting apart of the Soviet Union.

Millenial Gen Y
1981-2000

During this fast-paced generation, nearly every home in developed countries was now hooked up to the internet.

Generation Z
2001-Current

This generation is the first to be connected through social media. What impact will this paradigm shifting generation have on the world?

Click here to learn more about Dr. Mary’s diversity services. Dr. Mary offers services for promoting multi-cultural and generational diversity, contact her to find out how she can assist your organization. Contact Dr. Mary here to learn about each generation and check back as interesting articles and updates will be found to enhance your ability to live, learn, work, and play together.

Dr. Mary obtained her Doctorate of Management in Strategic Executive Leadership from Walsh College, Troy, Michigan. She conducted her doctoral research on the perceived impact of generational attributes on organizational leadership regarding recruitment and retention, click here to access Dr. Mary’s dissertation on generational differences.

Contact Dr. Mary For Help With Your Workplace Diversity Today

Services Offered

Gender diversity
Resources for employers
Training for employers and teams
Sexual harassment
Inclusion
Diversification

Generational Diversity

Dr. Mary wrote her dissertation on generational diversity in the workplace. Find out how to manage and profit from the diversity at your company.

Diversity Manuals

Create and sustain workplace diversity by developing easy to implement workplace manuals.

Welcome to Dr. Mary’s New Website

Welcome to Dr. Mary’s New Website

About Dr. Mary, SPHR Events

Welcome to Welsh Business and Human Resource (WBHR) Consultants, Inc. Dr. Mary, SPHR, prides herself on providing the guidance, support, and services to improve the performance of organizations. WBHR provides a large variety of Human Resource Consulting services and programs tailored to meet client’s needs.

Dr. Mary’s consulting services are provided on-site or off-site to supplement your own human resource functions while others choose to take advantage of her services in place of an internal human resource department.

At WBHR, Dr. Mary understands the need to stay productive, competitive, and compliant. It is her goal to work with organizations to think strategically, develop, implement, and monitor policies and procedures, initiatives, and change necessary to move organizations toward improving functionality, productivity, and competitiveness.

Dr. Mary’s consulting services allow organizations to improve employee communication, morale, behaviors, and effectiveness as well as comply with federal, state, and local laws and regulations.

Share Dr. Mary’s Cool and Colorful Infographic

Share Dr. Mary’s Cool and Colorful Infographic

About Dr. Mary, SPHR

Did you know? Fun and colorful infographics like this one Dr. Mary commissioned for her firm, are one of the best ways to communicate information to others. Infographics like this are great for online communication. Say everything in a fun and easy-to-read format with info graphics.

Share this infographic with your team to inspire fresh new ways to communicate! Check back soon for new infographics. 

Dr. Mary Welsh University Professor

Dr. Mary Welsh University Professor

About Dr. Mary, SPHR Diversity Public Speaking Training

Dr. Mary Welsh is a Professor/Adjunct Faculty Member teaching masters level courses in Strategic Business Management, Human Resources Management, Managerial Decision-Making, Leadership Skills, and Managing Conflict in the Workplace. Find Dr. Mary at the following respected institutions:

  • DEVRY UNIVERSITY
  • COLORADO STATE UNIVERSITY
  • RIVIER UNIVERSITY
  • NORTHCENTRAL UNIVERSITY
  • NORTHWOOD  UNIVERSITY
  • CENTRAL MICHIGAN UNIVERSITY

Walsh College Doctoral Candidate to Present Dissertation Defense

Access Dr. Mary’s full dissertation by clicking the link here.

Check out the article published in the Troy Patch by clicking here.

 

Dr. Mary Walsh Proud Graduate Walsh College

Dr. Mary Walsh Proud Graduate Walsh College

About Dr. Mary, SPHR Education

Dr. Mary is a proud graduate of Walsh College, excellence in business administration. Walsh College is a private, not-for-profit, upper-division all-business college where 4,500 students study for bachelor’s, master’s, and doctoral degrees as well as professional certificates. The College offers courses at two campuses, three southeast Michigan university centers, and online.

Walsh College doctoral candidate Mary Welsh to present dissertation defense. Click here to view. Check out the article in the Troy Michigan patch here.

Celebrating 90 years of business education, Walsh College is accredited by The Higher Learning Commission of the North Central Association of Colleges and Schools (www.ncahlc.org; phone: 312-263-0456). Specific degree programs are accredited by the Accreditation Council for Business Schools and Programs (ACBSP, www.acbsp.org) and the International Assembly for Collegiate Business Education (IACBE, www.iacbe.org).

Check out Walsh College here www.walshcollege.edu.

“Thank you Dr. Mary for a very enjoyable experience yet again! This is the second class I have taken with you. I will definitely keep in touch with you via LinkedIn.

 Thank you for a great session!”

Terry B., Student Devry University

Walsh College Doctoral Candidate to Present Dissertation Defense

Walsh College Doctoral Candidate to Present Dissertation Defense

About Dr. Mary, SPHR Diversity Education

From our archives! TROY, Mich., October 26, 2012 – Walsh College Doctor of Management Candidate Mary Ellen Welsh will defend her dissertation titled “The Perceived Impact of Generational Attributes on Organizational Leadership Regarding Recruitment and Retention,” at 1 p.m. Tuesday, October 30 at Walsh College in Troy.

Walsh“With a mixture of four generations in the workplace, organizations are faced with differing perceptions of how employees perceive each other, how they interact with each other and how leaders manage their perceptions and interactions,” said Welsh.

Her study examines the characteristics of each generation, looks at the human resources functions of recruitment, training, retention, and leadership; and analyses the perceptions of human resources and business professionals.

A Warren resident, Welsh owns WBHR Consultants, Inc., a business and human resources management consulting firm. She has more than 20 years of extensive human resources experience and is certified as a senior professional of human resources (SPHR.). Welsh holds both a bachelor of business administration, and a master of management, specializing in human resources and business operations, from Walsh College.

A strong advocate of diversity and inclusion, Welsh serves as a board member of the Oakland County Employment Diversity Council (OCEDC). She is a member of the Society of Human Resources Management (SHRM), the Michigan Society of Human Resources Management (MISHRM), Detroit Chapter; Inforum Women’s Leadership Group and the National Association of Professional Woman. Read the full article in the Troy Patch by clicking here. 

Access Dr. Mary’s full dissertation by clicking here or click on the image below.

Mary_Welsh_Doctoral_Dissertation_Defense_October_30_2012

Dr. Mary’s Doctoral Dissertation

Dr. Mary’s Doctoral Dissertation

About Dr. Mary, SPHR Diversity Education

Leadership requires understanding and communicating with the internal and external stakeholders of an organization, especially its employees. With a mixture of four generations in the workplace, organizations are challenged with differing perceptions of how employees perceive each other, how they interact with each other, and how leaders manage their perceptions and interactions. -Dr. Mary Welsh, SPHR

Dr. Mary loves human resources! Her background and education give her a special edge as a human resources consultant. Dr. Mary wrote her doctoral dissertation on the perceived impact of generational attributes on organizational leadership regarding recruitment and retention.

Dr. Mary has the special ability to create, motivate and lead teams with members of all different age groups. Image your group of diverse employees working  productively side by side. How can understanding generational and workplace diversity benefit your company?

Read Dr. Mary’s Doctoral Dissertation by clicking here.

This study examines the characteristics of each generation; looks at recruitment, training, retention, and leadership; and analyzes the perception of human resources and business professionals. Read this study by clicking here.

Mary_Welsh_Doctoral_Dissertation_Defense_October_30_2012

“I want to thank you so much for your constructive feedback during the course. You have helped me grow and improve my research and critical thinking. You are pursuing so many goals that I’ve dreamed of and planned for my own life!”

Angela P., Student Colorado State University

“I think the class was very helpful, thank you for the discussion and conversations. This class is right in-line with issues that I face on a daily basis in my current role.”

Catherine P., Student Northcentral University

Relay For Life American Cancer Society

Relay For Life American Cancer Society

About Dr. Mary, SPHR Events

Dr. Mary Welsh sponsors American Cancer Societies Relay For Life, the Michigan chapter. Cancer has hit close to home for Dr. Mary. She lost her father at the age of 11, her mother is a 5 year cancer survivor and her grandson Jakob, age 11, is a 6 year childhood cancer survivor. “My family is of utmost importance to me.  The battle against cancer that has claimed and threatened the lives of my family has pulled at my heart strings.  To offer hope, care, solace, and support to others as they manage their own trials, I am totally committed.  Read of Jakob’s success!”

Jakob spoke at the Redford Relay for Life 2014 event, he is my grandson and a cancer survivor that inspired his whole family and anyone he comes in contact with. -Dr. Mary Welsh, Sponsor American Cancer Society 

While the American Cancer Society is making progress toward a world without cancer, only with your dedication and fundraising efforts can we finish the fight against the disease, www.cancer.org.

With your help, we aren’t just fighting one type of cancer – we’re fighting for every birthday threatened by every cancer in every community. Each person who shares the Relay For Life experience can take pride in knowing that they are working to create a world where this disease will no longer threaten our loved ones or rob anyone of another birthday.

When I was 4 years old I found out that I had Wilms tumor, which is kidney cancer. It is very hard to be a kid in the hospital because I wanted to play but I was usually too tired or sick! -Jakob Danner (June, 2014)

Read Jakob’s Relay For Life survivors speech here.

My name if Jakob Danner and I am 11 years old. When I was 4 years old I found out that I had Wilms tumor, which is kidney cancer.  I didn’t know what was really going on with me but my mom and dad and family were very scared and upset. I had to spend the next few months at Children’s Hospital and I celebrated my fifth birthday and Easter while in the hospital.  It is very hard to be a kid in the hospital because I wanted to play but I was usually too tired or sick!

I had three surgeries and a port put in to receive my chemo treatments. I only weighted around 50 lbs. when I was finally able to go home. I had to go back to the hospital once a week for a few months for my chemo treatments. I lost all my hair and got sick a lot. Then after that, I had to have weeks of radiation treatments.

After all that, I ended up losing one kidney but thanks to the great doctors at Children’s Hospital, I am now 6 years cancer free! Cancer sucks!

To help other kids like Jakob, click here to make a donation to Relay For Life. Here is what Jakob’s mom says about why she does Relay. 

Dr. Mary Sponsors Relay For Life - Jakob's Story

MY REASON TO RELAY

I have been relaying for 5 years and this is my second year as a team captain. As most of you know my son Jakob was diagnosed with Wilms Tumor (Kidney Cancer) in February of 2008. The road has been long and a very difficult one at that. But as tough as it was I NEVER gave up hope on my son. He fought months of chemo and radiation and at times
became very ill.

However we have made it through. June 2013 was 5 years in remission for Jakob and I could not be a prouder mom! I hope and pray this inspires you to help me in supporting the American Caner Society Relay for Life. I know I am excited about another birthday my son is able to have so lets help others have many more too.

Thank you for taking the time in reading why Im personally ‘Too Inspired Too Be Tired!’ Take care and God Bless!

-Karley B., Jakob’s Mom

Dr. Mary Welsh OCEDC Advisory Board Member

Dr. Mary Welsh OCEDC Advisory Board Member

About Dr. Mary, SPHR Diversity Portfolio

The Oakland County Employment Diversity Council (OCEDC) was founded in 2000 to advance employment diversity for Oakland County’s employers. Whether its small businesses or Fortune 500 Corporations, these employers are building inclusive organizational cultures where people are able to find personal and organizational success.

Today OCEDC is serving the entire Southeastern Michigan region by helping employers understand how to embrace and utilize the talents of a multicultural workforce. Government, academic, non-profit, and private sector companies are learning how to blend employees from different ethnic, generational, religious, gender, and other cultures into a cohesive team focused on mutual success.

The Quarterly Diversity Education Forum meets on the 3rd Thursday of April, June and Setember. The series is designed to assist human resource professionals, diversity managers, and all levels of leaders and supervisors to develop and implement organizational solutions to move toward full productivity throughout the workforce. It is a great chance to network and learn.  Get connected with the Oakland county Employment Diversity Council by clicking the link here www.ocedc.net.

What’s Your Color? Find Out Here!

What’s Your Color? Find Out Here!

Assessments Color Code Product Reviews Training


Life can be puzzling. People can be puzzling. But above all, your relationships can be most puzzling. Do you wonder why some people are so easy to love, work for, and befriend, while constant effort is required to build and maintain a healthy relationship with others? What part do you play in making the relationships in your life work? Learn about all FOUR COLORS by clicking Dr. Mary’s link here. Every relationship begins with YOU. Who are you? Do you really understand why you think and behave as you do? Imagine the power of truly knowing yourself, what motivates you, and how you impact the relationships in your life.