Stan Malcolm: Welcome new members and general introductions. Capture additional Roundtable topics.

Phyllis Huckabee (Quidel Corp.): A collage of three topics, plus discussion.

- Emotional intelligence in organizations: Has anyone done any work on this with their company? What suggestions or recommendations do you have?

- Biggest bang for the development buck: When you have a very small budget for delivering training and development, where have people found the highest return? We're focusing on manager/leadership development right now, but I'm interested in others' experience.

- Communicating strategy and vision: I am working on an initiative right now to take the energy and excitement that has been built with the executive team and financial community around our strategy and long-term vision and infect the rest of the organization with that same enthusiasm. After talking with our top officers, I'm very excited about the possibilities of this effort. I'd be interested in hearing what others have done with their organizations, what's worked, what hasn't worked, etc.

Mike Dickinson (The SCOOTER Store): Another collage of topics, with discussion:

- It would be interesting to me to discuss what seem to be the critical elements in the way training/O.D. departments are valued within their companies. I see all the ROI literature and frankly, no matter how financially solid the argument, in my experience those analyses don't hold up to the CEO's gut feeling from hall talk. (Instead of how many ways can you do ROI, it seems to me there'd be value in some sort of analysis of critical incident factors or factors that go into the keep-or-cut decision. I think companies sometimes don't realize the full impact of the training/HPT department, and I'm not sure ROI communicates it adequately, either.)

- We are in the process of adding behavioral anchors to our annual performance review form. Our form is built tightly around our core ideologies, but there has been confusion over what to consider and how to tie items to the actual job. We are involving employees in the process, and could describe the process and outcome, which should be just reaching its final stages in May.

Marilyn Martin (Alumna): Top 10 Business Trends and the Implication for HR Practitioners - How will the "next big thing" impact what you will be doing in 90 days? Next year? And the year after? This presentation is a heads up on what's going down. Compiled from business futurists and HR prognosticators, hear how changes in US demographics, outsourcing trends, technology, worker attitudes, and shifting management philosophy will impact our day-to-day lives.