Key Strategies for Recruiting and Retaining Top Talent in a Tightening Labor Market

A new survey by Arthur J. Gallagher & Co. shows that a growing number of employers are revamping their benefits strategies to outmaneuver competitors and become destination employers.

As the U.S. unemployment rate drops, the battle to recruit and retain top talent has only intensified. Becoming a destination employer is not only crucial for the competitiveness of individual organizations, it also impacts the economy. According to the U.S. Department of Labor, there are currently 5.7 million job openings. If all of those positions were filled, the nation’s GDP growth rate could significantly increase.

The heightened need for strong benefits and compensation packages is a resonating theme throughout the 2017 Arthur J. Gallagher & Co. (Gallagher) Benefits Strategy & Benchmarking Survey, which collected data from 4,226 organizations across the U.S. In its fifth year, the survey examined how employers were using benefits and compensation to differentiate their organization in the war for talent. Notable findings from this year’s research show a growing emphasis on addressing the needs of the whole employee, integrating emotional, financial, social and career wellbeing with physical health.

Shift in Employer Thinking from Wellness to Wellbeing

Historically, wellness programs have focused on improving physical health as an extension of medical benefits. While reducing healthcare costs remains the main driver for offering a wellness program (60 percent), employers also cite investing in the organization’s culture (43 percent) and improving employees’ work experience and satisfaction (37 percent) as other top motivators. This broader, more holistic approach is also demonstrated by the increase in programs now covering financial wellbeing (34 percent), volunteer opportunities (28 percent) and community engagement (27 percent).

“This shift in thinking is one of the reasons we expect 70 percent of organizations will offer wellness programs by 2019,” said William F. Ziebell, President, Gallagher Employee Benefits Consulting and Brokerage. “When employers rebalance their priorities to include benefits like professional development and a workplace culture that promotes employee engagement and total wellbeing, they differentiate themselves in the talent marketplace.”

Leave Policies Play a Role in Employee Attraction and Retention

The need to appeal to younger workers with parental leave policies has prompted a discussion about supporting the total wellbeing of employees as they try to solve the work-life equation. Despite headlines showcasing generous maternity and paternity leave policies, a vast majority (64 percent) of organizations do not offer paid parental leave apart from short-term disability. In fact, only 22 percent offer this benefit to both mothers and fathers.

Retirement Readiness is Key to Higher Productivity and Engagement

Retirement benefits better equip employees for their financial future and give them peace of mind in the present. While it is encouraging that nearly half (48 percent) of employers use auto-enrollment in retirement plans to help employees improve savings, only 37 percent are measuring retirement readiness.
“During every life stage, employees encounter financial obstacles like paying student loans, buying a home, or paying for daycare,” Ziebell said. “These impact retirement savings and can result in employees needing to stay on the job longer than they’d like. An aging population often has higher healthcare costs and limits opportunities for younger employees to advance. So when organizations help their employees identify and manage these financial stressors, it often results in higher productivity and engagement.”

Survey Shows Importance of Taking a 360-Degree View

The 2017 Benefits Strategy & Benchmarking Survey underscores the importance of taking a 360-degree view of an organization’s benefits and compensation strategy, specifically through the lens of employee attraction and retention. Micro and macro-economic factors, such as the tightening labor market and shrinking candidate pool, make it even more imperative. As employers gain a deeper understanding of how these different elements work together, they can see more clearly how to align human resource and organizational strategies to drive better business results.


ABOUT THE BENEFITS STRATEGY & BENCHMARKING SURVEY

Gallagher Benefit Services, Inc., the employee benefits consulting and brokerage operation of Arthur J. Gallagher & Co., developed the Benefits Strategy & Benchmarking Survey to provide employers with insights into how their peers are addressing benefit and human capital challenges. The 2017 survey, conducted from January to March of this year, aggregates responses from 4,226 organizations across the U.S. Additional survey results can be found at www.ajg.com/NBS2017.

ABOUT ARTHUR J. GALLAGHER & CO.

Arthur J. Gallagher & Co. (NYSE: AJG), an international insurance brokerage and risk management services firm, is headquartered in Rolling Meadows, Illinois, has operations in 33 countries and offers client-service capabilities in more than 150 countries around the world through a network of correspondent brokers and consultants.

 

How to Build a 24/7 Social Media Customer Service Program When You’re Not a Big Brand

By Steve Poole
Digital Marketing Manager
Michigan First Credit Union

This post is part of the Digital Marketing Boot Camp series, a new set of blog posts across different mediums designed to provide intel to people and companies looking to improve their digital marketing strategy.

In today’s world of instant gratification, consumers expect immediate and effective service when reaching out in any channel, including social media. Brands like Zappos, XBox and Delta offer dedicated support channels and teams to provide assistance 24/7. But, what if you’re not a big brand with fat pockets? How do you build a customer service program that scales to meet the needs of consumers 24/7, knowing that time, budget and resources are limited?

Social Media Marketing Meets 24/7 Customer Service

In 2014, Michigan First Credit Union rolled out a new program for our members to connect to a live customer service representative 365 days a year, 24 hours a day. Dubbed 365 Live, this program added horsepower to our call center operations, ensuring that customers could call at any time and receive an immediate response and resolution to their issue. Our marketing team’s social media efforts needed to scale to meet this heightened level of service.


MORE: Hear more about social media marketing strategies and tools at the Digital Marketing Boot Camp, Feb. 15.


We already knew that social media customer service doesn’t live within a “9-5” schedule and our marketing team was already responding to opportunities and issues outside of traditional business hours. Now, we were being challenged to create a seamless experience for our customers regardless of the channel or the time of day. Here are some of the lessons our team learned along the way:

1. Gather your stakeholdersIt sounds elementary, but ensuring that all the right parties have a seat at the table right from the beginning is absolutely essential. Departments we spoke with included human resources, IT, marketing, risk/compliance and our existing call center. We also needed buy-in from our executive team to ensure top-level support.

Gathering these teams together allowed everyone to share their questions, concerns and comments. Additionally, it allowed all teams to play a role in setting the strategy and standards for the program. Standards focused on a set response time for customer service requests via social media channels and processes for managing customer inquiries. For example, our call center determined one hour is the appropriate response time for non-call requests. While we almost always answer social media comments and inquiries much faster than one hour during business hours, we needed to determine how this service promise would impact our ability to answer questions and concerns during weekends and evenings.

2. Determine who “owns” the social customer service program

Traditionally, stand-alone customer service departments have handled all customer requests via phone, email or contact forms. However, as everyone that works in social media can attest to, the volume of customer service inquiries via social channels is increasing. This creates the question: who is responsible for those requests? Should the call center team be trained to handle social channels or does the marketing team extend their reach to monitor social channels 24/7? Is it a hybrid approach?

Determining ownership can set the direction for the social customer service program. In many cases, the program can be rolled out in phases. Initially, marketing receiving additional resources to monitor at later hours. Soon we will begin a project to train call center teams on how to monitor inbound inquiries during non-traditional business hours, eventually moving the service requests away from marketing.

3. Address any security and compliance issues right from the start

If you’re already leveraging social media for customer service, there is a good chance that certain processes are in place to ensure customer concerns are addressed quickly and archived for reference. But what happens when the customer service team “leaves” the office and answers tweets, Facebook posts, reviews, etc. from home? Do processes need to be changed?

In regulated industries, such as banking and finance, it is imperative that everyone involved in customer service issues is aware of current industry standards for compliance and security. For example, we can only answer very general customer service questions via a public forum such as Twitter or Facebook. If someone wants to know what time our locations are open, we can absolutely help them. If a customer has a question about a specific account, we need to take the conversation off-line and interact with them in a secure way. That also means that certain types of situations may not be able to be addressed while on the go and via mobile devices. While marketers are often quick to criticize brands that reply to customer inquiries with almost robotic responses, it’s often missed that companies within certain industries are required to respond a specific way. Often times, we tailor generic, yet personalized responses to customer service issues on social media to ensure compliance with industry standards and regulations. What is most important is the offline follow up in these situations.

Another common issue with scaling a social media customer program is how to deal with remote access. For example, remote access to client information is often limited due to the sensitive nature of certain documents. Marketing can often be one of the teams with restricted access. In our situation, the marketing team regularly found itself answering customer inquiries outside of the office. A valuable best practice is to flesh out how certain types of customer issues are handled when addressed inside the office and from a remote destination. That way, all parties involved know the appropriate responses to different situations.

Many brands are often operating within a strictly defined box and cannot step outside without running into security and privacy issues. There is little flexibility in these areas and social media programs must be built and adjusted accordingly.

A common theme found across these lessons learned is that planning to scale a social media customer service program involves more than simply managing channels. There are certain steps required to not only better service customers, but also protect the brand and ensure digital efforts are in alignment across the company. Being efficient with available resources, ensuring stakeholders are engaged, addressing compliance issues early and assigning ownership of channels will lead to a smoother, more impactful rollout of your 24/7 social media customer service program.

Steve is the Digital Marketing Manager for Michigan First Credit Union and its affiliates Michigan First Mortgage and Michigan First Insurance Agency. Steve oversees the social media channels, web strategy, digital advertising, in-branch digital, email campaigns and more. Michigan First Credit Union is one of the State of Michigan’s only state-wide credit unions and is amongst the first in the country to offer a 24×7/365 live and local call center with online chat and social media customer service.

Steve’s expertise lies in social media, content marketing and drafting astonishingly mediocre fantasy sports teams.

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What employers need to know to remain compliant in 2017 is the focus of Nemeth Law’s Raising the Bar series on Jan. 18

Raising the Bar, an educational series raising employer awareness of current issues in employment and labor law and offered by Detroit-based management side labor and employment law firm Nemeth Law, P.C., returns Jan. 18 to cover the topic of How Labor and Employment Law has Changed Over the Past Year and What You Need to Know to Remain Compliant in 2017.

The past year was a roller coaster ride for employers and it doesn’t look like it’s going to slow down in 2017, according to Terry Bonnette, a partner at Nemeth Law.

“In mid-2016, the Department of Labor issued new overtime regulations that would have affected 4.2 million exempt salaried employees if those regulations had not been blocked in November by a federal court order. Plus, a Presidential election always brings numerous questions about the new administration’s policies and how they will influence federal agencies, the Supreme Court and multiple areas of labor and employment law – and this election perhaps even more so,” Bonnette said.

At the Jan. 18th Raising the Bar session, Nemeth Law attorneys will discuss how these changes can affect employment practices over the coming year. Topics include:

  • The impact of the new administration on employment, labor and employee benefits law: what employers should expect and what they shouldn’t
  • The current status of the overtime regulations and best practices for employers
  • The EEOC’s new expansive anti-retaliation guidance
  • Transgender employee bathroom access: litigation trends and federal agency guidance
  • Hot Button Issues – the EEOC’s new Strategic Enforcement Plan for 2017-2021
  • Sexual orientation discrimination under Title VII: Are protections for LGBT expanding or contracting?
  • Supreme Court, EEOC and NLRB regulatory and litigation updates

Raising the Bar will be held on Wednesday, Jan. 18, at the Management Education Center, 811 West Square Lake Road, Troy, 48098. Continental breakfast will be served at 8:30 a.m. The program begins at 9:00 a.m. and ends at 12 p.m. with one 15-minute break. The cost of the event is $75 per person and pre-registration is required. To register, e-mail Pamela Perkowski at pperkowski@nemethlawpc.com or call 313.567.5921.

About Nemeth Law, P.C.

Celebrating 25 years in 2017, Nemeth Law specializes in arbitration, mediation, workplace investigations, employment litigation, traditional labor law and management consultation/training for private and public sector employers. It is the largest woman-owned law firm in Michigan to exclusively represent management in the prevention, resolution and litigation of labor and employment disputes.

The Honorable Mike Duggan, Mayor of Detroit, Set to Deliver American Society of Employers’ (ASE’s) Annual Summit keynote; event will honor the ASE 2016 HR Executives of the Year

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, will host its Annual Summit on Thursday, November 3rd at the Detroit Athletic Club from 5:00 p.m. to 8:00 p.m.

The Honorable Mike Duggan, Mayor of Detroit, will deliver the keynote address. Duggan was elected as Detroit’s Mayor on November 5, 2013 and took office on January 1, 2014. As Mayor, he governs the city where he spent the previous 32 years of his career collaborating with others to solve some of the city’s most vexing issues.

Another highlight of the evening will be the presentation of ASE’s Michigan Human Resource Executive of the Year awards, which recognize commendable work by executives in the field of Human Resources Management and distinguishes those who represent the best in their profession.

ASE will honor the following as the 2016 HR Executives of the Year:

• Adam Jeffries, Vice President of Human Resources, North America, Faurecia North America – Organizations with over 1,000 Michigan employees

• Brenda Gallick, Director of Team Member Success, Billhighway – Organizations with fewer than 1,000 Michigan employees

• Cynthia M. Glass, Ed.D., Vice President of Administrative Service and Human Resources, Henry Ford College – Health and Human Services organizations with 500 or more Michigan employees

• Danielle Crane, Chief Talent Officer, GreenPath Financial Wellness – Health and Human Services organizations with fewer than 500 Michigan employees

“ASE looks forward to celebrating this year’s honorees and is very excited to kick the evening off with Mayor Duggan,” Mary E. Corrado, ASE president and CEO said.

ASE’s 2016 Annual Summit is open to both ASE members and non-members. Tickets are $99 per person, $539 for groups of six, and $639 for groups of eight. The evening includes networking, cocktails, small plates, and dessert. To purchase tickets or for registration information, please call 248-223-8006 or visit the ASE website.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

American Society of Employers (ASE) announces the Michigan HR Executives of the Year for 2016; honorees will be celebrated on Nov. 3 at ASE’s Annual Summit

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, is pleased to announce the honorees for its annual Michigan HR Executive of the Year for 2016. Through a nomination process overseen by ASE, candidates are selected in four categories and recognized for their admirable work that distinguishes them in the field of Human Resource Management. The category winners are:

• Adam Jeffries, Vice President of Human Resources, North America, Faurecia North America – Organizations with over 1,000 Michigan employees
• Brenda Gallick, Director of Team Member Success, Billhighway – Organizations with fewer than 1,000 Michigan employees
• Cynthia M. Glass, Ed.D., Vice President of Administrative Service and Human Resources, Henry Ford College – Health and Human Services organizations with 500 or more Michigan employees
• Danielle Crane, Chief Talent Officer, GreenPath Financial Wellness – Health and Human Services organizations with fewer than 500 Michigan employees

“ASE congratulates all the honorees and thanks them for their dedication to the HR profession,” Mary E. Corrado, ASE president and CEO said. “Their work is highly regarded by their peers and has had a significant impact on the companies they work for.”

The Michigan HR Executives of the Year for 2016 will receive their awards at ASE’s thirteenth Annual Summit, which celebrates not only the honorees but the pivotal role of the HR profession in Michigan’s business and non-profit communities. The ASE Annual Summit will be held Thursday, Nov. 3 from 5:00 p.m. to 8:00 p.m. at the Detroit Athletic Club.

ASE’s 2016 Annual Summit is open to both ASE members and non-members. Tickets are $99 per person, $539 for groups of six, and $639 for groups of eight. The evening includes networking, cocktails, small plates, and dessert. To purchase tickets or for registration information, please call 248-223-8006 or visit the ASE website.

About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

American Society of Employers (ASE) seeks nominations for Michigan’s 2016 HR Executive of the Year award; deadline is July 1

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, is seeking nominations for ASE’s 2016 Michigan HR Executive of the Year award. The call for nominations was announced by Mary E. Corrado, president and CEO of ASE.

“The HR Executive of the Year award is a coveted honor in Michigan’s HR community that recognizes leaders in the profession who dedicate their careers to bettering not only their organizations, but also their industries and the broader community,” Corrado said.

Nominees will be evaluated on their commitment to the HR profession, successes in past/current positions, contributions to the community, impact on the lives of others and the success of the organization he or she serves. Nominees must meet the following criteria for consideration:

 Are currently employed as an HR executive
 Serve as the company’s highest-ranking HR person residing in Michigan
 Have at least 10 years of HR management experience
 Demonstrate consistent proven successes, enthusiasm and leadership/support of the HR profession
 Apply professional experience both inside and outside his or her organization

A selection committee comprised of ASE board members, past award recipients and HR executives will review all nominations and select the award winners. A total of four individuals will be recognized in the following categories: executive of an organization with 1,000 or more Michigan employees; executive of an organization with fewer than 1,000 Michigan employees; health and human services organization with 500 or more Michigan employees; and a health and human services organization with fewer than 500 Michigan employees.

The 2015 HR Executive of the Year honorees and their titles when the awards were announced in Nov. 2015 were Scott Pepin, Senior Vice President, Global Human Resources, Federal-Mogul Powertrain; Meghan Berg, HR Director, Fortis Energy Services, Inc.; Sharon Butler, Assistant Vice President, Human Resources, Michigan State University; and Ron Carr, Human Resources Director, United Way of Southeastern Michigan.

Nominations are being accepted now through July 1. To view the nomination form or to nominate an HR executive, click here. The 2016 HR Executive of the Year recipients will be honored at an awards ceremony at the Detroit Athletic Club in Detroit on Nov. 3.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people.

Learn more about ASE at www.aseonline.org.

American Society of Employers (ASE) seeks nominations for Michigan’s 2016 HR Executive of the Year award

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, is seeking nominations for ASE’s 2016 Michigan HR Executive of the Year award. The call for nominations was announced by Mary E. Corrado, president and CEO of ASE.

“The HR Executive of the Year award is a coveted honor in Michigan’s HR community that recognizes leaders in the profession who dedicate their careers to bettering not only their organizations, but also their industries and the broader community,” Corrado said.

Nominees will be evaluated on their commitment to the HR profession, successes in past/current positions, contributions to the community, impact on the lives of others and the success of the organization he or she serves. Nominees must meet the following criteria for consideration:

 Are currently employed as an HR executive
 Serve as the company’s highest-ranking HR person residing in Michigan
 Have at least 10 years of HR management experience
 Demonstrate consistent proven successes, enthusiasm and leadership/support of the HR profession
 Apply professional experience both inside and outside his or her organization

A selection committee comprised of ASE board members, past award recipients and HR executives will review all nominations and select the award winners. A total of four individuals will be recognized in the following categories: executive of an organization with 1,000 or more Michigan employees; executive of an organization with fewer than 1,000 Michigan employees; health and human services organization with 500 or more Michigan employees; and a health and human services organization with fewer than 500 Michigan employees.

The 2015 HR Executive of the Year honorees and their titles when the awards were announced in Nov. 2015 were Scott Pepin, Senior Vice President, Global Human Resources, Federal-Mogul Powertrain; Meghan Berg, HR Director, Fortis Energy Services, Inc.; Sharon Butler, Assistant Vice President, Human Resources, Michigan State University; and Ron Carr, Human Resources Director, United Way of Southeastern Michigan.

Nominations are being accepted now through July 1. To view the nomination form or to nominate an HR executive, click here. The 2016 HR Executive of the Year recipients will be honored at an awards ceremony at the Detroit Athletic Club in Detroit on Nov. 3.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people.

Learn more about ASE at www.aseonline.org.

Register for the region’s largest one-day Human Resources conference; March 17 ASE event will address opportunities and issues in the modern workplace

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, will hold its 13th annual People, Profit, Progress Conference and Workshops on Thursday, March 17 at the Suburban Collection Showplace in Novi. Registration is open for the event, which attracts more than 350 attendees and is the region’s largest one-day Human Resources conference. ASE CEO Mary E. Corrado notes that the role of HR is evolving, demanding a broader, more strategic approach to human resources management.

“This year’s conference acknowledges that shift,” Corrado said. “Some of the speakers will address traditional HR topics like compliance, solving people problems and building a positive culture. But other sessions will look at emerging issues such as using predictive analytics to tie HR strategy to business outcomes, and employee engagement data to the realization of the organization’s vision.”

Keynote speakers are Jennifer McClure, founder of Unbridled Talent, and Todd Henry, founder of Accidental Creative.

Henry teaches leaders and organizations how to establish practices that lead to everyday brilliance. He is the author of three books: The Accidental Creative, Die Empty, and Louder Than Words, which have been translated into more than a dozen languages, and he speaks and consults across dozens of industries on creativity, leadership and passion for work. Die Empty was named by Amazon.com as one of the best books of 2013. His latest book, Louder Than Words, is about how to develop an authentic voice that resonates and creates impact. His keynote address is titled Passion for Work(life).

McClure is a sought-after speaker and business advisor who combines her expertise as a business leader, Human Resources executive, executive recruiter and executive coach with practical strategies to help leaders increase their impact, grow their influence and deliver results in their careers and in their organizations. Her keynote is titled The Future of HR: Four Keys for Creating Competitive Advantage through Innovative People Strategies.

Conference topics and breakout sessions include:
• Taking the Mystery out of Mobile Recruiting
• Ignorance is Not Bliss: Staying on Top of the Changing Legal Landscape
• Key Human Resource Trends and Priorities for 2016
• Creating Manager Accountability for Employee Development
• Seeing the Future Using Predictive Analytics
• Why Employees Sue: A Live Debate Between Management-side and Employee-side Attorneys
• Techniques to Build a Culture of Collaboration
• Talent Shortages & Skills Gaps: 5 Ways to Win the War For Talent
• Demystifying Engagement Data: Moving from Numbers to Insight to Action
• Manage Your Problem Employees Without Losing Your Mind
• Building an HR Strategy
• Hello ‘Stay Interviews’, Goodbye Talent Loss

For a complete conference agenda and registration information, please visit the ASE website.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people.

Learn more about ASE at www.aseonline.org.

 

American Society of Employers (ASE) announces alliance with HR Certification Institute

Livonia, Mich. —Nov. 19, 2015 — The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, is pleased to announce an alliance with the Virginia-based HR Certification Institute (HRCI), a professional credentialing organization for the Human Resource profession. Under the alliance, HR professionals in ASE member organizations can receive recertification credits toward their HRCI credentials, including the prestigious Professional in Human Resources (PHR®) and Senior Professional in Human Resources (SPHR®). The announcement was made by ASE President and CEO, Mary E. Corrado.

“ASE believes in the importance of HRCI certifications in developing well educated and informed HR leaders,” Corrado said. “We are pleased to offer this credit opportunity for ASE members dedicated to performing at the highest level of the HR profession.”

HR professionals in ASE member firms can now receive up to 12 recertification credits towards their HRCI credential (SPHR, PHR), as follows:

• Three credit hours per full year of ASE membership during the individual’s renewal cycle, to a maximum of nine credit hours per renewal cycle.
• An additional three business credit hours (one per year for SPHRs and HRMPs) under the continuing education category. If the specific credential does not require business credits, the credit type will default to HR general credit.

The new ASE alliance also offers members a discount on the HRCI recertification exam and access to the services of an HRCI concierge, through ASE, to quickly research and resolve HR questions.

“For more than 10 years, ASE has promoted HRCI certifications through our events and the catalog of classes we offer,” Corrado said. “It will now be easier than ever for our members to receive, maintain and enhance their HRCI credentials while acquiring the knowledge and education necessary to continue their development in the HR field and maximize the workforce performance of their respective organizations.”

To learn more about ASE’s alliance with HRCI, please visit the ASE website.

About HR Certification Institute
The HR Certification Institute™ (HRCI™) is the premier credentialing organization for the Human Resources profession. For 40 years, HRCI has set the standard for HR mastery and excellence around the globe. An independent nonprofit organization, HRCI is dedicated to advancing the HR profession by developing and administering best-in-class accredited certifications. To learn more, visit http://www.hrci.org/.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

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American Society of Employers (ASE) welcomes 17 new members

Livonia, Mich. —Oct. 19, 2015 — The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, announces 17 organizations joined ASE as members during the third quarter of 2015. The organizations are:

  • Search Optics, Inc.: a Ferndale-based provider of online strategy and digital marketing solutions to help clients maximize their visibility online.
  • IFA Rotorion (North America LLC): a direct supplier of propshafts for passenger cars and light commercial vehicles for the U.S., Canada and Mexico markets; based in Novi.
  • SL America; a global automotive supplier of chassis and lighting, with an engineering center based in Auburn Hills.
  • City of Detroit; municipality.
  • Paramount Fence, LLC; a Livonia-based fence company servicing the residents of Southeast Michigan with fencing products and installation services.
  • Mitsubishi Chemical Performance Polymers (MCPP); an international supplier of high performance compounds used as raw materials in a variety of markets, with a Mich. office in Warren.
  • Minth North America; a leading supplier in design, manufacturing and sales of body structural parts, trims and decorative parts for passenger vehicles, with a Mich. office in Farmington Hills.
  • North American Bancard; a Troy-based credit card processing company providing all facets of merchant payment processing solutions for credit, debit, EBT, check conversion and guarantee, and gift and loyalty cards.
  • Carcoustics USA, Inc.; designers and manufacturers of acoustic and thermal components for the automotive industry and other industrial sectors, with a Mich. office in Howell.
  • Wayne Metropolitan Community; a Wyandotte-based community action agency with a mission to empower low income people and strengthen communities.
  • Improvement Path Systems; a Rochester based professional service organization helping healthcare organizations improve how healthcare is delivered in the U.S.
  • Witzenmann USA; a global provider of flexible metal elements, expansion joints and flexible metal tubes, with its U.S. headquarters in Warren
  • Comcast Cablevision; a multinational mass-media company with a Mich. headquarters in Plymouth.
  • Cornerstone Charter Schools; providing a turnkey solution for the operation of public school academies and based in Royal Oak.
  • Byrne Electrical Specialists, Inc.; a manufacturer of power and data solutions for the home, healthcare, hospitality and office furniture industries and based in Rockford.
  • Family Health Center of Kalamazoo a non-profit 501(c)(3) Federally Qualified Health Center (FQHC) serving the citizens of Kalamazoo County and based in Kalamazoo.
  • Cascade Engineering; with a core competency in large scale plastic injection molding, the Grand Rapids-based manufacturer has facilities throughout North America and Europe serving a diversity of markets, including automotive, commercial truck & bus, solid waste & recycling, furniture, material handling and renewable energy.

“We are pleased to welcome these diverse organizations to ASE and look forward to assisting our newest members in growing their bottom line by enhancing the effectiveness of their people through ASE’s wide array of HR services,” Mary E. Corrado, CEO of ASE said.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.